Document Modesto_doc_45ec873cf0

MEMORANDUM OF UNDERSTANDING Between the CITY OF MODESTO And the MODESTO CITY FIREFIGHTERS ASSOCIATION July 1, 2024 Through June 30, 2028 ---PAGE BREAK--- Effective July 1, 2024 MCFFA MOU TABLE OF CONTENTS Article 1. MANAGEMENT RIGHTS 1 Article 2. TERM OF MEMORANDUM 1 Article 3. REPRESENTATION/AGENCY SHOP 1 Article 4. SALARY RATES AND STEP ADVANCES 2 Article 5. MEDICAL CERTIFICATION ALLOWANCE 4 Article 6. ADVANCED LIFE SUPPORT (ALS) PARAMEDIC PROGRAM 5 Article 7. SPECIALTY HIRE OBLIGATIONS 7 Article 8. SPECIAL ASSIGNMENTS 8 Article 9. RELIEF ASSIGNMENT 8 Article 10. HAZARDOUS MATERIAL SPECIALIST 9 Article 10.5 TECHINICAL RESCUE SPECIALIST 9 Article 11. EDUCATIONAL INCENTIVE PAY 11 Article 12. CERTIFICATE INCENTIVE PAY 11 Article 13. LONGEVITY INCENTIVE PAY 12 Article 14. UNIFORMS AND UNIFORM ALLOWANCES 12 Article 15. PHYSICAL FITNESS PROGRAM 13 Article 16. OVERTIME, COMPENSATORY TIME, HIRE-BACK, CALL-BACK 13 Article 17. ON-CALL INVESTIGATOR COMPENSATION 16 Article 18. COMPENSATION FOR TRAINING/EDUCATION 17 Article 19. BILINGUAL PAY 17 Article 20. MINIMUM STAFFING POLICY 18 Article 21. PERFORMANCE EVALUATION 19 Article 22. HEALTH, DENTAL, VISION INSURANCE 20 Article 23. CAFETERIA PLAN 20 Article 24. RETIREE HEALTH INSURANCE 22 Article 26. LIFE INSURANCE 23 Article 27. EMPLOYEE ASSISTANCE PLAN 23 ---PAGE BREAK--- Effective July 1, 2024 ii MCFFA MOU Article 28. PROBATION 23 Article 29. GRIEVANCES 24 Article 30. DISCIPLINARY ACTIONS 25 Article 31. DISCIPLINARY APPEALS 26 Article 32. LAYOFF AND DEMOTION PROCEDURES UPON REDUCTION IN FORCE 28 Article 33. HOLIDAYS 30 Article 34. VACATION 32 Article 35. SICK LEAVE 34 Article 36. LEAVES OF ABSENCE 36 Article 40. MILITARY LEAVE OF ABSENCE 39 Article 42. ACTING ASSIGNMENTS 41 Article 43. FIRE PREVENTION BUREAU HOURS 41 Article 44. CONSECUTIVE WORK HOURS 42 Article 45. MCFFA DEDUCTIONS 42 Article 46. RESIDENCY REQUIREMENT 42 Article 47. NON-SMOKER HIRING PREFERENCE 42 Article 48. TIME BANK 42 Article 49. STATION ASSIGNMENTS 42 Article 50. FIRE HOSE TESTING 44 Article 51. OUTSIDE EMPLOYMENT 44 Article 52. NON DISCRIMINATION/HARASSMENT 44 Article 53. JOB ACTIONS 44 Article 54. PROVISIONS OF LAW 45 Article 55. SEVERABILITY 45 Article 56. APPROVAL Error! Bookmark not defined. Salary Schedules Exhibits A-L 1 ---PAGE BREAK--- Effective July 1, 2024 MCFFA MOU MEMORANDUM OF UNDERSTANDING This Memorandum of Understanding is entered into this July 1, 2024, by and between the management representatives of the City of Modesto (CITY) and the representatives of the Modesto City Fire Fighters Association (MCFFA) after meeting and conferring in good faith. Article 1. MANAGEMENT RIGHTS The CITY retains the exclusive right, except as expressly stated herein, to operate and direct the affairs of the CITY in all of its various aspects, including, but not limited to, the right to direct the working forces; to plan, direct and control all of the operations and services of the CITY; to determine the methods, means, and organizations by which such operations and services are to be conducted; to assign and transfer employees, to hire, promote, demote, suspend, discipline, discharge or relieve employees due to lack of work or other legitimate reasons; and to change or eliminate existing methods, equipment or facilities. Article 2. TERM OF MEMORANDUM a) The term of this Memorandum of Understanding shall be the period of July 1, 2024 through June 30, 2028, inclusive. b) The CITY and MCFFA agree to begin subsequent negotiations no later than January 15, 2028. Article 3. REPRESENTATION/AGENCY SHOP The Local is solely responsible for distributing to and collecting from employees, the dues deduction authorization forms. It is the employee’s responsibility to submit requests to start or stop dues deductions directly to the Local and not to the City. The Local is responsible for maintaining the dues deduction forms from individual employees. Copies of an individual employee’s dues deduction authorization need not be provided to the City unless a dispute arises about the existence or terms of the authorization. Questions regarding Local membership, dues amounts, and payroll deductions must be directed to the Local and not the City. The Local will provide to the City an updated, certified dues deduction list of bargaining unit members on an annual basis, of those employees who have provided written authorization for regular dues deductions. The City will deduct dues for only those employees who are in the bargaining unit in accordance with such certified list. The Local will immediately notify the City of any change to an employee’s dues deduction authorization, and will provide the City within five business days of the Local being advised, an updated, certified dues deduction list only noting any specific changes from the last list provided to the City. The ---PAGE BREAK--- Effective July 1, 2024 2 MCFFA MOU City shall not be obligated to put into effect any new, changed or discontinued deduction until a certified list of employees who have provided the Local with deduction authorization forms is submitted to the City in sufficient time to permit normal processing of the change or deduction. The City will transmit the balance of funds to the Local without delay. The Local agrees to indemnify, defend and hold harmless the City against all claims, demands, suits or any other action, including costs of such suits and reasonable attorney’s fees and/or other forms of liability arising from the implementation of the provisions of this section, including claims for or related to employee authorizations, revocations, deductions made, cancelled, or changed in reliance on the Local’s representations and certifications regarding employee dues deduction authorizations. Article 4. SALARY RATES AND STEP ADVANCES a) The parties jointly agree that the following base salary ranges and rates shall be applicable on the dates indicated for classifications in this Unit for the period commencing July 1, 2024 and ending June 30, 2028. Classification Title Ranges Effective 7/1/24 Ranges Effective 7/1/242 56 Hour 40 Hour Firefighter Trainee 205 905 Firefighter 209 709 Fire Engineer 213 713 Fire Captain 219 719 b) For purposes of this Agreement, base salary range shall mean the salary range assigned to a specific classification as provided in Section of this Article. Base salary rate shall mean the hourly rate of pay established pursuant to the step placement within the base salary range as provided in this Agreement. Salary ranges shall be those provided in Exhibits A through I (Schedule of Salary Ranges) of this Agreement. Paid time worked shall be based upon the regular rate of pay with the computation rounded to the nearest cent. Regular rate of pay for purposes of overtime earned under the Fair Labor Standards Act (“FLSA”) includes certain payments to employees beyond the base rate of pay as defined by the FLSA. c) Effective June 18, 2024, the salary ranges shall be adjusted upward by six percent as provided in Exhibits A through C of this Agreement. Effective July 1, 2025, the salary ranges shall be further adjusted upward by an additional six percent as provided in Exhibits D through F of this Agreement. ---PAGE BREAK--- Effective July 1, 2024 3 MCFFA MOU Effective June 30, 2026, the salary ranges shall be adjusted upward by an additional five percent as provided in Exhibits G through I of this agreement. Effective June 29, 2027, the salary ranges shall be adjusted upward by an additional four percent as provided in Exhibits J through L of this agreement. Effective June 18, 2024, each employee shall contribute five percent to the CalPERS Unfunded Accrue Liability (UAL) as determined by the City for the best benefit of the City budget, and an additional one and one-half percent of salary as contributions to an agreed upon base as noted in the CalPERS Safety Schedule of Amortization Bases as Additional Direct Payments to the CalPERS Unfunded Accrue Liability (UAL). These contributions shall continue until such liability is paid in full. In contributing to their statutorily and MOU required retirement contributions, PEPRA employees shall not exceed the agreed upon total additional contribution of eighteen and one-half percent Should the PEPRA contribution requirements exceed twelve percent PEPRA employees shall have their additional MOU contributions to the City’s Base account adjusted downward accordingly so that the total contributions do not exceed eighteen and one -half percent This provision does not impact any contribution requirements under PEPRA or CalPERS law, and does not impact any contributions for CalPERS Classic employees. d) When an employee is promoted, the calculation for the salary increase shall be based on the employee’s base salary, excluding any Relief pay, incentive pay or acting pay. e) Each salary range shall consist of six steps, A through F. Progression through the steps shall be based upon both length of service and job performance. 1) Step A will normally be paid upon initial employment. The initial salary may be set at a higher step only upon approval of the department head and/or City Manager. In cases of exceptional performance, employees hired at higher than Step A, may be considered for their first step increase after thirteen (13) pay periods. 2) Step B shall be paid upon completion of 13 pay periods with an overall "Meets Expectations" performance evaluation. 3) Steps C and D shall be paid upon completion of 26 pay periods with an overall "Meets Expectations" performance evaluation. 4) Step E shall be paid upon completion of 26 pay periods with an overall "Meets Expectations" evaluation and a current certification as an EMT or Paramedic. Failure to maintain such certification shall result in automatic reduction to Step D. ---PAGE BREAK--- Effective July 1, 2024 4 MCFFA MOU 5) Step F shall be paid upon completion of 26 pay periods with an overall "Meets Expectations" evaluation and a current certification as an EMT or Paramedic. Failure to maintain such certification shall result in automatic reduction to Step E. f) Merit step increases within the established salary range, may be granted in addition to those above, upon approval of the City Manager. g) When a step increase is denied, there shall be another performance evaluation of the employee within thirteen (13) pay periods from the effective date of the denied increase. There is no right of appeal to the withholding of a step increase, but the reasons for withholding shall be given in writing to the employee. h) Due to performance deficiency, lack of application, indifferent attitude, or other legitimate reasons, an employee’s step may be reduced to a lower step upon recommendation of the department head and approval of the City Manager. There is no right of appeal due to the lowering of steps, but the reasons for such shall be given in writing to the employee. Article 5. MEDICAL CERTIFICATION ALLOWANCE a) The current minimum medical certification for new Firefighter/ Firefighter Trainees is possession of a valid National Registry or State of California approved EMT-I at time of application for employment. If hired, the employee must obtain an EMT-I card from the local EMS Agency by the end of the new hire academy. Failure to obtain the local EMT-I by the end of the academy shall be grounds for termination. Failure to maintain the local EMT-I shall be grounds for discipline up to and including termination. b) Any employees who are assigned to the ALS Paramedic Program and have the required California State Paramedic License and all additional local required ALS certifications, shall receive an additional allowance equivalent to ten percent (10.0%) of their base salary for their classification, which will be based upon one hundred and twelve (112) hours per pay period for shift employees. e) Recertification training for the Medical First Responder, EMT-I, Paramedic programs and any advanced ALS local requirements shall be made available by the CITY. The normal costs associated with any of these required recertification classes will be covered by the CITY. f) Any of the employees that allow their medical certification to lapse will be required to maintain their EMS skills at a “Public Safety First Aid” level as described in Title 22 of the California Health and Safety Code. At the time an employee’s EMS certification drops to this basic Public Safety First Aid level ---PAGE BREAK--- Effective July 1, 2024 5 MCFFA MOU he/she will lose their current medical allowance and be removed from Step E of the salary range for their current rank. The medical allowance and Step E will only be restored once a stipulated level of medical certification is obtained and any current Performance Management Guidelines are met. Effective July 1, 2023 any of the employees that allow their medical certification to lapse will be required to maintain their EMS skills at a “Public Safety First Aid” level as described in Title 22 of the California Health and Safety Code. At the time an employee’s EMS certification drops to this basic Public Safety First Aid level he/she will lose their current medical allowance and be removed from Step F of the salary range for their current rank. The medical allowance and Step F will only be restored once a stipulated level of medical certification is obtain and any current Performance Management Guidelines are met. g) Paramedics that allow their paramedic certification to expire shall be required to obtain and maintain EMT-I certification prior to expiration of paramedic certification. Article 6. ADVANCED LIFE SUPPORT (ALS) PARAMEDIC PROGRAM a) Program At this time the Modesto Fire Department operates an ALS Program that consists of apparatus with the equipment and staff to provide the citizens of Modesto an advanced life support on a non-transporting platform. Both parties agree that the success of the ALS Program may lead to an expanded fire based ALS delivery system within the Modesto Fire Department. b) Paramedic Bid Assignments Both Parties agree to Bid the Department’s designated ALS Companies with a minimum of one Paramedic. At multi-company stations, the engine company shall be bid as an ALS company. Designated ALS Companies shall be defined as follows: 1) Contracted MST companies 2) 4 companies within the City of Modesto i) Engine companies within a multi company station shall be bid with a paramedic. ii) Additional companies within the City of Modesto, to include engine, truck, squad, or other fully staffed companies to complete a total of 4 bid ALS companies. The Department may assign and/or rotate represented employees assigned to the paramedic program to meet the situations that may arise, prolonged openings, development of new paramedics, etc.). ---PAGE BREAK--- Effective July 1, 2024 6 MCFFA MOU Both parties agree that a firefighter/paramedic provides the best model for company continuity and safety. It is accepted that an engineer or captain with a paramedic certificate/license can temporarily work as the primary paramedic as long as a Firefighter Paramedic is not available. This may be necessary for the purpose of continuity of company staffing and program development. Both parties agree that for every ALS Company there must be 4.5 paramedics in the program. The minimum number of ALS companies shall be 4 within the City of Modesto. c) Paramedic Daily Staffing The hireback procedure shall be used to fill ALS company daily staffing vacancies with the minimum required paramedic personnel prior to moving a paramedic from their bid assignment. Daily staffing vacancies shall be filled to meet the following requirement: 1) Contracted MST companies 2) 4 companies within the City of Modesto i) Engine companies within multi company station shall be constantly staffed with a paramedic. ii) Additional companies within the City of Modesto, to include engine, truck, squad, or other fully staffed companies to complete a total of 4 staffed ALS companies. d) Program Growth – New Paramedics Any employee who is currently licensed as a Paramedic (EMT-P) by the State of California can request to participate in the ALS Program. e) Program Commitment With the challenges of recruiting, training, and staffing paramedics for an ALS program it is the expectation of the Department that all paramedics will make a commitment to participate in four year increments. As a necessity for the continuation of the Program any plans to leave the program require a one year intent to leave notice from the employee to MFD Chiefs. Special or unusual circumstances would have the ability to be presented to the Fire Chief for consideration. f) Continuing Education It is the Department’s position that the Department will be responsible for the course and/or certification fees of all classes required to maintain EMS Regional Paramedic certification. The Department will also provide relief or compensation for the classroom hours required to maintain these required certifications. g) ALS Expansion 1) ALS Personnel: ---PAGE BREAK--- Effective July 1, 2024 7 MCFFA MOU i. The CITY and MCFFA agree that the minimum number of paramedics in the department shall be 20. The Fire Chief can expand the amount of paramedics in the program without meet and discuss. 2) Program Expansion: i. If the Fire Chief considers expanding the amount of ALS companies, or changing the platform, both parties shall meet and confer regarding the impacts of any such expansion. h) Discipline of Paramedics The CITY shall retain control over investigations and discipline of represented Fire Department employees. If a paramedic’s alleged misconduct violates CITY or Department rules, the Department shall follow its own investigative procedures, progressive discipline practices, and due process procedures. The parties acknowledge, however, that if a paramedic’s alleged misconduct violates state law or regulations, Title 22, California Code of Regulations, Division 9, Chapter 4, Article 10 may control the investigation and due process procedures leading to the suspension or loss of the paramedic’s license. i) Quality Assurance/Quality Improvement (QA/QI) Program The Department has developed an approved Continuous Quality Improvement (CQI) process as required by the Regional EMS Authority (REMSA) and State EMS Authority as outlined in the Title 22 of the Health and Safety Code. Both parties agree to participate in the department recognized QA/QI programs with the desire to maintain the highest level of system delivery and to improve patient care through the established review process for medical oversight. j) ALS Funding Both parties shall work toward on a collaborative effort to find ALS funding methodologies to provide long term stability of our ALS delivery. Article 7. SPECIALTY HIRE OBLIGATIONS a) At the discretion of the Fire Chief, candidates for employment who possess specialized training and/or certification(s) may be offered employment with the CITY which is contingent upon their acceptance of certain terms and conditions of employment, in addition to any other terms and conditions regularly required by the CITY. b) For the purposes of this Article, specialized training and/or certifications shall include Paramedic, Hazardous Materials Specialist and Technical Rescue team member. c) These additional specialty hire obligations shall be communicated to the candidate as part of the CITY’s offer of employment. In accepting employment with the CITY, the candidate shall accept these terms and conditions: ---PAGE BREAK--- Effective July 1, 2024 8 MCFFA MOU 1. The newly hired employee shall maintain the designated specialty certification(s), including participation in any required training, pending the employee’s assignment to the specialty program(s). 2. Once the CITY assigns the employee to the designated specialty program, the employee is obligated to maintain required certifications and to participate in the specialty program for a period of time as described in the specialty’s procedure. 3. The CITY shall pay any recertification fees and pay for the training time required in order to maintain the specialty certification(s). 4. If the CITY fails to make the specialty program assignment within twenty- four (24) months of the employee’s date of hire, the employee will no longer be obligated to accept the specialty assignment or maintain the specialty certifications. 5. Once officially assigned by the department to the specialty program, the employee shall begin receiving the incentive pay designated by the MOU. No incentive pay will be provided until the employee is so assigned. 6. The employee’s failure to meet these specialty hire obligations may result in the employee’s release from probation or in the employee’s termination if probation has been completed. 7. Assignment to, and removal from, any specialty program or assignment, is at the discretion of the Fire Chief. The Fire Chief may elect not to assign an employee who is hired under this specialty hire obligation to a specialty program. Article 8. SPECIAL ASSIGNMENTS Employees may be assigned by the Fire Chief to serve in the long-term special assignments on a 40-hour or 56-hour work schedule. These assignments include, but are not limited to, assignments in Fire Investigations, Fire Prevention, EMS and the Training Division. Effective July 1, 2024, when employees are assigned to these positions, they shall receive special assignment pay equivalent to step D of the Captain pay schedule, or ten percent (10.0%) above their base pay, whichever is greater. Employees starting at step D of the Captain pay schedule are eligible for step increases based on Article 4. This does not include temporary or modified duty assignments. Article 9. RELIEF ASSIGNMENT a) Fire Engineers or Firefighters assigned to relief shall receive an additional five percent in compensation based upon a full one hundred and twelve (112) hour pay period. b) Relief Engineers or Firefighters may be assigned to long term vacancies or absences in represented ranks when it is determined that the vacancy or absence will exceed thirty (30) days. Assignment of a Relief Engineer or Firefighters into long term vacancies or absences shall not exceed sixty (60) ---PAGE BREAK--- Effective July 1, 2024 9 MCFFA MOU calendar days. For vacancies or absences that exceed sixty (60) calendar days, Relief Engineers or Firefighters shall be rotated at 60-day intervals, unless mutually agreed upon by the employee, MCFFA and Fire Management. Relief Engineers or Firefighters assigned to long term vacancies or absences shall continue to receive a five percent relief incentive pay, regardless of assignment. Relief Engineers may work out of grade to cover Firefighter and Captain vacancies. Relief Firefighters may work out of grade to cover Engineer vacancies, but not Captain vacancies. c) Fire Management will make every effort to fill vacancies through hiring and promotion when practical. Article 10. HAZARDOUS MATERIAL SPECIALIST a) Employees who are certified as Hazardous Material Specialists and are assigned to the HazMat Team shall receive a differential of five percent of the base salary. b) The CITY and MCFFA agree that the minimum number of team members is twenty-five (25). The minimum number will be based on FireScope Resource typing. The Fire Chief can expand the number of Hazmat team members without meet and confer. Team members are required to participate in training to meet minimum continuing education requirements as established by the Modesto Fire Department Hazardous Materials Team. c) Fire Management shall assign members of the team. Assignments to the team shall be for six years, unless otherwise assigned by Fire Management. To determine HazMat station assignments, the bid system may be used. At the conclusion of the six year commitment, team members may exercise their right to resign from the team. Personnel choosing to step down must do so in writing to the Fire Chief. d) The CITY and MCFFA agree that there will be a minimum of two Hazardous Material Specialist on duty daily assigned to the Haz-Mat Company. Staffing managers will move Hazardous Material Specialists to Hazmat Team apparatus for the purpose of maximizing daily staffing of the team. See MFD Procedure 11.20.3 Hireback. e) For the Haz-Mat team guidelines refer to current procedure- Hazmat Team General Guidelines. f) If practical, Fire Management and MCFFA agree to meet and discuss if normal hireback procedures fail to meet staffing minimums for known vacancies. Article 10.5 TECHINICAL RESCUE SPECIALIST a) Effective February 2, 2017, employees who are qualified as Technical Rescue Specialists* and are assigned to the Technical Rescue Team** shall receive a differential of five percent above their base salary. ---PAGE BREAK--- Effective July 1, 2024 10 MCFFA MOU Technical Rescue Specialist Requirements*** Total Technical Rescue Specialist Incentive % C - Low Angle Rope Rescue, or Low Angle Rope Rescue Operational, or Rope Rescue Awareness/Operations O - Rescue Systems I, or Structural Collapse Specialist 1 R - Trench Rescue Technician, or Operational E - Confined Space Technician, or Operational 5.0% *Technical Rescue Specialists are required to have completed the four CORE classes, at no cost to the department **Technical Rescue team consists of 2 truck companies and 1 squad or engine company Fire Management and MCFFA agree to meet and discuss to determine course equivalence between CORE classes and any future State Fire Training curriculum changes. Any equivalent courses will be defined in the MFD Technical Rescue Team Procedure and will allow employees to qualify for Technical Rescue Specialist pay and assignments. b) Priority on filling mid-term vacancies shall be with an employee that meets the qualifications of a technical rescue specialist. c) The City and MCFFA agree that the minimum team number of team members is thirty-three (33). Fire Management has the discretion to increase team numbers based on operational needs. d) Team members are required to participate in at least twenty-four (24) hours of annual continuing education training to maintain their allowance. e) Effective January 2019, the ability to bid the Tech Rescue team will be based on Department seniority and the CORE classes. To determine technical rescue apparatus assignments the bid system will be used. f) The Technical Rescue Team consists of two truck companies and one squad or engine company. Specific identifiers for Technical Rescue Team apparatus are defined in MFD Technical Rescue Team Procedure. The priority for daily staffing will be a minimum of six Technical Rescue Specialists on duty each shift, assigned to Technical Rescue Team apparatus, with a minimum of one on each apparatus. Staffing managers will move Technical Rescue Specialists to Technical Rescue Team apparatus for the purpose of maximizing daily staffing of the team. See MFD Procedure 11.20.3 Hireback. 1. At no time will the department exceed minimum daily staffing to ---PAGE BREAK--- Effective July 1, 2024 11 MCFFA MOU have the six Technical Rescue Specialist’s on duty. 2. If practical, Fire management and MCFFA agree to meet and discuss if normal hireback procedures fail to meet staffing minimums for known vacancies. Article 11. EDUCATIONAL INCENTIVE PAY Employees who hold degrees identified below shall be eligible for education incentive pay. a) Effective July 1, 2022, employees shall receive up to a maximum of five percent compensation for the highest college degree obtained and listed below: 1) AA/AS 2.5% 2) BA/BS 5.0% b) Qualifying degrees: 1) Associates Degree in Fire Science, Fire Technology, or a related field, OR a Bachelor’s Degree in Fire Science, Fire Management, Public Safety Administration or a related field. Fire Chief reserves the right to determine qualifying degrees. Educational incentives are not stackable or cumulative. Employees receive pay for the highest degree earned. Employee is responsible for submitting request for educational incentive. Educational incentive will be effective in the same pay period that verification of education is received by the City from the employee. Article 12. CERTIFICATE INCENTIVE PAY Employees who hold certificates identified below shall be eligible for certification incentive pay. It is the responsibility of the employee to submit certifications timely. a) Effective July 1, 2024, employees shall receive one percent for each qualifying certificate listed below, for up to a maximum of four percent certification incentive pay. b) Effective July 1, 2026, employees shall receive one percent for each qualifying certificate listed below, for up to a maximum of five percent c) Qualifying certificates: 1) Certificates below held from the Office of the California State Fire Marshal or the equivalent California Joint Apprentice Committee Program shall be eligible for compensation: ---PAGE BREAK--- Effective July 1, 2024 12 MCFFA MOU Fire Investigator – 1A, 1B, 1C Fire Inspector (or Prevention) – 1A, 1B, 1C, 1D Fire Instructor – 1A, 1B, 1C, or I, II, III Fire Command – 1A, 1B, 1C Fire Management 1 Plans Examiner (or Checker) – 1A, 1B, 1C Fire & Life Safety Educator – 1A, 1B, 1C Fire Science or Fire Technology Certificate Structural Collapse 2 or Rescue Systems 2 Rope Rescue Technician Boat Operator Wildland Firefighter – Equivalent courses in series. Fire Apparatus Driver/Operator or Engineer or Equivalent (Equivalent to completion of 1A and 1B) Driver Operator 1A Driver Operator 1B Fire Control 5 (ARFF – Aircraft Rescue and Fire Fighting) Company Officer – 2A, 2B, 2C, 2D, 2E Fire Marshal – 1A, 1B, 1C, 1D, 1E Chief Officer – 3A, 3B, 3C, 3D Firefighter 1: 1A, 1B, 1C Firefighter 2: 2A Emergency Vehicle Tech: 1A, 1B, 1C Fire apparatus driver/Operator: 1C, 1D, 1E, 1F State Certified Prescribed Burn Boss JAC Engineer Article 13. LONGEVITY INCENTIVE PAY a) Effective July 1, 2022, employees shall be eligible for Longevity Incentive Pay for the following years of service: 1) 6 years of service 2.5% 2) 12 years of service 4.0% 3) 18 years of service 6.0% 4) 24 years of service 8.0% Longevity incentives are not stackable or cumulative. Employees receive pay for the highest years of service for which they qualify. Article 14. UNIFORMS AND UNIFORM ALLOWANCES a) All employees shall wear uniforms in accordance with the Fire Department’s Rules and Regulations. b) The CITY shall purchase one pair of CalOSHA approved safety boots for each newly hired employee covered by the Agreement. The actual boot ---PAGE BREAK--- Effective July 1, 2024 13 MCFFA MOU purchased shall be as agreed to by the CITY and MCFFA. Any replacement of the safety boots initially purchased by the CITY shall be at the sole expense of each employee. c) Employees shall receive a uniform allowance of $100.00 per month, paid twice at $50.00. Newly hired employees shall receive an allowance prorated from the date of hire. d) All employees are required to obtain a department approved “Class A” uniform within thirty (30) days of completing their Firefighter probationary period. Article 15. PHYSICAL FITNESS PROGRAM a) To the extent practical, the Department will provide a National Fire Protection Association (NFPA) 1582 compliant annual physical exam and medical testing for the purpose of employee wellness. b) The physical fitness program (pfp) will use IAFF/IAFC standards as a base. The goal is to improve and maintain the overall fitness of employees and to utilize peer fitness coaching, if available. c) At a minimum, the pfp will include mandatory participation in a fitness evaluation process to periodically assess employees’ fitness and weaknesses, as compared to measurable standards. It is anticipated that these standards will be age-adjusted. The consequences for failure to meet and maintain adopted standards will be agreed upon by the parties, except that the Fire Chief shall continue to retain the authority to direct fitness for duty examinations and to take whatever action the Fire Chief deems appropriate if it is determined that an employee is not fit for duty. Article 16. OVERTIME, COMPENSATORY TIME, HIRE-BACK, CALL-BACK a) The work period for fire suppression employees working shifts shall be twenty-four (24) days. The first day of the work period for Platoon A shall be April 22, 1985; for Platoon B shall be April 19, 1985; and, for Platoon C shall be April 16, 1985, all at 0700 hours. The work schedule provides for 192 hours of work within the twenty-four (24) day work period. Employee hours are equalized to 56 hours in a week for payroll computation purposes. The ten (10) additionally scheduled hours above the maximum hours standard as allowed in 29 CFR Section 553.230, are only paid at overtime rates if the employee works more than 182 scheduled hours in the twenty- four (24) day work period. “4850 time” shall be treated as time worked for purposes of computing overtime. b) The work period for non-shift employees (“40 hour” employees) shall be fourteen (14) days and shall coincide with the City’s standard pay period cycle. The work period shall commence at 12:01 a.m. Tuesday and ---PAGE BREAK--- Effective July 1, 2024 14 MCFFA MOU conclude at 12:00 a.m. (midnight) two weeks thereafter. The average non- overtime work week shall be forty (40) hours. The Fire Chief may authorize alternate work schedules for non-shift employees, not to exceed eighty (80) non-overtime hours in the fourteen (14) day work period. c) Employees shall not work overtime without the express direction of their supervisor and approval of the Fire Chief or designee. d) All overtime worked must be reported by the employee to the supervisor the day or shift following the day or shift the overtime was worked. e) Overtime shall be compensated at time and one-half of the employee’s regular rate of pay for each minute worked. For shift employees, overtime pay rates shall be for all time worked over one hundred eighty-two (182) hours in a twenty-four (24) day work period. For non-shift employees, overtime pay rates shall be paid for all time scheduled and worked over eighty (80) hours in the fourteen (14) day work period. Paid leave time shall be considered as time actually worked for purposes of computing overtime, except that the three hours of regularly scheduled overtime in each week must be actually worked to be paid at overtime rates as required by Article 14(a) above. f) The City may authorize working out of rank to ensure minimum staffing levels. Working “out of rank” will allow a Captain to work as an Engineer or Firefighter, an Engineer to work as a Firefighter as long as all necessary signoffs are complete. With the implementation of this temporary assignment, there shall be no changes to the current Rank/Pay structure. When working out of rank at a lower rank, the individual employee shall not have his/her base wage reduced to the lower ranking base salary. Further, the same restrictions for working out of class as defined by Government Code Section 20480 shall apply to working out of rank. g) The Opt Out allowance paid pursuant to the Cafeteria Plan shall be treated as a lump sum payment to an hourly rate employee for the purposes of overtime compensation pursuant to the method of 29 C.F.R. 778.110(b). Unlike the Opt Out allowance, all other remunerations not subject to exclusion pursuant to 29 U.S.C. 207(e) shall be treated as they have been and shall be included in the regular rate and paid at one- and one-half times the regular rate for overtime hours. h) If requested by the employee, overtime for non-shift employees may be recorded as compensatory time off (CTO). CTO will be credited at one and one-half (1½) times the amount of hours worked. Each employee shall be paid, as part of the last paycheck received in September, December, March, and June for all compensatory time over one hundred forty-four (144) hours. Employees may request payment of compensatory time to be included in any other regular paycheck so long as the request is for at least twenty (20) ---PAGE BREAK--- Effective July 1, 2024 15 MCFFA MOU hours and sufficient notice, as determined by the Finance Director, is provided. Employees may also request and with the consent of the Fire Chief or designee be granted compensatory time off. Prior to the employee’s reassignment from a 40-hour non-shift schedule to a 56-hour shift schedule, all compensatory time off shall be paid to the employee at the employee’s then current regular rate of pay. i) If requested by an employee, overtime for shift employees may be recorded as compensatory time off (CTO). CTO will be credited at one and one-half (1½) times the amount of hours worked. For calendar year 2024, each employee shall be paid, as part of the last paycheck received in September, December, March, and June for all compensatory time over one hundred forty-four (144) hours. Effective January 1, 2025, employees shall be allowed to earn up to a maximum of one hundred forty-four (144) hours of CTO per calendar year. Once the employee has reached one hundred forty- four (144) cap for the year, all additional overtime shall be paid in cash. The employee’s CTO bank shall begin accruing the first full pay period containing January 1 of each year and shall be cashed out of all remaining CTO hours the last pay period of the year. Employees may request payment of compensatory time to be included in any other regular paycheck so long as the request is for at least twenty (20) hours and sufficient notice, as determined by the Finance Director, is provided. Employees may also request and with the consent of the Fire Chief or designee be granted compensatory time off. Prior to the employee’s reassignment from a 56- hour shift schedule to a 40-hour non-shift schedule, all compensatory time off shall be paid to the employee at the employee’s then current regular rate of pay. j) Shift employees who are on duty at the time of a call for service, and who are required to continue on the call beyond the end of their regular shift, shall be paid overtime for time beyond the end of shift. Such overtime shall be paid at the end of the pay period in which the duty was performed. k) Employees who are “hired-back” to meet the manpower requirements of the Minimum Staffing Policy shall be paid overtime for all such duty. Travel time will be paid only from duty station to duty station. Anyone responding to work from any other location will be paid from the time of arrival at the assigned duty station. Such overtime shall be paid at the end of the pay period in which the duty was performed. l) Employees who are “called-back” to work on an emergency basis (including Fire Investigations and emergency support activities) shall be paid a minimum of four hours of overtime. “Emergency Basis” also includes staffing needs as a result of extended automatic or mutual aid. m) When a 40-hour non-shift employee works overtime in a shift capacity, the hourly rate of pay used to calculate overtime compensation arising out of ---PAGE BREAK--- Effective July 1, 2024 16 MCFFA MOU the hours worked on shift, shall be derived from the 112-hour Salary Schedule and shall exclude any special assignment pay attributable to the employee’s 40-hour special assignment. n) FLSA overtime shall be calculated at the conclusion of each work period and shall be paid with the payroll check received no later than the next full pay period. o) Personnel working a 56-hour work schedule who represent MCFFA during contract negotiations with the CITY of Modesto will be relieved from their regular shift for 12 hours when they attend negotiation sessions. p) Fire Department employees are required to receive an annual physical. This physical shall be paid for by the CITY, when performed by the CITY contract physician. Employees obtaining their annual physical from their private physician shall incur all costs. The CITY shall pay the employee three hours of overtime pay to obtain all phases of this physical. Those employees required to obtain a HazMat physical shall be paid four hours of overtime. q) All other administrative policies and procedures regarding overtime shall be as contained in the Personnel Rules and Personnel Administrative Orders and the Minimum Staffing Policy. Article 17. ON-CALL INVESTIGATOR COMPENSATION a) If required by the department, one on-call investigator will be available to respond, as necessary, to support the investigative needs of the Fire Department. This coverage will be structured around the 40-hour investigators’ work schedules. Each investigator who is scheduled to be “on- call” will be compensated at the following daily rate, although the actual hours of coverage may vary somewhat from the “14 Hours” and “24 Hours” designated, below: Number of Hours 7/1/2013 14 Hours $65.00 24 Hours $97.50 b) It is not required that the on-call investigator take home a department vehicle. The vehicle may be taken home if it does not cause a conflict with the current on-call schedule, and the personnel filling the assignment. c) It is the Fire Department’s expectation that each on-call investigator will make a two-year commitment to this assignment. All investigators are expected to participate in the on-call program. ---PAGE BREAK--- Effective July 1, 2024 17 MCFFA MOU d) If no investigator volunteers to cover an “on-call” assignment, a mandatory assignment will be made based on least number of mandated hours, except for those who are on scheduled vacations. Employees who are “called-back” to work shall be paid a minimum of four hours of overtime, from the time they are paged or dispatched. Article 18. COMPENSATION FOR TRAINING/EDUCATION a) When Modesto Fire Department personnel are assigned to a 56-hour work schedule and attend education and/or training that is sponsored by the Fire Department, and overtime compensation has been approved, the following procedure for overtime compensation shall be used: 1) When personnel attend Fire Department sponsored training at a time other than their regular duty days, that person shall be compensated at one-and-one-half times their hourly wage for training time. 2) When personnel attend Fire Department sponsored training during regular duty days, that person shall be compensated for only the off-duty days and only for those hours spent training. The employee will not be compensated for time spent traveling to and from the training site or hours spent in hotels, etc. 3) Prior to leaving for training, both the employee and his/her Battalion Chief shall sign an agreement of compensation and terms. This agreement shall be binding to both parties. b) Returning to Duty When personnel are relieved of duty to attend training, and the site of this training is within fifty (50) miles of Modesto, that person shall return to duty at the conclusion of the training. When personnel have attended training and will not arrive back to his/her duty station until after 21:00, he/she will not be required to return to duty to complete his/her shift. In other cases, the on- duty Battalion Chief will determine whether or not returning to duty is practical weather, traffic issues, travel time, training requirements, etc.) Article 19. BILINGUAL PAY a) Employees who communicate orally in Spanish and/or Southeast Asian languages common to this area, who pass the CITY's proficiency examination and who agree to utilize this skill in the course of their duties, shall be eligible for four percent Bilingual Pay. In the event an employee is multilingual, the maximum Bilingual Pay received by any employee remains at four percent b) Proficiency in oral communications will be determined by an oral examination. Examination boards/panels will be convened as deemed necessary by the CITY. Three people, recognized as being bilingual by the CITY, will sit on the examination panel. To pass the examination, two ---PAGE BREAK--- Effective July 1, 2024 18 MCFFA MOU of the three panel members must agree that the employee is proficient in oral bilingual communication. Alternative methods of testing may be provided by the City. If an employee passes the examination, Bilingual Pay will begin at the start of the next pay period. c) Other languages may also qualify for bilingual pay if a need is determined by the CITY. In this event, the above stated procedures will be utilized. d) Bilingual Pay is compensation for active utilization of the bilingual skills in the workplace. Employees receiving Bilingual Pay who are out of the workplace for more than six consecutive full pay periods shall cease receiving Bilingual Pay unless the absent employee is on 4850 time. Employees absent on 4850 time shall cease receiving Bilingual Pay when the absence extends beyond twelve (12) full pay periods. Bilingual Pay shall resume immediately upon the employee's full time return to the workplace. e) The Fire Chief reserves the right to discontinue any employee's Bilingual Pay if the Chief determines that the bilingual services are not being effectively provided. Article 20. MINIMUM STAFFING POLICY a) Effective February 1, 2012, there shall be a minimum of three employees per engine (Captain/ Engineer/ Firefighter), four employees per non-tiller truck company per shift (Captain/Engineer/2 Firefighters), four employees per tiller truck (Captain/2 Engineers/Firefighter). Prior to implementing any reduction in force from daily staffing levels that are in effect at the time of adoption of this contract and/or any changes to the City’s current delivery platform, the City shall provide notice to MCFFA and meet and confer over the proposed change. 1. Effective July 1, 2021, Article 20 Section shall remain in full force and effect relative to Ceres Firefighters. The parties to this agreement understand that in addition to the current normal staffing, Ceres shall staff the Truck (Quint) with four personnel (4.0 staffing), in conjunction with the understanding noted in a and b below. a. Chief Officer Coverage. City shall ensure a qualified Shift Battalion Chief Officer or other Chief Officer, to be immediately available for response and management of emergency incidents as necessary to provide incident command and coordination functions within the jurisdictional boundaries of Ceres, including the authority to commit expenditure of Ceres funds (e.g. request for aircraft or specialized equipment or contractors) to mitigate an emergency incident. ---PAGE BREAK--- Effective July 1, 2024 19 MCFFA MOU b. Staffing. City shall provide, on a twenty-four (24) hour, seven day per week basis, one three member company at station 15, one three member company at Station 16 and one four member company at Station 18. Additional qualified fire personnel may be assigned to the Station(s) as determined by the City Fire Chief or their designee to provide supplemental Fire Services or staffing for special events, anticipated weather events, or operational capacity. Minimum staffing level for Ceres shall be three members per Engine Company and four members per Quint (Truck) Company. 2. Effective September 27, 2022, Article 20 Section shall remain in full force and effect relative to District Firefighters with the understanding noted in below regarding the Salida Fire Protection District Contract for Services agreement with the City: a. City shall provide, on a twenty-four (24) hour, seven day per week basis, one three member company at Station 12. Additional qualified fire personnel may be assigned to the station as determined by the City Fire Chief or their designee to provide supplemental Fire Services or staffing for special events, anticipated weather events, or operational capacity. The minimum staffing level for District shall be three members per Engine Company. Due to staffing, nine positions will be allocated. The Union will not consider a reduction in staffing models noted above. 3. Reserve, intern, or any unsworn person shall not supplement or replace staffing on any apparatus staffed with Modesto Fire Department personnel. b) In the event the CITY builds or occupies additional fire stations, due to annexation involving developed or inhabited property, the minimum staffing level shall be increased proportionally to the apparatus assigned to the additional stations. c) The CITY and MCFFA shall mutually agree to hire back procedures to implement this policy. Article 21. PERFORMANCE EVALUATION a) There shall be periodic performance evaluations of all employees which shall be discussed with the employee and made a matter of record. If the evaluation shows that an employee's work does not meet expectations, the supervisor shall take appropriate steps to encourage improvement, and may ---PAGE BREAK--- Effective July 1, 2024 20 MCFFA MOU set a definite period in which improvement is expected; failure to achieve satisfactory improvement may be cause for demotion, reduction in pay, or dismissal. Article 22. HEALTH, DENTAL, VISION INSURANCE a) All employees in regular positions budgeted for forty (40) hours or more per pay period shall be eligible to participate in the health, dental and vision insurance program described in this Article. b) The CITY agrees to make available health insurance coverage through the auspices of the Public Employees' Retirement System (PERS) and the dental and vision insurance program currently provided for employees represented by MCFFA or any other program(s) mutually agreed upon by the parties. There shall be a waiting period of up to sixty (60) days for new employees before they become eligible for health, dental or vision insurance benefits, depending on the date the employee submits their health enrollment forms. c) The CITY shall contribute toward payment of any health premium an amount not to exceed the minimum established by Government Code Section 22825. This minimum health contribution may vary from year to year and is included within the Cafeteria allowances listed in Article 23, CAFETERIA PLAN, below. The CITY shall not contribute this health payment towards the premium of the dental or vision program or for those who waive health, dental or vision coverage. d) Except as otherwise required by law, employees on leave without pay in excess of forty (40) hours in a pay period shall not receive a contribution from the CITY towards premium payment and coverage shall cease, unless the premium is paid by the employee. Employees on leave without pay who return to work shall have their health, dental and vision insurance benefits reinstated on the first day of the pay period following the employee's return to work. e) The CITY agrees to provide the benefits described in this Article subject to carrier requirements. f) Should either Federal or State statute(s) mandate that the parties participate in a national or state health care plan or system, the parties agree that to the extent practicable, the level of health care benefits currently provided will not be diminished. The parties further agree that, should the CITY's cost be reduced, the parties will expeditiously meet and confer to determine how such savings shall inure to the benefit of the employees. Article 23. CAFETERIA PLAN a) All employees in regular positions budgeted for forty (40) hours or more per pay period shall be eligible to participate in the Cafeteria Plan described in this ---PAGE BREAK--- Effective July 1, 2024 21 MCFFA MOU Article. Each such employee may select among the following options and specify what portion of the amount designated below will be applied. The cafeteria allowance amounts listed in below, include the required minimum health contribution, as set forth by Government Code Section 22825. b) Eligible employees shall be entitled to the following allowances: 1) Total Allowance – Health & Cafeteria Plan Election Tier Year 2025 Year 2026* Year 2027* Year 2028* Employee Only $769 $800 $832 $865 Employee + 1 $1,539 $1,600 $1,664 $1,731 Family $2,004 $2,085 $2,168 $2,255 Opt Out $550 $550 $550 $550 *The rates shall take effect in the pay period that includes PERS rate changes for the applicable calendar year. 2) The City’s contribution and the employee deduction (if any) shall be processed for payment two pay periods in advance of the dates listed above. 3) The Opt Out allowance applies to employees who waive health, dental and vision coverage, or who waive health but continue to carry dental and vision coverage. c) The Cafeteria Plan shall include the following options: 1) Health, Dental and Vision Insurance. This option provides a allowance toward the combined total premium for the health, dental and vision insurance program provided by the CITY not to exceed the stated maximum benefit of the Cafeteria Plan. All employees shall select this option at least to the level that provides for health, vision and dental coverage for the individual employee, provided that employees may request a waiver of the health coverage from the Human Resources Department. Such waiver shall only be granted if the employee shows proof of other health insurance coverage. Effective August 1, 2002, an employee who has waived health coverage may also elect to waive dental and vision coverage, provided that the employee shows proof of other dental coverage. Dental and vision coverage may only be waived together, and may not be separately waived. Should an employee who has obtained a waiver to this provision lose such alternative coverage, the employee shall notify the Human Resources Department within five work days and enroll in a CITY provided insurance program. The election to waive coverage may ---PAGE BREAK--- Effective July 1, 2024 22 MCFFA MOU only be exercised during the City’s open enrollment period or in coordination with spouse/registered domestic partner’s open enrollment period, or within thirty (30) days of a qualifying life change event. 2) Additional Insurance Programs. This option provides a allowance toward payment of premiums for additional insurance programs sponsored by MCFFA or the CITY. 3) Cash. That portion of the allowance not utilized for option or above shall be paid to the employee as cash. Such cash shall be subject to all applicable provisions of the tax code. d) The CITY shall continue an IRS section 125 program for pre-tax deductions for the employee share of health, dental and vision insurance premiums for dependent care costs, and for unreimbursed medical expenses. Article 24. RETIREE HEALTH INSURANCE a) Retiree Medical Coverage Employees may elect on a one-time basis at retirement to continue to participate in the dental and/or vision insurance program at their own cost. Upon the death of a retired employee, surviving dependents retain eligibility for continued participation in the dental and/or vision insurance programs. Retired employees may continue to participate in the PERS Health Plans at their own cost, except that the CITY shall contribute toward their health premium an amount not to exceed the minimum employer contribution as designated in Government Code Section 22825. During calendar year 2016, the designated minimum employer contribution is $125.00. Commencing January 1, 2017, the designated minimum employer contribution will be adjusted annually by the CalPERS Board of Administration. b) MCFFA Retiree Medical Trust Effective December 1, 2008, the City and MCFFA implemented a retiree health savings plan through the Central Valley Retiree Medical Trust (the Participation in the is mandatory for all MCFFA members. Employees who separate from City service for any reason shall have all earned but unused vacation hours cashed out or will have the value of these hours deposited into the on their behalf. Effective July 1, 2017, MCFFA members and the City will each contribute seventy-five dollars ($75.00) per pay period towards the member’s account. ---PAGE BREAK--- Effective July 1, 2024 23 MCFFA MOU Article 25. DEFERRED COMPENSATION The CITY shall continue to provide access to a 457 Deferred Compensation program authorized by the City Council for the voluntary participation of City employees. Article 26. LIFE INSURANCE The CITY shall provide at CITY expense all employees with term life insurance coverage in the amount of $10,000. Employees shall have the option to buy additional coverage at their own expense. Article 27. EMPLOYEE ASSISTANCE PLAN a) The CITY shall provide employees and dependents professional assistance with financial, marital, family, alcohol or drug related problems. The assistance shall consist of assessment, counseling and referral services up to a maximum of three visits each per year for employees and dependents. b) The CITY shall provide critical incident counseling within the Fire Department. The specific procedures of critical incident counseling shall be as mutually agreed upon by CITY and MCFFA in coordination with the service provider. Article 28. PROBATION a) All entry-level firefighters shall be hired into one of two classifications: Firefighter or Firefighter Trainee. Entry into the department above Step A of the Firefighter or Firefighter Trainee salary range is at the discretion of the CITY. During their probationary period, the employee shall be evaluated on conduct, performance, attitude, adaptability and job knowledge. During the probationary period an employee may be released at any time without right of appeal. Written notice of release shall be furnished the probationer. b) Firefighter Trainees shall serve a minimum ten (10) week probationary period while in training. Firefighter Trainees shall be eligible for promotion to Firefighter at Step A of the salary ranges upon satisfactory completion of the Firefighter Trainee training program equivalent to the State Fire Marshal Firefighter I training curriculum. For employees hired into the classification of Firefighter Trainee, initial probation shall include ten (10) weeks as a Trainee (or longer, if still in the Trainee training program) plus an additional twelve (12) months in the classification of Firefighter. The combination of these two time periods shall constitute initial probation. The employee shall not be granted regular status until satisfactory completion of both the Firefighter Trainee and Firefighter probationary periods. a) Employees hired into the classification of Firefighter, shall serve a twelve (12) month probationary period. Firefighters shall receive a minimum of four ---PAGE BREAK--- Effective July 1, 2024 24 MCFFA MOU weeks of training and shall successfully complete a competency test of skills and knowledge prior to being assigned to apparatus as the primary Firefighter. Lateral Firefighters, Engineers, and Captains hired through a contract for fire services shall serve a twelve (12) month probationary period and are exempt from the minimum four weeks of training and competency test. b) Fire Engineers and Fire Captains shall serve twelve (12) month probationary periods. Employees hired or promoted to the classification of Fire Captain shall be required to complete a minimum of 60 college-level semester units in Fire Science, Fire Administration or related coursework, from an accredited institution. The Fire Chief reserves the right to determine qualifying coursework. An employee with an AA/AS or Bachelor’s Degree in a related field, must have at least 20 semester units in Fire Science. e) An employee released during or at the conclusion of probation following a promotion, shall be reinstated to the position previously held, at the former salary step, except: 1) When an employee has been released for cause, or 2) When a Firefighter is released following promotion from Firefighter Trainee Article 29. GRIEVANCES a) The purpose of this Article is to establish a grievance procedure on wages, salaries, hours and working conditions for which appeal is not provided by other regulations. The procedure is a systematic means of obtaining further consideration of a problem after reasonable efforts to resolve it through discussion has failed. Grievances should be settled as near as possible to their source and in as informal a setting as possible. b) An employee should first attempt to resolve a grievance through discussion with the supervisor without delay. If the employee is not satisfied with such discussion, then the employee has the right to talk with the supervisor's supervisor. If the employee does not agree with the decision reached through such discussion, within ten (10) days of the decision a formal written grievance may be filed. Informal grievances shall not be taken above the department or division head. c) Formal written grievances shall be presented to the department head. The department head shall review the grievance with the employee. Employees have the right to be represented at any such reviews. The department head shall send a written decision to the employee within fifteen (15) days of receipt ---PAGE BREAK--- Effective July 1, 2024 25 MCFFA MOU of the grievance. If the employee does not agree with the decision, or if no answer is received within fifteen (15) calendar days, the employee may present the grievance to the City Manager in writing. Failure of the employee to take further action within ten (10) calendar days of receipt of the decision, or within twenty-five (25) calendar days if no decision is rendered shall be deemed withdrawal of the grievance. The City Manager, or designated representative, shall review the grievance with the employee, the employee's representative, if any, and with all other appropriate persons. The City Manager may also appoint a fact-finding committee or other employee not in the normal line of supervision to give advice on the grievance. The City Manager shall render a decision to the employee in writing within twenty (20) calendar days after receiving the grievance. The decision of the City manager shall be final and binding. d) The time limits specified above may be extended to definite dates by mutual consent of the parties. e) An employee may request assistance from another person of their choosing in preparing for and presenting a grievance at any level of review. Preparation of grievances shall not be done on CITY time or in CITY facilities. f) Employees shall be assured freedom from reprisal for using the grievance procedure. Article 30. DISCIPLINARY ACTIONS a) The following shall constitute cause for disciplinary action, including dismissal, demotion, disciplinary probation and suspension: 1) Violation of the CITY Charter 2) Violation of the Modesto Municipal Code 3) Violation of the Personnel Rules or Personnel Administrative Orders 4) Fraud in securing employment 5) Incompetency 6) Inefficiency 7) Inexcusable neglect of duty 8) Insubordination 9) Dishonesty 10) Being under the influence of alcohol or controlled substances while on duty 11) Inexcusable absence without leave 12) Conviction of a felony or conviction of a misdemeanor involving moral turpitude. A plea or verdict of guilty, or conviction following a plea of nolo ---PAGE BREAK--- Effective July 1, 2024 26 MCFFA MOU contendere, to a charge of a felony or any offense involving moral turpitude is deemed to be a conviction within the meaning of this section 13) Discourteous treatment of the public or other employees 14) Misuse of CITY property 15) Violation of any established departmental rule, regulation, policy and/or manual 16) Other failure of good behavior either during or outside of duty hours which is of such a nature that it causes discredit to the CITY 17) Unlawful discrimination, including harassment, on the basis of race, religion or creed, color, national origin, ancestry, physical or mental disability or perceived disability, medical condition, pregnancy-related condition, marital status, sex, sexual orientation, political affiliation or age, against the public or other employees while acting in the capacity of a CITY employee 18) Substantial and credible threats of violence against any CITY employee made in the course of employment which creates a hostile, abusive, or intimidating work environment. This will not preclude acts consistent with the proper discharge of on-duty responsibilities b) The CITY may demote an employee whose ability to perform required duties falls below an acceptable standard, or for disciplinary purposes. Upon request of an employee, and approval by the CITY, demotion may be made to a vacant position as a substitution for layoff. c) The CITY may suspend an employee without pay at any time for cause. Suspension without pay shall not exceed ninety (90) days in any fiscal year. d) The CITY may dismiss an employee at any time for cause. A regular employee in the classified service shall be entitled to receive a written statement of the reasons for dismissal. e) The CITY may place an employee on disciplinary probation for a specified period not to exceed one year. Employees placed on disciplinary probation may be dismissed for failure to meet any requirement as a condition to such status. Article 31. DISCIPLINARY APPEALS a) Employees shall have the right to appeal any dismissal, suspension, disciplinary probation or demotion for disciplinary reasons. Said right of appeal shall not apply to reclassifications, layoffs, demotions as a substitute for lay-off, or any actions taken for non-disciplinary reasons. b) An appeal must be filed in writing with the Director of Human Resources within thirty (30) days following written notice to the employee of the discipline. ---PAGE BREAK--- Effective July 1, 2024 27 MCFFA MOU c) Upon filing of an appeal, the CITY shall request a list of seven hearing officers from the State Mediation and Conciliation Service. The CITY and employee shall alternately strike names from the list until only one name remains and the remaining name shall be that of the Hearing Officer. The parties shall toss a coin to determine who will strike first. d) The Hearing Officer shall proceed in any manner which will, in the Hearing Officer's judgment, develop all the facts bearing upon the matter, and no informality on the Officer's part shall constitute just cause for criticism of findings and decisions. Upon completion of the hearing, the Hearing Officer shall furnish certified copies of findings and decisions to the persons concerned. The decision of the Hearing Officer shall be final and binding. e) The person selected as the Hearing Officer shall set a date for the start of the hearing. Failure of the employee to appear at a hearing (except for reasons beyond the control of the employee) shall be deemed withdrawal of the appeal, and the discipline being appealed shall stand and be final. f) Oral evidence at the hearing shall be taken only on oath or affirmation. g) Each party shall have these rights at the hearing: To be represented by Counsel; to call and examine witnesses; to introduce exhibits; to cross- examine opposing witnesses on any matter relevant to the issues even though that matter was not covered in the direct examination; to impeach any witness regardless of which party first called him or her to testify; to subpoena witnesses and relevant documentary evidence; and to rebut the evidence against him or her. Further, at the hearing the employee may be examined and may examine or cause any person to be examined under Article 776 of the Evidence Code. h) The hearing need not be conducted according to technical rules relating to evidence and witnesses, except as hereinafter provided. Any relevant evidence shall be admitted if it is the sort of evidence on which responsible persons are accustomed to rely on in the conduct of serious affairs, regardless of the existence of any common law or statutory rule which might make improper the admission of the evidence over objection in civil actions. Hearsay evidence may be used for the purpose of supplementing or explaining other evidence but shall not be sufficient in itself to support a finding unless it would be admissible over objection in civil actions. The rules of privilege shall be effective to the extent that they are otherwise required by statute to be recognized at the hearing, and irrelevant and unduly repetitious evidence shall be excluded. Evidence of specific instances of a complainant's sexual conduct with individuals other than the alleged perpetuator is presumed inadmissible absent an offer of proof establishing its relevance and reliability and that its probative value is not substantially outweighed by the probability that its ---PAGE BREAK--- Effective July 1, 2024 28 MCFFA MOU admission will create substantial danger of undue prejudice or confuse the issue. For purpose of this paragraph, "complainant" means any person claiming to have been subjected to conduct which constitutes sexual harassment, sexual assault, or sexual battery. i) At the request of either of the parties, the CITY shall employ a competent court reporter to record the proceedings. j) If either party requests it, the Hearing Officer may exclude from the hearing room any witness not at the time under examination so that the witness may not hear the testimony of other witnesses, but a party to the proceeding may not be so excluded. k) The Hearing Officer shall, after the matter is submitted, prepare and file findings and decisions. The decisions of the Hearing Officer shall be final and binding. The decisions shall be rendered as quickly as possible with due regard for the hardships that may result from undue delay. l) The cost of the Hearing Officer and court reporter shall be divided equally between the CITY and the employee. Upon receipt of invoices for said services, the CITY shall bill the employee for the employee share. The employee shall pay said sum to the CITY within sixty (60) days of billing. The CITY shall have the right to withdraw reasonable amounts from an employee's paycheck until the bill is paid. Article 32. LAYOFF AND DEMOTION PROCEDURES UPON REDUCTION IN FORCE a) When it becomes necessary through lack of work, lack of funds, or for other reasons to reduce the number of employees, the CITY shall prepare a lay-off list by classification within a department. Within each job class, employees shall be laid off in the following order: temporary, provisional, probationary, regular. The order of layoff shall then be based on the CITY's needs, with particular regard for length of service with the CITY and performance evaluation reports. b) Whenever there is a reduction in work force, the CITY shall first demote to a vacancy, if any, in the next lower class for which the employee who is scheduled for layoff meets the minimum employment standards. Employees with the least continuous service and lowest performance evaluations shall be demoted first. All persons so demoted shall have their names placed on the classification reinstatement eligible list. c) If there are no vacant positions in a lower class available, the CITY shall allow bumping from a higher to a lower classification within a department. An employee may bump into the next lowest class for which the minimum employment standards are met. ---PAGE BREAK--- Effective July 1, 2024 29 MCFFA MOU d) If there are no vacant positions or bumping possibilities, the CITY shall lay off employees within a department and classification. Employees with the least continuous service and lowest performance evaluations shall be laid off first. All persons laid off shall have their names placed on the classification reinstatement eligible list. e) To determine the length of continuous service, all uninterrupted employment, including periods of authorized leaves of absence which require a retirement contribution, and including all periods as a full-time CETA employee, shall be counted. f) To determine the level of performance evaluation, the latest two evaluations shall be used. Ratings of "Does Not Meet Expectations" shall be ranked lowest, ratings of "Meets Expectations" shall be ranked second, and ratings of "Exceeds Expectations" or higher shall be ranked highest. g) An employee scheduled for demotion or layoff shall be given a minimum of fourteen (14) calendar days’ notice in writing. The notice shall state the effective date and time of demotion or layoff. h) Names shall be placed on classification reinstatement eligible lists in the order of continuous CITY service. Vacant positions within a classification shall first be offered to those on the reinstatement list who meet the minimum employment standards for the vacant position. The eligibility of individuals on the reinstatement list shall be for a period of two years from the date of demotion or layoff. Eligibles not responding to written notification of an opening within fourteen (14) calendar days shall have their names removed from the list. i) A reinstated employee shall be entitled to the following benefits: 1) Prior sick leave accrual 2) Seniority at time of layoff or demotion for purposes of determining merit increases, vacation accruals and future reductions in the work force 3) A salary as nearly as possible equivalent to that which the employee was receiving immediately prior to layoff or demotion. If the employee chooses to be reinstated in a class at a lower salary range than that held previously, the salary will be either equivalent to the salary immediately prior to layoff or demotion or as close to the equivalent as the new salary range allows j) A person appointed from a reinstatement eligible list within six months to the same position held prior to layoff or demotion, will obtain permanent status upon reinstatement. All other persons appointed from a reinstatement list shall serve a new probationary period. ---PAGE BREAK--- Effective July 1, 2024 30 MCFFA MOU k) Employees laid off shall be paid for all accrued vacation, holidays and overtime. Accrued sick leave shall remain on the books in event of reinstatement. l) The employee may elect to either withdraw the employee share of the retirement contribution or leave the money in the retirement system. m) Layoffs and demotions shall be made without regard to race, color, national origin, religion, sex, age, citizenship, or physical handicap. n) Whenever any provision of this section conflicts with any other section of this MOU or any Personnel Rules or Personnel Administrative Orders, the provisions of this section shall prevail. Article 33. HOLIDAYS a) Fire Suppression Assignments 1) All employees assigned to fire suppression shall earn holiday time at the rate of one hundred fifty-six (156) hours per year, or one-half (1/2) of a twenty-four (24) hour shift per holiday. 2) Holiday time shall be advanced at the rate of seventy-eight (78) hours in January and seventy-eight (78) hours in July. Holiday time shall be considered earned by an employee at a rate of thirteen (13) hours per month. i. During the first two years of employment, holiday time will be accrued as the observed holiday occurs. For those employees accruing holiday time, Admission Day shall be accrued in January. 3) The following days are considered observed holidays for all employees assigned to fire suppression: Recognized Holidays Day after Thanksgiving Day Christmas Day Independence Day Labor Day Memorial Day Juneteenth New Year's Day Martin Luther King Jr. Day Presidents' Day Cesar Chavez Day Veterans' Day Thanksgiving Day ---PAGE BREAK--- Effective July 1, 2024 31 MCFFA MOU 4) Employees may use holiday hours for time off at any point during the advanced period and do not need to wait until it is earned. Employees who leave the City employment before earning their advanced holiday time shall return to City any over used hours. 5) For employees assigned to fire suppression, there shall be three holiday boards, separate from vacation boards, for the purpose of selecting holiday time off. 6) Employees who work a callback shift on the day they are scheduled to use a holiday shall only be eligible to take the overtime in cash. Employees may work a scheduled holiday only by the approval of the Fire Chief or their designee. 7) All employees assigned to fire suppression shall have the option to cash out Holiday hours at time and one-half pay. 8) All employees assigned to fire suppression may elect to cash out earned holiday hours in the pay periods that contain June 15 and December 15 each year. The holiday hours cashed out shall be limited to the amount of holiday hours the employee has earned at the time of the requested cash out. Holiday hours may be cashed out at twelve (12) or more hours. Notification of the number of hours to cash out shall be made to the Fire Department timekeeper no later than the Friday preceding the end of the pay period. 9) All holiday time credit shall be used, or cashed out, during the year in which it is earned. 10) Personnel who change from a 56-hour work schedule to a 40-hour work schedule shall have their current year Holiday balance adjusted by a factor of 0.667 (2/3rds) to equal the non-shift holiday accrual. b) Non-shift Assignments 1) All employees in long term 40-hour non-shift assignments shall earn holiday time at the rate of one hundred four (104) hours per year, or eight hours per holiday. 2) Holiday time shall be advanced at the rate of fifty-two (52) hours in January and fifty-two (52) hours in July. Holiday time shall be considered earned by an employee at a rate of eight and two thirds (8 2/3) hours per month. i. During the first two years of employment, holiday time will be accrued as the observed holiday occurs. For those employees accruing holiday time, Admission Day shall be accrued in January. 3) The following days are considered observed holidays for all employees in long term 40-hour non-shift assignments: ---PAGE BREAK--- Effective July 1, 2024 32 MCFFA MOU Recognized Holidays Day after Thanksgiving Day Christmas Day Independence Day Labor Day Memorial Day Juneteenth New Year's Day Martin Luther King Jr. Day Presidents' Day Cesar Chavez Day Veterans' Day Thanksgiving Day 4) Holidays which fall on a Saturday shall be observed on the previous Friday. Holidays which fall on a Sunday shall be observed on the following Monday. When an employee is required to work on a holiday that falls within their regularly scheduled work week, they shall be paid time and one-half for hours actually worked on the holiday. 5) All employees in long-term 40-hour non-shift assignments shall have the option to cashout holiday hours at time and one-half pay. 6) All employees in 40-hour non-shift assignments may elect to cash out earned holiday hours in the pay periods that contain June 15 and December 15 each year. The holiday hours cashed out shall be limited to the amount of the holiday hours the employee has earned at the time of the requested cash out. Holiday hours may be cashed out at eight or more hours. Notification of the number of hours to cash out shall be made to the Fire Department timekeeper no later than the Friday preceding the end of the pay period. 7) All holiday time shall be used, or cashed out during the year in which it is earned. 8) Personnel who change from a 40-hour work schedule to a 56-hour work schedule shall have their current year Holiday balance adjusted by a factor of 1.5 to equal the shift holiday accrual. c) All other administrative policies and procedures shall be as contained in the Personnel Rules and Personnel Administrative Orders. Article 34. VACATION a) Vacation leave for fire suppression personnel on shift shall be earned based on the following schedule: ---PAGE BREAK--- Effective July 1, 2024 33 MCFFA MOU Years of Vacation Hours Service Earned Per Pay Period 0 – 5 5.538 6 8.307 7 8.861 8 9.415 9 9.953 10 10.523 11 11.076 12 11.353 13 11.63 14 11.907 15 12.184 16 12.461 17 12.738 18 13.015 19 13.292 20 13.569 21 or more 13.846 b) Personnel who change from a 56-hour work schedule to a 40-hour work schedule shall have their current year vacation accrual adjusted on a prorated basis and then the current amount of accrued vacation time multiplied by a factor of 0.556 to equal the adjusted accrued vacation time. c) Personnel who change from a 40-hour work schedule to a 56-hour work schedule shall have their current year vacation accrual adjusted on a prorated basis and then the current amount of accrued vacation time multiplied by a factor of 1.8 to equal the adjusted accrued vacation time. d) Vacation time shall be accrued from the date of employment. e) During the first two years of employment, employees may use only the amount of vacation time accrued at the time vacation begins. In subsequent years, annual vacation time may be credited in advance although all of the time may not be earned at the time the vacation starts. Vacation time will be advanced in the pay period in which January 1 falls and will be available for use that same pay period. In the event an employee leaving CITY service has taken vacation leave prior to the time all of the leave is earned, the employee shall reimburse the CITY for time used but not earned. Lateral Firefighters, Engineers, and Captains hired through a contract for fire services may have annual vacation time credited in advance, although all of the time may not be earned at the time the vacation starts. ---PAGE BREAK--- Effective July 1, 2024 34 MCFFA MOU f) After one year of service, employees are expected to take vacation leave to which they are entitled. An employee shall not carry into a new calendar year vacation hours exceeding twice their annual allowance. Employees exceeding twice their annual allowance at the end of a calendar year will not be advanced additional vacation hours until accrual is reduced to twice their annual rate. Vacation time earned during this time will be forfeited. Notwithstanding any other provisions contained herein, the City Manager may authorize an accelerated vacation accrual rate or waive the accumulation maximum for an employee to meet the needs of the service. g) All employees assigned to fire suppression shall have the option to cash out up to a maximum of three vacation days (maximum seventy-two hours) per calendar year at their regular rate of pay. h) Vacations shall be scheduled with both due regard for the employee's wishes and the needs of the CITY. Employees who work a callback shift on the day they are scheduled to use a vacation day shall only be eligible to take the overtime in cash. Employees may work a scheduled vacation day only by the approval of the Fire Chief or their designee. i) Employees separating from CITY service shall have the option to have earned but unused vacation leave deposited into their account or paid out in cash to the employee at the base rate of pay at the time of separation. j) The number of vacation boards available per work shift shall be four with the exception of all holidays listed in Article 33 where the available vacation boards shall be five k) For the term of the contract of Fire Protection Services with the City of Oakdale and the Oakdale Fire Protection District, the number of vacation boards shall be five with the exemption of all holidays listed in Article 33, where the available vacation boards shall be six l) For the term of the contracts of Fire Protection Services between the City and Ceres, the number of vacation boards shall be seven and five holiday boards. m) For the term of the contracts of Fire Protection Services between the City and Ceres, for the “Special” or “City recognized” holiday, the vacation board shall be increased by one. Article 35. SICK LEAVE a) Definition. Paid sick leave is an insurance program provided by the CITY as protected leave for employees to use, as they request, to recover from physical/mental illness or injury; seek medical diagnosis, treatment, or preventative care; or care for a family member/ designated person who is ill or needs medical diagnosis, treatment, or preventative care, to supplement ---PAGE BREAK--- Effective July 1, 2024 35 MCFFA MOU bereavement leave (up to two additional days), or if you are a victim of domestic violence, a sexual offense, or stalking. Sick leave shall not be used for any injury arising out of or incurred in connection with outside employment. b) Additional information regarding Paid Sick leave is included in the City’s Comprehensive Leave Policy. POLICY LINK c) After completion of six full pay periods, an employee may use sick leave. Sick leave may be used in five twelve (12), or twenty-four (24) hour increments. d) Starting with the first full pay period following appointment, sick leave shall be accrued at the rate of 3.7 hours per pay period for those on a forty (40) hour work schedule, 5.5 hours per pay period for those on a fifty-six (56) hour work schedule. e) Employees on a forty (40) hour work schedule may accrue a maximum of two thousand (2,000) hours of sick leave. Employees on a fifty-six (56) hour work schedule may accrue a maximum of three thousand (3,000) hours of sick leave. f) Sick leave shall not accrue when an employee is absent on any leave other than vacation leave, 4850-time, bereavement leave, compensatory time off, holiday leave, jury duty, temporary military leave or other protected leaves. g) An employee must follow the MFD Sick Leave Policy. Any changes to this procedure, shall be agreed upon by both parties. h) Employees who retire through the Public Employees' Retirement System after five years of service in good standing, shall have ninety (90) percent of the first two thousand (2,000) hours of unused sick leave paid at the employee's then current base rate of pay. i) In lieu of the foregoing paragraph, during the months of February and October, employees with a minimum sick leave balance of three hundred sixty (360) hours, [two hundred sixty (260) hours for employees assigned to forty hour shifts] may convert any excess balance to deferred compensation, in conformance with IRS regulations, according the following formula. The CITY shall deposit into the employee’s deferred compensation account eighty-five percent (85%) of the then current regular hourly rate for each hour designated. In no event shall an employee convert in excess of one thousand eight hundred (1,800) hours during the course of his/her career. Should an employee retire before converting the maximum number of hours he/she could have cashed out at retirement, the employee shall receive the balance of the hours that would have been granted under the foregoing paragraph less any hours converted under this program. j) Leave covered by workers' compensation shall conform to the provisions of Section 4850 of the State Labor Code. Under state law, sworn safety members of the Fire Department receive full pay, including sick leave credit, up to one year for line-of-duty disability, and there is no charge against the employee's accrued sick leave under such circumstances. An employee who has exhausted 4850 time and whose sick leave has expired because of an on-the- ---PAGE BREAK--- Effective July 1, 2024 36 MCFFA MOU job injury may be granted additional sick leave upon recommendation of the City Manager and approval of the City Council. k) The CITY may exercise its right to reopen negotiations to revise CITY's sick leave plan if the Internal Revenue Service determines that employee sick leave is non-elective deferred compensation under IRS Section 457 and thereby taxable in the year it is earned, not the year it is taken. l) All other administrative procedures and policies shall be as contained in the Personnel Rules and Personnel Administrative Orders. m) Personnel who change from a 56-hour work schedule to a 40-hour work schedule shall have their current year sick accrual adjusted by a factor of two thirds (0.667) to equal the adjusted accrued sick time. n) Personnel who change from a 40-hour work schedule to a 56-hour work schedule shall have their current year sick accrual adjusted by a factor of one and one half (1.5) to equal the adjusted accrued sick time. Article 36. LEAVES OF ABSENCE Legally Protected Leaves. The City complies with legally protected leaves as further described in the City’s Comprehensive Leave Policy. Legally protected leaves do not count as unscheduled absences under the City’s Attendance Policy, so long as the employee follows the notification procedures. POLICY LINK a) Special Leaves of Absence. A special leave of absence without pay with right to return to classification for a period of not more than one year may be granted to an employee who is: 1. Medically incapacitated (including pregnancy) to perform the duties of the position; 2. Desires to engage in a relevant course of study which will enhance the employee's value to the CITY; or 3. For any reason considered appropriate by the department head and Personnel Director. b) A request for such leave must be in writing and requires the approval of the department head and the Personnel Director. An employee does not have to exhaust accumulated paid leave prior to requesting a leave of absence without pay. c) Except as otherwise provided in Article 19, HEALTH, DENTAL & VISION INSURANCE, when an employee is on a leave of absence without pay with or without right to return to classification, the employee shall accrue no employee benefits and shall pay the full premium of their health & welfare program prorated on a daily basis, if coverage is continued by the employee. If health and welfare coverage is dropped during a leave of absence, the employee may be subject to restrictions imposed by the insurance carrier upon return. After a ---PAGE BREAK--- Effective July 1, 2024 37 MCFFA MOU leave of absence with right to return of six months or more, a qualifying medical examination, equivalent to the CITY's annual physical exam and paid by the CITY, shall be necessary prior to reinstatement. d) An employee on a forty (40) hour work schedule may be granted up to three days bereavement leave in cases of death in the "immediate family" as defined as a spouse, registered domestic partner, son, daughter, mother, father, sister, brother, mother-in-law, father-in-law, grandparent, grandchild, stepson, stepdaughter, child of a registered domestic partner, person over which the employee has legal guardianship, person who stood in loco parentis, foster child, and foster parent of the employee or any relative living with the employee. For employees on a fifty-six (56) hour work schedule, the leave shall be up to two twenty-four (24) hour shifts. In cases of necessity, two additional days or one additional twenty-four (24) hour shift of leave may be available. The employee may use any accrued leave balance, including sick leave. Under extraordinary circumstances, additional time may be granted by the City Manager. In the case of disagreement between an employee and the department head over use of bereavement leave or additional days under sick leave, the employee may request an immediate review by the City Manager. 1. Paid bereavement leave under this section runs concurrently with the five e) days of bereavement leave identified within the City of Modesto comprehensive Leave Policy. 1. All other administrative procedures and policies shall be as contained in the Personnel Rules and Personnel Administrative Orders. f) Jury Duty Leave. Any employee who is summoned for attendance to any court for jury duty on a regular duty day or served with a subpoena to appear as a witness in a civil case in which the CITY is a party, whether on a duty day or day off, shall be deemed to be on duty and there shall be no loss of salary but any jury fees or witness fees received by him or her shall be paid into the CITY treasury. g) Compulsory Leave. If in the opinion of the department head, an employee is unable to perform the duties of his/her position for physical or reasons, the department head shall refer that employee to the Risk Manager. The Risk Manager shall have the authority to require the employee to be examined by a physician or other competent authority at CITY expense to determine the employee's fitness for duty. The employee may go to a physician or other competent authority of his/her own choosing (subject to the approval of the Risk Manager based upon a determination of the practitioner's practice or specialty) at the employee's expense. The employee shall have four work days to arrange for said examination. ---PAGE BREAK--- Effective July 1, 2024 38 MCFFA MOU h) If the examination report finds the employee to be in an unfit condition to perform the duties required of the position, the department head shall have the right to compel the employee to take sufficient leave of absence. If the examination report finds the employee to be fit for duty, the employee shall return to work without loss of pay or benefits. i) A temporarily disabled employee shall be offered modified duty in his/her department. The CITY shall have a modified duty program, the objective of which is to provide productive, temporary job opportunities for injured or ill employees, whose labor can be performed with medical limitations. Modified duty shall be predicated upon the following: 1. There is work to be performed 2. The work can be performed in an efficient and effective manner 3. The work can be performed within the restrictions placed upon the employee j) Administrative Leave. While an employee is under disciplinary investigation, the department head may order an employee off work without reduction in compensation. Article 37. CATASTROPHIC LEAVE a) Employees in regular positions shall be eligible to participate in the strictly voluntary catastrophic leave program. To be eligible, an employee must provide a written medical verification of a long-term illness or injury, or have a member of the employee's immediate family, including a registered domestic partner, with a long term illness or injury which results in the employee being requested to take time off from work to care for that family member. The employee must have exhausted all accrued leave, or soon will have exhausted all such leave, resulting in the employee being in a no-pay status. Catastrophic leave shall be coordinated with Family Leave with respect to CITY payment of insurance contributions. b) When a Department Director has determined that an employee would benefit from the establishment of a leave bank and has approved the employee’s request for catastrophic leave, the Department Director will notify the Personnel Department requesting the establishment of a leave bank in the employee's name. The Department Director will be responsible for notifying CITY employees of the need for donations. The Department Director will take necessary actions to help ensure that individual employee decisions to donate or not donate to a leave bank are kept confidential and that employees are not pressured to participate. ALL DONATIONS SHALL REMAIN CONFIDENTIAL. c) The maximum time that may be initially donated into an employee's leave bank account is 1040 hours. To be eligible to receive more than the original ---PAGE BREAK--- Effective July 1, 2024 39 MCFFA MOU 1040 hour limit, there must be a favorable prognosis for recovery and a predictable date of return to work. d) An employee may donate sick leave, vacation and holiday leave only in increments of four hours to a specific employee for which a leave bank has been created. A non-shift employee may donate a maximum of forty (40) hours of sick leave and a shift employee may donate a maximum of forty-eight (48) hours of sick leave to any one employee in a calendar year. An employee may donate leave only if their own total accrued leave balance will not drop below 168 hours following donation. Employees must advise the Department of the maximum hours they wish to donate. Donated hours shall be credited to the leave bank of the affected employee as sick leave on an “as needed” basis. Donated hours not needed by the recipient, shall be returned to the donor(s). Once the authorized hours are credited to the leave bank of the affected employee, the donation of leave hours is irreversible. When an employee is utilizing leave bank hours, they will not accrue any leave time. e) Employees wishing to donate time shall complete and submit the required form to the l Department. After review, the form will be forwarded to the Finance Department for payroll action and adjustment to donor and recipient's paid leave balances. f) In no event shall donated time have the effect of altering the employment rights of the CITY or the recipient employee, nor shall it extend or alter the limitations otherwise applicable to leaves of absence or sick leave. The CITY reserves the right to modify or terminate an established leave bank for any participating employee, as it deems necessary. Article 40. MILITARY LEAVE OF ABSENCE Any employee who is granted a military leave of absence to serve in the Armed Forces of the United States shall have his/her seniority as far as salary steps are concerned continued as if the person had remained on the CITY payroll. The person shall be reinstated from the military leave of absence at the same step in the salary range that s/he would have been eligible to receive had s/he not been granted the Military leave of absence. Military leaves of absence will be governed by the provisions of the Military and Veterans Code of the State of California, Section 395 et seq. Article 41. RETIREMENT a) The CITY shall contract with the California Public Employees' Retirement System (CalPERS) to provide for the following retirement benefits as are currently referenced to Sections from the Government Code: i. For employees hired prior to January 17, 2012, the pension benefit shall be as follows: ---PAGE BREAK--- Effective July 1, 2024 40 MCFFA MOU 1. Effective July 2, 2002 the 3% @ 50 Full Formula as provided in Section 21362.2. 2. The City shall amend its contract with CalPERS to provide for the Alternate Death Benefit for Local Fire Members Credited With 20 or More Years of Service, as provided in Section 21547.7, with an anticipated effective date of June 26, 2007. 3. Effective July 2, 2002, the CITY shall provide for the Indexed Level of the 1959 Survivor Benefit as provided in Section 21574.5. 4. One-Year Final Compensation as provided in Section 20042. 5. Post-Retirement Survivor Allowance as provided in Sections 21624, 21626 and 21628. 6. Benefits Payable to Surviving Spouse as provided in Section 21551. 7. Surviving Spouse-Remarriage as provided in Section 21635. 8. Military Credit as Public Service as provided in Section 21024. 9. The employee shall pay the entire nine percent employee member contribution. Such payments shall be implemented pursuant to Internal Revenue Code Section 414(h)2, providing for pre-tax employee contributions. 10. Employees shall contribute an additional three percent towards PERS retirement benefits, for a total employee contribution of twelve percent Such payments shall be implemented pursuant to Internal Revenue Code Section 414(h)2, providing for pre-tax employee contributions. ii. For employees hired on or between January 17, 2012 through December 31, 2012 or for “classic employees” with reciprocity in the CalPERS or public retirement system (as defined in the California Public Employees’ Pension Reform Act of 2013 (PEPRA) and CalPERS guidance), the pension benefit shall be as follows: 1. Effective January 17, 2012, three percent at age 55 @ 55) Full Formula as provided in Section 21363.1. 2. Indexed Level of the 1959 Survivor Benefit as provided in Section 21574.5. 3. Three Year Final Compensation as provided in Section 20037. ---PAGE BREAK--- Effective July 1, 2024 41 MCFFA MOU 4. Post-Retirement Survivor Allowance as provided in Sections 21624, 21626 and 21628. 5. Benefits Payable to Surviving Spouse as provided in Section 21551. 6. Surviving Spouse-Remarriage as provided in Section 21635. 7. Military Credit as Public Service as provided in Section 21024. 8. The employee shall pay the entire nine percent employee member contribution. Such payments shall be implemented pursuant to Internal Revenue Code Section 414(h)2, providing for pre-tax employee contributions. 9. Employees shall contribute an additional three percent towards PERS retirement benefits, for a total employee contribution of twelve percent Such payments shall be implemented pursuant to Internal Revenue Code Section 414(h)2, providing for pre-tax employee contributions. iii. For new employees hired on or after January 1, 2013 without reciprocity in the CalPERS or public retirement system (as defined in the California Public Employees’ Pension Reform Act of 2013 (PEPRA) and CalPERS guidance) the pension benefit will be two point seven percent at age fifty-seven (57) with no optional pension enhancements. Employees receiving this formula will pay 50% of the City’s normal cost rate as defined by CalPERS. 1. Include benefits allowed through PEPRA as noted in section ii 2-8 Article 42. ACTING ASSIGNMENTS a) The CITY shall have the right to assign employees on a forty (40) hour work schedule to acting positions with acting pay of five percent. b) In the event of two or more vacancies in the Chief ranks, other than regularly scheduled time off, Captains may be assigned to a Chief position on an acting basis with acting pay of five percent. Upon a decision that one or more vacancies are to be filled on a permanent basis, the CITY shall initiate the testing process. Article 43. FIRE PREVENTION BUREAU HOURS With the approval of the Fire Chief, the Fire Marshall may establish flexible working hours for the Fire Prevention Bureau, which meets the requirements of the Bureau, provided that eighty (80) hours are worked each pay period. ---PAGE BREAK--- Effective July 1, 2024 42 MCFFA MOU Article 44. CONSECUTIVE WORK HOURS The maximum consecutive hours an employee may work is 96. After 96 consecutive hours, an employee must be off duty for 24 hours prior to returning to work. It is the responsibility of the employee to monitor this time and to avoid scheduling shift trades and accepting overtime that would cause the employee to exceed this maximum time. Exemptions to the 96 hour consecutive hour rule must be approved by the shift commander. Strike team assignments and major emergencies are exceptions to the 96 consecutive hour rule. Article 45. MCFFA DEDUCTIONS Upon receipt of a signed authorization from a member of MCFFA, the CITY shall institute payroll deductions for association dues, credit union obligations and insurance premiums for MCFFA sponsored plans. The authorization form shall be as provided by the CITY and any deductions shall be in accordance with applicable administrative procedures. Article 46. RESIDENCY REQUIREMENT There shall be no residency requirement for employees in the classifications represented by MCFFA. Article 47. NON-SMOKER HIRING PREFERENCE Recruitments initiated for the positions covered by this Memorandum shall state that a preference shall be given to applicants who are non-smokers, all other qualifications being equal. Article 48. TIME BANK Each employee covered under this Memorandum shall contribute one-half (0.5) of a vacation shift (twelve hours) each year to a pool of hours to be used for MCFFA business on an hour for hour basis (other than meet and confer and meet and consult items, and routine administrative functions dealing with CITY). Employees shall have the option of contributing holiday time in lieu of vacation time. Employees not in fire suppression shall contribute eight hours. The specific procedures to be used to administer this time bank shall be as mutually agreed by CITY and MCFFA. Article 49. STATION ASSIGNMENTS a) A "Bid System" shall be utilized to assist with personnel assignments to platoon, station and apparatus. The "Bid System" shall not supersede Article 1, MANAGEMENT RIGHTS of this Agreement, nor shall it infringe upon any management rights contained therein. The "Bid System" shall be as follows: ---PAGE BREAK--- Effective July 1, 2024 43 MCFFA MOU 1) The departmental seniority system shall be used unless mutually agreed upon by MCFFA and the CITY. 2) Fire Management will select the personnel for Relief Engineer, Relief Firefighter, Training Officer, FPB Inspector, Haz-Mat Unit, and any other specialized position mutually agreed upon prior to the bidding process. Fire Management may solicit personnel for special positions. 3) The bidding process shall be carried out in the following order: a) Captains b) Engineers c) Firefighters 4) Bids for station and apparatus shall be for two year terms. Platoon assignments which result from the bid process shall remain in effect for six years. 5) Employees bidding Station 8 either at the inception of the bid, or during the bid cycle, shall remain at Station 8 for the remainder of the bid cycle. (Excluding promotions and the management right to assign.) 6) MCFFA agrees that all bids will be at no cost to the CITY. MCFFA and CITY will mutually agree to a system to accomplish this. MCFFA and CITY agree that in the sole discretion of CITY it may take some time to accomplish initial changes in platoons. 7) Mutual trades shall be allowed when two parties agree to change platoons with approval from Fire Management. 8) Probationary Firefighters shall be assigned by Fire Management. When assigning probationary Firefighters, both parties agree that the preference would be to assign to current vacancies when possible. Management still maintains the right to assign based on department needs. Firefighters displaced by assignment of a probationary Firefighter under this MOU, may request reassignment to that position once that position becomes available. Management shall make a reasonable effort to satisfy such requests. Probationary Firefighters should be rotated at six month intervals. Probationary Firefighters assigned to the Paramedic Program or the Haz Mat Team may be exempt from this rotation. 9) All mid-term bids for vacancies are subject to Fire Management approval. When the department is notified in writing of a pending vacancy, all personnel shall be notified of the vacancy through two means of communication. This notification will take place during the shift which follows the shift in which the vacancy occurs. This notification will occur ---PAGE BREAK--- Effective July 1, 2024 44 MCFFA MOU at, or about, 9:00 A.M. when feasible. All those interested in the vacant position shall notify of the platoon where the vacancy occurs, in writing, within 48 hours of the vacancy’s posting. The bidding priority shall be by department seniority, department wide. This process shall be repeated three times if necessary. These additional postings, after the initial posting, shall each have a 24-hour employee response window. 10) MCFFA agrees that the Fire Management is the final authority in assigning personnel and the Fire Management's decision is not subject to the grievance procedure, arbitration or considered discipline. 11) Any MCFFA member who is denied an assignment may request Fire Management to respond "in kind" as to why his/her bid was rejected. Fire Management shall respond when a request is made. 12) The Bid System shall be adjusted to accommodate the needs of the Fire Department when an ALS system has been adopted. 13) The Bid System shall be dynamic. Any bid system procedural changes shall be mutually agreed to by MCFFA and CITY. Article 50. FIRE HOSE TESTING Effective July 1, 2022 the City shall begin the process of hiring an outside company to conduct fire hose test of all of the Departments fire hoses. Article 51. OUTSIDE EMPLOYMENT a) All employees shall request the approval of the CITY prior to beginning any outside business or employment. Such business or employment shall not affect the time or quality of their CITY work or cast discredit upon or create embarrassment for the CITY. b) Specific policies and procedures governing outside employment shall be as contained in the Personnel Rules and Personnel Administrative Orders. Article 52. NON-DISCRIMINATION/HARASSMENT a) The CITY shall maintain a non-discrimination/harassment policy consistent with State and Federal law. Article 53. JOB ACTIONS MCFFA agrees and acknowledges that strikes, sick-ins, slow-downs or other forms of work stoppage or disturbances are detrimental to the responsibility of MCFFA and its members to ensure that high quality service is provided to the people of the CITY of Modesto. Any such actions are also a violation of this Memorandum. ---PAGE BREAK--- Effective July 1, 2024 45 MCFFA MOU MCFFA and its members agree not to sanction, support, condone, or engage in any such actions directly or indirectly during the term of this Memorandum. Article 54. PROVISIONS OF LAW It is understood and agreed that this Memorandum of Understanding is subject to all current and future applicable Federal and State laws and regulations and the current provisions of the CITY Charter and Code. If any part or provision of this MOU is held to be in conflict, inconsistent, invalid or unenforceable with such applicable provisions of those Federal, State or CITY enactments by any court of competent jurisdiction, such part or provisions shall be suspended and superseded by such applicable law or regulations, and the remainder of this Memorandum of Understanding shall not be affected. If any part or provision of this MOU is suspended or superseded, the parties agree to reopen negotiations regarding the suspended or superseded part or provision with the understanding that total compensation to employees under this MOU shall not be reduced or increased as a result of this Article. The parties hereto agree to refrain from initiating any legal action or take individual or collective action that would invalidate Articles of this MOU. Article 55. SEVERABILITY a) If any provision of this Memorandum is declared by legislative action or by a court of competent jurisdiction to be contrary to law, then said provision shall be deemed severable from all other provisions and shall in no way affect the validity of the other provisions. b) The parties acknowledge that during the negotiations which resulted in this Agreement, each had the full right and adequate opportunity to make demands and proposals with respect to any subject or matter within the scope of representation, that the understanding arrived at after the exercise of that right are set forth in this Agreement. The express provisions of this Agreement for its duration, therefore, constitute the complete and total contract between the CITY and MCFFA with respect to wages, hours and other terms and conditions of employment. Any prior or existing Agreement between the parties whether formal or informal, regarding any such matters is hereby superseded and terminated in its entirety. The parties voluntarily waive the right to meet and confer in good faith with respect to any subject or matter referred to or covered in this Agreement, except that the parties, by mutual agreement, may meet and confer and agree to amend any matter in this Agreement, including compensation. All pertinent ordinances and resolutions shall be revised to conform with this Agreement. All other ordinances, resolutions, rules and regulations, practices and policies shall continue in force and effect during the term of this Agreement unless modified according to the provisions of this Agreement. ---PAGE BREAK--- Effective July 1, 2024 46 MCFFA MOU Article 56. APPROVAL This memorandum shall be presented to the Modesto City Council for approval and shall not be binding until so approved. ---PAGE BREAK--- MCFFA MOU Salary Schedules Exhibits A-L Exhibit A (Trainee) Schedule of Salary Ranges Effective June 18, 2024 Hourly Range Number Step A Step B Step C Step D Step E Step F 901 30.54 32.07 33.67 35.36 37.12 38.98 902 31.31 32.87 34.52 36.24 38.05 39.96 903 32.09 33.69 35.38 37.15 39.00 40.95 904 32.89 34.54 36.26 38.08 39.98 41.98 905 33.71 35.40 37.17 39.03 40.98 43.03 906 34.56 36.28 38.10 40.00 42.00 44.10 907 35.42 37.19 39.05 41.00 43.05 45.21 908 36.31 38.12 40.03 42.03 44.13 46.34 909 37.21 39.07 41.03 43.08 45.23 47.49 910 38.14 40.05 42.05 44.16 46.36 48.68 911 39.10 41.05 43.10 45.26 47.52 49.90 912 40.07 42.08 44.18 46.39 48.71 51.14 913 41.08 43.13 45.29 47.55 49.93 52.42 914 42.10 44.21 46.42 48.74 51.18 53.73 915 43.16 45.31 47.58 49.96 52.45 55.08 916 44.23 46.45 48.77 51.21 53.77 56.45 917 45.34 47.61 49.99 52.49 55.11 57.86 918 46.47 48.80 51.24 53.80 56.49 59.31 919 47.63 50.02 52.52 55.14 57.90 60.79 920 48.83 51.27 53.83 56.52 59.35 62.31 921 50.05 52.55 55.18 57.93 60.83 63.87 922 51.30 53.86 56.55 59.38 62.35 65.47 923 52.58 55.21 57.97 60.87 63.91 67.10 924 53.89 56.59 59.42 62.39 65.51 68.78 925 55.24 58.00 60.90 63.95 67.14 70.50 Bi-Weekly Range Number Step A Step B Step C Step D Step E Step F 901 2,443.20 2,565.60 2,693.60 2,828.80 2,969.60 3,118.40 902 2,504.80 2,629.60 2,761.60 2,899.20 3,044.00 3,196.80 903 2,567.20 2,695.20 2,830.40 2,972.00 3,120.00 3,276.00 904 2,631.20 2,763.20 2,900.80 3,046.40 3,198.40 3,358.40 905 2,696.80 2,832.00 2,973.60 3,122.40 3,278.40 3,442.40 906 2,764.80 2,902.40 3,048.00 3,200.00 3,360.00 3,528.00 907 2,833.60 2,975.20 3,124.00 3,280.00 3,444.00 3,616.80 908 2,904.80 3,049.60 3,202.40 3,362.40 3,530.40 3,707.20 909 2,976.80 3,125.60 3,282.40 3,446.40 3,618.40 3,799.20 910 3,051.20 3,204.00 3,364.00 3,532.80 3,708.80 3,894.40 911 3,128.00 3,284.00 3,448.00 3,620.80 3,801.60 3,992.00 912 3,205.60 3,366.40 3,534.40 3,711.20 3,896.80 4,091.20 913 3,286.40 3,450.40 3,623.20 3,804.00 3,994.40 4,193.60 914 3,368.00 3,536.80 3,713.60 3,899.20 4,094.40 4,298.40 915 3,452.80 3,624.80 3,806.40 3,996.80 4,196.00 4,406.40 916 3,538.40 3,716.00 3,901.60 4,096.80 4,301.60 4,516.00 917 3,627.20 3,808.80 3,999.20 4,199.20 4,408.80 4,628.80 918 3,717.60 3,904.00 4,099.20 4,304.00 4,519.20 4,744.80 919 3,810.40 4,001.60 4,201.60 4,411.20 4,632.00 4,863.20 920 3,906.40 4,101.60 4,306.40 4,521.60 4,748.00 4,984.80 921 4,004.00 4,204.00 4,414.40 4,634.40 4,866.40 5,109.60 922 4,104.00 4,308.80 4,524.00 4,750.40 4,988.00 5,237.60 923 4,206.40 4,416.80 4,637.60 4,869.60 5,112.80 5,368.00 924 4,311.20 4,527.20 4,753.60 4,991.20 5,240.80 5,502.40 925 4,419.20 4,640.00 4,872.00 5,116.00 5,371.20 5,640.00 Range Number Step A Step B Step C Step D Step E Step F 901 5,293.60 5,558.80 5,836.14 6,129.07 6,434.14 6,756.54 902 5,427.07 5,697.47 5,983.47 6,281.60 6,595.34 6,926.40 903 5,562.27 5,839.60 6,132.54 6,439.34 6,760.00 7,098.00 904 5,700.94 5,986.94 6,285.07 6,600.54 6,929.87 7,276.54 905 5,843.07 6,136.00 6,442.80 6,765.20 7,103.20 7,458.54 906 5,990.40 6,288.54 6,604.00 6,933.34 7,280.00 7,644.00 907 6,139.47 6,446.27 6,768.67 7,106.67 7,462.00 7,836.40 908 6,293.74 6,607.47 6,938.54 7,285.20 7,649.20 8,032.27 909 6,449.74 6,772.14 7,111.87 7,467.20 7,839.87 8,231.60 910 6,610.94 6,942.00 7,288.67 7,654.40 8,035.74 8,437.87 911 6,777.34 7,115.34 7,470.67 7,845.07 8,236.80 8,649.34 912 6,945.47 7,293.87 7,657.87 8,040.94 8,443.07 8,864.27 913 7,120.54 7,475.87 7,850.27 8,242.00 8,654.54 9,086.14 914 7,297.34 7,663.07 8,046.14 8,448.27 8,871.20 9,313.20 915 7,481.07 7,853.74 8,247.20 8,659.74 9,091.34 9,547.20 916 7,666.54 8,051.34 8,453.47 8,876.40 9,320.14 9,784.67 917 7,858.94 8,252.40 8,664.94 9,098.27 9,552.40 10,029.07 918 8,054.80 8,458.67 8,881.60 9,325.34 9,791.60 10,280.40 919 8,255.87 8,670.14 9,103.47 9,557.60 10,036.00 10,536.94 920 8,463.87 8,886.80 9,330.54 9,796.80 10,287.34 10,800.40 921 8,675.34 9,108.67 9,564.54 10,041.20 10,543.87 11,070.80 922 8,892.00 9,335.74 9,802.00 10,292.54 10,807.34 11,348.14 923 9,113.87 9,569.74 10,048.14 10,550.80 11,077.74 11,630.67 924 9,340.94 9,808.94 10,299.47 10,814.27 11,355.07 11,921.87 925 9,574.94 10,053.34 10,556.00 11,084.67 11,637.60 12,220.00 ---PAGE BREAK--- MCFFA MOU Exhibit B (112 Hour) Schedule of Salary Ranges Effective June 18, 2024 Hourly Range Number Step A Step B Step C Step D Step E Step F 0201 23.04 24.19 25.40 26.67 28.00 29.40 0202 23.61 24.80 26.03 27.34 28.70 30.14 0203 24.20 25.41 26.69 28.02 29.42 30.89 0204 24.81 26.05 27.35 28.72 30.16 31.66 0205 25.43 26.70 28.04 29.44 30.91 32.45 0206 26.07 27.37 28.74 30.17 31.68 33.27 0207 26.72 28.05 29.46 30.93 32.47 34.10 0208 27.38 28.75 30.19 31.70 33.29 34.95 0209 28.07 29.47 30.95 32.49 34.12 35.82 0210 28.77 30.21 31.72 33.31 34.97 36.72 0211 29.49 30.96 32.51 34.14 35.84 37.64 0212 30.23 31.74 33.33 34.99 36.74 38.58 0213 30.98 32.53 34.16 35.87 37.66 39.54 0214 31.76 33.34 35.01 36.76 38.60 40.53 0215 32.55 34.18 35.89 37.68 39.57 41.54 0216 33.36 35.03 36.78 38.62 40.55 42.58 0217 34.20 35.91 37.70 39.59 41.57 43.65 0218 35.05 36.81 38.65 40.58 42.61 44.74 0219 35.93 37.73 39.61 41.59 43.67 45.86 0220 36.83 38.67 40.60 42.63 44.76 47.00 0221 37.75 39.64 41.62 43.70 45.88 48.18 0222 38.69 40.63 42.66 44.79 47.03 49.38 0223 39.66 41.64 43.72 45.91 48.21 50.62 0224 40.65 42.68 44.82 47.06 49.41 51.88 0225 41.67 43.75 45.94 48.23 50.65 53.18 Bi-Weekly Range Number Step A Step B Step C Step D Step E Step F 0201 2,580.48 2,709.28 2,844.80 2,987.04 3,136.00 3,292.80 0202 2,644.32 2,777.60 2,915.36 3,062.08 3,214.40 3,375.68 0203 2,710.40 2,845.92 2,989.28 3,138.24 3,295.04 3,459.68 0204 2,778.72 2,917.60 3,063.20 3,216.64 3,377.92 3,545.92 0205 2,848.16 2,990.40 3,140.48 3,297.28 3,461.92 3,634.40 0206 2,919.84 3,065.44 3,218.88 3,379.04 3,548.16 3,726.24 0207 2,992.64 3,141.60 3,299.52 3,464.16 3,636.64 3,819.20 0208 3,066.56 3,220.00 3,381.28 3,550.40 3,728.48 3,914.40 0209 3,143.84 3,300.64 3,466.40 3,638.88 3,821.44 4,011.84 0210 3,222.24 3,383.52 3,552.64 3,730.72 3,916.64 4,112.64 0211 3,302.88 3,467.52 3,641.12 3,823.68 4,014.08 4,215.68 0212 3,385.76 3,554.88 3,732.96 3,918.88 4,114.88 4,320.96 0213 3,469.76 3,643.36 3,825.92 4,017.44 4,217.92 4,428.48 0214 3,557.12 3,734.08 3,921.12 4,117.12 4,323.20 4,539.36 0215 3,645.60 3,828.16 4,019.68 4,220.16 4,431.84 4,652.48 0216 3,736.32 3,923.36 4,119.36 4,325.44 4,541.60 4,768.96 0217 3,830.40 4,021.92 4,222.40 4,434.08 4,655.84 4,888.80 0218 3,925.60 4,122.72 4,328.80 4,544.96 4,772.32 5,010.88 0219 4,024.16 4,225.76 4,436.32 4,658.08 4,891.04 5,136.32 0220 4,124.96 4,331.04 4,547.20 4,774.56 5,013.12 5,264.00 0221 4,228.00 4,439.68 4,661.44 4,894.40 5,138.56 5,396.16 0222 4,333.28 4,550.56 4,777.92 5,016.48 5,267.36 5,530.56 0223 4,441.92 4,663.68 4,896.64 5,141.92 5,399.52 5,669.44 0224 4,552.80 4,780.16 5,019.84 5,270.72 5,533.92 5,810.56 0225 4,667.04 4,900.00 5,145.28 5,401.76 5,672.80 5,956.16 Range Number Step A Step B Step C Step D Step E Step F 0201 5,591.04 5,870.11 6,163.74 6,471.92 6,794.67 7,134.40 0202 5,729.36 6,018.14 6,316.62 6,634.51 6,964.54 7,313.98 0203 5,872.54 6,166.16 6,476.78 6,799.52 7,139.26 7,495.98 0204 6,020.56 6,321.47 6,636.94 6,969.39 7,318.83 7,682.83 0205 6,171.02 6,479.20 6,804.38 7,144.11 7,500.83 7,874.54 0206 6,326.32 6,641.79 6,974.24 7,321.26 7,687.68 8,073.52 0207 6,484.06 6,806.80 7,148.96 7,505.68 7,879.39 8,274.94 0208 6,644.22 6,976.67 7,326.11 7,692.54 8,078.38 8,481.20 0209 6,811.66 7,151.39 7,510.54 7,884.24 8,279.79 8,692.32 0210 6,981.52 7,330.96 7,697.39 8,083.23 8,486.06 8,910.72 0211 7,156.24 7,512.96 7,889.10 8,284.64 8,697.18 9,133.98 0212 7,335.82 7,702.24 8,088.08 8,490.91 8,915.58 9,362.08 0213 7,517.82 7,893.95 8,289.50 8,704.46 9,138.83 9,595.04 0214 7,707.10 8,090.51 8,495.76 8,920.43 9,366.94 9,835.28 0215 7,898.80 8,294.35 8,709.31 9,143.68 9,602.32 10,080.38 0216 8,095.36 8,500.62 8,925.28 9,371.79 9,840.14 10,332.75 0217 8,299.20 8,714.16 9,148.54 9,607.18 10,087.66 10,592.40 0218 8,505.47 8,932.56 9,379.07 9,847.42 10,340.03 10,856.91 0219 8,719.02 9,155.82 9,612.03 10,092.51 10,597.26 11,128.70 0220 8,937.42 9,383.92 9,852.27 10,344.88 10,861.76 11,405.34 0221 9,160.67 9,619.31 10,099.79 10,604.54 11,133.55 11,691.68 0222 9,388.78 9,859.55 10,352.16 10,869.04 11,412.62 11,982.88 0223 9,624.16 10,104.64 10,609.39 11,140.83 11,698.96 12,283.79 0224 9,864.40 10,357.02 10,876.32 11,419.90 11,990.16 12,589.55 0225 10,111.92 10,616.67 11,148.11 11,703.82 12,291.07 12,905.02 ---PAGE BREAK--- MCFFA MOU Exhibit C (80 Hour) Schedule of Salary Ranges Effective June 18, 2024 Hourly Range Number Step A Step B Step C Step D Step E Step F 0701 32.26 33.87 35.57 37.35 39.21 41.17 0702 33.07 34.72 36.46 38.28 40.19 42.20 0703 33.89 35.59 37.37 39.24 41.20 43.26 0704 34.74 36.48 38.30 40.22 42.23 44.34 0705 35.61 37.39 39.26 41.22 43.28 45.45 0706 36.50 38.32 40.24 42.25 44.36 46.58 0707 37.41 39.28 41.25 43.31 45.47 47.75 0708 38.35 40.26 42.28 44.39 46.61 48.94 0709 39.31 41.27 43.33 45.50 47.78 50.16 0710 40.29 42.30 44.42 46.64 48.97 51.42 0711 41.30 43.36 45.53 47.80 50.19 52.70 0712 42.33 44.44 46.67 49.00 51.45 54.02 0713 43.39 45.55 47.83 50.22 52.73 55.37 0714 44.47 46.69 49.03 51.48 54.05 56.76 0715 45.58 47.86 50.25 52.77 55.40 58.17 0716 46.72 49.06 51.51 54.08 56.79 59.63 0717 47.89 50.28 52.80 55.44 58.21 61.12 0718 49.09 51.54 54.12 56.82 59.66 62.65 0719 50.31 52.83 55.47 58.24 61.16 64.21 0720 51.57 54.15 56.86 59.70 62.68 65.82 0721 52.86 55.50 58.28 61.19 64.25 67.46 0722 54.18 56.89 59.73 62.72 65.86 69.15 0723 55.54 58.31 61.23 64.29 67.50 70.88 0724 56.92 59.77 62.76 65.90 69.19 72.65 0725 58.35 61.26 64.33 67.54 70.92 74.47 Bi-Weekly Range Number Step A Step B Step C Step D Step E Step F 0701 2,580.80 2,709.60 2,845.60 2,988.00 3,136.80 3,293.60 0702 2,645.60 2,777.60 2,916.80 3,062.40 3,215.20 3,376.00 0703 2,711.20 2,847.20 2,989.60 3,139.20 3,296.00 3,460.80 0704 2,779.20 2,918.40 3,064.00 3,217.60 3,378.40 3,547.20 0705 2,848.80 2,991.20 3,140.80 3,297.60 3,462.40 3,636.00 0706 2,920.00 3,065.60 3,219.20 3,380.00 3,548.80 3,726.40 0707 2,992.80 3,142.40 3,300.00 3,464.80 3,637.60 3,820.00 0708 3,068.00 3,220.80 3,382.40 3,551.20 3,728.80 3,915.20 0709 3,144.80 3,301.60 3,466.40 3,640.00 3,822.40 4,012.80 0710 3,223.20 3,384.00 3,553.60 3,731.20 3,917.60 4,113.60 0711 3,304.00 3,468.80 3,642.40 3,824.00 4,015.20 4,216.00 0712 3,386.40 3,555.20 3,733.60 3,920.00 4,116.00 4,321.60 0713 3,471.20 3,644.00 3,826.40 4,017.60 4,218.40 4,429.60 0714 3,557.60 3,735.20 3,922.40 4,118.40 4,324.00 4,540.80 0715 3,646.40 3,828.80 4,020.00 4,221.60 4,432.00 4,653.60 0716 3,737.60 3,924.80 4,120.80 4,326.40 4,543.20 4,770.40 0717 3,831.20 4,022.40 4,224.00 4,435.20 4,656.80 4,889.60 0718 3,927.20 4,123.20 4,329.60 4,545.60 4,772.80 5,012.00 0719 4,024.80 4,226.40 4,437.60 4,659.20 4,892.80 5,136.80 0720 4,125.60 4,332.00 4,548.80 4,776.00 5,014.40 5,265.60 0721 4,228.80 4,440.00 4,662.40 4,895.20 5,140.00 5,396.80 0722 4,334.40 4,551.20 4,778.40 5,017.60 5,268.80 5,532.00 0723 4,443.20 4,664.80 4,898.40 5,143.20 5,400.00 5,670.40 0724 4,553.60 4,781.60 5,020.80 5,272.00 5,535.20 5,812.00 0725 4,668.00 4,900.80 5,146.40 5,403.20 5,673.60 5,957.60 Range Number Step A Step B Step C Step D Step E Step F 0701 5,591.74 5,870.80 6,165.47 6,474.00 6,796.40 7,136.14 0702 5,732.14 6,018.14 6,319.74 6,635.20 6,966.27 7,314.67 0703 5,874.27 6,168.94 6,477.47 6,801.60 7,141.34 7,498.40 0704 6,021.60 6,323.20 6,638.67 6,971.47 7,319.87 7,685.60 0705 6,172.40 6,480.94 6,805.07 7,144.80 7,501.87 7,878.00 0706 6,326.67 6,642.14 6,974.94 7,323.34 7,689.07 8,073.87 0707 6,484.40 6,808.54 7,150.00 7,507.07 7,881.47 8,276.67 0708 6,647.34 6,978.40 7,328.54 7,694.27 8,079.07 8,482.94 0709 6,813.74 7,153.47 7,510.54 7,886.67 8,281.87 8,694.40 0710 6,983.60 7,332.00 7,699.47 8,084.27 8,488.14 8,912.80 0711 7,158.67 7,515.74 7,891.87 8,285.34 8,699.60 9,134.67 0712 7,337.20 7,702.94 8,089.47 8,493.34 8,918.00 9,363.47 0713 7,520.94 7,895.34 8,290.54 8,704.80 9,139.87 9,597.47 0714 7,708.14 8,092.94 8,498.54 8,923.20 9,368.67 9,838.40 0715 7,900.54 8,295.74 8,710.00 9,146.80 9,602.67 10,082.80 0716 8,098.14 8,503.74 8,928.40 9,373.87 9,843.60 10,335.87 0717 8,300.94 8,715.20 9,152.00 9,609.60 10,089.74 10,594.14 0718 8,508.94 8,933.60 9,380.80 9,848.80 10,341.07 10,859.34 0719 8,720.40 9,157.20 9,614.80 10,094.94 10,601.07 11,129.74 0720 8,938.80 9,386.00 9,855.74 10,348.00 10,864.54 11,408.80 0721 9,162.40 9,620.00 10,101.87 10,606.27 11,136.67 11,693.07 0722 9,391.20 9,860.94 10,353.20 10,871.47 11,415.74 11,986.00 0723 9,626.94 10,107.07 10,613.20 11,143.60 11,700.00 12,285.87 0724 9,866.14 10,360.14 10,878.40 11,422.67 11,992.94 12,592.67 0725 10,114.00 10,618.40 11,150.54 11,706.94 12,292.80 12,908.14 ---PAGE BREAK--- MCFFA MOU Exhibit D (Trainee) Schedule of Salary Ranges Effective July 1, 2025 Hourly Range Number Step A Step B Step C Step D Step E Step F 901 32.38 34.00 35.70 37.48 39.35 41.32 902 33.19 34.85 36.59 38.42 40.34 42.35 903 34.02 35.72 37.50 39.38 41.35 43.41 904 34.87 36.61 38.44 40.36 42.38 44.50 905 35.74 37.52 39.40 41.37 43.44 45.61 906 36.63 38.46 40.39 42.40 44.52 46.75 907 37.55 39.42 41.40 43.46 45.64 47.92 908 38.49 40.41 42.43 44.55 46.78 49.12 909 39.45 41.42 43.49 45.66 47.95 50.34 910 40.43 42.46 44.58 46.81 49.15 51.60 911 41.44 43.52 45.69 47.98 50.37 52.89 912 42.48 44.60 46.83 49.18 51.63 54.22 913 43.54 45.72 48.00 50.40 52.92 55.57 914 44.63 46.86 49.20 51.66 54.25 56.96 915 45.75 48.03 50.43 52.96 55.60 58.38 916 46.89 49.23 51.70 54.28 56.99 59.84 917 48.06 50.46 52.99 55.64 58.42 61.34 918 49.26 51.73 54.31 57.03 59.88 62.87 919 50.49 53.02 55.67 58.45 61.38 64.44 920 51.76 54.34 57.06 59.91 62.91 66.06 921 53.05 55.70 58.49 61.41 64.48 67.71 922 54.38 57.10 59.95 62.95 66.09 69.40 923 55.74 58.52 61.45 64.52 67.75 71.13 924 57.13 59.99 62.98 66.13 69.44 72.91 925 58.56 61.49 64.56 67.79 71.18 74.73 Bi-Weekly Range Number Step A Step B Step C Step D Step E Step F 901 2,590.40 2,720.00 2,856.00 2,998.40 3,148.00 3,305.60 902 2,655.20 2,788.00 2,927.20 3,073.60 3,227.20 3,388.00 903 2,721.60 2,857.60 3,000.00 3,150.40 3,308.00 3,472.80 904 2,789.60 2,928.80 3,075.20 3,228.80 3,390.40 3,560.00 905 2,859.20 3,001.60 3,152.00 3,309.60 3,475.20 3,648.80 906 2,930.40 3,076.80 3,231.20 3,392.00 3,561.60 3,740.00 907 3,004.00 3,153.60 3,312.00 3,476.80 3,651.20 3,833.60 908 3,079.20 3,232.80 3,394.40 3,564.00 3,742.40 3,929.60 909 3,156.00 3,313.60 3,479.20 3,652.80 3,836.00 4,027.20 910 3,234.40 3,396.80 3,566.40 3,744.80 3,932.00 4,128.00 911 3,315.20 3,481.60 3,655.20 3,838.40 4,029.60 4,231.20 912 3,398.40 3,568.00 3,746.40 3,934.40 4,130.40 4,337.60 913 3,483.20 3,657.60 3,840.00 4,032.00 4,233.60 4,445.60 914 3,570.40 3,748.80 3,936.00 4,132.80 4,340.00 4,556.80 915 3,660.00 3,842.40 4,034.40 4,236.80 4,448.00 4,670.40 916 3,751.20 3,938.40 4,136.00 4,342.40 4,559.20 4,787.20 917 3,844.80 4,036.80 4,239.20 4,451.20 4,673.60 4,907.20 918 3,940.80 4,138.40 4,344.80 4,562.40 4,790.40 5,029.60 919 4,039.20 4,241.60 4,453.60 4,676.00 4,910.40 5,155.20 920 4,140.80 4,347.20 4,564.80 4,792.80 5,032.80 5,284.80 921 4,244.00 4,456.00 4,679.20 4,912.80 5,158.40 5,416.80 922 4,350.40 4,568.00 4,796.00 5,036.00 5,287.20 5,552.00 923 4,459.20 4,681.60 4,916.00 5,161.60 5,420.00 5,690.40 924 4,570.40 4,799.20 5,038.40 5,290.40 5,555.20 5,832.80 925 4,684.80 4,919.20 5,164.80 5,423.20 5,694.40 5,978.40 Range Number Step A Step B Step C Step D Step E Step F 901 5,612.54 5,893.34 6,188.00 6,496.54 6,820.67 7,162.14 902 5,752.94 6,040.67 6,342.27 6,659.47 6,992.27 7,340.67 903 5,896.80 6,191.47 6,500.00 6,825.87 7,167.34 7,524.40 904 6,044.14 6,345.74 6,662.94 6,995.74 7,345.87 7,713.34 905 6,194.94 6,503.47 6,829.34 7,170.80 7,529.60 7,905.74 906 6,349.20 6,666.40 7,000.94 7,349.34 7,716.80 8,103.34 907 6,508.67 6,832.80 7,176.00 7,533.07 7,910.94 8,306.14 908 6,671.60 7,004.40 7,354.54 7,722.00 8,108.54 8,514.14 909 6,838.00 7,179.47 7,538.27 7,914.40 8,311.34 8,725.60 910 7,007.87 7,359.74 7,727.20 8,113.74 8,519.34 8,944.00 911 7,182.94 7,543.47 7,919.60 8,316.54 8,730.80 9,167.60 912 7,363.20 7,730.67 8,117.20 8,524.54 8,949.20 9,398.14 913 7,546.94 7,924.80 8,320.00 8,736.00 9,172.80 9,632.14 914 7,735.87 8,122.40 8,528.00 8,954.40 9,403.34 9,873.07 915 7,930.00 8,325.20 8,741.20 9,179.74 9,637.34 10,119.20 916 8,127.60 8,533.20 8,961.34 9,408.54 9,878.27 10,372.27 917 8,330.40 8,746.40 9,184.94 9,644.27 10,126.14 10,632.27 918 8,538.40 8,966.54 9,413.74 9,885.20 10,379.20 10,897.47 919 8,751.60 9,190.14 9,649.47 10,131.34 10,639.20 11,169.60 920 8,971.74 9,418.94 9,890.40 10,384.40 10,904.40 11,450.40 921 9,195.34 9,654.67 10,138.27 10,644.40 11,176.54 11,736.40 922 9,425.87 9,897.34 10,391.34 10,911.34 11,455.60 12,029.34 923 9,661.60 10,143.47 10,651.34 11,183.47 11,743.34 12,329.20 924 9,902.54 10,398.27 10,916.54 11,462.54 12,036.27 12,637.74 925 10,150.40 10,658.27 11,190.40 11,750.27 12,337.87 12,953.20 ---PAGE BREAK--- MCFFA MOU Exhibit E (112 Hour) Schedule of Salary Ranges Effective July 1, 2025 Hourly Range Number Step A Step B Step C Step D Step E Step F 0201 24.43 25.65 26.93 28.28 29.69 31.17 0202 25.04 26.29 27.60 28.98 30.43 31.95 0203 25.66 26.95 28.29 29.71 31.19 32.75 0204 26.31 27.62 29.00 30.45 31.97 33.57 0205 26.96 28.31 29.73 31.21 32.77 34.41 0206 27.64 29.02 30.47 31.99 33.59 35.27 0207 28.33 29.74 31.23 32.79 34.43 36.15 0208 29.04 30.49 32.01 33.61 35.29 37.06 0209 29.76 31.25 32.81 34.45 36.17 37.98 0210 30.51 32.03 33.63 35.31 37.08 38.93 0211 31.27 32.83 34.47 36.20 38.01 39.91 0212 32.05 33.65 35.33 37.10 38.96 40.90 0213 32.85 34.49 36.22 38.03 39.93 41.92 0214 33.67 35.35 37.12 38.98 40.93 42.97 0215 34.51 36.24 38.05 39.95 41.95 44.05 0216 35.38 37.14 39.00 40.95 43.00 45.15 0217 36.26 38.07 39.98 41.97 44.07 46.28 0218 37.17 39.02 40.98 43.02 45.18 47.43 0219 38.10 40.00 42.00 44.10 46.30 48.62 0220 39.05 41.00 43.05 45.20 47.46 49.83 0221 40.02 42.02 44.13 46.33 48.65 51.08 0222 41.02 43.08 45.23 47.49 49.86 52.36 0223 42.05 44.15 46.36 48.68 51.11 53.67 0224 43.10 45.26 47.52 49.89 52.39 55.01 0225 44.18 46.39 48.71 51.14 53.70 56.38 Bi-Weekly Range Number Step A Step B Step C Step D Step E Step F 0201 2,736.16 2,872.80 3,016.16 3,167.36 3,325.28 3,491.04 0202 2,804.48 2,944.48 3,091.20 3,245.76 3,408.16 3,578.40 0203 2,873.92 3,018.40 3,168.48 3,327.52 3,493.28 3,668.00 0204 2,946.72 3,093.44 3,248.00 3,410.40 3,580.64 3,759.84 0205 3,019.52 3,170.72 3,329.76 3,495.52 3,670.24 3,853.92 0206 3,095.68 3,250.24 3,412.64 3,582.88 3,762.08 3,950.24 0207 3,172.96 3,330.88 3,497.76 3,672.48 3,856.16 4,048.80 0208 3,252.48 3,414.88 3,585.12 3,764.32 3,952.48 4,150.72 0209 3,333.12 3,500.00 3,674.72 3,858.40 4,051.04 4,253.76 0210 3,417.12 3,587.36 3,766.56 3,954.72 4,152.96 4,360.16 0211 3,502.24 3,676.96 3,860.64 4,054.40 4,257.12 4,469.92 0212 3,589.60 3,768.80 3,956.96 4,155.20 4,363.52 4,580.80 0213 3,679.20 3,862.88 4,056.64 4,259.36 4,472.16 4,695.04 0214 3,771.04 3,959.20 4,157.44 4,365.76 4,584.16 4,812.64 0215 3,865.12 4,058.88 4,261.60 4,474.40 4,698.40 4,933.60 0216 3,962.56 4,159.68 4,368.00 4,586.40 4,816.00 5,056.80 0217 4,061.12 4,263.84 4,477.76 4,700.64 4,935.84 5,183.36 0218 4,163.04 4,370.24 4,589.76 4,818.24 5,060.16 5,312.16 0219 4,267.20 4,480.00 4,704.00 4,939.20 5,185.60 5,445.44 0220 4,373.60 4,592.00 4,821.60 5,062.40 5,315.52 5,580.96 0221 4,482.24 4,706.24 4,942.56 5,188.96 5,448.80 5,720.96 0222 4,594.24 4,824.96 5,065.76 5,318.88 5,584.32 5,864.32 0223 4,709.60 4,944.80 5,192.32 5,452.16 5,724.32 6,011.04 0224 4,827.20 5,069.12 5,322.24 5,587.68 5,867.68 6,161.12 0225 4,948.16 5,195.68 5,455.52 5,727.68 6,014.40 6,314.56 Range Number Step A Step B Step C Step D Step E Step F 0201 5,928.35 6,224.40 6,535.02 6,862.62 7,204.78 7,563.92 0202 6,076.38 6,379.71 6,697.60 7,032.48 7,384.35 7,753.20 0203 6,226.83 6,539.87 6,865.04 7,209.63 7,568.78 7,947.34 0204 6,384.56 6,702.46 7,037.34 7,389.20 7,758.06 8,146.32 0205 6,542.30 6,869.90 7,214.48 7,573.63 7,952.19 8,350.16 0206 6,707.31 7,042.19 7,394.06 7,762.91 8,151.18 8,558.86 0207 6,874.75 7,216.91 7,578.48 7,957.04 8,355.02 8,772.40 0208 7,047.04 7,398.91 7,767.76 8,156.03 8,563.71 8,993.23 0209 7,221.76 7,583.34 7,961.90 8,359.87 8,777.26 9,216.48 0210 7,403.76 7,772.62 8,160.88 8,568.56 8,998.08 9,447.02 0211 7,588.19 7,966.75 8,364.72 8,784.54 9,223.76 9,684.83 0212 7,777.47 8,165.74 8,573.42 9,002.94 9,454.30 9,925.07 0213 7,971.60 8,369.58 8,789.39 9,228.62 9,689.68 10,172.59 0214 8,170.59 8,578.27 9,007.79 9,459.15 9,932.35 10,427.39 0215 8,374.43 8,794.24 9,233.47 9,694.54 10,179.87 10,689.47 0216 8,585.55 9,012.64 9,464.00 9,937.20 10,434.67 10,956.40 0217 8,799.10 9,238.32 9,701.82 10,184.72 10,694.32 11,230.62 0218 9,019.92 9,468.86 9,944.48 10,439.52 10,963.68 11,509.68 0219 9,245.60 9,706.67 10,192.00 10,701.60 11,235.47 11,798.46 0220 9,476.14 9,949.34 10,446.80 10,968.54 11,516.96 12,092.08 0221 9,711.52 10,196.86 10,708.88 11,242.75 11,805.74 12,395.42 0222 9,954.19 10,454.08 10,975.82 11,524.24 12,099.36 12,706.03 0223 10,204.14 10,713.74 11,250.03 11,813.02 12,402.70 13,023.92 0224 10,458.94 10,983.10 11,531.52 12,106.64 12,713.31 13,349.10 0225 10,721.02 11,257.31 11,820.30 12,409.98 13,031.20 13,681.55 ---PAGE BREAK--- MCFFA MOU Exhibit F (80 Hour) Schedule of Salary Ranges Effective July 1, 2025 Hourly Range Number Step A Step B Step C Step D Step E Step F 0701 34.21 35.92 37.71 39.60 41.58 43.66 0702 35.06 36.81 38.66 40.59 42.62 44.75 0703 35.94 37.74 39.62 41.60 43.68 45.87 0704 36.84 38.68 40.61 42.64 44.77 47.01 0705 37.76 39.65 41.63 43.71 45.89 48.19 0706 38.70 40.64 42.67 44.80 47.04 49.39 0707 39.67 41.65 43.73 45.92 48.22 50.63 0708 40.66 42.69 44.83 47.07 49.42 51.89 0709 41.68 43.76 45.95 48.25 50.66 53.19 0710 42.72 44.85 47.10 49.45 51.92 54.52 0711 43.79 45.98 48.27 50.69 53.22 55.88 0712 44.88 47.12 49.48 51.95 54.55 57.28 0713 46.00 48.30 50.72 53.25 55.92 58.71 0714 47.15 49.51 51.99 54.58 57.31 60.18 0715 48.33 50.75 53.29 55.95 58.75 61.68 0716 49.54 52.02 54.62 57.35 60.21 63.23 0717 50.78 53.32 55.98 58.78 61.72 64.81 0718 52.05 54.65 57.38 60.25 63.26 66.43 0719 53.35 56.02 58.82 61.76 64.84 68.09 0720 54.68 57.42 60.29 63.30 66.47 69.79 0721 56.05 58.85 61.79 64.88 68.13 71.53 0722 57.45 60.32 63.34 66.50 69.83 73.32 0723 58.89 61.83 64.92 68.17 71.58 75.15 0724 60.36 63.38 66.54 69.87 73.36 77.03 0725 61.87 64.96 68.21 71.62 75.20 78.96 Bi-Weekly Range Number Step A Step B Step C Step D Step E Step F 0701 2,736.80 2,873.60 3,016.80 3,168.00 3,326.40 3,492.80 0702 2,804.80 2,944.80 3,092.80 3,247.20 3,409.60 3,580.00 0703 2,875.20 3,019.20 3,169.60 3,328.00 3,494.40 3,669.60 0704 2,947.20 3,094.40 3,248.80 3,411.20 3,581.60 3,760.80 0705 3,020.80 3,172.00 3,330.40 3,496.80 3,671.20 3,855.20 0706 3,096.00 3,251.20 3,413.60 3,584.00 3,763.20 3,951.20 0707 3,173.60 3,332.00 3,498.40 3,673.60 3,857.60 4,050.40 0708 3,252.80 3,415.20 3,586.40 3,765.60 3,953.60 4,151.20 0709 3,334.40 3,500.80 3,676.00 3,860.00 4,052.80 4,255.20 0710 3,417.60 3,588.00 3,768.00 3,956.00 4,153.60 4,361.60 0711 3,503.20 3,678.40 3,861.60 4,055.20 4,257.60 4,470.40 0712 3,590.40 3,769.60 3,958.40 4,156.00 4,364.00 4,582.40 0713 3,680.00 3,864.00 4,057.60 4,260.00 4,473.60 4,696.80 0714 3,772.00 3,960.80 4,159.20 4,366.40 4,584.80 4,814.40 0715 3,866.40 4,060.00 4,263.20 4,476.00 4,700.00 4,934.40 0716 3,963.20 4,161.60 4,369.60 4,588.00 4,816.80 5,058.40 0717 4,062.40 4,265.60 4,478.40 4,702.40 4,937.60 5,184.80 0718 4,164.00 4,372.00 4,590.40 4,820.00 5,060.80 5,314.40 0719 4,268.00 4,481.60 4,705.60 4,940.80 5,187.20 5,447.20 0720 4,374.40 4,593.60 4,823.20 5,064.00 5,317.60 5,583.20 0721 4,484.00 4,708.00 4,943.20 5,190.40 5,450.40 5,722.40 0722 4,596.00 4,825.60 5,067.20 5,320.00 5,586.40 5,865.60 0723 4,711.20 4,946.40 5,193.60 5,453.60 5,726.40 6,012.00 0724 4,828.80 5,070.40 5,323.20 5,589.60 5,868.80 6,162.40 0725 4,949.60 5,196.80 5,456.80 5,729.60 6,016.00 6,316.80 Range Number Step A Step B Step C Step D Step E Step F 0701 5,929.74 6,226.14 6,536.40 6,864.00 7,207.20 7,567.74 0702 6,077.07 6,380.40 6,701.07 7,035.60 7,387.47 7,756.67 0703 6,229.60 6,541.60 6,867.47 7,210.67 7,571.20 7,950.80 0704 6,385.60 6,704.54 7,039.07 7,390.94 7,760.14 8,148.40 0705 6,545.07 6,872.67 7,215.87 7,576.40 7,954.27 8,352.94 0706 6,708.00 7,044.27 7,396.14 7,765.34 8,153.60 8,560.94 0707 6,876.14 7,219.34 7,579.87 7,959.47 8,358.14 8,775.87 0708 7,047.74 7,399.60 7,770.54 8,158.80 8,566.14 8,994.27 0709 7,224.54 7,585.07 7,964.67 8,363.34 8,781.07 9,219.60 0710 7,404.80 7,774.00 8,164.00 8,571.34 8,999.47 9,450.14 0711 7,590.27 7,969.87 8,366.80 8,786.27 9,224.80 9,685.87 0712 7,779.20 8,167.47 8,576.54 9,004.67 9,455.34 9,928.54 0713 7,973.34 8,372.00 8,791.47 9,230.00 9,692.80 10,176.40 0714 8,172.67 8,581.74 9,011.60 9,460.54 9,933.74 10,431.20 0715 8,377.20 8,796.67 9,236.94 9,698.00 10,183.34 10,691.20 0716 8,586.94 9,016.80 9,467.47 9,940.67 10,436.40 10,959.87 0717 8,801.87 9,242.14 9,703.20 10,188.54 10,698.14 11,233.74 0718 9,022.00 9,472.67 9,945.87 10,443.34 10,965.07 11,514.54 0719 9,247.34 9,710.14 10,195.47 10,705.07 11,238.94 11,802.27 0720 9,477.87 9,952.80 10,450.27 10,972.00 11,521.47 12,096.94 0721 9,715.34 10,200.67 10,710.27 11,245.87 11,809.20 12,398.54 0722 9,958.00 10,455.47 10,978.94 11,526.67 12,103.87 12,708.80 0723 10,207.60 10,717.20 11,252.80 11,816.14 12,407.20 13,026.00 0724 10,462.40 10,985.87 11,533.60 12,110.80 12,715.74 13,351.87 0725 10,724.14 11,259.74 11,823.07 12,414.14 13,034.67 13,686.40 ---PAGE BREAK--- MCFFA MOU Exhibit G (Trainee) Schedule of Salary Ranges Effective June 30, 2026 Hourly Range Number Step A Step B Step C Step D Step E Step F 901 34.00 35.70 37.49 39.36 41.33 43.40 902 34.85 36.60 38.43 40.35 42.36 44.48 903 35.73 37.51 39.39 41.36 43.42 45.59 904 36.62 38.45 40.37 42.39 44.51 46.73 905 37.53 39.41 41.38 43.45 45.62 47.90 906 38.47 40.40 42.41 44.54 46.76 49.10 907 39.43 41.40 43.47 45.65 47.93 50.33 908 40.42 42.44 44.56 46.79 49.13 51.58 909 41.43 43.50 45.68 47.96 50.36 52.87 910 42.47 44.59 46.82 49.16 51.62 54.20 911 43.53 45.70 47.99 50.39 52.91 55.55 912 44.61 46.85 49.19 51.65 54.23 56.94 913 45.73 48.02 50.42 52.94 55.58 58.36 914 46.87 49.22 51.68 54.26 56.97 59.82 915 48.04 50.45 52.97 55.62 58.40 61.32 916 49.25 51.71 54.29 57.01 59.86 62.85 917 50.48 53.00 55.65 58.43 61.35 64.42 918 51.74 54.33 57.04 59.89 62.89 66.03 919 53.03 55.68 58.47 61.39 64.46 67.68 920 54.36 57.08 59.93 62.92 66.07 69.37 921 55.72 58.50 61.43 64.50 67.72 71.11 922 57.11 59.96 62.96 66.11 69.42 72.89 923 58.54 61.46 64.54 67.76 71.15 74.71 924 60.00 63.00 66.15 69.46 72.93 76.58 925 61.50 64.57 67.80 71.19 74.75 78.49 Bi-Weekly Range Number Step A Step B Step C Step D Step E Step F 901 2,720.00 2,856.00 2,999.20 3,148.80 3,306.40 3,472.00 902 2,788.00 2,928.00 3,074.40 3,228.00 3,388.80 3,558.40 903 2,858.40 3,000.80 3,151.20 3,308.80 3,473.60 3,647.20 904 2,929.60 3,076.00 3,229.60 3,391.20 3,560.80 3,738.40 905 3,002.40 3,152.80 3,310.40 3,476.00 3,649.60 3,832.00 906 3,077.60 3,232.00 3,392.80 3,563.20 3,740.80 3,928.00 907 3,154.40 3,312.00 3,477.60 3,652.00 3,834.40 4,026.40 908 3,233.60 3,395.20 3,564.80 3,743.20 3,930.40 4,126.40 909 3,314.40 3,480.00 3,654.40 3,836.80 4,028.80 4,229.60 910 3,397.60 3,567.20 3,745.60 3,932.80 4,129.60 4,336.00 911 3,482.40 3,656.00 3,839.20 4,031.20 4,232.80 4,444.00 912 3,568.80 3,748.00 3,935.20 4,132.00 4,338.40 4,555.20 913 3,658.40 3,841.60 4,033.60 4,235.20 4,446.40 4,668.80 914 3,749.60 3,937.60 4,134.40 4,340.80 4,557.60 4,785.60 915 3,843.20 4,036.00 4,237.60 4,449.60 4,672.00 4,905.60 916 3,940.00 4,136.80 4,343.20 4,560.80 4,788.80 5,028.00 917 4,038.40 4,240.00 4,452.00 4,674.40 4,908.00 5,153.60 918 4,139.20 4,346.40 4,563.20 4,791.20 5,031.20 5,282.40 919 4,242.40 4,454.40 4,677.60 4,911.20 5,156.80 5,414.40 920 4,348.80 4,566.40 4,794.40 5,033.60 5,285.60 5,549.60 921 4,457.60 4,680.00 4,914.40 5,160.00 5,417.60 5,688.80 922 4,568.80 4,796.80 5,036.80 5,288.80 5,553.60 5,831.20 923 4,683.20 4,916.80 5,163.20 5,420.80 5,692.00 5,976.80 924 4,800.00 5,040.00 5,292.00 5,556.80 5,834.40 6,126.40 925 4,920.00 5,165.60 5,424.00 5,695.20 5,980.00 6,279.20 Range Number Step A Step B Step C Step D Step E Step F 901 5,893.34 6,188.00 6,498.27 6,822.40 7,163.87 7,522.67 902 6,040.67 6,344.00 6,661.20 6,994.00 7,342.40 7,709.87 903 6,193.20 6,501.74 6,827.60 7,169.07 7,526.14 7,902.27 904 6,347.47 6,664.67 6,997.47 7,347.60 7,715.07 8,099.87 905 6,505.20 6,831.07 7,172.54 7,531.34 7,907.47 8,302.67 906 6,668.14 7,002.67 7,351.07 7,720.27 8,105.07 8,510.67 907 6,834.54 7,176.00 7,534.80 7,912.67 8,307.87 8,723.87 908 7,006.14 7,356.27 7,723.74 8,110.27 8,515.87 8,940.54 909 7,181.20 7,540.00 7,917.87 8,313.07 8,729.07 9,164.14 910 7,361.47 7,728.94 8,115.47 8,521.07 8,947.47 9,394.67 911 7,545.20 7,921.34 8,318.27 8,734.27 9,171.07 9,628.67 912 7,732.40 8,120.67 8,526.27 8,952.67 9,399.87 9,869.60 913 7,926.54 8,323.47 8,739.47 9,176.27 9,633.87 10,115.74 914 8,124.14 8,531.47 8,957.87 9,405.07 9,874.80 10,368.80 915 8,326.94 8,744.67 9,181.47 9,640.80 10,122.67 10,628.80 916 8,536.67 8,963.07 9,410.27 9,881.74 10,375.74 10,894.00 917 8,749.87 9,186.67 9,646.00 10,127.87 10,634.00 11,166.14 918 8,968.27 9,417.20 9,886.94 10,380.94 10,900.94 11,445.20 919 9,191.87 9,651.20 10,134.80 10,640.94 11,173.07 11,731.20 920 9,422.40 9,893.87 10,387.87 10,906.14 11,452.14 12,024.14 921 9,658.14 10,140.00 10,647.87 11,180.00 11,738.14 12,325.74 922 9,899.07 10,393.07 10,913.07 11,459.07 12,032.80 12,634.27 923 10,146.94 10,653.07 11,186.94 11,745.07 12,332.67 12,949.74 924 10,400.00 10,920.00 11,466.00 12,039.74 12,641.20 13,273.87 925 10,660.00 11,192.14 11,752.00 12,339.60 12,956.67 13,604.94 ---PAGE BREAK--- MCFFA MOU Exhibit H (112 Hour) Schedule of Salary Ranges Effective June 30, 2026 Hourly Range Number Step A Step B Step C Step D Step E Step F 0201 25.66 26.94 28.29 29.70 31.18 32.74 0202 26.30 27.61 28.99 30.44 31.96 33.56 0203 26.96 28.30 29.72 31.20 32.76 34.40 0204 27.63 29.01 30.46 31.98 33.58 35.26 0205 28.32 29.74 31.22 32.78 34.42 36.14 0206 29.03 30.48 32.00 33.60 35.28 37.05 0207 29.75 31.24 32.80 34.44 36.16 37.97 0208 30.50 32.02 33.62 35.30 37.07 38.92 0209 31.26 32.82 34.46 36.19 37.99 39.89 0210 32.04 33.64 35.32 37.09 38.94 40.89 0211 32.84 34.48 36.21 38.02 39.92 41.91 0212 33.66 35.34 37.11 38.97 40.92 42.96 0213 34.50 36.23 38.04 39.94 41.94 44.03 0214 35.37 37.13 38.99 40.94 42.99 45.14 0215 36.25 38.06 39.97 41.96 44.06 46.26 0216 37.16 39.01 40.96 43.01 45.16 47.42 0217 38.08 39.99 41.99 44.09 46.29 48.61 0218 39.04 40.99 43.04 45.19 47.45 49.82 0219 40.01 42.01 44.11 46.32 48.63 51.07 0220 41.01 43.06 45.22 47.48 49.85 52.34 0221 42.04 44.14 46.35 48.66 51.10 53.65 0222 43.09 45.24 47.50 49.88 52.37 54.99 0223 44.17 46.37 48.69 51.13 53.68 56.37 0224 45.27 47.53 49.91 52.40 55.02 57.78 0225 46.40 48.72 51.16 53.71 56.40 59.22 Bi-Weekly Range Number Step A Step B Step C Step D Step E Step F 0201 2,873.92 3,017.28 3,168.48 3,326.40 3,492.16 3,666.88 0202 2,945.60 3,092.32 3,246.88 3,409.28 3,579.52 3,758.72 0203 3,019.52 3,169.60 3,328.64 3,494.40 3,669.12 3,852.80 0204 3,094.56 3,249.12 3,411.52 3,581.76 3,760.96 3,949.12 0205 3,171.84 3,330.88 3,496.64 3,671.36 3,855.04 4,047.68 0206 3,251.36 3,413.76 3,584.00 3,763.20 3,951.36 4,149.60 0207 3,332.00 3,498.88 3,673.60 3,857.28 4,049.92 4,252.64 0208 3,416.00 3,586.24 3,765.44 3,953.60 4,151.84 4,359.04 0209 3,501.12 3,675.84 3,859.52 4,053.28 4,254.88 4,467.68 0210 3,588.48 3,767.68 3,955.84 4,154.08 4,361.28 4,579.68 0211 3,678.08 3,861.76 4,055.52 4,258.24 4,471.04 4,693.92 0212 3,769.92 3,958.08 4,156.32 4,364.64 4,583.04 4,811.52 0213 3,864.00 4,057.76 4,260.48 4,473.28 4,697.28 4,931.36 0214 3,961.44 4,158.56 4,366.88 4,585.28 4,814.88 5,055.68 0215 4,060.00 4,262.72 4,476.64 4,699.52 4,934.72 5,181.12 0216 4,161.92 4,369.12 4,587.52 4,817.12 5,057.92 5,311.04 0217 4,264.96 4,478.88 4,702.88 4,938.08 5,184.48 5,444.32 0218 4,372.48 4,590.88 4,820.48 5,061.28 5,314.40 5,579.84 0219 4,481.12 4,705.12 4,940.32 5,187.84 5,446.56 5,719.84 0220 4,593.12 4,822.72 5,064.64 5,317.76 5,583.20 5,862.08 0221 4,708.48 4,943.68 5,191.20 5,449.92 5,723.20 6,008.80 0222 4,826.08 5,066.88 5,320.00 5,586.56 5,865.44 6,158.88 0223 4,947.04 5,193.44 5,453.28 5,726.56 6,012.16 6,313.44 0224 5,070.24 5,323.36 5,589.92 5,868.80 6,162.24 6,471.36 0225 5,196.80 5,456.64 5,729.92 6,015.52 6,316.80 6,632.64 Range Number Step A Step B Step C Step D Step E Step F 0201 6,226.83 6,537.44 6,865.04 7,207.20 7,566.35 7,944.91 0202 6,382.14 6,700.03 7,034.91 7,386.78 7,755.63 8,143.90 0203 6,542.30 6,867.47 7,212.06 7,571.20 7,949.76 8,347.74 0204 6,704.88 7,039.76 7,391.63 7,760.48 8,148.75 8,556.43 0205 6,872.32 7,216.91 7,576.06 7,954.62 8,352.59 8,769.98 0206 7,044.62 7,396.48 7,765.34 8,153.60 8,561.28 8,990.80 0207 7,219.34 7,580.91 7,959.47 8,357.44 8,774.83 9,214.06 0208 7,401.34 7,770.19 8,158.46 8,566.14 8,995.66 9,444.59 0209 7,585.76 7,964.32 8,362.30 8,782.11 9,218.91 9,679.98 0210 7,775.04 8,163.31 8,570.99 9,000.51 9,449.44 9,922.64 0211 7,969.18 8,367.15 8,786.96 9,226.19 9,687.26 10,170.16 0212 8,168.16 8,575.84 9,005.36 9,456.72 9,929.92 10,424.96 0213 8,372.00 8,791.82 9,231.04 9,692.11 10,177.44 10,684.62 0214 8,583.12 9,010.22 9,461.58 9,934.78 10,432.24 10,953.98 0215 8,796.67 9,235.90 9,699.39 10,182.30 10,691.90 11,225.76 0216 9,017.50 9,466.43 9,939.63 10,437.10 10,958.83 11,507.26 0217 9,240.75 9,704.24 10,189.58 10,699.18 11,233.04 11,796.03 0218 9,473.71 9,946.91 10,444.38 10,966.11 11,514.54 12,089.66 0219 9,709.10 10,194.43 10,704.03 11,240.32 11,800.88 12,392.99 0220 9,951.76 10,449.23 10,973.39 11,521.82 12,096.94 12,701.18 0221 10,201.71 10,711.31 11,247.60 11,808.16 12,400.27 13,019.07 0222 10,456.51 10,978.24 11,526.67 12,104.22 12,708.46 13,344.24 0223 10,718.59 11,252.46 11,815.44 12,407.55 13,026.35 13,679.12 0224 10,985.52 11,533.95 12,111.50 12,715.74 13,351.52 14,021.28 0225 11,259.74 11,822.72 12,414.83 13,033.63 13,686.40 14,370.72 ---PAGE BREAK--- MCFFA MOU Exhibit I (80 Hour) Schedule of Salary Ranges Effective June 30, 2026 Hourly Range Number Step A Step B Step C Step D Step E Step F 0701 35.93 37.73 39.61 41.59 43.67 45.85 0702 36.83 38.67 40.60 42.63 44.76 47.00 0703 37.75 39.63 41.62 43.70 45.88 48.18 0704 38.69 40.63 42.66 44.79 47.03 49.38 0705 39.66 41.64 43.72 45.91 48.20 50.61 0706 40.65 42.68 44.82 47.06 49.41 51.88 0707 41.67 43.75 45.94 48.23 50.64 53.18 0708 42.71 44.84 47.08 49.44 51.91 54.51 0709 43.77 45.96 48.26 50.67 53.21 55.87 0710 44.87 47.11 49.47 51.94 54.54 57.26 0711 45.99 48.29 50.70 53.24 55.90 58.70 0712 47.14 49.50 51.97 54.57 57.30 60.16 0713 48.32 50.73 53.27 55.93 58.73 61.67 0714 49.53 52.00 54.60 57.33 60.20 63.21 0715 50.76 53.30 55.97 58.77 61.70 64.79 0716 52.03 54.64 57.37 60.23 63.25 66.41 0717 53.33 56.00 58.80 61.74 64.83 68.07 0718 54.67 57.40 60.27 63.28 66.45 69.77 0719 56.03 58.84 61.78 64.87 68.11 71.51 0720 57.43 60.31 63.32 66.49 69.81 73.30 0721 58.87 61.81 64.90 68.15 71.56 75.13 0722 60.34 63.36 66.53 69.85 73.35 77.01 0723 61.85 64.94 68.19 71.60 75.18 78.94 0724 63.40 66.57 69.89 73.39 77.06 80.91 0725 64.98 68.23 71.64 75.22 78.98 82.93 Bi-Weekly Range Number Step A Step B Step C Step D Step E Step F 0701 2,874.40 3,018.40 3,168.80 3,327.20 3,493.60 3,668.00 0702 2,946.40 3,093.60 3,248.00 3,410.40 3,580.80 3,760.00 0703 3,020.00 3,170.40 3,329.60 3,496.00 3,670.40 3,854.40 0704 3,095.20 3,250.40 3,412.80 3,583.20 3,762.40 3,950.40 0705 3,172.80 3,331.20 3,497.60 3,672.80 3,856.00 4,048.80 0706 3,252.00 3,414.40 3,585.60 3,764.80 3,952.80 4,150.40 0707 3,333.60 3,500.00 3,675.20 3,858.40 4,051.20 4,254.40 0708 3,416.80 3,587.20 3,766.40 3,955.20 4,152.80 4,360.80 0709 3,501.60 3,676.80 3,860.80 4,053.60 4,256.80 4,469.60 0710 3,589.60 3,768.80 3,957.60 4,155.20 4,363.20 4,580.80 0711 3,679.20 3,863.20 4,056.00 4,259.20 4,472.00 4,696.00 0712 3,771.20 3,960.00 4,157.60 4,365.60 4,584.00 4,812.80 0713 3,865.60 4,058.40 4,261.60 4,474.40 4,698.40 4,933.60 0714 3,962.40 4,160.00 4,368.00 4,586.40 4,816.00 5,056.80 0715 4,060.80 4,264.00 4,477.60 4,701.60 4,936.00 5,183.20 0716 4,162.40 4,371.20 4,589.60 4,818.40 5,060.00 5,312.80 0717 4,266.40 4,480.00 4,704.00 4,939.20 5,186.40 5,445.60 0718 4,373.60 4,592.00 4,821.60 5,062.40 5,316.00 5,581.60 0719 4,482.40 4,707.20 4,942.40 5,189.60 5,448.80 5,720.80 0720 4,594.40 4,824.80 5,065.60 5,319.20 5,584.80 5,864.00 0721 4,709.60 4,944.80 5,192.00 5,452.00 5,724.80 6,010.40 0722 4,827.20 5,068.80 5,322.40 5,588.00 5,868.00 6,160.80 0723 4,948.00 5,195.20 5,455.20 5,728.00 6,014.40 6,315.20 0724 5,072.00 5,325.60 5,591.20 5,871.20 6,164.80 6,472.80 0725 5,198.40 5,458.40 5,731.20 6,017.60 6,318.40 6,634.40 Range Number Step A Step B Step C Step D Step E Step F 0701 6,227.87 6,539.87 6,865.74 7,208.94 7,569.47 7,947.34 0702 6,383.87 6,702.80 7,037.34 7,389.20 7,758.40 8,146.67 0703 6,543.34 6,869.20 7,214.14 7,574.67 7,952.54 8,351.20 0704 6,706.27 7,042.54 7,394.40 7,763.60 8,151.87 8,559.20 0705 6,874.40 7,217.60 7,578.14 7,957.74 8,354.67 8,772.40 0706 7,046.00 7,397.87 7,768.80 8,157.07 8,564.40 8,992.54 0707 7,222.80 7,583.34 7,962.94 8,359.87 8,777.60 9,217.87 0708 7,403.07 7,772.27 8,160.54 8,569.60 8,997.74 9,448.40 0709 7,586.80 7,966.40 8,365.07 8,782.80 9,223.07 9,684.14 0710 7,777.47 8,165.74 8,574.80 9,002.94 9,453.60 9,925.07 0711 7,971.60 8,370.27 8,788.00 9,228.27 9,689.34 10,174.67 0712 8,170.94 8,580.00 9,008.14 9,458.80 9,932.00 10,427.74 0713 8,375.47 8,793.20 9,233.47 9,694.54 10,179.87 10,689.47 0714 8,585.20 9,013.34 9,464.00 9,937.20 10,434.67 10,956.40 0715 8,798.40 9,238.67 9,701.47 10,186.80 10,694.67 11,230.27 0716 9,018.54 9,470.94 9,944.14 10,439.87 10,963.34 11,511.07 0717 9,243.87 9,706.67 10,192.00 10,701.60 11,237.20 11,798.80 0718 9,476.14 9,949.34 10,446.80 10,968.54 11,518.00 12,093.47 0719 9,711.87 10,198.94 10,708.54 11,244.14 11,805.74 12,395.07 0720 9,954.54 10,453.74 10,975.47 11,524.94 12,100.40 12,705.34 0721 10,204.14 10,713.74 11,249.34 11,812.67 12,403.74 13,022.54 0722 10,458.94 10,982.40 11,531.87 12,107.34 12,714.00 13,348.40 0723 10,720.67 11,256.27 11,819.60 12,410.67 13,031.20 13,682.94 0724 10,989.34 11,538.80 12,114.27 12,720.94 13,357.07 14,024.40 0725 11,263.20 11,826.54 12,417.60 13,038.14 13,689.87 14,374.54 ---PAGE BREAK--- MCFFA MOU Exhibit J (Trainee) Schedule of Salary Ranges Effective June 29, 2027 Hourly Range Number Step A Step B Step C Step D Step E Step F 901 35.36 37.13 38.99 40.94 42.99 45.13 902 36.25 38.06 39.96 41.96 44.06 46.26 903 37.16 39.01 40.96 43.01 45.16 47.42 904 38.08 39.99 41.99 44.09 46.29 48.60 905 39.04 40.99 43.04 45.19 47.45 49.82 906 40.01 42.01 44.11 46.32 48.63 51.06 907 41.01 43.06 45.21 47.48 49.85 52.34 908 42.04 44.14 46.35 48.66 51.10 53.65 909 43.09 45.24 47.50 49.88 52.37 54.99 910 44.16 46.37 48.69 51.13 53.68 56.37 911 45.27 47.53 49.91 52.40 55.02 57.77 912 46.40 48.72 51.16 53.71 56.40 59.22 913 47.56 49.94 52.43 55.06 57.81 60.70 914 48.75 51.19 53.75 56.43 59.25 62.22 915 49.97 52.47 55.09 57.84 60.74 63.77 916 51.22 53.78 56.47 59.29 62.25 65.37 917 52.50 55.12 57.88 60.77 63.81 67.00 918 53.81 56.50 59.32 62.29 65.40 68.67 919 55.15 57.91 60.81 63.85 67.04 70.39 920 56.53 59.36 62.33 65.44 68.72 72.15 921 57.95 60.84 63.89 67.08 70.43 73.95 922 59.40 62.36 65.48 68.76 72.19 75.80 923 60.88 63.92 67.12 70.48 74.00 77.70 924 62.40 65.52 68.80 72.24 75.85 79.64 925 63.96 67.16 70.52 74.04 77.74 81.63 Bi-Weekly Range Number Step A Step B Step C Step D Step E Step F 901 2,828.80 2,970.40 3,119.20 3,275.20 3,439.20 3,610.40 902 2,900.00 3,044.80 3,196.80 3,356.80 3,524.80 3,700.80 903 2,972.80 3,120.80 3,276.80 3,440.80 3,612.80 3,793.60 904 3,046.40 3,199.20 3,359.20 3,527.20 3,703.20 3,888.00 905 3,123.20 3,279.20 3,443.20 3,615.20 3,796.00 3,985.60 906 3,200.80 3,360.80 3,528.80 3,705.60 3,890.40 4,084.80 907 3,280.80 3,444.80 3,616.80 3,798.40 3,988.00 4,187.20 908 3,363.20 3,531.20 3,708.00 3,892.80 4,088.00 4,292.00 909 3,447.20 3,619.20 3,800.00 3,990.40 4,189.60 4,399.20 910 3,532.80 3,709.60 3,895.20 4,090.40 4,294.40 4,509.60 911 3,621.60 3,802.40 3,992.80 4,192.00 4,401.60 4,621.60 912 3,712.00 3,897.60 4,092.80 4,296.80 4,512.00 4,737.60 913 3,804.80 3,995.20 4,194.40 4,404.80 4,624.80 4,856.00 914 3,900.00 4,095.20 4,300.00 4,514.40 4,740.00 4,977.60 915 3,997.60 4,197.60 4,407.20 4,627.20 4,859.20 5,101.60 916 4,097.60 4,302.40 4,517.60 4,743.20 4,980.00 5,229.60 917 4,200.00 4,409.60 4,630.40 4,861.60 5,104.80 5,360.00 918 4,304.80 4,520.00 4,745.60 4,983.20 5,232.00 5,493.60 919 4,412.00 4,632.80 4,864.80 5,108.00 5,363.20 5,631.20 920 4,522.40 4,748.80 4,986.40 5,235.20 5,497.60 5,772.00 921 4,636.00 4,867.20 5,111.20 5,366.40 5,634.40 5,916.00 922 4,752.00 4,988.80 5,238.40 5,500.80 5,775.20 6,064.00 923 4,870.40 5,113.60 5,369.60 5,638.40 5,920.00 6,216.00 924 4,992.00 5,241.60 5,504.00 5,779.20 6,068.00 6,371.20 925 5,116.80 5,372.80 5,641.60 5,923.20 6,219.20 6,530.40 Range Number Step A Step B Step C Step D Step E Step F 901 6,129.07 6,435.87 6,758.27 7,096.27 7,451.60 7,822.54 902 6,283.34 6,597.07 6,926.40 7,273.07 7,637.07 8,018.40 903 6,441.07 6,761.74 7,099.74 7,455.07 7,827.74 8,219.47 904 6,600.54 6,931.60 7,278.27 7,642.27 8,023.60 8,424.00 905 6,766.94 7,104.94 7,460.27 7,832.94 8,224.67 8,635.47 906 6,935.07 7,281.74 7,645.74 8,028.80 8,429.20 8,850.40 907 7,108.40 7,463.74 7,836.40 8,229.87 8,640.67 9,072.27 908 7,286.94 7,650.94 8,034.00 8,434.40 8,857.34 9,299.34 909 7,468.94 7,841.60 8,233.34 8,645.87 9,077.47 9,531.60 910 7,654.40 8,037.47 8,439.60 8,862.54 9,304.54 9,770.80 911 7,846.80 8,238.54 8,651.07 9,082.67 9,536.80 10,013.47 912 8,042.67 8,444.80 8,867.74 9,309.74 9,776.00 10,264.80 913 8,243.74 8,656.27 9,087.87 9,543.74 10,020.40 10,521.34 914 8,450.00 8,872.94 9,316.67 9,781.20 10,270.00 10,784.80 915 8,661.47 9,094.80 9,548.94 10,025.60 10,528.27 11,053.47 916 8,878.14 9,321.87 9,788.14 10,276.94 10,790.00 11,330.80 917 9,100.00 9,554.14 10,032.54 10,533.47 11,060.40 11,613.34 918 9,327.07 9,793.34 10,282.14 10,796.94 11,336.00 11,902.80 919 9,559.34 10,037.74 10,540.40 11,067.34 11,620.27 12,200.94 920 9,798.54 10,289.07 10,803.87 11,342.94 11,911.47 12,506.00 921 10,044.67 10,545.60 11,074.27 11,627.20 12,207.87 12,818.00 922 10,296.00 10,809.07 11,349.87 11,918.40 12,512.94 13,138.67 923 10,552.54 11,079.47 11,634.14 12,216.54 12,826.67 13,468.00 924 10,816.00 11,356.80 11,925.34 12,521.60 13,147.34 13,804.27 925 11,086.40 11,641.07 12,223.47 12,833.60 13,474.94 14,149.20 ---PAGE BREAK--- MCFFA MOU Exhibit K (112 Hour) Schedule of Salary Ranges Effective June 29, 2027 Hourly Range Number Step A Step B Step C Step D Step E Step F 0201 26.69 28.03 29.43 30.90 32.44 34.06 0202 27.36 28.73 30.16 31.67 33.25 34.92 0203 28.04 29.44 30.92 32.46 34.08 35.79 0204 28.74 30.18 31.69 33.27 34.94 36.68 0205 29.46 30.93 32.48 34.10 35.81 37.60 0206 30.20 31.71 33.29 34.96 36.71 38.54 0207 30.95 32.50 34.13 35.83 37.62 39.50 0208 31.73 33.31 34.98 36.73 38.56 40.49 0209 32.52 34.15 35.85 37.64 39.53 41.50 0210 33.33 35.00 36.75 38.59 40.51 42.54 0211 34.17 35.87 37.67 39.55 41.53 43.60 0212 35.02 36.77 38.61 40.54 42.57 44.69 0213 35.90 37.69 39.57 41.55 43.63 45.81 0214 36.79 38.63 40.56 42.59 44.72 46.96 0215 37.71 39.60 41.58 43.66 45.84 48.13 0216 38.65 40.59 42.62 44.75 46.98 49.33 0217 39.62 41.60 43.68 45.87 48.16 50.57 0218 40.61 42.64 44.77 47.01 49.36 51.83 0219 41.63 43.71 45.89 48.19 50.60 53.13 0220 42.67 44.80 47.04 49.39 51.86 54.45 0221 43.73 45.92 48.22 50.63 53.16 55.82 0222 44.83 47.07 49.42 51.89 54.49 57.21 0223 45.95 48.24 50.66 53.19 55.85 58.64 0224 47.10 49.45 51.92 54.52 57.24 60.11 0225 48.27 50.69 53.22 55.88 58.68 61.61 Bi-Weekly Range Number Step A Step B Step C Step D Step E Step F 0201 2,989.28 3,139.36 3,296.16 3,460.80 3,633.28 3,814.72 0202 3,064.32 3,217.76 3,377.92 3,547.04 3,724.00 3,911.04 0203 3,140.48 3,297.28 3,463.04 3,635.52 3,816.96 4,008.48 0204 3,218.88 3,380.16 3,549.28 3,726.24 3,913.28 4,108.16 0205 3,299.52 3,464.16 3,637.76 3,819.20 4,010.72 4,211.20 0206 3,382.40 3,551.52 3,728.48 3,915.52 4,111.52 4,316.48 0207 3,466.40 3,640.00 3,822.56 4,012.96 4,213.44 4,424.00 0208 3,553.76 3,730.72 3,917.76 4,113.76 4,318.72 4,534.88 0209 3,642.24 3,824.80 4,015.20 4,215.68 4,427.36 4,648.00 0210 3,732.96 3,920.00 4,116.00 4,322.08 4,537.12 4,764.48 0211 3,827.04 4,017.44 4,219.04 4,429.60 4,651.36 4,883.20 0212 3,922.24 4,118.24 4,324.32 4,540.48 4,767.84 5,005.28 0213 4,020.80 4,221.28 4,431.84 4,653.60 4,886.56 5,130.72 0214 4,120.48 4,326.56 4,542.72 4,770.08 5,008.64 5,259.52 0215 4,223.52 4,435.20 4,656.96 4,889.92 5,134.08 5,390.56 0216 4,328.80 4,546.08 4,773.44 5,012.00 5,261.76 5,524.96 0217 4,437.44 4,659.20 4,892.16 5,137.44 5,393.92 5,663.84 0218 4,548.32 4,775.68 5,014.24 5,265.12 5,528.32 5,804.96 0219 4,662.56 4,895.52 5,139.68 5,397.28 5,667.20 5,950.56 0220 4,779.04 5,017.60 5,268.48 5,531.68 5,808.32 6,098.40 0221 4,897.76 5,143.04 5,400.64 5,670.56 5,953.92 6,251.84 0222 5,020.96 5,271.84 5,535.04 5,811.68 6,102.88 6,407.52 0223 5,146.40 5,402.88 5,673.92 5,957.28 6,255.20 6,567.68 0224 5,275.20 5,538.40 5,815.04 6,106.24 6,410.88 6,732.32 0225 5,406.24 5,677.28 5,960.64 6,258.56 6,572.16 6,900.32 Range Number Step A Step B Step C Step D Step E Step F 0201 6,476.78 6,801.95 7,141.68 7,498.40 7,872.11 8,265.23 0202 6,639.36 6,971.82 7,318.83 7,685.26 8,068.67 8,473.92 0203 6,804.38 7,144.11 7,503.26 7,876.96 8,270.08 8,685.04 0204 6,974.24 7,323.68 7,690.11 8,073.52 8,478.78 8,901.02 0205 7,148.96 7,505.68 7,881.82 8,274.94 8,689.90 9,124.27 0206 7,328.54 7,694.96 8,078.38 8,483.63 8,908.30 9,352.38 0207 7,510.54 7,886.67 8,282.22 8,694.75 9,129.12 9,585.34 0208 7,699.82 8,083.23 8,488.48 8,913.15 9,357.23 9,825.58 0209 7,891.52 8,287.07 8,699.60 9,133.98 9,592.62 10,070.67 0210 8,088.08 8,493.34 8,918.00 9,364.51 9,830.43 10,323.04 0211 8,291.92 8,704.46 9,141.26 9,597.47 10,077.95 10,580.27 0212 8,498.19 8,922.86 9,369.36 9,837.71 10,330.32 10,844.78 0213 8,711.74 9,146.11 9,602.32 10,082.80 10,587.55 11,116.56 0214 8,927.71 9,374.22 9,842.56 10,335.18 10,852.06 11,395.63 0215 9,150.96 9,609.60 10,090.08 10,594.83 11,123.84 11,679.55 0216 9,379.07 9,849.84 10,342.46 10,859.34 11,400.48 11,970.75 0217 9,614.46 10,094.94 10,599.68 11,131.12 11,686.83 12,271.66 0218 9,854.70 10,347.31 10,864.19 11,407.76 11,978.03 12,577.42 0219 10,102.22 10,606.96 11,135.98 11,694.11 12,278.94 12,892.88 0220 10,354.59 10,871.47 11,415.04 11,985.31 12,584.70 13,213.20 0221 10,611.82 11,143.26 11,701.39 12,286.22 12,900.16 13,545.66 0222 10,878.75 11,422.32 11,992.59 12,591.98 13,222.91 13,882.96 0223 11,150.54 11,706.24 12,293.50 12,907.44 13,552.94 14,229.98 0224 11,429.60 11,999.87 12,599.26 13,230.19 13,890.24 14,586.70 0225 11,713.52 12,300.78 12,914.72 13,560.22 14,239.68 14,950.70 ---PAGE BREAK--- MCFFA MOU Exhibit L (80 Hour) Schedule of Salary Ranges Effective June 29, 2027Hourly Hourly Range Number Step A Step B Step C Step D Step E Step F 0701 37.37 39.24 41.20 43.26 45.42 47.69 0702 38.31 40.22 42.23 44.34 46.56 48.89 0703 39.26 41.23 43.29 45.45 47.72 50.11 0704 40.24 42.26 44.37 46.59 48.92 51.36 0705 41.25 43.31 45.48 47.75 50.14 52.65 0706 42.28 44.40 46.61 48.94 51.39 53.96 0707 43.34 45.50 47.78 50.17 52.68 55.31 0708 44.42 46.64 48.97 51.42 53.99 56.69 0709 45.53 47.81 50.20 52.71 55.34 58.11 0710 46.67 49.00 51.45 54.03 56.73 59.56 0711 47.84 50.23 52.74 55.38 58.14 61.05 0712 49.03 51.48 54.06 56.76 59.60 62.58 0713 50.26 52.77 55.41 58.18 61.09 64.14 0714 51.51 54.09 56.79 59.63 62.62 65.75 0715 52.80 55.44 58.21 61.12 64.18 67.39 0716 54.12 56.83 59.67 62.65 65.78 69.07 0717 55.48 58.25 61.16 64.22 67.43 70.80 0718 56.86 59.70 62.69 65.82 69.11 72.57 0719 58.28 61.20 64.26 67.47 70.84 74.38 0720 59.74 62.73 65.86 69.16 72.61 76.24 0721 61.23 64.29 67.51 70.88 74.43 78.15 0722 62.76 65.90 69.20 72.66 76.29 80.10 0723 64.33 67.55 70.93 74.47 78.20 82.11 0724 65.94 69.24 72.70 76.33 80.15 84.16 0725 67.59 70.97 74.52 78.24 82.15 86.26 Bi-Weekly Range Number Step A Step B Step C Step D Step E Step F 0701 2,989.60 3,139.20 3,296.00 3,460.80 3,633.60 3,815.20 0702 3,064.80 3,217.60 3,378.40 3,547.20 3,724.80 3,911.20 0703 3,140.80 3,298.40 3,463.20 3,636.00 3,817.60 4,008.80 0704 3,219.20 3,380.80 3,549.60 3,727.20 3,913.60 4,108.80 0705 3,300.00 3,464.80 3,638.40 3,820.00 4,011.20 4,212.00 0706 3,382.40 3,552.00 3,728.80 3,915.20 4,111.20 4,316.80 0707 3,467.20 3,640.00 3,822.40 4,013.60 4,214.40 4,424.80 0708 3,553.60 3,731.20 3,917.60 4,113.60 4,319.20 4,535.20 0709 3,642.40 3,824.80 4,016.00 4,216.80 4,427.20 4,648.80 0710 3,733.60 3,920.00 4,116.00 4,322.40 4,538.40 4,764.80 0711 3,827.20 4,018.40 4,219.20 4,430.40 4,651.20 4,884.00 0712 3,922.40 4,118.40 4,324.80 4,540.80 4,768.00 5,006.40 0713 4,020.80 4,221.60 4,432.80 4,654.40 4,887.20 5,131.20 0714 4,120.80 4,327.20 4,543.20 4,770.40 5,009.60 5,260.00 0715 4,224.00 4,435.20 4,656.80 4,889.60 5,134.40 5,391.20 0716 4,329.60 4,546.40 4,773.60 5,012.00 5,262.40 5,525.60 0717 4,438.40 4,660.00 4,892.80 5,137.60 5,394.40 5,664.00 0718 4,548.80 4,776.00 5,015.20 5,265.60 5,528.80 5,805.60 0719 4,662.40 4,896.00 5,140.80 5,397.60 5,667.20 5,950.40 0720 4,779.20 5,018.40 5,268.80 5,532.80 5,808.80 6,099.20 0721 4,898.40 5,143.20 5,400.80 5,670.40 5,954.40 6,252.00 0722 5,020.80 5,272.00 5,536.00 5,812.80 6,103.20 6,408.00 0723 5,146.40 5,404.00 5,674.40 5,957.60 6,256.00 6,568.80 0724 5,275.20 5,539.20 5,816.00 6,106.40 6,412.00 6,732.80 0725 5,407.20 5,677.60 5,961.60 6,259.20 6,572.00 6,900.80 Range Number Step A Step B Step C Step D Step E Step F 0701 6,477.47 6,801.60 7,141.34 7,498.40 7,872.80 8,266.27 0702 6,640.40 6,971.47 7,319.87 7,685.60 8,070.40 8,474.27 0703 6,805.07 7,146.54 7,503.60 7,878.00 8,271.47 8,685.74 0704 6,974.94 7,325.07 7,690.80 8,075.60 8,479.47 8,902.40 0705 7,150.00 7,507.07 7,883.20 8,276.67 8,690.94 9,126.00 0706 7,328.54 7,696.00 8,079.07 8,482.94 8,907.60 9,353.07 0707 7,512.27 7,886.67 8,281.87 8,696.14 9,131.20 9,587.07 0708 7,699.47 8,084.27 8,488.14 8,912.80 9,358.27 9,826.27 0709 7,891.87 8,287.07 8,701.34 9,136.40 9,592.27 10,072.40 0710 8,089.47 8,493.34 8,918.00 9,365.20 9,833.20 10,323.74 0711 8,292.27 8,706.54 9,141.60 9,599.20 10,077.60 10,582.00 0712 8,498.54 8,923.20 9,370.40 9,838.40 10,330.67 10,847.20 0713 8,711.74 9,146.80 9,604.40 10,084.54 10,588.94 11,117.60 0714 8,928.40 9,375.60 9,843.60 10,335.87 10,854.14 11,396.67 0715 9,152.00 9,609.60 10,089.74 10,594.14 11,124.54 11,680.94 0716 9,380.80 9,850.54 10,342.80 10,859.34 11,401.87 11,972.14 0717 9,616.54 10,096.67 10,601.07 11,131.47 11,687.87 12,272.00 0718 9,855.74 10,348.00 10,866.27 11,408.80 11,979.07 12,578.80 0719 10,101.87 10,608.00 11,138.40 11,694.80 12,278.94 12,892.54 0720 10,354.94 10,873.20 11,415.74 11,987.74 12,585.74 13,214.94 0721 10,613.20 11,143.60 11,701.74 12,285.87 12,901.20 13,546.00 0722 10,878.40 11,422.67 11,994.67 12,594.40 13,223.60 13,884.00 0723 11,150.54 11,708.67 12,294.54 12,908.14 13,554.67 14,232.40 0724 11,429.60 12,001.60 12,601.34 13,230.54 13,892.67 14,587.74 0725 11,715.60 12,301.47 12,916.80 13,561.60 14,239.34 14,951.74