Safety Employees 7-1-21 - 6-30-27- POWAY FIRE
DEPARTMENT
July 1, 202
June 30, 2027
MFMCRANDUM C'F
UNDRSTANDIN
BETWEEN THE CITY OF POWAY AND
POWAY FIREFIGHTERS' ASSOCIATION
(THIS PAGE LEFT INTENTIONALLY BLANK)
Table of Contents
MEMORANDUM OF UNDERSTANDING 3
ARTICLE 1. GENERAL 4
Section 1. Purpose 4
Section 2. Scope 4
Section 3. General Provisions 4
A. City Employer -Employee Relations Resolution 4
B. Construction 4
C. City Rights 4
D. City Procedures 4
E. New Employee Orientation 6
ARTICLE 2. SEVERABILITY AND SAVINGS 7
ARTICLE 3. SYMPATHY ACTION 8
ARTICLE 4. DURATION OF AGREEMENT 9
Section 1. General 9
Section 2. Re -Opener 9
ARTICLE 5. WAGES 10
ARTICLE 6. LEAVES 11
Section 1. Vacation 11
A. Computing Annual Vacation Leave 11
B. Vacation Leave Accrual 11
C. Use of Vacation Time 11
D. Payout of Vacation Leave 12
E. Vacation Conversion 12
Section 2. Sick Leave 12
A. Sick Leave Use 12
B. Sick Leave Accrual 13
C. Notification 13
D. Family Sick Leave 13
Section 3. Holidays 14
Section 4. Bereavement Leave 14
Section 5. Shift Trade 15
ARTICLE 7. PAYROLL AND WORKWEEK 16
Section 1. General 16
Section 2. Overtime 16
Section 3. Dues Deduction 16
Section 4. Compensatory Time Off (CTO) 16
Section 5. Call -Back Time 17
ARTICLE 8. BENEFITS 18
Section 1. Health 18
Section 2. Eye Care 18
Section 3. Life Insurance 18
Section 4. Short -Term and Long -Term Disability Income Insurance 18
Section 5. Flexible Spending Benefits Program 18
Section 6. Deferred Compensation 18
A. 457 Plan 18
B. 401 (a) Plan 19
Section 7. Retirement Health Savings Plan 19
Section 8. Computer Loan Program (Employee Computer Purchase Program Policy & Procedures) 19
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ARTICLE 9. SPECIAL PAY 20
Section 1. Tuition Reimbursement & Educational Incentive 20
A. Tuition Reimbursement 20
B. Educational Incentive 20
Section 2. Uniforms and Equipment 20
Section 3. Acting Pay 21
Section 4. Travel Expenses 21
Section 5. Paramedic License Recertification 22
ARTICLE 10. SERVICE 23
Section 1. Probation 23
Section 2. Prohibition of Tobacco Use 23
Section 3. Safety 23
Section 4. Meal and Rest Periods 23
Section 5. Transfers 23
Section 6. Layoff and Abolishment of Positions 24
Section 7. Driving Eligibility 24
Section 8. Licenses and Certificates 24
Section 9. Direct Deposit 24
Section 10. Resignations 24
Section 11. Training and Seminars 25
Section 12. Bid System 25
ARTICLE 11. GRIEVANCE PROCEDURE 26
ARTICLE 12. RETIREMENT AND SOCIAL SECURITY 27
ARTICLE 13. MAINTENANCE OF BENEFITS 29
ARTICLE 14. JOB ACTIONS 30
ARTICLE 15. AMERICANS WITH DISABILITY ACT 31
ARTICLE 16. PERSONNEL RULES 32
ARTICLE 17. POSTING OF AGREEMENT 33
SIGNATURE PAGE 34
POWAY IMPLEMENTATION RESOLUTIONS 35
Resolution 21-076 35
Resolution 21-077 37
Resolution 21-078 39
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MEMORANDUM OF UNDERSTANDING
This is a memorandum of understanding as provided for in the California Government Code, Sections 3500
through 3510, which is also known as the Meyers-Millias-Brown Act. This memorandum is hereinafter
referred to as the "Agreement," between the City of Poway, hereinafter referred to as the "City," and the
Poway Firefighters' Association, hereinafter referred to as the "Association" or "Bargaining Unit."
This Agreement shall become effective when ratified by the Association and adopted by the City Council
of the City of Poway.
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ARTICLE 1. GENERAL
Section 1. Purpose
This Agreement recognizes the Association as the majority representative of the safety unit, which
consists of Fire Captain/Paramedic, Fire Engineer/Paramedic, and Firefighter/Paramedic, and represents
the unit for matters within the scope of meet and confer.
Section 2. Scope
Meet and confer is limited to wages, hours and other terms and conditions of employment, and shall not
include any items not covered by this Agreement or adopted by reference in this Agreement or any subject
preempted by Federal or State law.
Section 3. General Provisions
A. City Employer -Employee Relations Resolution
The Association herein adopts by reference the City Employer -Employee Relations Resolution in its
present form. The City agrees to meet and consult with the Association regarding the impact on its
members of proposed amendments.
B. Construction
The rights, powers and authority of the City in all matters shall not be modified or restricted by this
Agreement. In interpreting the language of this Agreement, first the plain meaning of the language
shall prevail. If the parties cannot agree on the plain meaning of the language, then the intent of
the parties shall be considered; then the trade or industry usage of the language shall be considered.
C. City Rights
The rights of the City include, but are not limited to the exclusive right to determine the mission of
its constituent departments, commissions, committees, and boards; set standards of service;
determine the procedures and standards of selection for employment and promotion; direct its
employees; take disciplinary action; relieve its employees from duty because of lack of work or for
other legitimate reasons; maintain the efficiency of operations; determine the methods, means and
personnel by which operations are to be conducted; determine the content of job classifications;
take all necessary actions to carry out its mission in emergencies; and exercise complete control
and discretion over its organization and the technology of performing its work.
D. City Procedures
1. Unit Determination. The City reserves the privilege of establishing units for meet and confer,
but will maintain the safety unit for the duration of this Agreement.
2. Jurisdictional Disputes. In the event of jurisdictional disputes between competing employee
organizations or unit claims, the employees of all units shall continue working under the
Agreement in force at the time.
3. Awards. Service Recognition and Special Awards shall be granted or not granted at the
discretion of the City Council.
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4. Time Spent for Meet and Confer and Grievances. The City allows reasonable time off without
Toss of compensation for a reasonable number of recognized representatives of the
Association for the purpose of meet and confer and for grievance representation.
Reasonableness is determined by the Fire Chief. Members of the Association may work for
another member pro bona (a shift substitution) due to Association activities following the
joint approval of the Fire Chief or designee and a Board member of the Association.
5. Access to Work Location. Representatives of employee organizations may be allowed
reasonable access to work locations only after they have obtained permission of the City
Manager. Employee Bargaining Unit Representatives must advise supervisors in advance of
time they will be away from their regular job duties for approved, scheduled employee
organization business as provided under Section D. City Procedures.
6. Use of City Facilities. Employee organizations may, with prior approval of the City Manager,
be granted the use of City facilities during non -working hours for meetings of City employees,
provided space is available, and provided further such meetings are not used for
organizational activities, membership drives, or political activities of City employees.
7. Availability of Data. The City will make available to employee organizations such non -
confidential information pertaining to employment relations as is contained in the public
records of the agency, subject to the limitations and conditions set forth herein and in the
California Government Code.
Such information shall be made available during regular office hours in accordance with the
City's rules and procedures for making public records available and after payment for
reasonable costs, where applicable.
Information which shall be made available to employee organizations includes regularly
published data covering subjects under discussion. Data collected on a promise to keep its
source confidential may be made available in statistical summaries, but shall not be made
available in such form as to disclose the source.
Nothing in this procedure shall be construed to require disclosure of the following:
a. Personnel, medical and similar files, the disclosure of which would constitute an
unwarranted invasion of personal privacy or be contrary to City policy.
b. Working papers or memoranda which are not retained in the ordinary course of
business or any records where the public interest served by not making the record
available, clearly outweighs the public interest served by disclosure of the record.
c. Records pertaining to pending litigations to which the City is a party or to claims or
appeals that have not been settled.
Nothing herein shall be construed as requiring the City to do research for an inquirer or to do
programming or assemble data in a manner other than usually done by the City.
8. Bulletin Board Space. The City shall make available bulletin board space on existing bulletin
boards designated for general employee information for the use of the employee
organization in posting notices. The City and Association will establish a list of locations, which
will be maintained by and on file with the Human Resources Director, or designee.
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E. New Employee Orientation
The City will comply with Government Code 3555-3559 regarding Public Employee Communication.
All new hires in a represented bargaining unit shall be informed by Human Resources, at the time
of their new hire orientation, that a union agreement is in effect for their classification. The
employee shall be provided a copy of the Memorandum of Understanding.
The City and the Association recognize the City has an obligation to provide the Association with at
least 10 days' advance notice of a new employee orientation. However, the Association will accept
notice from the city by email within one working day of the start of all new hires that fall within the
bargaining unit.
If the new hire chooses to meet with the Association, the City will provide thirty (30) minutes of
release time for both the new hire and the Association representative to complete an Association
orientation. The release time for the Association orientation will be scheduled after the pre -
scheduled time for the new employee orientation. The City's Human Resources Department will
coordinate the meeting for the Association orientation with the Fire Department and the
Association representative. Also, Human Resources will schedule the Association orientation at the
end of the new hire orientation or no later than the first three (3) days from the new employee's
start date.
New hire employees are in an at -will status until passing probation. The employees may not be
represented by the Association until they successfully pass probation.
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ARTICLE 2. SEVERABILITY AND SAVINGS
If any portion of this Agreement, or the application of such portion to any person or circumstance, shall
be invalidated by judicial or legislative action, the remainder of this Agreement, or the application of such
portion to persons or circumstances other than those as to which it is invalidated shall not be affected
thereby, and shall remain in full force and effect. The Association will be duly notified of any legislative
action invalidating any section of this Agreement.
In addition, the City will meet and consult with representatives of the unit prior to the implementation of
new programs which have an impact on the unit.
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ARTICLE 3. SYMPATHY ACTION
During the term of this Agreement, neither the Association nor any person or persons covered by this
Agreement shall engage in any sympathy action or action of any type in support of any other unit or units,
person or persons, or employee organizations not having an Agreement in effect with the City.
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ARTICLE 4. DURATION OF AGREEMENT
Section 1. General
This entire Agreement shall commence at 12:00 a.m. on July 1, 2021 and terminate at 11:59 p.m. on June
30, 2027.
At the expiration of this Agreement, in whole or in part and in the absence of a new agreement, the
Association and the City agree to continue operating under the provisions of this Agreement until such
time as a new agreement is reached, provided, however, such new agreement shall be retroactive to the
date of expiration of this Agreement or any part of this Agreement.
Section 2. Re -Opener
Effective beginningJuly 1, 2024, the Poway Firefighters' Association (PFA) shall have a reopener, at its sole
option, to reopen any item within the Memorandum of Understanding (MOU).
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ARTICLE 5. WAGES
Effective July 1, 2021, the base wages for all classifications will increase 10.0%.
Effective July 1, 2022, the base wages for all classifications will increase 3.5%.
Effective July 1, 2023, the base wages for all classifications will increase 3.5%.
Effective July 1, 2024, the base wages for all classifications will increase 3.5%.
Effective July 1, 2025, the base wages for all classifications will increase 3.5%.
Effective July 1, 2026, the base wages for all classifications will increase 3.5%.
ARTICLE 6. LEAVES
Section 1. Vacation
A. Computing Annual Vacation Leave
All employees who have served more than one year of continuous service shall be entitled to
vacation leave with pay.
Annual vacation leave shall be computed in accordance with the following schedule:
Years of Continuous
Employment
Vacation Leave Credits
(80 Hour Bi-Weekly Employees)
Vacation Leave Credits
(112 Hour Bi-Weekly Employees)
0 through 5 years
3.692 hours per pay period
5.538 hours per pay period
After 5 years
4.615 hours per pay period
6.923 hours per pay period
After 10 years
5.538 hours per pay period
8.308 hours per pay period
After 15 years
6.154 hours per pay period
9.231 hours per pay period
B. Vacation Leave Accrual
Vacation time can be accumulated to a maximum of two times one -year's eligibility. When an
employee's vacation leave accrual reaches the maximum level, the employee will stop accruing
additional vacation leave until the employee uses vacation leave below the maximum level. At that
time, the employee will begin accruing additional leave from that point forward.
Employees who have reached maximum accrual can request a review by the Fire Chief in the event
a vacation request is denied.
C. Use of Vacation Time
The times at which an employee may take their vacation shall be determined by the Fire Chief with
due regard for the wishes of the employee and particular regard for the needs of the City. All
requests for vacation time off shall be for a minimum of four hours.
In the event one or more holidays fall within a vacation leave period, the normal holiday pay will be
paid.
Effective December 1, 2008, no more than six employees can be on vacation or comp time off per
24-hour shift.
Requests for vacation leave is determined on a first -come, first -served basis. In the event that
multiple requests for vacation are received at the same time, seniority will be the deciding factor.
Seniority will be determined based on the following sequence:
• Date of promotion
• Date of hire
• Lowest employee identification number (D number)
When it is necessary to hire back to fill a vacancy to maintain the Department staffing plan, a system
of rank -for -rank hire back shall be utilized first. In the event this process does not result in filling
the vacation request, then employees who meet the Department's requirement to serve in an out-
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of -class -acting (OCA) capacity shall be contacted to fill the vacancy. In no event shall an individual
of a higher rank be utilized to fill a lower ranking position without approval of the Fire Chief.
D. Payout of Vacation Leave
Employees who terminate employment shall be paid a lump sum for all vacation leave earned prior
to the effective date of termination, as required by law.
E. Vacation Conversion
The City will allow the conversion of accumulated vacation to cash subject to the following
requirements:
1. An employee must have at least three years of continuous service with the City.
2. A maximum of two shifts (48 hours) per year may be converted to cash at the current hourly
rate.
3. After the conversion, the employee must have at least 96 hours of accrued vacation.
Section 2. Sick Leave
A. Sick Leave Use
Sick leave shall be allowed for the following qualifying reasons:
• For the employee's own illness or injury.
• For the employee's own diagnosis, care, or treatment of an existing health condition, or
preventative care, including medical and dental appointments.
• For the diagnosis, care or treatment of an existing health condition or preventative care for
an employee's family member, including: parent, parent -in-law, child, spouse, domestic
partner, grandparent, grandchild, or sibling.
o In accordance with the California Kin Care Law, regular full-time employees may use
available Family Sick Leave (FSL) to care for a family member. if FSL is exhausted,
employees must use other available accrued leave (e.g., vacation).
• To obtain relief or services related to being the victim of domestic violence, sexual assault, or
stalking, including the following with appropriate certification of the need for services:
o A temporary restraining order or restraining order.
o Other injunctive relief to help ensure the health, safety or welfare of themselves or
children.
o To seek medical attention for injuries caused by domestic violence, sexual assault, or
stalking.
o To obtain services from a domestic violence shelter, program, or rape crisis center as
the result of an act of domestic violence, sexual assault, or stalking.
o To obtain psychological counseling related to an experience of domestic violence,
sexual assault, or stalking.
o To participate in safety planning and other actions to increase safety from future
domestic violence, sexual assault, or stalking, including temporary or permanent
relocation.
If an employee's sick leave balance is exhausted, another paid leave (e.g., vacation, comp time) will
be used.
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Employees must use available sick leave for the first thirty days of a long-term personal illness,
injury, or disability.
B. Sick Leave Accrual
Sick leave with pay may be granted to all probationary and regular employees within the Bargaining
Unit who are employed in regular full-time positions. Sick leave shall not be considered a right but
shall be allowed only in case of necessity and actual personal sickness or disability. Sick leave shall
be accrued in accordance with the following schedule:
80-Hour Bi-Weekly Employees
112-Hour Bi-Weekly Employees
Sick Leave Accrual
(Per Pay Period)
3.692
5.538
Sick leave shall be granted to an employee only for actual working time off.
Accumulation of sick leave shall be unlimited.
In the event a 112-hour biweekly employee is scheduled to work on a Designated Holiday and is out
on sick leave, the normal holiday pay will be paid.
Employees will not accrue sick leave while on leave -without -pay status.
C. Notification
In order to receive compensation while absent on sick leave, the employee shall notify the
designated Fire Department point of contact prior to the beginning of his/her daily duties.
The Fire Chief may require certification by an employee's physician that the employee is able to
return to work in order to receive compensation for sick leave, if:
1. The sick leave spans two or more consecutive scheduled shifts, and
2. An abuse of sick leave is suspected, and
3. The employee has been formally counseled regarding the abuse.
This requirement is at the discretion of the Fire Chief. However, the Fire Chief may require such
certification when the City deems necessary, regardless of the time taken, subject to prior employee
counseling.
In the event an employee does not have a sufficient amount of accumulated sick leave to receive
full compensation while absent due to illness, other accumulated leaves must be used before the
employee goes to a leave -without -pay status. Leave without pay may only be granted with the
approval of the City Manager.
D. Family Sick Leave
A 112-hour biweekly employee may use accrued sick leave up to three (3) twenty-four hour shifts
(72 hours) and an 80-hour biweekly employee may use up to forty-eight (48) hours of accrued sick
leave in each fiscal year to care for a parent, parent -in-law, child, spouse, domestic partner,
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grandparent, grandchild, or sibling. Employees must notify the designated Fire Department point
of contact in advance when such leave is being taken and so note in the comments section of his/her
timecard, as well as a Leave Request, if done in advance. An employee cannot use personal sick
leave in place of Family Sick Leave.
Section 3. Holidays
The holidays for 112-hour biweekly employees in this unit are as follows:
New Year's Day
Martin Luther King Jr. Day
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Thanksgiving Friday
Christmas Day
January 1
3rd Monday, January
3rd Monday, February
Last Monday, May
July 4
1st Monday, September
November 11
4th Thursday, November
Friday after Thanksgiving
December 25
The 80-hour biweekly employees in this unit shall be entitled to the same holidays off as other 80-hour
employees in the City, which in no event shall be less than the above listed holidays.
Holiday pay for the 112-hour biweekly employees in this unit shall be 12 hours pay at their regular rate of
pay.
In addition to regular pay for hours worked, employees in this unit shall be paid holiday pay, whether on
or off duty on the holidays above.
To be eligible for holiday pay, an employee must be in a paid status in the pay period that includes the
holiday.
Section 4. Bereavement Leave
In the event of a death in the family, a 112-hour biweekly employee shall be eligible for up to 48 hours off
with pay to attend the funeral or make funeral arrangements; an 80-hour biweekly employee shall be
eligible for up to 24 hours with pay, subject to the following provisions:
A. The relatives designated shall include child, parent, sibling, grandparent, grandchild, and domestic
partner. It shall also include "in-law" relatives and those relationships generally called "step."
B. Bereavement leave is not compensable when the employee is on leave of absence, bona fide
layoff, or for days falling outside the employee's regular work period.
C. All requests for paid bereavement leave shall be made in writing as soon as practical but in no event
later than the first day back to work, and shall be subject to the approval of the employee's shift
battalion chief.
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Section 5. Shift Trade
Employees assigned to a 112-hour biweekly work schedule are permitted to trade shifts in accordance
with the following provisions:
A. All shift trade requests are made voluntarily by the employees involved.
B. Compensable hours for involved employees will not change due to the trade.
C. Shift trades can only be agreed upon by two employees of the same rank and required certification
to perform the substituted role, such as Tiller Operator.
D. Shift trades shall be scheduled for a minimum of four hours and be completed within 180 days of
the initial traded hours.
E. The "banking" of shift trade hours owed by one employee to another is not permitted.
F. Shift trades must be approved following Department policy.
G. Upon approval, the traded shift becomes the responsibility of the substituting employee. If the
substituting employee is unable to work the traded shift due to illness, the substituting employee
shall be charged sick leave.
H. Shift trades should not cause overtime.
Shift trades between employees will not be considered when determining the maximum number of
employees off during a 24-hour shift.
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ARTICLE 7. PAYROLL AND WORKWEEK
Section 1. General
Employees in this unit shall be assigned to either an 8-hour or a 24-hour shift. The workweek will consist
of 40 or 56 hours respectively. Pursuant to Section 7(k) of the Fair Labor Standards Act, the City has
adopted a 24-day FLSA work period for employees in the following classifications: Fire Captain/Paramedic,
Fire Engineer/Paramedic and Firefighter Paramedic. The 24-day period begins a shift at 8:00 a.m. and ends
24 days later at 7:59 a.m., and regularly recurring every 24 days thereafter.
Section 2. Overtime
Work in excess of the employee's regular scheduled time will constitute overtime, and if such time is
approved, it shall be compensated at one -and -one-half (1-1/2) times that employee's regular rate of pay.
The FLSA work period for 112-hour biweekly employees will be a 24-day FLSA 7(k) work period, effective
within 30 days of approval of the 2017-2019 Memorandum of Understanding. The number of overtime
hours shall be determined in accordance with the provisions of FLSA and this Agreement.
The City will establish a "level paycheck" system under the FLSA by taking the annual amount of FLSA
overtime hours (152 hours) for shift employees on a 24-day work period and dividing by the number of
pay periods in the fiscal year (26 pay periods). This calculation of 152 hours of annual FLSA overtime
divided by 26 pay periods is approximately 5.85 hours of FLSA overtime, which will be prepaid each
biweekly pay period in advance of the 24-day FLSA period. Any prepayment of FLSA overtime is an advance
and must be repaid upon termination of employment.
For the purposes of computing overtime, hours of paid leaves of absences shall be considered as hours
worked. Workers Compensation leave (Labor Code §4850) shall not be considered hours worked for
purposes of computing overtime. In instances where an additional shift or unscheduled hours are worked
prior to the first day of Workers Compensation leave within the employee's FLSA period, the additional
shift or unscheduled hours shall be paid at the FLSA overtime rate.
With the change of the FLSA work period in the 2017-2019 MOU, the City will pay out, at the rate of pay
in effect with the pay period ending June 18, 2017, any current fire hour balances (as calculated by the
Finance Department) owed to members of the bargaining unit, within 30 days following approval of the
Memorandum of Understanding. Hours currently owed to the City will be forgiven. At time of hire, new
employees must sign an agreement acknowledging that if they leave City employment and the City has
made a prepayment of FLSA overtime as an advance, the advance must be paid either prior to or with
their final check. Current employees must sign a similar agreement no later than October 31, 2017.
Section 3. Dues Deduction
Upon written request to Human Resources, employees may elect to pay dues to the Poway Firefighters'
Association through payroll deduction. Checks will be made payable to the Poway Firefighters'
Association only.
Section 4. Compensatory Time Off (CTO)
Compensatory time off (CTO) will be earned at the straight time rate for each hour worked. The additional
one-half hour of overtime compensation for each hour worked will be paid in cash. The maximum
accumulation of CTO off shall be 72 hours for all 112-hour biweekly employees. The maximum
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accumulation of CTO shall be 80 hours for all 80-hour biweekly employees in this unit. The accumulation
of hours shall be reduced to 48 hours at the end of each fiscal year for all 112-hour biweekly employees.
The accumulation of hours shall be reduced to 40 hours at the end of each fiscal year for all 80-hour
biweekly employees. The employee shall be compensated for the excess accumulation in a cash payment
as part of the final pay period of the fiscal year. Requests for the use of CTO shall be valued the same as
requests for vacation time off. All requests for CTO must be for a minimum of four hours. Effective
December 1, 2008, no more than six employees can be on vacation or CTO per 24-hour shift.
Requests for cash payment of accumulated CTO throughout the fiscal year, other than mandatory
reduction at the end of the fiscal year, shall be paid during the pay period in which requested.
Section 5. Call -Back Time
Employees called back to work after expiration of their normal work day or shift to perform emergency
work shall be guaranteed minimum call-back time of two (2) hours at the appropriate overtime rate in the
event the employee is released from duty within two (2) hours from the time of call. Call-back time will
begin at the time of the call when the employee is required to prepare for and report to duty immediately.
The employee shall make every effort to report to work as soon as possible after being called back, and in
no event shall call-back pay commence sooner than one hour prior to the time the employee reports to
the work location caused by the call-back. For purposes of determining eligibility for minimum call-back
time, returning to duty to maintain a manning level as determined by the Fire Chief will be considered
emergency work.
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ARTICLE 8. BENEFITS
Section 1. Health
Health benefit premiums for each employee shall be paid in full by the City and coverage begins on
the first day of employment with the City of Poway. Dependents of each employee may also be covered
by health benefit coverage, upon proper application and acceptance. The cost of dependent coverage
of the medical and dental plan will be shared equally between the City and the employee for any PPO
plans. The City agrees to increase the City contribution for dependent care for HMO medical plans to
60%. The employee will contribute 40% of the dependent contribution. This will take effect with the plan
year beginning December 1, 2017. The employee's share of the cost will be made through payroll
deduction.
Section 2. Eye Care
The City will provide an eye care plan. The City shall pay 100% of the premium for the employee and
his/her dependent coverage.
Section 3. Life Insurance
Employees are covered under the City's group life insurance plan effective their date of hire in the amount
of one and one-half (1-1/2) times their annual income ($350,000 maximum).
Section 4. Short -Term and Long -Term Disability Income Insurance
This employee benefit provides for the payment of a monthly income benefit payment for those covered
employees disabled by injury or sickness.
The monthly benefit provided under this coverage will be 66 2/3 percent of the employee's before -tax
weekly earnings. The acceptance of an employee's application for short-term and long-term disability is
subject to the approval of the insurance carrier. The insurance carrier is responsible for calculating the
exact benefit amount, based on each individual's income status.
The insurance carrier for this coverage requires a thirty (30) day waiting period from the first day of the
disability to the beginning of the monthly benefit payment period. The City pays 100% of the premium.
An employee may use sick leave and other accrued leave to supplement coverage under this benefit up
to, but not in excess of, 100% of his/her regular rate of pay.
Section 5. Flexible Spending Benefits Program
The City will maintain a Flexible Spending Benefits Program in accordance with applicable IRS statutes and
the Affordable Health Care for America Act (AHCAA) in order to provide employees with the greatest
possible tax benefit.
Section 6. Deferred Compensation
A. 457 Plan
1. The City will provide a 457 deferred compensation plan each year.
2. The City agrees to implement the ICMA 457 Loan Program for conventional loans.
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B. 401 (a) Plan
The City will provide a 401(a) Deferred Compensation Plan. Only full-time employees shall be
eligible for this benefit. Employees hired on or before June 30, 2004, shall have a one-year vesting
period for the 401(a) plan. For those hired on or after July 1, 2004, the vesting schedule will be as
follows for any contributions made by the City:
From date of hire until second anniversary — 0% of accumulated value
Second anniversary of employment — 20% of the accumulated value
Third anniversary of employment —40% of the accumulated value
Fourth anniversary of employment — 60% of the accumulated value
Fifth anniversary of employment — 80% of the accumulated value
Sixth anniversary of employment — 100% of the accumulated value
Section 7. Retirement Health Savings Plan
The City agrees to provide a Retirement Health Savings Plan (RHSP) for employees.
A. The City will contribute $35.38 per full biweekly pay period into each employee's RHSP account.
B. Any fees related to the RHSP will be paid by employees.
C. Annual conversion of sick leave hours:
Employees must annually convert 40 hours of sick leave to cash as an RHSP deposit in the pay period
that includes July 1 when:
1. Their sick leave balance is at least 200 hours after conversion; and
2. The employee used 72 hours or less sick leave in the prior fiscal year (July 1—June 30).
D. Conversion of sick leave hours at service/non-disability retirement:
1. Remaining sick leave hours at service/non-disability retirement shall be converted to cash as
an RHSP deposit.
2. The maximum cash value shall be $11,819.70 effective July 1, 2017.
3. The maximum cash value shall increase to $12,056.09 effective July 1, 2018.
4. The maximum cash value shall thereafter increase by the same percentage as future MOU
salary increases (e.g., 2% across-the-board salary increase would increase the maximum by
2%, or $11,819.70 x 1.02 = $12,056.09) effective the same date as that salary increase.
5. If future salary increases vary by rank, the maximum cash value shall increase by the highest
percentage salary increase granted for any rank represented by the Association.
Section 8. Computer Loan Program (Employee Computer Purchase Program Policy & Procedures)
Any regular City employee who has completed his/her initial probationary period is eligible to apply for a
loan under the City's Computer Program. Participants must agree to comply with the requirements and
provisions of the Program. Participants will be eligible to make an initial computer purchase or upgrade
their existing computer system through this program.
Maximum loan amounts are established based upon the type of computer system being purchased, per
the City's policy.
19
ARTICLE 9. SPECIAL PAY
Section 1. Tuition Reimbursement & Educational Incentive
A. Tuition Reimbursement
Employees in the Association shall be allowed to participate in the tuition reimbursement program
outlined in the Personnel Rules. The maximum amount of reimbursement shall be $2,500 per fiscal
year per employee and will be available on a first -come, first -served basis. The total funds available
to the Association will be $10,000 each fiscal year. Funds remaining in any one fiscal year cannot
be carried over to a future year. Approved fire service classes and professional and technical
courses in accredited educational institutions are eligible provided that:
1. The employee has received at least an overall satisfactory rating on his/her last performance
evaluation.
2. The subject matter of the course relates directly to and contributes toward the performance
of the employee's position with the City, or contributes toward potential advancement or
promotional opportunities with the City.
3. The employee submits a Request for Tuition Reimbursement form to the Fire Chief and
Human Resources within three (3) weeks after the beginning of the class.
4. Before receiving reimbursement, the employee shall furnish proof of payment and evidence
that he/she has completed the course with a grade of "C" or better, if the grade of "C" is
acceptable for graduation. A "pass" will be accepted for classes where a pass/fail grading
system is used. For approved fire service classes, a certificate of completion is required.
B. Educational Incentive
1. Bachelor's degree — Employees who earn a Bachelor's degree will receive a one-time payment
of $500 at the time the degree is earned. The City will provide the $500 one-time payment
to current fire safety employees who already have achieved a Bachelor's degree. If
Associate's degree is achieved first and $250 is provided at the time the Associate's is earned,
an additional $250 will be provided if the employee goes on to earn a Bachelor's degree.
2. Associate's degree — Employees who earn an Associate's degree will receive a one-time
payment of $250 at time degree is earned. The City will provide the $250 one-time payment
to current fire safety employees who already have achieved a stand-alone Associate's degree.
3. New employees will receive this benefit upon completion of probation.
Section 2. Uniforms and Equipment
The City will provide all uniforms that are required by the City in accordance to the following:
A. All uniforms will be compliant with NFPA Standard 1500 and as determined by the Fire Chief and
shall include items specified in Section 2, Item C, below.
B. Safety clothing required in the performance of duties shall be provided by the City. Employees shall
be required to report for work in the required uniform and shall wear the required safety clothing
when performing hazardous duties.
20
C. Standards of maintenance of uniforms and equipment shall be determined by the City. Employees
will be required to maintain these standards. Uniforms to be purchased by the City include:
No.
Items
Quantity
1
Shirts
4
2
Pants
4
3
Sweatshirt
1
4
Jacket with liner
1
5
Socks
6 pairs
6
Physical Training Shorts
1
7
T-Shirts
6
8
Belt
1
9
Ball Cap
1
10
Beanie Skull Cap
1
11
Floppy Hat
1
D. Uniform replacements will be made on an as -needed basis as determined by the Fire Chief or
designee.
E. Uniform allowance as defined by the California Public Employees' Retirement System (CalPERS) is a
form of compensation for "classic" members of CalPERS for CalPERS purposes only. As such, any
uniform allowance or the value of uniforms provided by the City will be reported to CalPERS as part
of the employee's annual gross income for purposes of computing the employee's and City's
CalPERS contribution. Under the California Public Employees' Pension Reform Act (PEPRA), a
uniform allowance or the value of uniforms is not considered pensionable compensation for "new"
members of CalPERS.
Section 3. Acting Pay
A. Compensation for working in an acting assignment in the rank of Fire Engineer or Fire Captain shall
be paid at the next step in the employee's current range or a minimum of 5% above the employee's
current compensation rate.
Acting pay will commence after the employee has worked a minimum of 12 consecutive hours in an
acting assignment retroactive to the first hour of the assignment. Thereafter, acting pay will
continue for every consecutive hour worked in the acting assignment until the employee is relieved
of the acting assignment.
B. In order for an employee to be eligible to work in an out -of -class position, the employee must have
successfully passed the most recent promotional examination for that out -of -class position.
C. Serving in an acting capacity will not alter employees' anniversary dates for probationary status or
merit increases.
Section 4. Travel Expenses
Travel expense approval will be in alignment with the City's current policy.
21
Section 5. Paramedic License Recertification
The City agrees to pay an annual paramedic license recertification stipend of $1,800 for Fire
Captain/Paramedics and Fire Engineer/Paramedics, effective the beginning of the pay period that includes
July 1, 2017. The amount paid each biweekly pay period shall be $69.23. The City agrees to pay an annual
paramedic license recertification stipend of $1,000 for Firefighter/Paramedics, effective the pay period
that includes July 1, 2017. The amount paid each biweekly pay period shall be $38.46. Pursuant to the
California Public Employees' Retirement Law (PERL) in Government code sections 20630, 20636, the
California Code of Regulations section 570.5 and the Public Employees' Pension Reform Act of 2013
(PEPRA) in Government Code section 7522.34, the paramedic license recertification pay is considered
pensionable compensation.
22
ARTICLE 10. SERVICE
Section 1. Probation
All appointments shall be for a probationary period of not less than one year. During the probationary
period, the employee may be rejected at any time without the right of appeal or hearing. The Fire Chief
shall have the authority to extend the initial period of probation for an additional three (3) months.
If any employee is rejected during the probationary period from a position to which he/she has been
promoted, the City shall make every reasonable effort to retain the employee in any vacant position in a
public safety position for which he/she is qualified. Such efforts may include acceptance of the employee's
request for a voluntary demotion to a vacant position.
This provision shall not apply if the employee is released from probation due to repeated or single acts of
misconduct specified in Rule 14.2 of the City's Personnel Rules.
Section 2. Prohibition of Tobacco Use
The City agrees to require new hires with an original appointment date after July 1, 2000, to not use
tobacco products, and will require continued nonuse as a condition of their employment.
Section 3. Safety
The Association adopts the following by reference:
1. The City has a Central Safety Committee with representatives from all units.
2. The City and all employees shall comply with any applicable Federal and State law.
3. The City and all employees shall comply with any safety policy and/or procedure that may from time
to time be promulgated by the City Council or the Fire Department.
Section 4. Meal and Rest Periods
Meal periods and rest periods will be permitted insofar as they are practicable and consistent with
operational interests.
In the event of an extended emergency response, the City will reimburse the members of the Poway
Firefighters' Association $5.00 per meal, per person when such a response will not allow the fire crews to
return to station by 1300 hours for lunch, or $7.50 per meal, per person when returning after 1830 hours
for dinner. Reimbursement will be made directly to the affected crew members. All meals will be
purchased and consumed within the City limits, whenever practical. This provision is not applicable while
assigned to mutual aid incidents where meals are provided, including traveling to and from the incident
location.
Section 5. Transfers
If an employee assigned to a 112-hour biweekly work schedule is transferred to a position on an 80-hour
biweekly schedule, the employee's sick leave and vacation leave accrual rates, along with their respective
balances, shall be adjusted proportionately to reflect the new schedule for an 80-hour biweekly employee.
If an employee is transferred from an 80-hour biweekly schedule to a 112-hour biweekly schedule, the
sick leave and vacation accrual rate and balances shall be similarly adjusted.
23
Section 6. Layoff and Abolishment of Positions
The City may abolish any position and the employee may be laid off without disciplinary action or without
the right of appeal.
Whenever the City deems it necessary to reduce the number of employees in any classification, the
employee may be laid off without disciplinary action or without the right of appeal.
The City agrees to meet with the Bargaining Unit Representatives 30 days prior to issuance of any layoff
notices or abolishment of positions to confer over the impact and implementation of said layoffs or
abolishment and to discuss alternatives and options.
However, the City Manager shall retain the final decision with respect to classifications and number of
employees to be laid off.
The City's layoff procedures are contained in Rule 13 (Separation from Service) of the City's Personnel
Rules, in effect at the time the layoff decision is made.
Section 7. Driving Eligibility
Employees who drive a vehicle for City business shall have a valid California Driver's License. The City
participates in the California Department of Motor Vehicles' "pull program." The City reserves the right
to check at any time with the Department of Motor Vehicles and/or an employee to determine if the
employee's license is valid. If an employee's driver's license is revoked, suspended or otherwise made
invalid by the Department of Motor Vehicles, the employee must inform his/her supervisor immediately.
Section 8. Licenses and Certificates
Employees must maintain licenses and certification as outlined in their respective job specifications at all
times. In order to ascertain the validity of the employee's licenses and certificates, employees must
present licenses and certificates to their supervisor upon request. If any of an employee's licenses or
certificates are revoked, suspended or otherwise made invalid, the employee must inform his/her
supervisor immediately.
Section 9. Direct Deposit
All employees will have mandatory direct deposit. Employees will provide authorization to the City to
electronically deposit their paychecks to a financial institution of their choice.
Section 10. Resignations
An employee wishing to resign in good standing shall file with the Fire Chief a written resignation stating
the effective date and reasons for resignation at least two weeks prior to the effective date of resignation.
The City will pay an employee for all hours worked on the next regular payday after resignation, and will
thereafter pay all accumulated reimbursable benefits as early as feasible.
An employee who has resigned with a good record will be given preferential consideration for rehire if a
position is available. Decision to rehire is at the discretion of the City, and the employee will not
reestablish rights and/or benefits lost at the time of resignation.
24
Section 11. Training and Seminars
The City provides funds for training and educational seminars as the budget reasonably permits. Tuition
and fees for training and educational seminars are paid from these funds. Employees requesting tuition
for emergency services, job -related educational seminars must obtain approval in advance from the Fire
Chief. Employees attending such seminars during their normal duty hours will not be charged vacation
leave or compensatory time off leave. Employees attending such seminars on their own time will not be
compensated for that time.
Section 12. Bid System
The City will maintain a bid system and policy developed through a joint committee of PFA members and
Fire Management. The policy may be evaluated on an annual basis.
25
ARTICLE 11. GRIEVANCE PROCEDURE
The Association and City will adhere to the grievance procedure as stated in the Personnel Rules, Rule 15,
in effect at the time of the grievance. In addition to Step Five of the Grievance Procedure set forth in the
Personnel Rules, the final level of review shall be contained in the Memorandum of Understanding with
the Association as follows:
If the employee does not agree with the decision reached in Step Five of the Grievance Procedure, he/she
may present the appeal in writing to the City Council.
Final Level of Review: The City Council upon receiving the grievance shall take such actions and such
methods as it chooses and render a written final and binding decision.
26
ARTICLE 12. RETIREMENT AND SOCIAL SECURITY
The City will provide retirement benefits through the Public Employees' Retirement System. The City does
not participate in the Social Security System, except as required by law.
The use of the terms "classic" member and "new" member shall be as defined in the Public Employee
Pension Reform Act of 2013 (PEPRA) and those rules and regulations adopted by CaIPERS to implement
PEPRA.
"Classic" members are those members who entered into membership with a retirement system on or
before December 31, 2012 who do not meet the definition of "new" member in Government Code section
7522.04(f).
A "new" member is defined in Government Code section 7522.04(f) as any of the following:
1. An individual who becomes a member of any public retirement system for the first time on or after
January 1, 2013, and who was not a member of any other public retirement system prior to that
date; or
2. An individual who becomes a member of a public retirement system for the first time on or after
January 1, 2013, and who was a member of another public retirement system prior to that date, but
who was not subject to reciprocity under subdivision (c) of Govt. Code 7522.02; or
3. An individual who was an active member in a retirement system and who, after a break in service
of more than six months, returned to active membership in that system with a new employer.
For employees hired on or before December 31, 2011 and considered "classic" members as defined
above:
Employees considered "classic" members will contribute the required member share of nine percent (9%)
of his/her compensable earnable salary, on a pre-tax basis, to the extent permitted by the Internal
Revenue Code, towards the "member" contribution portion of their CaIPERS retirement account. In
addition, employees considered "classic" members will contribute another one percent (1%) pursuant to
Government Code Section 20516 toward the employer's share, on a pre-tax basis to the extent permitted
by the Internal Revenue Code.
The City will provide under its contract with the California Public Employees' Retirement System (CaIPERS)
the following provisions for each employee in this first tier:
1. The retirement benefit formula of 3%-at-50;
2. Final -Compensation Highest Average Annual Compensation Earnable 36 Months;
3. The Index Level of 1959 Survivor Benefit; and
4. Pre -Retirement Option 2W Death Benefit.
For employees hired after December 31, 2011 and considered "classic" members as defined above:
The City amended its contract with CaIPERS to create a second -tier retirement plan effective January 1,
2012. The second -tier will apply to employees hired after December 31, 2011 and considered "classic"
members. The second -tier shall provide:
1. The retirement benefit formula of 3%-at-55;
2. Final Compensation -Highest Average Annual Compensation Earnable 36 Months;
27
3. The Index Level 1959 Survivor Benefits; and
4. Pre -Retirement Option 2W Death Benefit.
Employees considered "classic" members will contribute the required member share of nine percent (9%)
of his/her compensable earnable salary, on a pre-tax basis, to the extent permitted by the Internal
Revenue Code, towards the "member" contribution portion of their CaIPERS retirement account. In
addition, employees considered "classic" members will contribute another one percent (1%) pursuant to
Government Code Section 20516 toward the employer's share, on a pre-tax basis to the extent permitted
by the Internal Revenue Code.
For employees hired on or after January 1, 2013 and considered "new" members as defined above:
The City will provide under its contract with CaIPERS the following provisions for each employee
considered a "new" member in Tier 3 (also known as the PEPRA Tier):
1. The retirement formula of 2.7%-at-57;
2. The Index Level 1959 Survivor Benefits;
3. Final Compensation -Highest Average Annual Compensation Earnable 36 Months; and
4. Pre -Retirement Optional Settlement 2 Death Benefit.
Employees considered "new" members shall pay 50% of the normal cost (as determined by CaIPERS
annually) on a pre-tax basis to the extent permitted by the Internal Revenue Code.
28
ARTICLE 13. MAINTENANCE OF BENEFITS
All rights, privileges, and terms and conditions of employment in full force and effect under the previous
MOU and not in conflict herewith shall become a part herein until mutually modified, or otherwise
changed by the parties hereto.
29
ARTICLE 14. JOB ACTIONS
The Association agrees not to strike or otherwise engage in withholding services or concerted action
during the term of this Agreement. In addition, the City agrees not to lock out the employees.
30
ARTICLE 15. AMERICANS WITH DISABILITY ACT
The City and the Bargaining Unit agree that they are subject to and must conform to the Americans with
Disability Act Amendments Act (ADAAA).
31
ARTICLE 16. PERSONNEL RULES
All other employee rights, privileges, and benefits are included in the Personnel Rules of the City of Poway.
32
ARTICLE 17. POSTING OF AGREEMENT
A copy of this Agreement will be posted on the City's intranet and internet for employee access. The
Agreement will be provided to new hires at the Human Resources orientation.
33
The undersigned, representing the City and the Association, do hereby adopt the terms and conditions
set forth herein and have caused this Memorandum of Understanding to be fully executed by
authorized officers.
For the City:
Chris,Hazel
City Manager
For the Association:
Mike McGill, Esq.
Adams Ferrone & Ferrone
1
/i/'1 414
Jo/ : ne Dunphy Ben S,mid
[fir ctor of Human Resources/Ris anagement Fire Engineer/Paramedic
Aaron Beanan
Finance Director
Scott Post
Interim Fire Chief
Emily W
HR Mq" gement Ana Xst
fin,,' ��::r r
uL��)� i., E,0
Leah Trapse
Human Resources Technician II
i J, (_
Phillip Watson
Firefighter/Paramedic
John Pike
d'Firefighter/Paramedic
34
RESOLUTION NO. 21-076
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
POWAY, CALIFORNIA, AUTHORIZING THE TERMS OF THE
TENTATIVE AGREEMENT AND AUTHORIZING THE
EXECUTION OF A SIX- YEAR MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF POWAY AND THE
POWAY FIREFIGHTERS' ASSOCIATION FOR THE PERIOD OF
JULY 1, 2021 THROUGH JUNE 30, 2027
WHEREAS, the City of Poway ("City"), through its management representatives, has
met and conferred in good faith with the Poway Firefighters' Association ("PFA");
WHEREAS, the representatives of the City and PFA each have exchanged freely
information, opinions, and proposals on matters regarding wages, hours and other terms and
conditions of employment for PFA members;
WHEREAS, the City and PFA representatives have agreed on the term of a new
Memorandum of Understanding to be July 1, 2021 through June 30, 2027;
WHEREAS, the City and PFA representatives have agreed upon the items as listed
below under Section 2 of this Resolution as the Tentative Agreement; and
WHEREAS, PFA has ratified the Tentative Agreement for the period of July 1, 2021
through June 30, 2027.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Poway as
follows:
SECTION 1: That the terms of the Tentative Agreement (SECTION 2) be incorporated
into the Memorandum of Understanding ("MOU") and adopted for implementation effective July
1, 2021.
SECTION 2: That the City Manager is hereby directed and authorized to implement all
provisions of the Tentative Agreement listed below, which are to be incorporated into the
Memorandum of Understanding without further specific actions by the City Council. No
additional financial terms will be assumed beyond the terms of the approved Tentative
Agreement when finalizing and executing the Memorandum of Understanding. The Tentative
Agreement includes; a) Six Year Term: July 1, 2021 — June 30, 2027; b) Salary Increases as
follows: 10% July 1, 2021; 3.5% July 1, 2022; 3.5% July 1, 2023; 3.5% July 1, 2024; 3.5% July
1, 2025; 3.5% July 1, 2026; and c) Effective beginning July 1, 2024, the PFA shall have a
reopener, at its sole option, to reopen any item within the MOU.
//
//
//
//
35
Resolution No. 21-076
Page 2
PASSED, ADOPTED AND APPROVED at a Regular Meeting of the City Council of the
City of Poway, California on the 7th day of September, 2021 by the following vote, to wit:
AYES: FRANK, GROSCH, LEONARD, VAUS
NOES: NONE
ABSENT: MULLIN
DISQUALIFIED: NONE
ATTEST:
Carrie Gallagher, CMC, City Clerk
Steve Vaus, Mayor
36
RESOLUTION NO. 21-077
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
POWAY, CALIFORNIA, APPROVING THE SALARY SCHEDULE
FOR THE EMPLOYEES REPRESENTED BY THE POWAY
FIREFIGHTERS' ASSOCIATION EFFECTIVE JULY 1, 2021
THROUGH JUNE 30, 2022
WHEREAS, a Salary Schedule is established for employees represented by the Poway
Firefighters' Association ("PFA");
WHEREAS, the City of Poway and the Poway Firefighters' Association (PFA) have agreed
upon a six -year term for a successor Memorandum of Understanding; and
WHEREAS, Exhibit A reflects the approved salary increases effective July 1, 2021 for
employees represented by PFA.
follows:
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Poway as
SECTION 1: That the above recitals are true and correct.
SECTION 2: That the Salary Schedule for employees represented by PFA is attached
hereto as Exhibit A, and is hereby adopted, effective July 1, 2021.
PASSED, ADOPTED AND APPROVED at a Regular Meeting of the City Council of the
City of Poway, California on the 7th day of September, 2021 by the following vote, to wit:
AYES: FRANK, GROSCH, LEONARD, VAUS
NOES: NONE
ABSENT: MULLIN
DISQUALIFIED: NONE
ATTEST:
Carrie Gallagher, CMC, Cit Clerk
Steve Vaus, Mayor
37
EXHIBIT A
CITY OF POWAY
POWAY FIREFIGHTERS' ASSOCIATION (PFA)
SALARY SCHEDULE
Resolution No. 21-077
Page 2
EFFECTIVE JULY 1, 2021
POSITION
SALARY RANGE
STEPS
Fire Captain/Paramedic
1030
1
2
3
4
5
Approx. Biweekly (hourly x 112)
3,804
3,994
4,194
4,404
4,624
Hourly (112 hours)
33.966
35.664
37.447
39.320
41.285
Hourly (80 hours)
47.552
49.930
52.426
55.047
57.799
Approx. Monthly
8,242
8,655
9,087
9,542
10,019
Fire Engineer/Paramedic
1020
1
2
3
4
5
Approx. Biweekly (hourly x 112)
3,260
3,423
3,595
3,774
3,963
Hourly (112 hours)
29.112
30.567
32.095
33.700
35.385
Hourly (80 hours)
40.756
42.794
44.933
47.179
49.539
Approx. Monthly
7,064
7,418
7,788
8,178
8,587
Firefighter/Paramedic 1010
1
2
3
4
5
Approx. Biweekly (hourly x 112)
3,066
3,219
3,380
3,549
3,727
Hourly (112 hours)
27.375
28.743
30.180
31.689
33.273
Hourly (80 hours)
38.324
40.240
42.251
44.364
46.582
Approx. Monthly
6,643
6,975
7,324
7,690
8,074
Approved at the September 7. 2021 City Council meeting
38
RESOLUTION NO. 21-078
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
POWAY, CALIFORNIA, APPROPRIATING FUNDS IN FISCAL
YEAR 2021-22 TO IMPLEMENT THE FINANCIAL TERMS OF THE
TENTATIVE AGREEMENT WITH THE POWAY FIREFIGHTERS'
ASSOCIATION
WHEREAS, the City of Poway has reached a Tentative Agreement with the Poway
Firefighters' Association ("PFA") and the City Council has authorized the City Manager to execute
a successor Memorandum of Understanding with the PFA with a term of July 1, 2021 through
June 30, 2027;
WHEREAS, an appropriation in Fiscal Year 2021-22 of $636,991 is necessary to
implement the year 1 changes to the Memorandum of Understanding for employees designated
as PFA members; and
WHEREAS, the appropriations for year 1 changes to the successor Memorandum of
Understanding with the PFA will come from unassigned General Fund balance, and sufficient
funds are available.
follows:
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Poway as
SECTION 1: That the above recitations are true and correct.
SECTION 2: That the Director of Finance is authorized to appropriate $636,991 from
unassigned General Fund balance to cover the Fiscal Year 2021-22 expenses for employees
represented by the PFA.
SECTION 3: That the following appropriations by fiscal year will be included in the
applicable operating budgets:
//
//
//
//
//
//
Fiscal Year
Amount
Fiscal Year 2022-23
$889,123
Fiscal Year2023-24
$1,152,834
Fiscal Year 2024-25
$1,419,404
Fiscal Year 2025-26
$1,695,289
Fiscal Year 2026-27
$1,980,887
Total
$7,137,537
39
Resolution No. 21-078
Page 2
PASSED, ADOPTED AND APPROVED at a Regular Meeting of the City Council of the
City of Poway, California on the 7th day of September, 2021 by the following vote, to wit:
AYES: FRANK, GROSCH, LEONARD, VAUS
NOES: NONE
ABSENT: MULLIN
DISQUALIFIED: NONE
ATTEST:
Carrie Gallagher, CMC, City Clerk
Steve Vaus, Mayor
40