June 17, 2015

Local 21's San Jose Chapters announce a Tentative Agreement has been reached with the City for a three-year MOU providing many benefit enhancements along with wage increases for 3% each year.  After years of hostility toward employees and severe worker concessions, this deal is a first step in righting the ship.   If approved, the new MOU, as well as settling the Measure B pension litigation, will go a long way toward stabilizing the City workforce and ensuring the continued retention of professional and managerial staff necessary to restoring City services.

Full Tentative Agreement

Highlights of the TA:

  • 3% general wage increase effective June 21, 2015
  • 1% one-time lump sum non-pensionable payment effective two pay periods after ratification
  • 3% general wage increase effective June 19, 2016
  • 3% general wage increase effective first pay period of fiscal year 2017-18

Vacation Sell Back Reinstatement: Subject to tax counsel approval, effective July 1, 2016 employees may sell back up to a maximum of 40 hours of accrued vacation time per calendar year. Employees must elect the number of vacation hours they will sell back by the end of November of the prior calendar year.

Personal Protective Equipment: The City will now provide a voucher (instead of reimbursing the employee) for purchase of protective footwear and increase amount from $150 to $200. For AEA and AMSP, the City will reimburse eligible employees for protective prescription safety glasses for up to $200.

Working in a Higher Classification: Employees performing duties in a higher classification will be compensated if the assignment is a minimum of 14 days (reduced from 30 days).

Professional Development Program: Increasing the amount that can be reimbursed for professional materials from $300 to $500 of the $1,000 annual maximum.

Chapter Specific Elements of Tentative Agreement Include:

  • Premium Pay:  Increased Professional Achievement Incentive for licenses or registration from 1% to 1.5%.  In addition, specifies that license or registration must be issued by State of California Boards. Also applies to Plans Examiner Certificate. Only for Units 41/42.
  • Professional Membership: New language allows for City to directly pay dues for the maintenance of a license required to perform an employee’s job and dues for an additional job related professional association.


  • Adding language allowing voluntary dues deductions.


  • Added sick leave language for part-time employees.
  • Notary Pay: Adding language providing compensation of $25 for each bi-weekly pay period worked for notary services provided by Members on behalf of the City.
  • Adding language allowing voluntary dues deductions.
  • Uniform Allowance: Employees in classifications required to wear uniforms (Senior Park Ranger & Animal Services Operations Supervisor) shall be eligible for uniform allowance payment.

City Proposals Accepted by Local 21:
In addition to the above changes to the MOA, the TA also includes several “clean up” items including:

  • Clarifying sick leave eligibility to include leave for the care of grandparents.
  • Deleting language on disability leave that is no longer applicable.
  • Updating Payment In-Lieu of Health, Dental and Vision Care insurance to reflect current four-tier premium structure.


Side Letters:
The TA includes existing Side Letters as well as several new ones including:

  • A medical benefits re-opener over changes to City medical plans related to the Affordable Care Act and/or any changes to healthcare providers.
  • Retirement (Pension and Retiree Healthcare) re-opener related to Measure B settlement discussions.
  • Classification Review Side Letter: City commits to review additional classifications in 2016 for each bargaining unit. This is in addition to the current classification review being conducted by Human Relations that will be completed in December of 2015.
  • Creation of a Labor Management Committee (LMC) to further discuss professional certifications for employees in AEA and CAMP. The LMC will also discuss the work schedules of three CAMP classifications who regularly are scheduled to work holidays.

Modifications Requested by the City But Not Implemented:

  • Take away of overtime for AMSP.
  • Take away of call back pay, standby pay, and shift differential for AMSP.
  • Requiring medical verification for use of sick time.
  • Changes to leaves of absence notification.

As always, if you have any questions, please feel free to contact us. We look forward to seeing you at the Ratification Vote on Monday, June 22.


John Mukhar, President AEA
Steve Contreras, President AMSP
Kara Capaldo, President CAMP