Sfdsa Cba 2001 - 2003

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This contract is provided by UC Berkeley's Institute of Industrial Relations Library (IIRL). The
information provided is for noncommercial educational use only. It may have been reformatted
from the original and some appendices or tables may be absent. Note that subsequent
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IDnum
86
Language
English
Country
United States
State
Union San Francisco Deputy Sheriffs' Association

Local
Occupations Represented
Police and detectives
Bargaining Agency
City and County of San Francisco
Agency industrial classification (NAICS):

92 (Public Administration)
BeginYear 2001
Source
EndYear
2003
http://www.ci.sf.ca.us/dhr/mou/L498DeputySheriff%20Assoc/498DSAFinal.PDF
Original_format
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Full text contract begins on following page.
CA
COLLECTIVE BARGAINING AGREEMENT

between
THE CITY AND COUNTY OF SAN FRANCISCO
And
THE SAN FRANCISCO
DEPUTY SHERIFFS ASSOCIATION
July 1, 2001 - June 30, 2003
TABLE OF CONTENTS
ARTICLE I - REPRESENTATION..............................................................................................1
I.A.
I.B.
I.C.
I.D.
I.E.
I.F.
I.G.
I.H.
I.I.
I.J.
I.K.
RECOGNITION....................................................................................................... 1
INTENT ................................................................................................................... 1
NO STRIKE PROVISION........................................................................................ 2
OBJECTIVE OF THE CITY .................................................................................... 2
MANAGEMENT RIGHTS....................................................................................... 2
EMPLOYEE REPRESENTATIVES ........................................................................ 3
SHOP STEWARDS.................................................................................................. 3
GRIEVANCE PROCEDURE ................................................................................... 4
UNION SECURITY................................................................................................. 9
AGENCY SHOP ...................................................................................................... 9
BULLETIN BOARDS / UNION ACCESS / GENERAL INFORMATION ............ 11
ARTICLE II - EMPLOYMENT CONDITIONS .......................................................................12

II.A
II.B
II.C
II.D
II.E
NON-DISCRIMINATION ..................................................................................... 12
AMERICANS WITH DISABILITIES ACT ........................................................... 12
LAYOFFS .............................................................................................................. 12
ASSIGNMENT OF WORK .................................................................................... 13
PERSONNEL FILES AND OTHER PERSONNEL MATTERS ............................ 16
ARTICLE III - PAY, HOURS AND BENEFITS .......................................................................17

III.A.
III.B.
III.C
1.
2.
3.
4.
5.
6.
7.
8.
III.D.
III.E.
1.
2.
3.
4.
5.
WAGES.................................................................................................................. 17
WORK SCHEDULES ............................................................................................ 17
ADDITIONAL COMPENSATION ........................................................................ 18
Night Duty. ............................................................................................................. 18
Stand-by Pay. ......................................................................................................... 18
Call Back Pay......................................................................................................... 19
Special Skills & Duties............................................................................................ 19
Bilingual Premium.................................................................................................. 19
Acting Assignment Pay. .......................................................................................... 20
Supervisory Differential.......................................................................................... 20
Other Additional Compensation.............................................................................. 22
OVERTIME COMPENSATION ............................................................................ 22
HOLIDAYS AND HOLIDAY PAY ....................................................................... 23
Holiday Pay For Employees Who Separate............................................................. 24
Holidays That Fall On A Saturday.......................................................................... 24
Holiday Compensation For Time Worked. .............................................................. 24
Holidays For Employees On Work Schedules Other Than Monday Through Friday.25
Holiday Pay For Employees Laid Off. .................................................................... 25
SAN FRANCISCO DEPUTY SHERIFFSASSOCIATION
JULY 1, 2001 JUNE 30, 2003
6.
7.
8.
III.F.
III.G.
III.H.
III.I.
III.J.
III.K.
III.L.
1.
2.
3.
4.
III.M.
III.N.
III.O.
III.P.
III.Q.
Employees Not Eligible For Holiday Compensation. .............................................. 25

Part-Time Employees Eligible For Holidays........................................................... 26
In-Lieu Holidays..................................................................................................... 26
SALARY STEP PLAN AND SALARY ADJUSTMENTS ..................................... 26
METHODS OF CALCULATION........................................................................... 29
SENIORITY INCREMENTS ................................................................................. 29
WORKERS COMPENSATION & RETURN TO WORK ...................................... 30
STATE DISABILITY INSURANCE (SDI)............................................................ 32
VACATION ........................................................................................................... 32
HEALTH AND WELFARE.................................................................................... 32
Employee Health Care............................................................................................ 32
Dependent Health Care Pick-Up............................................................................. 32
Dental Coverage..................................................................................................... 33
Contributions While On Unpaid Leave. .................................................................. 33
RETIREMENT PICK-UP....................................................................................... 33
LEAVES OF ABSENCE ........................................................................................ 34
USE OF SICK LEAVE WITH PAY CREDITS TO SUPPLEMENT STATE
DISABILITY INSURANCE................................................................................... 34
PILOT WELLNESS INCENTIVE PROGRAM...................................................... 35
VOLUNTEER / PARENTAL RELEASE TIME..................................................... 36
ARTICLE IV - WORKING CONDITIONS...............................................................................37

IV.A.
UNIFORMS AND EQUIPMENT........................................................................... 37
ARTICLE V - SCOPE .................................................................................................................38

V.A.
V.B.
V.C.
V.D
SAVINGS CLAUSE............................................................................................... 38
AMENDMENT OR MODIFICATION................................................................... 38
ZIPPER CLAUSE. ................................................................................................. 38
DURATION OF AGREEMENT............................................................................. 38

JULY 1, 2001 JUNE 30, 2003
ii
PREAMBLE
1.
This Collective Bargaining Agreement (hereinafter "Agreement") is entered into by the City and
County of San Francisco (hereinafter "City") acting through its designated representatives and
the Deputy Sheriff's Association of San Francisco (hereinafter "Association").
ARTICLE I - REPRESENTATION
I.A.
2.
RECOGNITION
The City acknowledges that the Association has been certified by the Civil Service Commission
as the recognized employee representative, pursuant to the provisions as set forth in the City's
Employee Relations Ordinance for the following classes:
8302 - Deputy Sheriff I
8304 - Deputy Sheriff
8306 - Senior Deputy Sheriff
8308 - Sheriff's Sergeant
8310 - Sheriff's Lieutenant
8312 - Sheriff's Captain
8314 - Chief Deputy Sheriff
3.
Recognition shall only be extended to individual classes accreted to existing bargaining units
covered by this Agreement. Application of this provision shall not extend to new bargaining
units, added by affiliations or service agreements, unless mutually agreed in writing by the
parties. Upon request of the Association, the City will meet and confer concerning proposed
changes to bargaining units.
I.B.
4.
INTENT
It is the purpose of this Agreement to promote and provide for harmonious relations,
cooperation and understanding between and among the City, the Sheriff and the employees
covered herein; to provide an orderly and equitable means of resolving any misunderstanding or
differences which may arise out of this Agreement; and to set forth the full and entire
understanding of the parties reached as a result of good faith negotiations regarding the wages,
hours, and other terms and conditions of employment of the employees covered hereby
including those matters over which the Sheriff has jurisdiction.

JULY 1, 2001 JUNE 30, 2003
Page 1
5.
It is agreed that the delivery of municipal services in the most efficient, effective, and courteous
manner is of paramount importance to the City, the Association, and represented employees.
Such achievement is recognized to be a mutual obligation of the parties to this Agreement
within their respective roles and responsibilities.
I.C.
6.
During the term of this Agreement, the City will not lock out the employees who are covered
by this Agreement. The Association and the employees shall not strike, cause, encourage, or
condone a work stoppage, slowdown, or sympathy strike during the term of this Agreement.
I.D.
7.
NO STRIKE PROVISION
OBJECTIVE OF THE CITY
It is the intent of the parties signatory hereto that the provisions of this Agreement shall become
binding on the dates agreed to herein. It is the intent of the Mayor and the Board of
Supervisors acting on behalf of the City to agree to wages, hours, and other terms and
conditions of employment as are within the Mayor's jurisdiction, powers and authority to act as
defined by the Charter, State Law, California Constitution and other applicable bodies of the
law. This Agreement shall be binding on any and all employees or parts of the City, including
its Commissions, but shall in no way affect the powers and jurisdiction of the Civil Service
Commission.
I.E.
MANAGEMENT RIGHTS
8.
Except as otherwise provided in this Agreement, in accordance with applicable state law,
nothing herein shall be construed to restrict any legal City rights concerning direction of its
work force, or consideration of the merits, necessity, or organization of any service or activity
provided by the City.
9.
The City shall also have the right to determine the mission of its constituent departments,
officers, boards and commissions; set standards of services to be offered to the public; and
exercise control and discretion over the City's organization and operations. The City may also
relieve City employees from duty due to lack of work or funds, and may determine the
methods, means and personnel by which the City's operations are to be conducted. However,
the exercise of such rights does not preclude employees from utilizing the grievance procedure
to process grievances regarding the practical consequence of any such actions on wages, hours,
benefits or other terms and conditions of employment specified in this Agreement.

JULY 1, 2001 JUNE 30, 2003
Page 2
I.F.
EMPLOYEE REPRESENTATIVES
10.
The Association may select up to eight (8) employees for purposes of meeting and conferring
with the City on matters within the scope of representation. If a situation should arise where
the Association believes that more than eight (8) employee members should be present at such
meetings, and the City disagrees, the Association shall take the matter up with the Employee
Relations Director and the parties shall attempt to reach agreement as to how many employees
shall be authorized to participate in said meetings.
11.
1.
The organization's duly authorized representative shall inform in writing the department
head or officer under whom each selected employee member is employed that such
employee has been selected.
12.
2.
No selected employee member shall leave the duty or work station, or assignment
without specific approval of appropriate employer representative.
13.
3.
In scheduling meetings, due consideration shall be given to the operating needs and
work schedules of the department, division, or section in which the employee members
are employed.
I.G.
SHOP STEWARDS
14.
1.
The Association shall have the right to appoint a Steward, who shall be under the
direction of the Deputy Sheriffs Association president, for each facility where
employees are employed under the terms of this Agreement. The Association shall
provide the Sheriff with a written list of Stewards and their work locations, and shall
notify the Sheriff of any changes in the designation of Stewards.
15.
2.
The Stewards shall see that this Agreement and working conditions are observed,
protecting the rights of both the City and the employees covered by this Agreement.
Their duties include the investigation and presentation of grievance for adjustment.
16.
3.
Upon notification of an appropriate management person, stewards, subject to

management approval, which shall not be unreasonably withheld, shall be granted
release time to investigate and process grievances and appeals. Stewards shall advise
their supervisors/management of the area or work location where they will be
investigating and processing grievances.

JULY 1, 2001 JUNE 30, 2003
Page 3
I.H.
GRIEVANCE PROCEDURE
17.
The following procedures are adopted by the parties to provide for the orderly and efficient
disposition of grievances and are the sole and exclusive procedures for resolving grievances as
defined herein.
18.
1.
Definition. A grievance is defined as an allegation by an employee, a group of

employees or the Association that the City has violated, misapplied or misinterpreted a
term or condition of employment provided in this Agreement. A grievance does not
include the following:
19.
a.
All Civil Service Commission carve-outs, as described in Charter section

A8.409-3.
20.
b.
Performance evaluations, provided however, that employees shall be entitled to

submit written rebuttals to unfavorable performance evaluations. Said rebuttal
shall be attached to the performance evaluation and placed in the employee's
official personnel file. In the event of an unfavorable performance rating, the
employee shall be entitled to a performance review conference with the author
and the reviewer of the performance evaluation. The employee shall be entitled
to Association representation at said conference.
21.
2.
22.
Time Limits. The time limits set forth herein may be extended by agreement of the
parties. Any such extension must be for a specifically stated period of time and
confirmed in writing. In the event a grievance is not filed or appealed in a timely manner
it shall be deemed withdrawn. Failure of the City to timely reply shall authorize the
Association to appeal the grievance to the next step in the Grievance Procedure.
Economic Claims. Any claim for monetary relief shall not extend more than thirty (30)
calendar days prior to the filing of a grievance. Though the resolution of disputes
outside the Grievance Procedure is desired, it is understood by the Association that, in
order to preserve its claims for monetary relief, it will file a grievance upon having
knowledge of the aggrieved event and, should resolution outside the Grievance
Procedure appear probable, request an abeyance of the Grievance Procedure time
limits, as set forth in section 2, above. The City will not unreasonably refuse a request
for abeyance where settlement of an economic claim appears probable.
3.
Grievance Initiation.
JULY 1, 2001 JUNE 30, 2003
Page 4
23.
a.
A grievance affecting more than one employee shall be filed with the
departmental official having authority over all employees affected by the
grievance.
24.
b.
Only the Association may file a grievance arising from a final disciplinary
decision. These matters shall be initiated with the Sheriff or his designee at Step
2.
25.
c.
All other issues shall be initiated at Step 1.
26.
27.
4.
Steps of the Procedure. The grievant shall discuss the grievance informally with his/her
immediate supervisor, provided the grievance is not a discrimination or retaliation claim
against that supervisor, and try to work out a satisfactory solution in an informal
manner as soon as possible, but in no case later than ten (10) calendar days from the
date of the occurrence of the act or the date the grievant might reasonably have been
expected to have learned of the alleged violation being grieved. The grievant may have
an Association representative present.
a.
28.
29.
Step 1. If the grievance is not resolved within seven (7) calendar days after
contact with the immediate supervisor, the grievant will submit the grievance in
writing to the facility or division commander no later than seventeen (17)
calendar days of the facts or event giving rise to the grievance. The grievance
will be submitted on a mutually agreeable grievance form. The grievance will
set forth the facts of the grievance, the terms and conditions of the Agreement
claimed to have been violated, misapplied or misinterpreted, and the remedy or
solution being sought by the grievant.
The facility or division commander shall respond in writing within seven (7)
calendar days following receipt of the written grievance.
b.
Step 2. A grievant dissatisfied with the facility or division commander's

response at Step 1 may appeal to the Sheriff, or his designee, in writing, within
seven (7) calendar days of receipt of the Step 1 answer. The Sheriff, or his
designee, may convene a meeting within fifteen (15) calendar days with the
grievant and/or the grievant's Association representative. The Sheriff, or his
designee, shall respond in writing within fifteen (15) calendar days of the
meeting or receipt of the grievance, whichever is later.
c.
Step 3.
JULY 1, 2001 JUNE 30, 2003
Page 5
30.
(1)
For Contract Interpretation grievances only. A grievant dissatisfied

with the Sheriff 's response at Step 2 may appeal to the Director,
Employee Relations, or its designee (ERD), in writing, specifying the
reason(s) why it is dissatisfied with the Departments response, within
fifteen (15) calendar days of receipt of the Step 2 answer. The
grievance shall contain copies of all earlier correspondence and
materials reviewed at the earlier steps. ERD may convene a grievance
meeting within fifteen (15) calendar days with the grievant and/or the
grievant's Association representative. ERD shall have thirty (30)
calendar days after the receipt of the written grievance, or if a meeting
is held, thirty (30) calendar days after the meeting, whichever is later, to
review and seek resolution of the grievance and respond in writing.
31.
(2)
For Disciplinary Grievances only. The Association dissatisfied with

the Sheriff's response at Step 2 may appeal to the Administrative
Appeals Board, as provided in the Sheriffs Department Policy, Article
X. A copy of the Sheriffs Department Policy, Article X is attached
hereto as Appendix A. A copies of both the grievants appeal and the
final written decision of the Administrative Appeals Board shall be
forwarded to ERD. Disciplinary grievances may be appealed only
through the Administrative Appeals Board and may not be submitted to
arbitration under this Article.
32.
5.
Step 4 --- Arbitration for Contractual Interpretation grievances only. If the

Association is dissatisfied with the Step 3 response it may appeal by notifying ERD, in
writing, within thirty (30) calendar days of its receipt of the Step 3 response, that
arbitration is being invoked. Only the Association may submit a Contractual
Interpretation grievance to arbitration under his Article.
33.
6.
Expedited Arbitration. By written mutual agreement entered into before or during

Step 3 of the Grievance Procedure, the parties may submit any Contractual
Interpretation grievance to the Expedited Arbitration process.
34.
a.
Selection of the Arbitrator for Expedited Arbitration. The parties will first
attempt to mutually agree on an arbitrator within seven (7) days of the
invocation of Expedited Arbitration. If the parties are unable to agree on a
selection within the seven (7) days, either party may request a list of seven (7)
appropriately experienced arbitrators from the California State Mediation and
Conciliation Service (CSMCS). As a condition of appointment to the CSMCS
panel, each of the panelists must certify that (s)he will be available to hear the

JULY 1, 2001 JUNE 30, 2003
Page 6
Expedited Arbitration in not greater than thirty (30) days from her/his selection.
35.
The parties will alternately strike panelists until a single name remains. Should
the remaining panelist be unable to preside over the Expedited Arbitration
within thirty (30) days, the last name stricken from the panel will be contacted,
and continuing, if necessary, in reverse order of the names being stricken, until a
panelist is selected who can preside over the Expedited Arbitration within thirty
(30) days. Whether the Association or City strikes the first name in the
alternating process shall be determined by lot.
36.
b.
Proceeding. No briefs will be used in Expedited Arbitration. Testimony and

evidence will be limited consistent with the expedited format, as deemed
appropriate by the arbitrator. There will be no court reporter or transcription of
the proceeding, unless either party or the arbitrator requests one. At the
conclusion of the Expedited Arbitration, the arbitrator will make a bench
decision. Every effort shall be made to have a bench decision followed by a
written decision. Expedited arbitration decisions will be non-precedential except
in future issues regarding the same employee.
37.
c.
Costs. Each party shall bear its own expenses in connection with the
presentation of its case. All fees and expenses of the arbitrator shall be borne
and shared equally by the parties. The costs of a court reporter and the
transcription of the proceeding, if any, shall be paid by the party requesting
such, unless requested by the arbitrator, which will then be borne and equally
shared by the parties. In the event that an Expedited Arbitration hearing is
canceled resulting in a cancellation fee, the party initiating the request or
causing the cancellation shall bear the full cost of the cancellation fee, unless the
parties agree otherwise.
38.
7.
Selection of an Arbitrator (not Expedited Arbitration). The parties shall establish a list
of seven (7) arbitrators to serve as the permanent panel to hear grievances arising under
the terms of this Agreement. In the event the parties cannot agree on the panel within
thirty (30) days following the effective date of this Agreement, either party may obtain
a panel through the appointment process of the CSMCS. Any name provided by the
CSMCS may be removed from the panel by mutual consent of the parties. The
CSMCS will appoint a replacement for any name removed, unless the parties mutually
agree on a replacement panelist.

JULY 1, 2001 JUNE 30, 2003
Page 7
39.
When a matter is appealed to arbitration the parties shall first attempt to mutually agree
on an arbitrator. In the event no agreement is reached within ten (10) calendar days,
the arbitrator shall be selected from the permanent panel in accordance with the
following procedure:
40.
a.
Panelists shall be listed in alphabetical order. The case shall be assigned to the
next panelist in order, provided however that each party shall be entitled to one
strike.
41.
b.
The panelist next in order following any strike options exercised by the parties
shall be designated to hear the case.
42.
c.
In the event that either party strikes a panelists name from the list in
accordance with this section, the struck panelists name shall be placed at the
bottom of the list. Once struck, the same party may not strike that panelists
name again until that panelist has been selected to preside over an arbitration.
43.
Authority of the Arbitrator. The decision of the arbitrator (for both Arbitration and
Expedited Arbitration) shall be final and binding, unless challenged under applicable
law. The arbitrator shall have no authority to add to, ignore, modify or amend the
terms of this Agreement.
44.
Costs of Arbitration. The direct expenses of the arbitration including the fees and
expenses of the arbitrator shall be borne and shared equally by the parties. The costs of
a court reporter and the transcription of the proceeding, if any, shall be paid by the
party requesting such, unless requested by the arbitrator, which will then be borne and
equally shared by the parties. In the event that an arbitration is canceled resulting in a
cancellation fee, the party initiating the request or causing the cancellation shall bear the
full cost of the cancellation fee, unless the parties agree otherwise.
45.
Hearing Dates and Date of Award. Except for the Expedited Arbitration procedure
described above, hearing dates shall be scheduled within thirty (30) working days of
selection of an arbitrator or on the next practicable date mutually agreeable to the
parties. Awards shall be due forty-five (45) calendar days following the receipt of
closing arguments. As a condition of appointment to the permanent panel, arbitrators
shall be advised of this requirement and shall certify their willingness to abide by these
time limits.
46.
8.
The Discipline Process. The imposition of discipline shall be governed by Department

Policy, Article X. A copy of Department Policy, Article X is attached hereto as
Appendix A.

JULY 1, 2001 JUNE 30, 2003
Page 8
I.I.
UNION SECURITY
47.
1.
Authorization for Deductions. The City shall deduct Association dues, initiation fees,
premiums for insurance programs and political action fund contributions from an
employee's pay upon receipt by the Controller of a form authorizing such deductions by
the employee. The City shall pay over to the designated payee all sums so deducted.
Upon request of the Association, the Controller agrees to meet with the Association to
discuss and attempt to resolve issues pertaining to delivery of services relating to such
deductions.
48.
2.
Dues Deductions. Dues deductions, once initiated, shall continue until the
authorization is revoked in writing by the employee. For the administrative
convenience of the City and the Association, an employee may only revoke a dues
authorization by delivering the notice of revocation to the Controller during the two
week period prior to the expiration of this Agreement. The revocation notice shall be
delivered to the Controller either in person at the Controller's office or by depositing it
in the U.S. mail addressed to the Payroll/Personnel Services Division, Office of the
Controller, 160 South Van Ness Avenue, San Francisco, CA 94103; Attention: Dues
Deduction. The City shall deliver a copy of the notices of revocation of dues
deductions authorizations to the Association within two (2) weeks of receipt.
I.J.
49.
50.
1.
AGENCY SHOP
Application. Except as provided otherwise herein, the provisions of this section shall
apply to all employees of the City in all classifications represented by the Association in
represented units when on paid status. These provisions shall not apply to individual
employees of the City in represented units who have been properly and finally
determined to be management, confidential or supervisory employees pursuant to
Section 16.208 of the Employee Relations Ordinance. Except when an individual
employee has filed a challenge to a management, confidential or supervisory
designation, the Employee Relations Director and the Association shall meet as
necessary for the purpose of attempting to make such determinations by mutual
agreement. The Employee Relations Director shall give the Association no less than
ten (10) working days prior notice of any such proposed designation. Disputes
regarding such designations shall be promptly resolved pursuant to Section 16.208 (B)
of the Employee Relations Ordinance.
Implementation. An agency shop shall be implemented within representation units or
subunits when:

JULY 1, 2001 JUNE 30, 2003
Page 9
51.
a.
Election. The Association has requested, in writing, an election on the issue,

to be conducted by the State Conciliation Service and fifty percent (50%) plus
one of those voting favor agency shop, or
52.
b.
2/3 Membership. The Association makes a showing that 2/3 of the employees
within the unit or subunit are dues paying members of the Association, or
53.
c.
New Employees. The Association requests, in writing, an agency shop be

implemented for all employees hired after a date to be agreed to by the
Association and the Employee Relations Division.
54.
2.
Service Fee. Upon such an event occurring, employees of the City in the particular unit
or subunit, except as set forth below, shall, as a condition of continued employment,
become and remain a member of the Association, or in lieu thereof, shall pay a service
fee to the Association. The fair share service fee payment shall be established annually
by the Association, provided that such fair share agency shop service fee will be used by
the Association only for the purposes permitted by law.
55.
3.
Religious Exemption. Any employee of the City in a classification identified in Article

I.A., who is a member of a bona fide religion, body or sect which has historically held
conscientious objections to joining or financially supporting a public employee
organization and is recognized by the National Labor Relations Board to hold such
objections to Association membership, shall upon presentation of membership and
historical objection be relieved of any obligation to pay the required service fee. The
Association shall be informed in writing of any such requests.
56.
4.
Payroll Deduction. The Association shall provide the Employee Relations Director and
the City with a current statement of membership fees. Such statement of membership
fees shall be amended as necessary. The City may take up to thirty (30) days to
implement such changes. Effective the second complete pay period commencing after
the election or request or showing described in (b) and each pay period thereafter, the
Controller shall make membership fee or service fee deductions, as appropriate, from
the regular periodic payroll warrant of each City employee described in (a) thereof, and
each pay period thereafter, the City shall make membership fee or service fee
deductions, as appropriate, from the regular payroll warrant of each such employee.
Nine (9) working days following payday the City will promptly pay over to the
Association all sums withheld for membership or service fees.
57.
5.
Financial Reporting. Annually, the Association will provide an explanation of the fee
and sufficient financial information to enable the fair share service fee payer to gauge
the appropriateness of the fee. The Association will provide a reasonably prompt
opportunity to challenge the amount of the fee before an impartial decision-maker not
JULY 1, 2001 JUNE 30, 2003
Page 10
chosen by the Association and will make provision for an escrow account to hold
amounts reasonably in dispute while challenges are pending.
58.
6.
Indemnification. The Association agrees to indemnify and hold the City harmless for
any loss or damage arising from the operation of this provision.
59.
7.
Hudson Compliance. The Association shall comply with the requirements set forth in
Chicago Teachers Union v. Hudson, 475 U.S. 292 (1986) for the deduction of agency
shop fees. Annually, the Association shall certify in writing to the City that the
Association has complied with the requirements set forth in this article and in Hudson,
475 U.S. 292.
I.K.
60.
BULLETIN BOARDS / UNION ACCESS / GENERAL INFORMATION
Employee Lists. The Controller/Citys designee shall provide with each dues deduction
payment a list of employees paying membership fees and a list of employees paying service fees.
All such lists shall contain the employee's name, employee number, classification, department
number and amount deducted.

JULY 1, 2001 JUNE 30, 2003
Page 11
ARTICLE II - EMPLOYMENT CONDITIONS

II.A
NON-DISCRIMINATION
61.
The City and the Association recognize that the City is required to comply with the California
Fair Employment and Housing Act, Title VII of the 1964 Civil Rights Act, as amended, the
Civil Rights Act of 1991, the Americans with Disabilities Act, the Age Discrimination in
Employment Act of 1963, and other applicable federal, state and local statutes prohibiting
discrimination, harassment and retaliation. The City and the Association agree that, pursuant to
the Citys obligations under those state, federal and local statutes no bargaining unit member
employed by the City shall in any way be discriminated or retaliated against, or harassed,
because of race, color, creed, religion, sex, gender identity, national origin, physical handicap,
age, political affiliation or opinion, or sexual preference. The parties agree that this
Memorandum shall be interpreted, administered and applied in a manner consistent with all
applicable state, federal and local statutes. The City and the Association further agree that no
bargaining unit member shall be discriminated against because of Association activity.
62.
In the event more than one administrative remedy may be available within the City and County
governmental system of San Francisco, the Association shall elect one. An individual employee
may exercise whatever right he or she may have under the law.
II.B
63.
AMERICANS WITH DISABILITIES ACT
The parties agree that the City is obligated to provide reasonable accommodations for persons with
disabilities in order to comply with the provisions of the AmericansWith Disabilities Act, the Fair
Employment and Housing Act, and all other applicable federal, state and local disability antidiscrimination statutes. The parties further agree that this Memorandum shall be interpreted,
administered and applied in a manner consistent with such statutes. The City reserves the right to
take any action necessary to comply with such statutes; however, such action does not include the
right to create permanent light duty assignments or the requirement of the Department to
accommodate any individual who is permanently incapable of performing the essential job duties as
determined by the Sheriff.
II.C
LAYOFFS
64.
Any permanent employee laid off may have the selection of one of the two following options:
65.
1.
Placement on the Civil Service Commission holdover roster for a duration of one (1)
year, or

JULY 1, 2001 JUNE 30, 2003
Page 12
66.
2.
Severance pay of one (1) week's pay for every year of permanent service to a five (5)
year maximum. The employee's decision concerning the above shall be irrevocable.
67.
Placement on the Civil Service Commission holdover roster falls within the jurisdiction of the
Civil Service Commission pursuant to Charter Sections A8.409 et seq. and is not therefore
subject to grievance or arbitration.
II.D
68.
ASSIGNMENT OF WORK
1.
Probationary Period. As defined and administered by the Civil Service Commission,
the probationary period shall be as follows:
Class 8302 - Deputy Sheriff I
Class 8304 - Deputy Sheriff
Class 8306 - Senior Deputy Sheriff
Class 8308 - Sheriff's Sergeant
Class 8310 - Sheriff's Lieutenant
Class 8312 - Sheriff's Captain
Class 8314 - Chief Deputy Sheriff
69.
The duration of the probationary period may be extended by written mutual agreement of the
employee, the Association and the Sheriff.
2.
70.
Reclassification/Reorganization.
a.
71.
72.
18 months
None (1 year if filled by nonpromotive other than 8302)
1 year
1 year
1 year
1 year
1 year
Effects of Reclassification. Upon approval of the reclassification of an existing

position by the Human Resources Director or the Civil Service Commission, the
incumbent shall be laid off, and shall be eligible to exercise seniority to fill
another position in the class occupied prior to the reclassification in accordance
with the rules of the Civil Service Commission or provisions of the Agreement
whichever governs.
The exercise of seniority shall be the exclusive remedy available to the affected
employee and employee organization. The subject matter of this provision shall
not be subject to meeting and conferring or the grievance procedure, except
claims based on the application of seniority.
b.
Transfer of Work between Bargaining Units/Incidental Employee Work

Assignments. The City shall have the right, in its sole discretion, to assign work
to any classification determined to be appropriate for the performance of said
duties.
JULY 1, 2001 JUNE 30, 2003
Page 13
73.
The incidental assignment of out of class duties shall be subject to this

provision. Incidental duties shall be defined as those constituting a minor
portion of the employee's assignment.
74.
The subject matter of this provision shall not be subject to meeting and
conferring or the grievance procedure.
75.
c.
Reorganization. The parties recognize and agree that the reorganization of

departments and/or departmental units and divisions, and the work pertaining
thereto, is the sole and exclusive prerogative of the City. Any action of the City
undertaken in connection with this provision, including the consequences
thereof, shall not be subject to meeting and conferring or the grievance
procedure.
76.
3.
Staffing levels. Current staffing in county jail facilities and courts should be carried
forward as minimum staffing. The minimum staffing for the Treasure Island facility
shall be added to the Agreement after the facility has been in operation for six months.
Current minimum staffing levels for the county jails and courts are contained in
Appendix B.
77.
4.
Assignment of the 8302 Deputy Sheriff I. The parties have met and conferred
regarding the removal of bargaining unit work from classification 8304 Deputy Sheriff
and assignment of such work to a new classification 8302 Deputy Sheriff I. The parties
have agreed to the following:
78.
a.
The 8302 Deputy Sheriff I class established by the Human Resources Director
shall be the trainee class for the current class of 8304 Deputy Sheriff. The
Human Resources Director will consult with the Deputy Sheriffs Association
prior to posting an announcement for the 8302 classification.
79.
b.
As awarded by arbitration, all 8302 employees, after completing 12 months in

the 8302 classification, will move to the salary level of step 1 of classification
8304. Probationary and current requirements for the class 8302 will be
maintained. An 8302 employee will move to salary step 2 of class 8304 upon
completion of six months of continuous service after achieving step 1, provided
such employee successfully completes the 8302 probationary period. Unless
otherwise modified by this Article, the Civil Service Commission Rule 14,
section 14.38 et seq., shall govern the 8302 classification and advancement to
the 8304 classification.

JULY 1, 2001 JUNE 30, 2003
Page 14
80.
c.
Assignment of functions. Without limitation to the Sheriffs discretion to make

out-of-class assignments, the City shall not allocate to any person not an
appointee in any of the following classes:
Deputy Sheriff I
Deputy Sheriff
Senior Deputy Sheriff
Sheriffs Sergeant
Sheriffs Lieutenant
Sheriffs Captain
Chief Deputy Sheriff
81.
any of the functions now performed or to be performed by appointees within

the aforesaid classes considered in the aggregate, as to the following:
82.
(1)
the intake, processing, housing, release, and transportation of prisoners

in any facility of the San Francisco County Jail;
83.
(2)
the security of the San Francisco Municipal and Superior Courts; and,
84.
(3)
the enforcement of civil processes within the City and County of San
Francisco.
85.
d.
Meet and Confer. The City shall not undertake in any manner to allocate to any
person not an appointee within any of the aforesaid classes any of the functions
now performed by appointees within the aforesaid classes, as to the hiring,
training, retention, promotion, compensation, discipline, or discharge of
employees within said classes, without advance notice of intent to the Deputy
Sheriffs Association and appropriate meet and confer in advance of such
allocation having due regard for the following:
86.
(1)
the current practices of other local law enforcement agencies within the
State of California;
87.
(2)
the availability of training in the aforesaid functions as certified by the

Commission on Peace Officer Standards and Training of the State of
California;
88.
(3)
the quality of service to be provided by the Sheriffs Department; and,
89.
(4)
bargaining unit work performed prior to 1986.

JULY 1, 2001 JUNE 30, 2003
Page 15
90.
91.
e.
5.
The parties incorporate by reference as if fully set forth Administration Code

Sections 16.215(e)(1-4).
Matters within the jurisdiction of the Civil Service Commission are not subject to
grievance or arbitration.
II.E
PERSONNEL FILES AND OTHER PERSONNEL MATTERS
92.
Qualified employees covered by the Agreement shall be entitled to the protections afforded
under the Peace OfficersBill of Rights, Government Code Section 3309. The interpretation of
Government Code Section 3309 shall not be subject to grievance or arbitration.
93.
Performance appraisals are prepared for several purposes, including for the purpose of giving
notice to employees whose performance is deficient or unacceptable. Performance appraisal,
including documents attached to the appraisals, shall be placed in the employee's official
personnel file, and shall be removed only upon written authorization of the Sheriff, subject to
the approval of the Civil Service Commission.

JULY 1, 2001 JUNE 30, 2003
Page 16
ARTICLE III - PAY, HOURS AND BENEFITS

III.A. WAGES
94.
All represented classifications shall receive the following increase:

July 1, 2001
January 5, 2002
July 1, 2002
January 4, 2003
3%
2%
2.5%
2.5%
95.
All employees in classifications 8304 through 8314 shall receive an additional 2% market
adjustment effective July 1, 2001.
96.
Wage rates are set forth in attachment A.
III.B. WORK SCHEDULES

97.
1.
Regular Work Day. Unless otherwise provided in this Agreement, a regular workday is
a tour of duty of eight (8) hours of work completed within not more than twenty-four
(24) hours. There shall be no split shift.
98.
2.
Regular Work Week. The Sheriff shall determine the work schedule for employees in
his/her department. A regular workweek is a tour of duty of five (5) consecutive days
within a seven (7) day period. However, employees who are moving from one shift or
one work schedule to another may be required to work in excess of five (5) working
days in conjunction with changes in their work shifts or schedules.
99.
3.
Alternate Work Schedule. By mutual agreement, the City and the Association may
enter into cost equivalent alternate work schedules for some or all represented
employees. Such alternate work schedules may include, but are not limited to, core
hours flex-time; full-time work weeks of less than five (5) days; or a combination of
features mutually agreeable to the parties. Such changes in the work schedule shall not
alter the basis for, nor entitlement to, receiving the same rights and privileges as those
provided to employees on five (5) day, forty (40) hour a week schedules.

JULY 1, 2001 JUNE 30, 2003
Page 17
III.C ADDITIONAL COMPENSATION

100.
Each premium or additional compensation set forth below shall be separately calculated based
on an employees base rate of pay.
1.
Night Duty.
101.
Employees who, as part of their regularly scheduled work shift, are required to work any hours
between 4:00 p.m. and 11:00 p.m. shall receive a premium of eight and one-half percent (8.5%)
per hour in addition to their straight time hourly base rate of pay for any and all hours worked
between 4:00 p.m. and 11:00 p.m.
102.
Employees who, as part of their regularly scheduled work shift, are required to work any hours
between 11:00 p.m. and 6:00 a.m. shall receive a premium of ten percent (10%) per hour in
addition to their straight time hourly base rate of pay for any and all hours worked between
11:00 p.m. and 6:00 a.m.
103.
Excluded from these provision are those employees who participate in an authorized flex-time
program where the work shift includes hours to be worked between the hours of 5:00 p.m. and
7:00 a.m. Day shift employees assigned to work during the night duty premium hours are not
eligible for night duty premium.
104.
For qualifying employees, this differential shall apply to both actual hours worked and hours
paid for vacation, sick, compensatory time and holidays.
2.
105.
Stand-by Pay.
Employees who as part of the duties of their positions are required by the Sheriff to standby
when normally off duty to be instantly available on call for immediate emergency service for the
performance of their regular duties, shall be paid twenty-five (25%) percent of their regular
straight time rate of pay for the period of such standby service; except that employees shall be
paid ten (10) percent of their regular straight time rate of pay for the period of such standby
service when outfitted by the Department with an electronic paging device. When such
employees are called to perform their regular duties in emergencies during the period of such
standby service, they shall be paid while engaged in such emergency service the usual rate of
pay for such service as provided herein. However, standby pay shall not be allowed in classes
or positions whose duties are primarily administrative in nature, as designated by the Sheriff.

JULY 1, 2001 JUNE 30, 2003
Page 18
3.
106.
Call Back Pay.
Employees ordered back to work shall be granted a minimum of four (4) hours pay at the
applicable rate or shall be paid for all hours actually worked at the applicable rate, whichever is
greater. For employees covered by this Agreement, call-back means being ordered to work in
an emergency, as a witness in a criminal matter, or when ordered for other reasons. Call-back
does not mean continuing duty that does not have a substantial break, court appearances as a
result of off-duty employment or personal reasons.
4.
Special Skills & Duties.
107.
a.
Officer Training Duties. Employees represented by the Association who are

assigned training officer duties shall be paid an additional $3.12 (three dollars
and twelve cents) per hour when such duties are actually performed.
108.
b.
Honor/Color Guard. The City agrees, at the end of each fiscal year, to provide
an annual sum of three hundred dollars ($300) to each represented employee
who has served a minimum of six months during the fiscal year in the Sheriff's
Honor/Color Guard.
c.
Emergency Services. The City agrees, at the end of each fiscal year, to provide
an annual sum of six hundred dollars ($600) to each represented employee who
was assigned to the Emergency Services Unit for a minimum of six months
during the fiscal year. To be entitled to this premium, employees assigned to
the Emergency Services Unit must agree to wear a Department issued pager
while off-duty and to respond immediately when paged. While assigned to this
Unit, employees are not eligible to receive standby pay under Article III.C. of
this Agreement for any service related to the Emergency Services Unit.
5.
109.
Bilingual Premium.
Bilingual pay, in the amount of thirty-five dollars ($35) bi-weekly, shall be paid to members
who have been certified by the Department of Human Resources as having proficiency in
Spanish, Cantonese, Mandarin, Tagalog, sign language for the hearing impaired and Braille for
the visually impaired. Members certified by the Department of Human Resources as having
proficiency in other languages shall, upon the approval of the Sheriff, receive this bilingual
premium.

JULY 1, 2001 JUNE 30, 2003
Page 19
6.
110.
Acting Assignment Pay.

a.
Employees assigned by the Sheriff or his designee to perform a substantial

portion of the duties and responsibilities of a higher classification shall receive
compensation at a higher salary if all of the following conditions are met: (1)
The assignment shall be in writing; (2) The position to which the employee is
assigned must be a budgeted position; and (3) The employee is assigned to
perform the duties of a higher classification for longer than ten (10) consecutive
working days.
111.
Upon written approval by the Sheriff, beginning on the eleventh (11th) day of an
acting assignment under this section and retroactive to the first (1st) day of the
assignment, an employee shall be paid at a step of the established salary
schedule of the higher class which is at least five percent (5%) above the
employees base salary but which does not exceed the maximum step of the
salary schedule of the class to which temporarily assigned. Premiums based on
percent of salary shall be paid at a rate which includes out of class pay.
112.
Requests for classification or reclassification review shall not be governed by

this provision.
113.
b.
Facility Commander Pay. In the absence of a Facility Commander, the senior

Sergeant or Lieutenant on the 2nd watch shall be entitled to a seven and onehalf percent (7.5%) premium over his/her regular rate of pay for that shift. A
Facility Commander shall be considered absent if he/she is away from the
assigned facility for the full shift.
114.
c.
Acting Watch Commander. An 8304 Deputy Sheriff, 8306 Senior Deputy

Sheriff or 8308 Sheriffs Sergeant who is assigned, under Sheriffs Department
rules, to the duties of Acting Watch Commander at Jails #1, 2, 3, 7, 8, 9, Hall
of Justice Courts (in the absence of an 8310), Alternative Program division,
Treasure Island, City Hall Courts, Youth Guidance Center or the 2nd watch at
the General Hospital Security wing, shall be entitled to a seven and one-half
percent (7.5%) premium over his/her normal compensation.
7.
Supervisory Differential.
The Sheriff may adjust the compensation of a supervisory employee whose schedule of
compensation is set herein subject to the following conditions:

JULY 1, 2001 JUNE 30, 2003
Page 20
115.
a.
The supervisor, as part of the regular responsibilities of his/her class, supervises,

directs, is accountable for and is in responsible charge of the work of a
subordinate or subordinates.
116.
b.
The supervisor must actually supervise the technical content of subordinate

work and possess education and/or experience appropriate to the technical
assignment.
117.
c.
The organization is a permanent one approved by the Sheriff, chief

administrative officer, Board or Commission, where applicable, and is a matter
of record based upon review and investigation by the Human Resources
Department.
118.
d.
The classifications of both the supervisor and the subordinate are appropriate to
the organization and have a normal, logical relationship to each other in terms
of their respective duties and levels of responsibility and accountability in the
organization.
119.
e.
The compensation schedule of the supervisor is less than one full step
(approximately 5%) over the compensation schedule, exclusive of extra pay, of
the employee supervised. In determining the compensation schedule of a
classification being paid a flat rate, the flat rate will be converted to a bi-weekly
rate and the compensation schedule the top step of which is closest to the flat
rate so converted shall be deemed to be the compensation schedule of the flat
rate classification.
120.
The adjustment of the compensation schedule of the supervisor shall not exceed
five percent (5%) over the compensation exclusive of extra pay, of the
employee supervised.
121.
f.
If the application of this section adjusts the compensation schedule of an

employee in excess of his/her immediate supervisor, the pay of such immediate
supervisor shall be adjusted to an amount one dollar ($1) bi-weekly in excess of
the base rate of his/her highest paid subordinate, provided that the applicable
conditions of this section are also met.
122.
g.
In no event will the Sheriff approve a supervisory salary adjustment in excess of

two (2) full steps (approximately 10%) over the supervisor's current basic
compensation. If in the following fiscal year a salary inequity continues to exist,
the Sheriff may again review the circumstances and may grant an additional
salary adjustment not to exceed two (2) full steps (approximately 10%).

JULY 1, 2001 JUNE 30, 2003
Page 21
123.
h.
8.
The Sheriff shall review any changes in the conditions or circumstances that
were and are relevant to the request for salary adjustment under this section
either acted upon by or pending before the Human Resources Director.
Other Additional Compensation.
124.
a.
Canine Premium. Member(s) assigned to canine duty shall receive a premium

of $75 biweekly as compensation for the average time authorized and expended
in the exercise, care, feeding, grooming, and training of the assigned canine. In
addition, members shall be reimbursed for canine related expenses in the
amount of $100.00 per month. This reimbursement is non receipted.
125.
b.
Professional Achievement/POST Premium. Bargaining unit members who

possess an intermediate POST certificate shall, upon presenting documentation
to the Department, receive a premium of four (4.0%) percent of their base rate
of pay. Professional achievement pay shall be paid commencing with the first
pay period following said presentation. Employees who possess an advanced
POST certificate shall, upon presentation to the Department, receive a premium
of six (6.0%) percent of their base rate of pay. Deputies hired prior to 1975
shall be entitled to receive either premium if (s)he has met the equivalent
standard for either certificate. This payment shall not be considered "regular"
pay for purposes of overtime.
III.D. OVERTIME COMPENSATION
126.
The Sheriff may require employees to work longer than the regular work day or the regular
work week. Any time worked under proper authorization or suffered to be worked by an
employee, exclusive of part-time employees, in excess of actual paid work on a regular work
day or week shall be designated as overtime and shall be compensated at one-and-one-half (11/2) times the base hourly rate which may include a night differential if applicable; provided that
employees working in classifications that are designated as having a regular work day of less
than eight (8) hours or a regular work week of less than forty (40) hours shall not be entitled to
overtime compensation for work performed in excess of said specified regular hours until they
exceed eight (8) hours per day and forty (40) hours per week, provided further, that employees
working in a flex-time program shall be entitled to overtime compensation as provided herein
when required to work more than eighty (80) hours per payroll period. Overtime shall be
calculated and paid on the basis of the total number of straight-time hours worked in a day and
a week. For the purposes of this section, statutory holidays, in-lieu holidays, and use of
compensatory time off shall be counted as hours worked. Overtime compensation so earned
shall be computed subject to all the provisions and conditions set forth herein.

JULY 1, 2001 JUNE 30, 2003
Page 22
127.
Employees occupying Fair Labor Standards Act (FLSA) exempt (executive, administrative, or
professional) positions shall not be paid for overtime worked but may be granted compensatory
time off.
128.
Employees covered by the FLSA who are required to work overtime shall be paid at a rate of
one and one-half times (1-1/2) the regular base rate, except by mutual agreement an employee
may accrue compensatory time in accordance with the paragraph above.
129.
No later than ten (10) days after receiving the Sheriffs written request to suspend the
mandated compensatory time off provisions for Z designated positions, ERD shall issue its
letter to the appropriate authority.
130.
Upon transfer to another City department or upon separation of employment through

resignation, retirement or termination, a bargaining unit member who is designated non-Z or
whose Z symbol has been waived, shall be entitled to payout of all hours of compensatory
time that the member has earned but not used at the time of transfer or separation, less any
applicable deductions and withholdings. A bargaining unit member who transfers from
Sheriffs Department to another City department shall provide written notice to the Sheriffs
Department, prior to separation from the members classification, of the members desire to
receive payout of all hours of compensatory time available under this section. At the direction
of the Sheriffs Department, an employee shall be required to use compensatory before
transferring from another Department.
III.E. HOLIDAYS AND HOLIDAY PAY

131.
Except when normal operations require, or in an emergency, employees shall not be required to
work on the following days hereby declared to be holidays for such employees:
January 1 (New Year's Day)
the third Monday in January (Martin Luther King, Jr.'s Birthday)
the third Monday in February (President's Day)
the last Monday in May (Memorial Day)
July 4 (Independence Day)
the first Monday in September (Labor Day)
the second Monday in October (Columbus Day)
November 11 (Veteran's Day)
Thanksgiving Day
the day after Thanksgiving
December 25 (Christmas Day)

JULY 1, 2001 JUNE 30, 2003
Page 23
132.
In addition, any day declared to be a holiday by proclamation of the Mayor after such day has
heretofore been declared a holiday by the Governor of the State of California or the President
of the United States.
133.
Provided further, if January 1, July 4, November 11 or December 25 falls on a Sunday, the

Monday following is a holiday.
134.
The City shall accommodate religious belief or observance of employees as required by law.
135.
Three additional floating days off to be taken on days selected by the employee subject to prior
scheduling approval of the Sheriff. Employees (both full-time and part-time) must complete six
(6) months continuous service to establish initial eligibility for the floating days off. Employees
hired on an as-needed, part-time, intermittent or seasonal basis shall not receive the additional
floating days off. Floating days off may not be carried forward from one fiscal year to the next.
No compensation of any kind shall be earned or granted for floating days off not taken.
1.
136.
Employees who have established initial eligibility for floating days off and subsequently separate
from City employment, may at the sole discretion of the appointing authority, be granted those
floating day(s) off to which the separating employee was eligible and had not yet taken off.
2.
137.
Holidays That Fall On A Saturday.
For those employees assigned to a work week of Monday through Friday, and in the event a
legal holiday falls on Saturday, the preceding Friday shall be observed as a holiday; provided,
however, that except where the Governor declares that such preceding Friday shall be a legal
holiday, each department head shall make provision for the staffing of public offices under
his/her jurisdiction on such preceding Friday so that said public offices may serve the public as
provided in Section 7.702 of the Charter. Those employees who work on a Friday which is
observed as a holiday in lieu of a holiday falling on Saturday shall be allowed a day off in lieu
thereof as scheduled by the Sheriff in the current fiscal year. The City shall provide one week's
advance notice to employees scheduled to work on the observed holiday, except in cases of
unforeseen operational needs.
3.
138.
Holiday Pay For Employees Who Separate.
Holiday Compensation For Time Worked.
Employees required by their respective sheriffs to work on any of the above-specified or to

substitute holidays excepting Fridays observed as holidays in-lieu of holidays falling on
Saturday, shall be paid extra compensation of one (1) additional day's pay at time and one-half
(1-1/2) the usual rate in the amount of twelve (12) hours' pay for eight (8) hours worked or a
proportionate amount of less than eight (8) hours worked; provided, however, that at an
JULY 1, 2001 JUNE 30, 2003
Page 24
employee's request and with the approval of the Sheriff, an employee may be granted
compensatory time off in-lieu of paid overtime.
139.
Employees occupying positions which are exempt from the FLSA (executive, administrative
and professional) shall not receive extra compensation for holiday work but may be granted
time off.
4.
Holidays For Employees On Work Schedules Other Than Monday Through Friday.
140.
a.
Employees assigned to seven (7) day-operation departments or employees

working a five (5) day work week other than Monday through Friday shall be
allowed another day off if a holiday falls on one of their regularly scheduled
days off.
141.
b.
Employees whose holidays are changed because of shift rotations shall be

allowed another day off if a legal holiday falls on one of their days off.
142.
c.
Employees required to work on a holiday which falls on a Saturday or Sunday

shall receive holiday compensation for work on that day. Holiday
compensation shall not then be additionally paid for work on the Friday
preceding a Saturday holiday, nor on the Monday following a Sunday holiday.
143.
d.
Subsections b. and c., above , shall apply to part-time employees on a pro-rata

basis. If the provisions of this section deprive an employee of the same number
of holidays that an employee receives who works Monday through Friday,
he/she shall be granted additional days off to equal such number of holidays.
The designation of such days off shall be by mutual agreement of the employee
and the appropriate employer representative. Such days off must be taken
within the fiscal year. In no event shall the provisions of this section result in
such employee receiving more or less holidays than an employee on a Monday
through Friday work schedule.
5.
144.
Holiday Pay For Employees Laid Off.
An employee who is laid off at the close of business the day before a holiday who has worked
not less than five (5) previous consecutive workdays shall be paid for the holiday at their
normal rate of compensation.
6.
Employees Not Eligible For Holiday Compensation.

JULY 1, 2001 JUNE 30, 2003
Page 25
145.
Persons employed for holiday work only, or persons employed on a part-time work schedule
which is less than twenty (20) hours in a bi-weekly pay period, or persons employed on an
intermittent part-time work schedule (not regularly scheduled), or persons employed on asneeded, seasonal or project basis for less than six (6) months continuous service, or persons on
leave without pay status both immediately preceding and immediately following the legal
holiday shall not receive holiday pay.
7.
Part-Time Employees Eligible For Holidays.
146.
Part-time employees who regularly work a minimum of twenty (20) hours in a bi-weekly pay
period shall be entitled to holiday pay on a proportionate basis.
147.
Regular full-time employees are entitled to 8/80 or 1/10 time off when a holiday falls in a biweekly pay period, therefore, part-time employees, as defined in the immediately preceding
paragraph, shall receive a holiday based upon the ratio of 1//10 of the total hours regularly
worked in a bi-weekly pay period. Holiday time off shall be determined by calculating 1/10 of
the hours worked by the part-time employee in the bi-weekly pay period immediately preceding
the pay period in which the holiday falls. The computation of holiday time off shall be rounded
to the nearest hour.
148.
The proportionate amount of holiday time off shall be taken in the same fiscal year in which the
holiday falls. Holiday time off shall be taken at a time mutually agreeable to the employee and
the appropriate employer representative.
8.
In-Lieu Holidays.
149.
a.
Requests for in-lieu holidays shall be made to the appropriate management

representative within thirty (30) days after the holiday is earned and must be
taken within the fiscal year.
150.
b.
In-lieu days will be assigned by the Sheriff or designee if not scheduled in

accordance with the procedures described herein.
151.
c.
A holiday can be carried over into the next fiscal year with the approval of the
Sheriff. If the Sheriff fails to schedule an in-lieu holiday as provided herein, the
holiday credit shall be carried over to the next fiscal year.
III.F. SALARY STEP PLAN AND SALARY ADJUSTMENTS

JULY 1, 2001 JUNE 30, 2003
Page 26
152.
Appointments to positions in the City and County service shall be at the entrance rate
established for the position except as otherwise provided herein.
153.
1.
Promotive Appointment in a Higher Class. An employee following completion of the

probationary period or six (6) months of service, and who is appointed to a position in a
higher classification, deemed to be promotive shall have his/her salary adjusted to that
step in the promotive class as follows:
154.
a.
If the employee is receiving a salary in his/her present classification equal to or

above the entrance step of the promotive class, the employee's salary in the
promotive class shall be adjusted two steps in the compensation schedule over
the salary received in the lower class but not above the maximum of the salary
range of the promotive classification.
155.
b.
If the employee is receiving a salary in his/her present classification which is less

than the entrance step of the salary range of the promotive classification, the
employee shall receive a salary step in the promotive class which is closest to an
adjustment of seven and one-half percent (7.5%) above the salary received in
the class from which promoted. The proper step shall be determined in the biweekly compensation schedule and shall not be above the maximum of the
salary range of the promotive class.
156.
For purpose of this Section, appointment of an employee as defined herein to a position

in any class the salary schedule for which is higher than the salary schedule of the
employee's class shall be deemed promotive.
157.
2.
Non-promotive Appointment. When an employee accepts a non-promotive

appointment in a classification having the same salary schedule, or a lower salary
schedule, the appointee shall enter the new position at that salary step which is the same
as that received in the prior appointment, or if the salary steps do not match, then the
salary step which is immediately in excess of that received in the prior appointment,
provided that such salary shall not exceed the maximum of the salary schedule.
158.
3.
Appointment Above Entrance Rate.

Subject to the Controllers certification of
available funds and procedures to be established by the Department of Human
Resources, appointments may be made by the Sheriff at any step in the compensation
schedule under any of the following conditions:
159.
a.
A former permanent City employee, following resignation with service

satisfactory, is being reappointed to a permanent position in his/her former
classification.

JULY 1, 2001 JUNE 30, 2003
Page 27
160.
b.
Loss of compensation would result if appointee accepts a position at the normal

step.
161.
c.
A severe, easily demonstrated and documented recruiting and retention problem

exists.
162.
d.
The appointee possesses special experience, qualifications, and/or skills that, in

the opinion of the Sheriff, warrant appointment above the entrance rate.
163.
4.
Flat Rate Converted to Salary Range. An employee serving in a class in the prior fiscal
year at a flat rate which flat rate is changed to a compensation schedule number during
the current fiscal year shall be paid on the effective date of such change the step in the
current salary schedule closest to, but not below, the prior flat rate and shall retain the
original anniversary date for future increments, when applicable.
164.
5.
Compensation Upon Reemployment.
165.
a.
Reemployment in Same Classification Following Layoff. An employee who

has acquired permanent status in a position and who is laid off because of lack
of work or funds and is re-employed in the same class after such layoff shall be
paid the salary step attained prior to layoff.
166.
b.
Reemployment in an Intermediate Classification. An employee who has

completed the probationary period in a promotive appointment that is two or
more steps higher in an occupational series than the permanent position from
which promoted and who is subsequently laid off and returned to a position in
an intermediate ranking classification shall receive a salary based upon actual
permanent service in the higher classification, unless such salary is less than the
employee would have been entitled to if promoted directly to the intermediate
classification. Further increments shall be based upon the increment anniversary
date that would have applied in the higher classification.
167.
c.
Reemployment in a Formerly Held Classification. An employee who has

completed the probationary period in an entrance appointment who is laid off
and is returned to a classification formerly held on a permanent basis shall
receive a salary based upon the original appointment date in the classification to
which the employee is returned. An employee who is returned to a
classification not formerly held on a permanent basis shall receive a salary step
in the salary schedule for the classification closest to, but not below, the prior
salary amounts, provided that salary shall not exceed the maximum of the salary
schedule.

JULY 1, 2001 JUNE 30, 2003
Page 28
III.G. METHODS OF CALCULATION

168.
1.
Bi-Weekly. An employee whose compensation is fixed on a bi-weekly basis shall be

paid the bi-weekly salary for his/her position for work performed during the bi-weekly
payroll period. There shall be no compensation for time not worked unless such time
off is authorized time off with pay.
169.
2.
Per Diem or Hourly. An employee whose compensation is fixed on a per diem or

hourly basis shall be paid the daily or hourly rate for work performed during the biweekly payroll period on a bi-weekly pay schedule. There shall be no compensation for
time not worked unless such time off is authorized time off with pay.
170.
3.
Conversion of Annual Rate to Bi-Weekly Rate. When an annual rate of compensation

is converted to bi-weekly rates for payroll purposes and the resulting amount involves a
fraction of a cent, the converted bi-weekly rate shall be adjusted to eliminate such
fraction of a cent on the following basis:
171.
a.
A fraction of less than one-half (1/2) shall be dropped and the amount reduced
to the next full cent.
172.
b.
A fraction of one-half (1/2) or more shall be increased to the next full cent.
III.H. SENIORITY INCREMENTS

Advancement Through Salary Steps
1.
8302 and 8304 Employees
173.
a.
All employees in classification 8302, after completing twelve (12) months in

that classification, shall move to Step 1 of the 8304 salary range.
174.
b.
Effective July 1, 2001, any employee assigned to classifications 8302 or 8304,

Step 1, who has completed eighteen (18) months or more of service shall be
paid at the 8304 Step 2 salary rate.
175.
c.
All employees in classification 8304 will advance to each successive step upon
completion of the one (1) year required service with the following exception. If
the Sheriff agrees that a performance appraisal should be marked lower than
competent and effective, the increment may be withheld at the Sheriff's sole
discretion.

JULY 1, 2001 JUNE 30, 2003
Page 29
176.
d.
2.
Effective July 1, 2002, an additional sixth step will be added to the 8304 salary
range. Employees shall be eligible to advance to the sixth step after completing
twelve months in the fifth step.
Supervisory Ranks (8306-8314 Employees)
177.
a.
Effective, July 1, 2001, all employees in classification 8306 through 8314 shall
be paid at the fifth step of the salary range.
178.
b.
Effective July 1, 2002, an additional sixth step shall be added to the 8306-8314
salary ranges. All employees in classifications 8306 through 8314 shall be paid
at the sixth step.
179.
3.
Date Increment Due. Increments granted in accordance with this section become due
and payable on the next day following completion of required service in the class,
unless otherwise provided herein.
180.
4.
Exceptions. An employee shall not receive a salary adjustment based upon service as
herein provided if he/she has been absent by reason of suspension or on any type of
leave without pay (excluding a military leave) for more than one-sixth (1/6) of the
required service in the anniversary year, provided that such employee shall receive a
salary increment when the aggregate time worked since his/her previous increment
equals or exceeds the service required for the increment, and such increment date shall
be his/her new anniversary date; provided that time spent on approved military leave or
in an appointive or promotive position shall be counted as actual service when
calculating salary increment due dates.
III.I. WORKERS COMPENSATION & RETURN TO WORK

181.
182.
1.
Workers Compensation. An employee who is absent because of an occupational

disability and who is receiving Temporary Disability, Vocational Rehabilitation
Maintenance Allowance, State Disability Insurance, may request that the amount of
disability indemnity payment be supplemented with salary to be charged against the
employees accumulated unused sick leave with pay credit balance at the time of
disability, compensatory time off, or vacation, so as to equal the normal salary the
employee would have earned for the regular work schedule. Use of compensatory time
requires the employees appointing officers approval.
An employee who wishes not to supplement, or who wishes to supplement with
compensatory time or vacation, must submit a written request tot the appointing officer
or designee within seven (7) calendar days following the first date of absence. Disability
JULY 1, 2001 JUNE 30, 2003
Page 30
indemnity payments will be automatically supplemented with sick pay credits (if the
employee has sick pay credits and is eligible to use them) to provide up to the
employees normal salary unless the employee makes an alternative election as provided
in this section.
183.
Employee supplementation of workers compensation payment to equal the full salary

the employee would have earned for the regular work schedule in effect at the
commencement of the workers compensation leave shall be drawn only from an
employees paid leave credits including vacation, sick leave balance, or other paid leave
as available. An employee returning from disability leave will accrue sick leave at the
regular rate and not an accelerated rate.
184.
Salary may be paid on regular time-rolls and charged against the employees sick leave
with pay, vacation, or compensatory time credit balance during any period prior to the
determination of eligibility for disability indemnity payment without requiring a signed
option by the employee.
185.
Sick leave with pay, vacation, or compensatory time credits shall be used to supplement
disability indemnity pay at the minimum rate of one (1) hour units.
186.
The parties agree that this provision clarifies and supercedes any conflicting provision
of the Civil Service Rules which are within the authority of the Board of Supervisors
and subject to bargaining and arbitration pursuant to Charter Section A8.409 et seq.
187.
Entitlements afforded represented employees under Labor Code Section 4850 and
Article II.D.4. of this Agreement shall not be affected by this provision.
188.
2.
Return-To-Work Programs: (1) all deputized duty assignments in the Sheriff's

Department could require physical contact and require physical agility; (2) there are no
light duty assignments; and, (3) deputies returning from disability or sick leave must be
prepared and medically cleared to fully perform the full range of assigned duties.
Exceptions:
189.
a.
Upon written notice from a deputy's physician that in the physician's

professional opinion the deputy will be able to return to full duty within ninety
(90) calendar days, the Sheriff or Undersheriff may authorize the Personnel
Manager to return the deputy to specific duties that are within the deputy's
abilities.

JULY 1, 2001 JUNE 30, 2003
Page 31
190.
b.
In order to maintain Department operations, the Sheriff or Undersheriff may

authorize the resumption of specific duties by management personnel who
medically are not fully capable of performing all job duties.
III.J. STATE DISABILITY INSURANCE (SDI)
191.
Upon certification by the Association that one or more representation units covered by this
Agreement desires to be enrolled in the State Disability Insurance (hereinafter "SDI") program,
the Director, Department of Human Resources, shall take any and all necessary action to enroll
such representation units and all employees therein. The cost of SDI will be paid by the
employee through payroll deduction at a rate established by the State of California Employment
Development Department.
III.K. VACATION
192.
Vacations will be administered pursuant to the Administrative Code, Article II, Sections 16.10
through 16.16.
III.L. HEALTH AND WELFARE
1.
Employee Health Care.
193.
The level of the City's contribution to health benefits will be set in accordance with the
requirements of Charter Sections 8.423 and 8.428.
194.
Effective July 1, 2002, the City shall contribute all of the premium for the employees own
health care benefit coverage for medically single employees (i.e. employees not receiving a
City contribution for dependent health care benefits).
2.
Dependent Health Care Pick-Up.
195.
The City will contribute the greater amount of $225 per month or 75% of the dependent rate
charged by the City to employees for Kaiser coverage at the dependent plus two or more level.
196.
In fiscal year 2001-2002, at the employees option, he or she may elect to receive two hundred
ten dollars ($210) cash pay-out per month in lieu of the dependent care health benefit set forth
above. Employees hired on or after July 1, 2001 shall not be eligible to elect this provision. This
cash pay-out provision shall sunset for all employees hired prior to July 1, 2001 on June 30,
2002.
197.
Effective July 1, 2002, employees appointed to Class 8304 at Steps I, II, III or IV shall receive
a Dependent Care Health Cash-Out Transition Reimbursement of $50 bi-weekly. This
JULY 1, 2001 JUNE 30, 2003
Page 32
reimbursement shall be paid until the employees next step increase after June 30, 2002 or until
January 3, 2003, whichever is sooner. This reimbursement shall not be treated as part of an
employees compensation for the purpose of computing overtime rates, premiums or retirement
benefits. This reimbursement shall begin the pay period following the pay period in which the
Dependent Health Care Cash-Out is discontinued.
3.
198.
The City agrees to maintain dental plan coverage at present levels for the term of this
Agreement.
4.
199.
Dental Coverage.
Contributions While On Unpaid Leave.
As set forth in Administrative Code section 16.701(b), covered employees who are not in
active service for more than twelve (12) weeks, shall be required to pay the Health Service
System for the full premium cost of membership in the Health Service System, unless the
employee shall be on sick leave, workers' compensation, mandatory administrative leave,
approved personal leave following family care leave, disciplinary suspensions or on a layoff
holdover list where the employee verifies they have no alternative coverage.
III.M. RETIREMENT PICK-UP
200.
The City shall continue to pick-up the employeesportion of their retirement contribution at the
current rate.
201.
The aforesaid contributions shall not be considered as a part of an employee's compensation for
the purpose of computing straight-time earnings, compensation for overtime worked, premium
pay, or retirement benefits; nor shall such contributions be taken into account in determining
the level of any other benefit which is a function of our percentage of salary. The City reserves
the right to take said contributions into account for the purpose of salary comparisons with
other employers.
202.
Military Buy-Back Option. Subject to meeting the PERS requirements for military buy-back,
and in compliance with the City Charter, the parties agree that employees may buy-back up to
four (4) years of active duty Federal Armed Services time under the following terms and
conditions: (a) the employee shall pay the full employee share and the full employer share
(expected to rise over the next few years) for the time (s)he bought back based on a rate of
compensation to be determined by PERS; in addition, (b) the employee shall pay interest on
the contribution as determined by PERS.
203.
If through a charter amendment the voters improve safety retirement benefits for members of
the San Francisco Employees Retirement System (SFERS), the City agrees to recommend to
JULY 1, 2001 JUNE 30, 2003
Page 33
the Board of Supervisors that, in accordance with the Government Code, the Citys contract
with PERS be amended to provide a comparable benefit level for employees covered by this
Agreement.
Retirement Seminar Release Time
204.
Subject to development, availability and scheduling by SFERS and PERS, employees shall be
allowed not more than one day during the life of this MOU to attend a pre-retirement planning
seminar sponsored by SFERS or PERS.
205.
Employees must provide at least two-weeks advance notice of their desire to attend a
retirement planning seminar to the appropriate supervisor. An employee shall be released from
work to attend the seminar unless staffing requirements or other Department exigencies require
the employee's attendance at work on the day or days such seminar is scheduled. Release time
shall not be unreasonably withheld.
206.
This section shall not be subject to the grievance procedure.

III.N. LEAVES OF ABSENCE
207.
Those portions of the Civil Service Commission Rules applicable to Leaves, which are
negotiable and arbitrable pursuant to Charter Sections A8.409 et seq., may not be changed
during the term of this Agreement except by mutual consent. Those matters within the
jurisdiction of the Civil Service Commission are not subject to grievance or arbitration.
208.
A copy of the portions of the Civil Service Commission Rules applicable to Leaves which may
not be negotiated or arbitrated is attached as Appendix C.
III.O. USE OF SICK LEAVE WITH PAY CREDITS TO SUPPLEMENT STATE
DISABILITY INSURANCE
209.
Sick leave with pay credits shall be used to supplement State Disability Insurance (SDI) at the
minimum rate in units of one tenth (0.1) hour.
210.
SDI payments to an employee who qualifies and who has accumulated and is eligible to use sick
leave with pay credits shall be supplemented with sick leave with pay credits so that the total of
SDI and sick leave with pay calculated in units of one/tenth (0.1) hour provides up to, but does
not exceed, the regular net salary the employee would have received for the normal work
schedule excluding overtime.

JULY 1, 2001 JUNE 30, 2003
Page 34
211.
An employee who wishes not to supplement, or who wishes to supplement with compensatory
time or vacation, must submit a written request on the prescribed form to the appointing officer
or designee within seven (7) calendar days following the first date of absence.
212.
An employee who supplements SDI, shall earn sick leave with pay credits at the normal rate
only for those hours of sick leave pay credits used.
III.P. PILOT WELLNESS INCENTIVE PROGRAM
213.
The City hereby establishes a pilot "wellness incentive program" to promote workforce
attendance.
214.
Effective July 1, 2002, any full-time employee leaving the employment of the City upon service
or disability retirement may receive payment of a portion of accrued sick leave credits at the
time of separation.
215.
The amount of this payment shall be equal to two-and-one-half percent (2.5%) of accrued sick
leave credits at the time of separation times the number of whole years of continuous
employment times an employee's salary rate, exclusive of premiums or supplements, at the time
of separation. Vested sick leave credits, as set forth under Civil Service Commission Rules,
shall not be included in this computation.
216.
Example of Calculation
Employee A retires with 20 years of service.
Employee A has a sick leave balance of 500 hours.
Employee A has a base salary rate of $25.00 per hour at the time of separation.
Wellness Incentive = 2.5% for each year of service x 20 years of service = 50%
50% x 500 hours = 250 hours.
250 hours x $25.00 (base salary at time of separation) = $6,250.00
217.
The number of hours for which an employee may receive cash payments shall not exceed one
thousand forty (1040) hours, including any vested sick leave.
218.
A wellness incentive bonus payment shall not be considered as part of an employee's

compensation for the purpose of computing retirement benefits.

JULY 1, 2001 JUNE 30, 2003
Page 35
III.Q. VOLUNTEER / PARENTAL RELEASE TIME

219.
Represented employees shall be granted paid release time to attend parent teacher conferences
of four (4) hours per fiscal year (for children in kindergarten or grades 1 to 12).
220.
In addition, an employee who is a parent or who has child rearing responsibilities (including
domestic partners but excluding paid child care workers) of one or more children in
kindergarten or grades 1 to 12 shall be granted unpaid release time of up to forty (40) hours
each fiscal year, not exceeding eight (8) hours in any calendar month of the fiscal year, to
participate in the activities of the school of any child of the employee, providing the employee,
prior to taking the time off, gives reasonable notice of the planned absence. Subject to
minimum staffing requirements, an employee may use vacation, floating holiday hours, or
compensatory time off during the planned absence.

JULY 1, 2001 JUNE 30, 2003
Page 36
ARTICLE IV - WORKING CONDITIONS

IV.A. UNIFORMS AND EQUIPMENT
221.
1.
Uniform Allowance. The City agrees to provide a sum of Eight Hundred ($800)
Dollars on September 1, 2001 and Seven Hundred and Seventy-five ($775) dollars on
September 1, 2002 as a uniform allowance to represented employees who have been
continuously employed in the Sheriff's Department. An employee shall be considered
"continuously employed" if he/she was on duty status cumulatively for ten (10) of the
twelve (12) months immediately preceding September 1 each year of this contract.
Employees who were on duty status less than ten (10) of the twelve (12) months shall
be paid a pro-rata uniform allowance, calculated on a twelve (12) month basis.
However, to receive this allowance, an employee must be in paid status or an approved
leave on September 1.
222.
2.
Ammunition. The City will provide an adequate amount of ammunition per month as
determined by the Sheriff, for each member of the bargaining unit to practice in order to
qualify.

JULY 1, 2001 JUNE 30, 2003
Page 37
ARTICLE V - SCOPE
V.A.
223.
Any provision of this Agreement shall be held invalid by operation of the law or by any court
of competent jurisdiction or if compliance with enforcement of any provision shall be restrained
by any tribunal, the remainder of this Agreement shall not be affected thereby. Upon such
occurrence, and upon the request of either party, the parties agree to meet and confer regarding
the affected provision.
V.B.
224.
SAVINGS CLAUSE.
AMENDMENT OR MODIFICATION.
This Agreement may be amended or modified, but only in writing, upon the mutual consent of
the parties.
V.C.
ZIPPER CLAUSE.
225.
The parties agree that the current Memorandum of Understanding shall continue in full force
and effect for its stated term, and that any successor Departmental Memorandum of
Understanding negotiated during the term of this Agreement will be negotiated as provided in
Section A8.409-3 of the Charter.
226.
Except as may be amended through the procedure provided in Article V.B. above, this
Agreement sets forth the full and entire understanding of the parties regarding the matters
herein.
V.D
227.
DURATION OF AGREEMENT.
This Agreement shall be effective July 1, 2001, and shall remain in full force and effect through
June 30, 2003.

JULY 1, 2001 JUNE 30, 2003
Page 38
IN WITNESS WHEREOF, the parties hereto have executed this Agreement on this
__________________ day of _____________________________, 2001.
FOR THE ASSOCIATION
FOR THE CITY AND COUNTY
___________________________________
ED LIEBERMAN
Business Agent
for the San Francisco Deputy
Sheriffs Association
___________________________________
PHILIP A. GINSBURG
Deputy City Attorney
Chief Negotiator
_____________________________________
DAVE HARDY
President
San Francisco Deputy Sheriffs Association
_____________________________________
ANDREA R. GOURDINE
Director, Department of Human Resources
__________________________________
GEOFF ROTHMAN
Director, Employee Relations Division
APPROVED AS TO FORM:
LOUISE H. RENNE, ESQ.
CITY ATTORNEY
________________________________
Linda R. Ross
Chief Labor Attorney
1998-05-28/C:\PDOXWKS\DSA\Final final DSA CBA.doc

JULY 1, 2001 JUNE 30, 2003
Page 39
APPENDIX A
SHERIFFS DEPARTMENT POLICY, ARTICLE X

JULY 1, 1998 JUNE 30, 2001
APPENDIX B
MINIMUM STAFFING LEVELS FOR COUNTY JAILS AND COURTS

JULY 1, 1998 JUNE 30, 2001
APPENDIX C
CIVIL SERVICE COMMISSION LEAVES OF ABSENCE DEFINITIONS

JULY 1, 1998 JUNE 30, 2001
APPENDIX D
LEAVES OF ABSENCE
(Formerly Civil Service Commission Rule 20)

JULY 1, 1998 JUNE 30, 2001

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Union San Francisco Deputy Sheriffs' Association

City and County of San Francisco

Agency industrial classification (NAICS):

Full text contract begins on following page.

COLLECTIVE BARGAINING AGREEMENT

ARTICLE II - EMPLOYMENT CONDITIONS .......................................................................12

ARTICLE III - PAY, HOURS AND BENEFITS .......................................................................17

Employees Not Eligible For Holiday Compensation. .............................................. 25

ARTICLE IV - WORKING CONDITIONS...............................................................................37

UNIFORMS AND EQUIPMENT........................................................................... 37

ARTICLE V - SCOPE .................................................................................................................38

COLLECTIVE BARGAINING AGREEMENT

COLLECTIVE BARGAINING AGREEMENT

OBJECTIVE OF THE CITY

COLLECTIVE BARGAINING AGREEMENT

Upon notification of an appropriate management person, stewards, subject to

COLLECTIVE BARGAINING AGREEMENT

Definition. A grievance is defined as an allegation by an employee, a group of

All Civil Service Commission carve-outs, as described in Charter section

Performance evaluations, provided however, that employees shall be entitled to

All other issues shall be initiated at Step 1.

Step 2. A grievant dissatisfied with the facility or division commander's

For Contract Interpretation grievances only. A grievant dissatisfied

For Disciplinary Grievances only. The Association dissatisfied with

Step 4 --- Arbitration for Contractual Interpretation grievances only. If the

Expedited Arbitration. By written mutual agreement entered into before or during

COLLECTIVE BARGAINING AGREEMENT

Proceeding. No briefs will be used in Expedited Arbitration. Testimony and

COLLECTIVE BARGAINING AGREEMENT

The Discipline Process. The imposition of discipline shall be governed by Department

COLLECTIVE BARGAINING AGREEMENT

COLLECTIVE BARGAINING AGREEMENT

Election. The Association has requested, in writing, an election on the issue,

New Employees. The Association requests, in writing, an agency shop be

Religious Exemption. Any employee of the City in a classification identified in Article

BULLETIN BOARDS / UNION ACCESS / GENERAL INFORMATION

COLLECTIVE BARGAINING AGREEMENT

ARTICLE II - EMPLOYMENT CONDITIONS

AMERICANS WITH DISABILITIES ACT

COLLECTIVE BARGAINING AGREEMENT

Effects of Reclassification. Upon approval of the reclassification of an existing

Transfer of Work between Bargaining Units/Incidental Employee Work

The incidental assignment of out of class duties shall be subject to this

Reorganization. The parties recognize and agree that the reorganization of

As awarded by arbitration, all 8302 employees, after completing 12 months in

COLLECTIVE BARGAINING AGREEMENT

Assignment of functions. Without limitation to the Sheriffs discretion to make

any of the functions now performed or to be performed by appointees within

the intake, processing, housing, release, and transportation of prisoners

the availability of training in the aforesaid functions as certified by the

the quality of service to be provided by the Sheriffs Department; and,

bargaining unit work performed prior to 1986.

COLLECTIVE BARGAINING AGREEMENT

The parties incorporate by reference as if fully set forth Administration Code

PERSONNEL FILES AND OTHER PERSONNEL MATTERS

COLLECTIVE BARGAINING AGREEMENT

ARTICLE III - PAY, HOURS AND BENEFITS