Agda Pkt 2025.03.10 Joint SA PFA

Browse Search

Page 6 of 13 City of Redwood City 1017 Middlefield Road, Redwood City, CA. 94063 Tel: 650-780-7000 www.redwoodcity.org Out of Class Pay: The Tentative Agreement adds Out of Class Pay in the amount of 5% for employees who are assigned in writing by their supervisor in advance to perform work outside of their classification, and to simultaneously continue to perform some or all of their regular duties in addition to the duties of the higher classification. Out-of-Class pay is dependent on advance supervisor approval and based on the sole discretion of the supervisor. For overtime eligible employees, overtime earned in Out-Of-Class Pay status will be paid at the Out-Of-Class Pay rate. EDUCATION EXPENSE REIMBURSEMENT The Tentative Agreement permits use of $750 of the $2,000 per fiscal year existing Educational Expense Reimbursement to be used for personal well-being activities such as fitness and gym membership fees, on an ongoing basis. VACATION CASH OUT The Tentative Agreement permits annual vacation cash out subject to the employee’s irrevocable election in the prior year, not to exceed caps based on an employee’s vacation accrual level as follows: • Employees with an annual accrual rate of 80 hours per year may elect to cash-out up to 20 hours of accrued and unused vacation. • Employees with an annual accrual rate of 120 hours may elect to cash-out up to 40 hours. • Employees with an annual accrual rate of 160 hours may elect to cash-out up to 80 hours. • Employees with an annual accrual rate of 180 hours may elect to cash-out up to 100 hours. • Employees with an annual accrual rate of 200 hours may elect to cash-out up 120 hours of accrued and unused vacation. An employee must have a minimum of 80 hours of accrued vacation at the time of election in order to be eligible. An employee must utilize a minimum of 80 hours of vacation during the calendar year in which leave is accrued. An employee must have at least 80 hours of vacation leave remaining after the cash-out is completed. In the event that the amount of vacation to be cashed out would leave less than 80 hours in the employee’s remaining accrued leave bank, the cash-out amount will be reduced by the amount necessary in order to retain the minimum 80-hour bank. ADMINISTRATIVE HOLIDAYS The Tentative Agreement provides that effective the first full pay period following City Council approval of the successor MOU in 2025, administrative holidays will be increased from two to three days per year. SICK LEAVE The Tentative Agreement updates eligible reasons for sick leave usage to comply with California sick leave legal requirements. SICK LEAVE CASH OUT The Tentative Agreement provides for the following: Current employees hired prior to the date on which this MOU is approved by the City Council in 2025 and who are assigned to work a forty (40) hour work week may make an irrevocable election on or before December 31st of the prior year to cash out up to 48 hours of sick leave accrued in the following calendar year and cashed out at their base rate of pay. Employees must retain at least 80 hours (2 full weeks) of sick leave after the cash out. Employees hired on or after the date on which this MOU is approved by the City Council in 2025 may make an irrevocable election on or before December 31st of the prior year to cash out up to 24 hours of sick leave to be accrued in the following calendar year and cashed out at their base rate of pay. Employees must retain at least 80 hours (2 full weeks) of sick leave after the cash out. 6.I. - Page 6 of 119 420