HomeMy WebLinkAboutCity Council Resolution 23-038, SEA MOURESOLUTION NO. 23-038
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SARATOGA
ADOPTING MEMORANDUM OF UNDERSTANDING FOR THE "SEA"
(SARATOGA EMPLOYEE ASSOCIATION) DULY 11 2023 TO JUNE 30, 2025
WHEREAS, representatives of the City and the SEA have reached agreement on matters
relating to the employment conditions of said employees, as reflected by the written Tentative
Agreement for the Memorandum of Understanding; and
WHEREAS, the Tentative Agreement for the Memorandum of Understanding was ratified
by the SEA membership on April 27, 2023 and presented to the City Council on May 17, 2023;
and
WHEREAS, this Council finds that the terms and conditions contained in said Tentative
Agreement for the Memorandum of Understanding fair and proper and in the best interest of the
City.
NOW, THEREFORE BE IT RESOLVED, by the City Council of the City of Saratoga the terms
and conditions contained in said Tentative Agreement for the Memorandum of Understanding for
the "SEA" July 1, 2023 to June 30, 2025 are hereby ratified and adopted as the Memorandum of
Understanding.
The above and foregoing resolution was passed and adopted at a regular meeting of the Saratoga
City Council held on the 17th day of May 2023 by the following vote:
AYES: COUNCIL MEMBERS AFTAB, PAGE, WALIA, VICE MAYOR ZHAO,
MAYOR FITZSIMMONS
NOES: NONE
ABSENT: NONE
ABSTAIN: NONE
oo
Kookie Fitzsimmons, Mayor
ATTEST:
Britt Avrit, MMC, City Clerk
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MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SARATOGA AND SEA (2023-2025)
NOTE: City of Saratoga Preliminary Explanation of Proposal (this paragraph will be removed
from final MOU after ratification).
This proposal includes a package proposal on economics and total compensation (wages and
benefits). If any part of this package proposal is rejected by SEA, the City reserves the right to
withdraw or revise any part of the package proposal.
The package proposal is proposed to be effective on the later date of (1) July 1, 2023, or (2) the
pay period following the pay period in which the MOU is ratified by City Council. The City
Council will only consider ratifying MOU after SEA has already ratified it. There will be no
retroactive salary increase if ratification occurs after July 1, 2023.
PROPOSED TENTATIVE AGREEMENT
MEMORANDUM OF UNDERSTANDING
BETWEEN CITY OF SARATOGA
AND
SARATOGA EMPLOYEE ASSOCIATION (SEA)
JULY 1, 2023 TO JUNE 30, 2025
L INTRODUCTION
This Memorandum of Understanding (MOU), or "AGREEMENT", dated July 1, 2023, is between
the City of Saratoga through its designated representatives, hereinafter referred to as "CITY" and
the Saratoga Employees Association (SEA), hereinafter referred to as "SEA."
This MOU complies with the provisions of the Meyers-Milias-Brown Act, as contained in Section
3500, et seq., of the Government Code of the State of California in that the employer -employee
representatives noted herein did meet in good faith and did reach an understanding on those
matters within the scope of representation.
II. GENERAL CONDITIONS
A. Total Agreement
This Agreement sets forth the full and entire understanding of the parties for the period
beginning July 1, 2023, and continuing through June 30, 2025. This Agreement shall remain in
effect until a new Agreement is signed by both parties. This Agreement supersedes any prior
understandings, representations, agreements or promises of any kind, whether written, oral,
express, or implied between the parties (including all prior Memoranda of Understanding)
with respect to the subject matter of the Agreement. No verbal statement or other amendments,
except an amendment mutually agreed upon between the parties and in writing attached to this
Agreement designated as an amendment to this Agreement, shall supersede or vary the
provisions in this Agreement. If any provision of this Agreement is adjudged to be void or
unenforceable, the remainder of the Agreement shall nevertheless remain in effect.
Except as specifically provided in this Agreement, it is agreed and understood that the SEA
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MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SARATOGA AND SEA (2023-2025)
waives its right and agrees that the CITY shall not be required to negotiate with respect to any
subject or matter covered in this Agreement or with respect to any other matters within the
scope of negotiations during the term of this Agreement.
The waiver of any breach, term, or condition of this Agreement by either party shall not
constitute a precedent in the future enforcement of all its terms and provisions.
B. City Council Approval
City Council approved the terms of this MOU incorporated in Resolution No. 23-- adopted
on , 2023 , .
C. Validity of Memorandum
Should any article, section, or portion of this Agreement be held unlawful and unenforceable
by any court of competent jurisdiction, the court's decision shall only apply to the specific
article, section, or portion of this Agreement directly specified in the decision, and the
remainder of this Agreement shall not be affected by the decision.
D. CITY Rights
The CITY reserves, retains, and is vested with any management rights not expressly granted to
the SEA by this Agreement. These CITY rights include but are not limited to the right to:
1. Determine and modify the organization of City government and its constituent work units;
2. Determine the nature, standard, levels, and mode of delivery of City services;
3. Determine the methods, means, number, and kind of personnel by which City services are
provided;
4. Determine the procedures and standards for selection for employment and promotions;
5. Establish employee performance standards including, but not limited to, quality standards,
and to require compliance with those standards;
6. Discharge, suspend, demote, reprimand, withhold salary increases and benefits, or
otherwise discipline employees in accordance with applicable laws, the Saratoga
Municipal Code, Personnel Rules and Administrative Policies; and
7. Relieve employees from duty because of lack of work or lack of funds, or for inability to
perform the job as required, subject to the Personnel Rules and Policies.
E. Meyers-Milias-Brown Act (MMBA)
Nothing in this Article shall relieve the CITY of its obligation to meet and confer on the
impact of the exercise of those rights, which are mandatory subjects of bargaining under the
Meyers-Milias-Brown Act.
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MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SARATOGA AND SEA (2023-2025)
III. 7-STEP RANGE TABLE PAY PLAN AND COST OF LIVING ADMINISTRATION
NOTE: This language has already sunset as of 7/31/22, so it is being removed from the contract.
(This paragraph will be removed from final MOU after ratification).
Even though the Personnel Rules currently provide for a salary survey and wage adjustment every
other year, that salary survey and related wage adjustment will not apply to and will not occur for SEA
unit members, unless SEA and the City agree to a provision in a future contract after June 30, 2025.
A. 7-Step Range Table Pay Plan and Annual Cost of Living Adjustment
The package proposal is proposed to be effective on the later of (1) July 1, 2023 or (2) the
pay period following the pay period in which the MOU is ratified by City Council. (Council
will only consider ratifying the MOU after SEA has already ratified it). There will be no
retroactive salary increases if ratification occurs after July 1, 2023.
If ratified before July 1, 2023:
Effective in the first full pay period that begins after July 1, 2023, each SEA member shall
receive a cost -of -living adjustment (COLA) percentage wage increase based upon the
annual average for the 12-month period of January to December 2022 of the U.S. Department
of Labor, Bureau of Labor Statistics, "All Urban Consumers (CPI-U)" for the "San Francisco -
Oakland -Hayward" region, which is 5.6%.
Effective in the first full pay period that begins after July 1, 2024, each SEA member shall
receive a cost -of -living adjustment (COLA) percentage wage increase of 2.39%.
This provision on COLA is expressly agreed to terminate and sunset in its entirety on June
30, 2025, and will not continue in effect for future contracts, unless an express ratified
agreement continues this in effect.
See Exhibit A for the fiscal year 2023-24 7-step range table pay plan
B. Compensation
Pqy: Employees occupying a position in a classification covered by this MOU shall be paid
a base salary (exempt FLSA status) or hourly rate of pay (non-exempt FLSA status) within
the range established for that position's classification.
Placement Within 7-Step Range Table: The CITY will determine placement consistent with
the Personnel Rules and Policies.
Progression Within 7-Step Range Table: Each employee will be eligible to receive a salary
increase to the next higher step within the range of their assigned classification upon the
employee's anniversary date (anniversary date means an annual increment after an original
start date of employment, reclassification, promotion, or demotion).
Eligibility for Progression within 7-Step Range: All regular and eligible employees (with
reference to the paragraph immediate above) will be evaluated on an anniversary basis and
will advance in their pay range based on anniversary performance evaluation results during
the one-year anniversary step increment portion of the pay range table (Steps 1-5).
While employee is progressing within Steps 1-5, increases in pay shall be contingent upon
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MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SARATOGA AND SEA (2023-2025)
a satisfactory anniversary evaluation of the employee's performance and shall require
recommendation of the Department Director. In the case that an employee receives a
cumulative rating of less than "meets expectations" on the anniversary performance
evaluation, the employee will not receive a pay increase other than an approved and
budgeted cost -of -living increase in accordance with Article III.7-Step Range Table Pay
Plan and Cost of Living Administration, Section A. Cost of Living Adjustment. An
employee who is denied an increase in pay may discuss such denial with his/her
Department Director and the City Manager (or his/her designee). The decision of the City
Manager (or his/her designee) shall be final.
An employee who has received a cumulative rating of meets expectations or greater during
the anniversary employee performance evaluation will be eligible to receive a pay increase
of five percent (5%) (1 step) above their existing pay while progressing from Step 1 to
Step 5.
The employee shall advance to Step 6 after four (4) years of satisfactory service in the same
classification at Step 5, contingent on the recommendation of the Department Director.
The employee shall advance to Step 7, the top of the range, after another four (4) years of
satisfactory service in the same classification at Step 6, contingent on the recommendation
of the Department Director.
Negotiated Increases -- All negotiated pay increases shall apply at all steps in the range,
including applying to an employee who is receiving the multi -year 5% steps (Step 6 and
Step 7).
Promotion: Promotion is the movement of an employee from one classification to another
classification having a higher salary range. At the time an employee is promoted, his or her
salary shall be adjusted as follows:
If the first step in the salary range for the employee's new position is at least five percent (5%)
greater than the employee's current salary range, the employee shall be moved to the first step
of the new salary range.
If the first step in the salary range for the employee's new position is less than five percent
(5%) greater than the employee's current salary range, the employee shall be moved to the step
which would provide, at a minimum, a five percent (5%) increase in salary.
If no step in the salary range for the new position would provide the employee with at least a
five percent (5%) salary adjustment, the employee shall be moved to Step 5 of the new salary
range.
All promotional appointments shall be subject to a probationary period of one year. During the
probationary period, a supervisor may evaluate an employee at any time. Upon successful
completion of the twelve-month probationary period, a written evaluation will be prepared. At
the completion of a successful probationary period, the employee shall be granted regular
employment status and may advance in his/her salary range as part of the anniversary
evaluation process.
If it is determined through employee performance evaluation that an employee subject to a
promotional appointment does not pass probation, the probationary employee shall be
reinstated to the position from which he or she was promoted provided that position is
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MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SARATOGA AND SEA (2023-2025)
vacant and funded and provided that the employee subject to not passing probation did not
violate the Personnel Rules and Policies' list of causes for discipline (except that an
employee who has unsatisfactory job performance based on lack of knowledge, skills, and
abilities required of the higher classification will be allowed reinstateunent.to the lower
classification if the conditions are met.) If no vacancy exists, the employee may ask to be
placed on a re-employment list.
C. Anniversary Employee Evaluations
The CITY administers an anniversary employee evaluation process. The process includes a
voluntary self -evaluation prepared by the employee and a performance evaluation prepared
by the employee's supervisor/manager. Ratings on the Performance Evaluation are tied to
the competency progression scale 50-100: 50 Unsatisfactory; 60,62,64,66,68
Approaching Expectations; 70,72,74,76,78 Meets Expectations; 80,82,84,86,88 Meets &
Exceeds Expectations; 90,92,94,96,98,100 Meritorious/Outstanding.
The employee is rated on his/her performance in up to eight (8) categories:
• Customer Service • Teamwork • Job/Functional Skills
• Accountability • Initiative • Communication
• Flexibility/Adaptability and Change • Supervision, if applicable
The employee receives an overall score based upon individual ratings received under each
category. An employee who has received a cumulative rating of 70 points or greater during
the anniversary employee performance evaluation will be eligible to receive a pay increase
of five percent (5%) (1 step) above their existing pay until the employee reaches Step 5.
The employee shall advance to Step 6 after four (4) years of satisfactory service in the same
classification at Step 5, contingent on the recommendation of the Department Director.
The employee shall advance to Step 7, the top of the range, after another four (4) years of
satisfactory service in the same classification at Step 6, contingent on the recommendation
of the Department Director.
IV. WORKING CONDITIONS
The CITY will continue to operate on a 9/80 work schedule to be determined by the City
Manager and Directors where a full-time work week constitutes forty (40) hours within seven
consecutive 24-hour workdays, also defined as one hundred sixty-eight (168) hours. Employees
on a 9/80 schedule are scheduled to work eight (8) nine -hour days, one (1) eight -hour day and
have one (1) day off every two weeks. An employee's second workweek begins in the fifth
hour of the employee's 9-hour workday (Monday) following the off -Friday.
For example, the standard 9/80 work schedule for most SEA members is as follows:
NOTE: The edits in red below reflect the 2021 payroll realignment; this sentence will be
removed from final MOU after ratification.
Sunday
Monday
Tuesday
Wednesday
Thu sday
Friday
Saturda
Off
9
9
9
9
Off
Off
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MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SARATOGA AND SEA (2023-2025)
Off
4 (end)
9
9
9
8
Off
5 (start)
Off
9
9
9
9
Off
Off
Off
4 (end)
9
9
9
8
Off
5 (start)
Written Authorization signed by the City Manager is required for a work schedule arrangement
different from the standard 9/80 schedule. The written authorization must be filed with the
Human Resource and Payroll Divisions. Fridays when the CITY is not open for business are
referenced as "off -Fridays." The work period (pay period) is the period encompassing two
consecutive work weeks.
A holiday furlough will exist whereby the CITY operations are closed from December 24
through January 1 of every year. Employees shall utilize their available balances (earned paid
time off or earned compensatory time), if applicable. Employees that utilize unpaid leave due to
an insufficient leave balance shall maintain regular benefit status. Employees may not utilize
unpaid leave prior to exhausting their available balances, except with prior written
authorization signed by the City Manager.
V. OVERTIME WORK
Those employees eligible through the Fair Labor Standards Act for overtime shall receive it
according to the law:
(1) Overtime for all eligible SEA members shall be defined as any time worked beyond the
standard work week as described above. The 9/80 work schedule may not be used in any
application that requires entitlement to FLSA overtime as the CITY and SEA agree to the
9/80 work schedule;
(2) Overtime compensation shall be computed at one -and -a -half times the employee's regular
rate of pay for hours worked over 40 hours in one workweek; Overtime is paid only for
hours worked beyond 40 hours in a week, not hours paid.
All employee overtime must be preapproved in advance of the employee working overtime
and in writing by the Department Head. The employee's written authorization to work
overtime is required to be turned in with the employee's time sheet for each pay period.
VI. STANDBY PAY
Non-exempt employees may be assigned to standby duty as determined and as assigned in
advance by the City Manager or Department Head. Employees assigned to standby duty must
report for duty within one hour of notification and be able to perform the duties as assigned.
Employees assigned to standby duty will be issued City cell phones and must answer telephone
calls. Employees are compensated $50.00 for each weeknight, defined as from the end of the
employee's work day's shift to the beginning of the next day's shift, and $100.00 per day for
each weekend, defined as the end of the employee's workday on Thursday of an off -Friday
week or Friday of an on -Friday week to the beginning of the next workday (off -Friday,
Saturday, Sunday), or holiday assigned to standby status, unless an employee's regularly
scheduled workday includes an off -Friday, Saturday, or Sunday.
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MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SARATOGA AND SEA (2023-2025)
VII. CALL OUT PAY
Non-exempt employees who are called out to perform work of an emergency nature after the
employee's regularly scheduled workday are compensated for a minimum of three (3) hours for
each occurrence at one and one-half (1.5) times the employee's regular hourly rate of pay.
Employees will be compensated from the time they leave their residence until their direct return
home after being released from the assignment. A second call out while responding to the first
does not restart the clock. For example, if an employee is responding to a call out that begins at
2 p.m. and receives a second call at 2:15 p.m., and both calls are addressed, and the employee is
home by 3 p.m., both calls are within the three-hour minimum.
Vill. DIFFERENTIAL FOR SPLIT SHIFT
SEA members in the Facilities Maintenance classification shall receive an additional $50.00 for
each day when required to work a split shift. A split shift means a work schedule that is interrupted
by non -paid and non -working periods of more than one hour scheduled by the City other than rest
or meal periods. For example, if the City scheduled a Facilities Maintenance employee to work
from 8 to 11 a.m. and again the same day from 2 to 7 p.m., the break of more than one -hour mid-
day is a split shift.
X. BENEFITS
A. Health and Dental — In -Lieu Payments
An employee who completes and submits required documents (1) to prove that the
employee has other health insurance coverage and (2) to waive City -provided health
insurance coverage will receive a payment per month of $400.00 as additional taxable
wages.
The employee must complete and submit any required documents and provide proof of other
health insurance coverage during open enrollment (in or around October) to be eligible for the
cash -in -lieu payment beginning the following January 1.
Only qualifying events as defined by law allow employees to make a change to their health,
dental, and/or in -lieu enrollment elections during the year (outside of the annual open
enrollment period).
Any employee who declines to accept coverage in the Dental Plan, evidenced by signing a
waiver form, shall receive a monthly in -lieu payment of $25.00 as additional taxable wages.
B. Health Premium Contributions
The City's contributions for medical insurance are inclusive of the City's payment of the
statutory minimum Public Employees' Medical and Hospital Care Act (PEMHCA)
contribution, which are set by California Public Employees' Retirement System (CalPERS)
Health Program, and which may change from time to time. The PEMHCA minimum
contribution for calendar year 2023 is $151.00 per month. This amount is established
annually by Ca1PERS and is the minimum amount the City must pay on behalf of eligible
employees for medical insurance based on the PEMHCA law.
In addition to the PEMHCA minimum contribution, the City shall provide additional
contributions to eligible active employees to offset the cost of participation in the City
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MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SARATOGA AND SEA (2023-2025)
sponsored medical benefits available through an Internal Revenue Code Section 125
cafeteria plan (Additional Contribution). The additional contribution is based on the
employee's medical plan participation level. The PEMHCA Minimum Contribution, when
added to the Additional Contribution, will equal the City's total monthly contribution
toward an employee's medical election (Total Contribution). The City pay all
administrative fees imposed by benefit providers.
In accordance with PEMCHA Health Benefits, eligible retirees shall receive the PEMCHA
Minimum Contribution as equal to and no greater than the statutory minimum required by
law, if they elect to continue health insurance benefits with Ca1PERS after they retire from
Saratoga. The PEMHCA minimum contribution for calendar year 2023 is $151.00 per
month. Retirees pay the remaining balance of the health insurance premium.
Effective January 1, 2023, the City will provide a monthly health insurance contribution for
each employee's selected level of coverage as follows in the chart below:
Employee
I Employee Plus One
Employee Plus Two(Family)
$917.00
1$1,835.00
$2,386.00
Effective January 1, 2024, the City's monthly health insurance contribution (Total
Contribution) will be adjusted annually for each employee's selected level of coverage and
will be based upon the COLA percentage in III.A. based on the preceding year, subject to
the annual maximum caps.
The COLA percentage in III.A. effective 7/1/23 sets the percent (%) increase in City
contribution (Total Contribution) in 2024, and the COLA percentage effective 7/1/24 sets
the percent (%) increase in City contribution in 2025.
The percentage COLA increase specified in III.A. will be applied to the City's Total
Contribution, subject to the annual maximum caps.
The adjusted City contribution for each level of coverage for the next calendar year will be
provided to the employees prior to the beginning of open enrollment period and become
effective on January 1 of each year.
The cost of the employee -selected plan that exceeds the City -paid contribution amount will
be paid by the employee via payroll deduction, pre-tax.
C. Dental Premium Contributions
The City contributes 100% of the dental premium for regular, full-time employees.
D. Deferred Compensation (457 Plan)
The CITY provides employees the opportunity to contribute toward an IRS Section 457
deferred compensation plan. Employees may contribute an amount up to a federally
mandated maximum per calendar year on a pre-tax basis.
If ratified by both parties before July 1, 2023, effective July 1, 2023, the City will
contribute $50.00 per month to the employee's 457 Plan, which does not require the
employee match that amount. In addition, the City will contribute up to $100.00 per month
to the employee's 457 Plan, matching the employee's contribution of up to $100.00. This
provision is expressly agreed to terminate and sunset in its entirety as of June 30, 2025, and
will not continue in effect for future contracts, unless an expressly ratified agreement
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MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SARATOGA AND SEA (2023-2025)
continues this in effect.
E. Life and Accidental Death Insurance
The CITY provides $100,000 of life and accidental death and dismemberment insurance for
all employees effective as soon after July 1, 2023 as the coverage can be established. Coverage
shall begin on the first day of the month following date of hire and ends on the date of
separation. Employees may purchase additional life insurance for themselves and/or their
dependents; however, availability of additional insurance is subject to the group carrier's
requirements.
F. Administrative Leave
Administrative Leave is compensated time off given to regular, full-time exempt employees
of the CITY. This leave shall be taken in a manner consistent with Paid Time Off (PTO).
Use of administrative leave is a privilege and is provided in recognition that CITY projects
often require employees to devote whatever hours are necessary, irrespective of a regular
scheduled workweek, to fulfill the obligations of the job.
CITY shall grant SEA members in exempt classifications, on a fiscal year basis, twenty (20)
hours of administrative leave. Such leave shall be taken in a manner consistent with the use of
PTO. Administrative leave cannot be carried over from year to year and must be used by June
30 of the fiscal year in which it was accrued. Administrative Leave must be exhausted prior
to using PTO.
CITY shall grant SEA members in the exempt classification of Senior Planner, on a fiscal year
basis, an additional (20) hours of administrative leave for a total of (40) hours of
administrative leave. Such leave shall be taken in a manner consistent with the use of PTO.
Administrative leave cannot be carried over from year to year and must be used by June 30 of
the fiscal year in which it was accrued. Administrative Leave must be exhausted prior to
using PTO.
Administrative Leave Timecard Reporting: Administrative Leave must be taken by
exempt employees in increments of (1) hour or more in a workday (29 CFR 541.710). For
example, when the employee leaves work one hour early to take care of personal business.
G. Paid Time Off (PTO)
PTO Cash -Out Requirement Effective only for Calendar Year 2023:
A PTO Cash -Out will not be made other than at the time of termination, except for the
required PTO cash -out plan for 2023 described as follows:
Effective July 1, 2023, for calendar year 2023 only, each employee's PTO hours that are
accrued that exceed 350 hours of PTO as of December 31, 2023, and that are not scheduled
to be used by December 31, 2023, will be paid out on the last payday of December 2023.
This provision is effective July 1, 2023, and is expressly agreed to terminate and sunset in
its entirety as of December 31, 2023, and will not continue in effect for future contracts,
unless an express ratified agreement continues this in effect. The following provision for
2024 supersedes this 2023 provision.
PTO Cash -Out Option Effective Calendar Year 2024:
A PTO Cash -Out Option will not be made other than at the time of termination, except for
the optional PTO cash -out plan described as follows:
W
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MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SARATOGA AND SEA (2023-2025)
Effective for cash out of PTO beginning in calendar year 2024, if an employee has used the
required minimum of 80 accrued hours of PTO in the current calendar year ("year 1 "), the
employee is eligible to cash out up to the maximum number of hours of PTO that is the
employee's annual PTO accrual rate as of 12/31 of year 1 (with that PTO actually being
earned and accrued in the following calendar year - "year 2") if, by December 31 of year I
(which means the first election is by 12/31/23), the employee makes an irrevocable election
to cash out some or all of year 2's PTO accrual. The elected cashed -out PTO will be paid in
year 2 in the first full pay period of December. An employee must maintain a minimum
balance of 200 hours of accrued PTO after the cash out.
For example, if (1) an employee uses 80 or more accrued hours of PTO in 2023 (year 1), (2)
the employee has 200 or more accrued hours of PTO by 12/31/23 (so the minimum accrued
PTO balance remains 200 hours or more after the cash out is paid in 2024), and (3) the
employee will accrue 160 PTO hours in 2023 (year 1), then the employee can make an
irrevocable election by 12/1/23 to cash out up to 160 PTO hours that will be earned in 2024
(year 2), which will be paid on or before 12/31/24.
Payment of any amount of cashed out PTO is income and subject to federal and state tax
withholdings and deductions.
PTO Accruals:
Effective September 1, 2011, the PTO accrual cap of 600 hours in the Personnel Rules will
be enforced. Under no circumstances can an employee accrue more than the accrual PTO
cap at any point in time. Once an employee reaches the accrual cap, no additional PTO will
accrue until the employee uses his or her accrued PTO and reduces the balance to less than
the accrual cap. Thereafter, PTO benefits will continue to accrue on a prospective basis
only until the employee reaches the cap. No retroactive credit will be given for the time
when accrued PTO was at the cap.
PTO Timecard Reportine: PTO must be taken by exempt employees in increments of one
hour or more in a workday. For example, when the employee leaves work one hour early to
take care of personal business. PTO must be taken by non-exempt employees in increments
of .25-hour (15 minutes) or more in a workday. For example, when the employee leaves
work 1.25 hour early to take care of personal business.
XI. CONFIDENTIAL EMPLOYEES
The CITY may designate certain employees as "Confidential." Confidential employees are privy
to management decisions and related confidential information regarding employer/employee
relations. Confidential employees assigned to the positions listed below shall be restricted from
representing SEA on matters within the scope of representation.
Effective on the date of this agreement, employees occupying the following positions are
designated as "Confidential":
Position List
Executive Assistant
Accounting Technician and Senior
Accountant I/11
Administrative Analyst 1/II
10
Department
City Manager's Department
Administrative Services Department
Administrative Services Department
Administrative Services Department
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Effective 7/1/23, the parties agree that the two positions of IT Manager and Facility
Maintenance Manager are to be removed from the SEA Unit to the unrepresented unit.
XII. RETIREMENT (PERS)
The CITY is a contracting agency of the California Public Employees Retirement System (PERS).
Regular employees become members immediately upon employment and become vested after five
years of full-time service.
Tier 1: CalPERS Retirement Plan of 2%@55 for Employees Hired Before July 1 2011: The
CITY, through its contract with PERS, provides for retirement benefits for any employee hired
before July 1, 2011 as defined by the 2%@55 retirement plan formula (contract effective date:
September 1, 1999). The City's 2%@55 contract with PERS includes Government Code 20042 —
the final compensation is the average full-time monthly pay rate for the highest 12 consecutive
months.
Effective September 1, 2011, each employee covered by the 2%@55 retirement plan formula
will pay 7% of the employee's compensation on a pre-tax basis.
Tier 2: Ca1PERS Retirement Plan of 2%0,60 for Employees Hired July 1 2011 through
December 31, 2012: Each employee covered by the 2%@60 plan will pay 7% of the
employee's compensation on a pre-tax basis.
Tier 3: New Hire CalPERS Retirement Plan for Employees Hired January 1 2013 and After: Any
employee hired on or after January 1, 2013, who does not meet the exceptions as specified in state
law to be a "classic" member of PERS, will receive the following 3rd tier retirement option:
a) A retirement plan of 2% at 62 as required by state law (PEPRA).
b) Each employee will pay on a pre-tax basis 100% of the employee's contribution as determined
by PERS toward the CalPERS 2%@62 retirement plan.
An employee hired after January 1, 2013 who meets an exception under state law to be a "classic"
member of PERS will receive the second -tier plan of 2% at 60 noted above.
XIII. LAUNDRY ALLOWANCE AND UNIFORMS
This entire Article applies only to each regular full-time employee who wears a City -provided
uniform of shirts and outerwear on a daily basis in the following positions:
• Facilities Maintenance Worker I/II/III, Lead
• Building Inspectors
• Code Compliance Officer
Each such employee shall receive an allowance of $50 per fiscal year for the laundering of the
uniform items.
Three shirts per each such employee per year are purchased directly by the City in the colors
designated by the City. The City will directly purchase personal protective gear for such
employees, including boots and protective clothing such as rain gear, when the Department
Director determines it is needed, up to a maximum cost of a total of $1,000 per year.
This $50 allowance shall be paid to each such employee on the second pay date in July. The
11
Resolution 23-038
Page 13
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SARATOGA AND SEA (2023-2025)
allowance shall be prorated from the date of hire for a newly hired employee in each such
position. The allowance is reported to PERS as salary earned for Classic employees (not
reported as special pay for PEPRA employees).
XIV. TUITION REIMBURSEMENT
All regular employees of the CITY who have been employed continually for at least one year prior
to the commencement of an approved or required course are eligible for the CITY's tuition
reimbursement program.
A. Coursework for Degree or Certificate
If the course(s) taken is/are job related or in fulfillment of the requirements for a degree or
certificate, one -hundred percent (100%) reimbursement will be afforded for tuition, fees and
books by the CITY up to a maximum of four thousand dollars ($4,000) per employee per
fiscal year. The Department Head and City Manager will determine job -relatedness.
B. Coursework for Professional Development
If the course(s) is/are not specifically related to the employee's current position, and does not
fulfill the requirements for a degree or certificate, but does provide for professional
development related to the worker's position of employment or a higher position in the CITY,
reimbursement will be afforded for tuition, fees and books by the CITY at one -hundred
percent (100%), up to a maximum one thousand dollars ($1,000) per employee per fiscal year.
Reimbursement will be afforded after successful completion of the course(s) requirements.
Successful completion is defined as a "C" grade or a "Pass" on a pass -fail system.
XV. GRIEVANCE PROCEDURE
A. Policy: The goal of this grievance procedure is to make every reasonable effort to resolve
applicable complaints as near as possible to the point of origin.
B. Eli ig bility to File a Grievance: A grievant is a regular employee who is personally affected
by an act or omission that occurred no more than 15 calendar days prior to the reporting of
the grievance, provided that the act or omission comes within the definition of "grievance"
as described herein.
C. Definition of "Grievance": Subject to the exclusions, a grievance is defined as any dispute
that: (1) is job -related, (2) is wholly or partially within the province of the CITY to rectify
or remedy, (3) concerns terms and conditions of employment, (4) involves the
interpretation, application, or alleged violation of a specific section or provision of the
current MOU between the CITY and SEA, and (5) is not subject to any other CITY dispute
resolution process or procedure that is provided by statute, ordinance, resolution or
agreement.
D. Exclusions from the Grievance Procedure: The following matters are excluded from the
definition of "grievance":
1. Requests for changes in wages, hours, or working conditions, including any impasse or
dispute in the meeting and conferring process or matter within the scope of
representation;
2. Requests for changes in the content of employee evaluations or performance reviews,
12
Resolution 23-038
Page 14
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SARATOGA AND SEA (2023-2025)
oral or written warnings, reprimands or counseling;
3. Challenges to a reclassification, layoff, transfer, denial of reinstatement, or denial of a
step or merit increase;
4. Challenges to any disciplinary action;
5. Challenges to examinations or appointment to positions;
6. Management of the CITY generally, or issues of CITY or Department policy;
7. Determination of the nature, necessity or organization of any service or activity
conducted by the CITY, including the decisions to expand or reduce services or the
workforce, and/or to impose layoffs;
8. Methods of financing;
9. Determination of and/or change in facilities, equipment, methods, technology, means or
size of the work force;
10. Determination of or change in the location, number of locations, relocations and types
of operations, processes or materials to be used in carrying out CITY functions;
11. Determination of work assignments and schedules;
12. Determination of productivity or performance programs and standards;
13. Determination of standards, policies, and procedures for selection, training, and
promotion of employees; and
14. Establishment, implementation, and modification of Department organizations,
supervisory assignments, chains of command, and reporting responsibilities.
E. Arbitration and Grievance Procedure: If the SEA believes that the CITY has violated this
Agreement, such matters arising during the term of this MOU ("grievances") will be
resolved through this Grievance Procedure, which is the sole and exclusive method of
doing so.
1. STEP 1 - The SEA Representative will attempt to resolve the matter with the
supervisor. If the matter is not resolved, the SEA will file a written grievance with the
CITY's Human Resources representative within fifteen calendar days after the
employee or SEA is aware or reasonably should be aware of the act or omission that
caused the grievance. The grievance shall specify the date(s) of the alleged violation(s)
and the provisions of the Agreement applicable to the dispute. A grievance not filed in
writing within the above time shall be invalid or waived, excepting any complaint
relative to wages shall not be deemed invalid or waived until thirty (30) calendar days
after origin of cause of the complaint and in no event shall an employee be deprived of
actual wages due.
2. STEP 2 - The CITY shall answer the grievance in writing within fourteen (14) calendar
days after the written grievance is filed. The City Human Resources representative and
the SEA will discuss the grievance during this period. If the grievance is not settled, the
SEA may advance it to Step 3 by giving written notice to the City Manager within
seven (7) calendar days after the CITY Human Resources representative answers the
grievance in writing. If the CITY does not timely file an answer, the grievance will
13
Resolution 23-038
Page 15
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SARATOGA AND SEA (2023-2025)
automatically advance to Step 3, and the SEA may request to meet with the CITY
manager.
STEP 3 - During the seven (7) calendar days after a grievance advances to Step 3, the
City Manager and the SEA will attempt to settle it. If it is not settled during that seven
(7) calendar day period, the SEA may advance it to Arbitration by delivering written
notice to the City Manager within fourteen (14) calendar days after the end of the seven
(7) calendar day period. In the absence of such written notice, the grievance will be
settled based on the CITY's answer.
The time limits in this Grievance Procedure may be extended by mutual written
agreement. Each party will provide the other with a current address of that party's
representatives identified above.
' 7 )W7.1740 We
(a) Upon filing by the SEA of an appeal to arbitration as provided in Step 3 of the
Grievance Procedure, the parties will promptly attempt to agree on an independent
arbitrator to hear and resolve the grievance.
(b) If the parties are unable to agree on an arbitrator within seven (7) calendar days after
the SEA delivers the notice of appeal to arbitration, either party may apply to the
State Mediation and Conciliation Service (SMCS) for a panel of seven arbitrators.
The party applying for the list will request that the list be sent by the SMCS to both
parties.
(c) Upon receipt of the list, the parties will promptly select an arbitrator to hear and
decide the grievance by alternately striking names from the list (coin toss for first
strike) until only one remains, and s/he will be the arbitrator for the case.
(d) The arbitrator will decide the case by a written opinion following the hearing. The
arbitrator's decision will be final and binding provided that the arbitrator's decision
is based on the provisions of this Agreement as written and does not add to, subtract
from or ignore any provision of this Agreement. Either party may have a transcript of
the hearing made, but in that event, that party will pay for the transcript.
(e) The fees and expenses of the arbitrator and the court reporter will be paid one-half by
each party. Each party's own expenses will be paid by that party.
XVI. SCOPE OF AGREEMENT
This MOU represents the entire and complete understanding reached between the representatives
of the CITY and the representatives of the SEA for the period designated and applies to all
positions represented by the SEA.
14
Resolution 23-038
Page 16
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SARATOGA AND SEA (2023-2025)
XVIL RATIFICATION
This MOU was ratified by a majority vote of the members of the SEA on , 2023. City
Council approved the tenns of this MOU incorporated in Resolution No. 23-_ adopted on ,
2023.
Representative of the
City of Saratoga:
James Lindsay, City Manager
President
Date:
Representative of the
Saratoga Employees Association:
Tony Gonzalez, Code Compliance Officer, SEA
Attachments: SEA 7-Step Salary Range Table FY2023/24, 2023-2025 Holiday Schedules
TENTATIVE AGREEMENT
By signing below, the parties confirm that they have reached a Tentative Agreement on the
terms for the MOU as specified in this document. Both parties understand the Tentative
Agreement must be ratified by the unit members first and then ratified by Saratoga City Council
before the Tentative Agreement is final and binding as the MOU on its effective date of July 1,
2023, if ratified on or before July 1, 2023 by both parties.
For SEA:
Tony (]on ale
Dated: kz
15
For City of Saratoga:
Nick Pegueros
Dated: /24/ Z3
Resolution 23-038
Page 17
City of Saratoga
Saratoga Employee Association Salary Schedule
3tective July 1, 2023 to June 30, 2024
Saratoga Employee Association (SEA) Salary Schedule
Effective July 1, 2023 to June 30, 2024
Salary Steps
FLSA
Pay
'The seven -step range includes multi -year steps 6 and 7. Advancement to steps 6 and 7 is after four (4) years of
POSITION TITLE
Status
Basis
satisfactory service at Steps 5 and 6, respectively.
. ;1 . . 2 3 4 5. .. 1 6"_ 7*
Accountant II
Exempt
Annual
11 ,438.40
122,262.40
128,377.60
1 134,784.00
1 141,523.20
1 148,595.20
1 156,020.80
Monthly
9,703.20
1
10,188.53
1
10,698.13
11,232.00
11,793.60
12,382.93
13,001.73
Hourly
55.98
58.78
61.72
64.80
68.04
71.44
75.01
Accounting Technician
Non-exempt
Annual
85,280.00
89,544.00
94,016.00
98,716.80
103,667.20
108,846.40
114,296.00
Monthly
7,106.67
7,462.00
7,834.67
8,226.40
8,638.93
9,070.53
9,524.67
Hourly
41.00
43.05
45.20
47.46
49.84
52.33
54.95
Accounting Technician, Senior
Non-exempt
Annual
93,808.00
98,508,80
103,417.60
108,576.00
114,004.80
119,724.80
125,715.20
(Senior Accounting Technician)
Monthly
7,817.33
1
8,209.07
8.618.13
1
9,048.00
9,500.40
9,977.07
10,476.27
Hourly
45.10
47.36
49.72
52.20
54.81
57.56
60.44
Administrative Assistant
Non-exempt
Annual
81,286.40
85,342.40
89,606.40
94,078.40
98,779.20
103,729.60
108,908.80
Monthly
6,773.87
7,111.87
7,467.20
7,839.87
8,231.60
8,644.13
9,075.73
1
Hourly
39.08
41.03
43.08
45.23
47.49
49.87
52.36
Administrative Technician
Non-exempt
Annual
85.280.00
89,544.00
94,016.00
98,716.80
103,667.20
108,846.40
114,296.00
Monthly
7,106.67
7,462.00
7,834.67
8,226.40
8,638.93
9,070.53
9,524.67
Hourly
41.00
43.05
45.20
47.46
49.84
52.33
54.95
Administrative Analyst I
Non-exempt
Annual
106,620.80
111,966.40
117,561.60
123,448.00
129,625.60
136,094.40
Monthly
8,885.07
9,330.53
9,796.80
10,287.33
10,802.13
11,341.20
[142,916.80
11,909.73
Hourly
51.26
53.83
56.52
59.35
62.32
65.43
68.71
Administrative Analyst II
Exempt
Annual
115,523.20
121,305.60
127,358.40
133,723.20
140,400.00
147,430.40
154.814.40
Monthly
9,626.93
10,108.80
10,613.20
1
11,143.60
11,700.00
12,285.87
12,901.20
Hourly
55.54
58.32
61.23
64.29
67.50
1 70.88
74.43
Arborist
Exempt
Annual
117,208.00
123.073.60
129,230.40
135,678.40
142,480.00
149,593.60
157,081.60
Monthly
9,767.33
1
10,256.13
10,769.20
11,306.53
11,873.33
12,466.13
13,090.13
Hourly
56.35
59.17
62.13
65.23
68.50
71.92
75.52
Building Inspector
Non-exempt
Annual
110,198.40
115,731.20
121,492.80
127,587.20
133,952.00
140,649.60
147,680.00
Monthly
9.183.20
9,644.27
10,124.40
10,632.27
11,162.67
11,720.80
12,306.67
Hourly
52.98 1
55.64
58.41
61.34
64.40
67.62
71.00
Code Compliance Officer
Non-exempt
Annual
97,760.00
102,648.00
107,785.60
113,172.80
118,830.40
124,800.00
131,040.00
Monthly
8,146.67
8.554.00
8,982.13
9,431.07
1
9,902.53
10,400.00
10,920.00
Hourly
47.00
49.35
51.82
54.41
57.13
60.00
63.00
Development Services Assistant
Non-exempt
Annual
81,286.40
85,342.40
89,606.40
94,078.40
918,779.20
103,729.60
108,908.80
Monthly
6,773.87
7,111.87
7,467.20
7,839.87
8,231.60
8,644.13
9,075.73
Hourly
39.08
41.03
43.08
45.23
47.49
49.87
52.36
Engineer, Assistant
Non-exempt
Annual
113,235.20
118,913.60
124,862.40
131,102.40
137,633.60
144,518.40
151,736.00
(Assistant Engineer)
Monthly
9,436.27
9,909.47
10,405.20
10,925.20
11.469.47
12,043.20
12,644.67
Hourly
54.44
57.17
60.03
63.03
66.17
69.48
72.95
Engineer, Associate Civil
Exempt
Annual
129,396.80
135,886.40
142,667.20
149,801.60
157,310.40
165.172.80
173,430.40
(Associate Civil Engineer)
Monthly
10,783.07
11,323.87
11,888.93
12,483.47
1
13,109.20
1
13,764.40
14,452.53
Hourly
62.21
65.33
68.59
72.02
75.63
79.41
83.38
Environmental Programs Manager
Exempt
Annual
127,129.60
133,473.60
140,150.40
147,160.00
154,502.40
162,240.00
170,352.00
Monthly
10.594.13
11,122.80
11,679.20
12,263.33
12.875.20
13,520.00
14,196.00
Hourly
61.12
64.17
67.38
70.75
74.28
78.00
81.90
Executive Assistant
Non-exempt
Annual
94,993.60
99,736.00
104,707.20
109,948.80
115,440.00
121,222.40
127,275.20
Monthly
7,916.13
8,311.33
8,725.60
9.162.40
9,620.00
10,101.87
10,606.27
Hourly
45.67
47.95
50.34
52.86
55.50
58.28
61.19
Facilities Administrator
Non-exempt
Annual
85,280.00
89,544.00
94,016.00
98,716.80
103,667.20
108,846.40
114,296.00
Monthly
7,106.67
7,462.00
7,834.67
8,226.40
8,638.93
9,070.53
9.524.67
Hourly
41.00
43.05
45.20
47.46
49.84
52.33
54.95
Memorandum of Understanding Attachment
Resolution 23-038
Page 18
City of Saratoga
Saratoga Employee Association Salary Schedule
_ffective Jul 1, 2023 to June 30, 2024
..... .... .
Saratoga Employee Association (SEA) Salary Schedule
E
Effective July 1, 2023 to June 30, 2024
Salary Steps
FLSA
Pay
'The seven -step range includes multi -year steps 6 and 7. Advancement to steps'6 and 7 is after four (4) years of
POSITION TITLE
Status
Basis
satisfactory service at Steps 5 and 6, respectively.
1 2 3 4 5 6' 7•
Facility Maintenance Worker III
Non-exempt
Annual
82,596.80
86,736.00
91,062.40
95,596.80
100,380.80
105,414.40
110.697.60
Monthly
6,883.07
7,228.00
1
7,588.53
1
7,966.40
1
8,365.07
8,784.53
9.224.80
1
Hourly
39.71
41.70
43.78
45.96
48.26
50.68
53.22
Facility Maintenance Lead Worker
Non-exempt
Annual
91,582.40
96,158.40
100,963.20
1 106,017.60
111,300.80
116,854.40
122,699.20
Monthly
7,631.87
8,013.20
8,413.60
8,834.80
9,275.07
9,737.87
10,224.93
Hourly
44.03
46.23
48.54
50.97
53.51
56.18
58.99
IT Analyst
Non-exempt
Annual
118,268.80
124,176.00
130,395.20
136,926.40
143,769.60
150,945.60
Monthly
9,855.73
10,348.00
1
10,866.27
11,410.53
1
11,980.80
12,578.80
�158.516.80
13.209.73
Hourly
56.86
59.70
62.69
65.83
69.12
72.57
76.21
Permit Technician
Non-exempt
Annual
85,280.00
89,544.00
94,016.00
98,716.80
103,667.20
108,846.40
114,296.00
Monthly
7,106.67
7,462.00
1
7,834.67
8,226.40
8,638.93
1
9,070.53
1 9,524.67
Hourly
41.00
43.05
45.20
47.46
49.84
52.33
54.95
Planner, Assistant
Exempt
Annual
103,355.20
108,513.60
113,942.40
119,620.80
125,611.20
131,892.80
138,486.40
(Assistant Planner)
Monthly
8,612.93
9.042.80
9,495.20
9,968.40
10,467.60
1
10,991.07
11,540.53
1
Hourly
49.69
52.17
54.78
57.51
60.39
63.41
66.58
Planner, Associate
Exempt
Annual
117,208.00
123,073.60
129,230.40
1 135,678.40
142,480.00
1 149.593.60
157,081.60
(Associate Planner)
Monthly
9,767.33
10.256.13
10,769.20
1 11.306.53
11,873.33
12,466.13
1
13,0190.13
Hourly
56.35
59.17
62.13
65.23
68.50
71.92
75.52
Planner, Senior
Exempt
Annual
130,686.40
137,196.80
144,060.80
151,257.60
158,808.00
166,774:40
175,115.20
(Senior Planner)
Monthly
10,890.53
1
11,433.07
12,005.07
12,604.80
13,234.00
13,89787
1 14,592-93
Hourly
62.83
65.96
69.26
7272
76.35
80.18
84.19
Public Works Inspector
Non-exempt
Annual
106,475.20
111,779.20
117,374.40
123,240.00
129,"'6 80
131,886.40
142,667.20
Monthly
8,872.93
9,314.93
9,781.20
10,270.00
10,783.07
11,323.87
1 11,888.93
Hourly 1
51.19
53.74
56.43
59.25
62.21
65.33
68.59
Memorandum of Understanding Attachment
Resolution 23-038
Page 19
CITY OF SARATOGA
2023 PAID HOLIDAYS
HOLIDAY
ACTUAL DAY
ACTUAL DATE
DAY OBSERVED
DATE OBSERVED
New Year's Day
Sunday
January 1, 2023
Monday
January 2, 2023
MLK Birthday
Monday
January 16, 2023
Monday
January 16, 2023
President's Day
Monday
February 20, 2023
Monday
February 20, 2023
Memorial Day
Monday
May 29, 2023
Monday
May 29, 2023
Independence Day
Tuesday
July 4, 2023
Tuesday
July 4, 2023
Labor Day
Monday
September 4, 2023
Monday
September 4, 2023
Columbus Day
Monday
October 9, 2023
Monday
October 9, 2023
Veteran's Day
Saturday
November 11, 2023
Thursday
November 9, 2023
Thanksgiving Day
Thursday
November 23, 2023
Thursday
November 23, 2023
Day after Thanksgiving
Friday (OFF FRI)
November 24, 2023
Tuesday
December 26, 2023
Christmas Eve
Sunday
December 24, 2023
Wednesday
December 27, 2023
Christmas Day
Monday
December 25, 2023
Monday
December 25, 2023
New Year's Eve
Sunday
December 31, 2023
Tuesday
January 2, 2024
HOLIDAY FURLOUGH
DECEMBER 2023
Sunday Monday Tuesday Wednesday Thursday Friday Saturday
17 1s 19 7n 7i »
Work Day Work Day Work Day Work Day Off Friday
DECEMBER 2023
Sunday
Monday
Tuesday
Wednesday
Thursday
Friday
Saturday
24
25
26
27
28
29
30
Holiday - Moved
Holiday - Moved
Holiday
from
from 12/24/2023
City Hall Closed
City Hall Closed
11/24/2023 (Off
(Sunday)
(9 Hours PTO)
(9 Hours PTO)
Frida
December 2023
JANUARY 2024
Sunday
Monday
Tuesday
Wednesday
Thursday
Friday
Saturday
31
1
2
3
4
5
6
Holiday - Moved
Holiday
from 12/31/23
Return to Work
Work Day
Off Friday
(Sunday)
Resolution 23-038
Page 20
CITY OF SARATOGA
2024 PAID, HOLIDAYS
HOLIDAY
ACTUAL DAY
ACTUAL DATE
DAY OBSERVED
DATE OBSERVED
New Year's Day
Monday
January 1, 2024
Monday
January 1, 2024
MLK Birthday
Monday
January 15, 2024
Monday
January 15, 2024
President's Day
Monday
February 19, 2024
Monday
February 19, 2024
Memorial Day
Monday
May 27, 2024
Tuesday
February 27, 2024
Independence Day
Thursday
July 4, 2024
Thursday
July 4, 2024
Labor Day
Monday
September 2, 2024
Monday
September 2, 2024
Indigenous Peoples' Day
Monday
October 14, 2024
Monday
October 14, 2024
Veteran's Day
Monday
November 11, 2024
Monday
November 11, 2024
Thanksgiving Day
Thursday
November 28, 2024
Thursday
November 28, 2024
Day after Thanksgiving
Friday
November 29, 2024
Friday
November 29, 2024
Christmas Eve
Tuesday
December 24, 2024
Tuesday
December 24, 2024
Christmas Day
Wednesday
December 25, 2024
Wednesday
December 25, 2024
New Year's Eve
Tuesday
December 31, 2024
Tuesday
December 31, 2024
DECEMBER 2024
Sunday Monday Tuesday Wednesday Thursday Friday Saturday
15 16 17 1R 14 )n I 'J1
Work Day Work Day Work Day Work Day Off Friday
DECEMBER 2024
Sunday
Monday
Tuesday
Wednesday
Thursday
Friday
Saturday
22
23
24
25
26
27
28
Work Day
Holiday
Holiday
City Hall Closed
(9 Hours PTO)
City Hall Closed
(8 Hours PTO)
DECEMBER 2024
JANUARY 2025
Sunday
Monday
Tuesday
Wednesday
Thursday
Friday
Saturday
29
30
31
1
2
3
4
City Hall Closed
(9 Hours PTO)
Holiday
Holiday
Return to Work
Off Friday
Resolution 23-038
Page 21
CITY OF SARATOGA
2025 PAID HOLIDAYS
HOLIDAY
ACTUAL DAY
ACTUAL DATE
DAY OBSERVED
DATE OBSERVED
New Year's Day
Wednesday
January 1, 2025
Wednesday
January 1, 2025
MLK Birthday
Monday
January 20, 2025
Monday
January 20, 2025
President's Day
Monday
February 17, 2025
Monday
February 17, 2025
Memorial Day
Monday
May 26, 2025
Monday
May 26, 2025
Independence Day
Friday (OFF)
July 4, 2025
Thursday
July 3, 2025
Labor Day
Monday
September 1, 2025
Monday
September 1, 2025
Indigenous Peoples' Day
Monday
October 13, 2025
Monday
October 13, 2025
Veteran's Day
Tuesday
November 11, 2025
Tuesday
November 11, 2025
Thanksgiving Day
Thursday
November 27, 2025
Thursday
November 27, 2025
Day after Thanksgiving
Friday
November 28, 2025
Friday
November 28, 2025
Christmas Eve
Wednesday
December 24, 2025
Wednesday
December 24, 2025
Christmas Day
Thursday
December 25, 2025
Thursday
December 25, 2025
New Year's Eve
Wednesday
December 31, 2025
Wednesday
December 31, 2025
HOLIDAY FURLOUGH
DECEMBER 2025
Sunday Monday Tuesday Wednesday Thursday Friday Saturday
14 15 16 17 1R 1q ')n
Work Day Work Day Work Day Work Day Off Friday
DECEMBER 2025
Sunday Monday Tuesday Wednesday Thursday Friday Saturday
21 22 23 24 25 26 27
Work Day
I Work Day
I Holiday
I Holiday
I City Hall Closed
(8 Hours PTO)
DECEMBER 2025
JANUARY 2025
Sunday
Monday
Tuesday
Wednesday
Thursday
Friday
Saturday
28
29
30
31
1
2
3
City Hall Closed
(9 Hours PTO)
City Hall Closed
(9 Hours PTO)
Holiday
Holiday
Off Friday