Common use of Award and Accrual of Vacation Clause in Contracts

Award and Accrual of Vacation. No employee is entitled to a vacation allowance until the employee has completed one year of continuous service. For purposes of determining the vacation allowance the anniversary date for an employee shall be the first date of employment in the current period of continuous service. An employee who has completed one year of service shall accrue vacation allowance at the rate of .0385 of an hour for each hour of qualifying service. An employee who has completed five years of continuous service shall accrue thereafter a vacation allowance at a rate of .0577 of an hour for each hour of paid service. An employee who has completed 15 years of continuous service shall accrue a vacation allowance at a rate of .077 of an hour for each hour of paid service. No employee shall be credited with more than 2080 hours of paid service in any 12 month period for purposes of computing the vacation allowance. The maximum number of vacation hours which an employee may accrue is as follows: Years of Continuous Service Maximum Accrual 1 through 5 years 320 hours more than 5 through 15 years 360 hours more than 15 years 400 hours Appendix E This Agreement uses the terms “salary grade” and “job code” where the predecessor Agreement used “salary schedule” and “classification.” This change is intended to ensure consistency with the SFMTA’s personnel administration software; it shall not change the substantive meaning of any provision of this Agreement or alter in any way the rights and responsibilities of the parties from the prior Agreement usage. For Reference: Administrative Code SEC. 4.24. PARKING FEE FOR CITY PARKING FACILITIES. Where the City provides parking to City employees or to City tenants at facilities under the City's management or control, the City may charge the following monthly fee for parking to those employees or tenants: The price of a Municipal Railway monthly pass plus $10.00, or the existing amount being charged as of May 31, 2004, whichever is higher. This section shall not apply to parking facilities under the management or control of the San Francisco Parking Authority, the Airport, or the Port. (Added by Ord. 182-04, File No. 040743, 7/22/2004) SIDE LETTER AGREEMENT TO THE 2014-2017 MEMORANDUM OF UNDERSTANDING BETWEEN THE SAN FRANCISCO MUNICIPAL TRANSPORTATION AGENCY (SFMTA) AND MEA (Union) The Union acknowledges that the SFMTA intends to provide a weekly report detailing the following position requests for all MEA positions for the previous week. The report can also be viewed electronically. The report will include the following data: Position The unique number of the position as reconciled to the Annual Salary Ordinance (ASO) Request Type (REQS TYPE) The type of position request - fill a vacant position, future vacant, backfill Request Number The unique number of the Request to Fill (RTF) Created The date the RTF was created and submitted to DHR RTF Request Status The current status of the request - approved, rejected, or pending in DHR, Controller/Mayor Request Approval Date The date of the final approval (typically the Controller/Mayor) Request Fill Type The appointment status for the position. TE = temporary exempt, PE = permanent exempt, or P = permanent civil service Request Exempt Category Refers to exemption code under Charter section 10.104. (16 - as needed limited to 1040 hours per fiscal year; 17 - backfill for an incumbent on leave limited to two years; 18 - project limited to three years.) Request TX Job Code Identifies the requested classification (TX) for the position Dept Hiring department ASO Job Code The job code of the position as reconciled and identified in the ASO Description Title of the position Name Name of the DHR client services analyst assigned to the RTF SIDE LETTER AGREEMENT TO THE 2014-2017 MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND COUNTY OF SAN FRANCISCO (City) AND MEA (Union) The City proposes the following to address the convenience and accessibility issues raised in the union proposal to provide employees use of sick leave for wellness activities: • In consultation with the Executive Officer of the Civil Service Commission, the City will issue a clarification to departments and employees as to appropriate use of sick leave, which includes care and consultation with medical providers including, but not limited to, biometric screenings, flu shots and other preventive care and assessments. • The Health Service System (HSS) will explore piloting shorter on-site workout classes to make it easier for employees to exercise during lunch breaks (more on this in response below). • The City will issue a policy encouraging departments to allow adjusted work schedules, where operationally feasible, to facilitate the ability of employees to participate in exercise programs in conjunction with the workday. These arrangements could include allowing later or earlier starting and ending times, or longer lunches, with adjustments to start or end times to make up time. The policy will also include a reminder that floating holidays, vacations, and compensatory time off are available for these purposes as well. • As part of the Citywide wellness program, HSS is planning a confidential employee Health Risk Assessment (HRA) survey regarding the baseline health of our employee population. This is a critical first step in engaging employees in wellness, and ensuring that program activities are appropriately targeted. • The City is willing to explore expansion of existing tuition reimbursement programs to contribute towards the purchase of “fitness activity trackers” (e.g., Jawbone or FitBit) as a pilot program. In such event, the City would attempt to negotiate group discounts from these companies. In response to the proposal to provide employees free use of Recreation and Park Department (RPD) exercise programs and facilities, the City proposes that the parties instead explore the expansion of the on-site wellness offerings by HSS. Potential ideas include: • Conduct an employee survey to identify the most-desired programs, and best times and locations to offer them; • Alter current class offerings to 30 or 45 minutes in length, to make them more accessible to employees on lunch break; • Based on survey results, work with HSS and RPD to explore having RPD staff provide programming either on-site, or where needed, with fee waivers at specific RPD facilities;

Award and Accrual of Vacation. No employee is entitled to a vacation allowance until the employee has completed one year of continuous service. For purposes of determining the vacation allowance the anniversary date for an employee shall be the first date of employment in the current period of continuous service. An employee who has completed one year of service shall accrue vacation allowance at the rate of .0385 of an hour for each hour of qualifying service. An employee who has completed five years of continuous service shall accrue thereafter a vacation allowance at a rate of .0577 of an hour for each hour of paid service. An employee who has completed 15 years of continuous service shall accrue a vacation allowance at a rate of .077 of an hour for each hour of paid service. No employee shall be credited with more than 2080 hours of paid service in any 12 month period for purposes of computing the vacation allowance. The maximum number of vacation hours which an employee may accrue is as follows: Years of Continuous Service Maximum Accrual 1 through 5 years 320 hours more than 5 through 15 years 360 hours more than 15 years 400 hours Appendix E This Agreement uses the terms “salary grade” and “job code” where the predecessor Agreement used “salary schedule” and “classification.” This change is intended to ensure consistency with the SFMTA’s personnel administration software; it shall not change the substantive meaning of any provision of this Agreement or alter in any way the rights and responsibilities of the parties from the prior Agreement usage. Appendix F For Reference: Administrative Code SEC. 4.24. PARKING FEE FOR CITY PARKING FACILITIES. Where the City provides parking to City employees or to City tenants at facilities under the City's management or control, the City may charge the following monthly fee for parking to those employees or tenants: The price of a Municipal Railway monthly pass plus $10.00, or the existing amount being charged as of May 31, 2004, whichever is higher. This section shall not apply to parking facilities under the management or control of the San Francisco Parking Authority, the Airport, or the Port. (Added by Ord. 182-04, File No. 040743, 7/22/2004) Appendix G SIDE LETTER AGREEMENT TO THE 2014-2017 MEMORANDUM OF UNDERSTANDING BETWEEN THE SAN FRANCISCO MUNICIPAL TRANSPORTATION AGENCY (SFMTA) AND MEA (Union) The Union acknowledges that the SFMTA intends to provide a weekly report detailing the following position requests for all MEA positions for the previous week. The report can also be viewed electronically. The report will include the following data: Position The unique number of the position as reconciled to the Annual Salary Ordinance (ASO) Request Type (REQS TYPE) The type of position request - fill a vacant position, future vacant, backfill Request Number The unique number of the Request to Fill (RTF) Created The date the RTF was created and submitted to DHR RTF Request Status The current status of the request - approved, rejected, or pending in DHR, Controller/Mayor Request Approval Date The date of the final approval (typically the Controller/Mayor) Request Fill Type The appointment status for the position. TE = temporary exempt, PE = permanent exempt, or P = permanent civil service Request Exempt Category Refers to exemption code under Charter section 10.104. (16 - as needed limited to 1040 hours per fiscal year; 17 - backfill for an incumbent on leave limited to two years; 18 - project limited to three years.) Request TX Job Code Identifies the requested classification (TX) for the position Dept Hiring department ASO Job Code The job code of the position as reconciled and identified in the ASO Description Title of the position Name Name of the DHR client services analyst assigned to the RTF Appendix H SIDE LETTER AGREEMENT TO THE 2014-2017 MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND COUNTY OF SAN FRANCISCO (City) AND MEA (Union) The City proposes the following to address the convenience and accessibility issues raised in the union proposal to provide employees use of sick leave for wellness activities: •  In consultation with the Executive Officer of the Civil Service Commission, the City will issue a clarification to departments and employees as to appropriate use of sick leave, which includes care and consultation with medical providers including, but not limited to, biometric screenings, flu shots and other preventive care and assessments. •  The Health Service System (HSS) will explore piloting shorter on-site workout classes to make it easier for employees to exercise during lunch breaks (more on this in response below). •  The City will issue a policy encouraging departments to allow adjusted work schedules, where operationally feasible, to facilitate the ability of employees to participate in exercise programs in conjunction with the workday. These arrangements could include allowing later or earlier starting and ending times, or longer lunches, with adjustments to start or end times to make up time. The policy will also include a reminder that floating holidays, vacations, and compensatory time off are available for these purposes as well. •  As part of the Citywide wellness program, HSS is planning a confidential employee Health Risk Assessment (HRA) survey regarding the baseline health of our employee population. This is a critical first step in engaging employees in wellness, and ensuring that program activities are appropriately targeted. •  The City is willing to explore expansion of existing tuition reimbursement programs to contribute towards the purchase of “fitness activity trackers” (e.g., Jawbone or FitBit) as a pilot program. In such event, the City would attempt to negotiate group discounts from these companies. In response to the proposal to provide employees free use of Recreation and Park Department (RPD) exercise programs and facilities, the City proposes that the parties instead explore the expansion of the on-site wellness offerings by HSS. Potential ideas include: •  Conduct an employee survey to identify the most-desired programs, and best times and locations to offer them; •  Alter current class offerings to 30 or 45 minutes in length, to make them more accessible to employees on lunch break; •  Based on survey results, work with HSS and RPD to explore having RPD staff provide programming either on-site, or where needed, with fee waivers at specific RPD facilities;

Award and Accrual of Vacation. No employee is entitled to a vacation allowance until the employee has completed one year of continuous service. For purposes of determining the vacation allowance the anniversary date for an employee shall be the first date of employment in the current period of continuous service. An employee who has completed one year of service shall accrue vacation allowance at the rate of .0385 of an hour for each hour of qualifying service. An employee who has completed five years of continuous service shall accrue thereafter a vacation allowance at a rate of .0577 of an hour for each hour of paid service. An employee who has completed 15 years of continuous service shall accrue a vacation allowance at a rate of .077 of an hour for each hour of paid service. No employee shall be credited with more than 2080 hours of paid service in any 12 month period for purposes of computing the vacation allowance. The maximum number of vacation hours which an employee may accrue is as follows: Years of Continuous Service Maximum Accrual 1 through 5 years 320 hours more than 5 through 15 years 360 hours more than 15 years 400 hours Appendix E E‌ This Agreement uses the terms “salary grade” and “job code” where the predecessor Agreement used “salary schedule” and “classification.” This change is intended to ensure consistency with the SFMTA’s personnel administration software; it shall not change the substantive meaning of any provision of this Agreement or alter in any way the rights and responsibilities of the parties from the prior Agreement usage. Appendix F For Reference: Administrative Code SEC. 4.24. PARKING FEE FOR CITY PARKING FACILITIES. Where the City provides parking to City employees or to City tenants at facilities under the City's management or control, the City may charge the following monthly fee for parking to those employees or tenants: The price of a Municipal Railway monthly pass plus $10.00, or the existing amount being charged as of May 31, 2004, whichever is higher. This section shall not apply to parking facilities under the management or control of the San Francisco Parking Authority, the Airport, or the Port. (Added by Ord. 182-04, File No. 040743, 7/22/2004) Appendix G SIDE LETTER AGREEMENT TO THE 2014-2017 MEMORANDUM OF UNDERSTANDING BETWEEN THE SAN FRANCISCO MUNICIPAL TRANSPORTATION AGENCY (SFMTA) AND MEA (Union) The Union acknowledges that the SFMTA intends to provide a weekly report detailing the following position requests for all MEA positions for the previous week. The report can also be viewed electronically. The report will include the following data: Position The unique number of the position as reconciled to the Annual Salary Ordinance (ASO) Request Type (REQS TYPE) The type of position request - fill a vacant position, future vacant, backfill Request Number The unique number of the Request to Fill (RTF) Created The date the RTF was created and submitted to DHR RTF Request Status The current status of the request - approved, rejected, or pending in DHR, Controller/Mayor Request Approval Date The date of the final approval (typically the Controller/Mayor) Request Fill Type The appointment status for the position. TE = temporary exempt, PE = permanent exempt, or P = permanent civil service Request Exempt Category Refers to exemption code under Charter section 10.104. (16 - as needed limited to 1040 hours per fiscal year; 17 - backfill for an incumbent on leave limited to two years; 18 - project limited to three years.) Request TX Job Code Identifies the requested classification (TX) for the position Dept Hiring department ASO Job Code The job code of the position as reconciled and identified in the ASO Description Title of the position Name Name of the DHR client services analyst assigned to the RTF SIDE LETTER AGREEMENT TO THE 2014-2017 MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND COUNTY OF SAN FRANCISCO (City) AND MEA (Union) The City proposes the following to address the convenience and accessibility issues raised in the union proposal to provide employees use of sick leave for wellness activities: • In consultation with the Executive Officer of the Civil Service Commission, the City will issue a clarification to departments and employees as to appropriate use of sick leave, which includes care and consultation with medical providers including, but not limited to, biometric screenings, flu shots and other preventive care and assessments. • The Health Service System (HSS) will explore piloting shorter on-site workout classes to make it easier for employees to exercise during lunch breaks (more on this in response below). • The City will issue a policy encouraging departments to allow adjusted work schedules, where operationally feasible, to facilitate the ability of employees to participate in exercise programs in conjunction with the workday. These arrangements could include allowing later or earlier starting and ending times, or longer lunches, with adjustments to start or end times to make up time. The policy will also include a reminder that floating holidays, vacations, and compensatory time off are available for these purposes as well. • As part of the Citywide wellness program, HSS is planning a confidential employee Health Risk Assessment (HRA) survey regarding the baseline health of our employee population. This is a critical first step in engaging employees in wellness, and ensuring that program activities are appropriately targeted. • The City is willing to explore expansion of existing tuition reimbursement programs to contribute towards the purchase of “fitness activity trackers” (e.g., Jawbone or FitBit) as a pilot program. In such event, the City would attempt to negotiate group discounts from these companies. In response to the proposal to provide employees free use of Recreation and Park Department (RPD) exercise programs and facilities, the City proposes that the parties instead explore the expansion of the on-site wellness offerings by HSS. Potential ideas include: • Conduct an employee survey to identify the most-desired programs, and best times and locations to offer them; • Alter current class offerings to 30 or 45 minutes in length, to make them more accessible to employees on lunch break; • Based on survey results, work with HSS and RPD to explore having RPD staff provide programming either on-site, or where needed, with fee waivers at specific RPD facilities;position

Award and Accrual of Vacation. No employee is entitled to a vacation allowance until the employee has completed one year of continuous service. For purposes of determining the vacation allowance the anniversary date for an employee shall be the first date of employment in the current period of continuous service. An employee who has completed one year of service shall accrue vacation allowance at the rate of .0385 of an hour for each hour of qualifying service. An employee who has completed five years of continuous service shall accrue thereafter a vacation allowance at a rate of .0577 of an hour for each hour of paid service. An employee who has completed 15 years of continuous service shall accrue a vacation allowance at a rate of .077 of an hour for each hour of paid service. No employee shall be credited with more than 2080 hours of paid service in any 12 month period for purposes of computing the vacation allowance. The maximum number of vacation hours which an employee may accrue is as follows: Years of Continuous Service Maximum Accrual 1 through 5 years 320 hours more than 5 through 15 years 360 hours more than 15 years 400 hours Appendix E This Agreement uses the terms “salary grade” and “job code” where the predecessor Agreement used “salary schedule” and “classification.” This change is intended to ensure consistency with the SFMTA’s personnel administration software; it shall not change the substantive meaning of any provision of this Agreement or alter in any way the rights and responsibilities of the parties from the prior Agreement usage. For Reference: Administrative Code SEC. 4.24. PARKING FEE FOR CITY PARKING FACILITIES. Where the City provides parking to City employees or to City tenants at facilities under the City's management or controlAppendix F SFMTA Performance/Attendance Incentive Pay Consistent with Charter Section 8A.100, the City may charge the following monthly fee for parking to those employees or tenants: The price of a Municipal Railway monthly pass plus $10.00, or the existing amount being charged as of May 31, 2004, whichever is higher. This section shall not apply to parking facilities under the management or control of the San Francisco Parking Authority, the Airport, or the Port. (Added by Ord. 182-04, File No. 040743, 7/22/2004) SIDE LETTER AGREEMENT TO THE 2014-2017 MEMORANDUM OF UNDERSTANDING BETWEEN THE SAN FRANCISCO MUNICIPAL TRANSPORTATION AGENCY Municipal Transportation Agency (SFMTA) AND MEA (Union) and the Association agree that employees will be rewarded for the attaining of various service, performance and/or attendance goals. The Union acknowledges that SFMTA Performance and Attendance Incentive Programs apply only to employees in “service- critical” classes at SFMTA. The benefits of these programs are only available to “service-critical” employees while employed at SFMTA. Employees who leave or transfer out of “service-critical” employment at SFMTA lose the benefits of these programs. Goal percentage requirements and effective dates for Performance Incentives are updated in June of each year. Information regarding the goals and effective dates will be published and posted on the SFMTA intends to provide a weekly report detailing the following position requests website. Information on qualifying periods, rewards and/or compensation for all MEA positions for the previous week. The report can Attendance Incentives will also be viewed electronically. The report will include posted on the following data: Position The unique number SFMTA website and/or are available in hard copy upon request of the position as reconciled to the Annual Salary Ordinance (ASO) Request Type (REQS TYPE) The type of position request - fill a vacant position, future vacant, backfill Request Number The unique number of the Request to Fill (RTF) Created The date the RTF was created and submitted to DHR RTF Request Status The current status of the request - approved, rejected, or pending in DHR, Controller/Mayor Request Approval Date The date of the final approval (typically the Controller/Mayor) Request Fill Type The appointment status for the position. TE = temporary exempt, PE = permanent exempt, or P = permanent civil service Request Exempt Category Refers to exemption code under Charter section 10.104. (16 - as needed limited to 1040 hours per fiscal year; 17 - backfill for an incumbent on leave limited to two years; 18 - project limited to three yearsAssociation.) Request TX Job Code Identifies the requested classification (TX) for the position Dept Hiring department ASO Job Code The job code of the position as reconciled and identified in the ASO Description Title of the position Name Name of the DHR client services analyst assigned to the RTF SIDE LETTER AGREEMENT TO THE 2014-2017 MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND COUNTY OF SAN FRANCISCO (City) AND MEA (Union) The City proposes the following to address the convenience and accessibility issues raised in the union proposal to provide employees use of sick leave for wellness activities: • In consultation with the Executive Officer of the Civil Service Commission, the City will issue a clarification to departments and employees as to appropriate use of sick leave, which includes care and consultation with medical providers including, but not limited to, biometric screenings, flu shots and other preventive care and assessments. • The Health Service System (HSS) will explore piloting shorter on-site workout classes to make it easier for employees to exercise during lunch breaks (more on this in response below). • The City will issue a policy encouraging departments to allow adjusted work schedules, where operationally feasible, to facilitate the ability of employees to participate in exercise programs in conjunction with the workday. These arrangements could include allowing later or earlier starting and ending times, or longer lunches, with adjustments to start or end times to make up time. The policy will also include a reminder that floating holidays, vacations, and compensatory time off are available for these purposes as well. • As part of the Citywide wellness program, HSS is planning a confidential employee Health Risk Assessment (HRA) survey regarding the baseline health of our employee population. This is a critical first step in engaging employees in wellness, and ensuring that program activities are appropriately targeted. • The City is willing to explore expansion of existing tuition reimbursement programs to contribute towards the purchase of “fitness activity trackers” (e.g., Jawbone or FitBit) as a pilot program. In such event, the City would attempt to negotiate group discounts from these companies. In response to the proposal to provide employees free use of Recreation and Park Department (RPD) exercise programs and facilities, the City proposes that the parties instead explore the expansion of the on-site wellness offerings by HSS. Potential ideas include: • Conduct an employee survey to identify the most-desired programs, and best times and locations to offer them; • Alter current class offerings to 30 or 45 minutes in length, to make them more accessible to employees on lunch break; • Based on survey results, work with HSS and RPD to explore having RPD staff provide programming either on-site, or where needed, with fee waivers at specific RPD facilities;

Award and Accrual of Vacation. No employee is entitled to a vacation allowance until the employee has completed one year of continuous service. For purposes of determining the vacation allowance the anniversary date for an employee shall be the first date of employment in the current period of continuous service. An employee who has completed one year of service shall accrue vacation allowance at the rate of .0385 of an hour for each hour of qualifying service. An employee who has completed five years of continuous service shall accrue thereafter a vacation allowance at a rate of .0577 of an hour for each hour of paid service. An employee who has completed 15 years of continuous service shall accrue a vacation allowance at a rate of .077 of an hour for each hour of paid service. No employee shall be credited with more than 2080 hours of paid service in any 12 month period for purposes of computing the vacation allowance. The maximum number of vacation hours which an employee may accrue is as follows: Years of Continuous Service Maximum Accrual 1 through 5 years 320 hours more than 5 through 15 years 360 hours more than 15 years 400 hours Appendix E Formatted: Font: Bold, Underline City and County of San Francisco and Municipal Executives Association July 1, 200612 - June 30, 20124 Appendix F This Agreement uses the terms “salary grade” and “job code” where the predecessor Agreement used “salary schedule” and “classification.” This change is intended to ensure consistency with the SFMTACity’s personnel administration software; it shall not change the substantive meaning of any provision of this Agreement or alter in any way the rights and responsibilities of the parties from the prior Agreement usage. For Reference: Administrative Code SEC. 4.24. PARKING FEE FOR CITY PARKING FACILITIES. Where the City provides parking to City employees or to City tenants at facilities under the City's management or control, the City may charge the following monthly fee for parking to those employees or tenants: The price and County of a Municipal Railway monthly pass plus $10.00, or the existing amount being charged as of May 31, 2004, whichever is higher. This section shall not apply to parking facilities under the management or control of the San Francisco Parking Authorityand Municipal Executives Association July 1, the Airport200612 - June 30, or the Port. (Added by Ord. 182-04, File No. 040743, 7/22/2004) SIDE LETTER AGREEMENT TO THE 2014-2017 MEMORANDUM OF UNDERSTANDING BETWEEN THE SAN FRANCISCO MUNICIPAL TRANSPORTATION AGENCY (SFMTA) AND MEA (Union) The Union acknowledges that the SFMTA intends to provide a weekly report detailing the following position requests for all MEA positions for the previous week. The report can also be viewed electronically. The report will include the following data20124 Formatted: Position The unique number of the position as reconciled to the Annual Salary Ordinance (ASO) Request Type (REQS TYPE) The type of position request - fill a vacant position, future vacant, backfill Request Number The unique number of the Request to Fill (RTF) Created The date the RTF was created and submitted to DHR RTF Request Status The current status of the request - approved, rejected, or pending in DHR, Controller/Mayor Request Approval Date The date of the final approval (typically the Controller/Mayor) Request Fill Type The appointment status for the position. TE = temporary exempt, PE = permanent exempt, or P = permanent civil service Request Exempt Category Refers to exemption code under Charter section 10.104. (16 - as needed limited to 1040 hours per fiscal year; 17 - backfill for an incumbent on leave limited to two years; 18 - project limited to three years.) Request TX Job Code Identifies the requested classification (TX) for the position Dept Hiring department ASO Job Code The job code of the position as reconciled and identified in the ASO Description Title of the position Name Name of the DHR client services analyst assigned to the RTF SIDE LETTER AGREEMENT TO THE 2014-2017 MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND COUNTY OF SAN FRANCISCO (City) AND MEA (Union) The City proposes the following to address the convenience and accessibility issues raised in the union proposal to provide employees use of sick leave for wellness activities: • In consultation with the Executive Officer of the Civil Service Commission, the City will issue a clarification to departments and employees as to appropriate use of sick leave, which includes care and consultation with medical providers including, but not limited to, biometric screenings, flu shots and other preventive care and assessments. • The Health Service System (HSS) will explore piloting shorter on-site workout classes to make it easier for employees to exercise during lunch breaks (more on this in response below). • The City will issue a policy encouraging departments to allow adjusted work schedules, where operationally feasible, to facilitate the ability of employees to participate in exercise programs in conjunction with the workday. These arrangements could include allowing later or earlier starting and ending times, or longer lunches, with adjustments to start or end times to make up time. The policy will also include a reminder that floating holidays, vacations, and compensatory time off are available for these purposes as well. • As part of the Citywide wellness program, HSS is planning a confidential employee Health Risk Assessment (HRA) survey regarding the baseline health of our employee population. This is a critical first step in engaging employees in wellness, and ensuring that program activities are appropriately targeted. • The City is willing to explore expansion of existing tuition reimbursement programs to contribute towards the purchase of “fitness activity trackers” (e.g., Jawbone or FitBit) as a pilot program. In such event, the City would attempt to negotiate group discounts from these companies. In response to the proposal to provide employees free use of Recreation and Park Department (RPD) exercise programs and facilities, the City proposes that the parties instead explore the expansion of the on-site wellness offerings by HSS. Potential ideas include: • Conduct an employee survey to identify the most-desired programs, and best times and locations to offer them; • Alter current class offerings to 30 or 45 minutes in length, to make them more accessible to employees on lunch break; • Based on survey results, work with HSS and RPD to explore having RPD staff provide programming either on-site, or where needed, with fee waivers at specific RPD facilities;Strikethrough Appendix G

Award and Accrual of Vacation. No employee is entitled to a vacation allowance until the employee has completed one year of continuous service. For purposes of determining the vacation allowance the anniversary date for an employee shall be the first date of employment in the current period of continuous service. An employee who has completed one year of service shall accrue vacation allowance at the rate of .0385 of an hour for each hour of qualifying service. An employee who has completed five years of continuous service shall accrue thereafter a vacation allowance at a rate of .0577 of an hour for each hour of paid service. An employee who has completed 15 years of continuous service shall accrue a vacation allowance at a rate of .077 of an hour for each hour of paid service. No employee shall be credited with more than 2080 hours of paid service in any 12 month period for purposes of computing the vacation allowance. The maximum number of vacation hours which an employee may accrue is as follows: Years of Continuous Service Maximum Accrual 1 through 5 years 320 hours more than 5 through 15 years 360 hours more than 15 years 400 hours Appendix E This Agreement uses the terms “salary grade” and “job code” where the predecessor Agreement used “salary schedule” and “classification.” This change is intended to ensure consistency with the SFMTA’s personnel administration software; it shall not change the substantive meaning of any provision of this Agreement or alter in any way the rights and responsibilities of the parties from the prior Agreement usage. For Reference: Administrative Code SEC. 4.24. PARKING FEE FOR CITY PARKING FACILITIES. Where the City provides parking to City employees or to City tenants at facilities under the City's management or control, the City may charge the following monthly fee for parking to those employees or tenants: The price of a Municipal Railway monthly pass plus $10.00, or the existing amount being charged as of May 31, 2004, whichever is higher. This section shall not apply to parking facilities under the management or control of the San Francisco Parking Authority, the Airport, or the Port. (Added by Ord. 182-04, File No. 040743, 7/22/2004) SIDE LETTER AGREEMENT TO THE 2014-2017 MEMORANDUM OF UNDERSTANDING BETWEEN THE SAN FRANCISCO MUNICIPAL TRANSPORTATION AGENCY (SFMTA) AND MEA (Union) The Union acknowledges that the SFMTA intends to provide a weekly report detailing the following position requests for all MEA positions for the previous week. The report can also be viewed electronically. The report will include the following data: Position The unique number of the position as reconciled to the Annual Salary Ordinance (ASO) Request Type (REQS TYPE) The type of position request - fill a vacant position, future vacant, backfill Request Number The unique number of the Request to Fill (RTF) Created The date the RTF was created and submitted to DHR RTF Request Status The current status of the request - approved, rejected, or pending in DHR, Controller/Mayor Request Approval Date The date of the final approval (typically the Controller/Mayor) Request Fill Type The appointment status for the position. TE = temporary exempt, PE = permanent exempt, or P = permanent civil service Request Exempt Category Refers to exemption code under Charter section Section 10.104. (16 - as needed limited to 1040 hours per fiscal year; 17 - backfill for an incumbent on leave limited to two years; 18 - project limited to three years.) Request TX Job Code Identifies the requested classification (TX) for the position Dept Hiring department ASO Job Code The job code of the position as reconciled and identified in the ASO Description Title of the position Name Name of the DHR client services analyst assigned to the RTF SIDE LETTER AGREEMENT TO THE 2014-2017 MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND COUNTY OF SAN FRANCISCO (City) AND MEA (Union) The City proposes the following to address the convenience and accessibility issues raised in the union proposal to provide employees use of sick leave for wellness activities: • In consultation with the Executive Officer of the Civil Service Commission, the City will issue a clarification to departments and employees as to appropriate use of sick leave, which includes care and consultation with medical providers including, but not limited to, biometric screenings, flu shots and other preventive care and assessments. • The Health Service System (HSS) will explore piloting shorter on-site workout classes to make it easier for employees to exercise during lunch breaks (more on this in response below). • The City will issue a policy encouraging departments to allow adjusted work schedules, where operationally feasible, to facilitate the ability of employees to participate in exercise programs in conjunction with the workday. These arrangements could include allowing later or earlier starting and ending times, or longer lunches, with adjustments to start or end times to make up time. The policy will also include a reminder that floating holidays, vacations, and compensatory time off are available for these purposes as well. • As part of the Citywide wellness program, HSS is planning a confidential employee Health Risk Assessment (HRA) survey regarding the baseline health of our employee population. This is a critical first step in engaging employees in wellness, and ensuring that program activities are appropriately targeted. • The City is willing to explore expansion of existing tuition reimbursement programs to contribute towards the purchase of “fitness activity trackers” (e.g., Jawbone or FitBit) as a pilot program. In such event, the City would attempt to negotiate group discounts from these companies. In response to the proposal to provide employees free use of Recreation and Park Department (RPD) exercise programs and facilities, the City proposes that the parties instead explore the expansion of the on-site wellness offerings by HSS. Potential ideas include: • Conduct an employee survey to identify the most-desired programs, and best times and locations to offer them; • Alter current class offerings to 30 or 45 minutes in length, to make them more accessible to employees on lunch break; • Based on survey results, work with HSS and RPD to explore having RPD staff provide programming either on-site, or where needed, with fee waivers at specific RPD facilities;; • HSS is also actively engaging with area counties to explore collaboration on health and wellness issues. DATE: January 20, 2015 TO: Appointing Officers Departmental Personnel Officers FROM: Xxxxx Xxxxxxxx, Human Resources Director SUBJECT: Encouraging Wellness Activities The City and County of San Francisco launched its Wellness Plan for City employees in the fall of 2014.