1. City and County of San Francisco Department of Human Resources 1 City and County of San Francisco Department of Human Resources Overview Presentation on Unpaid Legal Holidays and Furloughs

2. City and County of San Francisco Department of Human Resources 2 Unpaid Legal Holidays SEIU, Local 1021 – Miscellaneous MOU What Days? FY 2009-2010 July 4 (July 4, 2009); first Monday in September (Labor Day) (September 7, 2009); the second Monday in October (Columbus Day) (October 12, 2009); November 11 (November 11, 2009); January 1 (January 1, 2010); the day design. for observation of Martin Luther King, Jr.'s Birthday (January 18, 2010); the third Monday in February (Presidents’ Birthday) (February 15, 2010); and the last Monday in May (May 31, 2010) FY 2010-2011 July 4 (July 4, 2010) First Monday in September (Labor Day) (September 6, 2010)

3. City and County of San Francisco Department of Human Resources 3 Unpaid Legal Holidays SEIU, Local 1021 – Miscellaneous MOU Who? “new plan” employees (i.e., employees who became members of SFERS on or after November 2, 1976) and employees who are members of PERS except: 1406 Senior Clerks at DPH who were former 1428 and 1431 Unit Clerks 2303 Patient Care Assistants 8202 Security Guards at Fine Arts Museum 8213 Police Services Aide 8217 Station Officer 8226 Museum Guards 8237, 8238 and 8239 Public Safety Communication Dispatchers 9202, 9203 and 9204 Airport Dispatchers 9209 Community Police Service Aide 9212 Airport Safety Officer 9220 Airport Operations Supervisor

4. City and County of San Francisco Department of Human Resources 4 Unpaid Legal Holidays SEIU, Local 1021 – Miscellaneous MOU How are these administered? These unpaid legal holidays will be denoted in the payroll system as (“AM”). Employees may not use paid leave in lieu of taking these holidays unpaid. Employees will accrue vacation and sick time on these unpaid legal holidays. However, for employees that are on unpaid leave both the day before and after an unpaid legal holiday, they will not accrue vacation or sick time. Additionally, these designated legal holidays, although unpaid, shall still count as time worked for overtime calculation purposes.

5. City and County of San Francisco Department of Human Resources 5 Unpaid Legal Holidays SEIU, Local 1021 – Miscellaneous MOU Examples for the week in which the Columbus Day Legal Holiday falls on October 12, 2009 Example 1: Full-time employee, regularly scheduled to work a 5/8, Monday through Friday  Employee works thirty-two (32) hours and receives pay for thirty-two (32) hours. The Columbus Day Holiday is unpaid.

6. City and County of San Francisco Department of Human Resources 6 Unpaid Legal Holidays SEIU, Local 1021 – Miscellaneous MOU How does this work for employees assigned to seven (7) day-operation departments or employees working a workweek other than Monday through Friday? Employees shall accrue an unpaid, in-lieu holiday, which the employee must take within two pay periods after the holiday, if one of the unpaid legal holidays falls on one of their regularly scheduled days off. Unpaid, i n lieu legal holidays must be taken in daily increments. It is the intent of the parties that all employees assigned to seven-day operation departments or working a work week other than Monday through Friday be treated equally with employees working a normal Monday through Friday work week, with respect to the number of unpaid hours required to be taken under the provision on unpaid legal holidays. By written mutual agreement between the Union and DHR or MTA Human Resources, employees may agree to schedule the unpaid legal holiday within not more than four pay periods after the holiday. If your department seeks to explore this option, please contact or Ileana Samanc (557-4866) at DHR or Parveen Boparai (701-5377) and Ericka Mitchell (701-5376) at SFMTA.

7. City and County of San Francisco Department of Human Resources 7 Unpaid Legal Holidays SEIU, Local 1021 – Miscellaneous MOU Examples for the week in which the Columbus Day Legal Holiday falls on October 12, 2009 Example 2: Full-time employee, regularly scheduled to work a 5/8, Tuesday through Saturday.  Employee earns thirty-two (32) regular pay (WK) and observes the unpaid holiday on Tuesday in-lieu.

8. City and County of San Francisco Department of Human Resources 8 Unpaid Legal Holidays SEIU, Local 1021 – Miscellaneous MOU Examples for the week in which the Columbus Day Legal Holiday falls on October 12, 2009 Example 3: Full-time employee, regularly scheduled to work a 4/10, Tuesday through Friday.  Employee earns thirty (30) hours regular pay (WK) and observes the unpaid holiday on Tuesday in-lieu. ¹ Employee may additionally supplement up to two hours of paid leave (e.g., compensatory time, floating holidays, vacation) for remaining hours of ten hour scheduled shift.

9. City and County of San Francisco Department of Human Resources 9 Unpaid Legal Holidays SEIU, Local 1021 – Miscellaneous MOU What if an employee works on an observed legal holiday (e.g., July 3, 2009)? Employees will get paid straight-time (WK), but will receive an unpaid legal holiday that they later must take off.

10. City and County of San Francisco Department of Human Resources 10 Unpaid Legal Holidays SEIU, Local 1021 – Miscellaneous MOU What if an employee works on a legal holiday? Non-“Z” employees will still be eligible to earn holiday pay (HP) at the one-and-one-half time rate if they work on the holiday, but will not earn pay for the legal holiday (LH). “Z” Employees will earn compensatory time (OE), but will not earn pay for the legal holiday (LH).

11. City and County of San Francisco Department of Human Resources 11 Unpaid Legal Holidays SEIU, Local 1021 – Miscellaneous MOU Examples for the week in which the Columbus Day Legal Holiday falls on October 12, 2009 Example 4: Full-time employee, regularly scheduled to work a 4/10, Tuesday through Friday, that works ten (10) hours on the legal holiday.  Employee earns thirty (30) hours regular pay (WK) and ten (10) hours holiday pay (HP), and observes the unpaid holiday on Tuesday in-lieu. ¹ Employee may additionally supplement up to two hours of paid leave (e.g., compensatory time, floating holidays, vacation) for remaining hours of ten hour scheduled shift.

12. City and County of San Francisco Department of Human Resources 12 Unpaid Legal Holidays SEIU, Local 1021 – Miscellaneous MOU Examples for the week in which the Columbus Day Legal Holiday falls on October 12, 2009 Example 5: Part-time employee, regularly scheduled to work twenty hours a week (i.e., eight hours on Monday, eight hours on Tuesday and 4 fours on Wednesday).  Employee earns twelve (12) hours regular pay (WK) and gets (4) hours of prorated, unpaid legal holiday pay (AM) on the legal holiday. ¹ Employee may additionally supplement up to four hours of paid leave (e.g., compensatory time, floating holidays, vacation) for remaining hours of eight hour scheduled shift.

13. City and County of San Francisco Department of Human Resources 13 Unpaid Legal Holidays UAPD – 8-CC and 11-AA MOUs What Days? FY 2009-2010 July 4 (July 4, 2009); first Monday in September (Labor Day) (September 7, 2009); the second Monday in October (Columbus Day) (October 12, 2009); the third Monday in February (Presidents’ Birthday) (February 15, 2010); FY 2010-2011 July 4 (July 4, 2010); first Monday in September (Labor Day) (September 6, 2010); the second Monday in October (Columbus Day) (October 11, 2010); the third Monday in February (Presidents’ Birthday) (February 21, 2010);

14. City and County of San Francisco Department of Human Resources 14 Furloughs FY09-10 Craft Coalition¹5 unpaid furloughs Plumbers5 unpaid furloughs Oper. Eng.5 unpaid furloughs Auto. Machinists4 unpaid furloughs FY10-11 Auto. Machinists3 unpaid furloughs ¹ except Ironworkers

15. City and County of San Francisco Department of Human Resources 15 Furloughs These unpaid furloughs will be denoted in the payroll system as (“AM”). Employees may not use paid leave in lieu of taking these days unpaid. Furloughs must be taken off in daily increments. Employees will accrue vacation and sick time on these unpaid furloughs. Additionally, these designated furloughs, although unpaid, shall still count as time worked for overtime calculation purposes. By Friday, July 17, 2009, each covered employee must submit to the Departmental Personnel Officer or designee a list of requested furlough days (i.e., dates the employee would prefer to take off his/her required furlough days). These dates would be subject to approval by management based on operational need. If the employee’s requested dates are rejected, the employee and management will find mutually agreeable alternative dates within the FY 2009-10. The Employee Relations Director (Martin Gran 557-4857) will be available to assist in the resolution of disputes over scheduling of furlough days. If an employee does not submit a request for furlough days (or if he/she does not cooperate in the resolution of any dispute over scheduling of furlough days), days off will be assigned to him/her by management.