Supported Agencies

Built from the 2024-2027 Memorandum of Understanding between CCSF and the San Francisco Deputy Probation Officers' Association (DPOA), covering ONLY ONE line-level classification pair: 8444 Deputy Probation Officer (PERS) and 8530 Deputy Probation Officer (SFERS) - the same job title, split by which retirement system administers the member's contributions. This MOU does NOT cover the Probation Department's supervisory ranks (Supervising Probation Officer / Supervising Adult Probation Officer, classes 8414/8434/8532/8534) - those are a separate bargaining unit represented by a completely different union (Operating Engineers Local Union No. 3, not a probation-specific association), modeled in the companion file san_francisco_probation_supervising.json. This MOU's own Wages article in the Supervising unit's MOU cross-references DPOA's max step directly ('at least ten percent higher than...class 8444 Deputy Probation Officer or class 8530 Deputy Probation Officer'), confirming these are companion department tracks, not overlapping coverage. IMPORTANT when choosing your tier below: this MOU's own Appendix C states actual retirement benefit-formula percentages (unusually explicit compared to the Sheriff/DA Investigator MOUs already modeled in this app) - pick the pre-1/7/2012-hire tier or the on/after-1/7/2012-hire tier based on YOUR OWN hire date into this classification, not based on whether your paystub says 'PERS' or 'SFERS' - Appendix C's own hire-date buckets are labeled 'CalPERS:' and 'SFERS:' respectively but BOTH cite SFERS Charter sections, which looks like a drafting inconsistency in the City's own document (see settings.unconfirmed_notes.calpers_vs_sfers_selection). Class 8444 members: your paycheck deduction is administered through CalPERS, but the stated benefit formula in this MOU's own Appendix C is a SFERS Charter provision either way - enter your real paystub deduction rather than assuming a specific system.

Built from the 2024-2027 Collective Bargaining Agreement between CCSF and the San Francisco Deputy Sheriffs' Association (DSA), covering the Sheriff's Department's LINE ranks: 8302 Deputy Sheriff (Academy - probationary trainee classification, no CalPERS/SFERS suffix split until permanent appointment), 8304(CalPERS)/8504(SFERS) Deputy Sheriff, and 8306(CalPERS)/8506(SFERS) Senior Deputy Sheriff. This is the companion file to san_francisco_sheriff_msa.json (the separate Sheriffs' Managers and Supervisors Association MOU covering Sergeant/Lieutenant/Captain) - DSA's own MOU names MSA as a co-participant on the joint Department/DSA/MSA Training Committee, confirming these are two distinct bargaining units within the same Sheriff's Department, not overlapping coverage of the same members. IMPORTANT when choosing your tier below: pick 'Classic 3% @ 55' ONLY if you were hired before January 7, 2012 and are enrolled in CalPERS (check your CalPERS Annual Member Statement / paystub deduction line) - this is a closed, shrinking population per the City DHR's own 'Migration of PERS Classifications to SFERS' memo. Everyone hired on or after 1/7/2012 (now the growing majority) should pick 'SFERS Sheriff Plan 3% @ 58' instead (check your SFERS statement) - independently confirmed against mysfers.org's own Plan-Provisions-Sheriff-608 PDF, whose age-factor table is byte-for-byte identical to SFPD's own A8.605 table. 'PEPRA 2.7% @ 57' is kept as a selectable option but is likely INAPPLICABLE for this unit - CalPERS enrollment closed a full year before PEPRA itself took effect (1/1/2013), so no legitimate CalPERS-PEPRA-Sheriff population should exist; don't pick it unless your own CalPERS statement genuinely shows a PEPRA-formula enrollment.

Built from the 2024-2027 Collective Bargaining Agreement between CCSF and the San Francisco District Attorney Investigators' Association (DAIA), covering classes 8146 (DA Investigator), 8147 (Senior DA Investigator), 8149 (Assistant Chief DA Investigator), and their SFERS-suffixed counterparts 8550/8552/8554. Peace officers under Penal Code 830.1. IMPORTANT when choosing your tier below: pick 'Classic 2% @ 50' ONLY if you were hired before January 7, 2012 and are enrolled in CalPERS (check your CalPERS Annual Member Statement / paystub deduction line) - this is a closed, shrinking population; the City DHR's own 'Migration of PERS Classifications to SFERS' memo confirms no new DAIA hires have gone into CalPERS since that date. Everyone hired on or after 1/7/2012 (now the growing majority) should pick 'SFERS Misc Safety 2.7% @ 58' instead (check your SFERS statement) - this is NOT picked automatically by hire date since a small number of pre-2012 employees could theoretically still be active, but for anyone hired in 2012 or later this IS a fixed, reliable cutoff, unlike the uncertainty this app previously flagged here.

Built from three real MOUs, uploaded and read in full: Unit 1 (H-2 Fire Fighter, H-3 EMT/Paramedic/Firefighter Levels I/II/III, H-4/H-6 Inspector/Investigator, H-9 Community Paramedic, H-10 Incident Support Specialist, H-16 Technical Training Specialist, H-18/H-19 Coordinator/Training Supervisor, H-20 through H-39 Lieutenant/Captain ranks) and Unit 2 (H-40 Battalion Chief, H-43 EMS Section Chief, H-50 Assistant Chief, H-110 Marine Engineer of Fire Boats, H-120 Pilot of Fire Boat), both SF Fire Fighters Local 798 MOUs, July 1, 2026 - June 30, 2030; plus the Municipal Executives' Association (MEA) / Fire MOU, also July 1, 2026 - June 30, 2030, covering the small, Civil-Service-EXEMPT executive command tier one level above Local 798's own top rank (H-50 Assistant Chief): 0140/0145 Chief of Fire (regular/transitional), 0150 Deputy Chief of Department, H-51 Assistant Deputy Chief II, and H-53 Emergency Medical Services Chief. All three MOUs cite the same SFERS Fire Safety Charter sections for retirement contributions (MEA-Fire's own Section III.R cites A8.596-11(e) and A8.598-11(d), matching this track's Old Plan/A8.596 and Tier I/A8.598 tiers below), so MEA-Fire is folded into this same 'sworn' track with per-source attribution in suggested_pay_items rather than split into a separate track - despite MEA-Fire's members being exempt rather than represented rank-and-file, they share the identical underlying retirement system and near-identical vacation/health/holiday framework. Unit 1's Appendix A (H-8 Per Diem EMT/Paramedic, a non-sworn classification with no vacation/sick accrual, hourly step advancement by hours worked rather than years of service, and no compensatory time) is deliberately NOT modeled here - it doesn't fit this app's PTO/pension-accrual assumptions; see ResearchItem 'SF Fire Fighters Local 798 - decide whether H-8 Per Diem is in scope' if per-diem members become a target audience later.

Municipal Executives' Association (MEA) / Fire MOU, July 1, 2026 - June 30, 2030 - the small, Civil-Service-EXEMPT executive command tier one level above Local 798's top rank (H-50 Assistant Chief): 0140/0145 Chief of Fire, 0150 Deputy Chief of Department, H-51 Assistant Deputy Chief II, H-53 Emergency Medical Services Chief. Same SFERS Fire Safety pension as the 'sworn' Local 798 track (MEA-Fire Section III.R cites A8.596-11(e)/A8.598-11(d)) - the engine treats this track as 'sworn' for all pension/tier math (see engine.pension_employee_type). Differs from Local 798 in: FLSA-EXEMPT (no overtime/comp-time; the app's FLSA shift-bid tools are hidden for this track), a 40-hour administrative base schedule (80/120/160 vacation via the 8-hour leave-day), the citywide 4.0 hrs/pp sick rate rather than a 56-hr suppression rate, plus 40 hrs/yr Management Leave in lieu of overtime and 5 Floating Holidays. A subset of H-50 Assistant Chiefs serving as Division Commanders work a 56-hour shift schedule and scale vacation/sick to the 12-hour leave-day - not yet modeled; those members should pick the Local 798 (sworn) track for now.

Built from fourteen sources of 2024-2027 City and County of San Francisco MOUs covering different SFERS Miscellaneous-plan bargaining units, all sharing the same PEC (Public Employee Committee) citywide wage/benefit framework: (1) Northern California Carpenters Regional Council Local 22 and Pile Drivers/Divers/Carpenters/Bridge/Wharf and Dock Builders Local 34 (classes 7226-7434/9328-9332, signed 5/2024); (2) Teamsters Local 856, San Francisco Building Inspectors (classes 6331/6333/6334, signed 5/14/2024); (3) Machinists Union Local 1414/IAM&AW District 190 (classes 7126-9940, signed 5/14/2024, plus a 2/2026 side letter amending the Appendix D apprenticeship program); (4) IFPTE Local 21 (professional/technical/engineering/IT/health/administrative classes, Appendix A lists ~150+ classifications, signed 5/14/2024) - the largest of the eleven in headcount/classification breadth; (5) Laborers International Union, Local 261 (park/street/sewer maintenance classes 3402-3438/7215-9916, e.g. Gardener, Arborist Technician, General Laborer, Sewer Maintenance Worker, Asphalt Worker/Finisher, Track Maintenance Worker, Public Service Aide, signed 5/14/2024); (6) a single consolidated 'Joint Craft Unions' MOU covering eleven separately-signing craft locals together - Bricklayers and Allied Crafts Local 3, Hod Carriers of LiUNA Local 261 (a DIFFERENT bargaining unit of the same Local 261 as item (5), covering only class 7428 Hod Carrier here), Carpet/Linoleum and Soft Tile Workers Local 12, Plasterers and Cement Masons Local 300, Glaziers/Architectural Metal and Glass Workers Local 718, IATSE Local 16 (media/stage production classes), Structural Ornamental/Reinforcing Iron Workers/Riggers and Machinery Movers Local 377, Plasterers and Shophands Local 66, United Union of Roofers/Waterproofers and Allied Workers Local 40, Sheet Metal Workers Local 104, and Teamsters Local 853 (7355 Truck Driver/7251 Track Maintenance Supervisor, Appendix G), signed 5/14/2024; (7) the Municipal Executives' Association (MEA), Bargaining Unit 32, groups M/EM/M-SA/M-DA (Manager I-VIII classes 0922-0943, Deputy Director I-V 0951-0955, Department Head I-V 0961-0971, IS Manager 1071, plus dozens of named department-head/assistant-director classes across Retirement System, SFGH, Log Cabin Ranch, Juvenile Hall, Adult/Juvenile Probation, DA Investigators, and the Sheriff's Department command tier, signed 5/2026) - MEA is largely SFERS Miscellaneous, but a NOTABLE EXCEPTION: several of its Sheriff/Probation/DA-Investigator command classes (8148/8150/8315/8317/8326/8330/8340/8344/8348/8413/8415/8416/8418/8435/8436/8438/8470) have parallel legacy CalPERS job codes under Charter Section A8.506 - MEA's own MOU lists these explicitly (paragraph 291) and includes a full CalPERS Prop. C cost-sharing formula for them; this file's SFERS-based retirement modeling does NOT apply to a member in one of these legacy PERS-contract job codes, and this app has no mechanism to flag that distinction automatically; (8) the Municipal Attorneys Association (MAA), Bargaining Unit 31 (8177 Attorney, 8181/8183 Assistant Chief Attorney I/II, 8182 Head Attorney, 8190 Tax Collector Attorney, 8193 Chief Attorney I - City Attorney/District Attorney/Public Defender offices, signed 2024); (9) United Association of Plumbers and Pipefitters, Local 38, Bargaining Unit 11 (1466 Meter Reader, 6242/6244/6246 Plumbing Inspector series, 7134/7136 Water Construction/Shops Superintendent, 7213/7239/7248/7250/7284/7349 Plumber/Steamfitter/Utility Plumber Supervisor series, 7316/7317 Water Service Inspector, 7347 Plumber, 7348 Steamfitter, 7353 Water Meter Repairer, 7360 Pipe Welder, 7388 Utility Plumber, 7449 Sewer Service Worker, plus apprentices, signed 2024); and (10)/(11) the Union of American Physicians and Dentists, Unit 18 (2210 Dentist, 2230/2232 Physician Specialist/Senior, 2242 Senior Psychiatric Physician Specialist, 2292/2293 Shelter Veterinarian/Senior, 2598 Assistant Medical Examiner) and Unit 17 (2233 Supervising Physician Specialist, 2243 Supervising Psychiatric Physician Specialist - the supervisory tier directly above Unit 18's 2230/2242), both covering DPH medical professionals, signed 5/14/2024; (12) Transport Workers Union (TWU) Local 250-A, Multi-Unit, Unit 28 (3541/3542/3544 Curator I/II/III, 2806/2808/2810 Disease Control Investigator/Senior/Principal, 6120/6122/6124 Environmental Health Inspector/Senior/Principal Health Inspector, signed 2024) - a genuinely mixed unit spanning museum curatorial staff and DPH inspector/investigator classes; (13) TWU Local 250A, Automotive Service Workers (Class 7410), Unit 29 (7410 Automotive Service Worker only, signed 2024); and (14) TWU Local 200 (1773 Media Training Specialist, 7412 Automotive Services Worker Assistant Supervisor, 9155/9156 Claims Investigator/Senior Claims Investigator, 9157 Claims Adjuster, 8126 Senior Investigator - Department of Police Accountability, 9144 Investigator - Taxi and Accessible Services, signed 2024). All fourteen are ordinary (non-safety) SFERS Miscellaneous members outside the CalPERS exception just noted - the Carpenters/Building Inspectors/Machinists/Laborers/Joint-Craft-Unions/Plumbers-Local-38 MOUs reference Charter Sections A8.587/A8.600/A8.603 by number for retirement; Local 21's, MEA's, MAA's, both UAPD units', and all three TWU (Local 250A Multi-Unit, Local 250A 7410, and Local 200) MOUs do not name those sections themselves (Local 21, MEA, and both UAPD units each only cite A8.509 in passing, for a pre-11/2/1976 legacy sub-tier that has no current members; MAA's Retirement Board section covers claims-processing timelines only; all three TWU MOUs simply state employees pay their own retirement contribution 'in accordance with the Charter' without naming any section number at all) but are reasonably inferred to fall under the same standard citywide Miscellaneous Classic/PEPRA tiers given they are likewise ordinary/civil-service and explicitly SFERS-covered - not independently re-confirmed the way the craft/inspector MOUs are. None of the fourteen MOUs state retirement benefit-formula percentages themselves (same pattern as the SFPD MOU), so the age-factor tables below were pulled directly from SFERS's own official Plan-Provisions PDFs (mysfers.org), not from any of these fourteen MOUs. This 'general' track is intended to represent any SF bargaining unit under the same citywide Miscellaneous plan and near-identical Civil-Service-wide wage/holiday/vacation/health terms, not just these specific unions. IMPORTANT CAVEAT: both UAPD units (17 and 18) use a genuinely different VACATION formula than the other twelve sources - a stepped 10/15/20-working-day schedule at 1/5/15 years of service, not the flat .0385-hrs/hr-of-paid-service accrual rate the other twelve sources share (all three TWU MOUs cite the identical Administrative Code Article 11, Sections 16.10-16.16 reference, confirming the same flat formula) and which this file's single pto_accrual.general tier (80 annual_hours, no tiers beyond year 0) is built to represent. Applying this file's existing pto_accrual table to a UAPD member will UNDERSTATE their vacation accrual once they pass 5 and 15 years of service - see notes.VACATION below; this has not been reconciled with a second pto_accrual tier set because doing so would incorrectly apply UAPD's stepped schedule to the other twelve unions' flat-rate members within the same 'general' track. ADDITIONALLY, eight more standalone SF Miscellaneous-plan union MOUs were later researched and folded into this same 'general' track (sources 15-22 below), each read from its own full MOU PDF: (15) SEIU 1021 Citywide: Built from the 2024-2027 Collective Bargaining Agreement between CCSF and SEIU Local 1021, Citywide unit - by far the largest single SF bargaining unit modeled in this app, with its own Attachment A listing roughly 470 represented classifications spanning clerical/administrative (Personnel Clerk, Payroll series, Customer Service Rep/Agent series, Clerk/Clerk Typist/Legal Secretary series), health/DPH clinical-support (Nursing Assistant, Psychiatric Technician, Licensed Vocational Nurse, Respiratory Care Practitioner, Pharmacist/Clinical Pharmacist, Radiologic Technologist/Diagnostic Medical Sonographer series, Home Health Aide, Health Worker I-IV), human services (Eligibility Worker/Senior Eligibility Worker, Social Worker/Senior Social Worker, Employment & Training Specialist), public safety support (Public Safety Communications Dispatcher 8238/8239, Airport Communications 9202-9204, Medical Examiner's Investigator series), parks/library/animal-control/misc field classes (Park Ranger, Library Technical Assistant/Librarian, Animal Control Assistant Supervisor, Animal Health Technician, Recreation Facility Assistant, School Crossing Guard, Graphic Artist), and many more - a genuinely different, much broader unit than the 14 smaller craft/professional/attorney unions already modeled together in san_francisco_misc.json (SEIU 1021 is NOT one of those 14 sources; it is a separate, un-modeled MOU until now). This 'general' track shares the same underlying SFERS Miscellaneous retirement plan as san_francisco_misc.json (same Classic/PEPRA age-factor tables, sourced from SFERS's own official Plan-Provisions PDFs since neither MOU states benefit-formula percentages itself), but several other terms are GENUINELY DIFFERENT from that file and should NOT be assumed identical for a SEIU 1021 member: (1) VACATION is a stepped 10/15/20-working-day schedule stated directly in this MOU's own Vacation article (10 days after 1 year, 15 days after 5 years, 20 days after 15 years, capped at 400 hours accumulated) - the same stepped mechanic san_francisco_misc.json flags as a UAPD-only exception, but here it is the MOU's own general rule, not an exception; (2) HEALTH CONTRIBUTION is richer than the citywide 93%/93%/83% model used everywhere else - 100% Employee Only, 96% Employee Plus One, 83% Employee Plus Two-or-more (each capped at that percentage of the second-highest-cost plan); (3) the PROP. C EMPLOYEE COST-SHARING TABLE (Charter Section A8.409-9) is a different, INCOME-TIERED bracket structure specific to Miscellaneous Safety-adjacent CalPERS members earning above/below $100,000/yr, distinct from both the Safety-plan Prop C table used in san_francisco_sheriff_msa.json/san_francisco_sheriff_dsa.json and from the flat pay-band adjustment described in san_francisco_misc.json's own eepers hint (the relationship between these two different Miscellaneous-plan contribution mechanisms has not been reconciled - see deduction_field_hints.eepers); (4) FLOATING HOLIDAYS are stated in HOURS rather than days - 32 hours/fiscal year, rising to 40 hours/year after 20 years of City service - a different structure than the flat '3 floating days' or '5 floating days' figures used elsewhere in this app's SF files; (5) LONGEVITY PAY is a FLAT DOLLAR AMOUNT ($0.50/hour after 10 continuous years in the same classification), not a percentage-of-base premium like every other SF file modeled so far; (6) NIGHT DUTY premium is 8% (5:00pm-7:00am, at least 1 hr overlap) / 10% (midnight-7:00am, at least 5 hrs overlap) - a different time-window/rate structure than both the sworn units' 8.5%/10% and the other Misc unions' citywide night-duty language; (7) this MOU includes DOZENS of class-specific premium carve-outs (e.g., 10-20% swing/night shift differentials for Pharmacists/Radiologic Technologists/Sonographers, a 50%/75% DPH-SFGH Trauma Response standby rate for Sonographer/Radiologic Tech/Surgical Procedures Technician classes, POST premiums for Medical Examiner's Investigators, a Step 6 salary addition for Public Safety Communications Dispatchers) that this app does not attempt to enumerate exhaustively given the ~470-classification breadth - see suggested_pay_items for a representative, non-exhaustive sample; a member should check this MOU's own Article III.D for any premium specific to their exact classification. (16) SEIU 1021 Staff and Per Diem Nurses: Built from the 2024-2027 Memorandum of Understanding between CCSF and SEIU Local 1021, Staff and Per Diem Nurses unit (Unit 42, the non-supervisory registered nurse bargaining unit) - read in full from the PDF (SEIU-1021-Staff-and-Per-Diem-Nurses-2024-2027-UA.pdf, as revised per Amendment #2). Article I.A. Recognition (paragraph 1) names the exact classes covered: 2320 Registered Nurse, 2323 Clinical Nurse Specialist, 2325 Nurse Midwife, 2330 Anesthetist, 2830 Public Health Nurse, 2328 Nurse Practitioner, and P103 Per Diem Registered Nurses - a genuinely different, much smaller and clinically-focused unit than the ~470-classification SEIU 1021 Citywide unit already modeled in san_francisco_seiu1021.json (this file is a SEPARATE MOU/bargaining unit of the same parent local, not a subset of that file). PER DIEM SCOPE: this MOU itself prints 'PER DIEM RELATED PROVISIONS ARE IN ITALICS' on its cover and explicitly carves P103 Per Diem Nurses OUT of nearly every benefit-accrual article by name - Work Schedule (III.B), Compensation for Various Schedules (III.C), Supervisory Differential (III.D), Call Back/Quality of Care Premium (III.D), Weekends Off/Weekend Premium (III.D), Acting Assignment Pay (III.D), most of Overtime (III.E, only paragraphs 3-4 apply), Holidays and Holiday Pay (III.F, except paragraph 389), the Salary Step Plan (III.G), Seniority Increments (III.I), Dental Insurance (III.N), Benefits While on Unpaid Status (III.O), Long Term Disability (III.P), Longevity Leave (III.S), Vacation Scheduling (III.T), Maternity/Child Care Leave (III.V), and Life Insurance (III.BB) all say verbatim 'does not apply to P103 Per Diem Nurses'; per diem nurses instead pay for their own health coverage with NO City contribution (III.M.2, paragraph 501) and have no vacation/sick/longevity accrual mechanic anywhere in the MOU's text. This is the same fundamentally-different, hourly/no-benefits-accrual structure that caused SF Fire Fighters Local 798's H-8 Per Diem EMT/Paramedic classification to be deliberately excluded from san_francisco_fire.json's 'sworn' track (see that file's track_mous.sworn note: 'a non-sworn classification with no vacation/sick accrual, hourly step advancement by hours worked rather than years of service, and no compensatory time...doesn't fit this app's PTO/pension-accrual assumptions') - the same reasoning is applied here. This file's 'general' track therefore represents STAFF (Permanent Civil Service) nurses only; a P103 Per Diem Nurse member should not use this app's PTO/pension-accrual calculator, consistent with the H-8 precedent. RETIREMENT: this MOU's own Article III.Q (Retirement Contribution, paragraph 505) states only 'Employees will pay the full employee's mandatory contribution to SFERS' - no benefit-formula percentage or Charter section number is named (paragraph 506 references Charter A8.506-4 only for a narrow historical carve-out of pre-1988 P103 members who elected to count per-diem pay toward retirement, not a formula), so the age-factor tables below are reused directly from san_francisco_misc.json (sourced from SFERS's own official Plan-Provisions PDFs), same collapse approach used across every other SFERS Miscellaneous file in this app. WAGES: this MOU uses the same base citywide PEC wage schedule seen across every other 2024-2027 SF MOU (1.5% 7/1/24, 1.5% 1/4/25, 1% 6/30/25 COB, 1% 7/1/25, 1.5% 1/3/26, 2% 6/30/26 COB, 2% 1/2/27, 2.5% 6/30/27 COB - Article III.A, paragraphs 277-284) PLUS a genuinely richer set of ADDITIONAL one-time wage adjustments not seen in the other SF Misc/SEIU 1021 Citywide sources: an extra 1% one-time adjustment effective 7/1/24, another 1% effective 1/4/25, another 1% effective 1/3/26, another 1% effective 1/2/27, and a final 0.5% one-time adjustment effective close of business 6/30/27 (paragraphs 285-289) - stacking on top of the base schedule. Not modeled (this app doesn't project wage growth), but flagged since it means a nurse's real cumulative raise over the contract term is larger than the base PEC schedule alone would suggest. VACATION: unlike SEIU 1021 Citywide's own MOU, which states its stepped 10/15/20-working-day vacation schedule directly and unambiguously in its own Vacation article, THIS MOU's Vacation Scheduling article (III.T) contains ONLY scheduling/bidding procedure (how vacation requests are submitted, seniority-based approval, a note about a vacation accrual cap) and never once states a numeric accrual rate or cites a Charter/Administrative Code section number for the accrual formula itself. The MOU's own attached Civil Service Commission Rules appendix (Sec. 120.37, 'Vacation Leave') is likewise silent on rate, saying only 'Vacation leave shall be as provided in the Charter and by ordinance of the Board of Supervisors' - a bare cross-reference with no number attached, even less explicit than the twelve flat-rate sources in san_francisco_misc.json (which at least cite Charter A8.440 or Admin Code 16.10-16.16 by section number). Given the total absence of a stated rate or citation, this file assumes the same citywide flat single-tier accrual (80 annual_hours, no step-up with tenure) used as the default in san_francisco_misc.json, rather than assuming SEIU 1021 Citywide's stepped schedule - see settings.unconfirmed_notes.vacation_accrual. HOLIDAYS: 12 fixed holidays (same citywide list) plus only THREE additional floating holidays selected by the employee (paragraph 385: 'three additional holidays to be taken on days selected by the employee') - matching the flat '3 floating days' figure used for the sworn Sheriff's units, NOT the '5 floating days' figure used for most other SF Misc/SEIU 1021 Citywide sources; do not assume 5 floating days for a member of this unit. LONGEVITY: this MOU's Article III.S is titled 'Longevity Leave', not 'Longevity Pay' - it grants PAID LEAVE DAYS, not a percentage-of-base or flat-dollar pay premium: 1 day after 2 years' continuous permanent service, 2 days after 5 years, 4 days after 7 years, 6 days after 10 years (all at .8 FTE or more; pro-rated for .4-.8 FTE; not subject to carryover; does not apply to P103). This is a genuinely different mechanic than every other SF file's longevity structure (percentage premiums in the fourteen misc.json sources, a flat $0.50/hr rate in SEIU 1021 Citywide) - it is a leave-accrual benefit, not a pay item, so it is NOT included in suggested_pay_items and is not modeled anywhere in this app (which has no field for one-time/tiered bonus leave-day grants). HEALTH INSURANCE: this MOU's own Article III.M.1 describes a THIRD distinct SF health-contribution model, different from both the citywide 93%/93%/83% standard (san_francisco_misc.json) and SEIU 1021 Citywide's own 100%/96%/83% model: Employee Only gets 90% of premium (with an 'average contribution'/100%-of-premium floor per Charter A8.423/A8.428(b)(2), or 90% of the second-highest-cost plan if the employee elects the highest-cost plan); Employee Plus One and Employee Plus Two-or-More both get a THREE-WAY split depending on which plan tier the employee elects - 95% of premium in the lowest-cost plan, 90% in the second-highest-cost plan, or 50% of the dependent-coverage portion plus the same 'average contribution' amount in the highest-cost plan. Do not reuse the flat 93%/93%/83% or 100%/96%/83% figures from either other SF file for a member of this unit. RETENTION/RECOGNITION PREMIUMS: this MOU's Article III.D is dense with nursing-specific premiums not seen in the citywide misc.json or SEIU 1021 Citywide files - Shift Differential (10% evening/20% night, notably richer than the 8%/10% or 8.5%/10% night-duty rates used elsewhere), Standby Pay (50% of straight-time rate, 75% on holidays - a percentage-of-pay standby rate far higher than the flat 10%-25% figures used across every other SF Misc/SEIU file), Quality of Care Premium (1.5x pay for hours that impinge on the industry-standard 12-hour inter-shift rest period), Health at Home On-Call Premium, Charge Nurse Pay (7.5%), Preceptor/MERT Premiums (7.5%), Class 2323 Clinical Nurse Specialist Pager Premium (5%), Jail Health Services Premium (3%, phased in 1%/yr from 2019-2021, for 2320/2328 assigned to Sheriff's Department jails), and a grandfathered $2.225/hr Class 2830 Public Health Nurse Step 6 premium (paragraph 292, explicitly closed to anyone hired into 2830 on or after 7/1/2014) - see suggested_pay_items for the full list with exact rates. (17) IBEW Local 6 (Electrical Workers): Built from the 2024-2027 Memorandum of Understanding between the City and County of San Francisco and International Brotherhood of Electrical Workers, Local Union No. 6, AFL-CIO ('IBEW 6'), Bargaining Unit 3, effective July 1, 2024 - June 30, 2027. This union is NOT one of the fourteen sources already folded into san_francisco_misc.json - it is a separate, standalone craft-union MOU covering electrical/electronics trade classifications: 6248 Electrical Inspector, 6249 Senior Electrical Inspector, 6250 Chief Electrical Inspector, 6252 Line Inspector, 7229 Transmission Line Supervisor I, 7238 Electrician Supervisor I, 7244 Power Plant Supervisor I, 7255 Power House Electrician Supervisor I, 7256 Electric Motor Repair Supervisor I, 7257 Communication Line Supervisor I, 7273 Communication Line Worker Supervisor II, 7275 Telecommunications Technician Supervisor, 7276 Electrician Supervisor II, 7279 Powerhouse Electrician Supervisor II, 7285 Transmission Line Worker Supervisor II, 7287 Supervising Electronic Maintenance Technician, 7308 Cable Splicer, 7318 Electronic Maintenance Technician, 7319 Electric Motor Repairer, 7329 Electronics Maintenance Technician Assistant Supervisor, 7338 Electrical Line Worker, 7345 Electrician, 7350 Transmission and Distribution Line Worker, 7354 Apprentice Power Line Worker 1, 7357 Apprentice Power Line Worker 2, 7390 Welder, 7430 Assistant Electronic Maintenance Technician, 7432 Electrical Line Helper, 7480 Power Generation Technician I, 7482 Power Generation Technician II, 7484 Senior Power Generation Technician, 7488 Power Generation Supervisor, 7510 Lighting Fixture Maintenance Worker, 9240 Airport Electrician, 9241 Airport Electrician Supervisor, 9242 Head Airport Electrician, 9354 Elevator and Crane Technician, and 9358 Crane Mechanic Supervisor. All members are ordinary (non-safety) SFERS Miscellaneous members - this MOU's own Retirement article (III.R) does not name Charter Sections A8.587/A8.600/A8.603 by number (it only references Charter Section A8.509 in passing, for a pre-11/2/1976 legacy sub-tier with no current members, the same pattern seen in several of san_francisco_misc.json's fourteen sources), but is reasonably inferred to fall under the same standard citywide Miscellaneous Classic/PEPRA tiers given it is an ordinary Civil-Service craft unit explicitly SFERS-covered, the same inference already made for several of the misc.json sources. WAGES: this MOU uses the exact same citywide PEC wage schedule as every other 2024-2027 SF MOU checked so far (1.5% 7/1/24, 1.5% 1/4/25, 1% 6/30/25 COB, 1% 7/1/25, 1.5% 1/3/26, 2% 6/30/26 COB, 2% 1/2/27, 2.5% 6/30/27 COB) - NO separate $25/hr wage-floor side letter was found anywhere in this document (unlike Carpenters/Machinists/Laborers Local 261 in misc.json), so none is assumed here. The MOU does list a long series of one-time, classification-specific base-wage adjustments (ranging 1%-9.75%) tied to specific job codes (paragraphs 134-148) predating and layered on top of the shared schedule - not modeled here since this app doesn't project wage growth by classification. VACATION: III.V states vacation is administered 'pursuant to the Administrative Code, Article II, Sections 16.10 through 16.16 (dated 12/94)' - the identical citation language used by the TWU sources in san_francisco_misc.json, confirming the same flat .0385-hrs/hr-of-paid-service accrual (no stepped schedule found for this union, unlike Stationary Engineers Local 39's stepped schedule modeled separately in san_francisco_stationary_engineers_local39.json). HEALTH: III.Q confirms the identical citywide Percentage-Based Contribution Model - 93% Employee Only, 93% Employee Plus One, 83% Employee Plus Two-or-more (each capped at that percentage of the second-highest-cost plan) - same as san_francisco_misc.json. SICK LEAVE: no numeric accrual rate stated in this MOU's own text (III.N only addresses supplementing disability indemnity payments); this file reuses the same 4.0 hrs/pay-period (Civil Service Commission Rule 120) figure used throughout san_francisco_misc.json, on the same citywide-rule basis. HOLIDAYS: III.G lists the identical 12 fixed holidays (New Year's, MLK Day, Presidents' Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Indigenous Peoples Day, Veterans' Day, Thanksgiving + day after, Christmas) plus 5 floating holidays/year, matching san_francisco_misc.json exactly. RETIREMENT: this MOU's own text (III.R) states only that represented employees pay their own retirement contribution to SFERS, with a 0.5% City pick-up for the small pre-11/2/1976 legacy tier - it does not state benefit-formula percentages, so this file reuses SFERS's own official Plan-Provisions age-factor tables the same way san_francisco_misc.json and san_francisco_seiu1021.json do. APPRENTICESHIP: classes 7354/7357 (Apprentice Power Line Worker 1/2) appear in the recognition clause and in the wage-schedule tables with their own step rates, and V.I. Apprenticeship Program states apprenticeship/training program terms including entry-level pay are 'subject to agreement between the City, the Union' - not modeled here (same as the Carpenters/Machinists/Laborers/Plumbers apprenticeship precedent in san_francisco_misc.json); an apprentice member should enter their own current step rate directly. (18) Operating Engineers Local 3: Built from the 2024-2027 Memorandum of Understanding between the City and County of San Francisco and Operating Engineers Local Union No. 3 of the International Union of Operating Engineers, AFL-CIO, Bargaining Unit 1, effective July 1, 2024 - June 30, 2027. This is a small, single-unit craft union NOT among san_francisco_misc.json's fourteen sources - it is a separate, standalone MOU covering nine heavy-equipment/mobile-equipment classifications: 7108 Heavy Equipment Operations Assistant Supervisor, 7110 Mobile Equipment Assistant Supervisor, 7208 Heavy Equipment Operations Supervisor, 7210 Mobile Equipment Supervisor, 7221 Asphalt Plant Supervisor I, 7328 Operating Engineer Universal, 7370 Rigger, 7424 Dryer-Mixer Operator, and 9331 Piledriver Engine Operator. Employees are assigned across several operational units by department (Airport, Port, Parks and Recreation, Public Works Sewer/Street Repair, PUC Water Supply/City Distribution Division, Hetch Hetchy-Moccasin, and MUNI - II.E Seniority). All members are ordinary (non-safety) SFERS Miscellaneous members - this MOU's own Retirement article (III.O) does not name Charter Sections A8.587/A8.600/A8.603 by number at all (it only states the Charter establishes SFERS retirement levels/terms/conditions generally), the same inference-only pattern already used for several of san_francisco_misc.json's fourteen sources. WAGES: this MOU uses the exact same citywide PEC wage schedule confirmed across every 2024-2027 SF MOU checked in this session (1.5% 7/1/24, 1.5% 1/4/25, 1% 6/30/25 COB, 1% 7/1/25, 1.5% 1/3/26, 2% 6/30/26 COB, 2% 1/2/27, 2.5% 6/30/27 COB) - NO $25/hr wage-floor side letter, and no bilingual pay clause, were found anywhere in this document. VACATION: II.D states vacation is administered 'pursuant to the Administrative Code, Article II, Section 16.10 through 16.16' - the identical citation used by IBEW Local 6 (san_francisco_electrical_local6.json) and the TWU sources in san_francisco_misc.json, confirming the same flat .0385-hrs/hr-of-paid-service accrual (NOT the stepped schedule Stationary Engineers Local 39 uses - see san_francisco_stationary_engineers_local39.json). HEALTH: III.N confirms the identical citywide Percentage-Based Contribution Model - 93% Employee Only, 93% Employee Plus One, 83% Employee Plus Two-or-more (each capped at that percentage of the second-highest-cost plan) - same as san_francisco_misc.json. HOLIDAYS: III.F lists the identical 12 fixed holidays plus 5 floating days/year, matching san_francisco_misc.json's fourteen sources exactly. RETIREMENT: this MOU's own text does not state benefit-formula percentages, so this file reuses SFERS's own official Plan-Provisions age-factor tables the same way san_francisco_misc.json and san_francisco_seiu1021.json do. APPRENTICESHIP: I.H. Apprenticeship Program states only that 'the specific provisions of an apprenticeship program shall be subject to agreement between the City and the Union' - a bare framework clause with no detailed step-pay table (a lighter version of the same pattern as IBEW Local 6, Carpenters, Machinists, Laborers, and Plumbers Local 38 in san_francisco_misc.json); none of this unit's nine recognized classifications are themselves apprentice classes. (19) Stationary Engineers Local 39: Built from the 2024-2027 Memorandum of Understanding between the City and County of San Francisco and Stationary Engineers, Local 39, International Union of Operating Engineers, Bargaining Unit 12, effective July 1, 2024 - June 30, 2027. This is a craft union NOT among san_francisco_misc.json's fourteen sources - it is a separate, standalone MOU covering boiler/stationary-plant and facilities/water-treatment classifications: 5148 Water Operations Analyst, 5149 Superintendent of Water Treatment Facilities, 7120 Buildings and Grounds Maintenance Superintendent, 7203 Buildings and Grounds Maintenance Supervisor, 7205 Chief Stationary Engineer, 7223 Cable Machinery Supervisor, 7245 Chief Stationary Engineer Water Treatment Plant, 7252 Chief Stationary Engineer Sewage Plant, 7262 Maintenance Planner, 7286 Wire Rope Cable Maintenance Supervisor, 7333 Apprentice Stationary Engineer, 7334 Stationary Engineer, 7335 Senior Stationary Engineer, 7339 Apprentice Stationary Engineer Water Treatment Plant, 7341 Stationary Engineer Water Treatment Plant, 7343 Senior Stationary Engineer Water Treatment Plant, 7372 Stationary Engineer Sewage Plant, 7373 Senior Stationary Engineer Sewage Plant, 7375 Apprentice Stationary Engineer Sewage Plant, 7420 Bridgetender, 7472 Wire Rope Cable Maintenance Mechanic, 7473 Wire Rope Cable Maintenance Mechanic Trainee, and 9232 Airport Mechanical Maintenance Supervisor. All members are ordinary (non-safety) SFERS Miscellaneous members - this MOU's own Retirement article (III.E) references Charter Section A8.509 only in passing (for the small pre-11/2/1976 legacy sub-tier with no current members, the same pattern used by IBEW Local 6 and several of san_francisco_misc.json's fourteen sources), so this is reasonably inferred to fall under the same standard citywide Miscellaneous Classic/PEPRA tiers. WAGES: this MOU uses the same citywide PEC wage schedule confirmed across every 2024-2027 SF MOU checked in this session (1.5% 7/1/24, 1.5% 1/4/25, 1% 6/30/25 COB, 1% 7/1/25, 1.5% 1/3/26, 2% 6/30/26 COB, 2% 1/2/27, 2.5% 6/30/27 COB), PLUS a one-time, ADDITIONAL 0.25% base wage adjustment effective 7/1/24 applied to ALL represented employees (paragraph 109) - the same extra 0.25% bump san_francisco_misc.json documents for MEA and MAA, but here applying unit-wide rather than to specific classes; no $25/hr wage-floor side letter and no bilingual pay clause were found anywhere in this document. VACATION - GENUINE DIVERGENCE FROM MOST OF SAN_FRANCISCO_MISC.JSON: III.K, explicitly labeled '[For informational purposes only]' in the MOU's own table of contents, states a STEPPED schedule - 80 hours (1 through 5 years of continuous service), 120 hours (more than 5 through 15 years), 160 hours (more than 15 years) - NOT the flat .0385-hrs/hr accrual rate that IBEW Local 6, Operating Engineers Local 3, and twelve of san_francisco_misc.json's fourteen sources share. This is the same stepped mechanic already modeled for san_francisco_seiu1021.json and flagged as a UAPD-only exception within san_francisco_misc.json - here it is Local 39's own general rule, correctly represented by this file's three-tier pto_accrual.general (0/5/15-year tiers). HEALTH: III.F confirms the identical citywide Percentage-Based Contribution Model - 93% Employee Only, 93% Employee Plus One, 83% Employee Plus Two-or-more (each capped at that percentage of the second-highest-cost plan) - same as san_francisco_misc.json. HOLIDAYS: III.H lists the identical 12 fixed holidays plus 5 floating holidays/year, matching san_francisco_misc.json's fourteen sources exactly. RETIREMENT: this MOU's own text does not state benefit-formula percentages, so this file reuses SFERS's own official Plan-Provisions age-factor tables the same way san_francisco_misc.json and san_francisco_seiu1021.json do. APPRENTICESHIP: classes 7333/7339/7375 (Apprentice Stationary Engineer, plain/Water Treatment/Sewage Plant variants) are recognized bargaining-unit classes; III.U Apprentice Salary Step Plan and Salary Adjustments describes only placement/advancement mechanics (apprentices are placed at an apprentice-class salary step and advance only after serving sufficient satisfactory time in the apprenticeship program - no % of journey-rate table is given), and IV.B Apprentice Training Fund confirms an active City-funded joint apprenticeship program with a $500/year per-represented-employee annual City contribution to the Local 39 Apprenticeship Training Fund - not modeled here (same as the Carpenters/Machinists/Laborers/Plumbers apprenticeship precedent in san_francisco_misc.json). (20) City Workers United (Painters): Built from the 2024-2027 MOU between the City and County of San Francisco and San Francisco City Workers United (Painters), covering classes 7346 Painter, 7242 Painter Supervisor I, and 7278 Painter Supervisor II (Recognition, Article I.A, paragraph 2), all Bargaining Unit 2. This is a single-union file (unlike san_francisco_misc.json's 14-source consolidation), but the underlying plan is the SAME SFERS Miscellaneous plan and the SAME citywide PEC (Public Employee Committee) wage/holiday/vacation framework used there, so this file reuses that file's 'general' track conventions (misc_classic 2.3%@62 / misc_pepra 2.3%@65) rather than re-deriving them, since the MOU itself does not state retirement benefit-formula percentages (Article III.T Retirement, paragraph 282, only confirms members pay their own SFERS contribution and that pre-11/2/1976 hires under Charter A8.509 get a 0.5% City pick-up - identical language pattern to san_francisco_misc.json's fourteen sources, no age-factor table given). Signed for the term July 1, 2024 - June 30, 2027 (Article VI.D, paragraph 351). (21) Teamsters Local 856 Multi-Unit: Built from the 2024-2027 MOU between the City and County of San Francisco and Teamsters, Local 856, Multi-Unit (Bargaining Unit 46), covering eleven classes across several distinct job families bargained together under one MOU (Article I.A Recognition): 1434 Shelter Service Representative, 2453 Supervising Pharmacist, 2463 Microbiologist I/II, 2496 Radiologic Technologist Supervisor, 3370 Animal Care Attendant, 3372 Animal Control Officer (listed as 'Deputy Animal Control Officer' in the body text), 7444 Parking Meter Repairer, 8322 Senior Counselor-Juvenile Hall, 8568 Senior Counselor-Juvenile Hall (SFERS), 8324 Supervising Counselor-Juvenile, and 8572 Supervising Counselor-Juvenile (SFERS). The great majority of these classes are ordinary SFERS Miscellaneous members sharing the SAME citywide PEC wage schedule, Admin Code 16.10-16.16 vacation formula, and 93%/93%/83% health contribution model already documented in san_francisco_misc.json, so this file's 'general' track reuses that file's SFERS Miscellaneous Classic/PEPRA retirement-tier conventions. BUT this MOU's own Retirement article (paragraphs 291-301) is NOT the simple 'members pay their own SFERS contribution' boilerplate seen in most of san_francisco_misc.json's sources - it instead reproduces a full CalPERS Proposition C employee-cost-sharing table (paragraph 294's chart, keyed to 'Misc Safety' income bands under $100k/$100k+) and separately addresses 'employee payment of employee contribution to CalPERS' (paragraph 299) and a CalPERS-specific 'Retirement Reopener' citing Charter A8.506-2 (paragraph 300) - this is the SAME kind of legacy-CalPERS carve-out documented for MEA's Sheriff/Probation/DA-Investigator command classes in san_francisco_misc.json, and the parallel 8322/8568 and 8324/8572 class-code pairs in this MOU's own Recognition list make it very likely that at least the two non-SFERS-suffixed Juvenile Counselor classes (8322, 8324) are the legacy-CalPERS members this section addresses. Signed for the term July 1, 2024 - June 30, 2027 (Article VII.C, paragraph 403). (22) Teamsters Local 856 Supervising RNs: Built from the 2024-2027 MOU between the City and County of San Francisco and Teamsters, Local 856 (Supervising Registered Nurses, Unit 47), covering classes 2322 Nurse Manager, 2324 Nursing Supervisor, and 2326 Nursing Supervisor, Psychiatric (Article I.A Recognition, paragraph 1). These are the SUPERVISORY tier of SF's nursing classification series - not line/staff RNs - and are ordinary SFERS Miscellaneous members (nursing supervision is not a Safety classification), sharing the SAME citywide PEC wage schedule and SFERS Miscellaneous retirement plan as san_francisco_misc.json's sources, so this file's 'general' track reuses that file's SFERS Miscellaneous Classic/PEPRA retirement-tier conventions (this MOU's own Retirement Pickup article, paragraph 217, does not itself state age-factor/benefit-formula percentages, same pattern as every source in san_francisco_misc.json). Several benefit structures diverge meaningfully from the san_francisco_misc.json standard, however - see notes below: this MOU has its OWN Longevity Leave (paid days off, not a wage premium), its own plan-tiered Health Insurance contribution model (not the standard 93%/93%/83% model), only 3 floating holidays/yr (not 5), an additional series of nursing-specific one-time wage adjustments layered on top of the shared PEC wage schedule, and does not restate a Vacation Accrual formula anywhere in its own text. Signed for the term July 1, 2024 - June 30, 2027 (Article V.D, paragraph 290).

San Francisco Police Officers' Association (POA) MOU, Units P-1 (Police Officer through Sergeant) and P-2A (Lieutenant through Captain), City and County of San Francisco - the successor 2026-2030 MOU (July 1, 2026 - June 30, 2030, signed 4/2/2026) has now been uploaded and verified in full, superseding the prior 2023-2026 MOU this file was originally built from. Confirmed from the new document: FLSA work period remains the federal default 28-day/171-hour period for ranks below Captain (Captains are FLSA-exempt, receiving a flat 8% in lieu of overtime); Night Shift Differential 6.25%, Bomb Squad/SWAT Team Pay 6%, Specialist Pay 5%, Canine Duty Pay 5%, Uniform Allowance $1,100/yr, Bilingual Pay $80/biweekly, and POST Certificate Pay (5-8% by cert level and date) are all real, current line items - this resolves the premium_pay_rates and post_pay items that were previously flagged unconfirmed below. Also newly added since the prior MOU: Retention Pay, a years-of-service premium (5+ yrs=5% up to 25+ yrs=20-23% depending on effective date) for POST-intermediate-or-higher officers, effective January 3, 2026. Wellness Program sick-leave cash-buyout mechanic (Section 9) is unchanged - still confirms sick leave does not convert to service credit, consistent with sick_converts_to_service=false below. Retirement section (302-307) still only covers contribution mechanics by reference to Charter sections, same as before - does not itself state benefit-formula percentages, survivor benefit mechanics, or COLA timing rules, so those items remain unconfirmed as noted below. Also read and folded into this same 'sworn' track: the Municipal Executives' Association (MEA) / Police MOU, also uploaded and read in full, covering the small, Civil-Service-EXEMPT executive command tier (Article I.A Recognition, P-3-0 bargaining unit: 0390 Chief of Police, 0395 Assistant Chief of Police, 0400/0401/0402 Deputy Chief/Deputy Chief 2/Deputy Chief 3, 0488/0489/0490 Commander/Commander II/Commander III), also July 1, 2026 - June 30, 2030. MEA/Police's own Retirement section (III.R, paragraph 116) explicitly names Charter Sections A8.595-11(d) and A8.597-11(d) as satisfied by its members' retirement contributions - the same SFERS Police Safety Old Plan (A8.595) and Tier I (A8.597) Charter sections this track's own retirement notes already map to 'Classic 3% @ 55' below - so MEA/Police is folded into this same 'sworn' track with per-source attribution in suggested_pay_items, rather than split into a separate track or file, exactly as MEA/Fire was folded into san_francisco_fire.json's 'sworn' track. Despite MEA/Police's members being Civil-Service-exempt executives (Section II.C) rather than POA-represented rank-and-file, they share the identical underlying SFERS Police Safety retirement system, the identical $1,100/yr uniform allowance, and a near-identical sick-leave/wellness-buyout framework - distinguishing MEA/Police-specific pay items (Merit Pay, POST Certificate Premium, Management POST Premium, and Retention Pay, each using different mechanics/rates than POA's own lines) are attributed separately in suggested_pay_items.

Built from the 2024-2027 Collective Bargaining Agreement between CCSF and the San Francisco Sheriffs' Managers and Supervisors Association (MSA), covering ONLY the Sheriff's Department supervisory ranks: 8308(CalPERS)/8508(SFERS) Sheriff's Sergeant, 8310(CalPERS)/8510(SFERS) Sheriff's Lieutenant, and 8312(CalPERS)/8512(SFERS) Sheriff's Captain. This is NOT the file for line Sheriff's Deputies - those are represented by a separate union (the Deputy Sheriffs' Association, 'DSA', referenced in this MOU's own Appendix A as a co-participant on the joint Training Committee) under its own MOU, which has not been uploaded/modeled here. IMPORTANT when choosing your tier below: pick 'Classic 3% @ 55' ONLY if you were hired before January 7, 2012 and are enrolled in CalPERS Local Safety (check your CalPERS Annual Member Statement / paystub deduction line) - this is a closed, shrinking population per the City DHR's own 'Migration of PERS Classifications to SFERS' memo. Everyone hired on or after 1/7/2012 (now the growing majority) should pick 'SFERS Sheriff Plan 3% @ 58' instead (check your SFERS statement) - independently confirmed against mysfers.org's own Plan-Provisions-Sheriff-608 PDF, whose age-factor table is byte-for-byte identical to SFPD's own A8.605 table. 'PEPRA 2.7% @ 57' is kept as a selectable option but is likely INAPPLICABLE for this unit - CalPERS enrollment closed a full year before PEPRA itself took effect (1/1/2013), so no legitimate CalPERS-PEPRA-Sheriff population should exist; don't pick it unless your own CalPERS statement genuinely shows a PEPRA-formula enrollment.

Built from the 2024-2027 Memorandum of Understanding between CCSF and Operating Engineers Local Union No. 3 of the International Union of Operating Engineers, AFL-CIO, covering Unit 52: Class 8414 Supervising Probation Officer, Juvenile Court (PERS), Class 8434 Supervising Adult Probation Officer (PERS), Class 8532 Supervising Probation Officer, Juvenile Court (SFERS), Class 8534 Supervising Adult Probation Officer (SFERS), Class 2966 Welfare Fraud Investigator, and Class 2967 Supervising Welfare Fraud Investigator. IMPORTANT SCOPE NOTE: classes 2966/2967 (Welfare Fraud Investigator / Supervising Welfare Fraud Investigator) are Human Services Agency positions bundled into this SAME bargaining unit/MOU alongside the Probation Department supervisory classes, but they are NOT a probation classification and are OUT OF SCOPE for this file - this file models only the four Probation Department classes (8414/8434/8532/8534). If you are a Welfare Fraud Investigator, this file's pay/retirement modeling was not built for your classification even though you share the same union contract - two of this MOU's premiums (the Department Liaison Officer for Security 'DLOS' premium, and a one-time 1.24% wage adjustment for class 2967) apply ONLY to Welfare Fraud Investigator classes and are deliberately excluded from suggested_pay_items below. This is the companion file to san_francisco_probation_dpoa.json (the separate Deputy Probation Officers' Association MOU covering the line-level 8444/8530 classification) - DPOA's own Wages article cross-references this unit's max step directly ('at least ten percent higher than...class 8444 Deputy Probation Officer or class 8530 Deputy Probation Officer'), confirming these are companion department tracks under two entirely different unions. IMPORTANT when choosing your tier below: pick based on YOUR OWN hire date into a Probation Department classification (before or on/after 1/7/2012) - this MOU itself does not restate the retirement benefit formula (unlike DPOA's own Appendix C), so the tiers offered here are a reasoned reuse of DPOA's stated Charter A8.609/A8.610 'Miscellaneous Safety Personnel' figures, not independently re-confirmed against this MOU's own text.

Campbell Peace Officers' Association (CPOA) MOU, Jan 1, 2023 - Dec 31, 2025 (Reso 12926), extended six months to June 30, 2026 by the Second Side Letter (Reso 13352, adopted Dec 2, 2025). Now past term and running status quo pending the Measure K sales-tax lawsuit and escrow release; successor MOUs will switch to a July 1 - June 30 fiscal-year cycle. Covers Police Officer, Police Agent, Police Sergeant.

Blended track covering two units: Campbell Municipal Employees' Association (CMEA) MOU July 1, 2022 - June 30, 2025, extended one year to June 30, 2026 by Side Letter (Reso 13309, June 17, 2025), successor still unresolved; and CARP (Northern California Carpenters Regional Council / Carpenters 46, per June 2025's Reso 13311) MOU July 1, 2022 - June 30, 2025, extended to June 30, 2026 by executed Side Letter Reso 13311 (June 17, 2025), then a successor MOU ratified Aug 18, 2026 covering July 1, 2026 - June 30, 2028 (3%/3% annual raises, retroactive 3% for FY 25/26, VEBA to $100/mo, uniform to $1,000/yr - see mou_expirations.general_carp for the full write-up). CMEA = accounting/engineering/planning/building/recreation/IT classifications; CARP = mechanics, maintenance workers, traffic-signal technicians, arborist.

Campbell Police Civilian Employees' Association (CPCEA) MOU, July 1, 2022 - June 30, 2025. Expired with no side letter or successor posted on the City labor-relations page; running status quo. Covers Public Safety Dispatchers, Police Records Specialists/Supervisor, Communications Supervisor, Community Service Officers, Property/Evidence Specialist.

Blended track covering the City's two represented units plus its unrepresented/appointed staff, all CalPERS Miscellaneous: IFPTE Local 21, Cupertino Employees' Association (CEA) MOU, July 1, 2025 - June 30, 2028 (office/professional/technical classifications - accounting, planning, engineering, building/code inspection, IT, records, recreation, administrative support); Operating Engineers Local No. 3 (OE3) MOU, July 1, 2025 - June 30, 2028 (Public Works maintenance, streets/trees/facilities, equipment operators); and the Appointed/Unrepresented Employees' Compensation Program (Policy No. 2, Resolution 25-097 as amended by Resolution 26-061) covering department heads, managers, and other at-will/confidential staff. All three groups share identical CalPERS formulas, vacation/sick tables, and the July 2025/2026/2027 raise schedule per the City's own 2026 Summary of Benefits, which explicitly covers 'Appointed, Unrepresented, CEA, and Operating Engineers Units' as one set of benefit rules throughout. The City Council's own compensation (Policy No. 1) is a separate elected-officials program, out of scope for this app.

Two ingested MOUs, one per department, sharing the single 'sworn' track split by pay_group ('police' / 'fire'). POLICE: City of Gilroy / Gilroy Police Officers' Association, Inc. - POLICE UNIT MOU, July 1, 2025 - June 30, 2028 (DocuSign 6DC043A1-9EBA-4AC9-803D-A92CDB50F8C0), covering sworn Peace Officer classifications plus Multi-Service Officer / Detention Services Officer. CalPERS Police Safety: 3% @ 50 for officers hired before January 6, 2011; 2% @ 50 for officers hired January 6, 2011 - December 31, 2012 and Classic members hired on/after January 1, 2013; PEPRA 2.7% @ 57 for New Members hired on/after January 1, 2013. Classic tiers pay a 9% member contribution with one-year final compensation; PEPRA pays 50% of normal cost with a three-year average. Wages +3.0% / +3.0% / +3.0% effective July 1, 2025 / 2026 / 2027. FIRE: City of Gilroy / IAFF Local 2805 - FIRE UNIT MOU, July 1, 2022 - June 30, 2026, plus the November 2022 Side Letter (holiday-in-lieu raised to 7.26%, Cesar Chavez Day added). CalPERS Fire Safety: 3% @ 55 hired before January 6, 2011; 2% @ 55 hired January 6, 2011 - December 31, 2012 and Classic members hired later; PEPRA 2% @ 57 for New Members. Fire's 3% @ 55 pays 9% with one-year final compensation, the 2% @ 55 tier pays 7% with a three-year average, PEPRA pays 50% of normal cost with a three-year average. No across-the-board COLA in the 2022-2026 term - wage growth is via longevity Steps F-I only (one added per year, ~5% each). Expired since June 30, 2026, still in ordinary closed-session negotiations as of the Amended July 27, 2026 Council Agenda (Gov. Code Section 54957.6) - no successor ratified yet, see mou_expirations.sworn_iaff for the full current write-up. Police formulas are stored in sworn_classic / sworn_classic2 / sworn_pepra; fire formulas in sworn_custom1 / sworn_custom2 / sworn_custom3 - a member picks whichever matches their own department and hire-date formula.

AFSCME Local 101, Gilroy Chapter - GENERAL Unit MOU (July 1, 2026 - June 30, 2029) and SUPERVISORY Unit MOU (same term), which carry identical economic terms, blended with the Gilroy Management Association (GMA) MOU (July 1, 2025 - June 30, 2028) covering the City's mid-management / professional-management classifications (plus sworn Police Captains and Fire Division Chiefs / Fire Marshal, who stay on their safety formulas). All three share the CalPERS Miscellaneous formula - 2.5% @ 55 Classic (8% member rate, one-year final compensation) / 2% @ 62 PEPRA (three-year average) - and the same 80/120/160 vacation table, 96-hour sick accrual and 'no leave to extend separation' rule, so they resolve as one 'general' track. The one thing that does NOT line up is the COLA schedule: AFSCME is +3.8% / +3.7% / +3.0% on July 1, 2026 / 2027 / 2028 while GMA is +3.0% / +2.5% / +2.5% on July 1, 2025 / 2026 / 2027; raise_schedule.general carries the AFSCME numbers (the large majority of the track), so a GMA member's raise projection is approximate. Covers accounting, engineering, planning, building & code enforcement, hazardous-materials inspection, IT, recreation, facilities, public works & utilities operations (water / wastewater / streets / parks), fleet mechanics, city-clerk and community-development staff. This is the fully-built track. Still NOT reviewed: the unrepresented / at-will executive group (Department Heads, City Administrator - individual employment agreements + salary schedules), who share the 2.5% @ 55 / 2% @ 62 Miscellaneous formula but differ on leave and health contribution.

The police-support classifications that in Gilroy sit INSIDE the AFSCME Local 101 units, not in a separate bargaining unit: General Unit - Public Safety Communicator & Senior Public Safety Communicator, Police Records Technician I/II & Senior Police Records Technician, Community Services Officer, Property & Evidence Technician; Supervisory Unit - Public Safety Communications Supervisor, Police Records Supervisor. All CalPERS Miscellaneous, on the same 2.5% @ 55 Classic / 2% @ 62 PEPRA tiers, the same vacation table and the same July COLAs as the general track. This track exists so dispatch/records members can model their 6%-of-base holiday-worked pay, PSC training pay (5%), bilingual pay (5%) and the smaller 24-hour personal-leave grant.

Four ingested MOUs sharing the single 'sworn' track, split by pay_group into 'police' (Livermore Police Officers Association - Police Officer, Police Sergeant), 'police_mgmt' (Livermore Police Management Association - Police Lieutenant, Police Captain; FLSA-exempt by duties test), 'fire' (IAFF Local 1974 - Firefighter, Firefighter/Paramedic, Fire Engineer, Fire Captain, plus 40-hour Fire Prevention Inspectors and Hazardous Materials Inspectors), and 'fire_bc' (IAFF Local 1974 Battalion Chief's Unit - Battalion Chief only). Fire and Fire BC are NOT City of Livermore employees in the usual sense - the City of Livermore and City of Pleasanton jointly formed the Livermore-Pleasanton Fire Department Joint Powers Authority ('LPFD' / 'JPA'), and both fire MOUs are literally the same document covering both cities' firefighters; see pleasanton.json for the identical fire tracks under that city. LPOA MOU (POA), May 1, 2025 - April 30, 2029: CalPERS Local Safety 3% @ 50 (hired before Dec 30, 2012, 1-year final comp) / 3% @ 55 (hired Dec 30, 2012 - Dec 31, 2012, or classic by reciprocity thereafter, 3-year final comp) / 2.7% @ 57 PEPRA (New Members hired on/after Jan 1, 2013, 3-year final comp). 28-day FLSA 7(k) work period; 4/11 patrol schedule. Wages +10% (5% base + 5% market equity, May 2025), then +5% (3%+2%) each May 2026/2027/2028. LPMA MOU (Police Management), July 1, 2025 - June 30, 2029: same three CalPERS safety formulas and hire-date boundaries as LPOA (one shared citywide safety plan). Wages +10% (5%+5% internal equity, July 2025), +5% (3%+2%, July 2026), +4% (3%+1%, July 2027), +3% (July 2028, no further equity step announced). LPFD/IAFF Local 1974 MOU (Fire suppression + Fire Prevention), July 1, 2025 - June 30, 2029: same three safety formulas with fire's own hire-date boundary - Tier 1 Classic hired before Dec 22, 2012 (12-month final comp), Tier 2 Classic hired Dec 22, 2012 - Dec 31, 2012 or classic by reciprocity (36-month), PEPRA hired on/after Jan 1, 2013 (36-month). 48/96 suppression schedule, 24-day FLSA duty cycle; Fire Prevention personnel work a 40-hour week (Mon-Fri), 28-day cycle. Wages +3% each July 2025/2026/2027, +3.75% July 2028. LPFD/IAFF Battalion Chief's Unit MOU, July 1, 2025 - June 30, 2028: same safety formulas/hire dates as line Fire. No broad-based raise until COLA steps of +3% (July 2026) and +3% (July 2027) - pay otherwise moves through a merit step system tied to individual performance reviews, not a bargaining-unit-wide schedule.

Blended track covering the Association of Livermore Employees (ALE - Master MOU, October 1, 2025 - September 30, 2029), which spans the City's full range of civilian classifications (Public Works/Water Resources trades and operators, clerical/admin, and the non-sworn Police Department support staff - Public Safety Dispatchers, Community Service Specialists, Crisis Intervention Specialist), and the Livermore Management Group (July 1, 2025 - June 30, 2029, unrepresented management & confidential employees). Both are CalPERS Miscellaneous on the same citywide plan: 2.7% @ 55 Classic (hired before Dec 30, 2012, 1-year final comp, 8% member rate) / 2% @ 60 Classic (hired Dec 30, 2012 - Dec 31, 2012, 3-year final comp, 7% member rate) / 2% @ 62 PEPRA (New Members hired on/after Jan 1, 2013, 3-year final comp, member pays 50% of normal cost). ALE wages +6% (5% base + 1% medical-cost COLA, Oct 2025), +4% (3%+1%, Oct 2026), +3% (Oct 2027), +3% (Oct 2028). Management Group wages +6% (5%+1%, July 2025), +4% (3%+1%, July 2026), +3% (July 2027), +3% (July 2028) - close to but not identical to ALE's dates/amounts; general track uses ALE's numbers as the majority group (see settings.unconfirmed_notes.general_track for the Management Group variance).

Los Altos Peace Officers' Association (LAPOA) MOU, March 2023 - June 30, 2028, extended to June 30, 2030 by Side Letter Agreement #2 (Reso 2024-85, Nov 12, 2024). Salary-only limited reopeners in Jan 2027, Jan 2028, and Jan 2029. Covers the sworn classifications: Police Sergeant, Police Corporal, Police Officer, and Police Officer Trainee. CalPERS Safety.

Blended track covering two units. Los Altos Municipal Employee Association (LAMEA) MOU, July 1, 2026 - June 30, 2031 (Reso 2026-33), covering office / professional / technical / inspection classifications (accounting, planning, engineering, building inspection, code enforcement, IT, records, recreation, GIS, executive assistant, etc.). Sanitary Truck Drivers and Helpers Union Local 350 (Teamsters) MOU, July 1, 2025 - June 30, 2031 (Reso 2025-90), covering Public Works maintenance workers, equipment mechanics, wastewater maintenance workers, and maintenance leadworkers/technicians. Both units are CalPERS Miscellaneous.

Same Los Altos Peace Officers' Association (LAPOA) MOU (term through June 30, 2030). Covers the non-sworn LAPOA classifications: Communications Supervisor, Lead Communications Officer, Communications Officer, Crime Analyst, and Community Service Officer. CalPERS Miscellaneous.

Two ingested MOUs, one per department, sharing the single 'sworn' track split by pay_group ('police' / 'fire'). POLICE: City of Milpitas / Milpitas Police Officers Association MOU, January 1, 2024 - December 31, 2026 (DocuSign 6FA3D087). Covers the sworn classifications (Patrol Officer, Police Officer, Police Sergeant, Police Lieutenant) - the MPOA bargaining unit also holds the non-sworn police-support classes, which this app puts on the separate 'non_sworn' track. CalPERS Police Safety: 3% @ 50 for officers hired before July 1, 2011; 3% @ 55 for officers hired on/after July 1, 2011 and before January 1, 2013 (or reciprocity); PEPRA 2% @ 50 (2.7% @ 57) for New Members hired on/after January 1, 2013. Single-highest-year final compensation for the two Classic tiers, 36-month for PEPRA; 4th Level 1959 Survivor + PERS Credit for Unused Sick Leave. Wages: +6.5% (Jan 2024), +5.0% (Jan 2025), +4.0% (Jan 2026) for sworn. FIRE: City of Milpitas / IAFF Local 1699 MOU, July 1, 2024 - June 30, 2027 (DocuSign E8222A03). CalPERS Fire Safety: 3% @ 50 hired before April 8, 2012; 3% @ 55 hired on/after April 8, 2012 (or reciprocity); PEPRA 2% @ 50 (2.7% @ 57) for New Members hired on/after January 1, 2013. 12-month final compensation for the Classic tiers, 36-month for PEPRA. Wages: +9.0% (July 2024), +5.0% (July 2025), +4.0% (July 2026). Police and fire share the same three safety formulas (3% @ 50 / 3% @ 55 / 2.7% @ 57) - they differ only in the Classic hire-date boundary (7/1/2011 police vs 4/8/2012 fire), the vacation and sick tables, and the FLSA work period - so the tier dropdown lists just those three; pay_group carries the rest.

Blended track covering four Miscellaneous groups: the Milpitas Employees Association / MEA (LIUNA/UPEC Local 792) - water/wastewater/streets/parks/fleet maintenance plus clerical; the Professional and Technical Group / ProTech (LIUNA/UPEC Local 792) - accountants, engineers, planners, inspectors, analysts; the Mid-Management and Confidential Unit / MidCon (LIUNA Local 792); and the Unrepresented / management & executive group (department heads, Chiefs, City Attorney, City Manager). All CalPERS Miscellaneous: 2.7% @ 55 Classic (hired before October 9, 2011, 8% member rate, single highest year) / 2% @ 60 Classic (hired on/after October 9, 2011, 7% member rate) / 2% @ 62 PEPRA (three-year average, member pays 50% of normal cost); members also pay an additional 1.0% of PERSable salary toward the employer rate (TDMC pick-up). MEA & ProTech MOUs ran July 1, 2023 - June 30, 2025, each extended twelve months to June 30, 2026 (+3% + a $2,450 one-time lump sum, July 2025). MidCon's 2019-2023 MOU was extended twice to June 30, 2026 (+5% + $2,450 lump sum + a new longevity ladder, July 2025).

The non-sworn police-support classifications inside the Milpitas Police Officers Association bargaining unit: Communications Dispatcher & Communications Dispatch Supervisor, Community Service Officer, Police Assistant, Police Clerk I/II & Police Clerk Supervisor, Police Evidence Technician. All CalPERS Miscellaneous on the same 2.7% @ 55 Classic (hired before July 1, 2011) / 2% @ 60 Classic (hired July 1, 2011 - December 31, 2012) / 2% @ 62 PEPRA tiers as the general track. Wages under the MPOA MOU: +6.5% (Jan 2024), +3.0% (Jan 2025), +3.0% (Jan 2026). This track exists so dispatch/records members can model their 6%-of-base holiday-in-lieu pay (Dispatch and sworn Traffic/Patrol do not observe City holidays), the $780/yr uniform allowance, and the longevity ladder.

Morgan Hill Police Officers' Association (POA) MOU, December 21, 2025 - December 31, 2028. Covers the Police Unit: Police Officer, Police Corporal, Police Sergeant (all CalPERS Safety) plus Multi Service Officer (a non-sworn class, CalPERS Miscellaneous - members in that class should pick the non_sworn track). Police Officer Trainees are NOT covered by the MOU (separate academy contract). Chief of Police and Police Captain are unrepresented management (Resolution 25-039) but are also CalPERS Safety and use this track.

Blended track covering two groups, both CalPERS Miscellaneous: AFSCME Local 101, District Council 57 MOU (December 21, 2025 - December 31, 2028) covering all regular full/part-time City employees except POA, CSOA and management (public works, utilities, engineering, building, planning, recreation, accounting, records, IT, etc.); and the Management, Professional & Confidential Employees group governed by City Council Resolution 25-039 (adopted December 17, 2025, rescinds Reso 24-041) - department directors, managers, confidential staff, the City Manager and City Attorney (both on individual employment agreements within the Reso 25-039 total-compensation caps).

Morgan Hill Community Service Officers' Association (CSOA) MOU, December 21, 2025 - December 31, 2028. Covers Police Records Specialist, Police Records Specialist Supervisor, Property/Evidence Technician, Public Safety Dispatcher, Public Safety Dispatch Supervisor, Animal Services Officer, and Community Services Officer. All CalPERS Miscellaneous. Also the correct track for the POA's Multi Service Officer class.

Police: Mountain View Police Officers Association (POA) MOU — Sworn Unit (Police Officer, Police Sergeant), July 1, 2024 - June 30, 2027 (full text read; Docusign envelope shows City Council-side signatures 5/29/2025 and POA-side signatures through 6/4/2025). Fire: Mountain View Professional Firefighters, Local 1965 (MVFF) MOU, July 1, 2024 - June 30, 2027 (full text read, plus Attachment A Career Development tier minimum-qualifications table and the 8/20-8/21/2025 side letter revising Deputy Fire Marshal tiers). Distinguished within this app's single 'sworn' track by pay_group ('police' vs 'fire') — see pto_accrual.sworn below.

City Jobs / General — two blended bargaining units with essentially identical vacation, sick-payout, and CalPERS Miscellaneous formulas (confirmed by direct comparison of both full MOUs): (1) SEIU Local 521 MOU, July 1, 2024 - June 30, 2027, covering the Maintenance unit (e.g. Equipment Mechanic, Parks/Streets/Water/Wastewater Maintenance Worker, Heavy Equipment Operator) and the Clerical/Technical unit (e.g. Account Clerk, Building/Code Enforcement/Public Works Inspector, Permit Technician, Public Safety Dispatcher I/II/III and Public Safety Dispatch Coordinator); and (2) EAGLES MOU, July 1, 2024 - June 30, 2027, covering professional/management/supervisory classifications (e.g. Analyst, Planner, Librarian, IT Analyst, Recreation/Project/Program Manager, division supervisors). IMPORTANT: Public Safety Dispatcher I/II/III and Public Safety Dispatch Coordinator are SEIU-represented (Clerical/Technical unit) and belong in THIS 'general' track, NOT the POA 'non_sworn' track above — the POA nonsworn unit covers only CSO/Records/Police Assistant/Property & Evidence roles. Confirmed directly from both unions' own classification lists (SEIU MOU Appendix A vs. POA MOU nonsworn recognition clause) — a Mountain View dispatcher should sign up under 'general' (SEIU), not 'non_sworn' (POA), even though the job is public-safety-adjacent.

Mountain View Police Officers Association (POA) MOU — Nonsworn Unit (Community Services Officer, Lead Police Records Specialist, Police Records Specialist, Property and Evidence Specialist, Police Assistant, Police Records Supervisor, Communications Operations Supervisor), same document/term as Sworn, July 1, 2024 - June 30, 2027.

Four ingested MOUs across two departments, sharing the single 'sworn' track split by pay_group ('police' / 'fire'). POLICE: City of Palo Alto / Palo Alto Peace Officers' Association (PAPOA) MOA, July 1, 2025 - June 30, 2028 (DocuSign D2DB7E89), covering sworn Police Officer / Agent / Sergeant classifications; and the Palo Alto Police Managers' Association (PMA / PAPMA) MOA, July 1, 2025 - June 30, 2028 (Police Lieutenant / Captain). FIRE: City of Palo Alto / IAFF Local 1319 MOA, July 1, 2025 - June 30, 2028 (DocuSign B3083D07), covering Fire Apparatus Operator, Fire Fighter, Fire Captain, Fire/Hazmat Inspector (sworn); and the Fire Chiefs' Association (FCA) MOA, same term (Battalion Chief 56-hour and 40-hour). CalPERS Safety - police and fire share the same three formulas: Group A 3% @ 50 (Classic, single highest year) for members hired before the '3% @ 55' contract-amendment date - December 7, 2012 for police, June 9, 2012 for fire; Group B 3% @ 55 (Classic, three highest consecutive years) for members hired on/after that date who are not PEPRA new members; Group C 2.7% @ 57 (PEPRA, three-year final compensation) for new members hired on/after January 1, 2013. Police (PAPOA/PMA) pay a 12% member contribution in Groups A/B (PMA 9%); fire (IAFF/FCA) pay 9%; all groups pay an additional ~3% toward the employer share under a CalPERS 20516 contract, and PEPRA members pay 50% of normal cost. Basic 1959 Survivor Benefit on every tier. Wages: PAPOA +3.75% (2025) / +3.5% (2026) / +3.5% (2027); IAFF +3.0% (2025) / +4.25% (2026) / +3.75% (2027) - raise_schedule.sworn_police and raise_schedule.sworn_fire carry these. PMA runs ~+4%/+4%/+4% and FCA ~+4.5%/+3%/+5%; a manager enters the difference. Because police and fire share the three formulas (they differ only in the Group A/B hire-date boundary, the vacation and sick tables, and the FLSA work period), the tier dropdown lists just those three and pay_group carries the rest.

Blended track covering the Miscellaneous groups: SEIU Local 521 (the rank-and-file majority - maintenance, trades, utilities operations, clerical, library, parks, community services, plus the non-sworn public-safety classes carried on the non_sworn track); the Utilities Management and Professional Association of Palo Alto (UMPAPA), July 1, 2025 - June 30, 2028; and the Management and Professional Compensation Plan (Council resolution, effective July 1, 2025 - department heads, professionals, and Council appointees). All CalPERS Miscellaneous: 2.7% @ 55 Classic (hired before July 17, 2010; 8% member rate; one-year final compensation) / 2% @ 60 Classic (hired on/after July 17, 2010, or Classic hired on/after August 1, 2013; 7% member rate) / 2% @ 62 PEPRA (three-year average, member pays 50% of normal cost). SEIU members also pay an additional ~2% of salary toward the employer share; UMPAPA ~1%; Management ~0.5-1%. Wages: SEIU +3.0% (2025) / +2.5% (2026) / +3.0% (2027) plus classification-specific market true-ups; UMPAPA and Management each +3.0% / +3.0% / +3.0% effective the first full pay period after July 1, 2025 / 2026 / 2027 (plus UMPAPA targeted engineering-market adjustments). raise_schedule.general follows the SEIU schedule (the majority); a UMPAPA or management member enters any difference.

The non-sworn public-safety / police-support classifications that in Palo Alto sit INSIDE SEIU Local 521, not in a separate bargaining unit: Public Safety Dispatcher & Lead / Chief Public Safety Dispatcher (SEIU Appendix E, Communications Division), Community Service Officer, Animal Control Officer, Police Records Specialist. IAFF Local 1319 also holds two non-sworn EMT / Paramedic (Single Role) classifications added by side letter - those follow the fire misc tiers. All CalPERS Miscellaneous on the same 2.7% @ 55 Classic (hired before July 17, 2010) / 2% @ 60 Classic (hired on/after July 17, 2010, or Classic hired on/after August 1, 2013) / 2% @ 62 PEPRA tiers as the general track, and the same SEIU wage schedule (+3.0% 2025 / +2.5% 2026 / +3.0% 2027). This track exists so dispatch / CSO members can model the POST-certified dispatcher CTO differential, dispatch overtime-meal pay, the 4/10 & 9/80 dispatch schedules, and holiday handling that differs from the citywide civilian pattern.

Four groups sharing the single 'sworn' track, split by pay_group into 'police' (Pleasanton Police Officers' Association - Police Officer, Police Sergeant), 'police_mgmt' (unrepresented Management & Confidential Employee Performance & Compensation Plan - Police Captain, Police Chief; no separate police management union exists in Pleasanton, unlike Livermore's LPMA), 'fire' (IAFF Local 1974 - Firefighter, Firefighter/Paramedic, Fire Engineer, Fire Captain, plus 40-hour Fire Prevention Inspectors and Hazardous Materials Inspectors), and 'fire_bc' (IAFF Local 1974 Battalion Chief's Unit - Battalion Chief only). Fire and Fire BC are NOT City of Pleasanton employees in the usual sense - the City of Pleasanton and City of Livermore jointly formed the Livermore-Pleasanton Fire Department Joint Powers Authority ('LPFD' / 'JPA'), and both fire MOUs are literally the same document covering both cities' firefighters; see livermore.json for the identical fire tracks under that city. PPOA MOU (POA), June 1, 2026 - May 31, 2029: CalPERS Local Safety 3% @ 50 (hired before July 7, 2012, 1-year final comp) / 3% @ 55 (hired July 7, 2012 - Dec 31, 2012, 3-year final comp) / 2.7% @ 57 PEPRA (New Members hired on/after Jan 1, 2013, 3-year final comp). 28-day FLSA 7(k) work period, 160 scheduled hours per 28-day period. Wages +3% (June 2026), +3.5% (June 2027), +4% (June 2028). Management & Confidential Plan (Police Captain/Chief, Fire Chief/Deputy Fire Chief/Battalion Chief/Fire Marshal/Assistant Fire Marshal/Emergency Preparedness Manager, plus miscellaneous management/confidential - not a negotiated union MOU, a standing Council-adopted performance & compensation plan, control points last revised effective September 1, 2018): police safety management uses the same 3%@50/3%@55/2.7%@57 formulas and July 7, 2012 hire-date boundary as PPOA; fire safety management uses the same formulas and Dec 21/22, 2012 boundary as the LPFD IAFF/BC MOUs; uniform allowance matches whichever line group the position parallels (Police Chief/Captain get the sworn officer rate, Fire Chief/Deputy/BC/Marshal get the Fire Prevention rate). LPFD/IAFF Local 1974 MOU (Fire suppression + Fire Prevention), July 1, 2025 - June 30, 2029: same three safety formulas, fire's Dec 22, 2012 hire-date boundary (12-month final comp Classic 1, 36-month for Classic 2/PEPRA). 48/96 suppression schedule, 24-day FLSA duty cycle; Fire Prevention 40-hour week, 28-day cycle. Wages +3% each July 2025/2026/2027, +3.75% July 2028. LPFD/IAFF Battalion Chief's Unit MOU, July 1, 2025 - June 30, 2028: same safety formulas/hire dates as line Fire; COLA +3% July 2026, +3% July 2027, otherwise a merit step system.

Pleasanton City Employees Association (PCEA / AFSCME Local 955, April 1, 2025 - March 31, 2028), spanning the City's civilian classifications (Public Works/Utilities trades and operators, clerical/admin, Animal Services, and the non-sworn Police Department support staff - Police Dispatcher, Police Dispatch Supervisor, Community Service Officer, Property and Evidence Technician), blended with the miscellaneous side of the unrepresented Management & Confidential Plan. Both are CalPERS Miscellaneous on the same citywide plan: 2.7% @ 55 Classic (hired before Jan 1, 2013, 1-year final comp, 8% member rate) / 2% @ 62 PEPRA (New Members hired on/after Jan 1, 2013, member pays 50% of normal cost as determined by CalPERS) - unlike Livermore, Pleasanton's civilian plan has NO middle 'Classic 2' tier; only two misc formulas exist in the reviewed documents. PCEA wages +3% (April 2026), +3% (April 2027) - no increase specified for the MOU's first year (April 2025).

San Jose Police Officers' Association (POA), Unit 011/012/014 MOA, July 1, 2025 - Sept 30, 2028 (signed 9/4/2025, verified in full) + City Healthcare Program side letter (Nov 2024) + Crisis Intervention Training Payments side letter (2018). Retirement formula sourced directly from the City's Police & Fire Department Retirement Plan Tier 1 and Tier 2 handbooks (sjretirement.com, Aug 2025 editions) - NOT CalPERS. Fire (IAFF Local 230) is a separate union whose own pay/PTO/benefits MOU has not yet been supplied, so only the Police track is configured; Fire's retirement-formula tier strings (SJ Fire Tier 1/2) are wired into the engine for future use but not yet exposed here.

Association of Legal Professionals (ALP) MOA, July 1, 2023 - June 30, 2026 (signed, verified in full), and Association of Engineers and Architects (AEA)/IFPTE Local 21 MOAs for Units 041/042 and Unit 043, same term (both signed, verified in full) - all three share essentially identical vacation, sick leave, holiday, bilingual pay, and Federated retirement language, so they're modeled here as one unified 'general/professional' track. Base term expired June 30, 2026; a successor MOA was still in active negotiation as of the City's June 11, 2026 Last, Best, and Final Offer (LBFO) letter, with several housekeeping items (vacation sell-back cap raised 70->80 hrs effective 2027, voluntary furlough program, leave-of-absence policy tweaks) already reached as individual Tentative Agreements but the overall wage package NOT confirmed ratified in the documents on file - none of the changes seen so far touch vacation accrual rates, sick leave, or retirement, so this track's core numbers should still be accurate regardless. Building Inspectors (ABMEI) are a separate bargaining unit with their own MOU (not supplied, only a 2023 wage-adjustment side letter for two specific classifications) and are NOT covered by this track.

San Jose Police Dispatchers' Association (SJPDA) base MOA, July 1, 2023 - June 30, 2026 (signed, verified in full) as amended by the ratified 2026-2029 Tentative Agreement (May 27, 2026 - 96% member ratification, City Council approved, $5,250 lump sum already paid 7/10/2026): wages, POST Certification Pay, Union Release Time, Labor Management Committee, Recognition housekeeping, and a Retirement Plan side letter (good-faith discussion by 9/30/2027 of possible future SJPDA membership in the Police & Fire plan - not yet enacted). SJPDA's own proposed Longevity Pay (Proposal #4) was NOT part of the ratified agreement - SJPDA currently has no longevity pay, unlike POA. Retirement formula sourced directly from the City's Federated City Employees' Retirement System Tier 1 and Tier 2 handbooks (sjretirement.com, Aug 2025 editions) - NOT CalPERS.

Police: Unit 2/SCPOA successor MOU, Aug 1, 2025 - Dec 31, 2029 (Joint Mediation Recommendation dated 6/13/2025; wage resolution adopted via Legistar File #25-766, status Passed, final action 7/15/2025 - the full signed MOU text itself hasn't been posted to Legistar yet, only the mediation recommendation, wage resolution, and 2 side letters, so benefit-section detail beyond wages/FTO Sergeant/vacation cashout below still traces back to the prior Dec 2021-Dec 2025 MOU text pending the new document). Fire: Unit 1/IAFF Local 1171 successor MOU, Jan 1, 2026 - Dec 31, 2029 (Joint Mediation Recommendation dated 4/8/2026, signed by both City Manager and Union President - no separate Council resolution number supplied, so formal Council adoption isn't independently confirmed the way Police's Legistar #25-766 is; full signed MOU text and Side Letters read in full otherwise).

City of Santa Clara Employees' Association, Units 5/7/8 MOU (Management & Confidential / Construction Technician / Administration & Clerical), Dec 24, 2023 - Dec 31, 2027 (verified in full). Cross-confirmed against Unit 3 (IBEW 1245) and Unit 4 (Engineers) MOUs for the same CalPERS Misc. tier and vacation schedule.

Public Safety Non-Sworn Employees Association (PSNSEA), Unit 10 successor MOU, Jan 1, 2026 - Dec 31, 2029 (4-year term; Comprehensive Tentative Agreement dated 7/10/2025, signed by the City and Union - user confirmed Council finalized/ratified it 8/19/2025, so treated as adopted despite the document's own 'Tentative' heading). Covers Dispatch, Records, Jail Services, Community Service Officer, and civilian Fire Inspector/Fire Prevention Specialist/Fire Safety Aide roles.

City of Saratoga civilian workforce - all CalPERS Miscellaneous, blended into one 'general' track. Police service is contracted to the Santa Clara County Sheriff and fire to the Santa Clara County Fire District, so Saratoga has no sworn or dispatch workforce of its own. Three groups: the Saratoga Employees Association (SEA, affiliated with AFSCME) - MOU July 1, 2025 - June 30, 2027 (Resolution 25-064), covering office / professional / technical / analyst / planner / recreation classes; the UNION unit - Northern California Carpenters Regional Council (Carpenters 46), MOU 2023-2027 (Resolution 23-052) with a 2025-27 wage reopener (Resolution 25-024), covering Maintenance Worker I/II/III and Maintenance Lead Worker (Parks / Streets); and Unrepresented / Management (Resolution 26-003 for unrepresented non-at-will positions, plus individual at-will contracts for the City Manager, City Attorney and Directors). CalPERS Employer Plan Code 0452, three Miscellaneous tiers: 2% @ 55 (Classic Tier I, hired before May 12, 2012; highest 12 consecutive months final compensation; 7% member rate), 2% @ 60 (Classic Tier II, hired on/after May 12, 2012 with prior CalPERS/reciprocal service and no >6-month break; 36-month final compensation; 7% member rate), 2% @ 62 (PEPRA, hired on/after January 1, 2013 with no prior service or a >6-month break; 36-month final compensation; member pays 50% of normal cost, 8.25% in FY2025-26). The City does NOT participate in Social Security for CalPERS employees (Medicare 1.45% only). Wages: SEA, UNION and unrepresented-non-at-will all received a +3.0% COLA effective the first full pay period including July 1, 2025 and another +3.0% effective the first full pay period including July 1, 2026; the SEA and UNION COLA provisions sunset June 30, 2027, while unrepresented-non-at-will staff continue at +1.0%/year from July 2027.

Public Safety Officers' Association (PSOA) MOU, January 1, 2025 - December 31, 2027 (Legistar File #25-0396, approved March 18, 2025). Article 1 auto-extends the term one additional year, through December 31, 2028, unless either party gives 180 days' advance notice. Full MOU reviewed 2026-09-10.

Blend of the City's CalPERS Local Miscellaneous groups: Sunnyvale Employees' Association (SEA) / IFPTE Local 21 MOU July 1, 2026 - June 30, 2030 (full 81-page MOU reviewed 2026-09-10; the rank-and-file majority); SEIU Local 521 MOU July 1, 2026 - June 30, 2030 (city-wide maintenance / trades / clerical); the Sunnyvale Managers Association (SMA); and the Confidential and Department Directors groups. All share the same three Local Miscellaneous tiers 2.7%@55 / 2%@60 / 2%@62 (SEA Article 15, SEIU Article 28). PTO accrual modeled on the SEA table (Article 19): 143/169/208/247/273/286 hrs/yr at 0/1/5/10/17/25, cap 885 - matches the City's Rev. 1/1/2026 benefit summaries. SEIU's own accrual is a per-paid-hour formula that works out higher (see settings.unconfirmed_notes); an SEIU member should raise their entered accrual accordingly. SMA accrues on a richer two-stage table (169/195/234/273/299/312, cap 870 -> 1,040) - a manager enters their own.

Communication Officers Association (COA) MOU, January 1, 2026 - December 31, 2028 (full MOU reviewed 2026-09-10; Article 4 auto-extends one year to December 31, 2029 absent 180 days' notice). This is the Department of Public Safety's Communications (Dispatch) Unit - Senior Public Safety Dispatcher, Public Safety Dispatcher, Dispatcher-Lateral, Dispatcher-in-Training. CalPERS Local Miscellaneous tiers 2.7%@55 / 2%@60 / 2%@62 (Article 26); PTO accrual table 143/169/208/247/273/286 hrs/yr at 0/1/5/10/17/25, cap 885 (Article 33.3) - identical to the sworn and general tables. Across-the-board wages are dispatch-salary-survey-driven (Article 14), effective the first full pay period following Council approval each year, so no fixed raise schedule. (Before 2026-09-10 this track was mapped to SEIU Local 521; SEIU is the city-wide maintenance/trades/clerical unit and now folds into the general track.)

Blended track covering two units. Tracy Police Officers' Association (TPOA) MOU, July 1, 2025 - June 30, 2029 (Officer, Corporal, Sergeant, and Police Trainee). Tracy Police Management Association (TPMA) MOU, July 1, 2025 - June 30, 2029 (Lieutenant, Captain). Both are CalPERS Safety.

Blended track covering the City's professional / office / management pay plans: Confidential Employees Unit (CEU) Compensation & Benefits Plan, Tracy Mid-Managers Bargaining Unit (TMMBU) MOU (July 1, 2025 - June 30, 2029), and the Department Heads Compensation & Benefits Plan. All CalPERS Miscellaneous. The Limited Service Employee Compensation Plan (part-time / seasonal, generally not CalPERS-benefited) is documented in notes but not modeled as a track.

Blended track covering two units. Teamsters Local 439 MOU, July 1, 2025 - June 30, 2029 (field / maintenance / operations classifications). Tracy Technical, Supervisory & Support Employees' Association (TTSSEA) MOU, July 1, 2025 - June 30, 2029 (technical, inspection, dispatch, and support classifications). Both are CalPERS Miscellaneous.

Alameda County Management Employees Association (ACMEA), Confidential Unit MOU, June 25, 2023 - July 3, 2027. Covers confidential HR/payroll/administrative-support classifications across multiple numbered representation units (e.g. Unit R50 - Departmental Human Resources Officer, Employee Health Services Administrator). ACERA General Miscellaneous plan: Tier 2A Classic (hired before Jan 1, 2013) / Tier 4 PEPRA (New Members hired on/after Jan 1, 2013) - this MOU (Section 15.F) is the first Alameda County document actually built so far to use ACERA's own 'Tier 2A'/'Tier 4' terminology explicitly, confirming the assumption already made for ACCA's MOU (which never named its tiers directly). Wages: +6% (Nov 24, 2024), +5% (Dec 22, 2024), +4% (Dec 21, 2025), +4% (Dec 20, 2026), plus a one-time $4,000 lump sum (Feb 16, 2025) and unit-specific special adjustments for Unit R50 classifications only (not modeled - too narrow to be a general pay item). A salary-compaction review runs annually starting July 2025 for ACMEA-represented supervisory classes.

Alameda County Management Employees Association (ACMEA), Units R51 (District Attorney Inspectors - Inspector I/II/III) and R52 (Supervisory DA Inspectors) MOU, August 6, 2024 - August 26, 2028. Peace officers under Penal Code 830.1, issued duty safety equipment (pistol, body armor, OC spray, handcuffs - Section 20) rather than a cash uniform allowance. A genuine ACERA SAFETY unit, same structural pattern as ACMEA's Probation Managers Unit 075 (unit 5) and DSA (unit 11) - this MOU does not itself restate a retirement side letter (neither Probation's Feb 6, 2011 version nor DSA's own April 17, 2010 version, which turned out NOT to be the same date), so this unit's own real hire-date boundary for the Tier 2C/2D safety-plan restructuring is unconfirmed rather than assumed. Wages: +4.71% (Oct 13, 2024), +4% (Nov 23, 2025), then October 2026/2027 increases pegged to and confirmed matching DSA's Deputy Sheriff II benchmark (a 4-5% survey-based floor each date, per DSA's own MOU). Bilingual pay $55/pay period rising to $60 (Nov 2025); longevity 1% at 10 years + 1% more (2% total) at 20 years; a 7% Voluntary Training Incentive Program premium for specific peace-officer-designated job codes maintaining DA Training Incentive Program certification.

Alameda County Management Employees Association (ACMEA), General Government Unit MOU, June 25, 2023 - July 3, 2027. A much broader roster than ACMEA's Confidential Unit (unit 2 in this app) - supervisory/professional/management classifications across many county departments (Public Health, Behavioral Health Care Services, Social Services Agency, Public Works, Assessor, Child Support Services, and more; representation sub-units R15/R44/R45/R49 among others). Same economics as the Confidential Unit MOU, word-for-word in every section checked: ACERA General Miscellaneous plan (Tier 2A Classic / Tier 4 PEPRA, Section 15.F), identical wage schedule, identical vacation/sick leave/holiday provisions. Wages: +6% (Nov 24, 2024), +5% (Dec 22, 2024), +4% (Dec 21, 2025), +4% (Dec 20, 2026), plus a very large table of unit/classification-specific special salary adjustments effective February 16, 2025 (dozens of individual classifications, e.g. Deputy Director of Public Health +15%, Medical Records Manager +15.12%) - not modeled, too classification-specific for a general pay item.

Alameda County Management Employees Association (ACMEA), Probation Department Managers Representation Unit 075 MOU, December 27, 2020 - December 20, 2025 (past term as of this build - no successor uploaded, running status quo). Covers Probation Department management classifications: Special Services Supervisor, Camp/Unit/Section Supervisor, Deputy Chief Probation Officer, Division Director, Assistant Superintendent/Superintendent, Institutional Supervisor I/II. A genuine ACERA SAFETY unit (Section 15.A/14.C - Safety-employee EPMC language, and Labor Code 4850 industrial-injury benefits, both real safety-member-only provisions) - NOT general/misc like every other ACMEA unit built so far, despite being a management/supervisory unit. A September 29, 2010 side letter fixed the exact retirement formula by hire date: hired before Feb 6, 2011 keeps the standard 'ACERA Tier 1/2B Safety' formula (3% @ 50); hired Feb 6, 2011 - Dec 31, 2012 defaults to 'ACERA Tier 2C Safety' (2% @ 50, Gov. Code cited in the side letter as 31644, almost certainly a typo for 31664) UNLESS the member made an irrevocable one-time election at the point of ACERA membership to instead take 'ACERA Tier 2D Safety' (3% @ 55, Gov. Code 31664.2) in exchange for an extra 5% employee contribution; anyone hired Jan 1, 2013+ is a PEPRA New Member on ACERA Safety Tier 4 (2.7% @ 57) regardless of this side letter. Wages for most of the unit's classifications are pegged to track whatever raise the Deputy Probation Officer II (PPOA-represented, Job Code 6110NM) benchmark classification receives - this app has not yet built PPOA's own MOU, so only the 2020-2022 dates that ARE independently quantified in this MOU are captured; 2023-2025 dates are documented as 'same % as the DPO II benchmark' without a number, pending PPOA review.

Alameda County Management Employees Association (ACMEA), Sheriff's Non-Sworn Unit 029 MOU, June 11, 2023 - June 19, 2027. Covers civilian management/supervisory classifications within the Alameda County Sheriff's Office who are NOT peace officers - Emergency Services Dispatch Manager/Supervisor, Animal Services Supervisor, Identification/Crime Lab Supervisors and Directors, Crime Analyst, Emergency Services Coordinator/Supervisor. ACERA General Miscellaneous plan (Tier 2A Classic / Tier 4 PEPRA) - this MOU is a real, distinct negotiation track from the two other ACMEA units already built (Confidential Unit and General Government Unit both run June 25, 2023 - July 3, 2027; this one runs June 11, 2023 - June 19, 2027), even though the base vacation/sick-leave/holiday provisions are identical countywide standards. Wages: +6% (March 2, 2025), +5% (June 8, 2025), +4% (June 7, 2026), +4% (June 6, 2027), plus classification-specific special adjustments (2-11%) effective June 8, 2025 for several Sheriff's-Office-specific classifications. Uniform allowance for Dispatch Manager/Supervisor and Animal Services Supervisor - a real, agency-specific pay item not seen in the two civilian-general ACMEA units.

Alameda County Management Employees Association (ACMEA), Sheriff's Sworn Units 026 (Lieutenant), 027 (Captain), and 028 (Division Commander) MOU, February 15, 2026 - February 24, 2029 - the current/active MOU for this unit as of this build. Sworn command ranks above Sergeant (which is DSA-represented). Every dollar figure in this MOU is explicitly pegged to whatever the Deputy Sheriffs' Association (DSA) negotiates for Sergeant (JC 8617): wages (Section 18.A - 'the same percentage amount and effective on the same date as the increases granted to... Sergeant') and even the uniform allowance itself (Section 9.A - 'in the amount equivalent to that paid to the Deputy Sheriff's Association represented employees') - this app has not yet built DSA's own MOU, so no wage or uniform dollar figures can be quantified for this unit until that review happens. A genuine ACERA SAFETY unit (Labor Code 4850 industrial-injury benefits, Section 17.C), same structural tier situation as ACMEA's other two Safety units already built (Probation Managers Unit 075, DA Inspectors R51/R52). Longevity pay: 1% of base at 10+ years of service, 2% total at 20+ years, effective September 13, 2026 (already in effect as of this build).

Alameda County Building and Construction Trades Council (BTC) MOU, February 2, 2025 - February 10, 2029. Covers skilled-trades classifications in Public Works and General Services (Auto/Heavy Equipment Mechanic, Carpenter, Electrician, Plumber, Painter, Crane/Heavy Equipment Operator, Locksmith, Stationary Engineer, Street Sweeper/Traffic Sign/Signal Technician, Truck Driver, Laborer, and many related titles - Representation Unit 002). ACERA General Miscellaneous plan (Tier 2A Classic / Tier 4 PEPRA - no Safety-classification language anywhere in this MOU). A genuinely different wage-setting mechanism than every other Alameda County unit built so far: wages are NOT a fixed percentage schedule - they're recalculated annually via a labor-market survey formula (62.5% public-agency data from 13 named jurisdictions like Santa Clara County, City/County of SF, City of Oakland, etc., weighted with 37.5% trade-and-craft agreement rates), producing an increase somewhere between a contractual 2% floor and 6% ceiling each year - the actual percentage for 2026/2027/2028 won't be known until each year's survey is run. Real trades-specific benefits: $325/year boot allowance, in-kind (not cash) uniform shirts/pants service plus a rain jacket every 3 years for outdoor workers, a $700/year educational stipend (capped at a $14,000/year countywide pool, first-come-first-served), and a $750/year tool allowance for mechanic classifications only.

Alameda County Counsels Association (ACCA), IFPTE Local 21, MOU November 13, 2022 - November 22, 2025 (past term as of this build - no successor MOU was uploaded, running status quo). Covers Deputy County Counsel and Associate County Counsel - the attorneys in the County Counsel's Office. FLSA-exempt professional/management-designated ("M-designated") employees. ACERA General Miscellaneous plan: Tier 2A Classic (hired before Jan 1, 2013, 1.18% @ 50 rising to 2.43% @ 65) / Tier 4 PEPRA (New Members hired on/after Jan 1, 2013, 1.00% @ 52 rising to 2.50% @ 67) - the PEPRA cutoff is state law (Jan 1, 2013), not something this MOU negotiates; the MOU itself only addresses the County's Employer Paid Member Contribution (EPMC), not the benefit formula itself. Wages: +6% (June 2023), +5% (Feb 2024), +4% (Feb 2025), plus a one-time +5% special adjustment (June 2023) and a one-time hire-date-tiered lump sum ($1,000-$4,000, August 2023). County Counsel salaries are explicitly pegged to match (not exceed) the District Attorney's equivalent classifications (Deputy/Assistant/Senior Deputy DA) - see ACPA's MOU for that side of the same linkage.

Deputy Sheriffs' Association (DSA) MOU, June 22, 2025 - July 1, 2028. Covers Bargaining Unit 013 (Sheriff Recruit, Deputy Sheriff, JC 8604) and Supervisory Unit S13 (Sergeant, JC 8617) - the line/sergeant ranks whose wages and uniform allowance ACMEA's Sheriff's Sworn Units 026/027/028 (Lieutenant/Captain/Division Commander, unit 7 in this app) are contractually pegged to. A genuine ACERA SAFETY unit. Wages: +5% total (4% general + 1% special adjustment, July 2025), +3% special adjustment (Jan 2026), then a survey-based floor of at least +4% (no more than +5%) each October 2026/2027, determined by comparing maximum base pay against 11 named Bay Area cities' Police Officer rate and 4 named counties' Deputy Sheriff rate. Uniform allowance $1,250/year ($1,000 for newly-hired Recruits/Deputies), paid in two installments (June/December) - this is the exact figure ACMEA Sheriff's Sworn's own MOU says its members receive 'in the amount equivalent to.' A September 2010-era side letter restructured the safety retirement plan for anyone hired by the Sheriff's Office after APRIL 17, 2010 specifically (a different date than the Feb 6, 2011 date found in Probation Managers' own side letter - these are NOT the same countywide cutoff, a real correction from this app's earlier assumption).

International Association of Fire Fighters (IAFF) Local 55A MOU, January 1, 2022 - June 30, 2027. Covers Firefighter, Fire Engineer, and Fire Captain (fire suppression) plus some non-safety classifications (e.g. Fire Code Compliance Officer). IMPORTANT STRUCTURAL DIFFERENCE from every other Alameda County unit built so far: the Alameda County Fire Department (ACFD) is a genuinely separate CalPERS-contracting agency, NOT part of the County's own ACERA retirement system - Section 20 (Retirement) explicitly states 'Safety employees of the ACFD are members of the California Public Employees' Retirement System (CalPERS)' and names the exact standard CalPERS formulas: 3% @ 50 (Classic Safety, PERL 21362.2) and 2.7% @ 57 (PEPRA Safety, PERL 7522.25) - both already-existing tags in this app's engine (no new ACERA-style code needed for this unit). Wages for safety classifications are set via an annual salary-survey procedure (Appendix D, not fully extracted) rather than a fixed percentage schedule - no specific numbers are stated in the MOU body itself for any year. Real, distinctive benefits: an $825/year clothing allowance (safety), fire-specific vacation and sick leave tables genuinely different from the ACERA countywide standard used by every other Alameda County unit, unusually late-career longevity pay (2% at 26 years, 4% total at 27 years), and an employee-paid CERBT (retiree health trust) contribution.

International Association of Fire Fighters (IAFF) Local 55B - Management Unit R34 - MOU, January 1, 2022 - June 30, 2027. Covers Fire Battalion Chief (base salary set 25.3% above Fire Captain, per Section 10.A.5). Same CalPERS retirement system, same fire-specific vacation/sick-leave tables, and the same $825/year clothing allowance as IAFF Local 55A (line suppression, unit 12) - this MOU is essentially identical to 55A's economics in every section checked, differing only in the classification covered and its salary-differential anchor. Wages are the same survey-based mechanism (Appendix D) as 55A, with no fixed percentage stated in the MOU body for any year. Same unusually late-career longevity (2% at 26 years, 4% total at 27) and employee-paid CERBT contribution as 55A.

IFPTE Local 21 Civil Engineers Management Unit (CEMU) MOU, November 13, 2022 - November 22, 2025 (past term as of this build - no successor uploaded, running status quo). Covers senior engineering management classifications (Supervising Right of Way Agent, Supervising Plans Checker, Building Official, Project Managers, and similar). ACERA General Miscellaneous plan, Tier 2A Classic / Tier 4 PEPRA explicitly named (Section 15.C). FLSA-exempt M-designated employees. Wages: +6% (June 11, 2023), +5% (June 9, 2024), +4% (June 8, 2025) - the same first-year date as the sibling IFPTE Engineers Association and Environmental Compliance MOUs (units 14-15) but a DIFFERENT, later 2024/2025 schedule (June rather than February) - a real divergence between CEMU (management) and the rank-and-file engineering units, plus classification-specific special adjustments (1-7%) for eight named job codes. Bilingual pay $40-45/pay period; longevity 1%/2% at 10/20 years; 7 days/year Management Paid Leave for FLSA-exempt staff.

IFPTE Local 21 Environmental Compliance Specialists (Bargaining Unit 16) and Zone 7 Engineers (Bargaining Unit 60, Alameda County Flood Control and Water Conservation District) MOU, November 13, 2022 - November 22, 2025 (past term as of this build - no successor uploaded, running status quo). ACERA General Miscellaneous plan. Same wage schedule, term, and $1,000 one-time payment as IFPTE's own Engineers Association MOU (ACEA, unit 14) - the two units clearly negotiated jointly/simultaneously. Real, distinctive certification premiums: 7% for a maintained Registered Civil Engineer, Registered Geologist, Certified Environmental Professional/Registered Environmental Manager/Qualified SWPPP Practitioner-Developer/Qualified Industrial Stormwater Practitioner, OR (for a single grandfathered employee) Registered Professional Forester certification - all mutually exclusive.

Alameda County Engineers Association (ACEA), IFPTE Local 21 MOU, November 13, 2022 - November 22, 2025 (past term as of this build - no successor uploaded, running status quo). Covers Junior/Assistant/Mechanical Engineer and related professional engineering classifications. ACERA General Miscellaneous plan. Wages: +6% (June 11, 2023), +5% (Feb 4, 2024), +4% (Feb 2, 2025) - the same shape (though slightly different exact dates) and identical percentages to ACCA's own schedule (unit 1) - plus a flat $1,000 one-time payment (June 2023). Real engineer-specific premiums: 5% night shift differential, 7% Professional Engineer (Registered Civil or Mechanical Engineer) certification pay, $300/3-fiscal-years safety shoe reimbursement, and standard 1%/2% longevity at 10/20 years.

IFPTE Local 21, Professional Association of County Employees (PACE), Representation Units S-06 and S-25 MOU, June 23, 2024 - July 3, 2027. Covers professional/supervisory classifications including Child Welfare Supervisor. ACERA General Miscellaneous plan (this MOU never mentions ACERA/EPMC by name, similar to IFPTE's own Engineers Association and Environmental Compliance MOUs). Wages: +6% (March 2, 2025), +5% (March 1, 2026), +4% (February 28, 2027), plus a classification-specific special adjustment for Child Welfare Supervisor (4% then 1%). Real, notable benefits: the highest bilingual pay rate found in any Alameda County unit so far ($60/pay period rising to $65, January 2025), a $1,000/year educational stipend (capped by a shared $20,000/year pool), and standard 1%/2% longevity at 10/20 years.

Probation Peace Officers' Association (PPOA) MOU, August 22, 2021 - August 29, 2026. Covers Bargaining Unit 001 (Deputy Probation Officer series) and Bargaining Unit 076 (Juvenile Institutional Officer series, JIO/JIO Associate/JIO Intermittent/Night Group Supervisor). Confirmed Safety classification via explicit Labor Code Section 4850 industrial-injury wage continuation language. ACERA Safety plan with an unusually explicit own retirement side letter ('Retirement Plan Modification Agreement') giving precise hire-date boundaries: before October 17, 2010 = Tier 1/2B (3% @ 50); October 17, 2010 - December 31, 2012 = Tier 2C (2% @ 50, default) with an optional irrevocable election into Tier 2D (3% @ 55) for an extra 5% employee contribution (reduced to 3% after 5-year vesting); January 1, 2013+ = Tier 4 PEPRA (2.7% @ 57). Wages: +3.5% (Sept 2022), +3.5% (Sept 2023), +3.0% (Sept 2024), +2.5% (Sept 2025), +2.5% (Aug 2026), plus special adjustments for the JIO series and two historical $2,500 lump sums (2022/2023, not modeled).

Alameda County Prosecutors' Association (ACPA) MOU, November 13, 2022 - November 22, 2025 (past term as of this build - no successor uploaded, running status quo). Covers Deputy District Attorney and related classifications - FLSA-exempt attorneys, general/misc ACERA (not peace officers, unlike DA Inspectors R51/R52). This is the actual benchmark unit that ACCA's own MOU (unit 1 in this app) ties its own raises to - confirmed here directly: identical wage schedule (+6% June 2023, +5% Feb 2024, +4% Feb 2025) and identical hire-date-tiered one-time payment table ($1,000-$4,000, August 2023) to ACCA's MOU, word for word. ACERA General Miscellaneous plan: Tier 2A Classic (hired before Jan 1, 2013) / Tier 4 PEPRA (hired on/after Jan 1, 2013) - Section 7.D explicitly names both tiers. Real attorney-specific benefits: County pays State Bar membership dues (Section 8.C); a formal merit-increase ladder (up to 2 reviews/year, Deputy DA reaches the top of the salary range in about 8.5 years); bilingual pay $55-60/pay period; longevity 1% at 10 years, 2% total at 20 years (effective Dec 2023).

Alameda County Public Defender Chapter, IFPTE Local 21 MOU, November 13, 2022 - November 22, 2025 (past term as of this build - no successor uploaded, running status quo). Covers Representation Units R68 and 069 (Associate Deputy Public Defender, Deputy Public Defender, Assistant Public Defender, and related classifications). ACERA General Miscellaneous plan. This MOU's own text (Section 15.A) explicitly pegs Public Defender attorney raises to whatever the District Attorney's Deputy DA classifications receive - and its wage schedule, one-time-payment hire-date breakpoints, EPMC language, State Bar dues benefit, and longevity terms are all word-for-word identical to the Prosecutors' Association (ACPA, unit 8) MOU built earlier, confirming both files are consistent. Wages: +6% (June 25, 2023) + 5% special adjustment (same date), +5% (Feb 4, 2024), +4% (Feb 2, 2025).

SEIU Local 1021 MOU, December 11, 2022 - January 3, 2026 (past term as of this build - no successor uploaded, running status quo). The county's largest civilian bargaining unit by far - Bargaining Units 003, 004, 005, 006, 007, 008, 010, 011, and 012, covering a very wide range of general/clerical/service/paraprofessional classifications (e.g. Registered Nurses, Health Educators, Criminalists, Emergency Dispatchers, Coroner's Investigators, Sheriff's Technicians/Safety Aides, Child Welfare Workers, Supply Clerks, Gardeners). ACERA General Miscellaneous plan - the MOU's own Industrial Sick Leave section explicitly EXCLUDES 'safety members... subject to Labor Code Section 4850', confirming the represented classifications reviewed are General/Misc despite including some sworn-adjacent job titles (Sheriff's Technician, Sheriff's Safety Aide) that are themselves civilian support roles, not peace officers. Wages: +6% (July 9, 2023), +5% (July 7, 2024), +4% (July 6, 2025), plus extensive classification-specific special adjustments (Sideletter, June 5 2023) not modeled individually.

Teamsters Local 856 MOU, August 25, 2019 - August 16, 2025 (past term as of this build - no successor uploaded, running status quo; the oldest MOU term found anywhere in this county project). Covers Bargaining Unit R072 (full-time/probationary) and Bargaining Unit R037 (Services-As-Needed Probation Interns). Confirmed Safety classification: Section 11.C.1 explicitly names 'Deputy Probation Officer I, Deputy Probation Officer II, or Deputy Probation Officer III' as Labor Code 4850-eligible, and Section 30 provides a retired peace-officer I.D. card. NOTE: this is a genuinely distinct bargaining unit from the Probation Peace Officers' Association (PPOA, unit 18) - both unions cite Deputy Probation Officer classifications in their own MOUs under different bargaining unit numbers (R072/R037 here vs. 001/076 for PPOA), a real structural detail this app hasn't independently resolved. Wages are 100% Teamsters Salary Survey-based (benchmarked against Parole Agent/Deputy Probation Officer II rates at 6 named agencies), not a fixed percentage.

Union of American Physicians and Dentists (UAPD) MOU, July 6, 2025 - July 15, 2028 - the most current, still-active MOU term found anywhere in this Alameda County project (every other unit's MOU term has already ended). Covers Representation Unit 18 (full-time/part-time Physicians, Dentists, Psychiatric Mental Health Nurse Practitioners) and Unit 24 (Services-As-Needed). ACERA General Miscellaneous plan (civil-service medical staff, not peace officers, despite some assignments at Santa Rita Jail and the Juvenile Justice Center). Wages: 6% combined (4% general + 2% special, Feb 15 2026), 4% combined (3% + 1%, Feb 14 2027), 3.5% combined (3% + 0.5%, Feb 13 2028). Distinctive physician-specific benefits: Board Specialty Certification pay (5%), and a real Continuing Medical Education stipend of $2,750 rising to $3,250/employee/fiscal year - uncapped by any shared countywide pool, unlike every other stipend program found in the county.

Alameda County Welfare Fraud Investigators Association (ACWFIA) MOU, September 17, 2023 - September 25, 2027. Covers welfare fraud investigator classifications within the Social Services Agency. Modeled as ACERA General Miscellaneous - despite the investigative title, this MOU never uses 'Safety,' 'Penal Code,' 'peace officer,' or Labor Code 4850 language anywhere (unlike the two confirmed Safety units already built - Probation Managers and DA Inspectors, both of which had at least one of those markers), and its Management Paid Leave section only ever mentions the 3-day/non-exempt tier, not the 7-day FLSA-exempt tier every management-track unit gets - both facts point toward General/Misc, FLSA non-exempt fieldwork classifications rather than Safety. Wages: +6% (Oct 27, 2024), +5% (Apr 27, 2025), +4% (Apr 26, 2026), +3% (Apr 25, 2027), plus a flat $2,000 one-time payment (Jan 5, 2025). A real, unusual finding: the County's Employer Paid Member Contribution (EPMC) to ACERA was ELIMINATED entirely for this unit effective the pay period beginning January 5, 2025 (Section 7.C.3) - every other Alameda County unit built so far still has an active EPMC.

Memorandum of Agreement between the County of Santa Clara and the Building and Construction Trades Council of Santa Clara and San Benito Counties (BTC), May 11, 2026 - November 4, 2029 (effective on Board of Supervisors approval + unit ratification). Covers the County's craft/skilled-trades classifications: Building Inspector and Senior Building Inspector; Carpenter (+ 2nd/3rd/4th-year apprentices) and Senior Carpenter; Electrician (+ apprentices) and Senior Electrician; Elevator Mechanic; HVAC/R Mechanic and Senior HVAC/R Mechanic; Locksmith; Painter (+ apprentices) and Senior Painter; Plumber (+ apprentices) and Senior Plumber; Roofer; Tile Setter. All classifications are CalPERS Miscellaneous (non-safety).

Memorandum of Understanding between the County of Santa Clara and the Santa Clara County Correctional Peace Officers' Association, Inc. (SCCCPOA / 'CPOA'), October 16, 2023 - August 30, 2026 (Board of Supervisors approved 09/19/2023; continues year-to-year thereafter per Sec. 27 until a successor is reached). Covers U84 Correctional Officer, T84 Sheriff's Correctional Deputy, U57 Correctional Sergeant, T74 Sheriff's Correctional Sergeant, and T58 Sheriff's Correctional Lieutenant, plus EF2/EF3 Extra Help (limited to a few MOU sections only). All classifications are CalPERS Safety. Sworn patrol Deputy Sheriffs (DSA) are a SEPARATE County bargaining unit modeled in santa_clara_county_sheriff.json.

Memorandum of Agreement between the County of Santa Clara and the County Counsel Attorneys Association (CCAA), August 26, 2025 - August 26, 2029 (Docusign envelope 0E49006F-..., signed Aug 2025, effective on Board of Supervisors approval + Association ratification). Covers the coded classifications Attorney I / II / III / IV - County Counsel and Law Clerk - County Counsel. Excludes attorneys primarily assigned to the Office's labor & employment team. All classifications are CalPERS Miscellaneous (non-safety).

Memorandum of Understanding between the County of Santa Clara and the Santa Clara County District Attorney Investigators' Association, Inc. (DAIA), July 6, 2026 - August 31, 2029 (Docusign envelope executed Aug 2026, effective on Board of Supervisors approval + Association ratification). Covers the District Attorney Investigators' Unit: V77 Criminal Investigator I, V76 Criminal Investigator II, V75 Supervising Criminal Investigator (plus the W14/W13/V5A -U unclassified and EE3/EE4/EE5 -EH extra-help variants). All classifications are CalPERS Safety.

Memorandum of Understanding between the County of Santa Clara and Engineers and Scientists of California, Local 20, IFPTE, AFL-CIO & CLC (ESC), June 9, 2025 - September 10, 2028 (effective the first pay period after the Board of Supervisors' second reading + Union ratification). Covers the County's coded clinical- and public-health-laboratory classifications: Clinical Laboratory Scientist I/II, Senior/Supervising Clinical Laboratory Scientist, Clinical Laboratory Scientist Manager, Clinical Laboratory Scientist (Associate/) Systems Specialist, Cytotechnologist and Senior Cytotechnologist, Histologic Technician and Senior Histologic Technician, Medical Laboratory Technician, Nuclear Medicine Technologist and Senior/Chief Nuclear Medicine Technologist, Public Health Microbiologist and Senior Public Health Microbiologist (plus the -U unclassified / -EH extra-help variants). All classifications are CalPERS Miscellaneous (non-safety).

Same MOA. This 'sworn' track exists ONLY for the four CEMA classifications the County places in a CalPERS Safety retirement tier under Article 3: X44 Probation Division Manager and X20 Supervising Probation Counselor (Safety Probation), and B6K Manager of Park Ranger Operations and T29 Park Ranger Supervisor (Safety Parks). Everyone else in CEMA is Miscellaneous and belongs on the 'general' track. The wizard's 'Sworn Public Safety' card copy is police/fire-flavored, but functionally this track just applies the 3% @ 50 / 2.7% @ 57 safety pension math these Probation and Park Ranger supervisors/managers are actually on.

Memorandum of Agreement between the County of Santa Clara and the County Employees Management Association (CEMA), affiliated with Operating Engineers Local Union No. 3, AFL-CIO, June 24, 2024 - December 19, 2027 (Board of Supervisors approved 06/04/2024). Covers the Supervisory-Administrative bargaining unit - roughly 400 coded manager, supervisor, analyst, nurse-manager and IT-management classifications listed in Appendix B. This 'general' track is for the vast majority of the unit, who are CalPERS Miscellaneous. Members in the four Classic-Safety Probation and Parks classifications use the other track.

Memorandum of Understanding between the County of Santa Clara and the Deputy Sheriffs' Association of Santa Clara County (DSA), October 27, 2025 - September 9, 2029 (Docusign envelope executed Dec 2025, effective on Board of Supervisors approval + Association ratification). Covers the Deputy Sheriff Unit - U64 Deputy Sheriff, U61 Sheriff's Sergeant - and the Deputy Sheriff Supervisory Unit - U58 Sheriff's Lieutenant - plus U65 Deputy Sheriff-Special Duty Officer and Extra Help Deputy Sheriff (both limited to a handful of MOU sections only). All classifications are CalPERS Safety. Correctional deputies/officers are a SEPARATE County bargaining unit (SCCCPOA) modeled in santa_clara_county_correctional.json, not covered here.

Statewide University Police Association (SUPA), CSU Bargaining Unit 8 - university police officers, sergeants, and dispatchers (class codes 8350 Police Officer, 8365 Police Corporal, 8354 Police Sergeant). DATA SOURCE (RE-VERIFIED 2026-09-10): the actual signed SUPA/CSU CBA (July 12, 2022 - June 30, 2026) has now been ingested in full, replacing the prior 2012-2014 Cal Poly mirror + secondhand-extension research. CalPERS: State Safety, statewide PEPRA cutover 1/1/2013 - Classic (hired before 1/1/2013, or reciprocity with < 6-month break) = State Safety 2.5% @ 55; PEPRA (hired on/after 1/1/2013) = State Safety 2.0% @ 57 (CBA Art. 17.29-17.30: employee pays 100% of the 8% CalPERS contribution; formula/eligibility set by the Government Code, not the CBA itself). CONFIRMED special pays (CBA Art. 21.17-21.29, all directly from the signed text): TWO current shift differentials, not one plus a defunct legacy rate - $0.23/hr for 4+ hrs worked 6pm-midnight (Art. 21.17) AND $2.20/hr for 4+ hrs worked midnight-6am (Art. 21.18); P.O.S.T. Intermediate $250/mo (raised from $200/mo eff. 7/1/2024) and Advanced $300/mo (raised from $250/mo eff. 7/1/2025); uniform allowance $57.00 per qualifying month, paid monthly (Art. 17.20 - reportable to CalPERS as compensation for Classic members only) - NOT an annual lump sum, correcting a prior session's inverted claim that $57/mo was a defunct 'old drip' replaced by a $1,000/yr lump sum; three special-assignment stipend tiers - $100-250/mo (range master, defensive tactics instructor, evidence tech, crime prevention specialist, community relations, specialized/CRU training roles, bike patrol 25+ hrs/mo, documented bilingual use), $200-350/mo (canine handler, FTO while training, investigator/detective, officer-in-charge covering >1 month, motorcycle patrol), and $100-500/mo (certified EMT, Art. 21.28 - so the app's normally-hidden 'emt' pay field IS applicable to SUPA and has been unhidden).

Professional / academic units, split by pay_group (member picks their unit in the wizard). apc = Academic Professionals of California (APC), Unit 4, CBA Nov 20, 2024 - June 30, 2027, service-based vacation schedule. faculty_12mo = California Faculty Association (CFA), Unit 3, 12-month appointees (class codes 2361 Instructional Faculty 12-Month, 2359 Lecturer 12-Month), flat 16 hrs/mo (2 days) vacation, use-it-or-lose-it 40 hrs/yr minimum. faculty_ay = CFA Unit 3 academic-year faculty (class codes 2360 Instructional Faculty Academic Year, 2358 Lecturer Academic Year), accrue NO vacation (academic breaks instead). physician = Union of American Physicians and Dentists (UAPD), Unit 1, service-based vacation schedule (same graduated CSU-wide table as everyone else, NOT flat 16 hrs/mo - see settings.unconfirmed_notes.vacation). DATA SOURCE (RE-VERIFIED 2026-09-10): the actual signed APC CBA (Nov 2024-June 2027), base CFA CBA (Feb 2022-June 2025, as modified 3/4/2024), and base UAPD CBA (Sept 2022-June 2025) have now been ingested in full and confirm the vacation/sick provisions above; the CFA extension to 6/30/2026 (signed MOU 3/19/2026) and UAPD extension to 10/31/2025 (signed extension 9/26/2025, now expired, successor in negotiation) are documents beyond what's in this ingest and remain owner-verified secondhand. NOT MODELED: UAW Local 4123, Unit 11 (Academic Student Employees - TAs, GAs, ISAs). The now-ingested UAW Unit 11 CBA (Nov 2023-Oct 2025, expired) clarifies this is narrower than previously stated: Graduate Assistants and Instructional Student Assistants are explicitly NOT CalPERS-eligible (Art. 3.11) and are enrolled in the PST (Part-Time/Seasonal/Temporary) Retirement Program instead, a 7.5%-of-pay pre-tax DC plan in lieu of Social Security - but Teaching Associates' CalPERS eligibility is actually determined case-by-case under the Public Employees' Retirement Law (same Art. 3.11), so a small subset of Unit 11 could theoretically be real CalPERS Misc members. Unit 11 remains intentionally out of scope (no defined-benefit pension to project for the PST-plan majority, and the narrow CalPERS-eligible TA subset isn't worth a dedicated pay_group).

California State University Employees Union (CSUEU / SEIU Local 2579), CSU Bargaining Units 2 (Health Care Support), 5 (Operations Support Services), 7 (Clerical & Administrative Support Services) and 9 (Technical Support Services) - one CSUEU systemwide CBA, term July 31, 2022 - June 30, 2026 - PLUS Teamsters Local 2010, CSU Bargaining Unit 6 (Skilled Trades / Skilled Crafts), CBA March 4, 2024 - June 30, 2026. DATA SOURCE (RE-VERIFIED 2026-09-10): the actual signed CSUEU CBA and Teamsters Local 2010 CBA have now been ingested in full - vacation schedule, sick leave accrual, and both terms confirmed byte-for-byte against the signed text (previously sourced from public postings + CSU campus HR pages only). All of these units are CalPERS State Miscellaneous, First Tier (2% @ 55 Classic / 2% @ 62 PEPRA). Modeled as one blended 'non_sworn' track because the CSU service-based vacation schedule and the State Misc CalPERS formula are common to all five units; unit-specific special pays (skilled-trades tool allowance, lead-work, on-call) are not separated out.

General Membership Unit (GMU), IAFF Local 1165 MOA, Nov 18, 2025 - Dec 2, 2029 (line Firefighter/Firefighter-Engineer/Fire Captain, Suppression-qualified) - full text uploaded and verified. Battalion Chiefs Unit (BCU), IAFF Local 1165 MOA, same term - full text uploaded and verified, covers Battalion Chief, Battalion Chief - Pre-Fire Management & Wildfire Resilience, Assistant Fire Marshal, Chief Fire Mechanic, Community Risk Program Director, Facilities Maintenance Manager, and Hazardous Materials Assistant Fire Marshal. This track models GMU-Suppression's numbers as the representative case (most sworn members are line Firefighters) - BCU classifications have meaningfully different vacation caps and sick payout %, not modeled separately since the app has no rank/unit selector within 'sworn' yet (see notes). Fire Chief/Deputy Fire Chief and Mgmt/Confidential/Civilian Admin (unrepresented) pay/benefits are set by Resolution No. CFPD-2025-9 (adopted 11/18/2025), which tracks the same %/formula structure as Local 1165 by policy - also not separately modeled.

General Membership Unit (GMU), IAFF Local 1165 MOA, November 18, 2025 - December 2, 2029 (civilian/support, Non-Suppression-qualified classifications) - full text uploaded and verified.

Town of Los Gatos / Los Gatos Police Officers' Association (POA) MOU, April 1, 2024 - June 30, 2027 (DocuSign 3FDF5F0A). Covers Police Officer, Police Corporal and Police Sergeant. The Los Gatos-Monterey [Monte Sereno] Police Department also polices the City of Monte Sereno under contract. Fire service is Santa Clara County Fire, a separate agency already in this app. CalPERS Safety: Classic 3% @ 50 (Gov. Code 21362.2, single highest year, 1959 Survivor Benefit Level 4, member pays 12% - 3% above the statutory 9%) for members who are not PEPRA 'new members'; PEPRA 2.7% @ 57 (three-year final compensation, member pays 50% of normal cost) for new members hired on/after January 1, 2013. There is NO Classic second tier for sworn - the Town's 2% @ 60 middle tier applies only to miscellaneous employees. Sworn police management (Police Lieutenant / Captain in the at-will Management group) share these same Safety formulas. Wages +6.5% (April 1, 2024), +5.0% (first full pay period July 2025), +4.0% (first full pay period July 2026); the FY2026-27 POA salary schedule (effective July 5, 2026) confirms the 4% general increase. Term ends June 30, 2027.

Blended track covering the Miscellaneous groups: AFSCME (the Public Works / Parks / Facilities / vehicle-maintenance rank and file - MOU July 1, 2024 - June 30, 2027), the Town Employees' Association / TEA (office, professional, technical and clerical - MOU July 1, 2024 - June 30, 2027), and the at-will Confidential and Management (non-sworn) groups. All CalPERS Miscellaneous: Classic Tier 1 2.5% @ 55 (8% member rate, single highest year), Classic Tier 2 2% @ 60 (7% member rate, 36-month, for members hired/enrolled on/after September 15, 2012 who still had pre-2013 reciprocity or membership), PEPRA 2% @ 62 (7.75% member rate, 36-month). Wages: AFSCME +4.0% / +4.0% / +4.0% (first full pay period July 2024 / 2025 / 2026); TEA and Confidential / Management +5.0% / +3.0% / +3.0% (same dates, TEA also gets non-compounding classification market adjustments). raise_schedule.general follows the AFSCME schedule; a TEA / Confidential / Management member enters the difference.

The non-sworn public-safety / police-support classifications that in Los Gatos sit INSIDE the Town Employees' Association (TEA), not a separate bargaining unit: Communications Dispatcher, Park Services Officer, Community Service Officer, Parking Control Officer. All CalPERS Miscellaneous on the same three tiers as the general track - Classic Tier 1 2.5% @ 55 (hired/enrolled before September 15, 2012 or with pre-2013 reciprocity; 8% member; single highest year), Classic Tier 2 2% @ 60 (hired/enrolled on/after September 15, 2012 with pre-2013 reciprocity/membership; 7% member; 36-month), PEPRA 2% @ 62 (new members hired on/after January 1, 2013; 7.75% member; 36-month) - and the same TEA wage schedule (+5.0% July 2024 / +3.0% July 2025 / +3.0% July 2026). This track exists so dispatch / PSO / CSO members can model their 5%-of-salary holiday-in-lieu compensation, the Communications Dispatcher Advanced POST 5% and FTO 5% differentials, and the $400-$500/yr uniform allowance that the general office track does not get.