SMEA Unit D MOA 2023-2025 SIGNED — File 26-0205

MEMORANDUM OF AGREEMENT Between The City of Somerville And Somerville Municipal Employees Union, Unit D January 21, 2026 The City of Somerville and the Somerville Municipal Employees Union, Unit D (the "Union") agree to incorporate the following terms and conditions as part of a successor collective bargaining agreement to succeed the collective bargaining agreement which expired on June 30, 2022. This Memorandum of Agreement ("MOA'') is subject to ratification by the membership of the Union and by a funding vote by the Somerville City Council. Both parties agree to recommend, support and move toward ratification in as expeditious a manner as possible. All language changes take effect after ratification by the Bargaining Unit, and funding by the City Council, unless otherwise specified or agreed. All other terms and conditions of the prior agreement remain in full force and effect. Following ratification and funding, the parties will integrate the below terms into a single collective bargaining agreement to be signed by the parties. Except as modified in this Memorandum, the terms and conditions of the prior contract will be carried forward into the new contract. Exact language for inclusion in the integrated agreement shall be set off in quotes or in text boxes, with stricken language in strikethrough and new language in blue, underline font; other language in the agreement represents agreements by the parties which may or may not be included in the agreement as written. 1. DURATION: FY23 - FY25 (July 1, 2022-June 30, 2025) 2. ARTICLE I, RECOGNITION Revise paragraph 1 of this Article as follows: "The City of Somerville recognizes the Somerville Municipal Employees UnionAssociation as the sole and exclusive bargaining representative of the certain specialized positions employed by the City (Unit D) including: Facilities Supervisor; Supervisor of Custodians and Maintenance; Assistant Supervisors of Custodians and Maintenance; Information Technology (IT) Specialist; Grant Accountant; Benefits Coordinator; Library Supervisor; Chief Wire and Electrical lnspector; 1 Chief Plumbing and Gas Inspector; n SMEU Unit D Contract -July 1, 2022 to June 30, 2025 f Wi ~ _;bJ- £, )T

Control Officer (PCO) Supervisor; Senior Police Detail Administrator; Junior Police Detail Administrator; Animal Control Officer; lnspectional Coordinator I; lnspectional Coordinator II; lnspectional Coordinator Ill; Communications Office Coordinator I, Communications Office Coordinator 11, Locksmith; Recreational Program Developer; and Library Social Worker. Social Worker. Geriatric Social Worker. and Clinical Youth Specialist ("Accreted Social Workers"). excluding non-clerical employees of Police Department, Fire Department, employees represented under other collective bargaining agreements and those employees under the jurisdiction of the School Committee. " 3. ARTICLE I, RECOGNITION Section (a), replace "January 23, 2023" with the date the successor agreement takes effect. 4. ARTICLE IV, TIME OFF-UNION BUSINESS (a) Revise the first paragraph of this Article as follows: "All employees covered by this Agreement who are officers or members of the Bargaining Committee of the Union shall be allowed time off for negotiations and arbitrations or other hearings scheduled during normal working hours without . loss of pay or benefits and without the requirement to make up said loss of time, provided that the City shall not be obliged to compensate more than six (6) members of the Bargaining Committee for contract negotiations. and provided further that their Department Head is notified in writing four (4) days twenty-four (24) hours before negotiations or arbitration (or hearing) _takes place. In cases of emergency or other unusual circumstances that make it not practicable, the Department Head may_waive the requirement of the four (4) days twenty-four (24) hour written notice provided that such occurrences do not become standard practice." (b) Revise the second to last paragraph of this Article as follows: "In addition to the foregoing, the Association President will be granted two (2) days off per month vvithout loss of pay or benefits to conduct Association business. ln addition to the foregQ.ing, the following paid time off, to be referred to as "Union Leave Day(s)," shall be provided: (a) Union President: The Union President will be granted two (2) days off per month without loss of pay or benefits to conduct Union business. SMEU Unit D Contract - Ju~y 1, 2022 to June 30, 2025 r E, 1-1~

[b) Vice President: The Union Vice President will be granted one (1) day off per month without loss of pay or benefits to conduct Union business. [c) Grievance Coordinator: The Union Grievance Coordinator will be granted two (2) days off per month without loss of pay or benefits to conduct Union business." 5. ARTICLE VII, SENIORITY, PROMOTIONS, VACANCIES, AND TRANSFERS Revise Section (h) as follows: "In the case of a vacancy in this bargaining unit for which no member of this unit is selected, SMEU members from any other SMEU unit may apply and will be considered on the basis of the qualification(s) established for the position. In the event that any SMEU applicants from another SMEU unit and non-SM EU applicants meet the qualifications established for the position, and their respective qualifications are substantially equal, the position will be filled by the senior SMEU applicant among such qualified applicants provided their application is received in a timely manner." 6. ARTICLE IX, CLOTHING AND EQUIPMENT {a) Revise Section 3 as follows: "An annual clothing allowance in the amount of $350.00 $500 per employee will be provided by the City to employees employed in the following Unit D positions: Facilities supervisor; information technology (IT) Specialist; Chief Wire and Electrical Inspector; Chief Plumbing and Gas Inspector; Locksmith; and lnspectional Coordinators within ISD. This clothing allowance shall be used to cover the purchase and maintenance of all other clothing and equipment. A reasonable dress code shall be established by the Human Resources Director of Personnel for employees who receive a clothing allowance. PCO Supervisors and #te Animal Control Officers shall receive $700.00 to maintain their uniforms. A reasonable dress code shall be established by the Director of Traffic & Parking for all Traffic & Parking employees." {b) Revise paragraph 2 of Section 1 as follows: "The following clothing is not appropriate attire: Any type of ripped clothing, SMEU Unit D Contract - Ju~y 1, 2022 to June 30, 2025 jW ~ • c,M

non-uniform tee shirts, non-uniform baseball hats, shorts (may be appropriate with manager permission), sweat clothes, spandex, low neckline front or back, flip flops, slippers, jeans (except for-9-PW-employees engaged in manual labor, confined spaces work or special p_r_Qjects who have received prior approval from their department head}.,_clothing with words, pictures or scenes that would be disruptive to the work environment, excessive piercing or sneakers (unless medically necessary). Clothing such as miniskirts, short shorts, crop tops, tank tops, and clothing made of see-through material or clothing that exposes areas of the body usually covered in the workplace are not permitted. Clothing should be neat and clean, without stains or odors. where practicable given the duties of the position and the potential for variation as a result of performing duties on a shift." (c) Strike Section 5. The City will consult with a two-person committee appointed by the Association for the purpose of receiving recommendations with respect to the style and quality of all clothing and equipment to be issued pursuant to this Article, provided. however, that the final decision with respect to the choice of clothing and eqt:Jipment will be left to the City. 7. ARTICLE XI, CAR ALLOWANCE (a) Revise paragraph 1 as follows: "Any employee covered by this Agreement required to use h+s their personal car on a non-regular basis as part of h+s their duties for the City shall be reimbursed at the IRS standard mileage reimbursement rate(s) in effect at the time reimbursement is requested at the rate of .405 cents per mile, not to exceed six hundred dollars ($600) a year. five hundred and fifty ($550.00) dollars per year, or In lieu ofmileage reimbursement. employees who regularly use their personal car as part of their regular and reoccurring duties for the City shall be eligible for an annual car allowance of one thousand six hundred eigh__ty dollars ($1,680) to be paid monthl~($140/month) gas allovvance at the discretion of the Commissioner of Public Works or their Department Head, subject to approval by the Mayor." (b) Revise paragraph 2 as follows: "The terms set forth in the side agreement dated February 18, 2016 (resolving ~~UP-14-4193) at Part Ill regarding "fuel allotment" are incorporated in this agreement and shall be applicable notwithstanding the preceding paragraph. Em lo ees listed in Exhibit B of the Februar 4 SMEU Unit D Contract-July 1, 2022 to June 30, 2025 f E, Ji

Agreement (herein after "the List") shall no longer receive a weekly allotment of gas for their personal vehicles and shall instead be compensated annually at amounts calculated based upon the amount of gas formerly received. ~ees that formerly received 20 gallons of gas per week shall receive $3,360 annually, paid monthly ($280/month) Employees that formerly received 1 0 gallons of gas per week shall receive $1,680 annually, paid monthlyJ $140/month). If an employee on the list transitions to a position not on the list, the employee will no longer receive both payments and instead will be covered by Section 1 of this Article, even if the employee returns to a position covered by the list. The two (2) week "opt out" period shall not count against an employee if the employee returns to the employee's origi.lli!.Lposition on the list during---1hat period. Employees not on the list (e.g., hired in the future or bidding into one of these positions) shall be paid for travel using their private vehicle only_jn accordance with Section 1 of this Article." 8. ARTICLE XII, PAID VACATIONS The parties agree to transition to an accrual system as outlined below. (a) Eliminate Sections 1 effective January 1, 2025, and replace with the following Section 1, and renumber the subsequent sections accordingly: "Effective January 1, 2025, members will accrue vacation on a monthly basis based upon years of service and according to the schedule set forth below. Members that receive additional vacation time upon reaching a certain number of years of service, based upon the schedule set forth above, shall begin accruing at the higher monthly rate of accrual on the first of the month immediately following their work anniversary (e.g. hire date). Members shall continue to accrue vacation time during periods of approved sick or FMLA leave. For the vacation benefit provided for in the first two years of this Agreement, refer to Article XII of the parties' July 1, 2019 - June 30, 2022 Collective Bargaining Agreement. Years of seniority New Employees New employees shall not be granted vacation leave for their first six months of employment. After completing six months of continuous service, new employees shall be credited with five (5) days on the first day of the next month, and going forward, will accrue 0.83 days SMEU Unit D Contract - Ju~y 1, 2022 to June 30, 2025 r;,w f ;tt--- /:2 , Ii-

per month until their anniversary date. Employees will accrue monthly at the higher rate beginning the first day of the month following their anniversary date. Employees with Three (3) weeks, or fifteen (15)working days, which is accrued at at least one (1) 1.25 days the first of every month. year of seniority, but less than three (3) years of seniority Employees with Four (4) weeks, or twenty (20) working days, which is accrued at three (3) years of 1.67 days the first of every month. seniority, but less than ten (10) years of seniority Employees with Five (5) weeks, or twenty-five (25) working days, which is ten (10) years of accrued at 2.08 days the first of every month. seniority, but less than eighteen (18) years of seniority Employees with Six (6) weeks or thirty (30) working days, which is accrued at 2.50 eighteen (18) days the first of every month. years of seniority, but less than twenty-four (24) years of seniority Employees with Seven (7) weeks or thirty-five (35) working days which is accrued twenty-five (25) at 2.92 days per month. years or more of seniority Where this new vacation accrual system is being implemented at the end of 2025 after the vacation accrual system of the prior contract was implemented, on a one-time basis for 2025 to ensure the smooth implementation of the transition to the new system, the City shall issue a vacation report that shows accrual through the date that the report is issued less time used in calendar year 2025. (b) Revise Section 3 as follows: "All requests for paid vacations shall be submitted in writing to the Department or / Division I lead for approval by ~1arch 1st of the calendar year the vacation is to be taken. Approvals shall be given subject to the needs of the division or department. Any employee failing to follow the above Departmental procedures for requesting vacation ti me shall be assigned his/her vacation by the De pa rtment or Divi~ SMEU Unit D Contract - Ju~y 1, 2022 to June 30, 2025 ?w' E, ~ /I

Vacation time approved may be changed for good cause shown if the employee gives reasonable advance notice of his desire to change his vacation period." (c) Revise Section 4 as follows: • "Unless othervvise agreed to between an employee and a department head with the approval of the Mayor, a£-in employee may accumulate and carry over no more than two (2) three (3) weeks' vacation from one (1) year to the next, provided that no employee may take more than~ seven (7) weeks (i.e., 3B 35 working days) of vacation in any given vacation year. Employees who have accumulated more than two (2) weeks vacation at the time this agreement is ratified may retain such accumulation and may receive payment of the accumulation at the time of separation from employment or retirement at the then existing rate, but they cannot add to their existing total for purposes of carry-over. Notwithstanding this section, an employee who retires shall also be credited and paid for the vacation due under Section 1 or Section 2 in the year in ·which they retire." (d) Delete Section 7. "Employees hired prior to July 1, 1979 will accrue vacation benefits under the pre-July 1, 1979 formula." (e) Insert a new section (new Section 7) as follows: "(A) Employees hired on or before June 30, 2022, will be paid out for vacation tir,::ie on retirement based upon the following formula: (1) vacation time accrued year to date; (2) plus the balance of the vacation time the employee would have accrued in the year of retirement; (3) plus the amount of time carried over from the previous year; (4) minus any vacation time used that year. Notwithstanding the foregoing, the maximum payment upon retirement for an employee hired on or before June 30, 2022 shall be eight (8) weeks. (B) Employees hired on or after July 1, 2022, will be paid out for vacation time on retirement based upon the following formula: (1) vacation time accrued year to date; (2) plus the amount of time carried over from the previous year; (3) minus any vacation time used that year." (f) Legacy Vacation Payout Upon ratification and funding, employees with vacation accrual balances in excess of three weeks (i.e. 3.01 or more weeks) will be paid out for all hours carried over from calendar year SMEU Unit D Contract - 1:iy 1, 2022 to June 30, 2025 I~ ~ £ .If

2024 to calendar year 2025 at their FY2024 rate. Such legacy vacation payout shall be by separate check. In FY25, all employees will be subject to the 3-week vacation carryover cap with no option for Mayoral approval to carry over more vacation time, as provided for in the new Article XII, Section 4, above. This payout shall not be subject to the limitations set forth in Article XII, Section 7, as inserted under paragraph 8(e) of this MOA. (g) Accrual System Transition and Calendar Year 2026 Vacation Use In recognition of the Union's agreement to transition to a vacation accrual system, the City shall provide all members a one-time drop of two (2) weeks of vacation time on January 1, 2026. Thereafter, Employees shall accrue at the rates set forth above. In calendar year 2026 only, in order to accommodate an employee's capacity to take the 2 bonus weeks provided on a one-time basis in 2026 and the 1 additional week accrued in 2025, which shall be credited on January 1, 2026, employees can use all time accrued in 2026 in calendar year 2026, irrespective of the 7-week cap set forth in Article XII, Section 4, subject to Department Head approval regarding the timing of the vacation and the operational needs of the department. "Accrued" shall mean all time the employee receives in calendar year 2026, including, but not limited to, monthly accruals, the two-week drop, and the one extra week accrued in 2025. If an employee is denied the use of vacation time in calendar year 2026, such employee may carry over three weeks of vacation time plus the amount of time denied for use in calendar year 2027. 9. ARTICLE XIII, HOLIDAYS Revise Section 1 as follows: Replace "Bunker Hill Day" with "Juneteenth" Change "Columbus Day" to " Indigenous Peoples' Day" In exchange for all of the City's holiday proposals, including the exchange of Bunker Hill Day for Juneteenth effective January 1, 2025, upon ratification and funding of this MOA, the City shall pay all Unit D members employed at the time of signing and funding by the City Council and employed and/or hired between July 1, 2022 and June 30, 2024 a one-time signing bonus of three thousand dollars ($3,000). This bonus shall be paid by separate check. 10. ARTICLE XIV, SICK LEAVE (a) Revise Section 3 as follows: SMEU Unit D Contract - Ju~y 1, 2022 to June 30, 2025 ~ If/ £. f/.

"An employee who has perfect attendance from December 1 of one year to November 30 of the next year shall receive a bonus of $1000 for each year based upon the schedule below; said amount to be paid before Christmas. In order to be eligible for this bonus, the employee must work r-or purposes of determining attendance bonus on the schedule below. all scheduled workdays in the entire attendance period shall be counted. excluding vacation, personal days and holidays. The schedule for this attendance bonus shall be as follows : Perfect attendance (zero sick days ) 1 sick day 2 sick days 11. ARTICLE XVI, SAFTEY, HEALTH, AND SECURITY Delete Section 4: $1.000 $600 $300 "Broken tools to be repaired or replaced by City, provided that they vvere broken while utilized for city work." 12. ARTICLE XVII, LEAVE OF ABSENCE (a) Revise Section 1 as follows: " Leave of absence with or without pay may be granted to an employee covered by this Agreement with the approval of the Mayor or designee_,_Any maternity leave granted under this section shall be for at least twelve (12) vveel<s. Each employee shall be entitled to a two (2) ·week leave of absence with pay upon the birth or adoption of a child. In addition, an employee's own accrued sick and vacation time may be used for maternity leave. The S~1EA and the City shall meet in the context of a Joint Labor-Management Committee to evaluate the present maternity leave policy and provide recommendations to the parties." (b) Revise Section 2 as follows: "An unauthorized absence without good cause may result in a final written warning. A second such unauthorized absence within one (1) year from the first such absence may result in progressive discipline, up to and including termination in dischar~. Walking off the job without just cause constitutes absence without leave ("AWOL") and shall constitute an unauthorized absence under this section .... " SMEU Unit D Contract - Ju~y 1, 2022 to June 30, 2025 ?fl' E,H.

13. ARTICLE XIX, SENIORITY Revise Section 4 as follows: "There will shall be a six-month probationary period for all new hires. An employee's probationary period may be extended for up to three (3) additional months provided that if an employee's probationary period is extended: (1) the City shall provide two (2) weeks' notice to the employee and the union of the anticipated extension; (2) the exact duration of the extension shall be specified; (3) the employee shall be provided a written explanation for the extension that includes expectations and areas of improvement to be addressed during the additional time; and (4) any further extension beyond the three (3) months shall be with agreement of the Union. Only time worked shall count towards completion of an employee's probationary period. After the six-month probationary period, or any extension thereof, the employee's seniority will be retroactive to the employee's original date of hire by the City into a bargaining unit position within Units A. B or D the date of hire. During an employee's probationary period, the City, through its Human Resources Department, reserves the right to have an employee tested during working hours for drug and/or alcohol use. The City may test an employee during his/her probationary period no more than one (1) time. If the test result is positive, the employee will be terminated." 14. ARTICLE XX, WORK DAY, WORK WEEK, WORK SCHEDULES, OVERTIME AND DIFFERENTIALS (a) Section 1(f): Replace "coffee breaks" with "breaks" (b) Revise Section 7 as follows: "Employees who work in higher classifications (i.e. any classification that pays a higher rate of pay than the classification in which the employee regularly works) shall receive the rate of pay of the higher classification for all days so worked computed from the first day. In order to receive such pay, an employee must actually be performing the work of the higher classification SMEU Unit D Contract -12~ 1, 2022 to June 30, 202_~ ?_,;f;/j-- f' E,J-1

and must file an authorization request for payment form, to be provided by his or her supervisor, within seven calendar days after having worked in the higher classification performed gualifying work in the higher classification. All work performed under this subsection must be approved in advance and in writing by the Mayor or his/herdesignee, and no employee shall be required to perform such work without such advance written approval. All assignments under this subsection shall be made on the basis of seniority, provided that the senior employee is willing and -a-1:tt-e gualified to perform such work. The term "gualified" shall mean posted gualifications as defined in Article Vl l(f). In an effort to ensure that there are gualified employees able to fill out-of-grade assignments the City agrees to undertake crossing training efforts to the extent practicable in City departments. Each division or department as the case may be shall maintain daily rosters or other records which shall indicate the placement of employees in said higher classifications. Such rosters or records shall be available to employees on a daily basis for purposes of inspection and verification of their status." 15. ARTICLE XXIII, DISCIPLINARY PROCEDURE Revise Section 2 as follows: "There shall be no discipline, including discharge, of employees covered by t his Agreement, who have completed their Probationary Period pursuant to Article XIX. Section 4 six (6) months of employment, except for just cause." 16. ARTICLE XXIV, GRIEVANCE AND ARBITRATION PROCEDURE Revise Section 1 as follows: "The purpose of the grievance procedure shall be to settle employee grievances on as low an administrative level as possible so as to insure efficiency and employee morale. Employees with less than six months service still in their Probationary Period may use the grievance and arbitration procedure for all purposes except to contest discipline or discharge." 17. ARTICLE XXV, COMPENSATION {a) Eliminate Section 2 and insert the following new Section 2: g 11 JA-J--- SMEU Unit D Contract - July 1, 2022 to June 30, 2025 {)r,/ ✓ l(} f vv f, //.

"The SMEU Unit D Salary and Classification plan made effective e-rt-for the period July 1, 2019 to June 30, 2022, attached hereto as Exhibit A, shall be carried forward into the agreement. Effective on each date set forth below, all wage rates shall be increased in accordance with the corresponding percentages or methodology described: July 1, 2022 (FY23): 3% July 1, 2023 (FY24): 3% July 1, 2024 (FY25): New Wage Scale and Market adjustment* *Effective July 1, 2024, all Unit D employees shall receive a market adjustment to their base wage as set forth in based upon the conversion to the new Unit D Wage Scale (Exhibit B) and Classification Table (Exhibit C). Exhibit B contains the new Wage Scale for all Unit D members effective July 1, 2024. Upon hire, new members shall be placed at the Grade and Starting Step for their position reflected in the Classification Table at Exhibit C. All Unit D members shall advance a step on the Wage Scale (Exhibit B) on July 1 of each yea r, regardless of hire date. Upon promotion into a new classification, meaning a higher Grade (as shown in Exhibits Band C), members shall be placed on the step of the higher Grade in a manner consistent with Article XXV, Section 3(2)." Existing Unit D Employees shall be placed on the new Wage Scale in the manner reflected in Exhibit D of this MOA, which memorializes the parties' agreement on the implementation of the methodology for placing existing Unit D employees as of July 1, 2024 on the new Unit D Wage Scale. The parties agree to the following methodology for placing existing SMEU employees on the new wage scale: (a) existing Unit D members are placed at the Grade, salary scale, and starting step for their position, as reflected in Exhibits A and B that guarantees a minimum 4% raise between FY24 and FY25; (b) employees with three (3) years of completed service or more in their current position (title and rate of pay) as of July 1, 2024 move forward one (1) additional step; and (c) members with eight (8) years of completed service or more in their current position (title and rate of pay) as of July 1, 2024 move forward two (2) steps. These additional steps are not cumulative and the maximum number of additional steps a member may receive based upon years of service is two (2). To the extent the incumbent Recreation Program Developer is unable to realize a minimum 4% increase effective July 1, 2024, under the formula set forth above for existing employees, effective July 1, 2024 the Recreation Program Developer's salary shall increase to $128,044. The Recreation Program Developer's salary shall not be increased further, by step placement or otherwise, unless and until a successor agreement is negotiated by the parties for FY26.

Exhibits Band C shall be attached to the new Unit D CBA when this MOA is integrated into said agreement and labeled as such. Exhibit D shall not be attached to the new Unit D CBA. "Exhibit B" of the parties' FY19-FY22 CBA shall be relabeled "Exhibit A" and attached to the new Unit D CBA, and all references in the FY19-FY22 CBA to "Exhibit B" shall be changed to "Exhibit A." (b) Revise Section 3 as follows: "(A) A longevity schedule for employees covered by this Agreement shall be instituted as follows: L1 l 3 years seniority (2) 5 years seniority (3) 10 years seniority (4) 15 years seniority (5) 20 years seniority (6) 25 years seniority (7) 30 years seniority (8) 35 years seniority (9) 40 years seniority $300 $500 $-6-0-0 $750 $8-5B $1 ,100 $1 ,550 $1,850 $1,700 $2,700 $1,900 $3,200 $2,050 $3,500 $2,250 $4,000 Said payments shall be made twice each year, one half (1/2) on or about May 1 and one half (1 /2) once a year on or about November 1st. Members shall be entitled to the payment egual to the seniority that they have achieved as of November 1 each year. If an SMEUA member retires within the first six (6) months in a given calendar year (i.e., on or before June 30th), he/she they will be entitled to receive only ttte fi-fs-t one half of the longevity stipend, i.e., the ~~ay payment at the time the City writes any cash out checks to that retiring member. If a member retires within the last six (6) months in a given ca lendar year (i.e., on or between July 1st and December 31st) he/she they will be entitled to receive the full longevity stipend (i.e., the November payment, as ·well as the already received May payment)." (c) Strike Section 3(1): "Employees who are covered by this Agreement and who are within three years of mandatory retirement shalt be placed on the maximum step of the position they lwtd-!-'- (d) Revise Section 3(2) as follows: " If an employee is promoted from one classification to another, meaning from a position in one Grade or sub-Grade (e. _. Grade 1 to Grade 2 Grade 4A rade 13 SMEU Unit D Contract - July 1, 2022 to June 30, 2025 - I:;. If.

4B) to a position in another Grade or sub-Grade. as shown in the Classification Chart attached hereto at Exhibit C. he they shall receive no less than twenty-five cents (25¢) per hour more than fl--fs their present classification rate, and he or they shall receive the+s new minimum rate or the minimum rate of the new job, whichever is greater." (e) NEW Section following the current Section 5, to be titled "DIRECT DEPOSIT", as follows: "As of thirty (30) days following City Council funding of this MOA. all employees must have their pay direct deposited to the financial institution of their choosing. Pay stubs will be emailed to employees at their City email address. unless an employee requests it be emailed to their personal email instead. rather than through paper copy. To the extent employees in a department or division do not already utilize a computer to perform their regular duties. the City shall install computers regularly accessible to employees in all departments and divisions with employees subject to this Agreement. This shall not be construed to change the past practice as relates to issuance of separate checks for certain types of payments such as the "Snow Check." 18. ARTICLE XXXI, AMERICANS WITH DISABILITIES ACT Eliminate article in its entirety and renumber the subsequent articles accordingly. 19. ARTICLE XXXII, DRUG AND ALCOHOL TESTING Revise Section 5 as follows: "An employee who tests positive for use or misuse of alcohol and/or controlled substances, or refuses to be tested as per Section 4, above, shall be placed on an unpaid leave of absence and referred to a substance abuse professional. A second violation shall result in a suspension ·without pay for a period no less than five (5) and no more than sixty (GO) vvorking days, at the discretion of the City. A third violation shall result in the employee's discharge. Employees may be subject to discipline up to and including discharge for just cause. if they test positive for use or misuse of alcohol or drugs. In evaluating just cause. the City will take into account the employee's actual participation in and successful completion of a rehabilitation program. If an employee refuses to submit to a drug test under this Agreement. it shall be considered insubordination. warranting discipline under the just cause standard." 14 SMEU Unit D Contract-July 1, 2022 to June 30, 2025

20. ARTICLE XXXIII, PAYMENT PROGRAM TO SMEUA MEMBERS WHO "OPT OUT" OF THE CITY'S HEALTH INSURANCE Revise Article XXXIII as follows: "The following is intended as incentive payments that benefit both the employees who elect to participate in this program as well as the City. Participation is voluntary and subject to the terms and conditions listed below. To be eligible to participate in this program, an employee must meet the following criteria: 1. The employee must be a full-time member of the bargaining unit:- (a) (b) (c) who was receiving or had elected health insurance benefits from the City on or before January 1, 2013; who is currently receiving health insurance from the City as of the date of their submission of their written waiver of insurance on a form provided by the City.~ vvas enrolled and receiving City health insurance for the entire period of t he previous fiscal year (July 1st through June 30th, inclusive). 2-:- If a new employee (hired after January 1, 2013) is hired and he/she elects to take City-provided health insurance, within thirty (30) days of the date of their hire, they may participate in this program subject to its terms, including paragraph 1, above; excluding term a. 3. The City will pay employees covered by this program no less than the following annual amounts, based on twelve (12) months of participation in the program: (a) Single Plan: $1,000.00 $2.000.00 (b) Family Plan: $2,000.00 $4,000.00 4. Said payments will be included in an employee's regular paycheck, in monthly installments, for each full month an employee does not utilize, elect, participate in, and/or have City-provided insurance (exa mple: a participating employee who opted out of the City-provided family plan would receive approximately $166.66 $333.33 in additional pay per month in which he/she participated in the program). Payment(s) will be taxable but they are separate from wages and will not be included for the computation of wages including, but not necessarily limited to, overtime rates; ... " r) SMEU Unit D Contract -J~~ 1, 2022 to June 30, 2025 /£ti' ~ £,If.

21. ARTCILE XXXIV, FAMILY MEDICAL LEAVE ACT (FMLA) (a) Insert a new paragraph as follows: "Employees shall be eligible for the City sponsored paid family and medical leave benefit (PFML). wh ich provides paid leave for purposes that would qualify for job- protected absence under the federal Family and Medical Leave Act (FMLA). An employee of either sex shall be granted a paid leave of absence of up to eight (8) weeks for the purpose of caring for a newborn or newly adopted child or birth of a child through~ per rolling 12-month period. Additional leave beyond 8 weeks would be unp_ald_per FMLA unless employees use their accrued time. Such leave shall be made available to Employees on terms consistent with the City- wide PFML policy. Employees may use accrued time to receive compensation for absences beyond eight (8) weeks. The City retains the right to prescribe regulations to govern forms and procedures of the PFML policy and benefit." 22.ARTICLE XXXV, SICK LEAVE BANK (a) Revise first paragraph: "VVithin 90 days of City Council appropriation ofthis contract, the City shall create a There shall be a Sick Leave Bank for members of the bargaining unit. The Sick Leave Bank shall be administe red by a Committee of two (2) employees to be appointed by the President of the Unionttfti-t, and two (2) employees of the City to be appointed by the Mayor or Mayor's ttts designee." (b) Revise first sentence of the second paragraph As soon as practicable following the creation of the Back, Unit members may voluntarily become members of the Sick Leave Bank by permanently assigning three (3) days of his or her sick leave accruals to the Bank, provided on the date of making such assignment he or she shall have accumulated not fewer than seven (7) days of sick leave. 23. ARTICLE XXXVI, SCOPE AND DURATION "This Agreement shall constitute the entire contractual agreement between the parties. All other agreements are hereby superseded, provided that if in the future either party wishes to incorporate a side agreement or other provisions inadvertently omitted from this integrated agreement it may offer the omitted side agreement or provision for the other party's review and agreement. This Agreement shall be effective from July 1. 2022 through and including J e 30 16 SMEU Unit D Contract-July 1, 2022 to June 30, 2025 9

2025, and shall be renewed each year thereafter unless either party notifies the other party in writing of its desire to modify or amend said agreement." 24. NEW ARTICLE, EMPLOYEE EMAIL Insert a new article as follows: "Employees must check and read their City email within 1 hour of the start of their shift, or as soon as possible after the start of each shift." 25. INTEGRATION OF ACCRETED SOCIAL WORKERS The parties agree to incorporate the Accreted Socials Workers into the scope of the Unit D contract, to have the terms and conditions of the Accreted Social Workers' employment governed by said contract, and to revise and integrate the October 15, 2018 and November 26, 2018 MOAs applicable to the Health and Human Services Department Social Workers and the April 6, 2025 MOA applicable to the Library Department Social Worker on the following terms, as follows: (a) Vacation: parties agree to transition to Unit D vacation schedule/accrual system as set forth in this MOA. (b) Wages and Compensation: parties agree to transition to Unit D wage scale subject to the following: 1. There will be no application of 4% rule; step placement will ensure no loss from current rate; 2. No bonus steps for years of service since the Accreted Social Workers recent placement on the new non-union scale included eligibility for bonus steps on same terms as the SMEU step placement process. (c) Overtime: parties agree Accreted Social Workers remain exempt from overtime under the Unit D contract and shall not be paid any overtime not required under the FLSA. The Accreted Social Workers remain FLSA exempt so long as duties remain consistent with that status under the FLSA. 1. The parties agree that the employees' flexible schedule arrangements as they are currently or may be arranged in the future will also continue. (d) Gas Allotment: parties agree that Social Workers are eligible for the Car Allowance provided for under the Unit D contract. (e) Wellness Time: parties agree all benefits derive from the Unit D contract. (f) Sick Time: parties agree to transition to Unit D sick leave benefit. 17 SMEU Unit D Contract - July 1, 2022 to June 30, 2025 r E.l/

(g) Any additional benefits: parties agree all benefits derive from Unit D contract. 26. Police Detail Clerks The City shall compute the wage retroactivity payments for the Police Detail Clerk and Police Detail Clerk Supervisor (police clerks) as follows: Year 1 and Year 2 of CBA (FY23, FY24)-compute the amount the employee would be paid under the new contract (after COLA applied) in each year, and subtracting the lower wages the employee was actually paid in each year; to be clear, this computation does not include any offset by subtracting the $7800 annual stipend from the retroactivity amount so computed for each year. Year 3 of CBA (FY25)-compute the amount the employee would be paid under the new contract after the market adjustment and applying the rule for existing- employee step assignment (Grade 2, Step 3 for Jen Caranfa which reflects a two-step boost from Step 1 to Step 3 given her years of service, and Grade 3, Step 5 for Beth Roche which also reflects a two-step boost given her years of service in the position from Step 3 to Step 5), and subtract the sum of the lower wages the employee was actually paid and $7800 annual stipend to a maximum offset of a zero balance; Year 4 (FY26) - pending negotiation of successor contract-compute the amount the employee would be paid under the new contract after the market adjustment, and with step movement effective July 1, 2025 per the CBA (Jen Caranfa now at Grade 2, Step 4, and Beth Roche moving up to Grade 3, Step 6), and subtract the sum of the lower wages the employee was actually paid and a pro rata share of the $7800 annual stipend actually paid to the date of the retroactivity computation to a maximum offset of a zero balance. Following implementation of the employee's wages under the new contract after market adjustment, the $7,800 annual stipend will cease. *For the sake of clarity, the phrase "to a maximum offset of a zero balance" as used for Year 3 and Year 4 means that the retro activity will not be computed to a negative balance for either of those years, and under no circumstances will the employee be required to pay back any amount of the previously-paid $7800 annual stipend. With respect to Year 1 and Year 2, the $7800 is not used as an offset. 27. IT Specialist The IT Specialist shall move to Unit A, subject to a vote by Unit D to release this position from Unit D and a vote by Unit A to accept this position into Unit A. If such a vote fails in either 18 SMEU Unit D Contract - July 1, 2022 to June 30, 2025

Unit A or Unit D, then the IT Specialist position shall remain in Unit D and the starting rate for that position shall be Grade 3, Step 1 (Exhibit C). The parties hereto execute this Memorandum of Agreement subject to the terms and conditions stated above, and subject to ratification by the Union and funding by the City Council as outlined by M.G.L. c. 150E. 28. HOUSEKEEPING (a) Change all references to "Personnel Director" or "Personnel Department" to "Human Resources Director" or "Human Resources Department." (b) Strike all references to "Personnel and Law Department staff" removed from Union per 2010-2016 MOU. (c) Add ISO Liaison and Operations Manager to the Recognition Clause. (d) Review/revise use of pronouns throughout contracts, acknowledge non-binary where possible by stating position rather than gender-specific (e.g., MOA 16(c) rather than "provided by his or her supervisor" can be placed . "provided by the employee's supervisor" (e) Change all references from Somerville Municipal Employees Association ("SMEA") to Somerville Municipal Employees Union ("SMEU") and from "Association" to "Union," including, without limitation, within Article I (Recognition). 0r f;lf, r0I 19 SMEU Unit D Contract - July 1, 2022 to June 30, 2025

Agreed this 2Pt day of January, 2026: For the City of Somerville, By: Anne Gill, Human Resources Director For the Somerville Municipal Employees Union, Edward J. ardy, Vice ~a-~1(2, ~ ~~ Estrela, Secretary Julliane De Bona, Treasurer Mc ;;___ Michael Bowler, Unit D Committee /~ ~ Harryoore, Unit D Committee Jl1~1E .. ... Georg/scarp~lli, Un~ Com.mittee .,,, 20 SMEU Unit D Contract - July 1, 2022 to June 30, 2025 , ,

Exhibit A - SMEU Unit D FY23-FY25 MOA F 23- 24 arv Y FY Sal Ch art SMEA D SALARY CHART Current 7/1/2016 7/1/2017 7/1/2018 7/1/2019 7/1/2020 7/1/2021 7/1/2015 2.5% 10-Step Scale 2.0% 2.0% 2.0% 2.0% FY16 FY17 FY18 FY19 FY20 FY21 FY22 GRADE/ (Positions) STEP ANNUAL A 1 42,764.34 43,833.45 46,834.11 47,770.79 48,726.21 49,700.73 50,694.75 (Police Detail Clerk) 2 47,302.45 48,248.50 49,213.47 -50,197.74 51,201 .69 3 47,775.48 48,730.99 49,705.80 50,699.72 51,713.71 4 ' 48,253.23 49,218.29 50,202.66 51 ,206.71 52,230.85 ' 5 48,735.76 49,710.48 50,704.69 51 ,718.78 52,753.16 6 49,223.12 . 50,207.58 51 ,211 .73 52,235.97 53,280.69 7 49,715.35 50,709.66 51 ,723.85 52,758.33 53,813.50 ·8 , 50,212.51 51,216.76 52,241 .09 53,285.91 54,351.63 9 50,714.63 51,728.92 52,763.50 53,818.77 54,895.15 . 10 51,221 .78 !;;2,246.21 53,291 .14 54,356.96 55,444.10 B 1 47,927.44 49,125.63 52,257.06 53,302.20 54,368.24 55,455.60 56,564.72 (Animal Control Officer) 2 52,779.63 53,835.22 54,911 .92 56,010.16 57,130.36 3 53,307.42 54,373.57 55,461 .04 56,570.26 57,701 .67 4 53,840.50 54,917.31 56,015.65 57,135.97 58,278.68 5 54,378.90 55,466.48 56,575.81 57,707.32 58,861.47 6 54,922.69 56,021.14 57,141 .57 58,284.40 59,450.09 7 55,471 .92 56,581 .36 57,71 2.98 58,867.24 60,044.59 8 56,026.64 57,147.17 58,290.11 59,455.91 60,645.03 9 56,586.90 57,718.64 58,873.01 60,050.47 61,251 .48 10 57,152.77 58,295.83 59,461 .74 60,650.98 61 ,864.00 C 1 44,946.95 46 070.62 57,680.00 58,833.60 60,010.27 61,210.48 62,434.69 (ISD Inspection Coard) 2 58,256.80 59,421 .94 60,610.37 61,822.58 63,059.03 3 58,839.37 60,016.16 61 ,216.48 .62,440.81 63,689.62 4 59,427.76 60,616.32 61,828.64 63,065.22 • 64,326.52 5 60,022.04 61 ,222.48 62,446.93 63,695.87 64,969.79 •. 6 60,622.26 61 ,834.70 63,071 .40 ' 64;332.83 65,619.48 , 7 61,228.48 62,453.05 63,702.11 64,976.16 66,275.68 8 61,840.77 63,077.58 64,339.13 65,625.92 66,938.44 •. 9 62,459.17 63,708.36 64,982.53 66,282.18 67,607.82 10 63,083.7-7 64,345.44 65,632.35 66,945.00 68,283.90 D 1 55,714.81 57,107.68 59,701 .93 60,895.97 62,113.88 63,356.16 64,623.29 (ISO Admin Asst) 2 60,298.95 61 ,504.92 62,735.02 63,989.72 65,269.52 3 60,901 .94 62,119.97 63 362.37 64.629.62 65,922.21 4 61,510.95 62,741 .17 63,996.00 65,275.92 66,581.44 5 62,126.06 63,368.59 64,635.96 65,928.68 67,247.25 6 62,747.33 64,002.27 65,282.32 66,587.96 67,919.72 7 63,374.80 64,642.29 65,935.14 s1:2s3.B4 68,598.92 8 64,008.55 65,288.72 66,594.49 67,926.38 69,284.91 9 64,648.63 65,941 .60 67,260.44 68,605.65 69,977.76 10 65,295.12 66,601.02 67,933.04 69,291.70 70,677.54 E 1 54,280.32 55,637.33 62,539.75 63,790.55 65,066.36 66,367.69 67,695.04 (DPW NIQhl Custodian Supervisor: 2 63,165.15 64,428.45 65,717.02 67,031.36 68,371 .99 (PCO Supervi:;or) 3 63,796.80 65,072.74 66,374.19 67,701.68 69,055.71 4 50,258.F 51 ,514.62 64,434.77 65,723.47 87,037.94 68,376.69 69,746.27 5 65,079.12 66,380.70 67,708.31 69,062.48 70,4~3.73 6 65,729.91__ 67,044.51 68,385.40 69,753.11 71,148.17 . , . 7 66,387.2~ 67,714.95 69,069.25 70,450.64 71 ,859.65 . 8 67,051~08 68,392.'10 69,759.94 71,155,,14 72,578.25 9 67,121:.sg 69,076.02 70,457.54 71 ,866.69 73,304.03 10 68,39_B:a1 69,766.78 71,162.~2 7?,585.36 ,74,o;rM7 : ;/91f;;;& €¥t- J~. iL ;...--, w 13,lf. / / -J1 Jt 9w r(zr{u

SMEA D SALARY CHART Current 7/1/2016 7/1/2017 7/1/2018 7/1/2019 7/1/2020 7/1/2021 7/1/2015 2.5% 10-Step Scale 2.0°/o 2.0% 2.0% 2.0% FY16 FY17 FY16 FY19 FY20 FY21 FY22 GRADE/ (Positions) STEP ANNUAL F 1 60,848.23 62,369.44 64,711 .42 66,005.65 67,325.76 68,672.28 70,045.73 (HR Benefits Coordinator\ 2 65,358.54, 66,665.71 67,999.02 69,359.00 70,746.18 3 66,012.12 67,332.37 68,679.01 70,052.59 71,453.64 4 66,672.24 68,005.69 69,365.80 70,753.12 72,168.18 5 67,338.97 68,685.75 70,059.46 71,460.65 72,889.86 6 68,012.36 69,372.60 70,760.06 72,175.26 73,618.76 7 68,692.48 70,066.33 71,467.66 72,897.01 74,354.95 8 69,379.40 70,766.99 72,1 82.33 73,625.98 75,098.50 9 70,073.20 71,474.66 72,904.16 74,362.24 75,8.49.48 10 70,773.93 72,189.41 73,633.20 75,105.86 76,607.98 G 1 66,882.87 • 68,220,53 69,584.94 70,976.63 72,396.17 OT Soecialistl 2 .. 67,551.70 68,902.73 70,280.79 71,686.40 73,120.13 3 68,227.21 69,591.76 70,983.59 72,403.27 73,851 .33 4 68,909.49 70,287.68 71,693.43 73,127.30 -74,589,84 5 69,598.58 70,990.55 72,41 0.36 73,858.57 75,335.74 6 70,294.57 71.,700.46 73,134.47 74,597.16 76,089.1 0 7 70,997.51 72,417.46 73,865.81 75,343.13 76,849.99 8 71,707.49 73,141.64 • 74,604.47 76,096.56 77,618.49 9 72,424.56 73)73.05 75,350.51 76,657.52. 7t3,394.68 10 73,148.f1 74,61 1.78 76,104.02 77,626.1 0 79,178.15? H 1 63,930.15 65,528.40 69,054.54 70,435.63 71,844.34 73,281.23 74,746.85 {Police Detail Suoervisorl 2 69,745.08 71,139.98 72,562.78 74,014.04 75,494.32 3 70,442.53 71,851 .38 73,288.41 74,754.18 76,249.26 4 71,146.96 72,569.90 74,021.30 75,501.72 77,011 .76 5 71,858.43 73,295.60 74,761 .51 76,256.74 77,781 .87 6 72.577.01 74,028.55 75,509.12 77.019.31 78.559.69 7 73,302.78 74,768.84 76,264.22 77,789.50 79,345.29 8 74,035.81 75.516.53 77,026.66 76,567.40 80,1 38.74 9 74,776.17 76,271 .69 77,797.13 79,353.07 80,940.13 10 75,523.93 77,034.41 78,575.10 80,146.60 81,749.53 I 1 67,590.26 69,280.02 71 ,226.08 72,650.60 74,103.61 75,585.68 77,097.40 (Grant Accountant) 2 71,938.34 73,377.11 74,844.65 76,341.54 77,868.37 3 72,657.72 74,1 10.88 75,593.09 77.104.96 78,647.05 4 73,384.30 74,851.98 76,349.02 77,876,01 79,433.53 5 74,:118.14 75,600.50 77,112.51 78:654.77 80,227.86 5· ' 74,859.32 76,356.51 77,883.64 79,441.31 81,03_0.1 4 7 75,607.92 77,1 20.07 78,662.48 80,235.73 . 81 ,840.44 - , 8 76,364.00 77,891.28 79,449.10 . 81,038.08 82,658.84 9 77,127.64 78,670.19 80,243.59 81,848.46 83,485.43 10 77,898.91 79,456.89 81,046.03 82,666.95 84,320.29 J 1 73,397.72 74,865.68 76,362.99 77,890.25 79,448.06 2 74,131 .70 75,614.33 77,126.62 78,669.15 80,242.54 3 74,873.02 76,370.48 77,897.89 79,455.85 81 ,044.96 4 75,621 .75 77,134.18 78,676.87 80,250.40 81,855.41 5 76,377.97 77,905.52 79,463.64 81,052.91 82,673.97 6 77,141.75 78,684.58 80,258.27 81,863.44 83,500.71 7 77,913.16 79,471.43 81 ,060.85 82,682.07 84,335.71 8 78,692.29 80,266.14 81 ,871.46 83,508.89 85,179.07 9 79,479.22 81,068.80 82,690.18 84,343.98 86,030.86 10 80,274.01 81,879.49 83,517.08 887187.42 86,891.17 ~ I/di))~ PJr}i 9~ i1 /~, • "Ii JI I I rf( \ 2 -;t1

SMEAD SALARY CHART Current 7/1/2016 7/1/2017 7/1/2018 7/1/2019 7/1/2020 7/1/2021 7/1/2015 2.5% 10-Step Scale 2.0'lo 2.0% 2.0% 2.0% FY16 FY17 FY18 FY19 FY20 FY21 FY22 GRADE/ (Positions) STEP ANNUAL K 1 75,569.70 77,081 .09 78,622.72 . 80,195.17 81,799.07 2 76,325.40 77,851.91 79,408.94 80,997.12 . 82,617.07 3 77,088.65 78,630.42 80,203.03 81 ,807.09 83,443.24 4 77,859.54 79,416.73 81 ,005.06 82,625.16 84,277.67 5 78,638.13 80,210.90 81 ,815.11 83,451.42 · as.120.44 6 79,424.51 81 ,013.01 82,633.27 84,285.93 85 971.65 7 80,218.76 81 ,823.14 83,459.60 85,1 28.79 86,831.37 8 81,020.95 82,641 .37 84,294.19 85,980.08 87,699.68 9 81,831 .16 83,467.78 85,137.14 66,839.88 66,576.68 10 82,649.47 84,302.46 85,988.51 87,708.28 89,462.44 L 1 77.740.71 79,295.52 80.881 .43 82,499.06 84,149.04 2 78,518.12 80,088.48 81,690.25 83,324.05 84 990.53 3 79,303.30 80,889.36 82,507.15 84,157.29 85,840.44 4 80,096.33 81 ,698.26 83,332.22 84,998.87 86,698.84 5 80,897.29 82,515.24 84,165.54 65,846.85 87,565.63 6 81,706.27 83,340.39 85,007.20 86,707.34 88,441.49 7 82,523.33 84,173.79 85,857.27 87,574.42 89,325.90 8 83,348.56 85,015.53 86,715.84 88,450.16 90 219.16 9 84,182.05 85,865.69 87,583.00 89,334.66 91 ,121 .36 10 85,023.87 86,724.34 88,458.83 90,228.01 92,032.57 M 1 79,912.35 81 ,510.60 83,140.81 84,803.63 86,499.70 2 80,71 1.48 82,325.71 83,972.22 65,651.67 87,364.70 3 a1 :s1 a.ss -8.3, 146.96 84,811 .94 66,508,18 86,238.35 4 . 82,333.78 83,980.45 85,660.06 87,373,26 89,120.73 5 83,157.12 84,820.26 86,516.66 86,247.00 90,011.94 6 83,988.69 85,668.46 87,381.83 89,129.47 . 90,'912.06 7 _84,828.57 86,525.15 88,255.65 90,020,76 91,82'1.18 8 85,676.86 87,390.40 89,138.21 90,920.97 92,739.3'9 ' 9 86,533.63 88,264.30 90,029.59 91,830.18 93,66°6,78 10 87,398.96 89,146.94 90,929.88 92,748.48 9~,603.45 N 1 82,083.93 83,725.61 85,400.12 87,1 08.12 88,850.28 2 82,904.77 84,562.86 86,254.12 87,979.20 89,738.79 3 83,733.82 85,408.49 87,116.66 88,859.00 90,636.18 4 84,571 .15 86,262.58 87,987.83 89,747.59 91,542.54 5 85,416.87 87,125.20 68,867.71 90,645.06 92,457.96 6 86,271 .03 87,996.46 89,756.38 91,551 .51 . 93,382.54 7 87,133.74 88.876.42 90,653.95 92,467.03 94,316.37 8 88,005.08 89,765.18 91 560.49 93,391 .70 95 259.53 9 88,885.13 90,662.84 92,476.09 94,325.61 96,212.13 10 89,773,98 91 ,569.46 93,400.85 95,268.87 97,174.25 0 1 63,395.32 64,980.20 84,255.48 85,940.59 87,659.40 89,412.59 91,200.64 (Chief Wire/Electrical) . 2 85,098.04 86,800.00 88,536.00 90,306.72 s2;112.es (Chief PlumbinQ/Gas) 3 85,949.02 87,668.00 89.421 .36 91,209.78 93,033.98 4 86;808.51 88;544.68 90,315.57 92,121.88 93,96~.32 5 87-,676.59 89,430.1 2 91,218.73 93,043.10 94,903.96 6 88,553.36 90,324.42 92,130.91 93,973.53. 95,853.00 7 89,438.89 91,227.67 93,052.22 94,913.27 96,811 :53 - 8 90,333.28 92,139.94 ·93,982.74 95,862.40 97,779.65 . 9 .,., 91,236.61 93,061 .34 94,922.57 96,821.02 .98, 7.57.44 10 . 92,148.98. • 93,991 .96 95,871 .80 97,789.23 • 99,745.02 p 1 92,941.71 . 94,800.54 96,696.56 98,630.49 100,603.10 2 93,87.1 .13 95,748.55 97,663.52 99,616.79 101,609.13 3 94,809.84 96,706.04 98,640.16 100,612.96 102,625.22 4 95,757.94 97,673.10 99,626.56 101 ,619.09 103,651.47 5 96,715.52 98,649.83 100,622.82 102,635.28 104,687,98 6 97,682.67 99,636.32 101,629.05 103,661.63 105,734.86 7 98.659.50 100,632.69 102,645.34 104.698.25 106,792.21 8 99 646.09 101 639'.01 103,671.80 105 745.23 107,860.14 9 100,642.55 102,655.40 104,708.51 106,802.68 108,938.74 10 I'\ - 10~ 103,681.96 105,755.60 107,8'l!Y.TJ 110,028.12 B I /;J ! }d{z , '~ ~ 1 &~ t:/1 ~jf-- (ffe- ;l<l ~ 3 .-

SMEA D SALARY CHART Current 7/1/2016 7/1/2017 7/1/2018 7/1/2019 711/2020 7/1/2021 7/1/2015 2.5% 10-Step Scale 2.0% 2.0% 2.0% 2.0% FY16 FY17 FY18 FY19 FY20 FY21 FY22 GRADE/ (Positions) STEP ANNUAL Q 1 88,054.73 90,256.10 100,000.00 102,000.00 104,040.00 106,120.80 106,243.22 (Recreation Program Developer) 2 101,000.00 103,020.00 105,080.40 107,182.01 109,325.65 3 102,010.00 104,050.20 106,131.20 108,253.83 110.418.90 4 103,030.1 0 105,090.70 107,192.52 109 336.37 111,523.09 5 104,060.40 106,141.61 . 108,264.44 110,429.73 112,638.32 6 105,101.01 107,203.03 109,347.09 111,534.03 113,764.71 7 106,152.02 108,275.06 110,440.56 112,649.37 114,902.35 8 107,213.54 109,357.81 111 ,544.96 113,775.86 116,051.38 9 108,285.67 110,451.38 112,660.41 114,913.62 117,211 .89 10 109,368.53 111,555.90 113,787.02 116,062.76 118,384.01 R 1 78,404.90 80,365.02 110,000.00 112,200.00 114,444.00 116,732.88 119,067.54 (Facilities Supervisor) 2 111,100.00 113,322.00 115,588.44 117,900.21 120,258.21 3 112,211 .00 114,455.22 116,744.32 119,079.21 121,460.80 4 113,333.11 115,599.77 117,911 .77 120,270.00 122,675.40 5 114,466.44 116,755.77 119,090.89 121,472.70 123,902.16 6 115 611 .11 117 923.33 120,281.79 122 687.43 125,141 .18 7 116,767.22 119,102.56 121,484.61 123,914.30 126,392.59 8 117,934.89 120,293.59 122,699.46 125,153.45 127,65.6.52 9 119,114.24 121,496.52 123,926.45 126,404.98 128,933.08 10 120,305.38 122,711.49 125,165.72 127,669.03 130,222.41 4

Exhibit B - SMEU Unit D FY23-FY25 MOA Salary Chart 1 2 3 4 5 6 7 8 9 10 11 12 1 1 57,996 59,156 60,559 61,963 63,366 64,770 66,173 67,577 68,980 70,384 71,787 73,191 2 2 70,175 71,579 72,982 74,386 75,789 77,193 78,596 80,000 81,403 82,807 84,210 85,614 3 3 84,210 85,894 87,579 89,263 90,947 92,631 94,315 96,000 97,684 99,368 101,052 102,736 4A 4A 92,631 94,484 96,336 98,189 100,042 101,894 103,747 105,600 107,452 109,305 111,157 113,010 4B 4B 101,052 103,073 105,094 107,115 109,136 111,157 113,178 115,200 117,221 119,242 121,263 123,284 . 5 5 131,368 133,995 136,623 139,250 141,877 144,505 147,132 149,759 152,387 155,014 157,641 160,269 1W dZ{fU, () f /d1j:J.h CA E,fl. 1/41 lu

Exhibit C - SMEU Unit D FY23-FY25 MOA Starting Step Chart I FY25 Step 1 (w/ Starting FY25Step 1 FY25Step 1 Column1 CoS_de,pt CoSTitle FY22 COLAs) Grade Starting Step F~25Step 1 Increase % Grade2 POLICE DEPARTMENT Detail Clerk 50,694.75 $ 53,782 2 1 70,175 16,393 30% -,.; INSPECTIONAL SERVICES Administrative Assistant 64,623.29 $ 68,559 2 3 72,982 4,423 6% INSPECTIONAL SERVICES Building l~spectional Coordinator 62,434.69 $ 66,237 2 1 70,175 3,938 6% POLICE DEPARTMENT Animal Control Officer 56,564.72 $ 60,010 2 1 70,175 10,166 17% Grade3 AUDITING Grant Accountant 77,097.40 $ 81,793 3 1 • 84,210 2,418 3% POLICE DEPARTMENT Senior Detail Clerk 74,746.85 $ 79,299 3 1 84,210 4,911 6% HEALTH AND HUMAN SERVICES Social Worker 63,672.48 $ 67,550 3 1 84,210 16,660 25% HEALTH AND HUMAN SERVICES Geriatric Social Worker 63,672.48 $ 67,550 3 1 84,210 16,660 25% .. -· HEALTH AND HUMAN SERVICES Clinical Youth Specialist 79,590.60 $ 84,438 3 1 84,210 (227) 0% Grade4A PARKING Parking Control Supervisor 67,695.04 $ 71,818 4A 1 92,631 20,814 29% DPW BUILDINGS Custodian (Day Supervisor) 62,434.69 $ 66,237 4A 1 92,631 26,394 40% DPW BUILDINGS Asst. Supervisor Night Custodians 67,695.04 $ 71,818 4A 1 92,631 20,814 29% Grade4B INSPECTIONAL SERVICES Liaison 88,850.28 $ 94,261 4B 1 101,052 6,791 7% INSPECTIONAL SERVICES Operations Manager 86,499.70 $ 91,768 4B 1 101,052 9,285 10% INSPECTIONAL SERVICES Chief Wire/Electrical Inspector 91,200.84 $ 96,755 4B 3 105,094 8,339 9% INSPECTIONAL SERVICES Chief Plumbing/Gas Inspector 91,200.84 $ 96,755 4B 3 105,094 8,339 9% RECREATION Program Developer 1 108,243.22 $ 114,835 4B 1 101,052 (13,783) -12% Grade 5 DPW BUILDINGS Facilities Supervisor 1 119,067.54 $ 126,319 5 1 131,368 5,049 4% FN1 These positions are going to be non-Union after the current employee leaves. Q_,:y 1/d I t;JI- i1L kr; r c[ic{u (

Exhibit D - SMEU Unit D FY23-FY25 MOA Step Placement Last Name First Name Location Description SMITH LINDA PARKING LAMONTE HALEY AN IMAL CONTROL ESTEBAN GELIN INSPECTIONAL SERVICES SOUSA JENNIFER INSPECTIONAL SERVICES AHSAN MD INSPECTIONAL SERVICES SAVAGE JACOB LIBRARY BENNETT RACHEL HEAL TH AND HUMAN SERVICE MOORE HARRY DPW SCHOOL CUSTODIANS DOE TAMMY PARKING SCARPELLI GEORGE RECREATION KLEIN KEVIN INSPECTIONAL SERVICES CAHILL WILLIAM INSPECTIONAL SERVICES NAIM NATASHA COUNCIL ON AGING ANGIULO ANTHONY DPW SCHOOL CUSTODIANS TAYLOR RACHEL AN IMAL CONTROL ROCHE ELIZABETH POLICE DEPARTMENT MACMULLEN DIANE AUDITING BOWLER MICHAEL DPW SCHOOL CUSTODIANS COMO KELLY INSPECTIONAL SERVICES LOBRUTTO LUIGI INFORMATION TECHNOLOGY CARANFA JENNIFER POLICE DEPARTMENT Job Class Description Hire Date Service FY24 Years PCO SUPERVISOR 03/16/1987 38 $ 71 ,859.84 AN IMAL CONTROL OFFICER 05/17/2021 4 $ 58,278.48 ISD ADMIN ASSISTANT 09/20/2021 4 $ 64,623.29 ISD MANAGER UNION 04/28/2014 11 $ 90,912.22 ISD INSPECTIONAL COORDINATOF 05/22/2023 2 - SOCIAL WORKER 10/28/2024 0 - SOCIAL WORKER - HHS 08/18/2025 0 - NIGHT SUP GUST/MAINTENANCE 12/29/1997 27 $ 71,859.84 PCO SUPERVISOR 11 /01/1989 35 $ 71,859.84 RECREATION PROGRAM DEVEL OF 02/25/2008 17 $ 116,051.52 CHIEF PLUMBING & GAS INSPECT( 09/08/2014 11 $ 96,811.52 CHIEF WIRE & ELECTRICAL INSPE 05/05/2014 11 $ 91 ,200.72 GERIATRIC SOCIAL WORKER 06/04/2014 11 $ 77,616.24 DAY SUPER SCHOOL CUSTODIAN' 12/13/1993 31 $ 63,689.60 ANIMAL CONTROL OFFICER 05/11/2009 16 $ 60,044.40 POLICE DETAIL SUPERVISOR 01/13/2003 22 $ 79,345.34 GRANT ACCOUNTANT 05/21/2007 18 $ 81,840.30 FACILITIES SUPERVISOR 02/01/1999 26 $ 130,222.56 ISD LIAISON 10/08/1996 29 $ 91,424.94 IT SPECIAL/VIRTUAL INFRA ENG 11 /29/2021 3 $ 73,851.44 DETAIL CLERK 02/09/2009 16 $ 53,813.76 ~ \ \d I \J~ f _ I-/. 9w , / :1.1 /;.t ([Z{ (u FY24 w/ COLAs Min Raise/ Bonus Steps FY25 FY25 Rate 4% Rule Grade/Step FY25 $ 76,236.10 $ 79,285.55 2 4A-3 $ 96,336 $ 72,578.48 $ 61 ,827.64 $ 64,300.75 1 2-2 $ 71,579 $ 58,861.50 $ 68,558.85 $ 71,301 .20 0 2-3 $ 72,982 $ 65,269.36 $ 96,448.78 $ 100,306.73 0 4B-1 $ 101,052 $ 91,821 .18 - - 0 2-1 $ 70,175 $ 62,434.94 - N/A (See MOA ,r24(b)) \ 3-1 $ 84,210 $ 68,921.42 - N/A (See MOA ,r24(b}} 3-1 $ 84,210 $ $ 76,236.10 $ 79,285.55 2 4A-3 $ 96,336 $ 72,578.48 $ 76,236.10 $ 79,285.55 2 4A-3 $ 96,336 $ 72,578.48 $ 123,119.06 $ 128,043.82 2 4B* $ 128,044 $ 117,211 .74 $ 102,707.34 $ 106,815.64 1 4B-5 $ 109,136 $ 97,779.76 $ 96,754.84 $ 100,625.04 0 4B-3 $ 105,094 $ 92,112.80 $ 82,343.07 N/A (See MOA ,r24(b)) 3-1 $ 84,210 $ 80,752.46 $ 67,568.30 $ 70,271.03 0 4A-1 $ 92,631 $ 64,326.70 $ 63,701.10 $ 66,249.15 2 2-3 ' $ 72,982 $ 60,645. 10 $ 84,177.48 $ 87,544.57 2 3-5 $ 90,947 $ 80,138.86 $ 86,824.38 $ 90,297.35 1 3-6 $ 92,631 $ 82,658.78 $ 138,153.11 $ 143,679.24 2 5-8 $ 149,759 $ 130,222.56 $ 96,992.72 $ 100,872.43 0 4B-1 $ 101,052 $ 95,259.42 $ 78,348.99 $ 81,482.95 1 N/A N/A $ 74,589.84 $ 57,091 .02 $ 59,374.66 2 2-3 $ 72,982 $ 54,351.44 ·see MOA '1117