CITY COUNCIL MEETING
AGENDA SUMMARY
Tuesday, September 12, 2023, 5:00 p.m.
CLOSED SESSION MEETING 5:00 P.M.
REGULAR MEETING 6:00 P.M.
In person at:
Arroyo Grande City Council Chambers
215 E. Branch Street, Arroyo Grande, CA 93420
AND via Zoom at:
https://us02web.zoom.us/j/86752345420
Please click the link above to join the Zoom Meeting:
Webinar ID: 867 5234 5420
Or by Telephone: 1-669-900-6833; 1-346-248-7799
This City Council meeting is being conducted in a hybrid in-person/virtual format. Members of the public may participate and provide public comment on agenda items during the meeting in person at the location identified above, by joining the Zoom meeting, or by submitting written public comments to the Clerk of the Council at [email protected]. Meetings will be broadcast live on Channel 20 and streamed on the City’s website and www.slo-span.org.
CLOSED SESSION MEETING 5:00 P.M.
1. CALL TO ORDER
2. ROLL CALL
3. FLAG SALUTE
4. PUBLIC COMMENT ON CLOSED SESSION ITEMS
5. CLOSED SESSION
The City Council will recess to a closed session for the following and will report any reportable action at the City Council Regular meeting at 6:00 p.m.:
a) LABOR NEGOTIATION PURSUANT TO GOVERNMENT CODE SECTION 54957.6:
1. Employee Organization: Arroyo Grande Police Officers’ Association City-designated negotiators: Che Johnson, Special Labor Counsel; Tashina Ureno, Human Resources Officer; Nicole Valentine, Director of Administrative Services a.
2. Employee Organization: Service Employees International Union, Local 620 City-designated negotiators: Che Johnson, Special Labor Counsel; Tashina Ureno, Human Resources Officer; Nicole Valentine, Director of Administrative Services a.
3. Unrepresented Management Employees
a. City-designated negotiators: Che Johnson, Special Labor Counsel
4. City Manager
a. City-designated negotiators: Che Johnson, Special Labor Counsel
6. ADJOURNMENT
REGULAR MEETING 6:00 P.M.
1. CALL TO ORDER
2. ROLL CALL
3. MOMENT OF REFLECTION
4. FLAG SALUTE
5. AGENDA REVIEW
5.a Closed Session Announcements
City Attorney Rosen will announce any reportable action from the following:
City Council Closed Session Meeting of September 12, 2023 a) LABOR NEGOTIATION PURSUANT TO GOVERNMENT CODE SECTION 54957.6:
1. Employee Organization: Arroyo Grande Police Officers’ Association City-designated negotiators: Che Johnson, Special Labor Counsel; Tashina Ureno, Human Resources Officer; Nicole Valentine, Director of Administrative Services
a.
2. Employee Organization: Service Employees International Union, Local 620 City-designated negotiators: Che Johnson, Special Labor Counsel; Tashina Ureno, Human Resources Officer; Nicole Valentine, Director of Administrative Services
a.
3. Unrepresented Management Employees
a. City-designated negotiators: Che Johnson, Special Labor Counsel
4. City Manager
a. City-designated negotiators: Che Johnson, Special Labor Counsel
5.b Ordinances read in title only
None.
6. SPECIAL PRESENTATIONS
6.a Honorary Proclamation Recognizing September 15 – October15, 2023 as "National Hispanic Heritage Month”
6.b Interim City Manager Communications
(ROBESON)
Recommended Action:
Receive correspondence/comments as presented by the Interim City Manager and Provide direction, as necessary.
7. CITY COUNCIL REPORTS
None.
Reports are made during the Second Council Meeting each month.
8. COMMUNITY COMMENTS AND SUGGESTIONS
This public comment period is an invitation to members of the community to present issues, thoughts, or suggestions on matters not scheduled on this agenda. Comments should be limited to those matters that are within the jurisdiction of the City Council. Members of the public may provide public comment in-person or remotely by joining the Zoom meeting utilizing one of the methods provided below. Please use the “raise hand” feature to indicate your desire to provide public comment.
Click the link below to join the webinar: https://us02web.zoom.us/j/86752345420; Webinar ID: 867 5234 5420
•
Or by Telephone: 1-669-900-6833; 1-346-248-7799
Press * 9 to “raise hand” for public comment
•
The Brown Act restricts the Council from taking formal action on matters not published on the agenda. In response to your comments, the Mayor or presiding Council Member may:
• Direct City staff to assist or coordinate with you.
• A Council Member may state a desire to meet with you. • It may be the desire of the Council to place your issue or matter on a future Council agenda.
Please adhere to the following procedures when addressing the Council:
• Comments should be limited to 3 minutes or less.
• Your comments should be directed to the Council as a whole and not directed to individual Council members.
• Slanderous, profane or personal remarks against any Council Member or member of the audience shall not be permitted.
9. CONSENT AGENDA
The following routine items listed below are scheduled for consideration as a group. The recommendations for each item are noted. Any member of the public who wishes to comment on any Consent Agenda item may do so at this time. Any Council Member may request that any item be withdrawn from the Consent Agenda to permit discussion or change the recommended course of action. The City Council may approve the remainder of the Consent Agenda on one motion.
9.a Consideration of Cash Disbursement Ratification
(VALENTINE)
Recommended Action:
1) Ratify the attached listing of cash disbursements for the period of August 1 through August 15, 2023; 2) Determine that ratifying the cash disbursements is not a project subject to the California Environmental Quality Act (“CEQA”) because it has no potential to result in either a direct, or reasonably foreseeable indirect, physical change in the environment. (State CEQA Guidelines, §§ 15060, subd. (b)(2)-(3), 15378.)
9.b Consideration of Statement of Investment Deposits
(VALENTINE)
Recommended Action:
1) Receive and file the attached report listing investment deposits of the City of Arroyo Grande as of July 31, 2023, as required by Government Code Section 53646(b); 2) Determine that receiving the report of investment deposits is not a project subject to the California Environmental Quality Act (“CEQA”) because it has no potential to result in either a direct, or reasonably foreseeable indirect, physical change in the environment. (State CEQA Guidelines, §§ 15060, subd. (b)(2)-(3), 15378.)
9.c Consideration of Memorandum of Understanding with the Arroyo Grande Police Officers’ Association
(VALENTINE)
Recommended Action:
1) Adopt a Resolution approving the proposed MOU with the AGPOA for Fiscal Years 2023- 24 through 2026-27; 2) Determine that ratifying the AGPOA MOU is not a project subject to the California Environmental Quality Act (“CEQA”) because it has no potential to result in either a direct, or reasonably foreseeable indirect, physical change in the environment. (State CEQA Guidelines, §§ 15060, subd. (b)(2)-(3), 15378.)
9.d Consideration of Memorandum of Understanding with the Service Employees International Union Local 620
(VALENTINE)
Recommended Action:
1) Adopt a Resolution approving the proposed MOU with the SEIU for Fiscal Years 2023-24 through 2025-26; 2) Determine that ratifying the SEIU MOU is not a project subject to the California Environmental Quality Act (“CEQA”) because it has no potential to result in either a direct, or reasonably foreseeable indirect, physical change in the environment. (State CEQA Guidelines, §§ 15060, subd. (b)(2)-(3), 15378.)
9.e Consider Adoption of Resolutions Establishing Salary & Benefits for Management Employees for FY 2023-24 & FY 2024-25 & Part-Time Employees for FY 2023-24, Approval of the Updated Citywide Combined Salary Schedule, & Approval of one Budget Adjustment (VALENTINE)
Recommended Action:
1) Adopt a Resolution approving the proposed MOU with the modifying pay rates and benefits for unrepresented Management employees; 2) Adopt a Resolution modifying pay rates and benefits for unrepresented part-time employees; 3) Approve the updated City combined salary schedule; 4) Approve one budget adjustment request in the amount of $787,725; and 5) Determine that adopting the unrepresented Management employees resolution, unrepresented part-time employees resolution, and updated Citywide combined salary schedules is not a project subject to the California Environmental Quality Act (“CEQA”) because it has no potential to result in either a direct, or reasonably foreseeable indirect, physical change in the environment. (State CEQA Guidelines §§ 15060, subd. (b)(2)-(3), 15378.)
9.f Consideration of Adoption of a Resolution Ending the Local Emergency Related to the Ongoing Storm Events
(ROBESON)
Recommended Action:
Adopt a Resolution declaring the end of the local emergency related to the ongoing 2023 storm events
9.g Approval of Minutes
(MATSON)
Recommended Action:
Approve the minutes of the Regular City Council Meeting of August 22, 2023, as submitted.
9.h Consideration of a Resolution Approving a Grant Agreement with the Office of Traffic Safety for Traffic/ DUI Enforcement
(MARTINEZ)
Recommended Action:
1) Adopt a Resolution authorizing the Chief of Police to execute a grant agreement with the California Office of Traffic Safety (OTS) to help address ongoing traffic safety concerns and appropriate the funding for the activities and find the action exempt from CEQA; and 2) approve a Budget Amendment Request for FY 2023-24 in the amount of $65,000 to account for the additional revenue that will be issued under the OTS grant, and expenditures related to the grant
9.i Consideration of a Resolution Approving a Grant Agreement the Department of Alcohol and Beverage Control for Alcoholic Beverage Sales Education and Enforcement (MARTINEZ)
Recommended Action:
1) Adopt a Resolution authorizing the Chief of Police to execute a grant agreement with the California Department of Alcoholic Beverage Control (ABC) to accept grant funding and find the action exempt from CEQA; and 2) approve a Budget Amendment Request for FY 2023- 24 in the amount of $41,500 to account for the additional revenue that will be issued under the ABC grant, and expenditures related to the grant
9.j Consideration of a Resolution Accepting Public Improvements for Phased Commercial Development of Approximately 28,000 Square Feet of Office, Warehouse, And Café; Location (Rugged Radio) – Subarea 1 – E. Cherry Ave. Specific Plan (KAHN)
Recommended Action:
1) Adopt a Resolution accepting public improvements and a public utility easement for Subarea 1 – East Cherry Avenue Specific Plan based upon the recommendation of the City Engineer following the final completion and inspection of those public improvements; and 2) Determine that the approval of the public improvements and a public utility easement will have no direct or indirect physical impacts and does not constitute a substantial change to the 2017 EIR for the underlying project and conditions requiring subsequent environmental review called out in State CEQA Guidelines section 15162 or Public Resources Code section 21166 are not present.
9.k Consideration of US 101/ Oak Park Blvd. Interchange Right of Way Relinquishment and Acceptance
(KAHN)
Recommended Action:
1) Adopt a Resolution that authorizes the execution of a quitclaim deed to Caltrans for Parcels 12432-1 and 12433-1 on a map filed for recording on October 14, 2021, in State Highway Map Book 6 at pages 99-102 and determine that real property exempt surplus land; 2) Adopt a Resolution that (a) accepts two portions of right of way shown as REL 11788 Segments 1 and 2 on a map filed for recording on October 14, 2021, in State Highway Map Book 6 at pages 99-102, (b) accepts a drainage easement described on REL 11788, Segment 3, (c) agree to waive the ninety days’ “notice of intent to relinquish” requirement contained in Section 73 of the Streets and Highway Code; and 3) Find that the adoption of the two proposed Resolutions is not subject to the requirements of CEQA pursuant to California Code of Regulations, Title 14, section 15060, subdivision (c)(3), because the subject activity is not a project as defined by Public Resources Code section 21065 and California Code of Regulations, Title 14, section 15378.
9.l Consider Approval of Contract Amendment 3 for Consulting Services with Consor, formerly Quincy Engineers, Inc., to Increase Costs and the Services Associated with the Design and Environmental Services for the Traffic Way Bridge Replacement Project (KAHN)
Recommended Action:
1) Approve Amendment No. 3 to the Contract for Consultant Services with Consor (formerly known as Quincy Engineers, Inc.) to continue to provide design and environmental services for the Project at an increased scope and budget; and 2) Determine that approving the Amendment No. 3 to the existing Contract for Consultant Services is not a project subject to the California Environmental Quality Act (“CEQA”) because increasing the Consultant’s scope and budget for the Project has no potential to result in either a direct, or reasonably foreseeable indirect, physical change in the environment. (State CEQA Guidelines, §§ 15060, subd. (b)(2)-(3), 15378).
9.m Consideration of an Award of Contract for Construction of the 191 Tally Ho Frontage Improvements Project, PW 2023-09 and Acceptance of Dedication (KAHN)
Recommended Action:
1) Accept the Offer of Dedication for an easement for a public right of way of the frontage of 191 Tally Ho Road, 2) Accept the Offer of Dedication for an easement for a public right of way of the frontage of 195 Tally Ho Road; 3) Award a construction contract for Construction of the Tally Ho Frontage Improvements Project to JJ Fisher Construction, Inc.; and 4) Determine the Project to be categorically exempt per Section 15302 Class 2 exemption, which applies to the replacement or reconstruction of existing structures and facilities where the new structure is located on the same site as the structure replaced and has substantially the same purpose and capacity as the structure replaced as this wall was previously removed.
9.n Five Cities Fire Authority Fire Prevention Agreement and Delegation of Authority to the City of Arroyo Grande
(PEDROTTI)
Recommended Action:
Approve the Fire Prevention Agreement to delegate fire inspection service authority to the City of Arroyo Grande and find that the agreement is not a project subject to the California Environmental Quality Act (“CEQA”) because it has no potential to result in either a direct, or reasonably foreseeable indirect, physical change in the environment. (State CEQA Guidelines, §§ 15060, subd. (b)(2)-(3), 15378.).
10. PUBLIC HEARINGS
None.
11. OLD BUSINESS
None.
12. NEW BUSINESS
None.
13. COUNCIL COMMUNICATIONS
Any Council Member may ask a question for clarification, make an announcement, or report briefly on his or her activities. In addition, subject to Council policies and procedures, Council Members may request staff to report back to the Council at a subsequent meeting concerning any matter or request that staff place a matter of business on a future agenda. Any request to place a matter of business for original consideration on a future agenda requires the concurrence of at least one other Council Member.
14. ADJOURNMENT
All staff reports or other written documentation, including any supplemental material distributed to a majority of the City Council within 72 hours of a regular meeting, relating to each item of business on the agenda are available for public inspection during regular business hours in the City Clerk’s office, 300 E. Branch Street, Arroyo Grande. If requested, the agenda shall be made available in appropriate alternative formats to persons with a disability, as required by the Americans with Disabilities Act. To make a request for disability-related modification or accommodation, contact the Legislative and Information Services Department at 805-473-5400 as soon as possible and at least 48 hours prior to the meeting date.
This agenda was prepared and posted pursuant to Government Code Section 54954.2 Agenda reports can be accessed and downloaded from the City’s website at www.arroyogrande.org If you would like to subscribe to receive email or text message notifications when agendas are posted, you can sign up online through the “Notify Me” feature.
City Council Meetings are cablecast live and videotaped for replay on Arroyo Grande’s Government Access Channel 20. The rebroadcast schedule is published at www.slo-span.org.
Item 6.a.
MEMORANDUM
TO: City Council
FROM: Jessica Matson, Legislative & Information Services Director/City Clerk SUBJECT: Supplemental Information
Agenda Item 8. – September 12, 2023 City Council Meeting Community Comments and Suggestions
DATE: September 12, 2023
Attached is correspondence received for the above reference item. cc: Interim City Manager
City Attorney
City Clerk
City Website and Public Review Binder
Enc
From the Desk of Julie Tacker
1 September 5, 2023
The City of Pismo Beach
760 Mattie Road
Pismo Beach, CA 93449
Attention: City Council
RE: Item 11.A: Adoption of an Addendum to the Certified Environmental Impact Report for the Central Coast Blue Project
Dear Council,
As you may know, Mr. Edwards and I submitted thoughtful comments on the Central Coast Blue Draft Addendum, some of which were addressed by your consultant. Two significant questions arose from the consultant’s responses, so I reached out by telephone, leaving a voicemail for Mr. Downing, to seek clarification. Mr. Downing did not have the courtesy to call me back. Instead, he asked Rincon’s representative, Annaliese Torres, to call me to ask me what my questions were, but she provided no answers.
The two questions are these:
A. How many gallons will each truck carrying dewatering water carry away from the ATF during construction?
B. The response to comments to a concern raised about “72 trucks a day” of dewatering water disposal from the ATF site, only now identifies Mentone Basin Park as a potential disposal area for dewatering water.
In the July 7, 2023, Tacker/Edwards comment letter raises concerns regarding dewatering stating:
Several statements in the Draft Addendum relate specifically to the construction dewatering at the ATF:
• Construction dewatering would also be required at the ATF complex, and disposal of produced groundwater would require approximately 72 truck trips per day on average.
• Average of 72 round-trip truck trips for hauling produced groundwater one mile to stormwater detention basin.
• Produced groundwater would be disposed of via one of several methods, including connections to the City’s existing ocean outfall pipeline that runs under State Route 1, temporary storage and timed release to the sanitary or storm sewer, or trucking up to one mile for percolation into a stormwater retention basin, which would require approximately 1,250 truck trips per injection and production well, approximately 60 truck trips per monitoring well, and approximately 72 truck trips. per day on average for the ATF complex.
From the Desk of Julie Tacker
2 The Draft Addendum does not say how much water each of the 72 trucks will carry. As described in the above statements, the proposed scenario could look like this: Seventy-two (72) trucks carrying 5,000 gallons each would deliver 360,000 gallons (over an acre foot) each day to the detention basin(s). It is unlikely the 0.10 ac. Basin could hold this much water daily, if at all. Seventy-two (72) trucks in an eight (8) hour day would equate to one truck filled and driven to and from the detention basin every 6 minutes. The same number of trucks hauling water over a 12-hour day would equate to one truck filled and driven to and from the basin every ten (10) minutes. It is unclear if a single truck could be filled every 6-10 minutes to accomplish this task, indicating there would be many trucks waiting to be filled at the ATF site and many trucks lined up to dispose at the detention basin. Again, significantly impacting traffic at the basin location and in and around the ATF site.
Last week, I received this email from Mr. Downing, failing to answer the first question and asserting that the inclusion of Mentone Basin Park is included in the project analysis, because it’s within a mile of the ATF site.
Mentone Basin Park is located at 1500 Trouville Ave. and South 14th Street in Grover Beach in a densely populated residential neighborhood. This park is heavily used by the neighbors and City sponsored functions. The park consists of one tennis court and one
From the Desk of Julie Tacker
3 basketball/pickleball court, picnic areas and restroom on approximately one acre, and a drainage basin that is used as a seasonal sports field on about 3. 7 acres, totaling approximately 4. 7 acres.
The fact that the project DEIR, nor its addendum never identified this community park and was never analyzed as a disposal site. There has been no notification of these potential impacts to this neighborhood in any of the CCB documents or outreach materials. These neighbors will be directly impacted.
It is alarming that “72 round-trip truck trips” is a “conservative” number of trucks that may travel to Mentone Basin Park and that “conservative,” in this context, suggests that there is the potential for many more trucks trips that will occur. These trucks will travel the residential streets of Grover Beach to dispose of dewatering water, these truck trips were not analyzed for their impact on the neighborhood. The use of this park as a disposal site will render the “seasonal sports field” unusable for the duration of the construction dewatering, which may be as long as two full years.
Please make this correspondence part of the administrative record for the project. Please confirm receipt and feel free to contact me with any questions you may have.
Sincerely,
From the Desk of Julie Tacker
4 Julie Tacker
Los Osos, CA 93412
Cc: City of Arroyo Grane
City of Grover Beach
South San Luis Obispo County Sanitation District
Oceano Community Services District
James Bishop, Central Coast Regional Water Quality Control Board Dan Carl, Deputy Director, Central Coast District Office, California Coastal Commission
Item 9.a.
MEMORANDUM
TO: City Council
FROM: Nicole Valentine, Administrative Services Director BY: Lynda Horejsi, Accounting Manager
SUBJECT: Consideration of Cash Disbursement Ratification DATE: September 12, 2023
SUMMARY OF ACTION:
Review and ratify cash disbursements.
IMPACT ON FINANCIAL AND PERSONNEL RESOURCES:
There is a $ 3,550,174.90 fiscal impact that includes the following items:
Accounts Payable Checks $ 3,039,974.62
Payroll & Benefit Checks $ 510,200.28
RECOMMENDATION:
1) Ratify the attached listing of cash disbursements for the period of August 1 through August 15, 2023; 2) Determine that ratifying the cash disbursements is not a project subject to the California Environmental Quality Act (“CEQA”) because it has no potential to result in either a direct, or reasonably foreseeable indirect, physical change in the environment. (State CEQA Guidelines, §§ 15060, subd. (b)(2)-(3), 15378.) BACKGROUND:
Cash disbursements are made weekly based on the submission of all required documents supporting the invoices submitted for payment. Prior to payment, Administrative Services staff reviews all disbursement documents to ensure that they meet the approval requirements adopted in the Municipal Code and the City’s Purchasing Policies and Procedures Manual.
ANALYSIS OF ISSUES:
The attached listing represents the cash disbursements required of normal and usual operations during the period. The disbursements are accounted for in the FY 2022-23 and FY 2023-24 budgets.
Item 9.a.
City Council
Consideration of Cash Disbursement Ratification
September 12, 2023
ALTERNATIVES:
The following alternatives are provided for the Council’s consideration:
1. Approve staff’s recommendation;
2. Do not approve staff’s recommendation; or
3. Provide other direction to staff.
ADVANTAGES:
The Administrative Services Department monitors payments of invoices for accountability, accuracy, and completeness using standards approved by the City Council.
Invoices are paid in a timely manner to establish goodwill with merchants. Discounts are taken where applicable.
DISADVANTAGES:
There are no disadvantages identified in this recommendation.
ENVIRONMENTAL REVIEW:
Ratifying the cash disbursements is not a project subject to the California Environmental Quality Act (“CEQA”) because it has no potential to result in either a direct, or reasonably foreseeable indirect, physical change in the environment. (State CEQA Guidelines, §§ 15060, subd. (b)(2)-(3), 15378.)
PUBLIC NOTIFICATION AND COMMENTS:
The Agenda was posted at City Hall and on the City’s website in accordance with Government Code Section 54954.2.
Attachments:
1. August 1 – August 15, 2023 – Accounts Payable Check Register
2. August 11, 2023 – Payroll & Benefit Check Register
CITY OF ARROYO GRANDE
CHECK LISTING
AUGUST 1 - AUGUST 15, 2023
ATTACHMENT 1
Line Check Date Check # Amount Description Acct # Vendor Name1 08/04/2023 298316 $ 1,000.00 08/06 SUMMER CONCERT SERIES SOUND 010.4421.5504 ADEPT EVENTS LLC2 08/04/2023 298317 750.00 06/23 WEBSITE STREAMING & ARCHIVING 010.4002.5303 AGP VIDEO, INC3 08/04/2023 298317 2,587.50 06/23 CABLECASTING 010.4002.5330 AGP VIDEO, INC4 08/04/2023 298318 150.00 REFUND-GAMING CAMP 010.0000.4605 DIANA AGRAZ5 08/04/2023 298318 175.00 REFUND JR SCIENCE CAMP ENCANTO 010.0000.4605 DIANA GARCIA6 08/04/2023 298319 288.96 OFFICE SUPPLIES-ENGINEERING CHAIRS 010.4307.5201 AMAZON CAPITAL SERVICES7 08/04/2023 298319 78.65 OFFICE SUPPLIES-SEAT CUSHION 010.4102.5255 AMAZON CAPITAL SERVICES8 08/04/2023 298320 22.94 BAN#9391033180 CITY HALL FAX 010.4145.5403 AT&T9 08/04/2023 298320 22.94 BAN#9391033186 CC MACHINE 010.4145.5403 AT&T10 08/04/2023 298321 200.00 MONTHLY DOT INSPECTION-PW FUEL 010.4305.5303 B & T SVC STN CONTRACTORS, INC11 08/04/2023 298322 50.00 PARK DEPOSIT REFUND-ELM ST 010.0000.2206 CARRIE BECERRA12 08/04/2023 298322 106.00 REFUND PARK RENTAL -ELM ST 010.0000.4354 CARRIE BECERRA13 08/04/2023 298323 169.00 REFUND BASKETBALL CAMP 010.0000.4605 GARRETT BERNARD14 08/04/2023 298323 507.00 REFUND BASKETBALL CAMP 010.0000.4605 GARRETT BERNARD15 08/04/2023 298324 57.09 BUSINESS CARDS-INTERIM CITY MANAGER 010.4102.5255 BOONE PRINTING & GRAPHICS INC16 08/04/2023 298325 2,795.50 (10) DRUMS ACCUTABS-RES#2 & 5 640.4712.5274 BRENNTAG PACIFIC INC17 08/04/2023 298325 (160.00) (4) DRUM CREDIT 640.4712.5274 BRENNTAG PACIFIC INC18 08/04/2023 298325 1,121.66 (4) DRUMS SODIUM HYPOCHOL. 640.4712.5274 BRENNTAG PACIFIC INC19 08/04/2023 298326 225.00 IDTS CONFERENCE PER DIEM 3 DAYS 010.4209.5501 JEREMY BURNS20 08/04/2023 298327 130.86 PW-38 OIL, FILTERS, LUBE 220.4303.5603 CARQUEST AUTO PARTS21 08/04/2023 298327 174.70 PW-17 BATTERY 010.4420.5601 CARQUEST AUTO PARTS22 08/04/2023 298327 54.84 PW-70 WIPER BLADES 220.4303.5601 CARQUEST AUTO PARTS23 08/04/2023 298327 132.64 PW-12 OIL FILTER, OIL, HYDRAULIC FLUID 220.4303.5603 CARQUEST AUTO PARTS24 08/04/2023 298328 399.98 (2) PRINTER CARTRIDGES 010.4120.5201 CARTRIDGE WORKS INC25 08/04/2023 298329 65.00 07/23 REIMBURSE JIUJITSU 010.4203.5501 JASON CASTILLO26 08/04/2023 298330 40,581.75 CCB PROPORTIONAL OPERATING EXPENSES 640.4710.5314 CENTRAL COAST BLUE RRWA27 08/04/2023 298331 59.73 ACCT#8245100960221923 PW TV 010.4307.5303 CHARTER COMMUNICATIONS28 08/04/2023 298332 555.00 06/23 WATER SAMPLES 640.4710.5310 CLINICAL LABORATORY OF SAN BERNARDINO29 08/04/2023 298333 560.28 OFFICE SUPPLIES-COLOR TONERS 010.4102.5602 COAST TO COAST 30 08/04/2023 298334 210.00 REFUND-PM SCIENCE CAMP, LUNCH 010.0000.4605 JOHN COLEMAN31 08/04/2023 298335 215,000.00 RDA TAB BONDS-PRINCIPAL 286.0000.2659 COMPUTERSHARE CORP TRUST32 08/04/2023 298335 86,276.45 RDA TAB BONDS-INTEREST 286.4103.5802 COMPUTERSHARE CORP TRUST 33 08/04/2023 298335 (5,745.37) RDA TAB BONDS-FUNDS ON DEPOSIT 286.0000.4301 COMPUTERSHARE CORP TRUST34 08/04/2023 298336 50.00 PARK DEPOSIT REFUND-STROTHER 010.0000.2206 LINDA COX35 08/04/2023 298337 400.00 06/23 NETBILL MONTHLY MAINT 640.4710.5303 DATAPROSE LLC36 08/04/2023 298337 513.80 06/23 NETBILL CC TRANS 640.4710.5555 DATAPROSE LLC37 08/04/2023 298337 1,689.23 06/23 UTILITY BILL MAILING 640.4710.5208 DATAPROSE LLC
CITY OF ARROYO GRANDE
CHECK LISTING
AUGUST 1 - AUGUST 15, 2023
ATTACHMENT 1
Line Check Date Check # Amount Description Acct # Vendor Name38 08/04/2023 298337 $ 128.45 06/23 NETBILL CC TRANS 612.4610.5555 DATAPROSE LLC39 08/04/2023 298338 225.00 IDTS CONFERENCE PER DIEM 3 DAY 010.4203.5501 STEPHEN DOHERTY40 08/04/2023 298339 50.00 PARK DEPOSIT REFUND-ELM ST 010.0000.2206 DAYSI EARNEST41 08/04/2023 298340 987.34 05/08 & 06/21 SVC CALLS C2-C3 LIGHT POLES 010.4430.5303 ELECTRICRAFT INC42 08/04/2023 298341 724.00 REFUND CIM SUMMER BREAK WK 7,8,9 010.0000.4602 SHAHROUZ EMAN43 08/04/2023 298342 225.00 IDTS CONFERENCE PER DIEM 3 DAY 010.4209.5501 ALEJANDRO ESTRADA44 08/04/2023 298343 711.07 6" FCA W/BLIND FLANGE-WALNUT STREET REPAIR 640.4712.5610 FAMCON PIPE AND SUPPLY INC45 08/04/2023 298344 180.19 COUPLING, BALL VALVE, ADAPTER 010.4430.5605 FARM SUPPLY CO46 08/04/2023 298345 1,334.21 TRASH CAN LINERS 220.4303.5613 FASTENAL COMPANY47 08/04/2023 298346 175.00 REFUND-JR SCIENCE CAMP 010.0000.4605 MICHELLE FIGUEROA48 08/04/2023 298347 246.00 REFUND CIM SUMMER BREAK WK 9 010.0000.4602 LAURA GABRIELSON49 08/04/2023 298348 955.00 REFUND-CIM SUMMER BREAK WK 1,7,8,9 010.0000.4602 DIANA GARCIA50 08/04/2023 298349 163.59 SEWER REIMBURSEMENT DUE 612.0000.4751 CITY OF GROVER BEACH51 08/04/2023 298350 175.00 REFUND-JR SCIENCE CAMP ENCANTO 010.0000.4605 AMELIA GROVER52 08/04/2023 298351 12,682.88 NCMA 2022 ANNUAL REPORT PREPARATION 640.4710.5303 GSI WATER SOLUTIONS53 08/04/2023 298352 2,303.01 PW51 VACTOR REPAIR RODDER 612.4610.5603 HAAKER EQUIPMENT, INC54 08/04/2023 298353 106.08 07/23 PORTABLE TOILET RENTAL 220.4303.5552 HARVEY'S HONEY HUTS55 08/04/2023 298354 366.35 B-3 TRUCK STEPS 010.4213.5601 HEACOCK TRAILERS & TRUCK56 08/04/2023 298355 75.00 06/29 DRE RECERT CLASS PER DIEM 010.4204.5501 BRADLEY HOGAN57 08/04/2023 298356 200.00 REFUND-ART CAMP & ROLLER SKATING CAMP 010.0000.4605 KATE HOXTER58 08/04/2023 298357 575.00 TRAINING/TUITION-IDTS CONFERENCE 010.4209.5501 IACP - INTL ASSN OF CHIEFS59 08/04/2023 298358 115.44 PVC ADAPTER 640.4712.5610 ICONIX WATERWORKS (US) INC60 08/04/2023 298358 673.42 6" FCA W/ BLIND FLANGE & 2" PIPE-WALNUT ST MAIN 640.4712.5610 ICONIX WATERWORKS (US) INC61 08/04/2023 298359 120.00 REFUND-SOCCER CAMP 010.0000.4605 CHRISTINE JIMENEZ62 08/04/2023 298360 50.00 PARK DEPOSIT REFUND-STROTHER 010.0000.2206 MARISELA JOHNSON63 08/04/2023 298361 50.00 PARK DEPOSIT REFUND-RANCHO GRANDE 010.0000.2206 SARAH KNAPP64 08/04/2023 298362 175.00 REFUND-JR SCIENCE CAMP ENCANTO 010.0000.4605 JILL LEWIS65 08/04/2023 298363 2,890.00 06/23 PROF LEGAL SVCS 010.4110.5303 LIEBERT, CASSIDY, WHITMORE66 08/04/2023 298363 4,450.00 FY23/24 EMPLOYMENT RELATIONS CONSORTIUM 010.4110.5303 LIEBERT, CASSIDY, WHITMORE67 08/04/2023 298364 3,919.67 WC ASSESSMENT FOR POLICY YRS 02/03 & 03/04 010.4145.5141 LOCAL AGENCY WORKERS COMP. 68 08/04/2023 298365 50.00 PARK DEPOSIT REFUND-STROTHER 010.0000.2206 JAMES LOVE69 08/04/2023 298366 100.00 PARK DEPOSIT REFUND-RANCHO GRANDE 010.0000.2206 HILLARY MACCREADY70 08/04/2023 298367 852.12 PW23 TOOLS- DRIVERS, SOCKETS 010.4305.5601 MATCO TOOLS71 08/04/2023 298368 50.00 PARK DEPOSIT REFUND-STROTHER 010.0000.2206 JEANNE MCDERMOTT72 08/04/2023 298369 169.00 REFUND-BASKETBALL CAMP 010.0000.4605 SETH MCIVER73 08/04/2023 298370 21.73 (2) HOLE SAWS 640.4712.5273 MINER'S ACE HARDWARE, INC74 08/04/2023 298370 42.62 DUCT TAPE, PAINTERS TAPE 640.4712.5604 MINER'S ACE HARDWARE, INC
CITY OF ARROYO GRANDE
CHECK LISTING
AUGUST 1 - AUGUST 15, 2023
ATTACHMENT 1
Line Check Date Check # Amount Description Acct # Vendor Name75 08/04/2023 298370 $ 92.61 GOOF OFF, GRAFFITI REMOVER (4) 010.4420.5605 MINER'S ACE HARDWARE, INC76 08/04/2023 298370 127.11 BATTERY, RECEPTACLE, LED BULB 010.4213.5604 MINER'S ACE HARDWARE, INC77 08/04/2023 298370 30.16 GOOF OFF REMOVER 010.4420.5605 MINER'S ACE HARDWARE, INC78 08/04/2023 298370 10.97 ROLLER COVER & FRAME 220.4303.5613 MINER'S ACE HARDWARE, INC79 08/04/2023 298371 1,000.00 WOMENS CLUB DEPOSIT REFUND 010.0000.2206 MARGOT MIRANDA80 08/04/2023 298372 12,600.00 CITY MANAGER EVALUATION 010.4101.5303 MUNICIPAL RESOURCE GROUP LLC81 08/04/2023 298373 475.00 SOTO FIELD LIGHTING MONITORING 010.4430.5303 MUSCO SPORTS LIGHTING LLC82 08/04/2023 298374 50.00 PARK DEPOSIT REFUND-RANCHO GRANDE 010.0000.2206 SUSAN NEETHLING83 08/04/2023 298375 127.27 MAINT AGREEMENT COPIER METER CHRG 3/28-4/27 010.4204.5602 OFFICE184 08/04/2023 298376 400.00 06/23 SOTO GOPHER CONTROL 010.4430.5605 PACIFIC GOPHER CONTROL85 08/04/2023 298376 400.00 07/23 SOTO GOPHER CONTROL 010.4430.5605 PACIFIC GOPHER CONTROL86 08/04/2023 298377 50.00 PARK DEPOSIT REFUND-STROTHER 010.0000.2206 TINA PATLAN87 08/04/2023 298378 119.95 08/23 WIFI SVC HUBNER SITE 010.4201.5403 PEAKWIFI LLC88 08/04/2023 298379 50.00 PARK DEPOSIT REFUND-STROTHER 010.0000.2206 VANESSA PEREZ89 08/04/2023 298380 50.00 PARK DEPOSIT REFUND-STROTHER 010.0000.2206 YOLANDA PEREZ90 08/04/2023 298381 44.22 WATER DEPT UNIFORMS 640.4712.5143 PRUDENTIAL OVERALL SUPPLY91 08/04/2023 298381 15.95 AUTO SHOP UNIFORMS 010.4305.5143 PRUDENTIAL OVERALL SUPPLY92 08/04/2023 298381 23.54 BLDG MAINT UNIFORMS 010.4213.5143 PRUDENTIAL OVERALL SUPPLY93 08/04/2023 298381 34.76 PARKS DEPT UNIFORMS 010.4420.5143 PRUDENTIAL OVERALL SUPPLY94 08/04/2023 298381 19.14 SEWER DEPT UNIFORMS 612.4610.5143 PRUDENTIAL OVERALL SUPPLY95 08/04/2023 298381 22.22 SOTO SPORTS COMPLEX UNIFORMS 010.4430.5143 PRUDENTIAL OVERALL SUPPLY 96 08/04/2023 298381 31.68 STREETS DEPT UNIFORMS 220.4303.5143 PRUDENTIAL OVERALL SUPPLY97 08/04/2023 298381 44.22 WATER DEPT UNIFORMS 640.4712.5143 PRUDENTIAL OVERALL SUPPLY98 08/04/2023 298381 24.13 CITY HALL MATS 010.4213.5303 PRUDENTIAL OVERALL SUPPLY99 08/04/2023 298381 45.63 WOMEN'S CLUB MATS, MOPS 010.4213.5303 PRUDENTIAL OVERALL SUPPLY100 08/04/2023 298381 27.63 PD MATS 010.4213.5303 PRUDENTIAL OVERALL SUPPLY101 08/04/2023 298381 29.88 REC DEPT MATS, MOPS 010.4213.5303 PRUDENTIAL OVERALL SUPPLY102 08/04/2023 298381 24.13 CITY HALL MATS 010.4213.5303 PRUDENTIAL OVERALL SUPPLY103 08/04/2023 298381 45.63 WOMEN'S CLUB MATS, MOPS 010.4213.5303 PRUDENTIAL OVERALL SUPPLY104 08/04/2023 298381 27.63 PD MATS 010.4213.5303 PRUDENTIAL OVERALL SUPPLY105 08/04/2023 298381 29.88 REC DEPT MATS, MOPS 010.4213.5303 PRUDENTIAL OVERALL SUPPLY106 08/04/2023 298381 15.95 AUTO SHOP UNIFORMS 010.4305.5143 PRUDENTIAL OVERALL SUPPLY107 08/04/2023 298381 23.54 BLDG MAINT UNIFORMS 010.4213.5143 PRUDENTIAL OVERALL SUPPLY108 08/04/2023 298381 34.76 PARKS DEPT UNIFORMS 010.4420.5143 PRUDENTIAL OVERALL SUPPLY109 08/04/2023 298381 19.14 SEWER DEPT UNIFORMS 612.4610.5143 PRUDENTIAL OVERALL SUPPLY110 08/04/2023 298381 34.95 AUTO SHOP UNIFORMS 010.4305.5143 PRUDENTIAL OVERALL SUPPLY111 08/04/2023 298381 23.54 BLDG MAINT UNIFORMS 010.4213.5143 PRUDENTIAL OVERALL SUPPLY
CITY OF ARROYO GRANDE
CHECK LISTING
AUGUST 1 - AUGUST 15, 2023
ATTACHMENT 1
Line Check Date Check # Amount Description Acct # Vendor Name112 08/04/2023 298381 $ 54.26 PARKS DEPT UNIFORMS 010.4420.5143 PRUDENTIAL OVERALL SUPPLY113 08/04/2023 298381 20.57 SEWER DEPT UNIFORMS 612.4610.5143 PRUDENTIAL OVERALL SUPPLY114 08/04/2023 298381 22.22 SOTO SPORTS COMPLEX UNIFORMS 010.4430.5143 PRUDENTIAL OVERALL SUPPLY 115 08/04/2023 298381 31.68 STREETS DEPT UNIFORMS 220.4303.5143 PRUDENTIAL OVERALL SUPPLY116 08/04/2023 298381 44.22 WATER DEPT UNIFORMS 640.4712.5143 PRUDENTIAL OVERALL SUPPLY117 08/04/2023 298381 22.22 SOTO SPORTS COMPLEX UNIFORMS 010.4430.5143 PRUDENTIAL OVERALL SUPPLY 118 08/04/2023 298381 31.68 STREETS DEPT UNIFORMS 220.4303.5143 PRUDENTIAL OVERALL SUPPLY119 08/04/2023 298381 44.22 WATER DEPT UNIFORMS 640.4712.5143 PRUDENTIAL OVERALL SUPPLY120 08/04/2023 298381 34.95 AUTO SHOP UNIFORMS 010.4305.5143 PRUDENTIAL OVERALL SUPPLY121 08/04/2023 298381 23.54 BLDG MAINT UNIFORMS 010.4213.5143 PRUDENTIAL OVERALL SUPPLY122 08/04/2023 298381 54.26 PARKS DEPT UNIFORMS 010.4420.5143 PRUDENTIAL OVERALL SUPPLY123 08/04/2023 298381 19.14 SEWER DEPT UNIFORMS 612.4610.5143 PRUDENTIAL OVERALL SUPPLY124 08/04/2023 298381 22.22 SOTO SPORTS COMPLEX UNIFORMS 010.4430.5143 PRUDENTIAL OVERALL SUPPLY 125 08/04/2023 298381 31.68 STREETS DEPT UNIFORMS 220.4303.5143 PRUDENTIAL OVERALL SUPPLY126 08/04/2023 298382 1,000.00 08/06/23 SUMMER CONCERT SERIES 010.4421.5504 GERALD D. PURIFY JR127 08/04/2023 298383 484.37 08/23 GRACE LN LANDSCAPE MAINT 216.4460.5304 RAINSCAPE128 08/04/2023 298383 1,201.41 08/23 PARKSIDE LANDSCAPE MAINT 219.4460.5304 RAINSCAPE129 08/04/2023 298384 375.00 PSTC TRAINING PER DIEM -5 DAYS 010.4204.5501 TIMOTHY RAMIREZ130 08/04/2023 298385 50.00 PARK DEPOSIT REFUND-STROTHER 010.0000.2206 COREY REYNOLDS131 08/04/2023 298386 50.00 PARK DEPOSIT REFUND-STROTHER 010.0000.2206 KIMBERLY ROSAS132 08/04/2023 298387 30.00 ADULT SOFTBALL SCORER-7/25 2 GAMES 010.4424.5352 MARTINA SARMIENTO133 08/04/2023 298388 7,200.00 STREET SWEEPING JAN-JUN 2023 220.4303.5303 SCA134 08/04/2023 298388 2,700.00 STREET SWEEPING JAN-JUN 2023 010.4307.5303 SCA135 08/04/2023 298389 180.00 REFUND-SCIENCE CAMP LESS ADMIN 010.0000.4605 DEESHALI SHAH136 08/04/2023 298390 50.00 PARK DEPOSIT REFUND-ELM ST 010.0000.2206 KATTIE SHANNON137 08/04/2023 298391 93.44 (10) BURLAP SHEETS 010.4420.5605 SITEONE LANDSCAPE SUPPLY LLC138 08/04/2023 298391 538.47 SOLENOID REPAIR KIT, PVC COUPLING 010.4430.5605 SITEONE LANDSCAPE SUPPLY LLC139 08/04/2023 298392 149.00 REFUND-SOCCER CAMP 010.0000.4605 YULIYA SMIRNOV140 08/04/2023 298393 19.10 GAS SERVICES-211 VERNON 010.4145.5401 SOCALGAS141 08/04/2023 298393 16.59 GAS SERVICES-215 E BRANCH 010.4145.5401 SOCALGAS142 08/04/2023 298393 15.78 GAS SERVICES-111 S MASON 010.4145.5401 SOCALGAS143 08/04/2023 298393 16.45 GAS SERVICES-1500 W BRANCH 010.4145.5401 SOCALGAS144 08/04/2023 298394 90.00 BASKETBALL SCOREKEEPER- 7/24 & 7/25 6 GAMES 010.4424.5352 ZACHARY SORIANO145 08/04/2023 298395 50.00 PARK DEPOSIT REFUND-ELM ST 010.0000.2206 BECKY SPRINGER146 08/04/2023 298396 247.00 REFUND-CIM SUMMER BREAK WK 8 010.0000.4602 LEONARDO TENDRIH147 08/04/2023 298397 147.19 06/23 COPY MACHINE MAINT-METER 010.4102.5602 ULTREX BUSINESS PRODUCTS (DBA)148 08/04/2023 298397 128.83 07/23 COPY MACHINE MAINT-METER 010.4102.5602 ULTREX BUSINESS PRODUCTS (DBA)
CITY OF ARROYO GRANDE
CHECK LISTING
AUGUST 1 - AUGUST 15, 2023
ATTACHMENT 1
Line Check Date Check # Amount Description Acct # Vendor Name149 08/04/2023 298398 $ 1,186.66 FY22/23 TICKETS & MEMBERSHIP FEE 640.4710.5503 USA OF N CA & NV150 08/04/2023 298398 419.02 FY23/24 STATE REGULATING COSTS 640.4710.5503 USA OF N CA & NV151 08/04/2023 298399 825.00 STORMWATER MANAGEMENT 010.4301.5303 WALLACE GROUP A CALIF CORP152 08/04/2023 298399 218.75 FATS, OILS AND GREASE PROGRAM 612.4610.5303 WALLACE GROUP A CALIF CORP153 08/04/2023 298399 3,181.25 COMPLETE SSMP & NEW SPILL EMERGENCY PLAN 612.4610.5303 WALLACE GROUP A CALIF CORP154 08/04/2023 298400 1,162.50 NCMA FOR FY 2022/23 STAFF EXTENSION SERVICES 640.4710.5303 WATER SYSTEMS CONSULTING INC155 08/04/2023 298401 5,852.00 GAMING & CODING CAMPS-JULY 010.4424.5351 YOUTH TECH INC.156 08/04/2023 298402 109.72 UB Refund Cst #00028319 640.0000.2301 JOEL ALGRA157 08/04/2023 298403 87.57 UB Refund Cst #00029075 640.0000.2301 CA PROPERTY SERVICES158 08/04/2023 298404 7.22 UB Refund Cst #00028343 640.0000.2301 JESSICA CATALAN159 08/04/2023 298405 33.18 UB Refund Cst #00002857 640.0000.2301 VICKI COGLEY160 08/04/2023 298406 5.87 UB Refund Cst #00028803 640.0000.2301 SARA HAUGHEY161 08/04/2023 298407 33.66 UB Refund Cst #00000342 640.0000.2301 MARCIE & JEFF MERKSAMER162 08/04/2023 298408 185.58 UB Refund Cst #00028990 640.0000.2301 PATRICIA CLAIRE NEWLANDER163 08/04/2023 298409 24.75 UB Refund Cst #00028622 640.0000.2301 STEVEN & JACQUELINE ZIEMBA164 08/04/2023 298410 225.00 ABC GRANT CONFERENCE PER DIEM 010.4203.5501 GREGORY PIERCE165 08/09/2023 298411 4,329.52 POSTAGE FOR FALL 2023 ACTIVITY 010.4421.5504 US POSTMASTER166 08/09/2023 298412 183.88 SOCIAL SECURITY 011.0000.2105 CITY OF ARROYO GRANDE167 08/09/2023 298412 43.00 MEDICARE 011.0000.2105 CITY OF ARROYO GRANDE168 08/09/2023 298412 145.26 FEDERAL WITHHOLDING 011.0000.2104 CITY OF ARROYO GRANDE169 08/09/2023 298413 33.04 STATE PIT 011.0000.2108 CA ST EMPLOYMENT DEVEL DEPT170 08/09/2023 298413 13.35 STATE SDI CONTRIBUTION 011.0000.2111 CA ST EMPLOYMENT DEVEL DEPT171 08/09/2023 298414 7,970.56 DENTAL INSURANCE: Payment 011.0000.2110 DELTA DENTAL172 08/09/2023 298414 2,222.56 DENTAL INSURANCE: RETIREES 010.4099.5132 DELTA DENTAL173 08/09/2023 298415 2,431.32 HMO ANTHEM TRADITIONAL - SEIU: Payment 011.0000.2109 PERS - ACTIVE MED174 08/09/2023 298415 4,200.00 PORAC MED INSURANCE: Payment 011.0000.2109 PERS - ACTIVE MED175 08/09/2023 298415 12,944.34 PPO PERS GOLD - MANAGEMENT: Payment 011.0000.2109 PERS - ACTIVE MED176 08/09/2023 298415 18,492.73 PPO PERS GOLD - POLICE: Payment 011.0000.2109 PERS - ACTIVE MED177 08/09/2023 298415 15,310.52 PPO PERS GOLD - SEIU: Payment 011.0000.2109 PERS - ACTIVE MED178 08/09/2023 298415 1,977.86 BLUE SHIELD TRIO HMO - MGMT: Payment 011.0000.2109 PERS - ACTIVE MED179 08/09/2023 298415 1,977.86 BLUE SHIELD TRIO HMO - POLICE: Payment 011.0000.2109 PERS - ACTIVE MED180 08/09/2023 298415 18,412.24 HMO-UNITED HEALTHCARE-MGMT: Payment 011.0000.2109 PERS - ACTIVE MED181 08/09/2023 298415 8,095.06 HMO UNITED HEALTHCARE-POLICE: Payment 011.0000.2109 PERS - ACTIVE MED182 08/09/2023 298415 18,729.70 HMO UNITED HEALTHCARE-SEIU: Payment 011.0000.2109 PERS - ACTIVE MED183 08/09/2023 298415 1,977.86 BLUE SHIELD TRIO HMO - SEIU: Payment 011.0000.2109 PERS - ACTIVE MED184 08/09/2023 298415 1,809.42 PERS GOLD - FIRE MANAGEMENT: Payment 011.0000.2109 PERS - ACTIVE MED185 08/09/2023 298415 4,668.08 PPO PERS PLATINUM - FIRE: Payment 011.0000.2109 PERS - ACTIVE MED
CITY OF ARROYO GRANDE
CHECK LISTING
AUGUST 1 - AUGUST 15, 2023
ATTACHMENT 1
Line Check Date Check # Amount Description Acct # Vendor Name186 08/09/2023 298415 $ 11,830.84 PPO PERS GOLD - FIRE: Payment 011.0000.2109 PERS - ACTIVE MED187 08/09/2023 298415 1,521.44 BLUE SHIELD TRIO HMO - FIRE: Payment 011.0000.2109 PERS - ACTIVE MED188 08/09/2023 298415 7,777.58 HMO UNITED HEALTHCARE-FIRE: Payment 011.0000.2109 PERS - ACTIVE MED189 08/09/2023 298415 6,190.32 HMO-UNITED HEALTH FIRE-MGMT: Payment 011.0000.2109 PERS - ACTIVE MED190 08/09/2023 298415 328.44 ACTIVE HEALTH ADMIN FEE 010.4145.5131 PERS - ACTIVE MED191 08/09/2023 298415 106.52 ACTIVE FIRE HEALTH ADMIN FEE 010.0000.1111 PERS - ACTIVE MED192 08/09/2023 298415 6,595.76 RETIREE HEALTH INSURANCE 010.4099.5136 PERS - ACTIVE MED193 08/09/2023 298415 769.74 RETIREE HEALTH INSURANCE 010.0000.1111 PERS - ACTIVE MED194 08/09/2023 298415 610.73 RETIREE HEALTH INSURANCE 220.4303.5136 PERS - ACTIVE MED195 08/09/2023 298415 (1,233.88) INSURANCE ADJUSTMENT 011.0000.2109 PERS - ACTIVE MED196 08/09/2023 298416 39,962.86 PERS RETIREMENT: Payment 011.0000.2106 PERS - RETIREMENT197 08/09/2023 298416 55,198.49 PERS RETIREMENT: Payment 011.0000.2106 PERS - RETIREMENT198 08/09/2023 298416 117.11 PERS BUYBACK - AFTER TAX: Payment 011.0000.2106 PERS - RETIREMENT199 08/09/2023 298416 1,210.52 PERS Employer Pick Up: Payment 011.0000.2106 PERS - RETIREMENT200 08/09/2023 298416 (1,722.25) INSURANCE ADJUSTMENT 011.0000.2106 PERS - RETIREMENT201 08/09/2023 298417 169,791.00 UNFUND. LIAB. ANNUAL LUMP SUM 010.0000.1111 PERS - RETIREMENT202 08/09/2023 298417 1,241,856.51 UNFUND. LIAB. ANNUAL LUMP SUM 010.4145.5128 PERS - RETIREMENT203 08/09/2023 298417 73,926.94 UNFUND. LIAB. ANNUAL LUMP SUM 220.4303.5128 PERS - RETIREMENT204 08/09/2023 298417 52,639.07 UNFUND. LIAB. ANNUAL LUMP SUM 612.4610.5128 PERS - RETIREMENT205 08/09/2023 298417 15,095.03 UNFUND. LIAB. ANNUAL LUMP SUM 640.4710.5128 PERS - RETIREMENT206 08/09/2023 298417 12,772.72 UNFUND. LIAB. ANNUAL LUMP SUM 640.4710.5128 PERS - RETIREMENT207 08/09/2023 298417 76,055.73 UNFUND. LIAB. ANNUAL LUMP SUM 640.4710.5128 PERS - RETIREMENT208 08/09/2023 298418 994.32 STANDARD INSURANCE COMPANY: Payment 011.0000.2113 STANDARD INSURANCE CO209 08/09/2023 298418 484.84 STANDARD INSURANCE COMPANY: Payment 011.0000.2113 STANDARD INSURANCE CO210 08/09/2023 298418 23.50 STANDARD LIFE TAXABLE DEDUCT: Payment 011.0000.2113 STANDARD INSURANCE CO211 08/09/2023 298418 1,843.62 STANDARD LTD/STD INSURANCE: Payment 011.0000.2113 STANDARD INSURANCE CO212 08/09/2023 298418 (137.87) INSURANCE ADJUSTMENT 011.0000.2113 STANDARD INSURANCE CO213 08/09/2023 298419 2,162.63 VISION CARE INSURANCE: Payment 011.0000.2119 VISION SERVICE PLAN214 08/09/2023 298419 615.78 VISION CARE INSURANCE-RETIREES 010.4099.5133 VISION SERVICE PLAN215 08/11/2023 298420 1,000.00 08/13 SUMMER CONCERT SERIES SOUND 010.4421.5504 ADEPT EVENTS LLC216 08/11/2023 298421 1,722.18 FCFA STN 1-REPAIR UPSTAIRS A/C 010.4213.5303 ALPINE REFRIGERATION217 08/11/2023 298422 1,043.68 PURCHASE WATER METERS FOR FY 22/23 640.4712.5207 AQUA-METRIC SALES CO(DBA)218 08/11/2023 298423 520.00 07/23 VILLAGE WATERING 010.4420.5605 ARROYO GRANDE IN BLOOM INC219 08/11/2023 298424 4,147.50 PURCHASING POLICY UPDATE 010.4120.5303 BAKER TILLY US LLP220 08/11/2023 298425 60.00 BUSINESS & CAREER CLASSES 6/21 010.4424.5351 JAMIE BECK221 08/11/2023 298426 500.00 07/23 PD JANITORIAL SVC 010.4201.5615 BRENDLER JANITORIAL SERVICE222 08/11/2023 298426 125.00 07/23 PD JANITORIAL SVC 010.4213.5615 BRENDLER JANITORIAL SERVICE
CITY OF ARROYO GRANDE
CHECK LISTING
AUGUST 1 - AUGUST 15, 2023
ATTACHMENT 1
Line Check Date Check # Amount Description Acct # Vendor Name223 08/11/2023 298426 $ 725.00 07/23 REC DEPT JANITORIAL SVC 010.4213.5615 BRENDLER JANITORIAL SERVICE224 08/11/2023 298426 285.00 07/23 WOMENS CLUB JANITORIAL S 010.4213.5615 BRENDLER JANITORIAL SERVICE225 08/11/2023 298426 300.00 07/23 WOMENS CLUB CLEANING 7/8 010.4213.5615 BRENDLER JANITORIAL SERVICE226 08/11/2023 298427 144.00 PEST CONTROL-FCFA 010.4213.5303 BREZDEN PEST CONTROL, INC227 08/11/2023 298427 103.00 PEST CONTROL: WOMEN'S CLUB 010.4213.5303 BREZDEN PEST CONTROL, INC228 08/11/2023 298427 135.00 PEST CONTROL: CITY HALL 010.4213.5303 BREZDEN PEST CONTROL, INC229 08/11/2023 298428 11.84 FAST SET CONCRETE 220.4303.5613 BRISCO MILL & LUMBER YARD230 08/11/2023 298428 6.62 PVC FITTINGS 640.4712.5610 BRISCO MILL & LUMBER YARD231 08/11/2023 298428 55.79 HOSE TIMER, BATTERIES 010.4420.5605 BRISCO MILL & LUMBER YARD232 08/11/2023 298428 32.26 PAINT PENS (6) 640.4712.5255 BRISCO MILL & LUMBER YARD233 08/11/2023 298428 21.51 PAINT PENS (4) 640.4712.5255 BRISCO MILL & LUMBER YARD234 08/11/2023 298428 39.86 CELL PHONE MOUNT 640.4712.5255 BRISCO MILL & LUMBER YARD235 08/11/2023 298428 44.75 FIRE HYDRANT MAINT SUPPLIES 640.4712.5610 BRISCO MILL & LUMBER YARD236 08/11/2023 298428 96.96 WIRE FOR RES. LEVEL TARGET 640.4712.5609 BRISCO MILL & LUMBER YARD237 08/11/2023 298428 41.95 HYDRANT SUPPLIES-INTERNS 640.4712.5610 BRISCO MILL & LUMBER YARD238 08/11/2023 298429 1,000.00 EMERGENCY REMOVAL TREE ON GRAND 010.4420.5303 BUNYON BROS TREE SERVICE239 08/11/2023 298430 324.08 SSMP PRINTING, BINDING 612.4610.5306 BURDINE PRINTING (DBA)240 08/11/2023 298431 42.88 (4) 50# BAGS QUIKCRETE 220.4303.5613 BURKE AND PACE OF AG, INC241 08/11/2023 298432 56.66 PW-1 FILTERS 220.4303.5603 CARQUEST AUTO PARTS242 08/11/2023 298433 1,027.60 07/23 SR FITNESS & WRITING FROM LIFE 010.4424.5351 GAYLE CUDDY243 08/11/2023 298434 137.55 07/23 LINE DANCING-50% 010.4424.5351 ZOE DASCALOS244 08/11/2023 298435 339.20 07/23 ROLLER SKATE CLASSES 010.4424.5351 DOOMSDAY SKATE LLC245 08/11/2023 298436 12,164.45 FY23/24 ESCRIBE ACCESSIBILITY 010.4140.5303 ESCRIBE SOFTWARE LTD246 08/11/2023 298437 1,813.00 07/23 BRIDGE GAMES & CLASSES 010.4424.5351 FIVE CITIES DUPLICATE BRIDGE247 08/11/2023 298438 952.01 NEEDLE ARTS-SOCKS AROUND THE WORLD 010.4424.5351 ELIZABETH FRYER248 08/11/2023 298439 847.00 SERGER SEWING SUMMER SESSIONS 010.4424.5351 MARY JO GABEL249 08/11/2023 298440 820.35 PW-51 VACTOR DEBRS HOSE 612.4610.5603 HAAKER EQUIPMENT, INC250 08/11/2023 298441 695.00 ACFR STATISTICAL RPT PKG FY22/23 010.4120.5303 HDL COREN & CONE251 08/11/2023 298442 165.24 08/23 AETNA RESOURCES-EAP 010.4145.5147 HEALTH AND HUMAN RESOURCE CTR252 08/11/2023 298442 41.31 08/23 AETNA RESOURCES-EAP 010.0000.1111 HEALTH AND HUMAN RESOURCE CTR253 08/11/2023 298443 216.56 1' CUTTER FOR TAP MACHINE 640.4712.5603 ICONIX WATERWORKS (US) INC254 08/11/2023 298444 1,173.00 REFUND PPR23-002 APPLICATION WITHDRAWN 010.0000.4510 RACHEL JANAI255 08/11/2023 298445 184.00 CK CIRCUITS ON BRANCH ST, REPLACE GFI 010.4213.5303 JD ELECTRIC256 08/11/2023 298446 137.55 07/23 LINE DANCING-50% 010.4424.5351 KAYLYN KELLER257 08/11/2023 298447 706.77 (10) 5 GALL FIELD MARKING PAINT 010.4430.5274 KELLY-MOORE PAINTS258 08/11/2023 298448 90.00 BASKETBALL SCORER- 6 GAMES X $15 010.4424.5352 JHADE LA PAZ259 08/11/2023 298449 759.50 07/23 ART CAMPS 010.4424.5351 LYNNE LANE
CITY OF ARROYO GRANDE
CHECK LISTING
AUGUST 1 - AUGUST 15, 2023
ATTACHMENT 1
Line Check Date Check # Amount Description Acct # Vendor Name260 08/11/2023 298450 $ 180.35 NUTS, WASHERS, SCREWS, COTTER PINS 010.4305.5255 LAWSON PRODUCTS, INC261 08/11/2023 298451 630.00 05/23 OCC FACILITY USE-ZUMBA & BARRE 010.4424.5251 LUCIA MAR UNIFIED SCHOOL DIST262 08/11/2023 298451 79.00 06/23 AGHS WRESTLING ROOM USE 010.4424.5257 LUCIA MAR UNIFIED SCHOOL DIST263 08/11/2023 298451 711.00 05/23 AGHS WRESTLING ROOM USE 010.4424.5257 LUCIA MAR UNIFIED SCHOOL DIST264 08/11/2023 298451 1,290.00 05/23 OCC FACILITY USE-BASKETBALL 010.4424.5257 LUCIA MAR UNIFIED SCHOOL DIST265 08/11/2023 298452 273,970.50 2023 FAIR OAKS WATER MAIN REPLACEMENT 640.5973.7001 MAIN LINE ENGINEERING CONSTRTN266 08/11/2023 298453 495.65 WEED BARRIER 12'x250' 010.4420.5605 MIER BROS LANDSCAPE PRODUCTS267 08/11/2023 298453 140.08 BROWN BARK- 2 CU YDS 010.4420.5605 MIER BROS LANDSCAPE PRODUCTS268 08/11/2023 298453 140.08 BROWN WOODCHIPS-2 CU YDS 010.4420.5605 MIER BROS LANDSCAPE PRODUCTS269 08/11/2023 298454 4,640.00 07/23 SCIENCE IN MOTION CAMPS 010.4424.5351 MINDS IN MOTION OF NJ LLC270 08/11/2023 298455 47.39 (2) EXHANGE PROPANE TANK 220.4303.5613 MINER'S ACE HARDWARE, INC271 08/11/2023 298455 175.19 PAINT, BRUSH, CEMENT ANCHOR 010.4213.5604 MINER'S ACE HARDWARE, INC272 08/11/2023 298455 10.85 SOTO-STEEL RINGS 010.4430.5605 MINER'S ACE HARDWARE, INC273 08/11/2023 298455 36.58 DISH SOAP, CLEANING CLOTHS 010.4213.5604 MINER'S ACE HARDWARE, INC274 08/11/2023 298455 18.31 BATTERIES 220.4303.5255 MINER'S ACE HARDWARE, INC275 08/11/2023 298456 112.06 TRUCK MATS 010.4213.5601 MULLAHEY FORD276 08/11/2023 298456 78,432.70 2023 FORD F250- B-3 REPLACEMENT 010.4213.6301 MULLAHEY FORD277 08/11/2023 298457 360.00 07/23 YOGA IN THE PARK 010.4424.5351 NICCOLA NELSON278 08/11/2023 298458 160.47 EDGER BLADES, TRIMMER LINE 010.4420.5605 NOBLE SAW, INC279 08/11/2023 298458 42.93 (12) 2.5 GALL RED ARMOR OIL 220.4303.5603 NOBLE SAW, INC280 08/11/2023 298459 3,742.50 CITY MOBILE APP DEVELOPMENT-50 010.4002.5303 OCV LLC281 08/11/2023 298460 450.00 RES#5 PEST CONTROL 640.4712.5604 PACIFIC GOPHER CONTROL 282 08/11/2023 298461 1,000.00 08/13 SUMMER CONCERT SERIES BA 010.4421.5504 JEFFREY W. PIENACK283 08/11/2023 298462 362.53 PW-51 FILL HOSE 612.4610.5610 PLUMBERS DEPOT INC.284 08/11/2023 298463 15.13 REIMBURSE-JULY 4TH FACEBOOK AD 010.4421.5504 KELLY REYNOLDS285 08/11/2023 298464 3,331.20 SUMMER 2023 TENNIS CAMPS 010.4424.5351 PATIENCE SMITH SANTOS286 08/11/2023 298465 60.00 ADULT SOFTBALL SCORER-4 GAMES 010.4424.5352 MARTINA SARMIENTO287 08/11/2023 298465 40.00 $2/HR INCREASE EFFECTIVE 06/25 010.4424.5352 MARTINA SARMIENTO288 08/11/2023 298466 1,025.55 MODIFIED PERMIT #510-3, NEW FUEL MANAGEMENT 010.4305.5303 SLO COUNTY AIR POLLUTION289 08/11/2023 298467 50.00 FILING FEE-NOTICE OF EXEMPTION 010.4002.5201 SLO COUNTY CLERK-RECORDER290 08/11/2023 298468 90.00 07/18 AD FOR E-FLYER 010.4421.5504 SOUTH COUNTY CHAMBERS291 08/11/2023 298469 202.38 DUMPSTERS -RANCHO GRANDE PARK 010.4213.5303 SOUTH COUNTY SANITARY SVC, INC292 08/11/2023 298469 310.86 DUMPSTERS -FCFA 010.4213.5303 SOUTH COUNTY SANITARY SVC, INC293 08/11/2023 298469 202.38 DUMPSTERS -STROTHER PARK 010.4213.5303 SOUTH COUNTY SANITARY SVC, INC294 08/11/2023 298469 159.08 DUMPSTERS -PD 010.4213.5303 SOUTH COUNTY SANITARY SVC, INC 295 08/11/2023 298469 101.19 DUMPSTERS -PW RECYCLE 010.4213.5303 SOUTH COUNTY SANITARY SVC, INC296 08/11/2023 298469 5.07 DUMPSTERS -COMM GARDEN 010.4213.5303 SOUTH COUNTY SANITARY SVC, INC
CITY OF ARROYO GRANDE
CHECK LISTING
AUGUST 1 - AUGUST 15, 2023
ATTACHMENT 1
Line Check Date Check # Amount Description Acct # Vendor Name297 08/11/2023 298469 $ 87.62 CITY HALL TRASH & RECYCLE 010.4213.5303 SOUTH COUNTY SANITARY SVC, INC298 08/11/2023 298470 123.80 SIGNS-CROWN HILL, PAULDING HOUSE 220.4303.5613 TRAFFIC MANAGEMENT PRODUCTS299 08/11/2023 298470 458.27 (3) 5 GALL ROADMAX PAINT 220.4303.5613 TRAFFIC MANAGEMENT PRODUCTS300 08/11/2023 298471 28.05 CONCRETE RECYCLING 220.4303.5613 TROESH RECYCLING, INC301 08/11/2023 298472 803.78 RES 3 & 6 CHEMICAL FEED PUMP 640.4712.5609 USA BLUE BOOK302 08/11/2023 298473 2,190.00 FEE STUDY SERVICES - USER, DIF & CAP 010.4120.5303 WILLDAN FINANCIAL SERVICES303 08/11/2023 298474 4,729.90 07/23 SOCCER & BASKETBALL CAMP 010.4424.5351 YOUTH EVOLUTION BASKETBALL304 08/11/2023 298475 2,292.50 GAMING & CODING CAMPS- 7/31 010.4424.5351 YOUTH TECH INC.305 08/11/2023 298476 66,202.14 FEDERAL WITHHOLDING: Payment 011.0000.2104 CITY OF ARROYO GRANDE306 08/11/2023 298476 57,917.28 SOCIAL SECURITY: Payment 011.0000.2105 CITY OF ARROYO GRANDE307 08/11/2023 298476 15,556.10 MEDICARE: Payment 011.0000.2105 CITY OF ARROYO GRANDE308 08/11/2023 298478 1,872.75 CASDI: Payment 011.0000.2111 CA ST EMPLOYMENT DEVEL DEPT309 08/11/2023 298478 25,662.39 STATE WITHHOLDING: Payment 011.0000.2108 CA ST EMPLOYMENT DEVEL DEPT310 08/11/2023 298479 170.30 DEPT OF CHILD SUPPORT SERVICES 011.0000.2114 CA STATE DISBURSEMENT UNIT311 08/11/2023 298480 3,576.40 DEFERRED COMPENSATION - EE %: Payment 011.0000.2117 ICMA RETIREMENT CORP312 08/11/2023 298480 11,351.99 DEFERRED COMPENSATION - EE: Payment 011.0000.2117 ICMA RETIREMENT CORP313 08/11/2023 298480 4,416.66 DEFERRED COMPENSATION - ER: Payment 011.0000.2117 ICMA RETIREMENT CORP314 08/11/2023 298480 500.00 ROTH - AFTER TAX: Payment 011.0000.2117 ICMA RETIREMENT CORP315 08/11/2023 298480 183.18 ROTH % - AFTER TAX: Payment 011.0000.2117 ICMA RETIREMENT CORP316 08/11/2023 298481 40,451.36 PERS RETIREMENT: Payment 011.0000.2106 PERS - RETIREMENT317 08/11/2023 298481 54,168.24 PERS RETIREMENT: Payment 011.0000.2106 PERS - RETIREMENT318 08/11/2023 298481 117.11 PERS BUYBACK - AFTER TAX: Payment 011.0000.2106 PERS - RETIREMENT319 08/11/2023 298481 1,298.67 PERS Employer Pick Up: Payment 011.0000.2106 PERS - RETIREMENT320 08/11/2023 298481 (0.08) ROUNDING DIFFERENCE 010.0000.4818 PERS - RETIREMENT321 08/11/2023 298482 2,137.65 PARS: Payment 011.0000.2107 US BANK OF CALIFORNIA $ 3,039,974.62
ATTACHMENT 2
.
General Fund 456,487.61 5101 Salaries Full time 228,140.55 Streets Fund 20,768.90 5101 Volunteer Employee Retirement - Sewer Fund 10,165.57 5102 Salaries Part-Time - PPT 6,083.59 Water Fund 22,778.20 5103 Salaries Part-Time - TPT 26,599.25 510,200.28 5105 Salaries OverTime 18,510.58
5106 Salaries Strike Team OT -
5107 Salaries Standby 1,740.50
5108 Holiday Pay 7,477.16
5109 Sick Pay 4,719.55
Administrative Services - 5110 Annual Leave Buyback -
Information Services - 5111 Vacation Buyback -
Community Development - 5112 Sick Leave Buyback -
Police 16,033.41 5113 Vacation Pay 24,294.39
Public Works - Maintenance 1,254.95 5114 Comp Pay 4,244.93 Public Works - Enterprise 1,222.22 5115 Annual Leave Pay 14,004.87 Recreation - Administration - 5116 Salaries - Police FTO - Recreation - Special Events - 5121 PERS Retirement 36,837.47 Children In Motion - 5122 Social Security 25,878.40
5123 PARS Retirement 427.54 18,510.58
5126 State Disability Ins. 953.10
5127 Deferred Compensation 4,291.66
5131 Health Insurance 50,753.61
5132 Dental Insurance 2,988.96
5133 Vision Insurance 827.30
5134 Life Insurance 350.45
5135 Long Term Disability 447.85
5137 Leave Payouts 48,231.45
5142 Unemployment Insurance -
5143 Uniform Allowance -
5144 Car Allowance 837.50
5146 Council Expense -
5147 Employee Assistance -
5148 Boot Allowance -
5149 Motor Pay 222.12
5150 Bi-Lingual Pay 150.00
5151 Cell Phone Allowance 1,187.50
510,200.28
OVERTIME BY DEPARTMENT:
CITY OF ARROYO GRANDE
DEPARTMENTAL LABOR DISTRIBUTION
PAY PERIOD
07/21/2023 - 08/03/2023
8/11/2023
BY FUND BY ACCOUNT
Item 9.b.
MEMORANDUM
TO: City Council
FROM: Nicole Valentine, Administrative Services Director BY: Lynda Horejsi, Accounting Manager
SUBJECT: Consideration of Statement of Investment Deposits DATE: September 12, 2023
SUMMARY OF ACTION:
Presentation of the City’s investment deposits as of July 31, 2023.
IMPACT ON FINANCIAL AND PERSONNEL RESOURCES:
There is no funding impact to the City related to these reports. However, the City does receive interest revenue based on the interest rate of the investments. No or minimal future staff time is projected.
RECOMMENDATION:
1) Receive and file the attached report listing investment deposits of the City of Arroyo Grande as of July 31, 2023, as required by Government Code Section 53646(b); 2) Determine that receiving the report of investment deposits is not a project subject to the California Environmental Quality Act (“CEQA”) because it has no potential to result in either a direct, or reasonably foreseeable indirect, physical change in the environment. (State CEQA Guidelines, §§ 15060, subd. (b)(2)-(3), 15378.) BACKGROUND:
The Administrative Services department has historically submitted to the City Council a monthly report, providing the following information:
1. Type of investment.
2. Financial institution (bank, savings and loan, broker, etc).
3. Date of maturity.
4. Principal amount.
5. Rate of interest.
6. Current market value for all securities having a maturity of more than 12 months.
7. Relationship of the monthly report to the annual statement of investment policy.
City Council
Consideration of Statement of Investment Deposits
September 12, 2023
Item 9.b.
ANALYSIS OF ISSUES:
This report represents the City’s investments as of July 31, 2023. It includes all investments managed by the City, the investment institution, investment type, book value, maturity date, and rate of interest. As of July 31, 2023, the investment portfolio was in compliance with all State laws and the City’s investment policy.
ALTERNATIVES:
The following alternatives are provided for the Council’s consideration:
1. Approve staff’s recommendation to receive and file the attached report listing the investment deposits;
2. Do not approve staff’s recommendation; or
3. Provide other direction to staff.
ADVANTAGES:
Safety of principal is the foremost objective of the City. Investments are undertaken in a manner that seeks to ensure the preservation of capital in the overall portfolio.
DISADVANTAGES:
Some level of risk is present in any investment transaction. Losses could be incurred due to market price changes, technical cash flow complications such as the need to withdraw a non-negotiable Time Certificate of Deposit early, or even the default of an issuer. To minimize such risks, diversifications of the investment portfolio by institution and by investment instruments are being used as much as is practical and prudent.
ENVIRONMENTAL REVIEW:
The Statement of Investment Deposits is not a project subject to the California Environmental Quality Act (“CEQA”) because it has no potential to result in either a direct, or reasonably foreseeable indirect, physical change in the environment. (State CEQA Guidelines, §§ 15060, subd. (b)(2)-(3), 15378.)”
PUBLIC NOTIFICATION AND COMMENTS:
The Agenda was posted at City Hall and on the City’s website in accordance with Government Code Section 54954.2.
Attachments:
1. Portfolio Summary: July 31, 2023
ATTACHMENT 1
300 E. Branch St.
Arroyo Grande, CA 93420
Phone: (805) 473-5400
CITY OF ARROYO GRANDE
Portfolio Summary
July 31, 2023
Investments Principal Value Current Market Value Interest Rate Date of Purchase Term Maturity Date % of Portfolio Local Agency Investment Fund $ 15,490,065.27 15,490,065.27 $ 3.305% 48.542% Certificates of Deposit
Pacific Premier Bank 249,000.00 249,000.00 0.100% February 21, 2023 12 mos February 21, 2024 0.780% Merrick Bank 249,000.00 249,000.00 1.800% October 16, 2019 48 mos October 16, 2023 0.780% BMW Bank North America 249,000.00 249,000.00 0.500% July 16, 2021 36 mos July 16, 2024 0.780% Mountain America Federal Credit Union 249,000.00 249,000.00 4.750% October 14, 2022 24 mos October 15, 2024 0.780% Enerbank USA 247,000.00 247,000.00 1.850% October 25, 2019 60 mos October 25, 2024 0.774% Wells Fargo Bank 249,000.00 249,000.00 4.600% October 28, 2022 24 mos October 28, 2024 0.780% Beal Bk Plano TX 247,000.00 247,000.00 1.350% March 26, 2022 36 mos March 26, 2025 0.774% Beal Bk Las Vegas NV 247,000.00 247,000.00 1.250% March 26, 2022 36 mos March 26, 2025 0.774% First Technology Federal 248,000.00 248,000.00 5.000% April 14, 2023 24 mos April 14, 2025 0.778% Flagstar Bank 245,000.00 245,000.00 0.850% May 15, 2020 60 mos May 15, 2025 0.768% American Express National Bank 246,000.00 246,000.00 3.100% May 25, 2022 36 mos May 25, 2025 0.771% New York Community Bank 249,000.00 249,000.00 0.550% July 1, 2021 48 mos July 1, 2025 0.780% Chief Financial Federal Credit Union 249,000.00 249,000.00 4.600% October 12, 2022 36 mos October 14, 2025 0.780% Live Oak Bank 249,000.00 249,000.00 3.150% May 25, 2022 48 mos May 26, 2026 0.780% UBS Bank USA 249,000.00 249,000.00 0.900% July 21, 2021 60 mos July 21, 2026 0.780% Toyota Financial Savings Bank 248,000.00 248,000.00 0.950% July 22, 2021 60 mos July 22, 2026 0.778% Bank United NA 249,000.00 249,000.00 1.350% December 8, 2021 60 mos December 8, 2026 0.780% Capital One Bank USA 248,000.00 248,000.00 1.250% December 8, 2021 60 mos December 8, 2026 0.778% Discover Bank 246,000.00 246,000.00 3.200% May 18, 2022 60 mos May 19, 2027 0.771% Morgan Stanley Bank 244,000.00 244,000.00 4.650% April 6, 2023 60 mos April 6, 2028 0.765% Maine Savings Federal Credit Union 249,000.00 249,000.00 4.800% July 21, 2023 60 mos July 21, 2028 0.780% Morgan Stanley Bank 248,000.00 248,000.00 5.250% July 28, 2023 60 mos July 28, 2028 0.778% Total Certificates of Deposit 5,453,000.00 5,453,000.00 17.089% Agency Bonds
Federal Farm Credit Bank 2,500,000.00 2,475,578.30 1.600% November 1, 2019 48 mos November 1, 2023 7.834% Federal Farm Credit Bank 1,999,314.00 1,918,260.02 0.350% December 4, 2020 42 mos May 16, 2024 6.265% Federal Home Loan Bank 499,252.43 495,159.55 1.000% July 19, 2022 29 mos December 20, 2024 1.565% Federal Farm Credit Bank 998,431.00 927,818.51 0.430% March 17, 2021 48 mos March 3, 2025 3.129% Federal Natl Mortgage Assn 1,000,000.00 907,360.91 0.500% October 20, 2020 60 mos October 20, 2025 3.134% Federal Home Loan Bank 999,500.00 900,632.18 0.800% March 17, 2021 60 mos March 10, 2026 3.132% Federal Home Loan Bank 994,396.00 924,142.40 2.400% March 17, 2021 72 mos March 29, 2027 3.116% Federal Home Loan Bank 500,000.00 475,681.70 3.375% May 17, 2022 60 mos May 17, 2027 1.567% Total Agency Bonds 9,024,633.57 9,490,893.43 29.742%
ATTACHMENT 1
300 E. Branch St.
Arroyo Grande, CA 93420
Phone: (805) 473-5400
CITY OF ARROYO GRANDE
Portfolio Summary
July 31, 2023
Investments Principal Value Current Market Value Interest Rate Date of Purchase Term Maturity Date % of Portfolio Municipal Bonds
California State GO Various Purp Bond 491,810.00 $ 473,535.00 $ 3.100% May 12, 2022 47 mos April 1, 2026 1.541% Total Municipal Bonds 473,535.00 491,810.00 1.541%
Treasury Obligations
U.S. Treasury Z-2026 Series 984,728.00 899,062.50 1.100% December 6, 2021 53 mos May 31, 2026 3.086% Total Treasury Obligations 899,062.50 984,728.00 3.086% TOTAL INVESTMENTS $ 31,340,296.34 31,910,496.70 $ 100.000%
Item 9.c.
MEMORANDUM
TO: City Council
FROM: Nicole Valentine, Administrative Services Director Tashina Ureno, Human Resources Officer
SUBJECT: Consideration of Memorandum of Understanding with the Arroyo Grande Police Officers’ Association
DATE: September 12, 2023
SUMMARY OF ACTION:
Entering into a new Memorandum of Understanding (MOU) with the Arroyo Grande Police Officers’ Association (AGPOA) will provide equity adjustments, establish the wages, hours and other working conditions for employees represented by the bargaining group for Fiscal Years 2023-24 through 2026-27 (3 years).
IMPACT ON FINANCIAL AND PERSONNEL RESOURCES:
Total costs over the three-year contract period are approximately $928,850 total compensation for the represented group. The FY 2023-24 total estimated cost is $328,225 and is included in the fiscal year budget. The FY 2024-25 budget will be amended to reflect the additional change during the mid-cycle budget review in June 2024.
Approval of the three-year MOU will result in significant savings in staff time and consultant services compared with negotiating annually.
RECOMMENDATION:
1) Adopt a Resolution approving the proposed MOU with the AGPOA for Fiscal Years 2023-24 through 2026-27; 2) Determine that ratifying the AGPOA MOU is not a project subject to the California Environmental Quality Act (“CEQA”) because it has no potential to result in either a direct, or reasonably foreseeable indirect, physical change in the environment. (State CEQA Guidelines, §§ 15060, subd. (b)(2)-(3), 15378.).
BACKGROUND:
The prior AGPOA MOU contract was for the period July 1, 2021, through June 30, 2024.
The existing AGPOA MOU will expire on June 30, 2024. The City completed a Salary Survey that showed that all positions within the AGPOA classifications were under the median when compared to neighboring agencies. The City reached out to AGPOA to
Item 9.c.
City Council
Consideration of Memorandum of Understanding with the Arroyo Grande Police Officers’ Association
September 12, 2023
address these discrepancies in June 2023 and negotiations have been under way for the past several months for a successor MOU. The terms of the proposed MOU were voted on and approved by the AGPOA’s membership on Friday, August 18, 2023.
On June 27, 2023, Council approved the most current salary schedule that addressed contracted cost of living adjustments (COLA) for FY 2023-24.
ANALYSIS OF ISSUES:
Substantive changes to the AGPOA salary and benefits recommended in the successor MOU include the following:
Equity Adjustment for sworn positions:
o Police Officer 12.5%
o Senior Police 12.5%
o Police Sergeant 15%
Equity Adjustment for all non-sworn positions at 3%
All employees will receive a 3.5% salary increase each fiscal year (FY 2024-25, FY 2025-26, and FY 2026-27).
The City will adjust the cafeteria plan amount to pay 50% of the increase in the cost of the lowest cost HMO medical plan available to the City up to a maximum of a 5% increase in premiums for City's contribution each year. This provision is consistent with the prior MOU.
City to provide State Disability Insurance (SDI) – the City will pay the 1% SDI contribution on behalf of sworn members.
Adjust the holiday schedule to remove Lincoln’s birthday and add Juneteenth as a holiday on June 19th of each year or following workday if June 19th lands on a weekend.
Salary and other compensation adjustments will become effective on September 15, 2023, which is the first day of the first full pay period after this Council meeting.
ALTERNATIVES:
The following alternatives are provided for the Council’s consideration:
1. Adopt the Resolution approving the proposed AGPOA MOU;
2. Do not adopt the Resolution; or
3. Provide other direction to staff.
ADVANTAGES:
Approval of the MOU will help maintain competitive salaries and benefits for employees.
DISADVANTAGES:
The recommendation will increase costs to current and future budgets.
Item 9.c.
City Council
Consideration of Memorandum of Understanding with the Arroyo Grande Police Officers’ Association
September 12, 2023
ENVIRONMENTAL REVIEW:
Approval of the MOU is not a project subject to the California Environmental Quality Act (“CEQA”) because it has no potential to result in either a direct, or reasonably foreseeable indirect, physical change in the environment. (State CEQA Guidelines, §§ 15060, subd. (b)(2)-(3), 15378.)
PUBLIC NOTIFICATION AND COMMENTS:
The Agenda was posted at City Hall and on the City’s website in accordance with Government Code Section 54954.2.
Attachments:
1. Proposed Resolution – Memorandum of Understanding between Arroyo Grande Police Officers’ Association and City of Arroyo Grande
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
ARROYO GRANDE ADOPTING A MEMORANDUM OF
UNDERSTANDING FOR EMPLOYEES REPRESENTED BY
THE ARROYO GRANDE POLICE OFFICERS’
ASSOCIATION AND REPEALING RESOLUTION NO. 5094
WHEREAS, the City Council deems it to be in the best interest of the City of Arroyo Grande and its employees represented by the Arroyo Grande Police Officers’ Association that compensation be fixed for all full-time non-management employees as herein provided; and
WHEREAS, the City has established compensation and working conditions through the meet and confer process with the designated employee representatives as set forth in Exhibit “A”; entitled Memorandum of Understanding between the City of Arroyo Grande and the Arroyo Grande Police Officers’ Association (“POA MOU”), a copy of which is attached hereto and incorporated herein by this reference.
NOW, THEREFORE BE IT RESOLVED by the City Council of the City of Arroyo Grande that the POA MOU is hereby approved. This Resolution shall be effective as of September 12, 2023.
BE IT FURTHER RESOLVED that this Resolution shall repeal those sections of Resolution No. 5094, which established salary and benefits for full-time employees represented by the Arroyo Grande Police Officers’ Association.
On motion of Council Member , seconded by Council Member , and on the following roll call vote, to wit:
AYES:
NOES:
ABSENT:
the foregoing Resolution was passed and adopted this 12 th day of September,
2023.
RESOLUTION NO.
PAGE 2
______________________________________
CAREN RAY RUSSOM, MAYOR
ATTEST:
______________________________________
JESSICA MATSON, CITY CLERK
APPROVED AS TO CONTENT:
_______________________________________
BILL ROBESON, INTERIM CITY MANAGER
APPROVED TO AS FORM:
_______________________________________
ISAAC ROSEN, CITY ATTORNEY
2023/24 – 2026/27
(Three Year)
MEMORANDUM OF UNDERSTANDING
BETWEEN
ARROYO GRANDE POLICE OFFICERS' ASSOCIATION
AND
CITY OF ARROYO GRANDE
EXHIBIT A
2023/24 – 2026/27
AGPOA/CITY OF ARROYO GRANDE
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
ARTICLE 1: TERM OF MEMORANDUM............................................................ 1 ARTICLE 2: SALARY SCHEDULES .................................................................. 1 ARTICLE 3: APPLICATION OF SALARY STEPS ............................................. 2 ARTICLE 4: ADVANCEMENT IN PAY ............................................................... 2 ARTICLE 5: SPECIALTY PAY............................................................................ 3 ARTICLE 6: LONGEVITY PERFORMANCE STIPEND……………………………4
ARTICLE 7: VACATION LEAVE ........................................................................ 4 ARTICLE 8: HOLIDAY LEAVE........................................................................... 6 ARTICLE 9: SICK LEAVE................................................................................... 7 ARTICLE 10: BEREAVEMENT LEAVE................................................................ 7 ARTICLE 11: FAMILY LEAVE.............................................................................. 8 ARTICLE 12: MILITARY LEAVE .......................................................................... 8 ARTICLE 13: EDUCATIONAL PAY...................................................................... 9 ARTICLE 14: MEDICAL LEAVE........................................................................... 9 ARTICLE 15: EMERGENCY LEAVE.................................................................... 9 ARTICLE 16: JURY DUTY.................................................................................. 10 ARTICLE 17: HOURS OF WORK AND OVERTIME .......................................... 10 ARTICLE 18: CALLBACK PAY.......................................................................... 11 ARTICLE 19: UNIFORMS AND EQUIPMENT.................................................... 11
2023/24 – 2026/27
AGPOA/CITY OF ARROYO GRANDE
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
(continued)
ARTICLE 20: MEDICAL INSURANCE ............................................................... 11 ARTICLE 21: CAFETERIA PLAN....................................................................... 11 ARTICLE 22: DENTAL PLAN............................................................................. 13 ARTICLE 23: LIFE INSURANCE........................................................................ 13 ARTICLE 24: VISION INSURANCE.................................................................... 13 ARTICLE 25: DISABILITY INSURANCE............................................................ 13 ARTICLE 26: RETIREMENT............................................................................... 13 ARTICLE 27: RETIREMENT BENEFITS............................................................ 14 ARTICLE 28: EDUCATION................................................................................. 16 ARTICLE 29: NIGHT DIFFERENTIAL PAY........................................................ 17 ARTICLE 30: STANDBY STATUS ..................................................................... 17 ARTICLE 31: PAYCHECKS................................................................................ 18 ARTICLE 32: PAYROLL DEDUCTIONS ............................................................ 18 ARTICLE 33: ANNIVERSARY DATES............................................................... 18 ARTICLE 34: USE OF PRIVATE VEHICLE/ MILEAGE RATE........................... 18 ARTICLE 35: PERSONNEL FILES..................................................................... 19 ARTICLE 36: PROBATIONARY PERIOD .......................................................... 19 ARTICLE 37: RESIGNATION ............................................................................. 19
2023/24 – 2026/27
AGPOA/CITY OF ARROYO GRANDE
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
(continued)
ARTICLE 38: TRANSFERS................................................................................ 19 ARTICLE 39: PROMOTION................................................................................ 19 ARTICLE 40: TEMPORARY POSITIONS........................................................... 20 ARTICLE 41: DEMOTION................................................................................... 20 ARTICLE 42: LAYOFF........................................................................................ 20 ARTICLE 43: GRIEVANCE PROCEDURE......................................................... 21 ARTICLE 44: MANAGEMENT RIGHTS ............................................................. 23 ARTICLE 45: ASSOCIATION ACTIVITIES......................................................... 25 ARTICLE 46: ASSOCIATION ACCESS TO WORK LOCATIONS..................... 25 ARTICLE 47: ASSOCIATION USE OF CITY FACILITIES ................................. 26 ARTICLE 48: ASSOCIATION MEET AND CONFER REPRESENTATION ....... 26 ARTICLE 49: NO STRIKE/ LOCKOUT............................................................... 26 ARTICLE 50: NONDISCRIMINATION ................................................................ 26 ARTICLE 51: MOU IMPLEMENTATION ............................................................ 27 ARTICLE 52: MAINTENANCE OF BENEFITS................................................... 27 ARTICLE 53: POLICY CONFLICTS ................................................................... 27 ARTICLE 54: NEW HIRE ORIENTATION…………………………………………..27
2023/24 – 2026/27
MEMORANDUM OF UNDERSTANDING
BETWEEN THE REPRESENTATIVES OF THE
CITY OF ARROYO GRANDE AND THE
ARROYO GRANDE POLICE OFFICERS' ASSOCIATION
ARTICLE 1. TERM OF MEMORANDUM OF UNDERSTANDING
The term of the Memorandum of Understanding shall be from September 12, 2023, through June 30, 2027 (three year). Meet and confer sessions for Fiscal Year 2026-27 shall commence no later than March 15, 2027.
ARTICLE 2. SALARY SCHEDULES
CLASSIFICATION SALARY RANGE
Police Sergeant 42
Senior Police Officer 35
Police Officer 31
Police Trainee 27 (Non-Sworn)
Property Evidence Technician 22 (Non-sworn)
Police Records Clerk 18 (Non-sworn)
The City and the Police Officers' Association agree that all position classifications represented by the Association shall receive salaries as represented in Exhibit “A” for sworn employees and Exhibit “B” for non-sworn employees as of September 15, 2023.
A. FISCAL YEAR 2023/2024
The salaries contained in Exhibit “A” reflect an equity adjustment of 12.5% salary increase for Police Officers and Senior Police Officers and 15% for Police Sergeant sworn employees and the salaries contained in Exhibit “B” reflect an equity adjustment of 3% salary increase for non-sworn employees effective on September 15, 2023.
B. FISCAL YEAR 2024/2025
The salaries contained in Exhibit “C” reflect a 3.5% salary increase for sworn employees and the salaries contained in Exhibit “D” reflect a 3.5% salary increase for non-sworn employees effective the first full pay period after July 1, 2024.
C. FISCAL YEAR 2025/2026
The salaries contained in Exhibit “E” reflect a 3.5% salary increase for sworn employees and the salaries contained in Exhibit “F” reflect a 3.5% salary increase for non-sworn employees effective the first full pay period after July 1, 2025.
D. FISCAL YEAR 2026/2027
The salaries contained in Exhibit “E” reflect a 3.5% salary increase for sworn employees and the salaries contained in Exhibit “F” reflect a 3.5% salary increase for non-sworn employees effective the first full pay period after July 1, 2026.
MEMORANDUM OF UNDERSTANDING, 2023/24 – 2026/27
AGPOA AND CITY OF ARROYO GRANDE
PAGE 2
ARTICLE 3. APPLICATION OF SALARY STEPS
All employees entering the permanent, full-time employ of the City shall be paid at the first step of the salary range, unless otherwise determined by the Police Chief and City Manager, established for their position classification. Salary step increases, as provided herein, are not automatic but are based on performance and merit. Employees shall be placed on the step designated by the City Manager for initial full-time permanent employment and qualify for increase in compensation or advancement to the next higher step of their salary range in the following manner:
Police employees may qualify for advancement to the second or next step, after completion of 12 months of service, upon the recommendation of the Police Chief and approval of the City Manager.
Employees may qualify for advancement to the third or next step, after the completion of one year of service at their third step, upon recommendation of the Police Chief and approval by the City Manager.
Employees may qualify for advancement to the fourth or next step, after the completion of one year of service at their third step, upon recommendation of the Police Chief and approval by the City Manager.
Employees may qualify for advancement to the fifth or next step, after completion of one year of service in their fourth step, upon recommendation of the Police Chief and approval by the City Manager.
A performance report on each employee recommended for advancement shall be submitted to the City Manager by the Police Chief prior to final action on such recommendation.
Merit increases will go effective the first day of the next full pay period following the evaluation date.
ARTICLE 4. ADVANCEMENT IN PAY
The salary range as set forth for each classification is divided into five (5) steps, which shall be interpreted and applied as follows:
A. The first step is the minimum rate and normally shall be the hiring rate.
B. The second step is granted to employees who are eligible for this adjustment after completion of twelve (12) full calendar months of satisfactory service in a classification and not prior to the completion of a probationary period. The adjustment shall be made only if granted by the Police Chief and subject to the approval of the City Manager.
MEMORANDUM OF UNDERSTANDING, 2023/24 – 2026/27
AGPOA AND CITY OF ARROYO GRANDE
PAGE 3
ARTICLE 4. ADVANCEMENT IN PAY (continued)
C. The third step shall be granted to an employee who has given satisfactory service in a given classification for one (1) full additional year from granting of previous step increase only if granted by the Police Chief and subject to the approval of the City Manager.
D. The fourth step shall be granted to an employee who has given satisfactory service for one (1) full additional year by the Police Chief and subject to the approval of the City Manager.
E. The fifth step shall be granted to an employee who has given satisfactory service for one (1) full additional year by the Police Chief and subject to the approval of the City Manager.
An employee must always continue to maintain an acceptable level of performance and shall be evaluated by the Police Chief annually.
ARTICLE 5. SPECIALTY PAY
A. In addition to the base rate of pay, determined under this MOU, employees engaged in specialty assignments shall receive Specialty Pay as herein defined. The Specialty Pay is to be included in all computation of overtime or other benefits.
B. FTO Pay shall be defined as "an employee who is designated to train another employee pursuant to a P.O.S.T. - approved entry/promotional on-site training program (commonly referred to as a Field Training Program)." The designated trainer shall be paid a Specialty Pay of an additional five per cent (5%) of base salary when assigned to and working with a trainee.
C. Motor Officer Pay: Officers assigned to motor service on a full-time basis shall receive an additional 2.5% of base salary. Officers assigned to motor service on a part-time basis shall receive an additional 2.5% of base salary while assigned to, and working in, the Traffic Enforcement Motorcycle Program.
D. Bilingual Pay: An employee who is functional in Spanish, other language, or American Sign Language (ASL), the use of which has been determined by the Police Chief, with the concurrence of the City Manager, to be of benefit to the City shall be paid $50.00 per month. The employee must be able to verbally communicate basic information relevant to the routine tasks for their classification. An employee who is fluent and can conduct detailed interviews and interrogation, effectively and accurately record statements, and translate spoken and written communications effectively shall be paid $100.00 per month. Fluency shall be certified by a test administered through the City
MEMORANDUM OF UNDERSTANDING, 2023/24 – 2026/27
AGPOA AND CITY OF ARROYO GRANDE
PAGE 4
ARTICLE 5. SPECIALTY PAY (continued)
Manager’s Office. An employee shall request bilingual pay on a form approved by the City Manager.
The Police Chief, with the approval of the City Manager, shall determine which employees, what mix of languages, and which job functions may be eligible for bilingual pay based upon accessibility of the employee to the public, or other factors that could affect the use of these skills for public benefit. Nothing in this section shall preclude the use by an employee of foreign language skills in the work place for the public benefit even if the employee is not receiving bilingual pay.
E. Officers assigned to the canine assignment shall be scheduled seventy-two (72) regular hours of their eighty (80) hour bi-weekly schedule. The remaining eight (8) hours of their schedule shall be compensated at straight time in exchange for the proper care and maintenance of the animal.
ARTICLE 6. LONGEVITY PERFORMANCE STIPEND
Employees may qualify for 5% of their base salary as a longevity performance stipend upon completion of ten (10) years of continuous full-time employment with the City as a sworn officer and a “meets department’s standards” or better performance evaluation. Should an employee receive an evaluation that “does not meet department standards”, they shall not qualify for the longevity performance stipend.
Employees may qualify for an additional 2.5% of base salary as a longevity performance stipend upon completion of fifteen (15) years of continuous full-time employment with the City as a sworn officer and a “meets department’s standards” or better performance evaluation. Should an employee receive an evaluation that “does not meet department standards”, they shall not qualify for the longevity performance stipend.
The POA and the City agree that the intent in providing a longevity performance stipend is for the benefit not to qualify as an item of special compensation that must be reported to CalPERS and included in the calculation of retirement benefits in accord with DiCarlo v.
County of Monterey, No. H041400, (Cal. Ct. App. June 5, 2017). In the event that CalPERS at some time in the future determines that the longevity performance stipend meets the definition of “Special Compensation”, both parties agree to reopen negotiations related to the financial impacts and implementation of this issue.
ARTICLE 7. VACATION LEAVE
A. The purpose of annual vacation leave is to enable each eligible employee to annually return to their work mentally and physically refreshed. Employees shall take a minimum of eighty (80) vacation hours' leave per year after the first year of service.
MEMORANDUM OF UNDERSTANDING, 2023/24 – 2026/27
AGPOA AND CITY OF ARROYO GRANDE
PAGE 5
ARTICLE 7. VACATION LEAVE (continued)
B. Each eligible employee shall be required to have served the equivalent of one (1) year of continuous service with the City in order to be eligible for their full annual vacation leave. However, in the event an employee so chooses, they may, after six (6) continuous months of service, take vacation leave not to exceed forty (40) working hours with their supervisor's approval.
C. Employees who terminate employment shall be paid at termination; and upon return of all City-owned property, if any, a lump sum for all accrued vacation leave earned prior to the date of termination.
D. Vacation leave with pay shall be earned in accordance with the following schedule:
1 year 80 hours 6.67 hours per month
2 years 96 " 8.00 " " "
3 years 104 " 8.67 " " "
4 years 112 " 9.34 " " "
5 years 120 " 10.00 " " "
6 years 120 " 10.00 " " "
7 years 128 " 10.67 " " "
8 years 128 " 10.67 " " "
9 years 136 " 11.34 " " "
10 years 136 '' 11.34 " " "
11 years 144 " 12.00 " " "
12 years 144 " 12.00 " " "
13 years 152 " 12.67 " " "
14 years 152 " 12.67 " " "
15 years 160 " 13.34 " " "
E. Employees may accrue vacation leave up to the maximum hours listed below, dependent upon years of service as a regular full-time employee:
Years of Service Maximum Vacation Hours That
On January 1 Can Be Accrued on January 1
1 - 5 100
5+ - 10 140
10+ - 15 180
15+ 220
F. In the event an employee's accrued vacation leave exceeds the maximum allowed, the employee shall be paid at their January 1st hourly wage rate for those hours accrued in excess of the maximum allowable. Exception to this paragraph may be approved by the Police Chief upon employee request.
MEMORANDUM OF UNDERSTANDING, 2023/24 – 2026/27
AGPOA AND CITY OF ARROYO GRANDE
PAGE 6
ARTICLE 8. HOLIDAY LEAVE
A. Shift/Operations Employees:
1. Employees will be provided eight (8) hours of pay per month in lieu of holiday leave or shall be granted one (1) eight (8) hour work day per calendar month for a holiday. Such monthly holiday shall be designated on the employee's work schedule.
2. Employees shall also receive an additional twelve (12) hours of leave per year, which may be granted as time off or as straight-time pay during December. Such pay shall be paid on the first payday in December.
B. Administrative Employees:
The following days shall be paid holidays for Police Department employees assigned to non-shift administrative support duties:
1. Independence Day
2. Labor Day
3. Veterans' Day
4. Thanksgiving
5. Day following Thanksgiving
6. Christmas Eve, half day
7. Christmas
8. New Year's Eve, half day
9. New Year's Day
10. Martin Luther King Day
11. President's Day
12. Memorial Day
13. Juneteenth Day
14. One and one-half days per Fiscal Year of the employee's choice with Supervisor approval (Floating Holiday)
When any of the above-listed holidays fall on Saturday, it will be recognized on Friday. If it falls on Sunday, it will be recognized on Monday. For all employees who regularly worked on Saturday and/or Sunday, the holiday will be specified by the above-listed dates. In case a holiday falls on an employee's regularly scheduled day off, they shall have the option to take such a holiday on an alternate day, as selected by the employee and approved by the Police Chief.
MEMORANDUM OF UNDERSTANDING, 2023/24 – 2026/27
AGPOA AND CITY OF ARROYO GRANDE
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ARTICLE 8. HOLIDAY LEAVE (continued)
C. Special Holidays:
Every day designated by the President, Governor, or Mayor for public observance as a special, nonrecurring single event, such as the death of a national leader or end of a war shall be a City-paid holiday.
ARTICLE 9. SICK LEAVE
All full-time, permanent employees shall accrue eight (8) hours of sick leave, with pay, for each month of service, with unlimited accumulation. The maximum accumulation of earned sick leave shall be 1,000 hours. An employee will not accumulate any additional sick leave until such time that their accumulated balance falls below 1,000 hours. Upon retirement an employee may choose to be paid for 50% of unused sick leave, to a maximum of 450 hours at their current rate of pay. The remainder of unused accumulated sick leave will be forwarded to CalPERS to be used towards retirement credit per the City’s contract with CalPERS. On December 1st of each year, an employee has the option of being paid straight time for 25% of their unused sick leave for the preceding twelve (12) months, transferring the 25% credit to vacation or leaving the 25% credit in sick leave.
Employees may transfer sick leave on a voluntary basis to a fellow employee who has exhausted all their sick leave and vacation leave due to an extended illness or injury. The transfer shall be based on each employee’s hourly rate of pay and shall not exceed twentyfour (24) hours of sick leave based on the hourly rate of pay of the receiving employee. The transfer shall be requested on a form provided by the City, be completed by both employees who mutually request such transfer, and submitted for approval to their Department Directors and the City Manager for final approval. The requesting employee must indicate how many hours they will need for their leave. The receiving employee shall not be obligated to repay any transferred leave to the contributing employee, and contributing employee understands that such transfer shall be deemed as if used and will be subject to all other provisions applicable. Under no circumstances may the requesting employee receive more donated hours in their sick bank than actually used for their leave.
ARTICLE 10. BEREAVEMENT LEAVE
A five (5) day leave to a maximum of forty (40) working hours with pay shall be available to employees who suffer the death of a relative (defined as: spouse, parent, child, sister, brother, grandparent or grandchild, aunt, uncle, the corresponding relative by marriage, or any other person residing in the same household) for the purpose of attending the funeral and making other arrangements at the time the loss occurs. This leave is not chargeable against accrued sick or vacation leave.
In order to receive this benefit, domestic partners must be registered with the Secretary of State.
MEMORANDUM OF UNDERSTANDING, 2023/24 – 2026/27
AGPOA AND CITY OF ARROYO GRANDE
PAGE 8
ARTICLE 11. FAMILY LEAVE
Pursuant to the State and Federal Leave Acts, the following is provided for all employees who have been employed a minimum of twelve (12) months and have worked at least 1,250 hours during the 12-month period preceding leave:
1. Up to twelve (12) weeks unpaid leave in a twelve (12) month period.
Intermittent leave is allowed.
2. Leave may be taken for: 1) birth of and care of newborn child; 2) placement of child with employee for adoption or foster care; 3) to care for spouse, child, or parent having serious health condition; 4) employee's own serious health condition.
3. The employee's insurance including medical, dental, vision, and life insurance will be maintained under the same conditions as if the employee were still working.
4. Request for leave must be made 30 days prior to leave, if foreseeable.
5. Employee may use accrued vacation, holiday, or personal leave during family leave. Sick leave may be used for employee and/or immediate family illness or disability.
6. Upon return to work, employee will be restored to same or equivalent position with equivalent benefits.
All other provisions of the federal Family Medical Leave Act (“FMLA”), California Family Rights Act (“CFRA”), and Pregnancy Disability Leave (“PDL”) apply.
ARTICLE 12. MILITARY LEAVE
Employees taking military leave with the National Guard or Reserves shall be entitled to full City pay and benefits as required by State statute.
All military leave in excess of thirty (30) calendar days per year, if granted by the City, shall be without City pay or City-paid benefits and shall be for a period not to exceed forty-eight (48) working days per calendar year. The employee may retain their City benefits, such as medical insurance, by paying all premiums. The City may elect to replace the employee in their position in the event employee takes more than forty-eight (48) working days per calendar year.
MEMORANDUM OF UNDERSTANDING, 2023/24 – 2026/27
AGPOA AND CITY OF ARROYO GRANDE
PAGE 9
ARTICLE 13. EDUCATIONAL PAY
A. All unit employees may qualify for a two and one-half percent (2½%) salary increase above their position classified range upon receipt of a two-year degree, in a field relative to their police job classification, from an accredited junior college or college or Intermediate P.O.S.T. Certificate, upon approval of the Police Chief and City Manager.
B. All unit employees may qualify for a five percent (5%) salary increase above their position classified range upon receipt of a four-year degree, in a field relative to their police job classification, from an accredited college or Advanced P.O.S.T. Certificate, upon approval of the Police Chief and City Manager.
C. Exceptions: When position classifications require an Associated Arts or Bachelor of Science/Bachelor of Arts Degree, no educational pay shall be paid to an employee holding such a position. No A.A. or B.A./B.S. degrees will be requested by the City for current positions represented by AGPOA unless otherwise agreed through the meet and confer process.
D. A five percent (5%) increase in salary is the maximum increase permitted under Educational Pay.
ARTICLE 14. MEDICAL LEAVE
Medical Leave without pay may be granted for the purpose of recovery from prolonged illness or injury, to restore health, or for pregnancy, upon employee's written request to the Police Chief and City Manager, subject to submission of medical evidence satisfactory to establishing the employee's medical need.
ARTICLE 15. EMERGENCY LEAVE
Emergency leave without pay may be granted to any permanent employee who, upon written request to the Police Chief and City Manager, demonstrates that the leave is necessary for personal reasons or will serve to improve their abilities. Emergency leaves may be granted up to a maximum of one (1) year. Upon expiration of an approved emergency leave, the employee shall be reinstated in the position held at the time leave was granted. Failure on the part of the employee on leave to report promptly upon leave expiration shall be cause for discharge. In the event that a disagreement arises as to whether or not such emergency leave will be granted, the matter will be moved to expedited hearings under the grievance procedure. During the period that an employee is on emergency leave, they shall be entitled to continue their insurance coverage with the City, as if pursuant to the provisions of COBRA, at their own expense.
MEMORANDUM OF UNDERSTANDING, 2023/24 – 2026/27
AGPOA AND CITY OF ARROYO GRANDE
PAGE 10
ARTICLE 16. JURY DUTY
Employees shall be granted leave with full pay and no loss in benefits, when called for jury duty, if the employee remits to the City any and all jury fees for such jury duty. It is understood that the employee may retain any travel pay granted by the court. The employee shall be responsible for notifying their supervisor as soon as possible upon receiving notice to appear for jury duty, make every reasonable effort to keep their supervisor advised as to the anticipated length of service, and return to work immediately following the end of jury duty service.
ARTICLE 17. HOURS OF WORK AND OVERTIME
A. The normal work schedule for full-time employees shall be eight (8) hours per day or forty (40) hours per week. However, upon written agreement between the City and the Association, an alternative work schedule may be implemented to meet the work requirements of the Police Department. Any such alternative work schedule must include eighty (80) scheduled work hours per two (2) week period (biweekly). The City reserves the right to revert to the normal work schedule described herein should working conditions, staffing, and/or workload so require (as determined by the Police Chief).
B. Overtime shall be paid at the rate of one and one-half (1 and ½) times the employee's regular base hourly rate of pay for: 1) authorized time worked on the day of an assigned shift that is in excess of the designated number of hours for that workshift, or 2) authorized time worked beyond forty (40) hours per week or, in the event of an alternative work schedule, eighty (80) hours biweekly. Time worked for purposes of computing the standard work period for purposes of this paragraph shall include holidays, sick leave, paid vacation, bereavement leave, and compensatory time-off, and shall be calculated at a maximum of eight (8) hours per day or, in the event of an alternative work schedule, the maximum time designated for a workday for that work schedule. Unpaid time-off shall not be used for computing time worked. Overtime shall be computed at the nearest quarter (¼) hour. Unless otherwise stated in this Memorandum of Understanding, overtime shall be paid only for actual time worked.
C. At the request of any employee eligible for overtime pay, their supervisor will provide that, in lieu of cash payment for any overtime, they may have the choice of time off with pay at the rate of one and one-half (1 and ½) hours for each hour of overtime worked. Compensatory time off shall be taken at the option of the employee with the consent of the immediate supervisor and Police Chief. The limit for accrued compensatory time off is 150 hours. Upon separation from employment, an employee is entitled to receive cash compensation for any unused compensatory time.
MEMORANDUM OF UNDERSTANDING, 2023/24 – 2026/27
AGPOA AND CITY OF ARROYO GRANDE
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ARTICLE 18. CALLBACK PAY
Callback is defined as that circumstance requiring an employee to unexpectedly return to work after the employee has left work at the end of the employee’s work day or work week.
An employee called in early to start their work shift, without prior reasonable notice, will also receive time and one-half (1 ½) overtime pay for all extra hours worked, with a minimum call-out of two (2) hours. If an employee receives a second callback within the two-hour window of their first call, then the employee shall only receive additional pay for the time worked beyond the two hours.
ARTICLE 19. UNIFORMS AND EQUIPMENT
A. The City shall provide appropriate uniforms, safety equipment and maintenance of said items for employees required to wear a uniform as part of their duties. The type and style of the uniforms and equipment, along with the frequency of the maintenance, shall be determined by the Police Chief.
B. The City shall provide annual cash allowances of $300 for ancillary uniforms and equipment items to the employees required by the Police Chief to wear a uniform in the course of their duties. The allowance shall be paid in July of each year. The uniform allowance will be paid on the first Friday after the first regular pay date in July.
ARTICLE 20. MEDICAL INSURANCE
A. The base medical plan shall be defined as the Health Maintenance Organization (HMO) program available to the City. If availability of an HMO to the City is discontinued by the medical plan provider, the base plan will become the basic PPO plan available to the City by the existing medical plan provider.
B. The City will maintain health benefits through CalPERS to the end of the successor MOU.
ARTICLE 21. CAFETERIA PLAN
A. The City shall contribute an equal amount towards the cost of medical coverage under the Public Employee's Medical and Hospital Care Act (PEMHCA) for both active employees and retirees. The City’s contribution toward coverage under PEMHCA shall be the statutory minimum contribution amount established by CalPERS on an annual basis.
B. Employees participating in the City’s full flex cafeteria plan shall receive a flex dollar allowance to purchase group health coverage for medical, dental, and vision under the City’s Cafeteria Plan.
MEMORANDUM OF UNDERSTANDING, 2023/24 – 2026/27
AGPOA AND CITY OF ARROYO GRANDE
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ARTICLE 21. CAFETERIA PLAN (continued)
C. For the period of July 1, 2023 through November 30, 2024, the flex dollar allowance shall be:
For employee only: $754.54
For employee + 1 dependent: $1,422.78
For employee + 2 or more dependents: $1,833.06
D. Effective December 2023, for the January 2024 premium, the City’s total Cafeteria Plan contribution for the plan shall be modified by an amount equal to fifty percent (50%) of the increase for the lowest cost HMO plan offered by CalPERS in San Luis Obispo County, up to a maximum of 5% increase in the City’s contribution, without going above the cost of the plan. Any increase in premiums above this amount will be the full responsibility of the employee.
E. Effective December 2024, for the January 2025 premium, the City’s total Cafeteria Plan contribution for the plan shall be modified by an amount equal to fifty percent (50%) of the increase for the lowest cost HMO plan offered by CalPERS in San Luis Obispo County, up to a maximum of 5% increase in the City’s contribution, without going above the cost of the plan. Any increase in premiums above this amount will be the full responsibility of the employee.
F. Effective December 2025, for the January 2026 premium, the City’s total Cafeteria Plan contribution for the plan shall be modified by an amount equal to fifty percent (50%) of the increase for the lowest cost HMO plan offered by CalPERS in San Luis Obispo County, up to a maximum of 5% increase in the City’s contribution, without going above the cost of the plan. Any increase in premiums above this amount will be the full responsibility of the employee.
G. Effective December 2026, for the January 2027 premium, the City’s total Cafeteria Plan contribution for the plan shall be modified by an amount equal to fifty percent (50%) of the increase for the lowest cost HMO plan offered by CalPERS in San Luis Obispo County, up to a maximum of 5% increase in the City’s contribution, without going above the cost of the plan. Any increase in premiums above this amount will be the full responsibility of the employee.
H. A portion of the flex dollar allowance ($151 for 2023) is identified as the City’s contribution towards PEMHCA. This amount will be adjusted on an annual basis as the PEMHCA minimum contribution increases. Remaining flex dollars must be used by employees to participate in the City’s health plans.
Employees who waive medical coverage under the Cafeteria Plan must show proof of alternate group health coverage that is compliant with the Affordable Care Act in order to receive flexible benefit dollars or cash in lieu of enrolling in the City’s health plan. Employees who properly waive coverage will receive an amount equal to the employee only contribution. The flexible benefit dollars taken as cash may not be used to reimburse an employee for any
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premium expenses an employee may incur for an individual health insurance policy, including a policy purchased through Covered California.
I. The City and the AGPOA agree to reopen the MOU and limit discussion to any future Affordable Care Act guidance that affects the cafeteria plan.
ARTICLE 22. DENTAL PLAN
The City shall provide for all employees in classifications represented in this Memorandum of Understanding a dental plan of the City’s choice. The City shall pay up to the full family premium. The City may select an alternate dental insurance plan provider during the term of this M.O.U. providing that:
A. Any new plan maintains equivalent benefits to the employees; and B. At least twenty-one (21) days advanced notice of plan changes are provided to the POA.
ARTICLE 23. LIFE INSURANCE
The City shall provide a $40,000 Term Life Insurance Policy to each employee, full cost for said policy to be paid by the City.
ARTICLE 24. VISION INSURANCE
The City shall provide a Vision Care Plan for bargaining unit members. The City shall contribute the full family premium. The City may select an alternate vision care provider during the term of the M.O.U. providing that:
A. Any new plan maintains equivalent benefits to the employees; and B. At least twenty-one (21) days advanced notice of plan changes are provided to the POA.
ARTICLE 25. DISABLITY INSURANCE
The City shall pay for California State Disability Insurance for non-sworn personnel.
Benefits are payable by the State of California after a seven (7) day waiting period following the onset of the illness or date of injury.
Effective January 1, 2004, the City will pay the premiums for the new Family Temporary Disability Insurance for non-sworn personnel. Should there be any future rate increases to State Disability Insurance and/or Family Temporary Disability Insurance plans after July 1, 2004, the City and the POA agree to meet and confer to discuss responsibility for payment of such increases.
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ARTICLE 25. DISABLITY INSURANCE (continued)
Effective September 15, 2023, the City will pay the premiums for the State Disability Insurance for sworn personnel. Should there be any future rate increases to State Disability Insurance and/or Family Temporary Disability Insurance plans after January 1, 2024, the City and the POA agree to meet and confer to discuss responsibility for payment of such increases.
ARTICLE 26. RETIREMENT
The City is a contracting agency with the Public Employees' Retirement System of the State of California, to which the City and the employees both contribute. This is carried on in conjunction with Social Security. Participation is mandatory for all full-time City employees.
ARTICLE 27. RETIREMENT BENEFITS
A. CalPERS Retirement Contributions
1. A) G.C. Section 21362.2. The CalPERS Public Safety Officer 3% @ 50 Retirement Plan shall be provided for sworn personnel hired prior to December 9, 2011. Sworn employees under this plan shall pay the full nine percent (9%) of the employee share of CalPERS plus two percent (2%) employer contribution. Effective July 14, 2017, sworn employees under this plan will pay an additional one percent (1%) employer contribution, for a total of 3% employer contribution.
B) G.C. Section 21363.1. The CalPERS Public Safety Officer 3% @ 55 Retirement Plan shall be provided for sworn employees hired between December 9, 2011 and December 31, 2012, CalPERS “Classic” members hired on or after January 1, 2013, and those eligible for reciprocity hired on or after January 1, 2013. Sworn employees under this plan shall pay the full nine percent (9%) of the employee share of CalPERS plus two percent (2%) employer contribution. Effective July 14, 2017, sworn employees under this plan will pay an additional one percent (1%) employer contribution, for a total of 3% employer contribution.
C) G.C. Section 7522.25. The CalPERS Public Safety Officer 2.7% @ 57 Retirement Plan shall be provided for new sworn employees hired on or after January 1, 2013 who are not CalPERS “Classic” employees and are not eligible for reciprocity. Sworn employees under this plan shall pay at least 50% of the total normal cost rate (currently 13.75%) of the employee share of CalPERS plus a half percent (0.5%) employer contribution.
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ARTICLE 27. RETIREMENT BENEFITS (continued)
D) The City will amend the Retirement Contract with PERS to allow the additional cost sharing contribution by the employees (the amounts contributed by employees above the member contribution) to be credited to the employee’s CalPERS account and the additional amount will be reported as tax deferred compensation in accordance with IRC 414(h)(2).
2. A) G.C. Section 21354.4. The CalPERS 2.5% at Age 55 Retirement Plan shall be provided for non-sworn employees hired prior to December 21, 2012. All non-sworn employees shall pay the full eight percent (8%) of the employee share of CalPERS.
B) G.C. Section 21354. The CalPERS 2.0% at Age 55 Retirement Plan shall be provided for non-sworn employees hired between December 21, 2012 and December 31, 2012, CalPERS “Classic” members hired on or after January 1, 2013, and those eligible for reciprocity hired on or after January 1, 2013. Non- sworn employees under this plan shall pay the full seven percent (7%) of the employee share of CalPERS.
C) G.C. Section 7522.20. The CalPERS 2% @ 62 Retirement Plan shall be provided for new non-sworn employees hired on or after January 1, 2013 who are not CalPERS “Classic” employees and are not eligible for reciprocity. Non-sworn employees under this plan shall pay at least 50% of the total normal cost rate (currently 7.75%) of the employee share of CalPERS.
3. G.C. Section 20636 (c)(4) pursuant to Section 20691. The employee portion of the CalPERS contribution, made by the City, shall be reported to CalPERS as income. The City will be responsible for the increased CalPERS contribution as a result of the reporting change.
4. G.C. Section 21024 and 21027. Employees may buy back, at their expense, retirement service credit for prior military service as permitted by CalPERS.
5. A) GC Section 20042. Retirement benefits are based on the highest single year compensation.
B) GC Section 20037. For employees hired on or after December 9, 2011, retirement benefits are based on the highest average annual compensation earnable by a member during three consecutive years of employment.
6. GC Section 20965. Employees will receive credit for unused sick leave.
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ARTICLE 27. RETIREMENT BENEFITS (continued)
7. GC Section 21548. The spouse of a deceased member, who was eligible to retire for service at the time of death, may elect to receive the Pre-Retirement Optional Settlement 2 Death Benefit.
8. Effective January 1, 2013, the Public Employee’s Pension Reform Act of 2013 (PEPRA) will apply to all sworn and non-sworn employees, as well as for employees transferring from other CalPERS or reciprocal agencies.
B. Retiree Medical
1. Employees who retire from City service will be allowed to purchase medical insurance coverage through the City subject to applicable plan and PEMHCA requirements.
2. GC Section 22892. Effective January 1, 2009, the City’s contribution shall be an equal amount for both employees and annuitants, which shall be the statutory minimum contribution amount established by CalPERS on an annual basis.
The City’s contribution shall be adjusted annually by the CalPERS Board to reflect any change in the medical care component of the Consumer Price Index, provided that the City is participating in the CalPERS Health Plan.
3. Effective January 1, 2009, the City shall provide a supplemental contribution to employees that are: 1) employed on a full-time basis as of June 30, 2008 and who have been employed with the City on a full-time basis for five (5) years or more at the time of retirement; or 2) employed on a full-time basis after June 30, 2008 and who have been employed by the City on a full-time basis for ten (10) years or more at the time of retirement.
The supplemental contribution shall be equal to the difference between the minimum contribution amount established by CalPERS as set forth above in Article 26, Section C.3 and the following amounts:
For single annuitant coverage: $165.36
For annuitant + 1 dependent: $300.81
For annuitant + 2 or more dependents: $361.86
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ARTICLE 28. EDUCATION
A. The City shall pay tuition and book fees for all classes leading to an undergraduate or graduate degree in a job-related field at an accredited school/college for all unit employees, upon approval of the Police Chief. Reimbursement for educational costs may be granted for employees participating in non-collegiate job-related continuing education/training courses/programs. Payments for all classes must be approved by the Police Chief in advance. Payments to employees will be made after the employee provides evidence of completion of the course/program with a grade C or better or the course/program is passed when a pass/fail grading system is utilized.
Reimbursement shall be limited to$2,000 per fiscal year and shall apply only to expenses for classes completed during the fiscal year in which the reimbursement is being requested. No carryovers are allowed.
B. The education reimbursement in Section A may be provided to employees that have completed the Police Academy within the past 12 months without the requirement for advance approval of the Police Chief. Upon the successful completion of the Field Training Officer program and the approval of the Police Chief, the City will provide up to the fiscal year maximum for reimbursement of Police Academy expenses.
ARTICLE 29. NIGHT DIFFERENTIAL PAY
The City shall pay $1.00 per hour additional wages for each hour worked in a shift that begins at or after 2:00 p.m. Shifts beginning at or after 5:00 a.m. shall be considered day shifts and will not be subject to the differential.
ARTICLE 30. STANDBY STATUS
A. When placed on "emergency standby" by the Police Chief, or his designee, police employees will be granted one-eighth (1/8) of an hour overtime pay for each hour while on "emergency standby." An employee will be given a minimum of one-half (1/2) hour overtime when placed on "emergency standby." "Emergency standby" is the condition in which the employee is immediately available by telephone or pager to respond to the station for duty.
B. Police employees subpoenaed to appear in court outside their regularly scheduled working hours will be granted four (4) hours minimum overtime for a morning or afternoon appearance, or actual overtime beyond the four (4) hour minimum if their appearance is required in both the morning and afternoon of the same day. If subpoenaed to appear on off-duty hours and notice of cancellation of the subpoena is received prior to twenty-four (24) hours of the time for appearance, no overtime will apply; however, if notice of
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ARTICLE 30. STANDBY STATUS (continued)
the cancellation is received within the twenty-four (24) hours prior to the time for appearance, the employee will be granted two (2) hours minimum of overtime.
C. Sworn full time employees assigned to the investigations function will be placed on standby on a rotational schedule as determined by the Police Chief, or their designee. Normally, the standby assignment shall be for a period of one week. The standby assignment and compensation does not apply to employees that are temporarily assigned to assist regularly assigned investigations personnel.
Standby is defined as that circumstance which requires an employee to: 1) be ready to respond immediately to a call for service; 2) be readily available at all hours by telephone or other agreed upon communication equipment; 3) refrain from activities which might impair their assigned duties upon call; 4) and remain within a geographical area that provides for a physical response time not to exceed forty-five (45) minutes. The parties agree that employees on standby, as defined in this paragraph, are “waiting to be engaged.” The parties acknowledge that while on standby, employees may have to engage in phone calls or other de minimus response activity. Phone calls or other responses that are beyond de minimus, but do not require the employee to report to duty are compensable time. Employees that physically respond to call outs are entitled to callback pay as defined in Article 17. The parties agree that employees responding while on standby will be given the option to flex their schedules so as to avoid overtime whenever possible.
Sworn full time employees assigned to the investigations function shall receive an additional 2.5% of base salary as compensation for standby assignment.
ARTICLE 31. PAYCHECKS
The City will pay regular checks on a biweekly basis. The paychecks will be provided to the Police Department for distribution to employees by 3:00 p.m. the day prior to the designated payday unless technical difficulties occur which are beyond the control of the City. In any event, paychecks will be provided no later than 5:00 p.m. on the City's designated payday. However, no check may be deposited into a financial institution to be recorded by the issuing bank prior to the date of the designated payday.
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ARTICLE 32. PAYROLL DEDUCTIONS
Requests for changes in and cancellation of Association dues shall be promptly processed by the Association and put into effect by the City at the employee's request. Deductions for dues shall be made twice monthly by the City and remitted to the Association monthly.
Requests for deductions shall be made on City-approved authorization cards.
The Association agrees to indemnify and hold the City harmless from any liabilities that may arise as a result of the application of this article.
ARTICLE 33. ANNIVERSARY DATES
All current employee anniversary dates shall be as contained in the current City records. All employees hired after July 1, 1986 shall have an anniversary date the same as date of hire.
ARTICLE 34. USE OF PRIVATE VEHICLE / MILEAGE RATE
No worker shall be required as a condition of obtaining or continuing City employment, to possess or provide a private vehicle for use in connection with their City employment. The City shall reimburse employees at the rate established by the City Council for use of personal vehicles when such employees agree to such use upon stated request of the City.
Transportation to and from work shall not be reimbursed.
ARTICLE 35. PERSONNEL FILES
An employee or their designee may inspect their personnel file and obtain copies of any and all items in that file at employee expense. A copy of all materials placed in an employee's personnel file shall be provided to the employee upon the employee's request.
The employee may have placed in their personnel file any signed and dated statement of clarification or disagreement to any item or article contained within their personnel file.
ARTICLE 36. PROBATIONARY PERIOD
All appointments shall be tentative and subject to a probationary period of twelve (12) months. The Police Chief, with the consent of the City Manager, may extend the probationary period for specified cause(s) that shall be provided in writing to an employee.
All probationary employees who are being placed on an extended probationary period shall be given written notice of the extension prior to the expiration of their probationary period.
In the event no such notice is given, the employee shall be considered to have successfully completed their probationary period. An employee who is in a position that is reclassified shall not be required to complete an additional probationary period. The probationary period shall be regarded as a part of a continuing testing process and shall be utilized for closely observing the employee's work, for securing the most effective adjustment of a new employee to their position, and for rejecting any probationary employee whose performance does not meet the required standards of work. The Police Chief, with the consent of the City Manager, may release the probationary employee from City employment without cause at any time during the probationary period.
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ARTICLE 37. RESIGNATION
An employee wishing to leave their employment with the City in good standing shall file with their supervisor a written resignation stating the effective date of their resignation and the reason for leaving. The resigning individual shall file such written resignation at least two (2) weeks in advance of the effective termination date and participate in an exit interview conducted by the City prior to issuance of the final paycheck.
ARTICLE 38. TRANSFERS
Transfer of an employee to a position within the employee's current range shall not affect the employee's salary range. Transfer of an employee to a position within a higher range shall be considered a promotion. Transfer of an employee to a lower range shall be considered a demotion.
ARTICLE 39. PROMOTION
Promotion of an employee to a higher range shall result in an increase in salary. The employee’s salary shall be placed in the salary range of the new position which would result in at least a five percent (5%) increase in salary compared to the employee’s existing salary position. Promotion of the employee may be made with the consent of the City Manager without testing or opening the position for consideration of all non- employees. All current employees shall be given consideration for a position opening that will be filled by promotion. An employee promoted to a new position shall serve a twelve (12) month probationary period in that position. In the event the promoted party is removed from the position to which promoted, the employee shall be considered demoted but shall be returned to the range from which promoted. No change in step shall occur as a result of an employee passing the promoted position probationary period. An employee’s promotion date will become their anniversary date for the purposes of performance evaluations and step increases.
ARTICLE 40. TEMPORARY POSITIONS
The Police Chief may temporarily promote an employee only after entering into a written agreement of the terms of such temporary promotion with the employee.
ARTICLE 41. DEMOTION
Transfer of an employee to a lower class shall result in reduction of salary. The employee's salary shall be placed in the identical step in the lower class that the employee enjoyed in the class from which demotion was made.
Demotion can be made for cause, which shall be provided to the employee in writing by the Police Chief prior to any action taking place. Demotion for disciplinary reasons may be appealed through the grievance procedure by the demoted employee. Demotion for other reasons is not appealable.
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ARTICLE 42. LAYOFF
Whenever, in the judgement of the City, it becomes necessary to make a reduction in force, said reduction whenever possible shall be accomplished through attrition. Workers subject to a reduction in force shall be given at least thirty (30) calendar days' notice prior to the effective date of the layoff. The Association shall receive concurrent notice and may be granted an opportunity to meet and consult with the City to discuss the proposed alternatives to a reduction in force.
When one or more workers performing in the same class in the Police Department are to face a reduction in force, the Police Chief and an AGPOA representative shall confer on the basis on which personnel shall be selected for layoff.
If a laid-off employee's position, or a similar position to which the City determines the former employee is suited, becomes available within nine (9) months of layoff, said former employee shall be recalled. If the job in a lower classification becomes available and a former employee is qualified in the judgement of the City, they may be rehired in the lower classification's position opening.
ARTICLE 43. GRIEVANCE PROCEDURE
Purpose:
A. This grievance procedure shall be the exclusive process to resolve grievances as the term is defined herein below:
B. The purposes of this procedure are:
1. To resolve grievances informally at the lowest level; and
2. To provide an orderly procedure for reviewing and resolving grievances promptly.
Definitions:
A. Grievance means "a complaint by an employee concerning the interpretation or application of the provisions of this Agreement or of rules or regulations governing personnel practices or conditions, which complaint has not been resolved satisfactorily in an informal manner between the employee and their immediate supervisor."
B. As used in this procedure, the term immediate supervisor means "the individual so designated by the Police Chief who assigns, reviews, and directs the work of an employee."
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ARTICLE 43. GRIEVANCE PROCEDURE (continued)
Time Limits:
Each party involved in a grievance shall act quickly so that the grievance may be resolved promptly. Every effort should be made to complete action within the time limits contained in the grievance procedure; but with the written consent of all parties, the time limitation for any step may be extended.
STEP 1
The grievance initially shall be personally discussed between the employee and their immediate supervisor. Within ten (10) calendar days, the immediate supervisor shall give their decision or response.
STEP 2
A. If the grievance is not informally resolved to the satisfaction of the grievant in Step 1, a formal grievance may be initiated. A formal grievance must be initiated no later than:
1. Thirty (30) calendar days after the event of circumstances occasioning the grievance; or
2. Within ten (10) calendar days of the Step 1 decision rendered in the informal grievance procedure, whichever is the latter.
B. However, if the Step 1 informal grievance procedure is not initiated within the period specified in subsection (1) above, the period in which to bring the grievance shall not be extended by subsection (2) above.
C. A Step 2 grievance shall be initiated in writing on a form prescribed by the City and shall be filed with the person designated by the Police Chief as the first level of appeal. The employee may be represented by a representative of their choice.
D. The grievant shall cite the specific provision(s) of the then currently effective Memorandum of Understanding, ordinance, resolution, Department General Order or written rule claimed to have been violated, set forth the facts that purportedly constitute such violation, and the specific remedy sought.
E. Within ten (10) calendar days after the initiation of the Step 2 grievance, the first level of appeal person shall investigate the grievance and give their decision in writing to the grievant.
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ARTICLE 43. GRIEVANCE PROCEDURE (continued)
STEP 3
A. If the grievant is not satisfied with the decision rendered pursuant to Step 2, they may appeal the decision within ten (10) calendar days to the Police Chief or their designated representative. The employee may be represented by a representative of their choice.
B. The Police Chief or his designated representative shall respond in writing within ten (10) calendar days to the grievant. If the Police Chief or their designated representative determines it is desirable, they may hold a meeting with the grievant and/or their representative or otherwise investigate the matter with the objective of resolving the grievance at the lowest possible level. The grievant may decline to participate in the meeting.
STEP 4
A. If the grievant is not satisfied with the decision rendered pursuant to Step 3, they may appeal the decision within ten (10) calendar days to the City Manager. The employee may be represented by a representative of their choice.
B. The City Manager shall respond in writing within twenty-eight (28) calendar days to the grievant. If the City Manager or their designated representative determines it is desirable, they may hold a meeting with the grievant and/or their representative or otherwise investigate the matter with the objective of resolving the grievance at the lowest possible level. The grievant may decline to participate in the meeting.
STEP 5
A. If the grievant is not satisfied with the decision rendered pursuant to Step 4, they may, within ten (10) calendar days, invoke the right to have the grievance resolved by binding arbitration.
B. If the notice from the employee requesting arbitration is endorsed by an authorized Association representative, the Association will bear fifty percent (50%) of the cost of the services of the arbitrator. If the notice is not so endorsed by the Association's representative, then the employee must bear half of the cost of the arbitrator. The City shall be responsible for the remaining fifty percent (50%) of the cost for the services of the arbitrator.
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ARTICLE 43. GRIEVANCE PROCEDURE (continued)
C. The Association's representative and the City Manager, or his representative, shall meet to select a single, qualified, impartial, local arbitrator; but they may agree to use the services of a state agency or arbitration service if a mutually acceptable local arbitrator is unavailable or if both parties are unable to agree upon an acceptable local arbitrator.
D. The arbitration shall be convened as soon as is possible after the notice, and the decision of the arbitrator shall be final and binding on all concerned parties.
ARTICLE 44. MANAGEMENT RIGHTS
The City retains all its exclusive rights and authority under State law and City ordinances and expressly and exclusively retains its management rights, which include but are not limited to:
♦♦ the exclusive right to determine the mission of its constituent departments, commissions, boards;
♦♦ set standards and levels of services;
♦♦ determine the procedures and standards of selection for employment and promotions;
♦♦ direct its employees;
♦♦ determine the methods and means to relieve its employees from duty because of lack of work or other lawful reasons;
♦♦ maintain the efficiency of governmental operations;
♦♦ determine the methods, means, and numbers and kinds of persons by which government operations are to be conducted;
♦♦ determine methods of financing;
♦♦ determine style and/or types of City-issued equipment to be used; ♦♦ determine and/or change the facilities, methods, technology, means, organizational structure and composition of the work force, and allocate and assign work by which the City operations are to be conducted;
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ARTICLE 44. MANAGEMENT RIGHTS (continued)
♦♦ determine and/or change the number of locations, relocations, and types of operations, processes, and materials to be used in carrying out all City functions, including, but not limited to, the right to contract for or subcontract any work, labor, services, or operations of the City;
♦♦ assign work to and schedule employees in accordance with requirements as determined by the City and to establish and change work schedules and assignments upon reasonable notice;
♦♦ establish and modify productivity and performance programs and standards; ♦♦ discharge, suspend, demote, reprimand, withhold salary increases and benefits, or otherwise discipline employees in accordance with applicable law.
The Association recognizes that the City has, and will continue to retain whether exercised or not, the unilateral and exclusive right to operate, administer, and manage its municipal services and work force performing those services in all respects, subject to this Memorandum of Understanding; provided, however, that the exercise of such rights does not preclude employees or their representatives from conferring or raising grievance about the practical consequences that decisions on these matters may have on wages, hours, and other terms and conditions of employment. Nothing in this Management Rights clause modifies the scope of representation defined on the Meyers-Milias-Brown Act.
ARTICLE 45. ASSOCIATION ACTIVITIES
A. The Association shall provide the Police Chief and City Manager with a list of all authorized AGPOA representatives and the list shall be kept current.
B. An employee and/or their AGPOA representative may, when and to the extent necessary, take official City time without loss of compensation in order to participate in the investigation and processing of a grievance, as provided for in this MOU, upon notification and approval of the immediate supervisor or their designee.
C. The Police Chief and City Manager will approve one employee and/or AGPOA representative to take official City time to investigate and process a grievance, when and to the extent necessary, and only if it will in no event adversely affect the operational, security, or safety requirements of the City.
It is understood that the employee and/or AGPOA representative shall make every reasonable effort to perform any of the above activities on off-duty time.
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ARTICLE 46. ASSOCIATION ACCESS TO WORK LOCATIONS
A. The City agrees that the authorized AGPOA representative shall be granted access to work location(s) to participate in investigation and processing of grievances per the grievance procedure of the MOU or to observe working conditions, upon approval of the Police Chief and City Manager, when to the extent necessary.
C. The Association shall provide the Police Chief and City Manager with a list of all authorized AGPOA representatives, and the list shall be kept current by the Association.
C. Upon notification and approval of the City Manager or their designee, an authorized AGPOA staff member is permitted to communicate with the employee(s) and/or AGPOA representatives on official City time without said employee(s) and/or AGPOA representatives' loss of compensation. It is not the intent of this section to allow general Association meetings on City time but, rather, to allow investigation and discussion of working conditions, grievances, and safety issues.
D. It is understood that every reasonable effort shall be made to perform the above activities on off-duty time.
ARTICLE 47. ASSOCIATION USE OF CITY FACILITIES
A. The Association may, with prior approval of the City Manager, be granted the use of City facilities for meetings of Association members, provided space is available. No use fee will be charges.
B. The City agrees to furnish bulletin board space of reasonable size for posting of AGPOA materials.
ARTICLE 48. ASSOCIATION MEET AND CONFER REPRESENTATION
Three (3) AGPOA representatives shall constitute the maximum number of employees for meet and confer sessions with City representatives on City time during representatives working hours for the purpose of meeting and conferring in good faith without loss of pay or any benefits.
ARTICLE 49. NO STRIKE/NO LOCKOUT
The Association agrees that during the term of the Memorandum of Understanding, neither the Association or the employees it represents will engage in, encourage, sanction, support, or suggest any strikes. The employer agrees that it will not lockout any of its employees during the term of this Memorandum of Understanding.
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ARTICLE 50. NONDISCRIMINATION
The City shall pursue a policy of affirmative action, equal opportunity, and equal promotional opportunity for all workers in accordance with applicable law.
No Association member shall be discriminated against by the City because of their efforts in carrying out this Memorandum of Understanding or because of political, religious, union or nonunion affiliation of belief, race, color, age, sex, national origin, handicap, marital or military status, or sexual preference; nor shall any members of the Association discriminate against any employee or official of the City based upon the foregoing reasons.
ARTICLE 51. MOU IMPLEMENTATION
Both parties agree that the terms of this Memorandum of Understanding supersede provisions of all other practices, Memorandum of Understanding, resolution, and rules of the City that conflict with provisions of this Agreement.
ARTICLE 52. MAINTENANCE OF BENEFITS
All benefits enjoyed by unit employees as of July 1, 2021, and any side letter agreements currently in effect or reached after that date, shall remain in full force and effect unless modified by a subsequent Memorandum of Understanding or by mutual agreement, in writing, of the parties.
Exhibit "A", “B”, “C”, “D”, “E”, “F”, “G”, and “H” are attached and incorporated as part of this Memorandum of Understanding.
ARTICLE 53. POLICY CONFLICTS
The policies and provisions contained herein shall supersede, in all material respects, all conflicting or inconsistent policies and provisions contained in the City of Arroyo Grande Personnel Regulations and the City of Arroyo Grande Administrative Policies and Procedures.
ARTICLE 54. NEW HIRE ORIENTATION
Pursuant to Government Code Sections 3555-3559, the Arroyo Grande Police Officers’ Association (“AGPOA”) and the City of Arroyo Grande (“City”) agree that the ability of an exclusive representative to communicate with the public employees it represents is necessary to ensure the effectiveness of state labor relations statutes, and the exclusive representative cannot properly discharge its legal obligations unless it is able to meaningfully communicate with the public employees on whose behalf it acts. This communication includes an opportunity to discuss the rights and obligations created by the contract and the role of the representative, and to answer questions. The AGPOA and the City agree that the recognized exclusive representative of the AGPOA be provided meaningful access to their represented members as outlined below:
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ARTICLE 54. NEW HIRE ORIENTATION (continued)
A. The City will provide the AGPOA with 10 days’ advance notice of a new employee orientation, except when the need for the orientation is urgent and unforeseeable. In that case, the City will provide the AGPOA with as much advance notice as is reasonable, given the circumstances. A new employee orientation means the onboarding process of a newly hired member in which members are advised of their employment status, rights, benefits, duties and responsibilities, or any other employment-related matters.
B. The City will allow the exclusive representative of the AGPOA up to thirty minutes of paid time off to attend the new employee orientation, or at a later agreed upon time, for the purposes of providing information, educating the new employee(s) and otherwise facilitating the mutual benefits of these provisions. The AGPOA representative may meet independently with the newly hired member at the orientation.
C. The AGPOA and the City agree to meet and confer over any additional provisions with respect to the structure, time, and manner of union access to the new employee orientation. If no agreement is reached, the dispute will be resolved through compulsory interest arbitration as set forth in the Government Code.
D. The City will provide the AGPOA Executive Board with the name, home address, personal email address, and personal cell phone number on file with the City of all new employees within 30 days of hire. In addition, the City will provide the AGPOA Executive Board with the name, home address, personal email address, and personal cell phone number on file with the City of all employees at least every 120 days.
MEMORANDUM OF UNDERSTANDING, 2023/24 – 2026/27
AGPOA AND CITY OF ARROYO GRANDE
PAGE 29
REPRESENTATIVES OF REPRESENTATIVES OF ARROYO
CITY OF ARROYO GRANDE GRANDE POLICE OFFICERS'
ASSOCIATION
DATE: DATE: ____________________
__________________________ __________________________
CHE JOHNSON STACIE CASABIAN
LIEBERT CASSIDY WHITMORE MASTAGNI HOLSTEDT, A.P.C.
__________________________ __________________________
NICOLE VALENTINE JEFFERY SMITH
CITY NEGOTIATOR NEGOTIATOR, AGPOA
__________________________ __________________________
TASHINA URENO JEREMY BURNS
CITY NEGOTIATOR NEGOTIATOR, AGPOA
__________________________
JASON CASTILLO
NEGOTIATOR, AGPOA
Exhibit "A"
RANGE A B C D E Positions
31 Biweekly 3,287.34 3,451.71 3,624.30 3,805.51 3,995.79 Police Officer Monthly 7,122.58 7,478.70 7,852.64 8,245.27 8,657.54
Annual 85,470.91 89,744.45 94,231.68 98,943.26 103,890.42 32 Biweekly 3,369.21 3,537.67 3,714.55 3,900.28 4,095.29 Monthly 7,299.95 7,664.94 8,048.19 8,450.60 8,873.13
Annual 87,599.34 91,979.31 96,578.28 101,407.19 106,477.55 33 Biweekly 3,452.29 3,624.90 3,806.15 3,996.46 4,196.28 Monthly 7,479.96 7,853.96 8,246.66 8,658.99 9,091.94
Annual 89,759.54 94,247.52 98,959.90 103,907.89 109,103.29 34 Biweekly 3,542.09 3,719.20 3,905.16 4,100.42 4,305.44 Monthly 7,674.54 8,058.27 8,461.18 8,884.24 9,328.45
Annual 92,094.47 96,699.19 101,534.15 106,610.86 111,941.40 35 Biweekly 3,630.07 3,811.57 4,002.15 4,202.26 4,412.37 Sr. Police Officer Monthly 7,865.15 8,258.40 8,671.32 9,104.89 9,560.13
Annual 94,381.74 99,100.83 104,055.87 109,258.66 114,721.60 36 Biweekly 3,719.87 3,905.87 4,101.16 4,306.22 4,521.53 Monthly 8,059.72 8,462.71 8,885.84 9,330.14 9,796.64
Annual 96,716.66 101,552.50 106,630.12 111,961.63 117,559.71 37 Biweekly 3,812.73 4,003.37 4,203.54 4,413.71 4,634.40 Monthly 8,260.92 8,673.96 9,107.66 9,563.04 10,041.20
Annual 99,131.01 104,087.56 109,291.93 114,756.53 120,494.36 38 Biweekly 3,906.20 4,101.51 4,306.59 4,521.92 4,748.01 Monthly 8,463.44 8,886.61 9,330.94 9,797.49 10,287.36
Annual 101,561.23 106,639.29 111,971.26 117,569.82 123,448.31 39 Biweekly 4,005.17 4,205.43 4,415.70 4,636.48 4,868.31 Monthly 8,677.87 9,111.76 9,567.35 10,045.72 10,548.00
Annual 104,134.41 109,341.13 114,808.19 120,548.60 126,576.03
CITY OF ARROYO GRANDE
EFFECTIVE 09/15/23
SCHEDULE OF SALARY RANGES-POLICE
SWORN
Exhibit "A"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 09/15/23
SCHEDULE OF SALARY RANGES-POLICE
SWORN
40 Biweekly 4,102.92 4,308.06 4,523.47 4,749.64 4,987.12 Monthly 8,889.65 9,334.13 9,800.84 10,290.88 10,805.43
Annual 106,675.83 112,009.62 117,610.10 123,490.60 129,665.14 41 Biweekly 4,207.38 4,417.75 4,638.64 4,870.57 5,114.10 Monthly 9,116.00 9,571.80 10,050.39 10,552.91 11,080.55 Annual 109,391.96 114,861.56 120,604.64 126,634.87 132,966.61 42 Biweekly 4,312.46 4,528.08 4,754.49 4,992.21 5,241.82 Police Sergeant Monthly 9,343.67 9,810.85 10,301.39 10,816.46 11,357.28 Annual 112,123.98 117,730.18 123,616.69 129,797.53 136,287.40 43 Biweekly 4,420.59 4,641.62 4,873.70 5,117.39 5,373.26 Monthly 9,577.95 10,056.85 10,559.69 11,087.68 11,642.06 Annual 114,935.42 120,682.19 126,716.30 133,052.12 139,704.72 44 Biweekly 4,529.95 4,756.44 4,994.27 5,243.98 5,506.18 Monthly 9,814.89 10,305.63 10,820.91 11,361.96 11,930.05 Annual 117,778.63 123,667.56 129,850.94 136,343.48 143,160.66
Exhibit "B"
RANGE A B C D E Positions
17 Biweekly 2,046.02 2,148.32 2,255.74 2,368.53 2,486.95 Monthly 4,433.05 4,654.70 4,887.44 5,131.81 5,388.40
Annual 53,196.58 55,856.41 58,649.23 61,581.69 64,660.78 18 Biweekly 2,097.48 2,202.35 2,312.47 2,428.10 2,549.50 Records Clerk Monthly 4,544.54 4,771.77 5,010.36 5,260.87 5,523.92
Annual 54,534.50 57,261.22 60,124.28 63,130.50 66,287.02 19 Biweekly 2,150.06 2,257.56 2,370.44 2,488.96 2,613.41 Monthly 4,658.46 4,891.38 5,135.95 5,392.75 5,662.38
Annual 55,901.49 58,696.57 61,631.40 64,712.97 67,948.62 20 Biweekly 2,204.31 2,314.53 2,430.25 2,551.77 2,679.36 Monthly 4,776.01 5,014.81 5,265.55 5,528.83 5,805.27
Annual 57,312.12 60,177.73 63,186.61 66,345.94 69,663.24 21 Biweekly 2,259.69 2,372.67 2,491.30 2,615.87 2,746.66 Monthly 4,895.99 5,140.79 5,397.82 5,667.72 5,951.10
Annual 58,751.83 61,689.42 64,773.89 68,012.59 71,413.22 22 Biweekly 2,317.30 2,433.16 2,554.82 2,682.56 2,816.69 Records/Property Monthly 5,020.81 5,271.85 5,535.44 5,812.21 6,102.83 Evidence Tech.
Annual 60,249.71 63,262.20 66,425.31 69,746.57 73,233.90 23 Biweekly 2,375.47 2,494.24 2,618.95 2,749.90 2,887.39 Monthly 5,146.84 5,404.19 5,674.40 5,958.12 6,256.02
Annual 61,762.13 64,850.24 68,092.75 71,497.39 75,072.26 24 Biweekly 2,435.31 2,557.08 2,684.93 2,819.18 2,960.14 Monthly 5,276.52 5,540.34 5,817.36 6,108.23 6,413.64
Annual 63,318.19 66,484.09 69,808.30 73,298.71 76,963.65 25 Biweekly 2,497.40 2,622.27 2,753.38 2,891.05 3,035.61 Monthly 5,411.03 5,681.59 5,965.66 6,263.95 6,577.15
Annual 64,932.41 68,179.03 71,587.98 75,167.38 78,925.75
CITY OF ARROYO GRANDE
EFFECTIVE 09/15/23
SCHEDULE OF SALARY RANGES-POLICE
NON-SWORN
Exhibit "B"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 09/15/23
SCHEDULE OF SALARY RANGES-POLICE
NON-SWORN
26 Biweekly 2,558.93 2,686.87 2,821.22 2,962.28 3,110.39 Monthly 5,544.34 5,821.56 6,112.64 6,418.27 6,739.18
Annual 66,532.09 69,858.69 73,351.62 77,019.20 80,870.17 27 Biweekly 2,621.57 2,752.65 2,890.28 3,034.80 3,186.54 Police Trainee Monthly 5,680.07 5,964.07 6,262.28 6,575.39 6,904.16
Annual 68,160.85 71,568.89 75,147.34 78,904.70 82,849.94 28 Biweekly 2,687.57 2,821.95 2,963.05 3,111.20 3,266.76 Monthly 5,823.07 6,114.23 6,419.94 6,740.93 7,077.98
Annual 69,876.87 73,370.71 77,039.25 80,891.21 84,935.77 29 Biweekly 2,755.25 2,893.01 3,037.66 3,189.55 3,349.02 Monthly 5,969.71 6,268.19 6,581.60 6,910.68 7,256.22
Annual 71,636.51 75,218.34 78,979.26 82,928.22 87,074.63 30 Biweekly 2,821.81 2,962.90 3,111.05 3,266.60 3,429.93 Monthly 6,113.92 6,419.62 6,740.60 7,077.63 7,431.51
Annual 73,367.08 77,035.43 80,887.20 84,931.56 89,178.14 31 Biweekly 2,892.85 3,037.49 3,189.36 3,348.83 3,516.27 Monthly 6,267.83 6,581.22 6,910.28 7,255.80 7,618.59
Annual 75,213.98 78,974.68 82,923.41 87,069.58 91,423.06 32 Biweekly 2,968.35 3,116.77 3,272.61 3,436.24 3,608.05 Monthly 6,431.43 6,753.01 7,090.66 7,445.19 7,817.45
Annual 77,177.22 81,036.08 85,087.88 89,342.28 93,809.39 33 Biweekly 3,041.63 3,193.71 3,353.39 3,521.06 3,697.12 Monthly 6,590.19 6,919.70 7,265.69 7,628.97 8,010.42
Annual 79,082.29 83,036.40 87,188.23 91,547.64 96,125.02
Exhibit "C"
RANGE A B C D E Positions
31 Biweekly 3,402.40 3,572.52 3,751.15 3,938.70 4,135.64 Police Officer Monthly 7,371.87 7,740.46 8,127.48 8,533.86 8,960.55
Annual 88,462.39 92,885.51 97,529.79 102,406.28 107,526.59 32 Biweekly 3,487.13 3,661.48 3,844.56 4,036.79 4,238.63 Monthly 7,555.44 7,933.22 8,329.88 8,746.37 9,183.69
Annual 90,665.32 95,198.59 99,958.52 104,956.44 110,204.26 33 Biweekly 3,573.12 3,751.78 3,939.37 4,136.33 4,343.15 Monthly 7,741.76 8,128.85 8,535.29 8,962.06 9,410.16
Annual 92,901.13 97,546.19 102,423.49 107,544.67 112,921.90 34 Biweekly 3,666.07 3,849.37 4,041.84 4,243.93 4,456.13 Monthly 7,943.15 8,340.31 8,757.32 9,195.19 9,654.95
Annual 95,317.77 100,083.66 105,087.85 110,342.24 115,859.35 35 Biweekly 3,757.12 3,944.98 4,142.22 4,349.34 4,566.80 Sr. Police Officer Monthly 8,140.43 8,547.45 8,974.82 9,423.56 9,894.74
Annual 97,685.10 102,569.36 107,697.82 113,082.72 118,736.85 36 Biweekly 3,850.07 4,042.57 4,244.70 4,456.93 4,679.78 Monthly 8,341.81 8,758.90 9,196.85 9,656.69 10,139.52
Annual 100,101.75 105,106.83 110,362.18 115,880.28 121,674.30 37 Biweekly 3,946.18 4,143.49 4,350.66 4,568.19 4,796.60 Monthly 8,550.05 8,977.55 9,426.43 9,897.75 10,392.64
Annual 102,600.59 107,730.62 113,117.15 118,773.01 124,711.66 38 Biweekly 4,042.92 4,245.06 4,457.32 4,680.18 4,914.19 Monthly 8,759.66 9,197.64 9,657.52 10,140.40 10,647.42
Annual 105,115.88 110,371.67 115,890.25 121,684.77 127,769.00 39 Biweekly 4,145.35 4,352.62 4,570.25 4,798.76 5,038.70 Monthly 8,981.59 9,430.67 9,902.21 10,397.32 10,917.18
Annual 107,779.12 113,168.07 118,826.48 124,767.80 131,006.19
CITY OF ARROYO GRANDE
EFFECTIVE 07/05/24
SCHEDULE OF SALARY RANGES-POLICE
SWORN
Exhibit "C"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 07/05/24
SCHEDULE OF SALARY RANGES-POLICE
SWORN
40 Biweekly 4,246.52 4,458.84 4,681.79 4,915.88 5,161.67 Monthly 9,200.79 9,660.83 10,143.87 10,651.06 11,183.62 Annual 110,409.48 115,929.96 121,726.45 127,812.78 134,203.41 41 Biweekly 4,354.64 4,572.37 4,800.99 5,041.04 5,293.09 Monthly 9,435.06 9,906.81 10,402.15 10,922.26 11,468.37 Annual 113,220.68 118,881.72 124,825.80 131,067.09 137,620.45 42 Biweekly 4,463.40 4,686.57 4,920.90 5,166.94 5,425.29 Police Sergeant Monthly 9,670.69 10,154.23 10,661.94 11,195.04 11,754.79 Annual 116,048.32 121,850.74 127,943.27 134,340.44 141,057.46 43 Biweekly 4,575.31 4,804.08 5,044.28 5,296.50 5,561.32 Monthly 9,913.18 10,408.84 10,929.28 11,475.75 12,049.53 Annual 118,958.16 124,906.07 131,151.37 137,708.94 144,594.39 44 Biweekly 4,688.50 4,922.92 5,169.07 5,427.52 5,698.90 Monthly 10,158.41 10,666.33 11,199.64 11,759.63 12,347.61 Annual 121,900.88 127,995.92 134,395.72 141,115.51 148,171.28
Exhibit "D"
RANGE A B C D E Positions
17 Biweekly 2,117.63 2,223.51 2,334.69 2,451.43 2,574.00 Monthly 4,588.21 4,817.62 5,058.50 5,311.42 5,576.99
Annual 55,058.46 57,811.39 60,701.96 63,737.05 66,923.91 18 Biweekly 2,170.89 2,279.44 2,393.41 2,513.08 2,638.73 Records Clerk Monthly 4,703.60 4,938.78 5,185.72 5,445.01 5,717.26
Annual 56,443.20 59,265.36 62,228.63 65,340.06 68,607.07 19 Biweekly 2,225.31 2,336.57 2,453.40 2,576.07 2,704.88 Monthly 4,821.50 5,062.58 5,315.71 5,581.49 5,860.57
Annual 57,858.05 60,750.95 63,788.50 66,977.92 70,326.82 20 Biweekly 2,281.46 2,395.54 2,515.31 2,641.08 2,773.13 Monthly 4,943.17 5,190.33 5,449.85 5,722.34 6,008.45
Annual 59,318.04 62,283.95 65,398.14 68,668.05 72,101.45 21 Biweekly 2,338.77 2,455.71 2,578.50 2,707.42 2,842.80 Monthly 5,067.35 5,320.71 5,586.75 5,866.09 6,159.39
Annual 60,808.14 63,848.55 67,040.98 70,393.03 73,912.68 22 Biweekly 2,398.40 2,518.32 2,644.24 2,776.45 2,915.27 Records/Property Monthly 5,196.54 5,456.36 5,729.18 6,015.64 6,316.42 Evidence Tech.
Annual 62,358.45 65,476.37 68,750.19 72,187.70 75,797.09 23 Biweekly 2,458.61 2,581.54 2,710.62 2,846.15 2,988.45 Monthly 5,326.98 5,593.33 5,873.00 6,166.65 6,474.98
Annual 63,923.81 67,120.00 70,476.00 73,999.80 77,699.79 24 Biweekly 2,520.55 2,646.58 2,778.91 2,917.85 3,063.75 Monthly 5,461.19 5,734.25 6,020.97 6,322.01 6,638.11
Annual 65,534.32 68,811.04 72,251.59 75,864.17 79,657.38 25 Biweekly 2,584.81 2,714.05 2,849.75 2,992.24 3,141.85 Monthly 5,600.42 5,880.44 6,174.46 6,483.19 6,807.35
Annual 67,205.04 70,565.29 74,093.56 77,798.24 81,688.15
CITY OF ARROYO GRANDE
EFFECTIVE 07/05/24
SCHEDULE OF SALARY RANGES-POLICE
NON-SWORN
Exhibit "D"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 07/05/24
SCHEDULE OF SALARY RANGES-POLICE
NON-SWORN
26 Biweekly 2,648.49 2,780.91 2,919.96 3,065.96 3,219.25 Monthly 5,738.39 6,025.31 6,326.58 6,642.91 6,975.05
Annual 68,860.71 72,303.74 75,918.93 79,714.88 83,700.62 27 Biweekly 2,713.33 2,848.99 2,991.44 3,141.01 3,298.06 Police Trainee Monthly 5,878.87 6,172.82 6,481.46 6,805.53 7,145.81
Annual 70,546.48 74,073.80 77,777.49 81,666.37 85,749.69 28 Biweekly 2,781.64 2,920.72 3,066.75 3,220.09 3,381.10 Monthly 6,026.88 6,328.22 6,644.63 6,976.87 7,325.71
Annual 72,322.56 75,938.69 79,735.62 83,722.40 87,908.52 29 Biweekly 2,851.68 2,994.27 3,143.98 3,301.18 3,466.24 Monthly 6,178.65 6,487.58 6,811.96 7,152.56 7,510.19
Annual 74,143.79 77,850.98 81,743.53 85,830.71 90,122.24 30 Biweekly 2,920.57 3,066.60 3,219.93 3,380.93 3,549.98 Monthly 6,327.91 6,644.31 6,976.52 7,325.35 7,691.61
Annual 75,934.92 79,731.67 83,718.25 87,904.17 92,299.37 31 Biweekly 2,994.09 3,143.80 3,300.99 3,466.04 3,639.34 Monthly 6,487.21 6,811.57 7,152.14 7,509.75 7,885.24
Annual 77,846.47 81,738.79 85,825.73 90,117.02 94,622.87 32 Biweekly 3,072.25 3,225.86 3,387.15 3,556.51 3,734.34 Monthly 6,656.54 6,989.36 7,338.83 7,705.77 8,091.06
Annual 79,878.42 83,872.34 88,065.96 92,469.26 97,092.72 33 Biweekly 3,148.08 3,305.49 3,470.76 3,644.30 3,826.52 Monthly 6,820.85 7,161.89 7,519.98 7,895.98 8,290.78
Annual 81,850.17 85,942.68 90,239.81 94,751.80 99,489.39
Exhibit "E"
RANGE A B C D E Positions
31 Biweekly 3,521.48 3,697.56 3,882.44 4,076.56 4,280.39 Police Officer Monthly 7,629.88 8,011.38 8,411.94 8,832.54 9,274.17
Annual 91,558.58 96,136.50 100,943.33 105,990.50 111,290.02 32 Biweekly 3,609.18 3,789.64 3,979.12 4,178.07 4,386.98 Monthly 7,819.88 8,210.88 8,621.42 9,052.49 9,505.12
Annual 93,838.61 98,530.54 103,457.06 108,629.92 114,061.41 33 Biweekly 3,698.18 3,883.09 4,077.24 4,281.11 4,495.16 Monthly 8,012.72 8,413.36 8,834.03 9,275.73 9,739.51
Annual 96,152.67 100,960.30 106,008.32 111,308.73 116,874.17 34 Biweekly 3,794.38 3,984.10 4,183.30 4,392.47 4,612.09 Monthly 8,221.16 8,632.22 9,063.83 9,517.02 9,992.87
Annual 98,653.90 103,586.59 108,765.92 114,204.22 119,914.43 35 Biweekly 3,888.62 4,083.05 4,287.20 4,501.56 4,726.64 Sr. Police Officer Monthly 8,425.34 8,846.61 9,288.94 9,753.38 10,241.05
Annual 101,104.08 106,159.28 111,467.25 117,040.61 122,892.64 36 Biweekly 3,984.82 4,184.06 4,393.26 4,612.93 4,843.57 Monthly 8,633.78 9,065.46 9,518.74 9,994.67 10,494.41
Annual 103,605.31 108,785.57 114,224.85 119,936.09 125,932.90 37 Biweekly 4,084.29 4,288.51 4,502.93 4,728.08 4,964.48 Monthly 8,849.30 9,291.77 9,756.35 10,244.17 10,756.38
Annual 106,191.61 111,501.19 117,076.25 122,930.07 129,076.57 38 Biweekly 4,184.42 4,393.64 4,613.32 4,843.99 5,086.19 Monthly 9,066.24 9,519.56 9,995.53 10,495.31 11,020.08
Annual 108,794.93 114,234.68 119,946.41 125,943.73 132,240.92 39 Biweekly 4,290.44 4,504.96 4,730.21 4,966.72 5,215.05 Monthly 9,295.95 9,760.75 10,248.78 10,761.22 11,299.28 Annual 111,551.39 117,128.96 122,985.41 129,134.68 135,591.41
CITY OF ARROYO GRANDE
EFFECTIVE 07/04/25
SCHEDULE OF SALARY RANGES-POLICE
SWORN
Exhibit "E"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 07/04/25
SCHEDULE OF SALARY RANGES-POLICE
SWORN
40 Biweekly 4,395.15 4,614.90 4,845.65 5,087.93 5,342.33 Monthly 9,522.82 9,998.96 10,498.91 11,023.85 11,575.04 Annual 114,273.81 119,987.50 125,986.88 132,286.22 138,900.53 41 Biweekly 4,507.05 4,732.41 4,969.03 5,217.48 5,478.35 Monthly 9,765.28 10,253.55 10,766.23 11,304.54 11,869.76 Annual 117,183.41 123,042.58 129,194.70 135,654.44 142,437.16 42 Biweekly 4,619.62 4,850.60 5,093.13 5,347.78 5,615.17 Police Sergeant Monthly 10,009.17 10,509.63 11,035.11 11,586.86 12,166.21 Annual 120,110.01 126,115.51 132,421.29 139,042.35 145,994.47 43 Biweekly 4,735.45 4,972.22 5,220.83 5,481.88 5,755.97 Monthly 10,260.14 10,773.15 11,311.81 11,877.40 12,471.27 Annual 123,121.70 129,277.78 135,741.67 142,528.75 149,655.19 44 Biweekly 4,852.59 5,095.22 5,349.98 5,617.48 5,898.36 Monthly 10,513.95 11,039.65 11,591.63 12,171.21 12,779.77 Annual 126,167.41 132,475.78 139,099.57 146,054.55 153,357.28
Exhibit "F"
RANGE A B C D E Positions
17 Biweekly 2,191.75 2,301.34 2,416.40 2,537.23 2,664.09 Monthly 4,748.79 4,986.23 5,235.54 5,497.32 5,772.19
Annual 56,985.51 59,834.79 62,826.52 65,967.85 69,266.24 18 Biweekly 2,246.87 2,359.22 2,477.18 2,601.04 2,731.09 Records Clerk Monthly 4,868.23 5,111.64 5,367.22 5,635.58 5,917.36
Annual 58,418.72 61,339.65 64,406.63 67,626.97 71,008.31 19 Biweekly 2,303.20 2,418.36 2,539.27 2,666.24 2,799.55 Monthly 4,990.26 5,239.77 5,501.76 5,776.85 6,065.69
Annual 59,883.08 62,877.23 66,021.09 69,322.15 72,788.26 20 Biweekly 2,361.31 2,479.38 2,603.35 2,733.52 2,870.19 Monthly 5,116.18 5,371.99 5,640.59 5,922.62 6,218.75
Annual 61,394.18 64,463.88 67,687.08 71,071.43 74,625.00 21 Biweekly 2,420.63 2,541.66 2,668.75 2,802.18 2,942.29 Monthly 5,244.70 5,506.94 5,782.28 6,071.40 6,374.97
Annual 62,936.43 66,083.25 69,387.41 72,856.78 76,499.62 22 Biweekly 2,482.35 2,606.46 2,736.79 2,873.63 3,017.31 Records/Property Monthly 5,378.42 5,647.34 5,929.70 6,226.19 6,537.50 Evidence Tech.
Annual 64,541.00 67,768.05 71,156.45 74,714.27 78,449.98 23 Biweekly 2,544.66 2,671.89 2,805.49 2,945.76 3,093.05 Monthly 5,513.43 5,789.10 6,078.55 6,382.48 6,701.61
Annual 66,161.14 69,469.20 72,942.66 76,589.79 80,419.28 24 Biweekly 2,608.77 2,739.21 2,876.17 3,019.98 3,170.98 Monthly 5,652.34 5,934.95 6,231.70 6,543.28 6,870.45
Annual 67,828.02 71,219.42 74,780.40 78,519.42 82,445.39 25 Biweekly 2,675.28 2,809.04 2,949.49 3,096.97 3,251.82 Monthly 5,796.43 6,086.26 6,390.57 6,710.10 7,045.60
Annual 69,557.22 73,035.08 76,686.83 80,521.17 84,547.23
CITY OF ARROYO GRANDE
EFFECTIVE 07/04/25
SCHEDULE OF SALARY RANGES-POLICE
NON-SWORN
Exhibit "F"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 07/04/25
SCHEDULE OF SALARY RANGES-POLICE
NON-SWORN
26 Biweekly 2,741.19 2,878.25 3,022.16 3,173.27 3,331.93 Monthly 5,939.24 6,236.20 6,548.01 6,875.41 7,219.18
Annual 71,270.83 74,834.37 78,576.09 82,504.90 86,630.14 27 Biweekly 2,808.29 2,948.71 3,096.14 3,250.95 3,413.50 Police Trainee Monthly 6,084.63 6,388.87 6,708.31 7,043.72 7,395.91
Annual 73,015.61 76,666.39 80,499.70 84,524.69 88,750.92 28 Biweekly 2,878.99 3,022.94 3,174.09 3,332.80 3,499.44 Monthly 6,237.82 6,549.71 6,877.20 7,221.06 7,582.11
Annual 74,853.85 78,596.54 82,526.37 86,652.69 90,985.32 29 Biweekly 2,951.49 3,099.07 3,254.02 3,416.72 3,587.56 Monthly 6,394.90 6,714.65 7,050.38 7,402.90 7,773.04
Annual 76,738.82 80,575.77 84,604.55 88,834.78 93,276.52 30 Biweekly 3,022.79 3,173.93 3,332.63 3,499.26 3,674.23 Monthly 6,549.39 6,876.86 7,220.70 7,581.73 7,960.82
Annual 78,592.65 82,522.28 86,648.39 90,980.81 95,529.85 31 Biweekly 3,098.89 3,253.83 3,416.52 3,587.35 3,766.72 Monthly 6,714.26 7,049.97 7,402.47 7,772.59 8,161.22
Annual 80,571.09 84,599.65 88,829.63 93,271.11 97,934.67 32 Biweekly 3,179.78 3,338.76 3,505.70 3,680.99 3,865.04 Monthly 6,889.51 7,233.99 7,595.69 7,975.47 8,374.25
Annual 82,674.17 86,807.87 91,148.27 95,705.68 100,490.97 33 Biweekly 3,258.27 3,421.18 3,592.24 3,771.85 3,960.44 Monthly 7,059.58 7,412.56 7,783.18 8,172.34 8,580.96
Annual 84,714.93 88,950.67 93,398.21 98,068.12 102,971.52
Exhibit "G"
RANGE A B C D E Positions
31 Biweekly 3,644.74 3,826.97 4,018.32 4,219.24 4,430.20 Police Officer Monthly 7,896.93 8,291.77 8,706.36 9,141.68 9,598.76
Annual 94,763.13 99,501.28 104,476.35 109,700.16 115,185.17 32 Biweekly 3,735.50 3,922.27 4,118.39 4,324.31 4,540.52 Monthly 8,093.58 8,498.26 8,923.17 9,369.33 9,837.80
Annual 97,122.96 101,979.11 107,078.06 112,431.96 118,053.56 33 Biweekly 3,827.62 4,019.00 4,219.95 4,430.94 4,652.49 Monthly 8,293.17 8,707.83 9,143.22 9,600.38 10,080.40
Annual 99,518.01 104,493.91 109,718.61 115,204.54 120,964.77 34 Biweekly 3,927.18 4,123.54 4,329.72 4,546.21 4,773.52 Monthly 8,508.90 8,934.34 9,381.06 9,850.11 10,342.62
Annual 102,106.78 107,212.12 112,572.73 118,201.36 124,111.43 35 Biweekly 4,024.72 4,225.96 4,437.25 4,659.12 4,892.07 Sr. Police Officer Monthly 8,720.23 9,156.24 9,614.05 10,094.75 10,599.49
Annual 104,642.72 109,874.86 115,368.60 121,137.03 127,193.88 36 Biweekly 4,124.29 4,330.50 4,547.03 4,774.38 5,013.10 Monthly 8,935.96 9,382.76 9,851.89 10,344.49 10,861.71
Annual 107,231.49 112,593.07 118,222.72 124,133.86 130,340.55 37 Biweekly 4,227.24 4,438.61 4,660.54 4,893.56 5,138.24 Monthly 9,159.03 9,616.98 10,097.83 10,602.72 11,132.85 Annual 109,908.32 115,403.73 121,173.92 127,232.62 133,594.25 38 Biweekly 4,330.88 4,547.42 4,774.79 5,013.53 5,264.21 Monthly 9,383.56 9,852.74 10,345.38 10,862.65 11,405.78 Annual 112,602.75 118,232.89 124,144.54 130,351.76 136,869.35 39 Biweekly 4,440.60 4,662.63 4,895.77 5,140.55 5,397.58 Monthly 9,621.31 10,102.37 10,607.49 11,137.87 11,694.76 Annual 115,455.69 121,228.47 127,289.89 133,654.39 140,337.11
CITY OF ARROYO GRANDE
EFFECTIVE 07/03/26
SCHEDULE OF SALARY RANGES-POLICE
SWORN
Exhibit "G"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 07/03/26
SCHEDULE OF SALARY RANGES-POLICE
SWORN
40 Biweekly 4,548.98 4,776.43 5,015.25 5,266.01 5,529.31 Monthly 9,856.12 10,348.92 10,866.37 11,409.69 11,980.17 Annual 118,273.40 124,187.07 130,396.42 136,916.24 143,762.05 41 Biweekly 4,664.80 4,898.04 5,142.94 5,400.09 5,670.09 Monthly 10,107.07 10,612.42 11,143.04 11,700.20 12,285.21 Annual 121,284.82 127,349.07 133,716.52 140,402.35 147,422.46 42 Biweekly 4,781.30 5,020.37 5,271.39 5,534.96 5,811.70 Police Sergeant Monthly 10,359.49 10,877.46 11,421.34 11,992.40 12,592.02 Annual 124,313.86 130,529.56 137,056.03 143,908.84 151,104.28 43 Biweekly 4,901.19 5,146.25 5,403.56 5,673.74 5,957.43 Monthly 10,619.25 11,150.21 11,707.72 12,293.11 12,907.76 Annual 127,430.96 133,802.50 140,492.63 147,517.26 154,893.12 44 Biweekly 5,022.43 5,273.56 5,537.23 5,814.09 6,104.80 Monthly 10,881.94 11,426.04 11,997.34 12,597.20 13,227.07 Annual 130,583.27 137,112.43 143,968.05 151,166.46 158,724.78
Exhibit "H"
RANGE A B C D E Positions
17 Biweekly 2,268.46 2,381.88 2,500.98 2,626.03 2,757.33 Monthly 4,915.00 5,160.75 5,418.79 5,689.73 5,974.21
Annual 58,980.00 61,929.00 65,025.45 68,276.73 71,690.56 18 Biweekly 2,325.51 2,441.79 2,563.88 2,692.07 2,826.68 Records Clerk Monthly 5,038.61 5,290.54 5,555.07 5,832.83 6,124.47
Annual 60,463.37 63,486.54 66,660.87 69,993.91 73,493.60 19 Biweekly 2,383.81 2,503.00 2,628.15 2,759.55 2,897.53 Monthly 5,164.92 5,423.16 5,694.32 5,979.04 6,277.99
Annual 61,978.99 65,077.93 68,331.83 71,748.42 75,335.84 20 Biweekly 2,443.96 2,566.16 2,694.47 2,829.19 2,970.65 Monthly 5,295.25 5,560.01 5,838.01 6,129.91 6,436.41
Annual 63,542.97 66,720.12 70,056.13 73,558.93 77,236.88 21 Biweekly 2,505.35 2,630.62 2,762.15 2,900.26 3,045.27 Monthly 5,428.27 5,699.68 5,984.66 6,283.90 6,598.09
Annual 65,139.20 68,396.16 71,815.97 75,406.77 79,177.11 22 Biweekly 2,569.23 2,697.69 2,832.57 2,974.20 3,122.91 Records/Property Monthly 5,566.66 5,844.99 6,137.24 6,444.11 6,766.31 Evidence Tech.
Annual 66,799.93 70,139.93 73,646.92 77,329.27 81,195.73 23 Biweekly 2,633.72 2,765.41 2,903.68 3,048.86 3,201.31 Monthly 5,706.40 5,991.72 6,291.30 6,605.87 6,936.16
Annual 68,476.78 71,900.62 75,495.65 79,270.44 83,233.96 24 Biweekly 2,700.08 2,835.08 2,976.83 3,125.68 3,281.96 Monthly 5,850.17 6,142.68 6,449.81 6,772.30 7,110.91
Annual 70,202.00 73,712.10 77,397.71 81,267.59 85,330.97 25 Biweekly 2,768.91 2,907.36 3,052.73 3,205.36 3,365.63 Monthly 5,999.31 6,299.28 6,614.24 6,944.95 7,292.20
Annual 71,991.72 75,591.31 79,370.87 83,339.41 87,506.39
CITY OF ARROYO GRANDE
EFFECTIVE 07/03/26
SCHEDULE OF SALARY RANGES-POLICE
NON-SWORN
Exhibit "H"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 07/03/26
SCHEDULE OF SALARY RANGES-POLICE
NON-SWORN
26 Biweekly 2,837.13 2,978.98 3,127.93 3,284.33 3,448.55 Monthly 6,147.11 6,454.46 6,777.19 7,116.05 7,471.85
Annual 73,765.31 77,453.58 81,326.26 85,392.57 89,662.20 27 Biweekly 2,906.58 3,051.91 3,204.51 3,364.73 3,532.97 Police Trainee Monthly 6,297.60 6,612.48 6,943.10 7,290.25 7,654.77
Annual 75,571.15 79,349.71 83,317.19 87,483.05 91,857.21 28 Biweekly 2,979.76 3,128.75 3,285.18 3,449.44 3,621.92 Monthly 6,456.14 6,778.95 7,117.90 7,473.79 7,847.48
Annual 77,473.73 81,347.42 85,414.79 89,685.53 94,169.81 29 Biweekly 3,054.80 3,207.54 3,367.91 3,536.31 3,713.12 Monthly 6,618.72 6,949.66 7,297.14 7,662.00 8,045.10
Annual 79,424.68 83,395.92 87,565.71 91,944.00 96,541.20 30 Biweekly 3,128.59 3,285.02 3,449.27 3,621.74 3,802.82 Monthly 6,778.62 7,117.55 7,473.42 7,847.09 8,239.45
Annual 81,343.39 85,410.56 89,681.08 94,165.14 98,873.40 31 Biweekly 3,207.35 3,367.72 3,536.10 3,712.91 3,898.55 Monthly 6,949.26 7,296.72 7,661.56 8,044.63 8,446.86
Annual 83,391.08 87,560.63 91,938.67 96,535.60 101,362.38 32 Biweekly 3,291.07 3,455.62 3,628.40 3,809.82 4,000.31 Monthly 7,130.65 7,487.18 7,861.54 8,254.62 8,667.35
Annual 85,567.76 89,846.15 94,338.46 99,055.38 104,008.15 33 Biweekly 3,372.31 3,540.92 3,717.97 3,903.87 4,099.06 Monthly 7,306.66 7,672.00 8,055.60 8,458.38 8,881.29
Annual 87,679.95 92,063.95 96,667.14 101,500.50 106,575.53
Item 9.d.
MEMORANDUM
TO: City Council
FROM: Nicole Valentine, Administrative Services Director Tashina Ureno, Human Resources Officer
SUBJECT: Consideration of Memorandum of Understanding with the Service Employees International Union Local 620
DATE: September 12, 2023
SUMMARY OF ACTION:
Entering into a new Memorandum of Understanding (MOU) with the Service Employees International Union Local 620 (SEIU) will provide equity adjustments, establish the wages, hours and other working conditions for employees represented by the bargaining group for Fiscal Years 2023-24 through 2025-26 (2 years).
IMPACT ON FINANCIAL AND PERSONNEL RESOURCES:
Total costs over the two-year contract period are approximately $288,700 total compensation for the represented group. The FY 2023-24 total estimated cost is $125,700 and is included in the fiscal year budget. The FY 2024-25 budget will be amended to reflect the additional change during the mid-cycle budget review in June 2024.
Approval of the two-year MOU will result in significant savings in staff time and consultant services compared with negotiating annually.
RECOMMENDATION:
1) Adopt a Resolution approving the proposed MOU with the SEIU for Fiscal Years 2023- 24 through 2025-26; 2) Determine that ratifying the SEIU MOU is not a project subject to the California Environmental Quality Act (“CEQA”) because it has no potential to result in either a direct, or reasonably foreseeable indirect, physical change in the environment. (State CEQA Guidelines, §§ 15060, subd. (b)(2)-(3), 15378.).
BACKGROUND:
The prior SEIU MOU contract was for the period July 1, 2021, through June 30, 2024.
The existing SEIU MOU will expire on June 30, 2024. The City completed a Salary Survey that showed that some positions within the SEIU classifications were under the median when compared to neighboring agencies. The City reached out to SEIU to address these
Item 9.d.
City Council
Consideration of Memorandum of Understanding with the Service Employees International Union Local 620
September 12, 2023
discrepancies in June 2023 and negotiations have been under way for the past several months for a successor MOU. The terms of the proposed MOU were voted on and approved by the SEIU’s membership on Thursday, September 7, 2023.
On June 27, 2023, Council approved the most current salary schedule that addressed contracted cost of living adjustments (COLA) for FY 2023-24.
ANALYSIS OF ISSUES:
Substantive changes to the SEIU salary and benefits recommended in the successor MOU include the following:
Equity Adjustment for all positions at 5% in FY 2023-24 All employees will receive a 3.5% salary increase each fiscal year (FY 2024-25 and FY 2025-26).
Employees participating in the City’s full flex cafeteria plan shall receive a flex dollar allowance to purchase group health coverage for medical, dental and vision under the City’s Cafeteria Plan. For the period of January 1, 2024, through December 1, 2024, the monthly flex dollar allowance shall be $885.28 with respect to an employee enrolled for self alone, $1,684.24 for an employee enrolled for self and one family member, and $2,172.96 for any employee enrolled for self and two or more qualified dependents.
The City will adjust the cafeteria plan amount to pay 50% of the increase in the cost of the lowest cost PPO medical plan available to the City up to a maximum of a 5% increase in premiums for City's contribution each year. This provision was previously the lowest cost HMO medical plan available to the City. Adjust the holiday schedule to remove Lincoln’s birthday and add Juneteenth as a holiday on June 19th of each year or following workday if June 19th lands on a weekend.
Salary and other compensation adjustments will become effective on September 15, 2023, which is the first day of the first full pay period after this Council meeting.
ALTERNATIVES:
The following alternatives are provided for the Council’s consideration:
1. Adopt the Resolution approving the proposed SEIU MOU;
2. Do not adopt the Resolution; or
3. Provide other direction to staff.
ADVANTAGES:
Approval of the MOU will help maintain competitive salaries and benefits for employees.
Adjusting employee salaries and benefits to meet the median salary comparative to similar cites will allow for employee retention, avoid the cost of training new employees, and ultimately allow for city serves to be accomplished consistently.
Item 9.d.
City Council
Consideration of Memorandum of Understanding with the Service Employees International Union Local 620
September 12, 2023
DISADVANTAGES:
The recommendation will increase costs to current and future budgets.
ENVIRONMENTAL REVIEW:
Approval of the MOU is not a project subject to the California Environmental Quality Act (“CEQA”) because it has no potential to result in either a direct, or reasonably foreseeable indirect, physical change in the environment. (State CEQA Guidelines, §§ 15060, subd. (b)(2)-(3), 15378.)
PUBLIC NOTIFICATION AND COMMENTS:
The Agenda was posted at City Hall and on the City’s website in accordance with Government Code Section 54954.2.
Attachments:
1. Proposed Resolution – Memorandum of Understanding between Service Employees International Union Local 620 Arroyo Grande Chapter and City of Arroyo Grande
ATTACHMENT 1
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
ARROYO GRANDE ADOPTING A MEMORANDUM OF
UNDERSTANDING FOR EMPLOYEES REPRESENTED BY
THE SERVICE EMPLOYEES INTERNATIONAL UNION
LOCAL 620 AND REPEALING RESOLUTION NO. 5093
WHEREAS, the City Council deems it to be in the best interest of the City of Arroyo Grande and its employees represented by the Service Employees International Union Local 620 that compensation be fixed for all full-time non-management employees as herein provided; and
WHEREAS, the City has established compensation and working conditions through the meet and confer process with the designated employee representatives as set forth in Exhibit “A”; entitled Memorandum of Understanding between the City of Arroyo Grande and the Service Employees International Union Local 620 (“SEIU MOU”), a copy of which is attached hereto and incorporated herein by this reference.
NOW, THEREFORE BE IT RESOLVED by the City Council of the City of Arroyo Grande that the SEIU MOU is hereby approved. This Resolution shall be effective as of July 1, 2023.
BE IT FURTHER RESOLVED that this Resolution shall repeal those sections of Resolution No. 5093, which established salary and benefits for full-time employees represented by the Service Employees International Union Local 620.
On motion of Council Member , seconded by Council Member , and on the following roll call vote, to wit:
AYES:
NOES:
ABSENT:
the foregoing Resolution was passed and adopted this 12th day of September, 2023.
ATTACHMENT 1
RESOLUTION NO.
PAGE 2
______________________________________
CAREN RAY RUSSOM, MAYOR
ATTEST:
______________________________________
JESSICA MATSON, CITY CLERK
APPROVED AS TO CONTENT:
_______________________________________
BILL ROBESON, INTERIM CITY MANAGER
APPROVED TO AS FORM:
_______________________________________
ISAAC ROSEN, CITY ATTORNEY
2023/24 – 2025/26(Two Year)
MEMORANDUM OF UNDERSTANDING
BETWEEN
SERVICE EMPLOYEES
INTERNATIONAL UNION
LOCAL 620
Arroyo Grande Chapter
AND
CITY OF ARROYO GRANDE
EXHIBIT A
2023/24 – 2025/26 MEMORANDUM OF UNDERSTANDING
SERVICE EMPLOYEES INTERNATIONAL UNION
LOCAL 620
ARROYO GRANDE CHAPTER
TABLE OF CONTENTS
ARTICLE 1: TERM OF MEMORANDUM …………………………………. 1
ARTICLE 2: RECOGNITION .………………………………………………. 1
ARTICLE 3: NONDISCRIMINATION ..…………………………………….. 1
ARTICLE 4: UNION RIGHTS ..……………………………………………… 2
4.1 Representation ..……………………………………… 2
4.2 Bulletin Board ..………………………………………. 2
4.3 Union Stewards ..…………………………………….. 2
4.4 Dues Deduction ……………………………………… 3
4.5 Use of City Facilities ……..…………………………. 4
4.6 Contracting Out …..………………………………….. 4
ARTICLE 5: GRIEVANCE PROCEDURE ..………..……………………… 4
ARTICLE 6: DISCIPLINARY APPEAL PROCEDURE ....……………….. 8 ARTICLE 7: MANAGEMENT RIGHTS ..…………………………………… 9
ARTICLE 8: WAGES / INCREASES ..……………………………………… 10
8.1 Advancement in Salary ..……………………………. 12
8.2 Paychecks ..…………………………………………… 13
8.3 Educational Pay .…………………………………….. 13
8.4 Shift Differential …………………………………..….. 14
8.5 Merit Increases ……………………………………….. 14
ARTICLE 9: NO STRIKE / NO LOCKOUT ..………………………………. 14
ARTICLE 10: SPECIAL PAY PRACTICES ………………………………… 14
10.1 Flex-Time Schedules ……………………………….. 14
10.2 Use of Private Vehicle/Mileage Rate ……………... 14
10.3 Callback Pay ………………………………………….. 15
10.4 Hours of Work and Overtime ………………………. 15
10.5 Standby Pay …………………………………………... 15
10.6 Rest Periods and Breaks …………………………… 16
10.7 Alternate Work Schedules .………………………… 16
10.8 Bilingual Pay ..…………….………………………….. 16
10.9 Water Treatment and Distribution Cert. Pay.......... 16
10.10 Class A and B Licenses ……………………………. 17
SEIU MOU – TABLE OF CONTENTS
(continued)
ARTICLE 11: INSURANCE …………………………………………………… 17
11.1 Medical Insurance Benefits ………………………… 17
11.2 Cafeteria Plan …….…………………………………... 18
11.3 Vision Insurance ……………………………………... 19
11.4 Life Insurance Plan ………………………………….. 19
11.5 State Disability Insurance ………………………….. 19
11.6 Dental Insurance Plan ………………………………. 20
ARTICLE 12: HOLIDAY LEAVE …………………………………………….. 20
ARTICLE 13: VACATION LEAVE …………………………………………… 21
ARTICLE 14: SICK LEAVE ………………………………………………….. 22
ARTICLE 15: LEAVES OF ABSENCE ……………………………………… 23
15.1 Bereavement Leave …………………………………. 23
15.2 Family Leave …………………………………………. 23
15.3 Medical Leave ………………………………………… 24
15.4 Emergency Leave ……………………………………. 24
15.5 Jury Duty ………………………………………………. 25
15.6 Military Leave …………………………………………. 25
ARTICLE 16: UNIFORM ALLOWANCE ……………………………………. 25
16.1 Safety Shoes ………………………………………….. 25
16.2 Safety Glasses ………………………………………… 26
ARTICLE 17: RETIREMENT …………………………………………………. 26
17.1 PERS Retirement Contributions …………………… 26
17.2 Retirement Defined …………………………………… 27
17.3 Retiree Medical ……………………………………….. 27
ARTICLE 18: PROBATIONARY PERIOD …………………………………. 28
ARTICLE 19: PROMOTION …………………………………………………. 28
ARTICLE 20: PROMOTIONAL OPPORTUNITIES ……………………….. 29
20.1 Posting ………………………………………………… 29
20.2 Selection ………………….…………………………… 29
20.3 Recommended Candidates …………….………….. 30
20.4 Appointment ……………………...……….………….. 30
SEIU MOU – TABLE OF CONTENTS
(continued)
ARTICLE 21: MAINTENANCE WORKER JOB SERIES………………….. 30
ARTICLE 22: ENGINEER JOB SERIES…………………….……………….. 30
ARTICLE 23: TRANSFERS …………………………………………………. 31
ARTICLE 24: DEMOTION …………………………………………………… 31
ARTICLE 25: LAYOFFS AND DISPLACEMENT ………………………… 31
ARTICLE 26: PERSONNEL RECORDS …………………………………… 32
ARTICLE 27: RESIGNATION ……………………………………………….. 33
ARTICLE 28: OUTSIDE EMPLOYMENT …………………………………… 33
ARTICLE 29: POSITION VACANCIES ……………………………………… 33
ARTICLE 30: POSITION CLASSIFICATION ………………………………. 33
ARTICLE 31: PROFESSIONAL DEVELOPMENT ………………………… 34
ARTICLE 32: UNIT ASSIGNMENTS ………………………………………… 34
ARTICLE 33: MAINTENANCE OF BENEFITS AND TERMS AND
CONDITIONS ………………………………………………….. 35
ARTICLE 34: M.O.U. IMPLEMENTATION …………………………………. 35
ARTICLE 35: OBLIGATION TO MEET AND WAIVER CLAUSE ……….. 35 ARTICLE 36: SAVINGS CLAUSE …………………………………………… 35
ARTICLE 37: POLICY CONFLICTS…………………………………………… 35
1 2023/24 – 2025/26
MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF ARROYO GRANDE
AND
LOCAL 620, SERVICE EMPLOYEES INTERNATIONAL UNION,
ARROYO GRANDE CHAPTER
THE PARTIES HAVE MET AND CONFERRED IN GOOD FAITH REGARDING
EMPLOYMENT TERMS AND CONDITIONS FOR THE EMPLOYEES COMPRISING
THE ABOVE RECOGNIZED EMPLOYEE ORGANIZATION FOR THE GENERAL
SERVICES UNIT AND SUPERVISORS UNIT AND, HAVING REACHED AGREEMENT,
AS HEREIN SET FORTH, SUBMIT THIS MEMORANDUM OF UNDERSTANDING TO
THE CITY COUNCIL, WITH JOINT RECOMMENDATION THAT COUNCIL ADOPT THE
TERMS AND CONDITIONS AND TAKE SUCH OTHER ADDITIONAL ACTIONS AS MAY BE NECESSARY TO IMPLEMENT ITS PROVISIONS.
ARTICLE 1. TERM OF MEMORANDUM OF UNDERSTANDING
The term of Memorandum of Understanding shall be from July 1, 2023 until June 30, 2026, and thereafter shall continue from year to year. Either party may request modification by March 15, 2026, in which event, meeting and conferring shall begin no later than April 15, 2026.
ARTICLE 2. RECOGNITION
The City recognizes the Union as the sole and exclusive bargaining agent for all permanent classifications in the Supervisory Employees’ representation unit and General Services unit.
ARTICLE 3. NONDISCRIMINATION
The provisions of this Memorandum of Understanding shall be applied equally to all employees covered hereby without discrimination because of race, color, sex, physical disability, age, national origin, religious affiliation, or Union membership.
Employees may elect to exercise their right to join and participate in the activities of the Union for the purposes of representation in all matters of their working conditions and employer-employee relations. The parties agree that there shall be no restraint, coercion, or interference with any employee with respect to or because of the employee’s membership in said Union. The City and the Union agree that each employee shall be treated equally, fairly, and with dignity and respect.
The Union and the City agree to support the Affirmative Action Program established by the City and that there shall be no discrimination within their respective organizations
2 ARTICLE 3. NONDISCRIMINATION (continued)
because of race, creed, sex preference, color, national origin, age, disability, or political belief.
Any party alleging a violation of this article shall have the burden of providing the existence of a discriminatory act or acts and/or proving that, but for such act or acts, the alleged injury or damage to the grievant would not have occurred.
Discrimination complaints based on Union membership and/or activity shall continue to be subject to the grievance procedure and arbitration.
ARTICLE 4. UNION RIGHTS
4.1 Representation
With respect to the meet-and-confer process, three (3) Union representatives shall be the maximum number of employees allowed to meet with City representatives on City time during their normal working hours for the purpose of meeting and conferring in good faith without loss of pay or any benefits.
4.2 Bulletin Board
The City will furnish, for the use of the Union, reasonable bulletin board space at reasonable locations. Such bulletin board space shall be used only for the following subjects:
- Union recreational, social, and related news bulletins; - Scheduled Union meetings;
- Information concerning Union elections or the results thereof;
- Reports of official business of Union, including reports of committees or the Board of Directors; and
- All material shall clearly state that it is prepared and authorized by the Union.
Union agrees that notices posted on City bulletin boards shall not contain anything that may reasonably be construed as maligning the City or its representatives.
4.3 Union Stewards
A. The City authorizes the Arroyo Grande Chapter of the Service Employees International Union to appoint three (3) “Union Stewards” and one (1) alternate, any of which may represent an employee subject to the City’s grievance procedure (Article 5).
3 ARTICLE 4. UNION RIGHTS (continued)
B. The Union shall provide the City Manager with a list of all authorized Union stewards, and the list shall be kept current.
C. An employee and/or his/her “Union Steward” representative may, when and to the extent necessary, take official City time, without loss of compensation, in order to participate in the investigation and processing of a grievance as provided for in Article 5, upon notification and approval of the immediate supervisor or his/her designee.
D. The City Manager will approve employee and/or Union Steward taking official City time to investigate and process a grievance, when and to the extent necessary, and only if it will in no event adversely affect the operational, security, or safety requirements of the City.
E. It is understood that the employee and/or Union Steward shall make every reasonable effort to perform any of the above activities on offduty time.
4.4 Dues Deduction
A. The City agrees to deduct dues twice monthly and remit them to the Union, as approved by the Union Board of Directors and authorized in writing by the individual employees concerned, on forms currently accepted by the City for such deductions.
B. For the employees in the unit who authorize Union dues deductions, the City shall automatically continue such dues deduction.
C. The City agrees to provide the Union the name and deduction status of all unit employees each pay period for which deductions are made.
The report shall include employees hired/transferred into or out of the unit, as well as all those on leaves of absence.
D. Financial Documentation. The Union shall, within ninety (90) days after the end of each fiscal year, make available to the City financial documentation that shall meet the requirements of Government Code Section 3502.2.
The City agrees to provide the Union the name, department, class, and payroll deduction of all unit employees upon request.
4 ARTICLE 4. UNION RIGHTS (continued)
4.4 Dues Deduction (continued)
E. Hold Harmless. The Union agrees to indemnify, defend, and hold harmless the City and its officers, employees, and agents against all claims, proceedings, and liabilities arising, directly or indirectly, out of any actions taken or not taken by or on behalf of the City under this Article.
4.5 Use of City Facilities
A. The Union may, with prior approval of the City Manager, be granted the use of City facilities for Union business meetings of City employees, provided space is available. No use fee will be charged.
B. The City shall provide, at no cost to the Union, a copy of each City Council agenda (Summary Form). By being provided the agenda, the Union acknowledges the City has met its obligation of notification of matters or issues within the scope of representation on the Council Agenda.
4.6 Contracting Out
The City agrees to communicate with the Union upon request in regard to the following matters:
A. Any proposed subcontracting of services that would result in the elimination of unit member’s job.
B. Changes in services that would result in the elimination of unit member’s job.
ARTICLE 5. GRIEVANCE PROCEDURE
Purpose:
This grievance procedure shall be the exclusive process to resolve grievances as the term is defined below:
A. To resolve grievances informally at the lowest level.
B. To provide an orderly procedure for reviewing and resolving grievances promptly.
5 ARTICLE 5. GRIEVANCE PROCEDURE (continued)
Definitions:
A. Grievance means a complaint by an employee concerning the interpretation or application of the provisions of this M.O.U. or of rules or regulations governing personnel practices or conditions, which complaint has not been resolved satisfactorily in an informal manner between the employee and his/her immediate supervisor.
B. As used in this procedure, the term “immediate supervisor” means the individual so designated by City management who assigns, reviews, and directs the work of an employee at the first level.
Time Limits:
Each party involved in a grievance shall act quickly so that the grievance may be resolved promptly. Every effort should be made to complete action within the time limits contained in the grievance procedure; however, with the written consent of all parties, the time limitation for any step may be extended.
Step 1:
The grievance initially shall be personally discussed between the employee and his/her immediate supervisor. Within seven (7) working days the immediate supervisor shall give his/her decision or response. The grievant may request this decision or response in writing.
Step 2:
A. If the grievance is not informally resolved to the satisfaction of the grievant in Step 1 a formal grievance may be initiated. A formal grievance must be initiated. A formal grievance must be initiated no later than:
1. Thirty (30) working days after the event of
circumstances occasioning the grievance; or
2. Within seven (7) working calendar days of the Step 1 decision rendered in the informal grievance procedure,
whichever is later.
B. However, if the Step 1 informal grievance procedure is not initiated within the period specified in subsection (1) above, the period in which to bring the grievance shall not be extended by subsection (2) above.
6 ARTICLE 5. GRIEVANCE PROCEDURE (continued)
C. A Step 2 grievance shall be initiated in writing on a form prescribed by the City and shall be filed with the person (2) designated by City management who has the responsibility of the next level of supervision within the department. The employee may be represented by a representative of his/her choice.
D. The grievant shall cite the specific provision(s) of the Memorandum of Understanding, ordinance, resolution, or
written rule claimed to have been violated in effect at such time the alleged incident(s) occurred, set forth the facts that purportedly constitute such violation, and the specific remedy sought.
E. Within seven (7) working days after the initiation of the Step 2 grievance, the City’s designated representative for this step shall investigate the grievance and give his/her decision in writing to the grievant.
Step 3:
A. If the grievant is not satisfied with the decision rendered pursuant to Step 2, he/she may appeal the decision within seven (7) working days to the person designated by the City Manager who has the next level of supervision within the department, if any. The employee may be represented by a representative of his/her choice.
B. The designated representative shall respond in writing within seven (7) working days to the grievant. If the designated representative determines it is desirable, he/she shall hold a conference(s) or otherwise investigate the matter.
Step 4:
A. If a designated representative was used in Step 3 above or none was designated and the grievant is not satisfied with the decision rendered pursuant to Step 2 or 3 as applicable, he/she may appeal the decision within seven (7) working days to the City Manager. The employee may be represented by a representative of his/her choice.
B. The City Manager shall respond in writing within seven (7) working days to the grievant. If the City Manager determines it is desirable, he/she shall hold a conference(s) or otherwise investigate the matter.
7 ARTICLE 5. GRIEVANCE PROCEDURE (continued)
Step 5:
If the grievance is not resolved satisfactorily at the above Step(s), the grievant, with the written concurrence of the Union, within ten (10) days, excluding holidays, may submit the grievance to binding arbitration. Upon mutual agreement of both parties, the time deadline may be extended for a specified number of days. If any question arises as to the arbitrability of the grievance, such question shall be ruled upon by the arbitrator only after he/she has had an opportunity to hear the merits of the grievance.
The arbitration proceeding shall be conducted by an arbitrator to be selected by the two parties within ten (10) working days after said notice is given. If the two parties fail to reach agreement on an arbitrator within five (5) days, the State Conciliation Service will be requested to supply a list of five (5) names. Each party will alternately strike from the list until
A. only one (1) name remains. The order of striking will be determined by lot.
B. The arbitrator shall hold a hearing within ten (10) working days of his/her appointment. Five (5) working days’ notice will be given to all parties of the time and place of the hearing. Within ten (10) working days after completion of the hearing, the arbitrator shall render the decision in writing and shall set forth his/her findings of fact, reasoning, and conclusions on the issues submitted.
The arbitrator shall be without power or authority to make any decision that requires the commission of an act prohibited by law or violates the terms of this Agreement. However, it is agreed that the arbitrator is empowered to include a decision for reimbursement for financial loss of wages or fringe benefits or other non-financial remedies as judged to be proper. The arbitrator shall submit to all parties his/her findings that shall be binding and final on both parties.
C. Nothing in the foregoing shall be construed to empower the arbitrator to make any decision amending, changing,
subtracting from, or adding to, the provisions of this
Agreement.
D. The fees and expenses of the arbitrator shall not be the responsibility of the prevailing party. All other expenses shall be borne by the party incurring them, and neither party shall
8 ARTICLE 5. GRIEVANCE PROCEDURE (continued)
Step 5: (continued)
be responsible for the expense of the witnesses of the other.
If any grievance meeting or hearing shall be scheduled during the work day, any worker required by either party to participate as a witness or grievant in such meeting or hearing shall be released from regular duties without loss of pay or benefits for a reasonable amount of time.
E. Either party may request an individual to make a written record of the entire arbitration hearing. The cost of the services and expense of such individual shall be paid by the requesting parties upon mutual agreement.
F. All documents dealing with the processing of a grievance shall be filed separately from the personnel files of the participants as designated in this Agreement.
ARTICLE 6. DISCIPLINARY APPEAL PROCEDURE
Effective for discipline initiated after the date of ratification of this M.O.U., appeals from discipline and discharge of unit employees represented by S.E.I.U. Local 620 only, shall be processed exclusively in accordance with this modified appeal procedure. The provisions of this Article apply only to employees represented by S.E.I.U. Local 620 and supersede any conflicting provisions contained in the Personnel Regulations of the City of Arroyo Grande, Section VIII.D – G inclusive for S.E.I.U. represented employees.
Employees represented by Local 620 receiving a “Notice of Recommended Disciplinary Action” under Section VIII A. of the Personnel Regulations shall have the right to Union representation if he/she so chooses. The City agrees to send copies of all disciplinary notices for represented employees to the Union by Facsimile (FAX) and U.S. Mail at:
(805) 614-7620 (FAX)
Local 620, Service Employees’ International Union
114 Vine Street
Santa Maria, CA 93454
Nothing in this Article shall preclude an employee and the City Manager from informal discussions and/or settlements prior to the date of the hearing.
For the purpose of this M.O.U. and as applied to S.E.I.U. represented employees only; the City’s Disciplinary Action procedure is hereby modified as follows:
9 ARTICLE 6. DISCIPLINARY APPEAL PROCEDURE (continued)
Section E: Appeal of Disciplinary Action Method of Appeal (S.E.I.U. Only):
Appeals shall be in writing and contain a brief statement about the action being appealed and the reason(s) the employee believes the disciplinary action is not appropriate. The letter of appeal shall be filed with the City Manager within five (5) business days of receiving the notice of disciplinary action.
Upon the filing of an appeal, the City Manager shall set a date for a hearing on the appeal not less than ten (10) days nor more than sixty (60) days from the date of filing. The City Manager or designated representative shall notify all interested parties of the date, time, and place of hearing. The City Manager will also select a Hearing Officer from either the State Mediation and Conciliation Service (SMCS) or another individual selected from a list provided by the SMCS, provided that the person selected to be the Hearing Officer has experience adjudicating Disciplinary Hearings.
Section F: Hearing: No Change to City Personnel Regulations Manual.
Section G: Findings of the Hearing Officer: No Change to City Personnel Regulations Manual.
Section H: Appeal Procedures:
1. Appeal of Findings by Hearing Officer Other Than City Manager – a., b., c.: No Change to City Personnel
Regulations Manual.
2. Appeal of Findings by the City Manager:
An employee who believes the City Manager’s Final Decision contains findings of fact that are erroneous or legal
conclusions which are arbitrary and/or capricious may appeal such findings and resulting proposed disciplinary action(s).
Such appeals shall be made to the City Council. Such appeal shall be filed within twenty (20) working days of receiving the Notice of Disciplinary Action from the City Manager.
ARTICLE 7. MANAGEMENT RIGHTS
The City retains all its exclusive rights and authority under federal, state, and municipal law and expressly and exclusively retains its management rights, which include, but are not limited to:
• the exclusive right to determine the mission of its constituent departments, commissions, boards;
10 ARTICLE 7. MANAGEMENT RIGHTS (continued)
• set standards and levels of service;
• determine the procedures and standards of selection for employment and promotions;
• direct its employees;
• determine the methods and means to relieve its employees from duty because of lack of work or other lawful reasons;
• maintain the efficiency of governmental operations;
• determine the methods, means and numbers and kinds of persons by which government operations are to be conducted;
• determine methods of financing;
• determine styles and/or types of City-issued equipment to be used; • determine and/or change the facilities, methods, technology, means, organizational structure, and composition of the work force and allocate and assign work by which the City operations are to be conducted; • determine and change the number of locations, relocations, and types of operations, processes, and materials to be used in carrying out all City functions, including but not limited to, the right to contract for or subcontract any work or operations of the City.
ARTICLE 8. WAGES / INCREASES
The S.E.I.U. represents the following employee classifications:
ADMINISTRATIVE AND FISCAL SALARY RANGE
Information Technology Specialist 38
Geographic Information Systems Technician 34
Senior Accounting Clerk 26
Administrative Secretary 25
Accounting Clerk II 21
Office Assistant II 18
Accounting Clerk I 15
Office Assistant I 14
11 ARTICLE 8. WAGES / INCREASES (continued)
RECREATION SERVICES, PUBLIC WORKS AND COMMUNITY
DEVELOPMENT SALARY RANGE
Senior Engineer 46
Associate Engineer 43
Assistant Engineer 38
Engineering Inspector 38
Program Analyst 38
Citywide Fleet Coordinator 36
Recreation Supervisor 35
Streets Maintenance Supervisor 35
Parks, Tree & Landscape Supervisor 35
Utilities/ Water & Sewer System Supervisor 35
Soto Sports Complex Maintenance & Coordinator Supervisor 35 Public Works Lead Person 31
Parks Lead Worker 31
Fleet Maintenance Coordinator 30
Community Services Specialist 30
Water Services Worker 28
Building Permit Technician 26
Recreation Coordinator 26
Maintenance Worker III 26
Sports Facility Coordinator 26
Plan/Engineer Permit Technician 26
Accounting Clerk II 21
Maintenance Worker II 21
Neighborhood Services Technician 21
Office Assistant II 18
Maintenance Worker I 17
Accounting Clerk I 15
Office Assistant I 14
The City and the S.E.I.U. agree that all position classifications represented by the Union in this Article shall receive salaries as represented in Exhibits “A - C” for the period of first pay period following council agreement on September 12, 2023 through June 30, 2026.
A. Following Council Agreement
The salaries contained in Exhibit “A” shall reflect a 5% salary increase effective the first full pay period.
B. FISCAL YEAR 2024/2025
For FY 2024/2025 salaries contained in Exhibit “B” shall reflect a 3.5% salary increase effective the first day of the first full pay period after July 1, 2024.
12 ARTICLE 8. WAGES / INCREASES (continued)
C. FISCAL YEAR 2025/2026
For FY 2025/2026 salaries contained in Exhibit “C” shall reflect a 3.5% salary increase effective the first day of the first full pay period after July 1, 2025.
8.1 Advancement in Salary
The salary range as set forth for each classification is divided into five (5) steps that shall be interpreted and applied as outlined in this Article. Salary step increases as provided herein are not automatic but based on performance and merit. Employees shall be placed on the step and qualify for increase in compensation for advancement to the next higher step of the pay ranges in the manner following:
A. The first step is the minimum rate and normally shall be the hiring rate.
B. The second step is granted to employees who are eligible for this adjustment, after completion of the probationary period. The adjustment shall be made only if granted by the Department Director and subject to the approval of the City Manager or his/her designee.
C. The third step shall be granted to an employee who has proven fully qualified in a given classification for one (1) full additional year from granting of previous step increase only if granted by the Department Director and subject to the approval of the City Manager or his/her designee.
D. The fourth step shall be granted to an employee who has proven above average in a given classification for one (1) full additional year by the Department Director and with the approval of the City Manager or his/her designee.
E. The fifth step shall be granted to an employee who has continued to demonstrate above average performance and has demonstrated continued growth in a given classification for one (1) full additional year by the Department Director and with the approval of the City Manager or his/her designee.
F. A performance report on each employee recommended for salary advancement shall be prepared and submitted by the Department Director to the City Manager prior to final action on such recommendation at each step.
13 ARTICLE 8. WAGES / INCREASES (continued)
8.1 Advancement in Salary (continued)
G. An employee must always continue to maintain an acceptable level of performance and shall be evaluated annually by his/her Department Director. If the written evaluation by the Department Director does not support a continued acceptable effort, an individual may be reduced in salary by the Department Director, with the approval of the City Manager or his/her designee.
8.2 Paychecks
The City will pay regular checks on a biweekly basis and continue payroll deductions for the County-City Employee Credit Union, when so desired by employees.
8.3 Educational Pay
A. The Educational Pay Program is intended to promote the improvement of employee efficiency and the advancement of employees to positions of higher skills.
B. Employees may qualify for advancement of one salary range above their position classified range upon receipt of an Associated Arts Degree, in a field relative to their job classification, from an accredited junior college, or upon earning a special license or certificate, deemed to be equivalent to an AA degree and is related to the performance of the employee’s duties and/or assignment, upon recommendation of the Department Director and approval by the City Manager. For purposes of completion of certificated courses related to an employee’s duties and/or assignment equivalency (including those programs resulting in a special license or certificate), or an aggregate of the same which equals or exceeds 720 instructional hours, will be deemed to be equivalent to an AA degree.
Any employee who is receiving educational pay for any license or certificate as of July 1, 1999, will continue to receive such pay.
C. Employees who possess licenses or certificates as specified in Section B of this Article, totaling less than 720 hours and more than 300 hours, shall qualify for an advancement in salary of $20 per pay period upon recommendation of the Department Director and approval by the City Manager.
D. Employees may qualify for advancement of two salary ranges above their position classified range upon receipt of a Bachelor of Science/Bachelor of Arts Degree in a field relative to their job classification, from an accredited college, upon recommendation of the Department Director and approval of the City Manager.
14 ARTICLE 8. WAGES / INCREASES (continued)
E. Exception: Where job classifications or requirements include an Associated Arts or Bachelor of Science/Bachelor of Arts degree, Section B and Section C, will not apply.
F. No additional educational pay shall be made for duplicate, or more than one, AA degree, BA degree, or applicable certificates.
8.4 Shift Differential
The City shall pay $.50 (fifty cents) per hour additional wages for each hour worked when at least four and one-half (4 ½) hours are worked between 5:30 P.M. and 7:30 A.M., providing such working assignment has been assigned/approved by the Department Director with the concurrence of the City Manager. Exception to the prior approval provisions shall be granted for emergency call-outs.
8.5 Merit Increases
Merit increases will become effective the first day of the next full pay period following the evaluation due date.
ARTICLE 9. NO STRIKE / NO LOCKOUT
The Union agrees that during the term of this Memorandum of Understanding, neither the Union or the employees it represents will engage in, encourage, sanction, support, or suggest any strikes. The employer agrees that it will not lock out any of its employees during the term of this Memorandum of Understanding.
ARTICLE 10. SPECIAL PAY PRACTICES
10.1 Flex-Time Schedules
Employees for whom necessity requires a different schedule than that generally applied shall work according to regulations prepared by the respective supervising officials and approved by the City Manager. The City shall specify in writing all changes in work place and hours and provide the affected employees with reasonable notice of these changes. Hours may be altered to permit flex- time.
10.2 Use of Private Vehicle / Mileage Rate
An employee who is required to operate his or her own privately-owned automobile for the performance of official duties shall be reimbursed at the rate established by the City Council for each mile necessarily traveled. Such reimbursement shall be paid monthly.
15 ARTICLE 10. SPECIAL PAY PRACTICES (continued)
10.3 Callback Pay
Callback is defined as that circumstance requiring an employee to unexpectedly return to work after the employee has left work at the end of the employee’s work day or work week.
An employee called in early to start his/her work shift, without prior reasonable notice, will also receive time and one-half (1 ½) overtime pay for all extra hours worked, with a minimum call-out of two (2) hours. If an employee receives a second callback within the two-hour window of their first call, then the employee shall only receive additional pay for the time worked beyond the two hours.
10.4 Hours of Work and Overtime
The normal working schedule of full-time employees shall be eight (8) hours per day or forty (40) hours per week. All authorized time worked in excess of forty (40) hours per week, or on a holiday recognized in this Memorandum of Understanding, shall be compensated at the rate of one and one-half (1 ½) times the employee’s regular base hourly rate of pay. Time worked for computation of overtime shall include holidays, jury duty, sick leave, bereavement leave, and previously scheduled vacation and compensatory time off, for purposes of this paragraph, and shall be calculated at a maximum of eight (8) hours per day. Overtime shall be computed at the nearest quarter (1/4) hour. At the request of any employee eligible for overtime pay, his/her supervisor will provide that, in lieu of cash payment for any overtime, he/she may have the choice of time off with pay at the rate of one and one-half (1 ½) hours for each hour of overtime worked.
Compensatory time off shall be taken at the option of the employee, with the consent of the supervisor. The limit for accrued compensatory time off is 150 hours per employee. Upon separation from employment, an employee is entitled to receive cash compensation for any unused compensatory time.
10.5 Standby Pay
Standby duty is defined as that circumstance which requires an employee so assigned to:
A. Be ready to respond immediately to a call for service; and B. Be readily available at all hours by telephone.
An employee so assigned to standby duty shall receive $3.00 per hour, to begin at the end of the regularly scheduled work day or work week, or other employee’s standby time, and end at the start of the next regularly scheduled work day or the beginning of another employee’s standby time. When an employee is called in and is being paid at his/her normal rate of pay (including overtime), standby pay will not apply.
16 ARTICLE 10. SPECIAL PAY PRACTICES (continued)
10.6 Rest Periods and Breaks
Employees in all bargaining unit classes are entitled to a fifteen (15) minute dutyfree rest period during each four (4) hours of continuous work.
A rest period shall count as fifteen (15) minutes of time worked for calculation of pay.
Rest periods may be suspended when unusual emergency conditions require continuous performance of duties in order to protect or preserve life or property.
10.7 Alternate Work Schedules
The City and the Union agree that under some circumstances alternate work schedules may be beneficial to both employees and the City. Accordingly, employees may request to work an alternative work schedule. Such requests shall be subject to approval by the Department Director and the City Manager. City management reserves the right to remove employees from alternative work schedules.
10.8 Bilingual Pay
A. An employee fluent in Spanish or other language, the use of which has been determined by the City Manager to be of benefit to the City, shall be paid $50.00 per month. Fluency shall be certified by a test administered through the City Manager’s Office. A certified employee shall request bilingual pay on a form approved by the City Manager.
No more than six employees fluent in one of the identified languages shall be eligible for bilingual pay at any one time.
B. The City Manager shall determine which employees, what mix of languages, and which job functions may be eligible for bilingual pay based upon accessibility of the employee to the public, representation in departments, or other factors that could affect the use of these skills for public benefit. Nothing in this section shall preclude the use by an employee of foreign language skills in the work place for the public benefit even if the employee is not receiving bilingual pay.
10.9 Water Treatment and Distribution Certification Pay Employees in the classifications of Maintenance Worker I, II, and III, Water Services Worker, Public Works Lead Person, and Utilities/ Water & Sewer System Supervisor shall receive special pay for certifications received and maintained from the California Department of Public Health. Special pay of
1.25% of base salary shall be available for each Water Treatment Operator
17 ARTICLE 10. SPECIAL PAY PRACTICES (continued)
10.9 Water Treatment and Distribution Certification Pay (continued) Certification T1 through T3 and Water Distribution Operator Certification D1 through D4. A maximum of 8.75% shall be available for employees permanently assigned to the Water Services Section and a maximum of
2.5% shall be available for employees assigned to other maintenance operations.
Employees shall receive special pay for each certification obtained only as long as each individual certification is maintained. Employees may receive up to a total maximum of 9.25% for Educational Pay and Water Treatment and Distribution Certification Pay when combined. Employees shall not receive both Educational Pay and Water Treatment and Distribution Certification Pay for the same education completed. In such case that education completed to obtain Water Treatment and Distribution Certifications qualify an employee to receive Educational Pay, the employee shall receive whichever is highest between the two special pay amounts.
10.10 Class A and B Licenses
With prior approval of the City Public Works Director, the City shall provide employees with a 1.5% base salary increase if they maintain a Class B California Driver’s License.
With prior approval of the City Public Works Director, the City shall provide employees with a 3.0% base salary increase if they maintain a Class A California Driver’s License.
This specialty pay is subject to City operational need and may be stopped or denied at the discretion of the City Public Works Director. In no event shall these incentives be combined to exceed 3.0%.
ARTICLE 11. INSURANCE
11.1 Medical Insurance Benefits
A. The base medical plan shall be defined as the lowest cost Health Maintenance Organization (HMO) program available to the City. If availability of an HMO to the City is discontinued by the medical plan provider, the base plan will become the basic PPO plan available to the City by the existing medical plan provider.
B. The City will maintain health benefits through CalPERS through calendar year 2026.
18 ARTICLE 11. INSURANCE (continued)
11.2 Cafeteria Plan
A. The City shall contribute an equal amount towards the cost of medical coverage under the Public Employee's Medical and Hospital Care Act (PEMHCA) for both active employees and retirees. The City’s contribution toward coverage under PEMHCA shall be the minimum contribution amount established by CalPERS on an annual basis. This amount shall be adjusted on an annual basis as the PEMHCA minimum contribution increases.
B. Employees participating in the City’s full flex cafeteria plan shall receive a flex dollar allowance to purchase group health coverage for medical, dental and vision under the City’s Cafeteria Plan. For the period of July 1, 2023 through November 30, 2023, the monthly flex dollar allowance shall be $760.52 with respect to an employee enrolled for self alone, $1,434.70 for an employee enrolled for self and one family member, and $1,848.58 for any employee enrolled for self and two or more qualified dependents.
C. Effective December 2023, for the January 2024 premium, the monthly flex dollar allowance shall be $885.28 with respect to an employee enrolled for self alone, $1,684.24 for an employee enrolled for self and one family member, and $2,172.96 for any employee enrolled for self and two or more qualified dependents.
D. Effective December 2024, for the January 2025 premium, the City’s total Cafeteria Plan contribution for the plan shall be enhanced by an amount equal to one-half of the increase for the lowest cost PPO plan offered by PERS, up to a maximum of 8% increase in the City’s contribution. Any increase in premiums above this amount will be the full responsibility of the employee.
E. Effective December 2025, for the January 2026 premium, the City’s total Cafeteria Plan contribution for the plan shall be enhanced by an amount equal to one-half of the increase for the lowest cost PPO plan offered by PERS, up to a maximum of 8% increase in the City’s contribution. Any increase in premiums above this amount will be the full responsibility of the employee.
19 ARTICLE 11. INSURANCE (continued)
11.2 Cafeteria Plan (continued)
F. Employees who waive medical coverage because he/she provided the City with written proof that medical insurance coverage is in force through coverage provided by another source consistent with any rules or restrictions on the City by the medical plan provider can take flex dollars for the amount provided to employees enrolled for self alone, deposit it into their 457 plan or use it to purchase voluntary products. No remaining flex dollars may be redeemed. The Parties agree that this section shall not create any liability for additional overtime compensation under the recent Flores vs. City of San Gabriel (“Flores”) 9th circuit decision. The Parties agree to modify this section if any potential Flores liability is identified.
G. The City shall retain any remaining cafeteria flex dollars that are in excess of what the employee has used for coverage for themselves and their eligible dependents.
11.3 Vision Insurance
The City shall provide a Vision Care Plan for bargaining unit members. The City shall contribute up to the full family premium. The City may select an alternate vision care provider during the term of the M.O.U. providing that:
A. Any new plan maintains equivalent benefits to the employees; and B. At least twenty-one (21) days advanced notice of plan changes are provided to the Union.
11.4 Life Insurance Plan
A. City shall provide group term life insurance benefit plan for bargaining unit members, which shall provide for forty thousand dollars ($40,000) life coverage plus accidental death for employees only during the term of their employment.
B. The City shall make available additional voluntary life insurance coverage, at the employee’s expense, as long as the minimum participation requirements of the insurance provider are met.
11.5 State Disability Insurance
The City shall provide and pay the premiums for State Disability Insurance, integrated with sick leave. Effective January 1, 2004, the City will pay the premiums for the new Family Temporary Disability Insurance. Should there be any future rate
20 ARTICLE 11. MEDICAL INSURANCE (continued)
11.5 State Disability Insurance (continued)
increases to State Disability Insurance and/or Family Temporary Disability Insurance plans after January 1, 2004, the City and SEIU Local 620 agree to meet and confer to discuss responsibility for payment of such increases.
11.6 Dental Insurance Plan
The City shall provide for all employees in classifications represented in this Memorandum of Understanding a dental plan of the City’s choice. The City shall pay up to the full family premium. The City may select an alternate dental insurance plan provider during the term of this M.O.U. providing that:
A. Any new plan maintains equivalent benefits to the employees; and B. At least twenty-one (21) days advanced notice of plan changes are provided to the Union.
ARTICLE 12. HOLIDAY LEAVE
The following days shall be paid holidays for employees:
a. Independence Day
b. Labor Day
c. Veterans’ Day
d. Thanksgiving Day
e. Day following Thanksgiving
f. Christmas Eve
g. Christmas Day
h. New Year’s Eve
i. New Year’s Day
j. Martin Luther King Day
k. President’s Day
l. Memorial Day
m. Juneteeth
n. One day of Employee choice with Supervisor approval (Floating Holiday) o. Every day designated by the President, Governor, or Mayor for public observance as a special, nonrecurring single event, such as the death of a national leader or end of a war.
When any of the above-listed holidays fall on Saturday, it will be recognized on Friday. If it falls on Sunday, it will be recognized on Monday. For all employees who regularly worked on Saturday and/or Sunday, the holiday will be specified by the above-listed dates. In case a holiday falls on an employee’s regularly scheduled day off, he/she shall have the option to take such a holiday on an alternate day, as selected by the employee and approved by the Department Director.
21 ARTICLE 13. VACATION LEAVE
A. The purpose of annual vacation leave is to enable each eligible employee to annually return to his work mentally and physically refreshed.
B. Each eligible employee shall be required to have served the equivalent of one (1) year of continuous service in the City in order to be eligible for his/her full annual vacation leave. However, in the event an employee so chooses, he/she may, after six (6) continuous months of service, take vacation leave not to exceed five (5) working days, with the Supervisor’s approval.
C. Employees who terminate employment and upon return of all City-owned property in good condition, shall be paid in a lump sum for all accrued vacation leave earned prior to the date of termination.
D. Vacation leave with pay shall be earned by employees in accordance with the following schedule:
AFTER: YEARS DAYS = HOURS PER MONTH
01 10 6.67
02 12 8.00
03 13 8.67
04 14 9.34
05 15 10.00
06 15 10.00
07 16 10.67
08 16 10.67
09 17 11.34
10 17 11.34
11 18 12.00
12 18 12.00
13 19 12.67
14 19 12.67
15 20 13.34
E. If for any reason an employee becomes ill during a vacation, or in the case where a holiday falls during a vacation period, the affected employee shall be entitled to utilize such available sick or holiday leave in lieu of vacation leave. The vacation period may be appropriately extended upon approval of the Supervisor.
F. Vacation leave may be taken as it accrues. Vacation shall be scheduled at the discretion and convenience of each individual employee, with the consent of the Supervisor, within the limitations necessitated by the legitimate operational needs of the City.
22 ARTICLE 13. VACATION LEAVE (continued)
G. In the event the scheduling preferences of two (2) or more employees conflict, the preferences of the more senior employee from date of hire shall govern, barring any unusual circumstances.
H. An employee must use a minimum of 50% vacation leave earned each calendar year during that same calendar year. The balance of the vacation leave remaining unused during that same calendar year may be accrued.
Exception is made to this paragraph for all new employees commencing City employment after December 31st of each year so that there is no requirement upon a new employee to use a minimum of 50% of vacation leave earned by the first December 31st after employment commences.
I. Employees may accrue vacation leave up to a maximum of 225 hours.
Accrued vacation may exceed the maximum allowable by up to, and no more than, 50 hours during the calendar year, at which time the employee shall stop accruing vacation leave above that amount. In the event an employee’s accrued vacation leave exceeds the maximum allowable of 225 hours on January 1, the employee shall be paid at his/her January 1 hourly wage rate for those hours accrued in excess of the maximum allowable of 225 hours up to a maximum of 50 hours. Upon request of an employee, an exception to the accrual limit may be made upon recommendation by the Department Director and approval by the City Manager.
ARTICLE 14. SICK LEAVE
A. All full-time, permanent employees shall accrue one (1) working day of sick leave with pay for each month of service. The maximum accumulation of earned sick leave shall be 1,000 hours. An employee will not accumulate any additional sick leave until such time as his/her accumulated balance falls below 1,000 hours. If an employee has accumulated over 1,000 hours of earned sick leave as of July 1, 2012, the employee may continue to accumulate up to his/her sick leave balance as of that date. Upon retirement, an employee may choose to be paid 50% of his/her unused sick leave, to a maximum of 450 hours at his/her current rate of pay. Upon retirement, unused accumulated sick leave may be converted to PERS retirement credit per the City’s contract with PERS. At the end of each calendar year, each employee has the option of being paid straight time for 25% of his/her unused sick leave of that year, transferring it to vacation, or leaving it in sick leave.
B. Employees may transfer sick leave on a voluntary basis to a fellow employee who has exhausted all his/her sick leave and vacation leave due to an extended illness or injury. The transfer shall be based on each
23 ARTICLE 14. SICK LEAVE (continued)
employee’s hourly rate of pay and shall not exceed twenty-four (24) hours of sick leave based on the hourly rate of pay of the receiving employee. The transfer shall be requested on a form provided by the City, be completed by both employees who mutually request such transfer, and submitted for approval to their Department Directors and the City Manager for final approval. The requesting employee must indicate how many hours they will need for their leave. The receiving employee shall not be obligated to repay any transferred leave to the contributing employee, and contributing employee understands that such transfer shall be deemed as if used and will be subject to all other provisions applicable. Under no circumstances may the requesting employee receive more donated hours in their sick bank than actually used for their leave.
ARTICLE 15. LEAVES OF ABSENCE
15.1 Bereavement Leave
Permanent full-time employees shall be granted leave by their Department Director whenever the affected employee has experienced a death in the immediate family, defined as the spouse, the employee’s or employee’s spouse’s father, mother, brother or sister, child or stepchild, grandparents, grandchildren, son-in-law, daughter-in-law, “step” relatives as described above, aunt or uncle, or any other person residing in the same household where attendance to the funeral is necessary.
Such absence by the employee shall be limited to five (5) working days per occurrence of paid leave. Such leave is not chargeable against sick or vacation leave. As a condition of granting leave for bereavement purposes, the appointing authority may request verification of the loss.
In order to receive this benefit, domestic partners must be registered with the Secretary of State.
15.2 Family Leave
A. An employee may take an unlimited amount of sick leave if required to be away from the job to personally care for a member of his/her immediate family, as defined in Article 15.1, Bereavement Leave, subject to approval of the supervisor and verification of need.
B. Pursuant to the State and Federal Leave Acts, the following is provided for all employees who have been employed a minimum of twelve (12) months and have worked at least 1,250 hours during the 12-month period preceding leave:
1. Up to twelve weeks (60 workdays) unpaid leave in a twelve (12) month period. Intermittent leave is allowed.
24 ARTICLE 15. LEAVES OF ABSENCE (continued)
15.2 Family Leave (continued)
2. Leave may be taken for: (1) birth of and care of newborn child; (2) placement of child with employee for adoption or foster care; (3) to care for spouse, child, or parent having serious health condition; (4) employee’s own serious health condition.
3. The employee’s insurance, including medical, dental, vision, and life insurance will be maintained under the same conditions as if the employee were still working.
4. Request for leave must be made 30 days prior to leave, if foreseeable.
5. Employee may use accrued vacation, holiday, or personal leave during family leave. Sick leave may be used for employee and/or immediate family illness or disability.
6. Upon return to work, employee will be restored to same or equivalent position with equivalent benefits.
All other provisions of the California Family Rights Act (“CFRA”), Federal Family Medical Leave Act (“FMLA”) and Pregnancy Disability Leave (“PDL”) apply.
15.3. Medical Leave
Medical leave without pay may be granted for the purpose of recovery from prolonged illness or injury or to restore health or for pregnancy upon employee’s written request to and approved by the Department Director and City Manager, subject to submission of medical evidence satisfactory as establishing the employee’s medical need. During the approved leave period, the City will not pay employee benefits; however, the employee may elect to maintain City medical insurance coverage for employee and dependents at employee’s sole cost if such coverage of all individuals is in effect sixty (60) days prior to leave application to the City Manager.
15.4 Emergency Leave
Emergency leave without pay may be granted to any permanent employee who, upon written request to and approved by the Department Director and City Manager, demonstrates that the leave is necessary for personal reasons beyond his/her control or will serve to improve his/her ability as an employee of the City.
Emergency leaves may be granted up to a maximum of one (1) year. Upon expiration of an approved emergency leave, the employee shall be reinstated in the position held at the time leave was granted. The leave period shall not be credited to employee seniority or credited toward time served with the City. Failure on the part of the employee on leave to report promptly at the leave’s expiration shall be cause for discharge. During the leave period the City will not pay employee
25 ARTICLE 15. LEAVES OF ABSENCE (continued)
15.4 Emergency Leave (continued)
benefits; however, the employee may elect to maintain City medical insurance coverage for employee and dependents at employee’s sole expense if such coverage of all individuals is in effect sixty (60) days prior to leave application to the City Manager.
15.5 Jury Duty
Employees shall be granted leave, with full pay and no loss in benefits, when called for jury duty, if the employee remits jury fees received for such jury duty. The employee may retain all travel pay or subsistence pay granted by the court because of the employee’s participation in jury duty. The employee shall be responsible for notifying his/her supervisor as soon as possible upon receiving notice to appear for jury duty, make every reasonable effort to keep his/her supervisor advised as to the anticipated length of service, and return to work immediately following the end of jury duty service.
15.6 Military Leave
Every employee of the City shall be granted military leaves of absence and other benefits as provided in Division II, Part I, Chapter VII of the Military and Veteran’s Code of the State of California.
ARTICLE 16. UNIFORM ALLOWANCE
The City agrees to furnish five (5) shirts and five (5) pairs of pants per week for employees in the following classifications:
Maintenance Worker I, II, III
Fleet Maintenance Coordinator
Public Works Lead Person
Citywide Fleet Coordinator
Parks Lead Worker
Streets Maintenance Supervisor
Parks, Tree & Landscape Supervisor
Utilities/ Water & Sewer System Supervisor
Soto Sports Complex Maintenance & Coordinator Supervisor
Employees hired to fill newly-created classifications will also receive uniforms under this section if the wearing of a uniform is required. Uniforms for the above-listed field personnel are to be worn during work and may be worn to and from work.
16.1 Safety Shoes
During the term of this Agreement, the City shall provide one pair of safety shoes to all unit employees that perform field work, as listed in Article 16 as well as the
26 ARTICLE 16. UNIFORM ALLOWANCE (continued)
16.1 Safety Shoes (continued)
Geographic Information System Technician, Assistant Engineer, Associate Engineer and Senior Engineer, per fiscal year to a maximum cost of $200. The safety shoes shall be purchased during the month of August unless deemed a necessity to be purchased before the month of August by the Department Director and approval of the City Manager. The safety shoes must be worn during all hours where there is a need for such shoes or as required by the Department Director.
In the event safety shoes are compromised by unusual circumstances, an additional replacement can be authorized by the Department Director with approval of the City Manager. A vendor to be used to make purchases of safety shoes will be mutually agreed upon by the City and Union.
16.2 Safety Glasses
The City will provide safety prescription glasses and lens for those employees who need them to carry out their tasks. The glasses will comply with OSHA standards.
ARTICLE 17. RETIREMENT
17.1 PERS Retirement Contributions
A. G.C. Section 21354.4. The CalPERS 2.5% at Age 55 Retirement Plan is provided for employees hired prior to December 21, 2012.
Employees under this plan will pay the full eight percent (8%) employee share of CalPERS retirement benefit costs.
B. G. C. Section 21354. The CalPERS 2.0% at Age 55 Retirement plan will be provided for employees hired between December 21, 2012 and December 31, 2012, CalPERS “Classic” members hired on or after January 1, 2013, and those eligible for reciprocity hired on or after January 1, 2013. Employees under this plan will pay the full seven percent (7%) of the employee share of CalPERS.
C. G.C. Section 7522.20. The CalPERS 2% @ 62 Retirement Plan shall be provided for new employees hired on or after January 1, 2013 who are not CalPERS “Classic” employees and are not eligible for reciprocity. Employees under this plan shall pay at least 50% of the total normal cost rate (currently 7.75%) of the employee share of CalPERS.
D. G.C. Section 21024 and 21027. Employees may buy back, at their expense, retirement service credit for prior military service as permitted by CalPERS.
27 ARTICLE 17. RETIREMENT (continued)
17.1 PERS Retirement Contributions (continued)
E. GC Section 20042. For employees hired prior to December 21, 2012, retirement benefits are based on the highest single year compensation.
F. GC Section 20037. For employees hired on or after December 21, 2012, retirement benefits shall be based on the highest average annual compensation earnable by a member during three
consecutive years of employment.
G. GC Section 20965. Employees will receive credit for unused sick leave per the provisions of Article 14. A of this MOU.
H. GC Section 21548. The spouse of a deceased member, who was eligible to retire for service at the time of death, may elect to receive the Pre-Retirement Optional Settlement 2 Death Benefit.
I. Effective January 1, 2013, the Public Employee’s Pension Reform Act of 2013 (PEPRA) will apply to all employees, as well as for employees transferring from other CalPERS or reciprocal agencies.
17.2 Retirement Defined
Retirement is defined as the termination of employment at an age when the employee would qualify for an allowance under the Public Employees Retirement System (PERS) and the City’s Personnel Regulations.
17.3 Retiree Medical
A. Employees who retire from City service shall be allowed to purchase medical insurance coverage through the City.
B. GC Section 22892. The City’s contribution shall be an equal amount for both employees and annuitants, which shall be the minimum contribution amount established by CalPERS on an annual basis.
That amount shall be $151 per month during calendar year 2023 and $157 per month during calendar year 2024. The City’s contribution shall be adjusted annually thereafter by the CalPERS Board to reflect any change in the medical care component of the Consumer Price Index, provided that the City is participating in the CalPERS Health Plan.
C. The City shall provide a supplemental contribution to employees that are: 1) employed on a full-time basis as of June 30, 2008 and who have been employed with the City on a full-time basis for five (5) years or more at the time of retirement; or 2) employed on a full-time
28 ARTICLE 17. RETIREMENT (continued)
17.3 Retiree Medical continued
basis after June 30, 2008 and who have been employed by the City on a full-time basis for ten (10) years or more at the time of retirement.
The supplemental contribution shall be equal to the difference between the minimum contribution amount established by CalPERS as set forth above in Section 17.3., Section B. and the following amounts:
For single annuitant coverage: $170.51
For annuitant + 1 dependent: $301.17
For annuitant + 2 or more dependents: $365.24
ARTICLE 18. PROBATIONARY PERIOD
All appointments, original and promotional, shall be tentative and subject to a probationary period of twelve (12) months. The Department Director, with consent of the City Manager, may extend the probationary period for specified cause(s), which shall be provided in writing to the employee.
The probationary period shall be regarded as a part of a continuing testing process and shall be utilized for closely observing the employee’s work, for securing the most effective adjustment of an employee to his/her newly appointed position, and for rejecting any probationary employee whose performance does not meet the required standards of work.
The Department Director, with the consent of the City Manager, may release a newly hired probationary employee from City employment without cause at any time during the probationary period.
The Department Director, with the consent of the City Manager, may remove a transferred or promoted employee from the position to which promoted without cause at any time during the probationary period; in which event, that employee shall be reinstated to his/her original position from which originally transferred or promoted.
ARTICLE 19. PROMOTION
Promotion of an employee to a higher range shall result in an increase in salary. The employee’s salary shall be placed in the salary range of the new position which would result in at least a five percent (5%) increase in salary compared to the employee’s existing salary position. Promotion of the employee may be made with the consent of the City Manager without testing or opening the position for consideration of all nonemployees. All current employees shall be given consideration for a position opening that will be filled by promotion. An employee promoted to a new position shall serve a twelve (12) month probationary period in that position. In the event the promoted party is removed from the position to which promoted, the employee shall be considered demoted
29 ARTICLE 19. PROMOTION (continued)
but shall be returned to the range from which promoted. No change in step shall occur as a result of an employee passing the promoted position probationary period. A promoted employee shall retain his or her salary anniversary date held prior to promotion. An employee’s promotion date will become their anniversary date for the purposes of performance evaluations and step increases.
ARTICLE 20. PROMOTIONAL OPPORTUNITIES
20.1 Posting
Promotional opportunities for classifications within the representation unit will be posted for at least ten (10) working days (Monday through Friday) prior to selection.
20.2 Selection
The selection procedure for each promotional opening will be determined and administered by the employing department in consultation with the requesting department. Selection procedure and job description information will be attached or incorporated into the job-posting notice at the time of posting. Efforts will be made to standardize tests and procedures where standardization is feasible and appropriate. Any tests used shall be reasonably predictive of success in the classification; and tests may not be biased with respect to race, sex, religion, creed, political affiliation, color, national origin, ancestry, or age. Selection procedures may include any or all of the following phases:
A. Application: Both inside and outside candidates will make applications on forms specified by the employing department.
Applications must be submitted to the employing department.
B. Screening: Applications will be screened by the employing department to ascertain whether candidates meet minimum requirements as outlined in the job description. Applicants screened out at this level will receive a written response explaining such action.
C. Performance Testing: Performance tests, such as typing, machinery or vehicle operation, skills, demonstration, physical agility, etc., will be qualifying. Pass/fail points will be announced in advance for qualifying tests.
D. Written Tests: Written achievement or aptitude tests will be qualifying. Pass/fail points will be announced in advance for qualifying tests.
E. Interviews/Appraisals: Interviews may be conducted individually or by interview boards and will be qualifying. Interview boards shall be
30 ARTICLE 20. PROMOTIONAL OPPORTUNITIES (continued)
20.2 Selection (continued)
composed of qualified and unbiased people. If individual interviews or an interview board is used, a majority of the individuals or board members must recommend a candidate in order for the candidate to qualify for appointment.
20.3 Recommended Candidates
Candidates who successfully complete all phases of the selection procedure will be recommended to the Department Director and/or City Manager.
20.4 Appointment
The Department Director and/or City Manager will make appointments from among those recommended candidates who are most qualified as determined by objective review of selection procedure results and background materials.
ARTICLE 21. MAINTENANCE WORKER JOB SERIES
The Maintenance Worker job series shall be a flexibly staffed classification. Movement within the series shall not require an examination or certification to a list of eligibles.
Movement within the Maintenance Worker series shall be as follows:
A. Employees shall be flexed to Maintenance Worker II after one (1) year of service as a Maintenance Worker I, contingent upon satisfactory performance.
B. Employees shall be flexed to Maintenance Worker III after no less than three (3) years but no more than four (4) years of service as a Maintenance Worker II, contingent upon satisfactory performance.
C. Satisfactory performance shall mean the employee’s annual Performance Review is sufficient to allow the employee a merit salary increase.
Continued meet and confer on this article is deferred to future labor management meetings.
ARTICLE 22. ENGINEER JOB SERIES
The Engineer job series shall be a flexibly staffed classification. Movement within the series shall not require an examination or certification to a list of eligibles. Movement within the Engineer series shall be as follows:
31 ARTICLE 22. ENGINEER JOB SERIES (continued)
A. Employees shall be flexed to an Associate Engineer after completion of Step E of the Assistant Engineer salary range, contingent upon satisfactory performance and meeting the job requirements for an Associate Engineer.
B. Employees shall be flexed to a Senior Engineer after completion of Step E of the Associate Engineer salary range, contingent upon satisfactory performance and meeting the job requirements for a Senior Engineer.
C. Satisfactory performance shall mean the employee’s annual Performance Review is sufficient to allow the employee a merit salary increase.
ARTICLE 23. TRANSFERS
Transfer of an employee to a position within the employee’s current range shall not affect the employee’s salary rate. Transfer of an employee to a position within a higher range shall be considered a promotion. Transfer of an employee to a lower range shall be considered a demotion.
ARTICLE 24. DEMOTION
Transfer of an employee to a lower class shall result in reduction of salary. The employee’s salary shall be placed in the identical step in the lower class that the employee enjoyed in the class from which demotion was made.
Demotion can be made for cause, except for demotions from probationary positions.
Cause shall be provided to the employee in writing by the Department Director prior to any action taking place. Demotion for disciplinary reasons may be appealed through the grievance procedure by the demoted employee. Demotion for other reasons is not appealable.
ARTICLE 25. LAYOFFS AND DISPLACEMENT
Layoffs:
Whenever, in the judgment of the City, it becomes necessary to make a reduction in force, whenever possible, said reduction shall be accomplished through attrition. Layoffs shall be made by classification and may be department-wide or by division, program, or function.
Workers subject to a reduction in force shall be given at least forty-five (45) working days’ notice prior to the effective date of the layoff. The notice shall contain the information required in Section X. “Layoff Procedure” of the Personnel Regulations.
The Union shall receive concurrent notice and shall be granted an opportunity to meet and consult with the City to discuss proposed alternatives to a reduction in force.
Permanent full-time employees and permanent part-time employees shall be considered separately when the order of layoff reaches C. and D. below. Nothing herein is intended
32 ARTICLE 25. LAYOFFS AND DISPLACEMENT (continued)
to require a preference for or against either full-time or part-time permanent employees in the order of layoff.
When one or more workers performing in the same class in a City department is to face a reduction in force, that worker’s most recent annual evaluation and seniority shall be used to determine the order of layoff pursuant to the following procedures:
The order of layoff shall be as follows:
A. Temporary workers in inverse order of seniority (least first); B. Probationary employees in inverse order of seniority; C. Permanent employees whose most recent annual evaluations were below satisfactory in inverse order of seniority; and
D. Permanent employees in inverse order of seniority.
“Seniority” for the purposes of this Article shall be defined as the length of service as a permanent full-time employee with the City. When determining seniority for permanent full-time positions within a classification subject to layoff, only permanent full-time service shall be considered.
Displacement:
Permanent full-time employees subject to layoff shall have the right to displace an employee in the same classification in any Department of the City or in a different class within the City with the same or lower salary range provided, however, that:
A. The employee subject to layoff has greater seniority than the employee being displaced and was rated at a minimum of competent/satisfactory in his/her latest evaluation.
B. If the displacement is to a different class, it must be a class in the same occupational series as determined by the City with the concurrence of the Union or, to a class previously held by the employee as a permanent fulltime employee of the City.
If a position in the laid-off employee’s classification, or a similar position in a classification for which the City determines the former employee is suited, becomes available within twenty-four (24) months of layoff, said former employee shall be recalled and offered the position in the inverse order of layoff. If a job in a lower paid classification becomes available within twenty-four (24) months, the City shall review the previously laid-off employees’ qualifications. If such laid-off former employees are qualified in the judgment of the City, he/she may fill the slot(s) until his/her former position becomes available, if ever.
33 ARTICLE 26. PERSONNEL RECORDS
An employee or his/her designee may inspect his/her personnel file and obtain copies of any and all items in that file at employee expense. An employee may have placed in his/her personnel file any signed and dated statement of clarification or disagreement to any item or article contained within her/her personnel file.
ARTICLE 26. PERSONNEL RECORDS (continued)
Personnel files include those files maintained by the immediate supervisor or other administrators/supervisors involved in employee evaluations, as well as the central personnel file.
A supervisor’s personal notes shall not be considered a part of the personnel file.
ARTICLE 27. RESIGNATION
An employee wishing to leave his/her employment with the City in good standing shall file with his/her supervisor a written resignation stating the effective date of his/her resignation and the reasons for leaving.
The resigning individual shall file such written resignation at least two (2) weeks in advance of the effective termination date and participate in an exit interview conducted by the City prior to issuance of the final paycheck.
ARTICLE 28. OUTSIDE EMPLOYMENT
No full-time employee shall engage in outside employment or an enterprise that his/her Department Director and/or the City Manager may find unsuitable and in conflict with their municipal duties or responsibilities or that lessens their effectiveness as a City employee.
ARTICLE 29. POSITION VACANCIES
Should the City determine that a vacancy will not be filled such determination shall be made within 120 working days of the date upon which the worker vacated the position.
Upon said determination the City will notify the workers in the affected department and the Union.
ARTICLE 30. POSITION CLASSIFICATION
Classification Changes: During the course of this M.O.U., the City shall notify the employee concerned in case of contemplated change in job content as contained in the classification descriptions that were in effect at the beginning of the agreement.
Working Out of Classification: The term “working out of classification” is defined as a Management-authorized, full-time assignment to a budgeted position on a temporary basis, wherein all significant duties are performed by an individual holding a classification
34 ARTICLE 30. POSITION CLASSIFICATION (continued)
within a lower compensation range. Pay for working out of classification shall be as follows:
A. Employees appointed to unfilled positions on an “out of classification” basis will receive acting pay within the range of the higher classification beginning the first day of the assignment
B. Employees appointed to a position for vacation, sick leave, or other leave of absence coverage will receive acting pay within the range of the higher classification after five (5) consecutive work days of assignment in the acting position.
Such acting pay shall be a minimum of five percent (5%) over the employee’s current salary.
“Out of classification” provisions do not apply to work assignments performed in connection with specific predetermined apprenticeship or training programs or declared conditions of emergency and/or disaster.
ARTICLE 31. PROFESSIONAL DEVELOPMENT
A. For that training or certification which is required by job specifications, legal mandates, and/or which is required by the City, the City will provide for such training and/or certification, including providing City time to attend the training and to pay for costs associated with the training.
This section does not apply to training courses and/or certifications required for advancement/promotion to a new position.
B. For that training or certification which is encouraged by the City in support of identified programs, the City will provide for such training and/or certification, including providing City time to attend the training and to pay for costs associated with attending the training, provided that the program for which the training and/or certification is related remains in operation and that funds for such training are included in the current City Budget.
C. The City will maintain training certificates, special licenses, and other related documentation related to an employee’s professional development in the employee’s City personnel file. In addition, an employee may submit for inclusion into his/her City personnel file documentation for completion of training related to the employee’s duties and responsibilities, special licenses, or for collegiate courses and/or degrees earned which the employee completed outside of the workplace. The policy/procedure for requesting and attending training shall be as provided in Section C-009, Travel Policy, of the City’s Administrative Policy and Procedure Manual.
35 ARTICLE 32. UNIT ASSIGNMENTS
Any new permanent full-time job classification which does not fall under the City’s management criteria or who is represented by the Arroyo Grande Police Officers’ Association shall be represented by the S.E.I.U.
ARTICLE 33. MAINTENANCE OF BENEFITS AND TERMS AND CONDITIONS All benefits, terms and conditions of employment enjoyed by unit employees as of July 1, 2023, and any side letter agreements reached after that date, shall remain in full force and effect unless modified by a subsequent Memorandum of Understanding or by mutual agreement, in writing, of the parties.
ARTICLE 34. M.O.U. IMPLEMENTATION
Both parties agree that the terms of this Memorandum of Understanding supersede provisions of all other practices, Memorandum of Understanding, resolutions, and rules of the City that conflict with provisions of this Agreement.
ARTICLE 35. OBLIGATION TO MEET AND WAIVER CLAUSE
Except as otherwise expressly provided in this Agreement or, where the parties mutually agree to meet and confer on a matter, the City and the Union expressly waive and relinquish the right, and each agrees that the other shall not be obligated to meet and confer with respect to any subject or matter, including mandatory subjects of negotiation, whether or not referred to in this Agreement.
ARTICLE 36. SAVINGS CLAUSE
Should any provision of this Agreement be held inoperative, void, or invalid by a Court of competent jurisdiction, the remaining provisions of this Agreement shall not be affected thereby, and the parties shall meet and confer for the sole purpose of arriving at a mutually satisfactory replacement of such provision.
ARTICLE 37. POLICY CONFLICTS
The policies and provisions contained herein shall supersede, in all material respects, all conflicting or inconsistent policies and provisions contained in the City of Arroyo Grande Personnel Regulations and the City of Arroyo Grande Administrative Policies and Procedures.
36 REPRESENTATIVES OF REPRESENTATIVES OF
CITY OF ARROYO GRANDE ARROYO GRANDE CHAPTER
SEIU – LOCAL 620
DATE: DATE:
CHE JOHNSON NICOLE BRYANT
CHIEF NEGOTIATOR SEIU CHIEF NEGOTIATOR
NICOLE VALENTINE TIM SCHMIDT
CITY NEGOTIATOR SEIU NEGOTIATOR
TASHINA URENO VICTOR ROCHA
CITY NEGOTIATOR SEIU NEGOTIATOR
CAMELA SCHAAF
SEIU NEGOTIATOR
Exhibit "A"
RANGE A B C D E Positions
11 Biweekly 1,542.47 1,619.60 1,700.58 1,785.61 1,874.89 Monthly 3,342.02 3,509.13 3,684.58 3,868.81 4,062.25
Annual 40,104.29 42,109.51 44,214.98 46,425.73 48,747.02 12 Biweekly 1,581.03 1,660.09 1,743.09 1,830.25 1,921.76 Monthly 3,425.57 3,596.85 3,776.70 3,965.53 4,163.81
Annual 41,106.90 43,162.24 45,320.36 47,586.37 49,965.69 13 Biweekly 1,620.56 1,701.59 1,786.67 1,876.00 1,969.80 Monthly 3,511.21 3,686.78 3,871.11 4,064.67 4,267.90
Annual 42,134.57 44,241.30 46,453.37 48,776.03 51,214.84 14 Biweekly 1,661.07 1,744.13 1,831.33 1,922.90 2,019.05 Office Assistant I Monthly 3,598.99 3,778.94 3,967.89 4,166.29 4,374.60
Annual 43,187.94 45,347.33 47,614.70 49,995.44 52,495.21 15 Biweekly 1,702.60 1,787.73 1,877.12 1,970.97 2,069.52 Accounting Clerk I Monthly 3,688.97 3,873.42 4,067.09 4,270.44 4,483.97
Annual 44,267.64 46,481.02 48,805.07 51,245.32 53,807.59 16 Biweekly 1,745.17 1,832.42 1,924.05 2,020.25 2,121.26 Monthly 3,781.19 3,970.25 4,168.77 4,377.20 4,596.06
Annual 45,374.33 47,643.04 50,025.19 52,526.45 55,152.78 17 Biweekly 1,788.80 1,878.24 1,972.15 2,070.75 2,174.29 Maintenance Worker I Monthly 3,875.72 4,069.51 4,272.99 4,486.63 4,710.97
Annual 46,508.68 48,834.12 51,275.82 53,839.62 56,531.60 18 Biweekly 1,833.52 1,925.19 2,021.45 2,122.52 2,228.65 Office Assistant II Monthly 3,972.62 4,171.25 4,379.81 4,598.80 4,828.74
Annual 47,671.40 50,054.97 52,557.72 55,185.61 57,944.89 19 Biweekly 1,879.35 1,973.32 2,071.99 2,175.59 2,284.37 Monthly 4,071.93 4,275.53 4,489.31 4,713.77 4,949.46
Annual 48,863.19 51,306.35 53,871.66 56,565.25 59,393.51 20 Biweekly 1,926.34 2,022.65 2,123.79 2,229.98 2,341.47 Monthly 4,173.73 4,382.42 4,601.54 4,831.61 5,073.20
Annual 50,084.77 52,589.00 55,218.45 57,979.38 60,878.35 21 Biweekly 1,974.50 2,073.22 2,176.88 2,285.73 2,400.01 Accounting Clerk II Monthly 4,278.07 4,491.98 4,716.58 4,952.41 5,200.03 Maintenance Worker II Annual 51,336.88 53,903.73 56,598.92 59,428.86 62,400.30 Neighborhood Services Tech.
CITY OF ARROYO GRANDE
EFFECTIVE 9/15/23
SCHEDULE OF SALARY RANGES
SEIU
Exhibit "A"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 9/15/23
SCHEDULE OF SALARY RANGES
SEIU
22 Biweekly 2,023.86 2,125.05 2,231.30 2,342.87 2,460.01 Monthly 4,385.03 4,604.28 4,834.49 5,076.22 5,330.03
Annual 52,620.31 55,251.32 58,013.89 60,914.58 63,960.31 23 Biweekly 2,074.45 2,178.18 2,287.09 2,401.44 2,521.51 Monthly 4,494.65 4,719.38 4,955.35 5,203.12 5,463.28
Annual 53,935.81 56,632.61 59,464.24 62,437.45 65,559.32 24 Biweekly 2,126.32 2,232.63 2,344.26 2,461.48 2,584.55 Monthly 4,607.02 4,837.37 5,079.24 5,333.20 5,599.86
Annual 55,284.21 58,048.42 60,950.84 63,998.38 67,198.30 25 Biweekly 2,179.47 2,288.45 2,402.87 2,523.01 2,649.16 Administrative Secretary Monthly 4,722.19 4,958.30 5,206.22 5,466.53 5,739.86
Annual 56,666.32 59,499.63 62,474.61 65,598.34 68,878.26 26 Biweekly 2,233.96 2,345.66 2,462.94 2,586.09 2,715.39 Building Permit Tech.
Monthly 4,840.25 5,082.26 5,336.37 5,603.19 5,883.35 Maintenance Worker III Annual 58,082.97 60,987.12 64,036.48 67,238.30 70,600.22 Recreation Coordinator Senior Accounting Clerk
Sports Facility Coord.
Plan/Engineer Permit Tech
27 Biweekly 2,289.81 2,404.30 2,524.51 2,650.74 2,783.28 Monthly 4,961.25 5,209.32 5,469.78 5,743.27 6,030.44
Annual 59,535.05 62,511.80 65,637.39 68,919.26 72,365.22 28 Biweekly 2,347.05 2,464.41 2,587.63 2,717.01 2,852.86 Water Services Worker Monthly 5,085.29 5,339.55 5,606.53 5,886.85 6,181.20
Annual 61,023.42 64,074.59 67,278.32 70,642.24 74,174.35 29 Biweekly 2,405.73 2,526.02 2,652.32 2,784.93 2,924.18 Monthly 5,212.42 5,473.04 5,746.69 6,034.02 6,335.73
Annual 62,549.01 65,676.46 68,960.28 72,408.30 76,028.71 30 Biweekly 2,465.87 2,589.17 2,718.63 2,854.56 2,997.29 Fleet Maint. Coordinator Monthly 5,342.73 5,609.86 5,890.36 6,184.88 6,494.12 Community Services Specialist Annual 64,112.73 67,318.37 70,684.29 74,218.50 77,929.43 31 Biweekly 2,527.52 2,653.90 2,786.59 2,925.92 3,072.22 Public Works Lead Person Monthly 5,476.30 5,750.11 6,037.62 6,339.50 6,656.47 Parks Lead Worker Annual 65,715.55 69,001.33 72,451.40 76,073.97 79,877.67 32 Biweekly 2,590.71 2,720.24 2,856.26 2,999.07 3,149.02 Monthly 5,613.20 5,893.86 6,188.56 6,497.98 6,822.88
Annual 67,358.44 70,726.36 74,262.68 77,975.82 81,874.61 33 Biweekly 2,655.48 2,788.25 2,927.66 3,074.05 3,227.75 Monthly 5,753.53 6,041.21 6,343.27 6,660.43 6,993.46
Annual 69,042.40 72,494.52 76,119.25 79,925.21 83,921.47
Exhibit "A"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 9/15/23
SCHEDULE OF SALARY RANGES
SEIU
34 Biweekly 2,721.86 2,857.96 3,000.86 3,150.90 3,308.44 GIS Technician Monthly 5,897.37 6,192.24 6,501.85 6,826.95 7,168.29
Annual 70,768.46 74,306.89 78,022.23 81,923.34 86,019.51 35 Biweekly 2,789.91 2,929.41 3,075.88 3,229.67 3,391.15 Parks, Tree & Landscape Monthly 6,044.81 6,347.05 6,664.40 6,997.62 7,347.50 Supervisor Annual 72,537.67 76,164.56 79,972.79 83,971.43 88,170.00 Recreation Supervisor Soto Sports Complex Maint.
& Coord. Supervisor
Utilities/Water & Sewer
System Supervisor
Streets Maint. Supervisor
36 Biweekly 2,859.66 3,002.64 3,152.77 3,310.41 3,475.93 Citywide Fleet Coordinator Monthly 6,195.93 6,505.72 6,831.01 7,172.56 7,531.19
Annual 74,351.12 78,068.67 81,972.11 86,070.71 90,374.25 37 Biweekly 2,931.15 3,077.71 3,231.59 3,393.17 3,562.83 Monthly 6,350.82 6,668.37 7,001.78 7,351.87 7,719.47
Annual 76,209.89 80,020.39 84,021.41 88,222.48 92,633.60 38 Biweekly 3,004.43 3,154.65 3,312.38 3,478.00 3,651.90 Assistant Engineer Monthly 6,509.60 6,835.07 7,176.83 7,535.67 7,912.45 IT Specialist Annual 78,115.14 82,020.90 86,121.94 90,428.04 94,949.44 Engineering Inspector Program Analyst
39 Biweekly 3,079.54 3,233.52 3,395.19 3,564.95 3,743.20 Monthly 6,672.34 7,005.95 7,356.25 7,724.06 8,110.26
Annual 80,068.02 84,071.42 88,274.99 92,688.74 97,323.18 40 Biweekly 3,156.53 3,314.35 3,480.07 3,654.08 3,836.78 Monthly 6,839.14 7,181.10 7,540.16 7,917.16 8,313.02
Annual 82,069.72 86,173.21 90,481.87 95,005.96 99,756.26 41 Biweekly 3,235.44 3,397.21 3,567.07 3,745.43 3,932.70 Monthly 7,010.12 7,360.63 7,728.66 8,115.09 8,520.85
Annual 84,121.46 88,327.54 92,743.91 97,381.11 102,250.16 42 Biweekly 3,316.33 3,482.14 3,656.25 3,839.06 4,031.02 Monthly 7,185.38 7,544.64 7,921.88 8,317.97 8,733.87
Annual 86,224.50 90,535.73 95,062.51 99,815.64 104,806.42 43 Biweekly 3,399.24 3,569.20 3,747.66 3,935.04 4,131.79 Associate Engineer Monthly 7,365.01 7,733.26 8,119.92 8,525.92 8,952.21
Annual 88,380.11 92,799.12 97,439.07 102,311.03 107,426.58 44 Biweekly 3,484.22 3,658.43 3,841.35 4,033.42 4,235.09 Monthly 7,549.13 7,926.59 8,322.92 8,739.07 9,176.02
Annual 90,589.62 95,119.10 99,875.05 104,868.80 110,112.24
Exhibit "A"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 9/15/23
SCHEDULE OF SALARY RANGES
SEIU
45 Biweekly 3,571.32 3,749.89 3,937.38 4,134.25 4,340.96 Monthly 7,737.86 8,124.76 8,530.99 8,957.54 9,405.42
Annual 92,854.36 97,497.07 102,371.93 107,490.52 112,865.05 46 Biweekly 3,660.60 3,843.63 4,035.82 4,237.61 4,449.49 Senior Engineer Monthly 7,931.31 8,327.88 8,744.27 9,181.48 9,640.56
Annual 95,175.71 99,934.50 104,931.23 110,177.79 115,686.68 47 Biweekly 3,752.12 3,939.73 4,136.71 4,343.55 4,560.72 Monthly 8,129.59 8,536.07 8,962.88 9,411.02 9,881.57
Annual 97,555.11 102,432.86 107,554.51 112,932.23 118,578.84 48 Biweekly 3,845.92 4,038.22 4,240.13 4,452.14 4,674.74 Monthly 8,332.83 8,749.47 9,186.95 9,646.29 10,128.61
Annual 99,993.99 104,993.68 110,243.37 115,755.54 121,543.31 49 Biweekly 3,942.07 4,139.17 4,346.13 4,563.44 4,791.61 Monthly 8,541.15 8,968.21 9,416.62 9,887.45 10,381.82
Annual 102,493.84 107,618.53 112,999.45 118,649.43 124,581.90 50 Biweekly 4,040.62 4,242.65 4,454.79 4,677.53 4,911.40 Monthly 8,754.68 9,192.42 9,652.04 10,134.64 10,641.37
Annual 105,056.18 110,308.99 115,824.44 121,615.66 127,696.44
Exhibit "B"
RANGE A B C D E Positions
11 Biweekly 1,596.46 1,676.28 1,760.10 1,848.10 1,940.51 Monthly 3,459.00 3,631.94 3,813.54 4,004.22 4,204.43
Annual 41,507.94 43,583.34 45,762.51 48,050.63 50,453.16 12 Biweekly 1,636.37 1,718.19 1,804.10 1,894.30 1,989.02 Monthly 3,545.47 3,722.74 3,908.88 4,104.32 4,309.54
Annual 42,545.64 44,672.92 46,906.57 49,251.90 51,714.49 13 Biweekly 1,677.28 1,761.14 1,849.20 1,941.66 2,038.74 Monthly 3,634.11 3,815.81 4,006.60 4,206.93 4,417.28
Annual 43,609.28 45,789.75 48,079.23 50,483.20 53,007.36 14 Biweekly 1,719.21 1,805.17 1,895.43 1,990.20 2,089.71 Office Assistant I Monthly 3,724.96 3,911.21 4,106.77 4,312.11 4,527.71
Annual 44,699.51 46,934.49 49,281.21 51,745.28 54,332.54 15 Biweekly 1,762.19 1,850.30 1,942.82 2,039.96 2,141.96 Accounting Clerk I Monthly 3,818.08 4,008.99 4,209.44 4,419.91 4,640.90
Annual 45,817.00 48,107.85 50,513.24 53,038.91 55,690.85 16 Biweekly 1,806.25 1,896.56 1,991.39 2,090.96 2,195.50 Monthly 3,913.54 4,109.21 4,314.67 4,530.41 4,756.93
Annual 46,962.43 49,310.55 51,776.08 54,364.88 57,083.12 17 Biweekly 1,851.40 1,943.97 2,041.17 2,143.23 2,250.39 Maintenance Worker I Monthly 4,011.37 4,211.94 4,422.54 4,643.67 4,875.85
Annual 48,136.49 50,543.31 53,070.48 55,724.00 58,510.20 18 Biweekly 1,897.69 1,992.57 2,092.20 2,196.81 2,306.65 Office Assistant II Monthly 4,111.66 4,317.24 4,533.10 4,759.76 4,997.75
Annual 49,339.90 51,806.90 54,397.24 57,117.10 59,972.96 19 Biweekly 1,945.13 2,042.39 2,144.51 2,251.73 2,364.32 Monthly 4,214.45 4,425.17 4,646.43 4,878.75 5,122.69
Annual 50,573.40 53,102.07 55,757.17 58,545.03 61,472.28 20 Biweekly 1,993.76 2,093.45 2,198.12 2,308.03 2,423.43 Monthly 4,319.81 4,535.80 4,762.59 5,000.72 5,250.76
Annual 51,837.73 54,429.62 57,151.10 60,008.66 63,009.09 21 Biweekly 2,043.60 2,145.78 2,253.07 2,365.73 2,484.01 Accounting Clerk II Monthly 4,427.81 4,649.20 4,881.66 5,125.74 5,382.03 Maintenance Worker II Annual 53,133.68 55,790.36 58,579.88 61,508.87 64,584.32 Neighborhood Services Tech.
CITY OF ARROYO GRANDE
EFFECTIVE 7/5/24
SCHEDULE OF SALARY RANGES
SEIU
Exhibit "B"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 7/5/24
SCHEDULE OF SALARY RANGES
SEIU
22 Biweekly 2,094.69 2,199.43 2,309.40 2,424.87 2,546.11 Monthly 4,538.50 4,765.43 5,003.70 5,253.88 5,516.58
Annual 54,462.02 57,185.12 60,044.37 63,046.59 66,198.92 23 Biweekly 2,147.06 2,254.41 2,367.13 2,485.49 2,609.77 Monthly 4,651.96 4,884.56 5,128.79 5,385.23 5,654.49
Annual 55,823.57 58,614.75 61,545.48 64,622.76 67,853.90 24 Biweekly 2,200.74 2,310.77 2,426.31 2,547.63 2,675.01 Monthly 4,768.26 5,006.68 5,257.01 5,519.86 5,795.85
Annual 57,219.16 60,080.12 63,084.12 66,238.33 69,550.24 25 Biweekly 2,255.76 2,368.54 2,486.97 2,611.32 2,741.88 Administrative Secretary Monthly 4,887.47 5,131.84 5,388.44 5,657.86 5,940.75
Annual 58,649.64 61,582.12 64,661.22 67,894.29 71,289.00 26 Biweekly 2,312.15 2,427.76 2,549.14 2,676.60 2,810.43 Building Permit Tech.
Monthly 5,009.66 5,260.14 5,523.15 5,799.30 6,089.27 Maintenance Worker III Annual 60,115.88 63,121.67 66,277.75 69,591.64 73,071.22 Recreation Coordinator Senior Accounting Clerk
Sports Facility Coord.
Plan/Engineer Permit Tech
27 Biweekly 2,369.95 2,488.45 2,612.87 2,743.52 2,880.69 Monthly 5,134.90 5,391.64 5,661.22 5,944.29 6,241.50
Annual 61,618.77 64,699.71 67,934.70 71,331.43 74,898.01 28 Biweekly 2,429.20 2,550.66 2,678.19 2,812.10 2,952.71 Water Services Worker Monthly 5,263.27 5,526.43 5,802.76 6,092.89 6,397.54
Annual 63,159.24 66,317.21 69,633.07 73,114.72 76,770.46 29 Biweekly 2,489.93 2,614.43 2,745.15 2,882.41 3,026.53 Monthly 5,394.85 5,664.59 5,947.82 6,245.22 6,557.48
Annual 64,738.22 67,975.14 71,373.89 74,942.59 78,689.72 30 Biweekly 2,552.18 2,679.79 2,813.78 2,954.47 3,102.19 Fleet Maint. Coordinator Monthly 5,529.72 5,806.21 6,096.52 6,401.35 6,721.41 Community Services Specialist Annual 66,356.68 69,674.51 73,158.24 76,816.15 80,656.96 31 Biweekly 2,615.98 2,746.78 2,884.12 3,028.33 3,179.75 Public Works Lead Person Monthly 5,667.97 5,951.36 6,248.93 6,561.38 6,889.45 Parks Lead Worker Annual 68,015.60 71,416.38 74,987.20 78,736.56 82,673.38 32 Biweekly 2,681.38 2,815.45 2,956.23 3,104.04 3,259.24 Monthly 5,809.67 6,100.15 6,405.16 6,725.41 7,061.68
Annual 69,715.99 73,201.79 76,861.88 80,704.97 84,740.22 33 Biweekly 2,748.42 2,885.84 3,030.13 3,181.64 3,340.72 Monthly 5,954.91 6,252.65 6,565.29 6,893.55 7,238.23
Annual 71,458.89 75,031.83 78,783.42 82,722.59 86,858.72
Exhibit "B"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 7/5/24
SCHEDULE OF SALARY RANGES
SEIU
34 Biweekly 2,817.13 2,957.99 3,105.88 3,261.18 3,424.24 GIS Technician Monthly 6,103.78 6,408.97 6,729.42 7,065.89 7,419.18
Annual 73,245.36 76,907.63 80,753.01 84,790.66 89,030.19 35 Biweekly 2,887.56 3,031.94 3,183.53 3,342.71 3,509.84 Parks, Tree & Landscape Monthly 6,256.37 6,569.19 6,897.65 7,242.54 7,604.66 Supervisor Annual 75,076.49 78,830.32 82,771.83 86,910.43 91,255.95 Recreation Supervisor Soto Sports Complex Maint.
& Coord. Supervisor
Utilities/Water & Sewer
System Supervisor
Streets Maint. Supervisor
36 Biweekly 2,959.75 3,107.73 3,263.12 3,426.28 3,597.59 Citywide Fleet Coordinator Monthly 6,412.78 6,733.42 7,070.09 7,423.60 7,794.78
Annual 76,953.41 80,801.08 84,841.13 89,083.19 93,537.35 37 Biweekly 3,033.74 3,185.43 3,344.70 3,511.93 3,687.53 Monthly 6,573.10 6,901.76 7,246.85 7,609.19 7,989.65
Annual 78,877.24 82,821.10 86,962.16 91,310.27 95,875.78 38 Biweekly 3,109.58 3,265.06 3,428.32 3,599.73 3,779.72 Assistant Engineer Monthly 6,737.43 7,074.30 7,428.02 7,799.42 8,189.39 IT Specialist Annual 80,849.17 84,891.63 89,136.21 93,593.02 98,272.67 Engineering Inspector Program Analyst
39 Biweekly 3,187.32 3,346.69 3,514.02 3,689.72 3,874.21 Monthly 6,905.87 7,251.16 7,613.72 7,994.40 8,394.12
Annual 82,870.40 87,013.92 91,364.62 95,932.85 100,729.49 40 Biweekly 3,267.01 3,430.36 3,601.87 3,781.97 3,971.07 Monthly 7,078.51 7,432.44 7,804.06 8,194.26 8,603.98
Annual 84,942.16 89,189.27 93,648.73 98,331.17 103,247.73 41 Biweekly 3,348.68 3,516.12 3,691.92 3,876.52 4,070.34 Monthly 7,255.48 7,618.25 7,999.16 8,399.12 8,819.08
Annual 87,065.71 91,419.00 95,989.95 100,789.45 105,828.92 42 Biweekly 3,432.40 3,604.02 3,784.22 3,973.43 4,172.10 Monthly 7,436.86 7,808.71 8,199.14 8,609.10 9,039.55
Annual 89,242.36 93,704.48 98,389.70 103,309.18 108,474.64 43 Biweekly 3,518.21 3,694.12 3,878.82 4,072.77 4,276.40 Associate Engineer Monthly 7,622.78 8,003.92 8,404.12 8,824.33 9,265.54
Annual 91,473.42 96,047.09 100,849.44 105,891.91 111,186.51 44 Biweekly 3,606.16 3,786.47 3,975.80 4,174.59 4,383.31 Monthly 7,813.35 8,204.02 8,614.22 9,044.93 9,497.18
Annual 93,760.25 98,448.26 103,370.68 108,539.21 113,966.17
Exhibit "B"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 7/5/24
SCHEDULE OF SALARY RANGES
SEIU
45 Biweekly 3,696.32 3,881.13 4,075.19 4,278.95 4,492.90 Monthly 8,008.69 8,409.12 8,829.58 9,271.06 9,734.61
Annual 96,104.26 100,909.47 105,954.94 111,252.69 116,815.33 46 Biweekly 3,788.73 3,978.16 4,177.07 4,385.92 4,605.22 Senior Engineer Monthly 8,208.91 8,619.35 9,050.32 9,502.83 9,977.98
Annual 98,506.86 103,432.21 108,603.82 114,034.01 119,735.71 47 Biweekly 3,883.44 4,077.62 4,281.50 4,495.57 4,720.35 Monthly 8,414.13 8,834.83 9,276.58 9,740.40 10,227.43
Annual 100,969.54 106,018.01 111,318.91 116,884.86 122,729.10 48 Biweekly 3,980.53 4,179.56 4,388.53 4,607.96 4,838.36 Monthly 8,624.48 9,055.71 9,508.49 9,983.92 10,483.11
Annual 103,493.77 108,668.46 114,101.89 119,806.98 125,797.33 49 Biweekly 4,080.04 4,284.05 4,498.25 4,723.16 4,959.32 Monthly 8,840.09 9,282.10 9,746.20 10,233.51 10,745.19
Annual 106,081.12 111,385.18 116,954.43 122,802.16 128,942.26 50 Biweekly 4,182.04 4,391.15 4,610.70 4,841.24 5,083.30 Monthly 9,061.10 9,514.15 9,989.86 10,489.35 11,013.82
Annual 108,733.15 114,169.80 119,878.29 125,872.21 132,165.82
Exhibit "C"
RANGE A B C D E Positions
11 Biweekly 1,652.34 1,734.95 1,821.70 1,912.78 2,008.42 Monthly 3,580.06 3,759.06 3,947.02 4,144.37 4,351.59
Annual 42,960.72 45,108.76 47,364.19 49,732.40 52,219.02 12 Biweekly 1,693.64 1,778.33 1,867.24 1,960.60 2,058.63 Monthly 3,669.56 3,853.04 4,045.69 4,247.98 4,460.38
Annual 44,034.74 46,236.48 48,548.30 50,975.71 53,524.50 13 Biweekly 1,735.98 1,822.78 1,913.92 2,009.62 2,110.10 Monthly 3,761.30 3,949.37 4,146.83 4,354.18 4,571.88
Annual 45,135.61 47,392.39 49,762.01 52,250.11 54,862.61 14 Biweekly 1,779.38 1,868.35 1,961.77 2,059.86 2,162.85 Office Assistant I Monthly 3,855.33 4,048.10 4,250.50 4,463.03 4,686.18
Annual 46,264.00 48,577.20 51,006.06 53,556.36 56,234.18 15 Biweekly 1,823.87 1,915.06 2,010.82 2,111.36 2,216.92 Accounting Clerk I Monthly 3,951.72 4,149.30 4,356.77 4,574.61 4,803.34
Annual 47,420.60 49,791.63 52,281.21 54,895.27 57,640.03 16 Biweekly 1,869.47 1,962.94 2,061.09 2,164.14 2,272.35 Monthly 4,050.51 4,253.03 4,465.69 4,688.97 4,923.42
Annual 48,606.11 51,036.42 53,588.24 56,267.65 59,081.03 17 Biweekly 1,916.20 2,012.01 2,112.61 2,218.24 2,329.16 Maintenance Worker I Monthly 4,151.77 4,359.36 4,577.33 4,806.20 5,046.50
Annual 49,821.27 52,312.33 54,927.94 57,674.34 60,558.06 18 Biweekly 1,964.11 2,062.31 2,165.43 2,273.70 2,387.39 Office Assistant II Monthly 4,255.57 4,468.34 4,691.76 4,926.35 5,172.67
Annual 51,066.80 53,620.14 56,301.14 59,116.20 62,072.01 19 Biweekly 2,013.21 2,113.87 2,219.56 2,330.54 2,447.07 Monthly 4,361.96 4,580.05 4,809.06 5,049.51 5,301.98
Annual 52,343.47 54,960.64 57,708.67 60,594.11 63,623.81 20 Biweekly 2,063.54 2,166.72 2,275.05 2,388.81 2,508.25 Monthly 4,471.00 4,694.55 4,929.28 5,175.75 5,434.53
Annual 53,652.05 56,334.66 59,151.39 62,108.96 65,214.41 21 Biweekly 2,115.13 2,220.89 2,331.93 2,448.53 2,570.95 Accounting Clerk II Monthly 4,582.78 4,811.92 5,052.51 5,305.14 5,570.40 Maintenance Worker II Annual 54,993.35 57,743.02 60,630.17 63,661.68 66,844.77 Neighborhood Services Tech.
CITY OF ARROYO GRANDE
EFFECTIVE 7/4/25
SCHEDULE OF SALARY RANGES
SEIU
Exhibit "C"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 7/4/25
SCHEDULE OF SALARY RANGES
SEIU
22 Biweekly 2,168.01 2,276.41 2,390.23 2,509.74 2,635.23 Monthly 4,697.35 4,932.22 5,178.83 5,437.77 5,709.66
Annual 56,368.19 59,186.60 62,145.93 65,253.22 68,515.89 23 Biweekly 2,222.21 2,333.32 2,449.98 2,572.48 2,701.11 Monthly 4,814.78 5,055.52 5,308.30 5,573.71 5,852.40
Annual 57,777.39 60,666.26 63,699.58 66,884.55 70,228.78 24 Biweekly 2,277.76 2,391.65 2,511.23 2,636.79 2,768.63 Monthly 4,935.15 5,181.91 5,441.01 5,713.06 5,998.71
Annual 59,221.83 62,182.92 65,292.07 68,556.67 71,984.50 25 Biweekly 2,334.71 2,451.44 2,574.01 2,702.71 2,837.85 Administrative Secretary Monthly 5,058.53 5,311.46 5,577.03 5,855.88 6,148.68
Annual 60,702.37 63,737.49 66,924.37 70,270.59 73,784.11 26 Biweekly 2,393.07 2,512.73 2,638.36 2,770.28 2,908.80 Building Permit Tech.
Monthly 5,184.99 5,444.24 5,716.46 6,002.28 6,302.39 Maintenance Worker III Annual 62,219.93 65,330.93 68,597.48 72,027.35 75,628.72 Recreation Coordinator Senior Accounting Clerk
Sports Facility Coord.
Plan/Engineer Permit Tech
27 Biweekly 2,452.90 2,575.55 2,704.32 2,839.54 2,981.52 Monthly 5,314.62 5,580.35 5,859.37 6,152.34 6,459.95
Annual 63,775.43 66,964.20 70,312.41 73,828.03 77,519.44 28 Biweekly 2,514.22 2,639.93 2,771.93 2,910.53 3,056.05 Water Services Worker Monthly 5,447.48 5,719.86 6,005.85 6,306.14 6,621.45
Annual 65,369.82 68,638.31 72,070.22 75,673.73 79,457.42 29 Biweekly 2,577.08 2,705.93 2,841.23 2,983.29 3,132.46 Monthly 5,583.67 5,862.86 6,156.00 6,463.80 6,786.99
Annual 67,004.06 70,354.27 73,871.98 77,565.58 81,443.86 30 Biweekly 2,641.51 2,773.58 2,912.26 3,057.87 3,210.77 Fleet Maint. Coordinator Monthly 5,723.26 6,009.43 6,309.90 6,625.39 6,956.66 Community Services Specialist Annual 68,679.16 72,113.12 75,718.78 79,504.72 83,479.95 31 Biweekly 2,707.54 2,842.92 2,985.07 3,134.32 3,291.04 Public Works Lead Person Monthly 5,866.35 6,159.66 6,467.65 6,791.03 7,130.58 Parks Lead Worker Annual 70,396.14 73,915.95 77,611.75 81,492.34 85,566.95 32 Biweekly 2,775.23 2,913.99 3,059.69 3,212.68 3,373.31 Monthly 6,013.00 6,313.65 6,629.34 6,960.80 7,308.84
Annual 72,156.05 75,763.85 79,552.04 83,529.64 87,706.13 33 Biweekly 2,844.61 2,986.84 3,136.19 3,293.00 3,457.65 Monthly 6,163.33 6,471.50 6,795.07 7,134.82 7,491.56
Annual 73,959.95 77,657.95 81,540.84 85,617.88 89,898.78
Exhibit "C"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 7/4/25
SCHEDULE OF SALARY RANGES
SEIU
34 Biweekly 2,915.73 3,061.52 3,214.59 3,375.32 3,544.09 GIS Technician Monthly 6,317.41 6,633.28 6,964.95 7,313.19 7,678.85
Annual 75,808.95 79,599.39 83,579.36 87,758.33 92,146.25 35 Biweekly 2,988.62 3,138.05 3,294.96 3,459.70 3,632.69 Parks, Tree & Landscape Monthly 6,475.35 6,799.11 7,139.07 7,496.02 7,870.83 Supervisor Annual 77,704.17 81,589.38 85,668.85 89,952.29 94,449.90 Recreation Supervisor Soto Sports Complex Maint.
& Coord. Supervisor
Utilities/Water & Sewer
System Supervisor
Streets Maint. Supervisor
36 Biweekly 3,063.34 3,216.50 3,377.33 3,546.20 3,723.51 Citywide Fleet Coordinator Monthly 6,637.23 6,969.09 7,317.55 7,683.42 8,067.60
Annual 79,646.77 83,629.11 87,810.57 92,201.10 96,811.15 37 Biweekly 3,139.92 3,296.92 3,461.76 3,634.85 3,816.59 Monthly 6,803.16 7,143.32 7,500.49 7,875.51 8,269.29
Annual 81,637.94 85,719.84 90,005.83 94,506.12 99,231.43 38 Biweekly 3,218.42 3,379.34 3,548.31 3,725.72 3,912.01 Assistant Engineer Monthly 6,973.24 7,321.90 7,688.00 8,072.40 8,476.02 IT Specialist Annual 83,678.89 87,862.84 92,255.98 96,868.78 101,712.22 Engineering Inspector Program Analyst
39 Biweekly 3,298.88 3,463.82 3,637.01 3,818.87 4,009.81 Monthly 7,147.57 7,504.95 7,880.20 8,274.21 8,687.92
Annual 85,770.86 90,059.41 94,562.38 99,290.50 104,255.02 40 Biweekly 3,381.35 3,550.42 3,727.94 3,914.34 4,110.05 Monthly 7,326.26 7,692.57 8,077.20 8,481.06 8,905.12
Annual 87,915.14 92,310.89 96,926.44 101,772.76 106,861.40 41 Biweekly 3,465.89 3,639.18 3,821.14 4,012.20 4,212.81 Monthly 7,509.42 7,884.89 8,279.13 8,693.09 9,127.74
Annual 90,113.01 94,618.67 99,349.60 104,317.08 109,532.93 42 Biweekly 3,552.53 3,730.16 3,916.67 4,112.50 4,318.13 Monthly 7,697.15 8,082.01 8,486.11 8,910.42 9,355.94
Annual 92,365.84 96,984.13 101,833.34 106,925.01 112,271.26 43 Biweekly 3,641.35 3,823.41 4,014.58 4,215.31 4,426.08 Associate Engineer Monthly 7,889.58 8,284.06 8,698.26 9,133.18 9,589.84
Annual 94,674.99 99,408.74 104,379.17 109,598.13 115,078.04 44 Biweekly 3,732.38 3,919.00 4,114.95 4,320.70 4,536.73 Monthly 8,086.82 8,491.16 8,915.72 9,361.51 9,829.58
Annual 97,041.86 101,893.95 106,988.65 112,338.08 117,954.99
Exhibit "C"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 7/4/25
SCHEDULE OF SALARY RANGES
SEIU
45 Biweekly 3,825.69 4,016.97 4,217.82 4,428.71 4,650.15 Monthly 8,288.99 8,703.44 9,138.61 9,595.54 10,075.32
Annual 99,467.91 104,441.30 109,663.37 115,146.54 120,903.86 46 Biweekly 3,921.33 4,117.40 4,323.27 4,539.43 4,766.40 Senior Engineer Monthly 8,496.22 8,921.03 9,367.08 9,835.43 10,327.20
Annual 101,954.61 107,052.34 112,404.95 118,025.20 123,926.46 47 Biweekly 4,019.36 4,220.33 4,431.35 4,652.92 4,885.56 Monthly 8,708.62 9,144.05 9,601.26 10,081.32 10,585.39
Annual 104,503.47 109,728.64 115,215.08 120,975.83 127,024.62 48 Biweekly 4,119.85 4,325.84 4,542.13 4,769.24 5,007.70 Monthly 8,926.34 9,372.65 9,841.29 10,333.35 10,850.02
Annual 107,116.06 112,471.86 118,095.45 124,000.23 130,200.24 49 Biweekly 4,222.84 4,433.99 4,655.69 4,888.47 5,132.89 Monthly 9,149.50 9,606.97 10,087.32 10,591.69 11,121.27 Annual 109,793.96 115,283.66 121,047.84 127,100.23 133,455.24 50 Biweekly 4,328.42 4,544.84 4,772.08 5,010.68 5,261.22 Monthly 9,378.23 9,847.15 10,339.50 10,856.48 11,399.30 Annual 112,538.81 118,165.75 124,074.04 130,277.74 136,791.62
MEMORANDUM
TO: City Council
FROM: Nicole Valentine, Administrative Services Director Tashina Ureno, Human Resources Officer
SUBJECT: Supplemental Information
Agenda Item 9.d – September 12, 2023 City Council Meeting Consideration of Memorandum of Understanding with the Service Employees International Union Local 620
DATE: September 8, 2023
The Analysis of Issues section of the staff report lists a bullet stating the following:
• The City will adjust the cafeteria plan amount to pay 50% of the increase in the cost of the lowest cost PPO medical plan available to the City up to a maximum of a 5% increase in premiums for City's contribution each year. This provision was previously the lowest cost HMO medical plan available to the City.
The percentage in this bullet was incorrectly stated and should read “up to a maximum of a 8% increase in premiums...” The MOU has the correct language showing the 8% increase.
cc: City Manager
City Attorney
City Clerk
City Website and Public Review Binder
Item 9.e.
MEMORANDUM
TO: City Council
FROM: Nicole Valentine, Administrative Services Director Tashina Ureno, Human Resources Officer
SUBJECT: Consider Adoption of Resolutions Establishing Salary & Benefits for Management Employees for FY 2023-24 & FY 2024-25 & Part-Time Employees for FY 2023-24, Approval of the Updated Citywide Combined Salary Schedule, & Approval of one Budget Adjustment DATE: September 12, 2023
SUMMARY OF ACTION:
Adopt a Resolution modifying pay rates and benefits for unrepresented Management employees, a Resolution modifying pay rates and benefits for unrepresented part-time employees, approve the updated City combined salary schedule, and approve one budget adjustment request.
IMPACT ON FINANCIAL AND PERSONNEL RESOURCES:
The recommended unrepresented Management employees pay rate adjustments and benefit changes are incorporated in Attachment 1 of the Management Resolution and are projected to cost $276,800 in FY 2023-24. FY 2023-24 budget did include funds to address the equity adjustments. The FY 2024-25 budget will be amended to reflect the additional change during the mid-cycle budget review in June 2024.
In anticipation of the salary survey results, the FY 2023-24 budget included funding for to address the equity adjustments. For these equity adjustments, an estimated $276,800 is needed for Management Employees resolutions, an estimated $385,225 is needed for the Arroyo Grande Police Officer’s Association (AGPOA) Memorandum of Understanding (MOU), and an estimated $125,700 is needed for the Service Employees International Union Local 620 (SEIU) MOU in FY 2023-24 totaling $787,725. The requested budget adjustment is reallocating consultant services to salaries to cover the $787,725; the General Fund Budget includes $741,625, the Streets Fund includes $10,700, the Sewer Fund includes $12,700, and the Water Fund includes $22,700. No funds are being requested from fund balance at this time.
Item 9.e.
City Council
Consider Adoption of Resolutions Establishing Salary & Benefits for Management Employees for FY 2023-24 & FY 2024-25 & Part-Time Employees for FY 2023-24, Approval of the Updated Citywide Combined Salary Schedule, & Approval of one Budget Adjustment
September 12, 2023
RECOMMENDATION:
1) Adopt a Resolution approving the proposed MOU with the modifying pay rates and benefits for unrepresented Management employees; 2) Adopt a Resolution modifying pay rates and benefits for unrepresented part-time employees; 3) Approve the updated City combined salary schedule; 4) Approve one budget adjustment request in the amount of $787,725; and 5) Determine that adopting the unrepresented Management employees resolution, unrepresented part-time employees resolution, and updated Citywide combined salary schedules is not a project subject to the California Environmental Quality Act (“CEQA”) because it has no potential to result in either a direct, or reasonably foreseeable indirect, physical change in the environment. (State CEQA Guidelines §§ 15060, subd. (b)(2)-(3), 15378.).
BACKGROUND:
The City of Arroyo Grande has 80 budgeted full-time positions and 6.8 budgeted parttime positions. Most full-time employees are represented by a bargaining unit (union) or are unrepresented Management employees. Part-time employees are also unrepresented. Therefore, adjustments to Management and part-time pay rates do not occur as part of a formal negotiation process as they do for represented groups. The City utilized a reputable salary survey firm, unCOMPlicate HR, to gather and comparatively analyze comparable organizations including nine (9) cities’ and four (4) community services districts’ salary and benefit data. The Salary Survey used 16 Management positions as benchmarks and showed 13 of those positions were below the Median compared to neighboring agencies.
On June 27, 2023, Council approved the most current salary schedule that addressed contracted cost of living adjustments (COLA) for FY 2023-24.
ANALYSIS OF ISSUES:
The City’s current salary and classification system strives to accomplish the following goals:
Ensure that the City has the ability to attract and retain well-qualified personnel for all job classifications;
Ensure that the City’s compensation practices are competitive with those of comparable employers;
Provide defensibility to City salary ranges based on the pay practices of similar employers; and
Ensure pay consistency and equity among related classes based on the duties and responsibilities assumed.
The proposed Management Resolution incorporates changes to the Management group salary and benefits that include the following:
Item 9.e.
City Council
Consider Adoption of Resolutions Establishing Salary & Benefits for Management Employees for FY 2023-24 & FY 2024-25 & Part-Time Employees for FY 2023-24, Approval of the Updated Citywide Combined Salary Schedule, & Approval of one Budget Adjustment
September 12, 2023
Equity Adjustment based on the benchmarked positions in the salary survey to bring positions to the median.
All employees will receive a 3.5% salary increase in FY 2024-25. Address the Police Management Compaction Issue by providing the same longevity language as the POA receives:
o 5% of their base salary as a longevity performance stipend upon completion of ten (10) years of continuous full-time employment with the City o 2.5% of base salary as a longevity performance stipend upon completion of fifteen (15) years of continuous full-time employment with the City The City will adjust the cafeteria plan amount to pay 50% of the increase in the cost of the lowest cost HMO medical plan available to the City up to a maximum of a 5% increase in premiums for City's contribution each year. This provision is consistent with prior resolutions.
City to provide State Disability Insurance (SDI) – the City will pay the 1% SDI contribution on behalf non-represented employees.
Adjust the holiday schedule to remove Lincoln’s birthday and add Juneteenth as a holiday on June 19th of each year or following workday if June 19th lands on a weekend.
Salary and other compensation adjustments will become effective on September 15, 2023, which is the first day of the first full pay period after this Council meeting.
The Government Code and California Code of Regulations require the City to maintain a single, duly approved and adopted pay schedule that identifies the positions for every employee classification. The proposed Resolution (Attachment 2) adopts a revised salary schedule incorporating adjustments for AGPOA, SEIU, Management employees, and part-time unrepresented staff.
The minimum wage in California is scheduled to increase to $16.00 per hour effective January 1, 2024. Staff will bring forward a staff report and proposed resolution in December 2023 to address this increase. In addition, staff anticipates bringing forward a proposed, additional 3.5% cost of living increase for part-time employees in June 2024 for FY 2024-25.
Budget Adjustments
Council is being asked to approve one budget adjustment. This request is related to reallocating consultant services approved in the FY 2023-24 budget, to salaries to cover the costs of the equity increases totaling $787,725 within the AGPOA MOU, SEIU MOU, and Management Resolution.