i
13173248.1 BA029-010
MEMORANDUM OF UNDERSTANDING
BAKERSFIELD SERVICE EMPLOYEES INTERNATIONAL UNION, LOCAL 521
AND
CITY OF BAKERSFIELD
July 1, 2025 - June 30, 2027
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13173248.1 BA029-010
TABLE OF CONTENTS
Contents
MEMORANDUM OF UNDERSTANDING BETWEEN .................................. 1 ARTICLE 1 – PURPOSE .................................................. 1 ARTICLE 2 – RECOGNITION .............................................. 1 ARTICLE 3 – TERM OF AGREEMENT ........................................ 1 ARTICLE 4 – RENEWAL .................................................. 2 ARTICLE 5 – MAINTENANCE OF BENEFITS .................................. 2 ARTICLE 6 – REPRESENTATION – UNION OFFICERS .......................... 2 ARTICLE 7 – UNION STEWARDS ........................................... 3 ARTICLE 8 – NO STRIKE OR LOCKOUT ..................................... 4 ARTICLE 9 – MANAGEMENT RIGHTS ........................................ 4 ARTICLE 10 – MAINTENANCE OF MEMBERSHIP ............................... 4 ARTICLE 11 – RIGHT TO REPRESENTATION ................................. 5 ARTICLE 12 – PROCESSING OF FORMAL GRIEVANCES ......................... 5 ARTICLE 13 – EQUAL OPPORTUNITY EMPLOYMENT ........................... 10 ARTICLE 14 – PERS PICK–UP ........................................... 10 ARTICLE 15 – COMPENSATION ........................................... 10 ARTICLE 16 – STAND–BY PAY ........................................... 11 ARTICLE 17 – CALL-BACK .............................................. 12 ARTICLE 18 – RETIREMENT ............................................. 12 ARTICLE 19 – PROMOTIONS ............................................. 13 ARTICLE 20 – CITY INSURANCE CONTRIBUTION ............................ 13 ARTICLE 21 – SAFETY ................................................. 14 ARTICLE 22 – TRAINING ............................................... 16 ARTICLE 23 – PREMIUM COMPENSATION ................................... 16 ARTICLE 24 – HOLIDAYS ............................................... 18 ARTICLE 25 – SHIFT ASSIGNMENTS ...................................... 20 ARTICLE 26 – SHIFT DIFFERENTIAL ..................................... 21 ARTICLE 27 – UNIFORM/FOOTWEAR ALLOWANCE ............................. 22 ARTICLE 28 – TOOL ALLOWANCE ......................................... 23 ARTICLE 29 - BILINGUAL PAY .......................................... 23 ARTICLE 30 – COMPENSATORY TIME ...................................... 24 iii
13173248.1 BA029-010
ARTICLE 31 – OVERTIME ............................................... 24 ARTICLE 32 – SICK LEAVE ............................................. 24 ARTICLE 33 – PERSONAL NECESSITY LEAVE ............................... 25 ARTICLE 34 – DEFERRED COMPENSATION PLAN ............................. 25 ARTICLE 35 – PAYROLL DEDUCTIONS ..................................... 25 ARTICLE 36 – CLASSIFICATION REQUESTS ................................ 26 ARTICLE 37 – LONGEVITY PROGRAM ...................................... 27 ARTICLE 38 – RETIREE MEDICAL ........................................ 27 ARTICLE 39 – TRAINING STEP .......................................... 29 ARTICLE 40 – DRUG TESTING ........................................... 29 ARTICLE 41 – COURT CALL BACK ........................................ 30 ARTICLE 42 – VACATION ............................................... 31 ARTICLE 43 – CERTIFICATION PAY ...................................... 31 ARTICLE 44 – JURY DUTY .............................................. 33 ARTICLE 45 – IRS 125 PROGRAM ........................................ 33 ARTICLE 46 – RESIDENCY REQUIREMENT .................................. 33 ARTICLE 47 – PAYROLL CHANGES ........................................ 33 ARTICLE 48 – UNION REPRESENTATIVE LEAVE OF ABSENCE .................. 34 ARTICLE 49 – NEW HIRE INFORMATION/NEW EMPLOYEE ORIENTATION .......... 35 ARTICLE 50 – UNION BULLETIN BOARD ................................... 35 ARTICLE 51 – SDI ELECTION ........................................... 36 ARTICLE 52 – COMMITTEES ............................................. 36 ARTICLE 53 – PROBATIONARY PERIOD .................................... 36 ARTICLE 54 – LINE OF DUTY DEATH BENEFIT ............................. 37 ARTICLE 55 – SEVERABILITY ........................................... 37 ARTICLE 56 – PERSONNEL FILES ........................................ 37 ARTICLE 57 – SERVICE AWARDS ......................................... 37
1 MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF BAKERSFIELD AND
SERVICE EMPLOYEES INTERNATIONAL UNION, LOCAL 521
The duly authorized representatives of the City of Bakersfield, herein after referred to as "the City" and the Service Employees International Union, Local 521 hereinafter referred to as "the Union", having met and conferred in good faith concerning the issues of wages, hours and other terms and conditions of employment, as herein set forth, declare their agreement to the provisions of this Memorandum of Understanding.
ARTICLE 1 – PURPOSE
It is the purpose of this Memorandum of Understanding to promote and provide the harmonious relations, cooperation and understanding between Management and the employees covered by this Memorandum; to provide an orderly and equitable means of resolving any misunderstanding; and to set forth the full and entire understanding of the parties reached as a result of good faith meeting and conferring regarding the wages, hours and other terms and conditions of employment covered by this Memorandum.
ARTICLE 2 – RECOGNITION
Section 1. Pursuant to the provisions of the City Employer –Employee Relations Ordinance, Supplemental Rules and Regulations and applicable State law, the Service Employees International Union, is recognized as the majority representative of the City employees in the Blue Collar Unit and While Collar Unit and as the exclusive bargaining agent for the employees in said Units.
Section 2. The term "employee" or "employees" as used herein shall refer only to the regular and probationary employees employed by the City in said Unit in the employees classifications comprising said Units as well as such classes as may be added hereafter by mutu al agreement between the City and the Union according to the provisions of the City Employer–Employee Relations Ordinance.
Section 3. Nothing contained in this Memorandum shall prohibit any employee of the Blue Collar Unit or White Collar Unit of the City of Bakersfield, who is not a member of the Union from appearing in his/her own behalf in his/her employment relations with the City.
ARTICLE 3 – TERM OF AGREEMENT
The City and the Union agree that the term of this Agreement shall commence on July 1, 2025, and expire at 12:00 midnight on June 30, 2027. 2 ARTICLE 4 – RENEWAL
Except as provided herein, the City and the Union agree that, for the term of this Agreement, each party waives the right and each agrees that the other party shall not be obligated to meet and confer with respect to any subject or matter pertaining to or covered by this Agreement, except as to meeting and conferring over the renewal or continuation of this Agreement. The City and the Union further agree that meeting and conferring over the renewal or continuation of this Agreement shall be initiated and co nducted in accordance with the applicable sections of the City of Bakersfield Employer –Employee Relations Ordinance, Supplemental Rules and Regulations and that every effort will be made to reach an agreement prior to the expiration of this Agreement on June 30, 202 7. Negotiations for the successor agreement will commence by February 15, 202 7. It is further agreed that nothing in this Agreement shall in any way diminish the rights of the employees, the City or the Union as established by the Meyers – Milias–Brown Act of the State of California and all amendments thereto, except as herein provided.
ARTICLE 5 – MAINTENANCE OF BENEFITS
Section 1. The City and the Union agree that the following benefits shall remain in full force and effect for the duration of this Agreement:
Hours of Work, Call–Back, Overtime, Jury Duty, Sick Leave and Vacation except as modified herein.
Section 2. It is understood that existing ordinances, resolutions and policies of the City cover matters pertaining to employer – employee relations including, but not limited to, salaries, wages, benefits, hours and other terms and conditions of employment. Therefore, it is agreed that all such ordinances, resolutions and policies including the City of Bakersfield Employer–Employee Relations Ordinance, Supplemental Rules and Regulations are hereby incorporated herein as though set forth in full.
Section 3. The Parties’ Memorandum of Understanding is directed by California Government Code 3500 et. seq. (“MMBA”). Consistent with the requirements of the MMBA, SEIU may request that an impasse in negotiations resulting in fact -finding. The parties ag ree to follow the MMBA time frame provided for fact -finding, unless they mutually agree otherwise.
ARTICLE 6 – REPRESENTATION – UNION OFFICERS
Section 1. The City and the Union agree that Union Officers and Representatives will be allowed to meet with City Management on City time for the purpose of meeting and conferring in good faith without 3 loss of pay or any benefits.
Section 2. The Union agrees to provide the City Human Resources Manager with a list of the Union Officers and Representatives with their job classification, who are authorized to meet and confer in good faith.
Section 3. The City agrees that authorized Union staff members shall be given access to work locations during working hours to conduct Union grievance investigations and/or observe working conditions. Such visits are to be made in accordance with the procedures out lined in the applicable sections of the City of Bakersfield Employer – Employee Relations Ordinance, Supplemental Rules and Regulations.
Section 4. The City agrees to allow authorized Union representatives access in City facilities before and after working hours in order to present facts regarding benefit programs.
ARTICLE 7 – UNION STEWARDS
Section 1. The City agrees that the Union may designate up to twenty (20) Stewards per Bargaining Unit to represent employees in the processing of grievances. It is further agreed the Union may designate alternate Stewards for use when a Steward is on an approved leave of absence or vacation.
Section 2. The Union shall furnish Management Representatives with a written list identifying by name and work location all regular and alternate Stewards. The list shall be kept current by the Union at all times.
Section 3. The Steward is to begin investigating a grievance only after the employee has tried to resolve the problem with his/her immediate supervisor and the two parties failed to reach a resolution of the problem.
Section 4. Union Stewards may be elected to serve as an Officer or Director of the Board of Directors for the Union. The members can also be elected to serve as an Advisory Board Member of the Union, which acts as a bridge between the Board of Directors and the Members. The City shall allow these members to have release time for these special union activities. In addition, periodically Union Stewards are called upon to serve the Union for the benefit of members. In these times, the City shall also allow these me mbers to have release time for these special union activities. No more than two (2) employees, two (2) days of release time each shall be allowed per month with an annual accumulative total of fifteen (15) days. Normal time off approval request procedures apply. If used, the City of Bakersfield shall invoice the Union for the hourly cost of employees plus the cost of benefits for the day(s) used.
4 ARTICLE 8 – NO STRIKE OR LOCKOUT
The City and the Union agree that during the term of this Agreement the City will not lockout employees and the Union will not engage in labor practices detrimental to providing services to the citizens of Bakersfield; or detrimental to the interests of the City, nor will the Union sanction, support, condone, approve or engage in any strike, sick–in, slow down, work stoppage or speed ups. The City and the Union further agree that all matters of controversy coming within the scope of this Agreement will be settled by established grievance procedures.
ARTICLE 9 – MANAGEMENT RIGHTS
The parties hereto recognize the City has and will retain the exclusive right to manage and direct the performance of City services and the work forces performing such services. The City and Union agree that nothing in this Memorandum of Understanding sha ll in any way abridge, restrict or modify the rights and prerogatives of the City and its employees as set forth in Sections 3.16.040, 3.16.050 and 3.16.060 (c) of Ordinance No. 2154 and said sections are hereby incorporated by this reference and made a part hereof as though set forth in full.
Absent emergency need, the City shall, give the Union 45 days advance written notice of any plan to contract work currently performed by Union Members. Upon request, the City will meet with the Union to explain the reason for the decision to contract out and to solicit Union views on the proposal. Nothing in this section shall be co nstrued to limit the right of the City Council to contract out work in its sole discretion.
ARTICLE 10 – MAINTENANCE OF MEMBERSHIP
Section 1. Any employee covered by this agreement who is a Union member, or becomes a Union member, shall continue to pay to the Union those dues or fees regularly charged members of the Union in good standing for the life of this agreement. Any new employee covered by this Agreement who voluntarily joins the Union, shall be subject to the same terms of continued membership as employees above.
Section 2. Every employee who is a member of the Union shall have the right to withdraw from membership during the last thirty (30 ) days of this Agreement. An employee who has properly withdrawn membership as provided herein shall be subject to the provisions of Article 48 Agency Shop.
5 ARTICLE 11 – RIGHT TO REPRESENTATION
The City shall advise the employee of his/her right to be represented by the Union or other representation of his/her choosing at any meeting in which disciplinary action is to be imposed or at which disciplinary action might reasonably be expected (by the employee) to be imposed. It is the responsibility of the requesting member to secure representation of their choosing. Disciplinary investigations are included in this section. If the employee elects to have representation present, and none is immediately available, the meeting will be postponed for up to forty-eight (48) hours not including Saturdays, Sundays, or holidays, in order to permit the employee to obtain representation within or beyond the 48 hours.
There is no right to representation during meetings where the employee is not suspected of wrongdoing. For example, such meetings include, but are not limited to, work related instruction, questions, performance evaluations, etc. If the City advises the employee that a meeting does not involve potential discipline there is no right to representation.
Nothing in this policy shall be construed to limit or waive any rights afforded to employees under their Weingarten Rights, the MMBA or applicable PERB decisions.
When the City requests to meet with an employee, and the employee asks if the meeting is investigatory and may lead to the employee’s discipline, the City will either confirm whether the meeting is investigatory or not and if so, it will provide the employee with the general topics anticipated to be discussed.
If an employee requests representation and the City believes that such rights are not applicable, the City will provide the employee with a written notice using the approved template (see Appendix A).
ARTICLE 12 – PROCESSING OF FORMAL GRIEVANCES
Section 1. Grievance Procedure.
A. Matters Subject to Grievance Procedure. All employees in the city service shall have the right to present a
grievance regarding dissatisfaction with some phase of
their job or relations with others on the job which is
outside their scope of control.
B. Objective. Objective of grievance procedure shall be:
1. To promote improved employee-employer relations by
establishing grievance procedures on matters for
which appeal or hearing is not provided by civil
service board rules;
6 2. To afford employees individually or through
qualified employee organizations, a systematic
means of obtaining further consideration of
problems after every reasonable effort has failed
to resolve them through discussions;
3. To provide that grievances shall be settled as near
as possible to the point of origin;
4. Encouragement that grievances should be heard and
settled as informally as possible.
Individual Informal Grievance Procedure.
Step 1: Informal Discission
1. An employee who feels they have a grievance should
attempt to resolve this grievance by discussion
with their immediate supervisor without undue
delay.
2. If after such discussion, the employee does not
feel the grievance has been satisfactorily
resolved, they shall have the right to discuss the
matter with the chain of command including their
department head. Every effort should be made to
resolve the grievance by informal means at the most
immediate level of supervision.
3. If the employee is not in agreement with the
decision reached through such informal
discussions, they shall have the right to file a
request for a formal grievance in writing with
their supervisor or department head. An informal
grievance shall not be taken above the department
head. After exhaustion of the informal grievance
procedure, the grievance shall be put in writing
and shall proceed on the following levels of
review.
Step 2: Formal Written Grievance to Department
Head
1. The employee shall file their grievance in writing
with their department head who shall discuss the
grievance with the employee.
2. The department head shall render their decision
and comments to the employee in writing within
fifteen calendar days.
7 Step 3. City Manager Review
1. If the employee does not agree with the decision
reached or if no answer is received from the
department head within fifteen calendar days, he
or she may present the grievance in writing to the
city manager. Failure of the employee to take
further action w ithin ten calendar days after
receipt of the decision or within a total of
twenty-five calendar days if no decision is
rendered, will constitute withdrawal of the
grievance.
2. City Manager Review. Upon receiving the grievance,
the city manager or designated representative
shall discuss the grievance with the employee and
all other appropriate persons. The city manager
may appoint a fact-finding committee or an officer
not in the normal line of supervision to
investigate and advise them concerning the
grievance. The city manager shall render a decision
in writing to the employee within twenty calendar
days after receiving the grievance. The decision
of the city manager shall be final in all cases
unless the grievance is subject to policy review
by the city council. In such cases, the city
manager shall then refer the matter to the
appropriate council committee.
Employee Organization Grievance Procedures.
Step 1: Formal Written Grievance to Department Head
1. A recognized official of an employee organization
may submit written grievances on behalf of the
organization or an employee to the appropriate
department head with a copy filed with the city
manager;
Step 2: City Manager Review
1. The department head shall render a written decision
within fifteen calendar days within receipt of the
written grievance unless a mutually agreed upon
extension of time is set; a copy of the department
head’s decision will be filed with the city manager;
2. If the employee organization is not satisfied with
the decision rendered by the department head, they
may request a city manager review of the grievance
within ten (10) calendar days of receipt of the
8 department head’s decision. Failure of the employee
organization to take further action within ten (10)
calendar days after receipt of the department head’s
decision or within a total of twenty -five (25)
calendar days if no decision is rendered, will
constitute withdrawal of the grievance;
The city manager shall render their written decision
within twenty (20) calendar days after receiving the
grievance; the city manager’s decision shall be final
in all cases unless the grievance is subject to
policy review of the city council; in such cases,
the city manager shall refer the matter to the
appropriate council committee.
C. Conduct of Grievance Procedure.
1. The time limits specified in this section may be
extended by mutual agreement of the employee or
employee organization and the reviewer concerned;
2. The employee may request the assistance of another
person of their own choosing in preparing their
written grievance;
3. Employees are assured freedom from reprisal for
use of grievance procedures. (Prior code §
3.14.300)
Section 2. Administration of the Grievance Procedure.
1. The Union agrees that whenever investigations or processing of a grievance is to be transacted during working hours, only the amount of time necessary to bring about a prompt disposition of the matter will be utilized.
2. Stewards will be permitted reasonable time off with pay for the investigation and processing of grievances. Stewards, when leaving their work locations to transact such investigations or processing, shall first obtain permission from the Department Head or their designees and inform them of the nature of the business. Permission to leave will be granted promptly unless such absence would cause an undue interruption of work.
3. Upon entering a work location, the Steward shall inform the cognizant Department Head and Supervisor of the nature of their business. Permission to leave the job, but not the location, will be granted promptly to the employee unless such absence would cause undue interruption of work. If the employee cannot be made available the Steward will be immediately informed when the employee will be made available.
9 4. The parties agree that all formal grievances will be processed in accordance with the City's grievance procedure. The parties also agree that any grievance over the interpretation of the terms and conditions of this Agreement may be submitted through the grievance procedure for resolution.
5. The City agrees to alter its formal grievance procedure as follows:
Grievances which are not settled pursuant to the grievance procedure at the City Manager's level shall be further considered in the following manner: Upon written response from the City Manager, the affected employee shall have the option of a third- party advisory review.
Such advisory review shall be conducted as follows:
A. The City and Union shall select one representative for the purpose of selecting a third party who shall hold a hearing for the purpose of reviewing the City Manager's decision.
B. The agreed to third party, shall, as soon as practical, but not later than thirty (30) days, hold closed hearings on the grievance which shall be held in conformity to normal hearing procedures.
C. Either the City or the Union may call any employee as a witness and the City agrees to release said witness from work if they are on duty. Any employee called as a witness
by the City shall be debited for any hours not worked while on such call. Employees called by the Union may be reimbursed by the Union for any loss of pay for time off.
D. The third party shall have no power to alter, amend, change, add to or subtract from any of the terms of this Memorandum.
The opinion of the third party shall be based solely upon the evidence and arguments given by the respective parties in the presence of each other.
E. Either party may be represented by legal counsel.
F. Parties shall pay their own expenses except for the third party whose expenses shall be shared equally.
G. The opinion of the third party shall be strictly advisory and shall be submitted to the employee or their designated
representative and to the City Manager for their further consideration.
10 H. No opinion of the third party shall require the exercise of the legislative authority of the City Council nor shall it contravene any existing City Ordinance, City Charter or State law. The opinion of the third party shall be in writing within twenty (20) days from the close of the hearing.
ARTICLE 13 – EQUAL OPPORTUNITY EMPLOYMENT
The City and the Union agree that the provisions of this Agreement shall be applied equally to all employees covered herein without favor or discrimination because of race, creed, color, sex, age handicap, marital status, national origin, political or religious affiliations or union membership.
ARTICLE 14 – PERS PICK–UP
Except as provided in Article 18 below, at the beginning of the employee's sixth (6th) cumulative year of service, the City will pay the full portion of the normal contributions required to be paid by the employee to the Public Employees' Retirement System. Effective with the implementation of the 3% at 60 retirement program, City agrees t o pay one (1%) percent of the employee’s retirement contribution for employees with less than six (6) cumulative years of service. The City will pay the full portion of the contribution at the beginning of the employee’s sixth (6th) cumulative year of service. Employees hired subsequent to February 22, 2006 will not receive this one (1%) percent contribution.
Such payments by the City shall be reported as normal contributions and shall be credited to said employees' accounts pursuant to Government Code Section 20615. This PERS pick–up is done in accordance with Section 414H (2) of the Internal Revenue Code.
This article is not applicable to employees hired after January 1, 2013, that are not deemed “classic” members, as a result of the Public Employees’ Pension Reform Act of 2013 (PEPRA).
ARTICLE 15 – COMPENSATION
Salaries shall be increased for every active employee of the Blue and White Unit as follows:
2.0% effective the first full pay period following City Council adoption in 2025;
2.0% effective the first full pay period following July 1, 2026;
The City and SEIU shall meet separately to discuss equity/market adjustments following receipt of citywide compensation data in 2023. 11 ARTICLE 16 – STAND–BY PAY
The City and the Union agree that when an employee is designated by management to be available to return to work at any time during specific hours outside of normal working hours the employee shall receive fifty dollars ($50) per each eight (8) hours on Controlled stand–by or faction thereof effective July 2020. Such pay shall be in addition to any call– back compensation. To the extent feasible, the parties agree that controlled stand–by shall be assigned on an equitable basis to all eligible employees possessing the requisite skills.
Effective January 2021 employees in the following classifications designated by the City to be on standby shall receive $60 per each 8 hours of standby.
1. Police Service Technician
2. Senior Animal Control Officer and Animal Control Officer
3. Code Enforcement Officer I/II
4. Fire Plans Examiner
5. Fire Prevention/Environmental Officer
6. Hazmat Specialist
The following classifications are added effective January 3, 2022, or upon later agreement:
7. Police Latent Print Examiner
8. Police Laboratory Technician
9. Building Inspector I/II
10. Plan Checker–Electrical Specialist
11. Plan Checker Plumbing and Mechanical Specialist
12. Plan Checker - Residential Specialist
Controlled Standby
Standby time is controlled where the City of Bakersfield requires an employee during a specific time period to be within (45) minutes driving time from the City limits to the work place or location where the employee is to report. The rate of pay for contr olled standby time is the ($40) dollars per eight (8) hour shift. An employee on controlled standby time is expected to:
A. Be ready to respond immediately to calls for service.
B. Be accessible by telephone, pager or City radio.
C. Remain a reasonable distance, within (45) minutes driving time from the City.
D. Refrain from activities that may impair the ability of the employee to perform the assigned duties.
12 Uncontrolled Standby
Uncontrolled standby time is uncontrolled where the employee leaves the workplace and is required merely to inform his/her Supervisor of his/her designee of where/how the employee may be contacted, but the employee’s activities are not restricted.
ARTICLE 17 – CALL-BACK
Section 1. An employee who is directed to return to work to perform additional services after completion of his regular work period shall be authorized a minimum of two hours of work.
Section 2. Any call-back during which the employee performs two or more hours of work shall entitle him to an authorized credit for the number of hours actually worked completed to the nearest one-tenth of an hour (six minutes).
Section 3. In computing work hours during a call-back, employees will be credited up to 30 minutes travel for both reporting and returning home following call-back. The travel time will be included in the two- hour minimum covered in (A) above.
Section 4. Any call -back which occurs prior to and which continue through the beginning of the employees regular work period shall not entitle the employee to the two -hour minimum. The call -back shall entitle the employee to an authorized credit of the number of hou rs actually worked computed to the nearest one -tenth of an hour (six minutes).
Section 5. Call-back hours which result in additional hours to the basic work week or work period shall be credited to the employee as compensatory time off or paid, as determined by the department head at the employee’s applicable overtime rate.
Section 6. The City will discuss appropriate circumstances for phone calls at home with Supervisory personnel.
The parties will continue to discuss call -back issues on a department by department basis.
ARTICLE 18 – RETIREMENT
Section 1.
Tier One: For miscellaneous employees hired on or before, December 20, 2008, the City shall maintain a contract with CalPERS for the provision of a 3% @ 60 (highest 12 months) retirement benefit formula. Tier one employees pay .5% of the employee retirement contribution. 13 Section 2.
Tier Two: For “classic” CalPERS members hired on or after December 20, 2008, the City shall maintain a contract with CalPERS for the provision of a 2.7% @ 55 (average of the highest 36 months of service) retirement benefit formula pursuant to CalPERS requirements. At the beginning of the employee’s sixth (6th) cumulative year of service the City will pay seven and one -half (7.5%) percent of the employee retirement contribution. Concurrently, Tier two employees shall pay .5% of the employee retirement contribution.
Section 3.
Tier Three : For employees hired on or after January 1, 2013 and classified as “new” members of CalPERS as defined by Public Employees Pension Reform Act (PEPRA), the City shall maintain a contract with CalPERS for the provision of a 2% @ 62 (highest 36 months) retir ement benefit formula. Also pursuant to PEPRA, these employees are responsible for paying one-half of the normal cost of this retirement plan.
Section 4.
These plans include the Military Service Credit option and the Option 2 Death benefit.
ARTICLE 19 – PROMOTIONS
The City agrees that whenever there are, in the employ of the City, a sufficient number of employees who meet the minimum qualifications for an open position and have performed at the standard level or above, the job examination for that position shall be given on a promotional basis.
Employees who are not selected for promotion opportunities may request to meet with HR and the Department to discuss their unsuccessful attempt. Effective January 202 6, the promotional process will be discussed in a labor management committee.
ARTICLE 20 – CITY INSURANCE CONTRIBUTION
Medical, Vision and Dental Benefits. The City and employees shall share bi–weekly contributions towards a medical, vision and dental plan for all employees of these Units subject to the following contributions:
Fee Dental HMO Dental Fee Dental Dental HMO
Fee Health HMO Health HMO Health Fee Health Employee
Vision Vision Vision Vision Contribution
Employee 80% 80% 80% 80% 20%
Only
Employee 80% 80% 80% 80% 20%
+1
Family 80% 80% 80% 80% 20%
14 The City and Union have agreed that all future meeting and conferring and decisions regarding the structure of medical/dental insurance coverage’s shall take place through the Joint City/Employee Medical Insurance Committee. The Committee shall consist of representatives from each Unit and the City. There shall be a good faith effort to make all decisions by October 31st of each year. Discussions as to the City's contribution toward medical/dental insurance shall continue to be determined through the formal meet and confer process between the City and the individual Units.
The 80%/20% premium split shall remain in effect unless an alternative agreement has been reached. Any changes to the health plans shall follow the existing process noted in this Article, whereby the City will meet with the Insurance Committee.
Life Insurance. The City currently provides for Life Insurance of $30,000. Employees have the option of buying additional Life Insurance beyond $30,000 at their expense, subject to carrier conditions.
Disability Insurance. Employees in the Blue and White Collar Units may voluntarily participate at their expense, in the long -term disability program currently offered to Supervisory and Management employees. The terms and conditions for this benefit shall be the same as provided for Supervisory and Management employees.
ARTICLE 21 – SAFETY
Section 1. The City and the Union agree to abide by all provisions of the California Plan approved in accordance with the provisions of the Federal Occupational Safety and Health Act of 1970 and any legislation as may be passed by the State of California to implement that plan.
Section 2. The City agrees that any safety courses the employees are required to take will be provided on City time with pay.
Section 3. The City agrees to maintain a Safety Program in accordance with and where required by law.
Section 4. The Union agrees to support without qualification, the City's Safety Program and will encourage its members to attend safety courses and to obtain First Aid Certificates if required by the City and made available on City time.
Section 5. Both the City and the Union recognize the need and will strive to reduce the number of industrial injuries among the employees.
Employees are expected to report for work in suitable clothing including appropriate footwear for the type of work to be performed.
Section 6. It is the duty of Management to make every reasonable effort to provide and maintain a safe place of employment. The Union will 15 cooperate by encouraging all employees to perform their work in a safe manner. It is the duty of all employees in the course of performing their regularly assigned duties to be alert to unsafe practices, equipment and conditions and to report any such unsafe practices or conditions to their immediate supervisors. If such condition cannot be satisfactorily remedied by his/her immediate supervisor, any employee has the right to submit the matter either personally or through the Steward to his/her Department Head or his/her designated representative.
Section 7. Classifications, designated by Risk Management or mandated by regulation, shall be provided with hepatitis vaccinations.
Section 8. Light Duty. When due to injury or illness, whether or not the injury or illness is work related and the employee is unable to perform his/her usual duties, the employee may work in a light - duty capacity based on the following conditions:
A. An employee may work light duty only upon approval of the Department Head upon the recommendation of the appointed City Physician, and only to the extent that the employee’s illness or injury is not further aggravated by working in this capacity, nor is a hazard created for other employees.
B. Human Resources Division, working with the city departments, will identify potential light duty assignments. The employee may perform a light duty assignment within any City department, as determined by the City. The City will determine the availability and duration of light duty assignments.
C. Individuals will not be assigned to light duty if there is a chance that doing so might result in liability against the City, as determined by the City.
D. An employee shall accept light duty assignments, if offered, if his/her illness/injury is job related.
E. An employee denied a requested light duty assignment will be provided a written explanation, if requested.
F. Industrial light duty assignments have precedence over non- industrial assignments.
Section 9. Safety Equipment. The City and the Union agree that the City will either provide all safety equipment required by the City or will reimburse the employee for purchasing the equipment whenever such equipment has been required by the City as necessary on the job. Such equipment shall include, but not be limited to, safety shoes, safety glasses, helmets, gloves, boots, life jackets and all related safety items. Both parties agree that the City sh all retain the right to determine the minimum specifications of the safety equipment , 16 procurement procedures and limitations and exclusions.
Section 10. Safety Committee. The Union will be allowed to appoint one member from each bargaining unit to serve on the City’s Safety Committee.
ARTICLE 22 – TRAINING
The City and Union recognize that the training programs and the advancement of employees to positions of higher skills are matters of great importance and interest to the City, the Union and the employees covered by this Agreement. The City and Union agree that all costs and time for training or instruction required by the City shall be paid by the City; however, the City shall retain the right to determine what training is required for the employee to improve his/her performance on the job and to make such training a condition of employment. Whenever possible and practical, the City will rotate the scheduling of employees into training programs in order to assure employees an equal opportunity in advancing to higher classifications.
ARTICLE 23 – PREMIUM COMPENSATION
The City and the Union agree that it is the intent of Departmental Management, whenever possible, to avoid working an employee out –of– classification for a prolonged period of time.
Section 1. Acting Appointment - The City and the Union agree that Department Heads, with the approval of the City Manager, may assign the full range of duties and responsibilities of a vacant position to a qualified regular employee for a period of time not to exceed six months. Such appointment in excess of six months may be made with the approval of the appropriate civil service board. The compensation for the action appointment shall be within the salary range of the class so assigned with a minimum of 5%.
Section 2. Temporary Assignment- The City and the Union agree that assigning an employee to perform the duties of a higher class will occur only to meet work requirements within the City. When performing duties assigned by the Supervisor, for the majority of the sch eduled shift, the employee shall be compensated for the full work day at base rate.
All premium pay practices will conform with PERS rules.
The following table outlines the premium rate per grade temporarily assigned above permanent assignment.
17 If percentage difference between classifications is:
Range
6 -19
(%) Premium rate (%)
5 20-29 10
30-39 17
40-49 25
50-59 34
60-69 43
The range percentage is the difference between an employee’s regular grade at step 1 compared to the higher grade at step 1. Department Head approval will be required if range percentage is 70% and above.
The premium rate column is equivalent to an employee at step 4 of their current grade receiving step 2 of the higher grade.
Section 3. The City and the Union agree that when an employee is assigned as follows, they shall receive a five percent (5%) increase during the period of such lead assignment:
A. When any Blue Collar or White Collar employee is assigned responsibility over any work release or community service workers.
B. When any White or Blue Collar employee is assigned lead worker responsibility over a crew of three (3) or more temporary, extra help or full -time employees and whose job description does not include lead responsibilities. A crew of three (3) means, a crew of three (3) including the lead worker.
C. Unless a supervisor is present, a lead employee is to be designated and paid lead assignment pay for the night sweeper crew.
D. Except in emergency situations, the City will continue the current practice of assigning work release or community service workers to employees who have voluntarily accepted the responsibility and completed any required training.
E. When Service Maintenance Workers in the Sewer Division are assigned lead responsibility on a two-person truck, they will be considered as working at the Sewer Maintenance II level and paid out -of- classification assignment.
18 ARTICLE 24 – HOLIDAYS and HOLIDAY CLOSURE
Section 1. All eligible employees in the Blue and White Collar Units shall observe the following holidays with pay:
Martin Luther King Day
President’s Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Day
New Year’s Day
Two Floating Holidays - The two floating holidays will be utilized for the holiday closures. In the event that the holiday closure is not extended in 2027 they will be as provided below.
Employees shall also receive every day designated by the City Council as special holidays in commemoration or in memorial of an extraordinary occurrence as paid holidays.
Employees shall be paid for holidays according to their normally scheduled workday, (i.e. 5/8 scheduled employees shall receive 8 hours and 4/10 scheduled employees shall receive 10 hours).
Section 2. Whenever a holiday falls on a Sunday, the following Monday shall be observed. Whenever a holiday falls on a Saturday, the previous Friday shall be observed as a holiday. Unless otherwise established by a department approved schedule, whenever an employee is scheduled to an alternative work schedule and a holiday falls on an employee’s regularly scheduled day off the employee shall observe the holiday on their closest regular schedule day.
Section 3. Employees assigned to seven –day per week shift schedules shall observe the actual, not the observed holiday. Those days are Independence Day, Veterans Day, Christmas Day and New Years Day.
Section 4. Floating Holiday(s) - Each employee in the Blue and White Collar Unit, who is employed by the City when a floating holiday is credited, shall be eligible for that floating holiday. Floating holiday(s) must have prior departmental approval and shall be consistent with the eff icient operation of the affected department and its activities. Floating holidays shall be credited and available by July 1 of each year.
A. Floating holidays shall be utilized as follows on years that Christmas and New Years fall on:
19 1. Saturday, Sunday, or Monday, two1 floating holidays will be credited to employees.
2. Tuesday, Wednesday, or Friday, Christmas and New Years Eve will be observed as full day holidays and one floating holiday will be credited each employee.
3. Thursday, the Fridays following Christmas and New Years will be observed as full day holidays and one floating holiday will be credited each employee.
4. Floating holidays not observed as Christmas or New Year’s Eve shall be credited and available by July 1 of each year.
Section 5. Solid Waste Holidays - The Solid Waste Division has two types of field operations which normally work either a five day or four day work week:
A. Refuse Collection Yard Operations:
Employees on a five day work week schedule may also be required to work designated holidays which fall within their normal work schedule, excluding New Year’s Day, July 4 th, Thanksgiving Day, Christmas Day, and those days the disposal facility is closed.
Employees actually working any of the designated holidays will receive time and one half pay for the hours worked that day, in addition to the eight hour holiday pay.
For the purpose of completing the weekly refuse collection cycle after a holiday which closes operation, employees may also be required to work the Saturday after the holiday and will receive time and one half pay for the hours worked that day.
B. Recycling Facilities Operations:
Employees on a four day work week schedule may also be required to work designated holidays which fall within their normal work schedule, excluding New Years Day, July 4th, Thanksgiving Day, and Christmas Day. Employees actually working any of the designated holidays will receive time and one half pay for the hours worked that day, in addition to the eight hour holiday pay.
Section 6. During the time of any leave of absence without pay employees will not be eligible for Holiday Pay.
1 As referenced above, two floating holidays are being utilized/designated for the holiday closure for calendar years 2025 and 2026. In the event, that the City does not extend the holiday closure for 2027, floating holidays will be utilized consistent with subsections 4 and 5 above.
20 Section 7. Following adoption of this agreement, e mployees regularly assigned to a 10 -hour work schedule will have all holidays and the closure days compensated at 10 hours per pay.
Section 8. For calendar year 2025 and 2026 only, the City (City of Bakersfield) shall establish a Holiday Closure for non -holiday work days beginning Christmas Eve through New Year's Day. During the Holiday Closure the City shall designate departments or divisions wh ich will close operations to the public. Employee shall utilize their two floating holidays for the closure, the remainder days shall be paid without the use of additional leave. In the event that the City does not extend the holiday closure for 2027, e mployees shall be able to freely use the two floating holidays that were used for the closure.
a. Employee will receive holiday closure pay according to their regularly scheduled shift for that day (i.e. 5/8 scheduled employees shall receive 8 hours and 4/10 scheduled employees shall receive 10 hours).
b. City departments may be limited from closing in their entirety during the Holiday closure. The determination for closure shall be made by each respective department head and may be subject to final approval by the City Manager.
c. If an employee is scheduled to work during the Holiday Closure, he or she will receive additional compensation for the actual number of hours worked in addition to their closure pay.
d. Employees covered by this Agreement must be in a City full -time paid status (i.e., not on an unpaid leave of absence, etc.) prior to December 23rd in the year to be eligible for Holiday Closure under this Section.
e. Holiday Closure hours are not counted as hours worked for determining overtime or CTO eligibility.
ARTICLE 25 – SHIFT ASSIGNMENTS
The City agrees to continue its present practice at the Public Works Department in scheduling shift assignments. If changes are made, the City will meet and consult with the Union prior to making said changes.
The City and Union agree that to meet the needs of the Police Department the following factors shall be considered in making assignments for employees in the Police Service Technician classification:
• Special skills
• Experience
• Seniority
• Accommodation of education schedules
21 Other factors, as determined by the Chief of Police
The City and Union specifically acknowledge the need to balance experience and inexperienced Police Service Technicians on all shifts.
Appointments shall be made at the sole discretion of the Department.
Alternative work hours Schedules.
1 In order to improve efficiencies, maximize service to the public and assist employees in relieving the increased demand for services, employees covered by this Agreement may request in writing either a 4/10 or other flexible work schedule. Each City of Bakersfield department head shall have the ability to establish department specific alternative work schedules.
Departments have the full discretion to grant or deny each request and repeal alternative work schedules. If the request is denied or repealed, the response shall include the reason for the denial.
2 An employee assigned to work a 4/10, or other flexible work schedule may be required by the department head to return to a regular work schedule upon 30 days' written notice to the employee. An employee assigned to a normal work schedule may be required to change their start time or days off upon 14 days' written notice to the employee and an opportunity to meet and confer.
3 If the City intends to the end an alternative work program for a department, division, or section, the City shall provide advance written notice to SEIU, and an opportunity to meet and confer within 30 days of the notice.
ARTICLE 26 – SHIFT DIFFERENTIAL
Section 1. A shift differential of $.90 per hour shall be paid any employee when the majority of their shift falls between the hours of 3 p.m. and 12 midnight.
Section 2. A shift differential of $1.25 per hour will be paid any employee when the majority of their shift falls between 12 midnight and 7 a.m.
Effective January 3, 2022, Sections 1 and 2 above are amended as follows:
Section 1. A shift differential of $1.25 per hour shall be paid to any 22 employee when a minimum of four full working hours of their shift falls between the hours of 3 p.m. and 12 midnight.
Section 2. A shift differential of $1.75 per hour will be paid to any employee when a minimum of four full working hours of their shift falls between 12 midnight and 7 a.m.
ARTICLE 27 – UNIFORM/FOOTWEAR ALLOWANCE
Section 1. Uniform Allowance - All employees in the Blue Collar Unit required to wear uniforms will be furnished such uniforms at no cost to the employees. The City shall provide employees with eleven (11) uniforms during each bi–weekly uniform cleaning cycle. Uniforms that are damaged during the normal course of work will be replaced.
A. Except for Police Service Technicians, non –safety personnel employed in the Police Department, who are required by the Chief of Police to wear a uniform, and Fire Dispatchers, shall be provided with a Five hundred eighty dollars ($580) per year uniform allowance. Animal Control Officers (ACO), Police Service Technicians (PST) and Fire Prevention Personnel required to wear a uniform shall receive a Eight hundred fifty dollars ($850) per year uniform allowance. This allowance is to be paid on a bi - weekly basis to meet CalPERS requirements. The City shall provide at no cost to the employee all required patches and chevrons.
B. The City shall provide all employees required to wear uniforms, provided through a uniform service with a choice of 100% cotton or poly blend uniforms.
Section 2. Safety Footwear Allowance - The City shall provide a safety footwear reimbursement of up to One hundred twenty five dollars ($125) annually, for a maximum of two (2) pairs of Department Head (or designee) approved safety footwear per calendar year. Effective with the ratification of this agreement safety footwear reimbursement for requests initially submitted after ratification will increase to one hundred sixty dollars ($160) annually. Reimbursement will be approved with the original receipt for those specific classifications listed with Human Resources.
The City and the Union both reserve the right to make changes to add or delete classifications from the list upon mutual agreement.
During the time of any leave of absence without pay employees will not be eligible for uniform or footwear allowance.
Section 3. Hats and Safety Jackets
A. Following ratification, and availability of product, all City employees including emergency responders covered by this bargaining agreement working within the right-of-way of a highway and engaged in any other types of operations who work within the right-of-way of a highway who are exposed either to traffic (vehicles using the highway 23 for purposes of travel) or to construction equipment within the work area shall be provided one safety ANSI 3 compliant jacket per calendar year. Additional staff may be approved at the discretion of the department head and human resources.
B. Effective January 1, 2021, all City employees including Emergency responders covered by this bargaining agreement working who primarily work outdoors shall be provided three hats per calendar year.
The city shall provide no less than three types of hats. One being a full shade hat (i.e., Straw or equivalent with cloth lining), one baseball type hat, and one cloth wide brimmed hat (i.e., boonie style).
The employee shall have the right to decide which hats they prefer to wear from the hats provided.
No hats other than those provided by the city shall be worn, other than by permission of the department head. (Examples: employees may be permitted to wear their teams NFL hat on Fridays during the playoffs, etc.)
ARTICLE 28 – TOOL ALLOWANCE
Employees in the following classifications who are employed as of January 1, and are required to provide a complement of hand tools as approved by the Public Works Director, shall be reimbursed by the City for approved tool purchases:
Equipment Mechanics Up to $530.00
Fleet Service Worker II Up to $375.00
Fleet Service Worker I Up to $375.00
Fleet Service Worker II shall provide two–thirds (2/3) of the full tool set as per the established tool list. Fleet Service Worker I shall provide one –third (1/3) of the full tool set to be determined by management.
Tools purchased pursuant to this Section remain the property of the employee.
ARTICLE 29 - BILINGUAL PAY
Employees who have been designated by the City Manager and regularly utilize bilingual skills in their job or as a departmental translator for the City, shall receive seventy dollars ($70) bi-weekly for such services. To be eligible, an employee must pass a test demonstrating their bilingual conversational fluency and will be subject to periodic retest.
24 Employees in the following classifications will be compensated one hundred dollars ($100) bi-weekly for bilingual services.
A. Police Service Technician
B. Senior Animal Control Officer and Animal Control Officer C. Police Dispatcher I/II
The City Manager shall designate qualifying languages and authorize the number of positions to receive bilingual pay based upon the needs of the City. Notwithstanding the above, all personnel shall utilize any language skills they possess to the best of th eir ability in handling their responsibilities on a non-regular basis without compensation.
During the time of any leave of absence without pay employees will not be eligible for bilingual pay.
ARTICLE 30 – COMPENSATORY TIME
The accumulation of compensatory time shall not exceed one hundred (100) hours. Any compensatory time in excess of one hundred (100) hours shall be automatically paid if management is unable to schedule the time off.
The use of comp time shall be scheduled through mutual agreement between the employee and management. Employees retain the right to cash payment for any comp time on the books, subject to budgetary restraints.
ARTICLE 31 – OVERTIME
Overtime worked must receive pre -approval. All overtime compensation shall be in the form of compensatory time, unless pre-approved for cash payment. Overtime compensation is credited at one and one -half times the employee’s regular rate of compensation. Overtime compensation will be credited only for those hours in excess of the employee’s regular scheduled workday or the 40-hours workweek.
ARTICLE 32 – SICK LEAVE
Blue and White Collar Unit employees accrue sick leave at the rate of twelve (12) days per calendar year, with a maximum accrual of one hundred twenty (120) days. An employee who has an accrued balance at the end of the calendar year, which exceeds one hun dred twenty (120) days, will receive one hundred percent (100%) of his/her accruals in excess of 120 days as vacation and may convert and be paid for up to seventy-five percent (75%) of that amount of vacation. The amount to be converted must be designated by the employee no later than the following January 31, which will be paid to employee the second pay day in February. Employees receiving the above conversion will not receive any sixty (60) to one hundred twenty (120) day conversion of sick leave for that calendar year. The previously established non - conversion sick leave "bank" will no longer exist for this group.
25 For the term of this agreement, the parties agree that individuals retiring with a service retirement shall be entitled to a premium sick leave pay-out. Specifically, individuals shall receive an additional 25% of accrued sick leave compensation at the time of retirement beyond that provided for in Municipal Code Section
2.84.570. This payment shall not be considered gross remuneration for purposes of retirement.
Except as provided below, any employee converting the service retirement to a disability retirement within five (5) years of the date of retirement shall refund this premium sick leave payment to the City. If repayment is required, a reasonable repayment schedule shall be established between the employee and the City. Exceptions to the repayment requirement may be made as follows:
A. No repayment shall be required if an employee dies after retirement and the survivor's allowance is converted to a disability allowance.
B. The City Manager will waive repayment in the event of a catastrophic event resulting in substantial disability from heart attack, stroke or cancer for the employee. Substantial
disability is defined as a disability which would have required the retirement of the employee if still in active service.
ARTICLE 33 – PERSONAL NECESSITY LEAVE
The City agrees to allow each employee covered by this Agreement to utilize eight (8) hours per year as Personal Necessity Leave, chargeable to Sick Leave. Such leave is designed to permit employee time off during normal working time to conduct personal business. Personal Leave shall require prior approval and shall be taken in minimum two (2) hour increments.
ARTICLE 34 – DEFERRED COMPENSATION PLAN
All probationary and regular employees in the Blue and White Collar Units of the City shall be eligible to participate in the City's Deferred Compensation Plan.
ARTICLE 35 – PAYROLL DEDUCTIONS
The City agrees to provide payroll deductions for Union dues and benefit programs at no cost to the employees or Union.
Employees may express authorization for payroll deduction and/or COPE contributions by submitting to the Union a written membership application form, through electronically recorded phone calls, by 26 submitting the Union on online deduction authorization, or by any other means of indicating agreement allowable under state and federal law.
The union will submit to the City a list of members who have authorized payroll deduction and shall provide the City with verification that payroll deduction and/or COPE contributions have been authorized by the employee only in the event a question arises about an employee's membership status. The City shall accept confirmations from the Union that the Union possesses electronic records of such membership and give full force and effect to such authorizations as "written authorization" for purposes of this Agreement.
Deductions for dues and the Union’s Committee on Political Education shall start the pay period after the City receives notification of the authorization. The City shall transmit such payment to the Union through electronic funds transfer or other viable method no later than thirty (30) days after the deduction from the employee’s earnings occur.
Requests to authorize dues and/or COPE deductions shall be directed to the Union rather than the City. Requests to revoke or change the authorization shall also be directed to the Union rather than the City.
The City shall rely on the Union’s explanations in a certified list, submitted by a representative of the Union who has the authority to bind the Union, regarding whether authorization/revocation/change in deductions has been requested by the employee. The Union shall not provide the City a copy of the employee’s authorization unless a dispute arises about the existence or terms of the authorization.
The Union agrees to indemnify and hold harmless the City against all claims, including costs of such suits and reasonable attorney’s fees and/or other forms of liability arising from the implementation of the provisions of this Section, including claims for or related to employee authorizations, revocations, deductions made, cancelled, or changed in reliance on the Union’s representations and certifications regarding employee dues deduction authorizations.
Violations of this section of the MOU are grievable.
ARTICLE 36 – CLASSIFICATION REQUESTS
Requests for classification consideration will be processed once a year on February 1st, except those requests of an emergency nature ( as determined by the Human Resources Office) may be acted upon regardless of the submission date and presented for review outside the routine schedule. The effective date of any proposed upward classification will be implemented with the budget in the year that it is approved.
Normally, position reviews will be generated in one of two ways:
27 A. By request of the employee and/or
B. By request of the Department Head
Prior to reaching any final decision, the Human Resources Office shall forward its draft findings to the employee and shall consider any comments the employee may have on the draft report. If the recommendation of the Human Resources Office is negative, no further action shall be taken on the request. If the recommendation is positive, it shall be subject to the approval of the appropriate Civil Service Commission and City Council.
The parties agree to continue negotiations on the issue of revising the City's reclassification procedure.
ARTICLE 37 – LONGEVITY PROGRAM
Unit members shall be eligible for a Longevity Pay Program as follows:
10 or more uninterrupted years of City service 2% of Base Pay. 15 or more uninterrupted years of City service 4% of Base Pay. 20 or more uninterrupted years of City service 6% of Base Pay.
The amounts above are not cumulative.
Employees hired after January 1, 1985, shall not be eligible for Longevity Pay.
ARTICLE 38 – RETIREE MEDICAL
Section 1. Medicare Coverage - Any employee eligible to receive retiree medical insurance coverage who is eligible for Medicare coverage whether through the City of Bakersfield, other employers, spouse/domestic partner coverage, or for any other reason, shall be required to obtain and utilize such coverage as a condition for receiving coverage under the City's plan.
Section 2. The City shall provide the surviving spouse/domestic partner and eligible dependent(s) of any deceased employee with the health and welfare benefit contribution that had been made on behalf of the employee prior to their death.
Section 3. Employees hired after February 22, 2006 will not participate in either of the retiree health subsidy programs set forth in this section. In lieu, the City will match up to one (1%) percent of the employee’s mandatory contributions to their Retirement Health Savings account commencing the beginning of their sixth (6 th) year of employment.
Section 4. Retiree Medical - Employees hired after April 1, 1996 but 28 before February 22, 2006 will be eligible for retiree medical under the following conditions:
A. Participation in the City retiree medical insurance plan will be offered to those employees who retire following twenty (20) years of regular service or retire due to disability. Such retirees will receive a premium subsidy based upon 3% per year of service, to the nearest quarter year, up to a maximum of 30 years (90%), of the lower of the HMO or Fee -For-Service Single rate. In no case shall a retiree in this class receive more than 90% of their applicable rate structure (i.e. single without Medicare rate , single with Medicare rate, etc.) in subsidies from the City.
B. Any employee eligible to receive retiree medical insurance coverage who is eligible for Medicare coverage (Part A) whether through the City of Bakersfield, other employers, spouse coverage, or for any other reason, shall be required to obtain and utilize such coverage as a condition for receiving coverag e under the City's retiree medical plan.
C. Employees hired after April 1, 1996 shall not be eligible to receive the 42% Fee-For-Service plan subsidy.
Section 5. Retiree Medical – Employees hired prior to April 1, 1996 who retire following fifteen (15) years of regular service or retire due to disability, eligibility for and contributions towards retiree medical insurance shall be as originally set forth in City C ouncil Resolution #227-88 and herein set forth:
A. Retired employees enrolled under the City’s health plan shall receive city contributions based on the following formula:
Participation in the City retiree medical insurance plan will be offered to those employees who retire following fifteen (15) years of regular service or retire due to disability. Such retirees will receive a premium subsidy based upon 3% per year of service, to the nearest quarter year, up to a maximum of 30 years (90%), of the lower of the HMO or Fee -For-Service Single rate. In no case shall a retiree in this class receive more than 90% of their applicable rate structure (i.e. single without Medicare rat e, single with Medicare rate, etc.) in subsidies from the City.
B. Forty-two (42%) percent of the actual premium for the “Fee for Service” Retiree Health Plan shall be paid by the City and the balance of the premium shall be calculated and paid pursuant to the formula in “A” above.
C. Retired employees covered under the HMO Insurance plans shall only receive the City contributions under the formula in “A” above.
29 Section 6. Retirement Health Savings Accounts - The ICMA Vantage Care Retiree Health Savings Account program (RHSA) has been implemented. One (1%) percent of base pay will be deducted from each employee’s paycheck on a pre-tax basis and deposited into their individual account effective with program implementation.
As soon as is possible the City will amend the Retirement Health Savings Account for the White Collar Unit to eliminate the deposit of accrued leave payouts into the Account upon
retirement.
The City assumes no liability for adverse tax rulings by the IRS relative to this program.
ARTICLE 39 – TRAINING STEP
A Training ("T") Step exists for the following classifications:
Clerk Typist I
Fleet Service Worker I
Service Maintenance Worker
This step shall be ten percent (10%) below Step "1". Newly hired employees shall be hired at the "T" Step whenever, in the opinion of the City, the hire is not fully prepared to function in their classification until a training period has been completed.
Employees shall be advanced to Step "1" by the end of six (6) months of continuous service. Time spent in the "T" Step shall count towards satisfying the probationary period.
ARTICLE 40 – DRUG TESTING
The goal and intent of this program is the rehabilitation and assisting of first–time offenders with drug problems. However , action taken against an employee shall be determined by individual circumstances of each case and disciplinary action, up to and including termination is possible.
Authority for Testing - Only an employee's Department Head or his/her designee, acting in the absence of the Department Head, may order a drug test.
Conditions Allowing for Testing - Employees may be subjected to drug testing if the City has a reasonable suspicion that the employee is using: 1) illegal drugs, 2) prescription drugs without or contrary to a prescription, or 3) being under the influence of alcohol during working hours.
Reasonable suspicion shall mean one or more of the following exists as 30 determined by the Department Head or his/her designee:
A. Having more evidence for than against.
B. An apparent state of facts and/or circumstances which would lead a reasonable person to believe an individual was using
drugs/narcotics.
C. A reasonable grounds for belief in the existence of facts or circumstances warranting an order to submit to a drug test.
Testing Procedure - Detailed testing procedures shall be developed by the City to:
A. Positively identify employees prior to testing.
B. Provide for employee privacy and security of samples.
C. Establish if an employee is taking any drugs legitimately under medical supervision.
D. Develop a two –step test. Both urine and blood samples shall be drawn unless the employee waives his/her right to the blood sample.
Any specimen testing positive in the urinalysis shall be subject to confirmation by blood test unless waived. No notification shall be given of initial positive tests until the confirmation blood test has been completed and is positive. At the time the samples are drawn, a second set of samples shall be taken a nd sealed.
Should the original blood test show positive, the second sealed set of samples shall be retained for six (6) months to allow for further testing in the event of a dispute.
Testing Agent - The laboratory selected to conduct the analysis must be experienced and capable of quality control, documentation, chain of custody, technical expertise and demonstrated proficiency.
ARTICLE 41 – COURT CALL BACK
Unit employees in the Police Department shall receive a minimum of three (3) hours compensation at the appropriate rate of pay when called back for court appearances.
31 ARTICLE 42 – VACATION
Vacation accrual shall be as follows:
Years Days
0–4 10
5–13 15
14+ 20
Maximum vacation accrual shall be three (3) years annual accrual.
Between 5 to 10 years of service, the maximum vacation accrual shall be increased to three (3) years and three (3) days. After ten (10) years of service, the maximum accrual shall be increas ed to three (3) years and nine (9) days.
ARTICLE 43 – CERTIFICATION PAY
A. When the City requires an employee as a condition of employment or request the employee to voluntarily obtain and/or maintain a State or National certification, the City shall reimburse the employee for any cost of obtaining and/or renewing the certification.
B. The City shall reimburse employees for any cost of obtaining and/or renewing a City required driver's license, above the cost of a class "C" license.
C. Employees who have been designated by their department head and regularly use specialized skills for which a state or national certification is required in their job, shall receive annual certification pay, to be paid in the last pay period of December of every year, for such services. To be eligible, an employee must pass the test given by the certifying agency, obtain required continuing education units and keep certification current. The certification pay will only be paid if an employee maintains the certification for an entire calendar year. The certification must not be a requirement listed in the job specification in order to obtain the job.
The recognized certifications are:
Bar 97 Advanced Smog Certification $1,500
Automotive Service Excellence (ASE)
certificates (Equipment Maintenance) $150 per
certificate*
*Maximum Fleet Service Worker I 4 certificates
Fleet Service Worker II 6 certificates
Fleet Mechanic (All) 10 certificates
Automotive Parts Specialist 2 certificates
32 Forklift Operator Trainer $500
Geologist $1,000
Certified Latent Print Examiner $1,500
Arborist $1,000
DOT Tester Certification $1,000
California State Water Resources
Control Board Grade III (Waste Water) $1,500
Certified Backflow Prevention
Assembly Tester (Parks) $1,500
Pest Control Advisor License
(Parks) $1,000
Combination of D.O.T. Hydrotester and
State Fire Marshal Fire Extinguisher
(Fire) $1,000
Qualified Applicator License (Parks) $500
Certified Arborist (Parks) $500
Certified Pool/Spa Operator (Recreation) $500
Notary Public License $500
Crane Operator Certificate $500
Waste Water Mechanic – Plant Maintenance Mechanical
Technologist $100 Grade I, $200 Grade II per year,
non-accumulative.
Building Inspectors, Code Enforcement and Building Staff - $100 each per year for City approved certification, up to a maximum of 5 certificates.
Fire Inspectors, Hazardous Material Specialists $100 each per year for City approved certificates, up to a maximum of 5 certificates.
Traffic Signal Technician – International Municipal Signal Association Certification $100 Grade I, $200 Grade II,
$300 Grade III, non-accumulative, per year.
33 ASE certification(s) as of December 1st will be eligible to receive the applicable certification pay for the entire calendar year.
Signing and Striping Certificates - $100 Grade I, $200
Grade II, $300 Grade III, non-accumulative per year.
City or Union may request additional and/or modifications to certification pay during the term of the agreement, which will be implemented upon mutual agreement.
The parties agree to add and recognize the following certifications effective January 1, 2021:
Water Distribution II $500 per year
Water Treatment II $500 per year
Water Distribution III $750 per year
Water Treatment III $750 per year
ARTICLE 44 – JURY DUTY
The City shall provide for paid leave, when an employee is subpoenaed to Jury Duty and/or to appear as a witness in court in Kern County on matters of civic concern. Examples of matters of civic concern would include criminal matters, accidents, etc.
ARTICLE 45 – IRS 125 PROGRAM
The City has implemented the IRS 125 Program for payment of medical insurance premiums, childcare and un-reimbursed expense. Employees may voluntarily participate in the childcare and un -reimbursed medical portions of the program.
ARTICLE 46 – RESIDENCY REQUIREMENT
The residency requirement for Unit employees shall require that employees maintain residency within one (1) hour normal driving time from City Limits. Normal driving time shall be defined as driving the most direct route at the posted speed limit.
ARTICLE 47 – PAYROLL CHANGES
A. The City shall maintain in effect the voluntarily direct deposit program for unit employees with the following provisions:
1. Require all regular employees hired on or after January 1, 1994 to participate in direct deposit. Participation shall be voluntary for employees prior to January 1, 1994.
34 2. Eliminate payoff checks for sick leave converted to vacation with all such payoffs being added to the regular paycheck.
3. Employees are responsible for investigating errors in direct deposit with their bank.
4. City will give notice to the Union should it wish to change any of the paycheck release times currently in effect.
5. The City will give reasonable advance notice if it will be unable to provide direct deposit for a given pay period.
B. All payroll changes shall become effective at the start of the nearest payroll period.
ARTICLE 48 – UNION REPRESENTATIVE LEAVE OF ABSENCE
The City shall grant to an employee, upon request of the Union with a minimum of a three (3) working days’ notice, a leave of absence without loss of compensation or other benefits. The leave shall, include but is not limited to, full-time, part-time, or periodic absence for purposes of fulfillment of the duties of an officer or a steward.
At the conclusion of the leave, the officer or steward shall have a right to reinstatement to the same position held prior to such leave without loss of seniority while on this leave.
Compensation during the leave shall include employer-sponsored health and retirement benefits or other benefits granted to representatives of the Union under the law or this MOU.
Following the City’s payment of the employee leave of absence, the City shall be reimbursed by the Union for all compensation paid the employee on the leave. Reimbursement by the Union shall be made within 10 days after its receipt of the employer’s certification of payment of compensation to the employee.
The leave of absence without loss of compensation or other benefits provided for by this section is in addition to the release time without loss of compensation or other benefits granted to representatives of the Union under the law of or this MOU to include no change or adjustment in hire date for employees on this leave.
The City shall not be liable for any act, omission, or injury suffered by any employee of the City if that act, omission or injury occurs during the course and scope of the employee’s lost time work for the Union. To the extent that the City nonetheless becomes liable for any such act, omission or injury, the Union shall indemnify and hold 35 harmless the City.
ARTICLE 49 – NEW HIRE INFORMATION/NEW EMPLOYEE ORIENTATION
The City will provide the Union a monthly listing of each newly hired employee represented under which will include name and address. The City shall also provide to the Union a listing of all Service Fee Payers represented under SEIU which will include name and address each Quarter.
The City will provide SEIU LOCAL 521 10 calendar days’ notice of orientations to enable an exclusive representative of SEIU LOCAL 521 access of up to thirty minutes, at the end of the orientation process, to present Union membership information with no management present. The new employee orientation will be a mand atory part of the agenda. This notice will include the time, date and location of the orientation.
SEIU LOCAL 521 agrees to provide Human Resources a list of representatives or shop stewards that SEIU LOCAL 521 will utilize for the new hire orientations throughout the year. Once the City notifies SEIU LOCAL 521 of the new employee orientation, SEIU LOCAL 521 will identify the representative or steward that will attend and notify the City 5 calendar days’ notice of orientations.
Additionally, the City will provide SEIU LOCAL 521 a digital file via email to the email address designated by SEIU LOCAL 521 containing the following information within 30 days of hiring an SEIU LOCAL 521 represented employee: the name, job title, depart ment, work location, work, home, and personal cell phone numbers, personal email addresses on file with the employer; and the home address of the new hire. The City will also provide SEIU LOCAL 521 a list of all information for all employees in the bargaining unit every 120 days. Employees transferring from another bargaining unit are not considered new hires and will not be part of the 30 -day report; however, their information will be captured in the 120-day report.
The Union will provide the Human Resource Director with a copy of the new employee orientation packet on a quarterly basis. If there is a substantial change in the packet, the Union will provide the packet at the next scheduled new hire orientation.
ARTICLE 50 – UNION BULLETIN BOARD
The City will provide approximately a two by three foot (2’ x 3’) bulletin board space at each of the major work site locations for Union bulletins. If space is not available the Union may provide a two by three foot (2’ x 3’) bulletin board which the City will install. The space will be located in an area frequented by a majority of the employees at the work site. The Union will be responsible to maintain the designated posting area and ensure compliance with City, State, and Federal compliance requirements, including the prohibitions of derogatory or inappropriate documents.
36 ARTICLE 51 – SDI ELECTION
Blue and White Collar employees have elected to participate in the State Disability Insurance (SDI) program. SDI benefits will be automatically coordinated with wages for employees off work for seven (7) or more calendar days.
ARTICLE 52 – COMMITTEES
1. The Union recognizes Its obligation to cooperate with the City to assure maximum service of the highest quality and efficiency to the citizens of The City of Bakersfield, consonant with its obligations to the workers it represents. The City and the Union a ffirm the principle that harmonious labor -management relations are to be promoted and furthered. The City and the Union agree that each employee shall be treated equally, fairly, and with dignity and respect.
A. Labor Management Committee. It is the intention of the parties to establish a City -wide Joint Labor -Management Committee to provide a forum for labor and management to jointly discuss issues of concern to the bargaining unit employees.
2. The Joint Labor/Management Committee shall consist of Management representatives and bargaining unit representatives, selected by the Union. The Management representatives will be designated by the CITY.
Annually, the Joint Labor/Management Committee shall meet up to 12 times upon written request of either party, during working hours to discuss issues which may include, but are not limited to career training, educational/promotional opportunities, class
specifications, training and employee development.
The Committee may also make advisory recommendations to the City Manager or his/her designated representative, for consideration.
Either party requesting the meeting shall provide an agenda five (5) days prior to the meeting. Committee participants shall be released on work time to attend meetings.
ARTICLE 53 – PROBATIONARY PERIOD
1. All appointments to a permanent position shall be tentative and subject to a probationary period of six (6) months.
2. During the probationary period, the employee shall be required to demonstrate his or her fitness to the position to which he or she is appointed by actual performance of duties of the position.
3. At the conclusion of the probationary period, the department must 37 file an Employee Performance Evaluation stating the retention of the probationary employee in the City service is desired or the probationary employee will be considered unsatisfactory and will be terminated.
ARTICLE 54 – LINE OF DUTY DEATH BENEFIT
Including the prescribed death benefits defined in Labor Code Section 4701 et. al, the City shall pay all reasonable funeral and burial expenses to a maximum of $20,000 for a Bakersfield employee who dies as the direct result of an on-duty related injury.
ARTICLE 55 – SEVERABILITY
It is understood and agreed that this Memorandum of Understanding is subject to all present and future applicable Federal and State laws and regulations and the provisions hereof shall be effective and implemented only to the extent permitted by such laws or regulations. If any part of this Memorandum of Understanding is in conflict or inconsistent with such applicable provisions of Federal and State laws or regulations, or otherwise held to be invalid or unenforceable by any tribunal of competent jurisdiction, such part or provisions shall be suspended and superseded by such applicable laws and regulations and the remainder of this Memorandum of Understanding shall not be affected thereby and shall remain in full force and effect. The City and Union agree to meet and confer in an attempt to replace and/or adjust for any suspended or superseded provisions.
ARTICLE 56 – PERSONNEL FILES
Bargaining unit members are entitled to review their official personnel file under Civil Service Rules and Regulations for Miscellaneous Departments, Rule 12. Rule 12 can be found on the City’s website at https://www.bakersfieldcity.us/339/Labor-Relations.
ARTICLE 57 – SERVICE AWARDS
Section 1. Years of Service - Recognition
• 5 - Certificate of Appreciation and a $50 Gift Card or 4 hours time off.
• 10 - Certificate of Appreciation and a $100 Gift Card or 4 hours time off.
• 15 - Certificate of Appreciation and a $150 Gift Card or 6 hours time off.
• 20 - Certificate of Appreciation and a $200 Gift Card or 8 hours time off plus a service pin.
• 25 - Certificate of Appreciation and a $250 Gift Card or 10 hours time off plus a service pin.
38 • 30 - Certificate of Appreciation and a $300 Gift Card or 12 hours time off plus a service pin.
• 35 - Certificate of Appreciation and a $350 Gift Card or 14 hours time off plus a service pin.
• 40 or more - Certificate of Appreciation and a $400 Gift Card or 16 hours time off plus a service pin.
Section 2. Retirement Awards
Retirement after 20 or more years of continuous service will be honored by a retirement plaque and a $150 Gift Card. This will be a separate award, apart from any service award which may also be due.
Service and Retirement Awards will be administered by the Human Resources Department. A Certificate of Appreciation may be withheld at the discretion of the Department Head and the Human Resources Department.
ARTICLE 58 – AB1484 TEMP EMPLOYEES and EXTRA HELP
The City acknowledges SEIU’s right to represent temporary employees as defined by Government Code Section 3507.7, who perform the same job duties as bargaining unit members. The Parties shall meet no later than 60 days following ratification of the current MOU to negotiate a side letter agreement for temporary employees in the bargaining unit.
FOR THE SERVICE EMPLOYEES FOR THE CITY OF BAKERSFIELD
INTERNATIONAL UNION, LOCAL 521
____________________________ ______________________________ Edgar Juarez Che Johnson
______________________________ ______________________________ Laura Escobedo Christi Tenter
______________________________ ______________________________ Michelle Gonzalez Rick Anthony
______________________________ ______________________________ Ignacio Morales Randy McKeegan
______________________________ ______________________________ Jose “Manny” Ro driguez Darin Budak
______________________________ ______________________________ Michael Adams Zachary Meyer
______________________________ ______________________________ Patricia Castruita Tamia Smith
39 Appendix A -
NOTICE OF NON-INVESTIGATORY MEETING
Your attendance was requested to meet and discuss a non -investigative work matter. You requested a Union representative be present during this meeting. You were advised that the meeting is intended to discuss a non- disciplinary or investigatory matter an d you are directed to engage in the meeting as requested.
This letter is to reassure you that the purpose of the meeting is NOT investigatory, and the department is NOT utilizing this meeting for a disciplinary purpose. The specific topic(s) to be discussed is as follows: ________________________________________________________.
Additionally, you should be aware that you are being directed to attend this meeting by a supervisor and your failure to follow such direction may be considered insubordination and grounds for discipline. As such, you are being given a final direct order to attend the meeting. Failure to meet will result in you being placed on administrative leave, with pay, pending further review.
In Receipt of – Employee Date
Copy Provided to Employee
Employee Refused to Sign
Issued By: Name/Title Date
40 Appendix B – Salary Schedule
City Of Bakersfield
Effective: Dec. 29, 2025
Salary Schedule by Title - Blue and White Collar
Unit
Approved: Dec. 17, 2025
Position
# Position Title Grade Step 1 Step 2 Step 3 Step 4 Step5 26030 ACCOUNTANT I 206 30.605 32.137 33.752 35.435 37.209 26055 ACCOUNTING SPECIALIST I 038 21.270 22.331 23.451 24.628 25.853 26065 ACCOUNTING SPECIALIST II 056 23.511 24.686 25.921 27.218 28.577 26075 ACCOUNTING TECHNICIAN 094 25.212 26.471 27.787 29.192 30.642 26235 ADMIN & FISCAL SVC SPEC I 036 20.950 21.998 23.102 24.254 25.471 26240 ADMIN & FISCAL SVC SPEC II 054 23.339 24.507 25.737 27.017 28.372 26040 ADMINISTRATIVE ANALYST I 235 32.283 33.898 35.582 37.356 39.232 26110 ADMINISTRATIVE ANALYST II 285 34.532 36.284 38.121 40.057 42.081 22010 ADMINISTRATIVE ASSISTANT I 180 29.148 30.607 32.144 33.748 35.437 22020 ADMINISTRATIVE ASSISTANT II 215 31.239 32.808 34.442 36.162 37.971 14140 AIR CONDITIONING TECH I 200 29.725 31.219 32.777 34.423 36.152 17570 AIR CONDITIONING TECH II 230 31.874 33.466 35.145 36.889 38.733 27210 ANIMAL CONTROL INTAKE
TECH 036 20.950 21.998 23.102 24.254 25.471
27200 ANIMAL CONTROL OFFICER 060 23.655 24.839 26.087 27.394 28.762 14210 AQUATICS MAINTENANCE
TECH 201 29.734 31.232 32.778 34.427 36.143
25040 ASSISTANT PLANNER 235 32.283 33.898 35.582 37.356 39.232 27060 ASSOCIATE PLANNER 360 40.565 42.600 44.729 46.967 49.319 27240 ASST CODE ENFORCEMENT
OFFICER 060 23.655 24.839 26.087 27.394 28.762
14370 ASST WASTEWATER LAB
TECHNICIAN 025 21.819 22.910 24.066 25.261 26.526
26470 BENEFITS TECHNICIAN 285 34.532 36.284 38.121 40.057 42.081 27140 BLDG INSPECTOR I 210 31.075 32.648 34.288 36.030 37.864 27080 BLDG INSPECTOR II 265 34.181 35.897 37.688 39.576 41.548 13100 BUILDING MAINTAINER II 030 19.925 20.918 21.968 23.070 24.219 27520 BUYER I 094 25.212 26.471 27.787 29.192 30.642 27540 BUYER II 180 29.148 30.607 32.144 33.748 35.437 13350 CANAL TENDER II 090 24.598 25.824 27.109 28.482 29.896 26475 CITY CLERK TECHNICIAN 055 22.017 23.118 24.280 25.488 26.766 26220 CLERK TYPIST I 011 18.465 19.387 20.357 21.374 22.444 26230 CLERK TYPIST II 035 20.836 21.877 22.983 24.123 25.331 27250 CODE ENFORCEMENT OFFR I 250 32.648 34.288 36.030 37.864 39.757 27260 CODE ENFORCEMENT OFFR II 295 35.897 37.688 39.576 41.559 43.636 27400 COMM REL SPECIALIST I -
POLICE 130 27.194 28.561 29.989 31.499 33.057
41 27410 COMM REL SPECIALIST II -
POLICE 235 32.283 33.898 35.582 37.356 39.232
22025 COMMUNICATIONS
COORDINATOR 285 34.532 36.284 38.121 40.057 42.081
21500 COMMUNITY RELATIONS
SPECIALIST 092 24.834 26.083 27.388 28.765 30.189
25200 COMPUTER DRAFTING TECH I 115 27.026 28.362 29.786 31.280 32.833 25240 COMPUTER DRAFTING TECH II 225 31.672 33.250 34.917 36.666 38.495 25250 CONSTRUCTION INSPECTOR I 210 31.075 32.648 34.288 36.030 37.864 25260 CONSTRUCTION INSPECTOR II 295 35.897 37.688 39.576 41.559 43.636 21600 CRIME ANALYST 210 31.075 32.648 34.288 36.030 37.864 26215 CUSTOMER SERVICE REP 035 20.836 21.877 22.983 24.123 25.331 26350 DEPUTY CITY CLERK I 070 24.194 25.405 26.678 28.009 29.399 26355 DEPUTY CITY CLERK II 095 25.403 26.671 28.014 29.405 30.866 25030 DEVELOPMENT SERVICES TECH 210 31.075 32.648 34.288 36.030 37.864 25055 ECON & COMM DEV
COORDINATOR 360 40.565 42.600 44.729 46.967 49.319
25065 ECON & COMM DEV
SPECIALIST 235 32.283 33.898 35.582 37.356 39.232
25025 ECON & COMM DEV
TECHNICIAN 150 28.280 29.709 31.173 32.735 34.375
14130 ELECTRICAL TECHNICIAN I 205 30.277 31.802 33.377 35.041 36.811 14100 ELECTRICAL TECHNICIAN II 263 34.099 35.789 37.582 39.466 41.433 25120 ENGINEER I 315 37.629 39.514 41.495 43.568 45.743 25150 ENGINEER II 375 43.277 45.437 47.709 50.104 52.600 25180 ENGINEERING AIDE I 050 21.870 22.955 24.102 25.297 26.571 25210 ENGINEERING AIDE II 090 24.598 25.824 27.109 28.482 29.896 25270 ENGINEERING TECHNICIAN I 265 34.181 35.897 37.688 39.576 41.548 26095 ENTERPRISE BUSINESS ANALYST 235 32.283 33.898 35.582 37.356 39.232 24350 ENVIRONMENTAL
COMPLIANCE INSP 210 31.075 32.648 34.288 36.030 37.864 13500 FACILITY WORKER 010 19.626 20.605 21.633 22.718 23.864 26080 FINANCIAL INVESTIGATOR 072 25.775 27.066 28.423 29.841 31.321 26100 FINANCIAL INVESTIGATOR II 180 29.148 30.607 32.144 33.748 35.437 26260 FIRE DISPATCHER I 046 24.480 25.699 26.989 28.344 29.759 26290 FIRE DISPATCHER II 076 26.927 28.285 29.694 31.180 32.737 21465 FIRE EQUIPMENT TECHNICIAN 201 29.734 31.232 32.778 34.427 36.143 27040 FIRE PLANS EXAMINER 325 38.917 40.886 42.955 45.138 47.413 21470 FIRE PREVENTION/ENVIRON
OFF I 250 32.648 34.288 36.030 37.864 39.757
21475 FIRE PREVENTION/ENVIRON
OFF II 295 35.897 37.688 39.576 41.559 43.636
14330 FLEET EQUIPMENT MECHANIC I 125 27.663 29.050 30.491 32.020 33.628 14280 FLEET EQUIPMENT MECHANIC
II 264 34.139 35.844 37.636 39.509 41.490
14300 FLEET MECHANIC III 260 35.762 37.567 39.475 41.462 43.567 14060 FLEET SERVICE WORKER I 050 21.870 22.955 24.102 25.297 26.571 14460 FLEET SERVICE WORKER II 090 24.598 25.824 27.109 28.482 29.896 14340 FLEET SERVICE WRITER 110 26.988 28.341 29.747 31.239 32.808 25000 GIS TECHNICIAN 097 25.581 26.857 28.194 29.618 31.087 42 25015 GUEST SERVICES
REPRESENTATIVE 070 24.194 25.405 26.678 28.009 29.399
27230 HAZARDOUS MATERIALS
SPECIALIST 325 38.917 40.886 42.955 45.138 47.413
13220 HEAVY EQUIP OPERATOR -
WATER 183 29.474 30.933 32.486 34.124 35.816
13240 HEAVY EQUIP OPR -
WASTEWATER 183 29.474 30.933 32.486 34.124 35.816
13230 HEAVY EQUIP OPR-SW &
RECYCLING 183 29.474 30.933 32.486 34.124 35.816
13210 HEAVY EQUIPMENT OPR -
PARKS 183 29.474 30.933 32.486 34.124 35.816
27010 HUMAN RESOURCES ANALYST
I 235 32.283 33.898 35.582 37.356 39.232
27000 HUMAN RESOURCES ANALYST
II 315 37.629 39.514 41.495 43.568 45.743
26440 HUMAN RESOURCES CLERK 070 24.194 25.405 26.678 28.009 29.399 26445 HUMAN RESOURCES
SPECIALIST 180 29.148 30.607 32.144 33.748 35.437
25310 HYDROGRAHER 265 34.181 35.897 37.688 39.576 41.548 26310 LEGAL SECRETARY 095 25.403 26.671 28.014 29.405 30.866 13160 LIGHT EQUIPMENT OPERATOR 094 25.212 26.471 27.787 29.192 30.642 14200 MAINT CRAFTWORKER I 201 29.734 31.232 32.778 34.427 36.143 14220 MAINTENANCE
CRAFTWORKER II 229 31.855 33.464 35.146 36.932 38.809 25010 MARKETING & EVENTS
SPECIALIST 235 32.283 33.898 35.582 37.356 39.232
27090 MOBILITY PLANNER 364 44.729 46.967 49.319 51.784 54.372 13270 MOTOR SWEEPER OPERATOR 160 28.358 29.776 31.266 32.819 34.463 26070 OPERATIONS SUPPORT
SPECIALIST 055 22.017 23.118 24.280 25.488 26.766
26410 PARK & LANDSCAPE
DESIGNER 350 39.899 41.897 43.994 46.192 48.502
27450 PARK RANGER I 250 32.648 34.288 36.030 37.864 39.757 27460 PARK RANGER II 295 35.897 37.688 39.576 41.559 43.636 13310 PARK SERVICES
COORDINATOR 229 31.855 33.464 35.146 36.932 38.809 24440 PARK TECHNICIAN 295 35.897 37.688 39.576 41.559 43.636 21460 PARKING ENFORCEMENT
TECHNICIAN 045 22.254 23.363 24.536 25.767 27.053
24340 PARTS & INVENTORY
SPECIALIST 050 21.870 22.955 24.102 25.297 26.571
26085 PAYROLL SPECIALIST 074 24.286 25.501 26.776 28.115 29.520 26090 PAYROLL TECHNICIAN 072 25.775 27.066 28.423 29.841 31.321 26130 PERFORMANCE ANALYST I 235 32.283 33.898 35.582 37.356 39.232 26135 PERFORMANCE ANALYST II 285 34.532 36.284 38.121 40.057 42.081 27020 PLAN CHECKER-ELECTRICAL
SPEC 325 38.917 40.886 42.955 45.138 47.413
27030 PLAN CHECKER-PLUMB &
MECH SPEC 325 38.917 40.886 42.955 45.138 47.413
27050 PLAN CHECKER-RESIDENTIAL
SPEC 325 38.917 40.886 42.955 45.138 47.413
43 26385 POLICE CALL TAKER 061 23.778 24.968 26.222 27.527 28.907 21400 POLICE DIG FORENSICS EXAM
I 245 32.669 34.301 36.015 37.806 39.704
21420 POLICE DIG FORENSICS EXAM
II 310 38.543 40.473 42.493 44.618 46.850
26370 POLICE DISPATCHER I 075 26.400 27.729 29.114 30.569 32.095 26380 POLICE DISPATCHER II 100 28.085 29.497 30.964 32.516 34.146 21200 POLICE LAB TECHNICIAN 245 32.669 34.301 36.015 37.806 39.704 21300 POLICE LATENT PRINT
EXAMINER 245 32.669 34.301 36.015 37.806 39.704
27350 POLICE PROPERTY &
EQUIPMENT SP 092 24.834 26.083 27.388 28.765 30.189
26225 POLICE REPORT SPECIALIST 011 18.465 19.387 20.357 21.374 22.444 21450 POLICE SERVICE TECHNICIAN 060 23.655 24.839 26.087 27.394 28.762 26365 PROGRAM COORDINATOR 180 29.148 30.607 32.144 33.748 35.437 26000 REAL PROPERTY AGENT I 235 32.283 33.898 35.582 37.356 39.232 26010 REAL PROPERTY AGENT II 360 40.565 42.600 44.729 46.967 49.319 26360 RECREATION COORDINATOR 060 23.655 24.839 26.087 27.394 28.762 26020 RECREATION SPECIALIST 180 29.148 30.607 32.144 33.748 35.437 26455 RISK MANAGEMENT
SPECIALIST 180 29.148 30.607 32.144 33.748 35.437
26450 SECRETARY I 055 22.017 23.118 24.280 25.488 26.766 26490 SECRETARY II 070 24.194 25.405 26.678 28.009 29.399 17580 SENIOR AIR CONDITIONING
TECH 305 36.485 38.294 40.212 42.229 44.332
27205 SENIOR ANIMAL CONTROL
OFFICER 040 26.432 27.754 29.143 30.601 32.130
14150 SENIOR ELECTRICAL
TECHNICIAN 305 36.485 38.294 40.212 42.229 44.332
26315 SENIOR LEGAL SECRETARY 215 31.239 32.808 34.442 36.162 37.971 14205 SENIOR MAINTENANCE
CRAFTWORKER 305 36.485 38.294 40.212 42.229 44.332
26105 SENIOR PAYROLL TECHNICIAN 180 29.148 30.607 32.144 33.748 35.437 27085 SENIOR PLANNER 364 44.729 46.967 49.319 51.784 54.372 26460 SENIOR POLICE RECORDS
CLERK 106 26.491 27.815 29.206 30.664 32.196
25160 SENIOR SALES REPRESENTATIVE 235 32.283 33.898 35.582 37.356 39.232 17190 SENIOR TRAFFIC PAINTER 115 27.026 28.362 29.786 31.280 32.833 15320 SENIOR TRAFFIC SIGNAL TECH 305 36.485 38.294 40.212 42.229 44.332 13360 SENIOR WATER SYSTEMS TECH 305 36.485 38.294 40.212 42.229 44.332 14520 SENIOR WW INSTRUM TECH 305 36.485 38.294 40.212 42.229 44.332 14215 SENIOR WW PLANT
MECHANIC 305 36.485 38.294 40.212 42.229 44.332
14450 SENIOR WW TREATMENT
PLANT OPR 275 37.126 39.003 40.962 43.045 45.232
13700 SERVICE MAINTENANCE
WORKER 050 21.870 22.955 24.102 25.297 26.571
13460 SEWER MAINTAINER II 097 25.581 26.857 28.194 29.618 31.087 13470 SEWER MAINTAINER III 140 28.105 29.499 30.975 32.528 34.148 13450 SOLID WASTE COMPLIANCE
INSPECT 210 31.075 32.648 34.288 36.030 37.864
44 13430 SOLID WASTE EQUIPMENT
OPERATOR 115 27.026 28.362 29.786 31.280 32.833
13170 STREETS EQUIPMENT
OPERATOR 120 27.102 28.457 29.880 31.376 32.942
13710 STREETS MAINTENANCE
WORKER 056 23.511 24.686 25.921 27.218 28.577
13200 STREETS OPERATIONS LEAD 229 31.855 33.464 35.146 36.932 38.809 25280 SURVEY PARTY CHIEF I 210 31.075 32.648 34.288 36.030 37.864 25300 SURVEY PARTY CHIEF II 265 34.181 35.897 37.688 39.576 41.548 25101 TECH SYS ANALYST I 300 39.287 41.245 43.314 45.474 47.745 25102 TECH SYS ANALYST II 366 42.692 44.829 47.073 49.425 51.898 25131 TECH SYS ENG I 365 45.255 47.519 49.893 52.387 55.007 25132 TECH SYS ENG II 370 50.686 53.220 55.881 58.672 61.607 25111 TECH SYS TECH I 150 28.280 29.709 31.173 32.735 34.375 25112 TECH SYS TECH II 235 32.283 33.898 35.582 37.356 39.232 14470 TRADES MAINTENANCE
WORKER 090 24.598 25.824 27.109 28.482 29.896
25290 TRAFFIC OPERATIONS
TECHNICIAN 263 34.099 35.789 37.582 39.466 41.433
14190 TRAFFIC PAINTER 090 24.598 25.824 27.109 28.482 29.896 15310 TRAFFIC SIGNAL TECHNICIAN 263 34.099 35.789 37.582 39.466 41.433 26250 TRANSCRIBING TYPIST 036 20.950 21.998 23.102 24.254 25.471 13620 TREE MAINTAINER II 097 25.581 26.857 28.194 29.618 31.087 14360 W W TREAT PLANT LAB TECH 165 28.958 30.408 31.929 33.518 35.201 14390 W W TREATMENT PLANT OPR I 065 24.002 25.195 26.444 27.777 29.164 14420 W W TREATMENT PLANT OPR II 115 27.026 28.362 29.786 31.280 32.833 14430 W W TREATMENT PLANT OPR III 290 35.358 37.145 39.012 40.995 43.078 25075 WASTEWATER CMMS ANALYST 350 39.899 41.897 43.994 46.192 48.502 14290 WASTEWATER PLANT
MECHANIC 245 32.669 34.301 36.015 37.806 39.704
14500 WW ELEC & INSTRUM TECH I 205 30.277 31.802 33.377 35.041 36.811 14510 WW ELEC & INSTRUM TECH II 286 35.122 36.863 38.709 40.650 42.677
45 City Of Bakersfield
Effective: July 13, 2026
Salary Schedule by Title - Blue and White Collar
Unit
Approved: Dec. 17, 2025
Position
# Position Title Grade Step 1 Step 2 Step 3 Step 4 Step5 26030 ACCOUNTANT I 206 31.217 32.780 34.427 36.143 37.953 57950 ACCOUNTANT II G23 37.461 39.338 41.309 43.372 45.536 26055 ACCOUNTING SPECIALIST I 038 21.695 22.777 23.920 25.120 26.370 26065 ACCOUNTING SPECIALIST II 056 23.981 25.180 26.440 27.762 29.149 26075 ACCOUNTING TECHNICIAN 094 25.717 27.000 28.343 29.776 31.255 26235 ADMIN & FISCAL SVC SPEC I 036 21.369 22.438 23.564 24.739 25.981 26240 ADMIN & FISCAL SVC SPEC II 054 23.805 24.997 26.251 27.557 28.940 26040 ADMINISTRATIVE ANALYST I 235 32.929 34.576 36.293 38.104 40.017 26110 ADMINISTRATIVE ANALYST II 285 35.223 37.010 38.884 40.859 42.923 22010 ADMINISTRATIVE ASSISTANT I 180 29.730 31.219 32.787 34.423 36.146 22020 ADMINISTRATIVE ASSISTANT II 215 31.863 33.464 35.131 36.885 38.730 14140 AIR CONDITIONING TECH I 200 30.319 31.844 33.432 35.111 36.875 17570 AIR CONDITIONING TECH II 230 32.511 34.136 35.848 37.627 39.508 27210 ANIMAL CONTROL INTAKE
TECH 036 21.369 22.438 23.564 24.739 25.981
27200 ANIMAL CONTROL OFFICER 060 24.128 25.336 26.608 27.942 29.337 14210 AQUATICS MAINTENANCE
TECH 201 30.329 31.857 33.433 35.116 36.866
25040 ASSISTANT PLANNER 235 32.929 34.576 36.293 38.104 40.017 27060 ASSOCIATE PLANNER 360 41.377 43.452 45.624 47.906 50.305 27240 ASST CODE ENFORCEMENT
OFFICER 060 24.128 25.336 26.608 27.942 29.337
14370 ASST WASTEWATER LAB
TECHNICIAN 025 22.255 23.368 24.547 25.767 27.057
26470 BENEFITS TECHNICIAN 285 35.223 37.010 38.884 40.859 42.923 27140 BLDG INSPECTOR I 210 31.697 33.301 34.974 36.751 38.622 27080 BLDG INSPECTOR II 265 34.865 36.615 38.442 40.368 42.379 13100 BUILDING MAINTAINER II 030 20.323 21.337 22.407 23.532 24.703 27520 BUYER I 094 25.717 27.000 28.343 29.776 31.255 27540 BUYER II 180 29.730 31.219 32.787 34.423 36.146 13350 CANAL TENDER II 090 25.090 26.341 27.651 29.052 30.494 26475 CITY CLERK TECHNICIAN 055 22.457 23.581 24.766 25.998 27.301 26220 CLERK TYPIST I 011 18.834 19.775 20.764 21.802 22.893 26230 CLERK TYPIST II 035 21.252 22.314 23.442 24.605 25.837 27250 CODE ENFORCEMENT OFFR I 250 33.301 34.974 36.751 38.622 40.552 27260 CODE ENFORCEMENT OFFR II 295 36.615 38.442 40.368 42.390 44.508 27400 COMM REL SPECIALIST I -
POLICE 130 27.738 29.132 30.589 32.129 33.718
27410 COMM REL SPECIALIST II -
POLICE 235 32.929 34.576 36.293 38.104 40.017
22025 COMMUNICATIONS
COORDINATOR 285 35.223 37.010 38.884 40.859 42.923
46 21500 COMMUNITY RELATIONS
SPECIALIST 092 25.331 26.605 27.936 29.340 30.793
25200 COMPUTER DRAFTING TECH I 115 27.566 28.929 30.382 31.906 33.489 25240 COMPUTER DRAFTING TECH II 225 32.305 33.915 35.615 37.399 39.265 25250 CONSTRUCTION INSPECTOR I 210 31.697 33.301 34.974 36.751 38.622 25260 CONSTRUCTION INSPECTOR II 295 36.615 38.442 40.368 42.390 44.508 21600 CRIME ANALYST 210 31.697 33.301 34.974 36.751 38.622 26215 CUSTOMER SERVICE REP 035 21.252 22.314 23.442 24.605 25.837 26350 DEPUTY CITY CLERK I 070 24.678 25.913 27.212 28.569 29.987 26355 DEPUTY CITY CLERK II 095 25.911 27.204 28.575 29.993 31.484 25030 DEVELOPMENT SERVICES TECH 210 31.697 33.301 34.974 36.751 38.622 25055 ECON & COMM DEV
COORDINATOR 360 41.377 43.452 45.624 47.906 50.305
25065 ECON & COMM DEV
SPECIALIST 235 32.929 34.576 36.293 38.104 40.017
25025 ECON & COMM DEV
TECHNICIAN 150 28.845 30.303 31.797 33.390 35.063
14130 ELECTRICAL TECHNICIAN I 205 30.882 32.438 34.045 35.742 37.547 14100 ELECTRICAL TECHNICIAN II 263 34.781 36.505 38.334 40.255 42.262 25120 ENGINEER I 315 38.381 40.304 42.325 44.440 46.658 25150 ENGINEER II 375 44.142 46.346 48.664 51.107 53.652 25180 ENGINEERING AIDE I 050 22.307 23.414 24.584 25.803 27.102 25210 ENGINEERING AIDE II 090 25.090 26.341 27.651 29.052 30.494 25270 ENGINEERING TECHNICIAN I 265 34.865 36.615 38.442 40.368 42.379 26095 ENTERPRISE BUSINESS ANALYST 235 32.929 34.576 36.293 38.104 40.017 24350 ENVIRONMENTAL
COMPLIANCE INSP 210 31.697 33.301 34.974 36.751 38.622 13500 FACILITY WORKER 010 20.018 21.017 22.066 23.173 24.341 26080 FINANCIAL INVESTIGATOR 072 26.291 27.607 28.992 30.438 31.948 26100 FINANCIAL INVESTIGATOR II 180 29.730 31.219 32.787 34.423 36.146 26260 FIRE DISPATCHER I 046 24.970 26.213 27.529 28.911 30.354 26290 FIRE DISPATCHER II 076 27.466 28.850 30.288 31.804 33.392 21465 FIRE EQUIPMENT TECHNICIAN 201 30.329 31.857 33.433 35.116 36.866 27040 FIRE PLANS EXAMINER 325 39.695 41.703 43.814 46.041 48.361 21470 FIRE PREVENTION/ENVIRON
OFF I 250 33.301 34.974 36.751 38.622 40.552
21475 FIRE PREVENTION/ENVIRON
OFF II 295 36.615 38.442 40.368 42.390 44.508
14330 FLEET EQUIPMENT MECHANIC I 125 28.217 29.631 31.101 32.660 34.301 14280 FLEET EQUIPMENT MECHANIC
II 264 34.822 36.561 38.389 40.299 42.319
14300 FLEET MECHANIC III 260 36.477 38.318 40.265 42.291 44.439 14060 FLEET SERVICE WORKER I 050 22.307 23.414 24.584 25.803 27.102 14460 FLEET SERVICE WORKER II 090 25.090 26.341 27.651 29.052 30.494 14340 FLEET SERVICE WRITER 110 27.528 28.908 30.342 31.863 33.464 25000 GIS TECHNICIAN 097 26.092 27.394 28.758 30.210 31.708 25015 GUEST SERVICES
REPRESENTATIVE 070 24.678 25.913 27.212 28.569 29.987
27230 HAZARDOUS MATERIALS
SPECIALIST 325 39.695 41.703 43.814 46.041 48.361
13220 HEAVY EQUIP OPERATOR -
WATER 183 30.063 31.551 33.136 34.807 36.533
47 13240 HEAVY EQUIP OPR -
WASTEWATER 183 30.063 31.551 33.136 34.807 36.533
13230 HEAVY EQUIP OPR-SW &
RECYCLING 183 30.063 31.551 33.136 34.807 36.533
13210 HEAVY EQUIPMENT OPR -
PARKS 183 30.063 31.551 33.136 34.807 36.533
27010 HUMAN RESOURCES ANALYST
I 235 32.929 34.576 36.293 38.104 40.017
27000 HUMAN RESOURCES ANALYST
II 315 38.381 40.304 42.325 44.440 46.658
26440 HUMAN RESOURCES CLERK 070 24.678 25.913 27.212 28.569 29.987 26445 HUMAN RESOURCES
SPECIALIST 180 29.730 31.219 32.787 34.423 36.146
25310 HYDROGRAHER 265 34.865 36.615 38.442 40.368 42.379 26310 LEGAL SECRETARY 095 25.911 27.204 28.575 29.993 31.484 13160 LIGHT EQUIPMENT OPERATOR 094 25.717 27.000 28.343 29.776 31.255 14200 MAINT CRAFTWORKER I 201 30.329 31.857 33.433 35.116 36.866 14220 MAINTENANCE
CRAFTWORKER II 229 32.492 34.133 35.849 37.671 39.585 25010 MARKETING & EVENTS
SPECIALIST 235 32.929 34.576 36.293 38.104 40.017
27090 MOBILITY PLANNER 364 45.624 47.906 50.305 52.820 55.460 13270 MOTOR SWEEPER OPERATOR 160 28.925 30.371 31.891 33.475 35.152 26070 OPERATIONS SUPPORT
SPECIALIST 055 22.457 23.581 24.766 25.998 27.301
26410 PARK & LANDSCAPE
DESIGNER 350 40.697 42.734 44.873 47.116 49.472
27450 PARK RANGER I 250 33.301 34.974 36.751 38.622 40.552 27460 PARK RANGER II 295 36.615 38.442 40.368 42.390 44.508 13310 PARK SERVICES
COORDINATOR 229 32.492 34.133 35.849 37.671 39.585 24440 PARK TECHNICIAN 295 36.615 38.442 40.368 42.390 44.508 21460 PARKING ENFORCEMENT
TECHNICIAN 045 22.699 23.830 25.027 26.283 27.595
24340 PARTS & INVENTORY
SPECIALIST 050 22.307 23.414 24.584 25.803 27.102
26085 PAYROLL SPECIALIST 074 24.772 26.011 27.312 28.678 30.110 26090 PAYROLL TECHNICIAN 072 26.291 27.607 28.992 30.438 31.948 26130 PERFORMANCE ANALYST I 235 32.929 34.576 36.293 38.104 40.017 26135 PERFORMANCE ANALYST II 285 35.223 37.010 38.884 40.859 42.923 27020 PLAN CHECKER-ELECTRICAL
SPEC 325 39.695 41.703 43.814 46.041 48.361
27030 PLAN CHECKER-PLUMB &
MECH SPEC 325 39.695 41.703 43.814 46.041 48.361
27050 PLAN CHECKER-RESIDENTIAL
SPEC 325 39.695 41.703 43.814 46.041 48.361
26385 POLICE CALL TAKER 061 24.254 25.467 26.747 28.077 29.485 21400 POLICE DIG FORENSICS EXAM
I 245 33.322 34.987 36.735 38.562 40.498
21420 POLICE DIG FORENSICS EXAM
II 310 39.314 41.282 43.343 45.510 47.787
26370 POLICE DISPATCHER I 075 26.928 28.283 29.696 31.181 32.737 26380 POLICE DISPATCHER II 100 28.646 30.087 31.583 33.166 34.828 48 21200 POLICE LAB TECHNICIAN 245 33.322 34.987 36.735 38.562 40.498 21300 POLICE LATENT PRINT
EXAMINER 245 33.322 34.987 36.735 38.562 40.498
27350 POLICE PROPERTY &
EQUIPMENT SP 092 25.331 26.605 27.936 29.340 30.793
26225 POLICE REPORT SPECIALIST 011 18.834 19.775 20.764 21.802 22.893 21450 POLICE SERVICE TECHNICIAN 060 24.128 25.336 26.608 27.942 29.337 26365 PROGRAM COORDINATOR 180 29.730 31.219 32.787 34.423 36.146 26000 REAL PROPERTY AGENT I 235 32.929 34.576 36.293 38.104 40.017 26010 REAL PROPERTY AGENT II 360 41.377 43.452 45.624 47.906 50.305 26360 RECREATION COORDINATOR 060 24.128 25.336 26.608 27.942 29.337 26020 RECREATION SPECIALIST 180 29.730 31.219 32.787 34.423 36.146 26455 RISK MANAGEMENT
SPECIALIST 180 29.730 31.219 32.787 34.423 36.146
26450 SECRETARY I 055 22.457 23.581 24.766 25.998 27.301 26490 SECRETARY II 070 24.678 25.913 27.212 28.569 29.987 17580 SENIOR AIR CONDITIONING
TECH 305 37.215 39.060 41.017 43.074 45.219
27205 SENIOR ANIMAL CONTROL
OFFICER 040 26.961 28.309 29.726 31.213 32.773
14150 SENIOR ELECTRICAL
TECHNICIAN 305 37.215 39.060 41.017 43.074 45.219
26315 SENIOR LEGAL SECRETARY 215 31.863 33.464 35.131 36.885 38.730 14205 SENIOR MAINTENANCE
CRAFTWORKER 305 37.215 39.060 41.017 43.074 45.219
26105 SENIOR PAYROLL TECHNICIAN 180 29.730 31.219 32.787 34.423 36.146 27085 SENIOR PLANNER 364 45.624 47.906 50.305 52.820 55.460 26460 SENIOR POLICE RECORDS
CLERK 106 27.021 28.372 29.790 31.278 32.840
25160 SENIOR SALES REPRESENTATIVE 235 32.929 34.576 36.293 38.104 40.017 17190 SENIOR TRAFFIC PAINTER 115 27.566 28.929 30.382 31.906 33.489 15320 SENIOR TRAFFIC SIGNAL TECH 305 37.215 39.060 41.017 43.074 45.219 13360 SENIOR WATER SYSTEMS TECH 305 37.215 39.060 41.017 43.074 45.219 14520 SENIOR WW INSTRUM TECH 305 37.215 39.060 41.017 43.074 45.219 14215 SENIOR WW PLANT
MECHANIC 305 37.215 39.060 41.017 43.074 45.219
14450 SENIOR WW TREATMENT
PLANT OPR 275 37.868 39.783 41.781 43.906 46.137
13700 SERVICE MAINTENANCE
WORKER 050 22.307 23.414 24.584 25.803 27.102
13460 SEWER MAINTAINER II 097 26.092 27.394 28.758 30.210 31.708 13470 SEWER MAINTAINER III 140 28.667 30.089 31.595 33.178 34.831 13450 SOLID WASTE COMPLIANCE
INSPECT 210 31.697 33.301 34.974 36.751 38.622
13430 SOLID WASTE EQUIPMENT
OPERATOR 115 27.566 28.929 30.382 31.906 33.489
13170 STREETS EQUIPMENT
OPERATOR 120 27.644 29.026 30.477 32.004 33.601
13710 STREETS MAINTENANCE
WORKER 056 23.981 25.180 26.440 27.762 29.149
13200 STREETS OPERATIONS LEAD 229 32.492 34.133 35.849 37.671 39.585 25280 SURVEY PARTY CHIEF I 210 31.697 33.301 34.974 36.751 38.622 49 25300 SURVEY PARTY CHIEF II 265 34.865 36.615 38.442 40.368 42.379 25101 TECH SYS ANALYST I 300 40.073 42.070 44.181 46.383 48.700 25102 TECH SYS ANALYST II 366 43.546 45.726 48.014 50.414 52.936 25131 TECH SYS ENG I 365 46.160 48.469 50.891 53.435 56.107 25132 TECH SYS ENG II 370 51.700 54.284 56.998 59.846 62.839 25111 TECH SYS TECH I 150 28.845 30.303 31.797 33.390 35.063 25112 TECH SYS TECH II 235 32.929 34.576 36.293 38.104 40.017 14470 TRADES MAINTENANCE
WORKER 090 25.090 26.341 27.651 29.052 30.494
25290 TRAFFIC OPERATIONS
TECHNICIAN 263 34.781 36.505 38.334 40.255 42.262
14190 TRAFFIC PAINTER 090 25.090 26.341 27.651 29.052 30.494 15310 TRAFFIC SIGNAL TECHNICIAN 263 34.781 36.505 38.334 40.255 42.262 26250 TRANSCRIBING TYPIST 036 21.369 22.438 23.564 24.739 25.981 13620 TREE MAINTAINER II 097 26.092 27.394 28.758 30.210 31.708 14360 W W TREAT PLANT LAB TECH 165 29.537 31.016 32.568 34.189 35.905 14390 W W TREATMENT PLANT OPR I 065 24.482 25.699 26.972 28.332 29.747 14420 W W TREATMENT PLANT OPR II 115 27.566 28.929 30.382 31.906 33.489 14430 W W TREATMENT PLANT OPR III 290 36.065 37.888 39.792 41.815 43.939 25075 WASTEWATER CMMS ANALYST 350 40.697 42.734 44.873 47.116 49.472 14290 WASTEWATER PLANT
MECHANIC 245 33.322 34.987 36.735 38.562 40.498
14500 WW ELEC & INSTRUM TECH I 205 30.882 32.438 34.045 35.742 37.547 14510 WW ELEC & INSTRUM TECH II 286 35.824 37.600 39.483 41.463 43.530