Item G-2 Agenda Report — Beverly Hills City Council, December 5, 2023 (part 5 of 6)

_________________________ __________________________
Peter Brown Date

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EXHIBIT “A”

LIST OF CLASSIFICATIONS REPRESENTED BY THE ASSOCIATION
Accounting Manager
Administrative Services Manager
Art Director
Assistant Administrative Services
Manager
Arts and Culture Program Associate
Assistant Division Commander
Assistant Project Administrator
Assistant Property Manager
Assistant to the City Manager
Associate Planner
Associate Project Manager
Audit and Permit Admin
Budget Manager
Budget & Financial Analyst
Building Inspection Manager
Building & Vehicle Maintenance
Superintendent
Building Services Manager
City Arborist
Civil Engineer
Client Support Administrator
Code Enforcement Manager
Commercial Services Manager
Community Development
Information Coordinator
Community Services ManagerAdministrator
Community Outreach Manager
Crime and Intelligence Analyst
Customer Services Manager
Customer Relations Coordinator
Customer Relations Manager
Data Center Manager
Deputy Building Official
Deputy City Clerk
E-Government Manager
Emergency Management Manager
EMS Administrator
Emergency Medical Services (EMS)
Programs Administrator
Engineering Services Manager
Environmental Compliance &
Sustainability Program Manager
Environmental Programs Officer
Environmental Project Manager
Facilities Superintendent
Fire Administrator
Fleet and Facilities Manager
Geographic Information Systems
(GIS) Coordinator
Geographic Information Systems
(GIS) Integrator
Human Resources Analyst
Human Resources Manager
Human Services Administrator
Human Services Outreach Manager
IT Operations Officer
Library Administrator
Librarian III
Library Circulation Supervisor
Library Services Manager
Maintenance Superintendent
Management Analyst
Marketing and Economic
Sustainability Manager
Multimedia Services Manager
Municipal Affairs program Manager
Network Manager
Network Integrator
Office Manager
Operations Manager
Organizational Development Manager
Park & Urban Forest Manager
Parking Operations Manager
Parking Services Manager
Parks Superintendent
Payroll Program Manager
Permit (Center) Manager
Plan Review and Building Inspection
Manager
Plan Review Engineer/Architect
Plan Review Manager
Plan Reviewer
Planning and Research Analyst
Plant Engineer
Principal Accountant
Principal Auditor
Principal Civil Engineer
Principal Performance Auditor
Principal Planner
Project Administrator
Project Development Manager
Project Manager
Project Review Manager
Property and Crime Lab Manager
Public Information Manager
Public Relations Manager
Public Safety Communications and
Evidence ManagerPublic Safety Communication
Public Works Services Manager
Purchasing Analyst
Purchasing Services Manager
Real Estate/Property Manager
Real Property Development Manager
Records & Archives Manager
Records & Jail ManagerPolice Records Manager
Recreation Services Manager
Revenue Operations Investigator
Revenue Manager
Revenue Officer
Revenue Operations Administrator
Revenue Services Manager
Risk Manager
Risk Manager and Benefits Analyst
Risk Management Specialist
Safety Officer
Information Security Analyst Administrator
Senior Budget & Financial Analyst
Senior Contract Administrator
Senior Human Resources Analyst
Senior Librarian
Senior Management Analyst
Senior Planner
Senior Transportation Engineer
Senior Plan Review Engineer/Architect
Senior Project Civil Engineer
Software Manager
Solid Waste Manager
Street Operations Manager
Street SuperintendentServices Manager
Structural Engineer

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Supervising Building Inspector
Supervising Crime & Intelligence
Analyst
Supervising Plan Review Engineer
Support Services Manager
Sustainability Programs Manager
Systems Integrator
Technology Operations Officer
Traffic Engineer
Training & Organizational Development
Coordinator
Transportation Operations Manager
Transportation Planner
Transportation Planning Analyst
Urban Designer
Utility Billing & Customer Services Manager
Utility Services Manager
Water Conservation Administrator
Water Resources and Operations Manager
Water Resources Manager
Water Quality Specialist
Web Applications IntegratorDeveloper
Web Coordinator

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EXHIBIT “B”

SALARY SCHEDULES
Management & Professional Salary Schedule
Management & Professional Salary Schedule
Effective 9/29/2019
PAC # CLASSIFICATION TITLE
SALARY

SCHEDULE

MONTHLY

SALARY RANGE
6000 Accounting Manager M-65 $ 9,583 - $ 11,906
VZ Administrative Services Manager M-48 $ 8,092 - $ 10,054 4585 Art Director M-45 $ 7,854 - $ 9,758
CK Assistant Administrative Services Manager M-17 $ 5,944 - $ 7,385 HE Assistant City Engineer M-59 $ 9,028 - $ 11,216
WF Assistant Division Commander M-70 $ 10,072 - $ 12,514 5116 Assistant Project Administrator M-24 $ 6,373 - $ 7,918 6055 Assistant Property Manager M-20 $ 6,124 - $ 7,609
PY Assistant to the City Manager M-67 $ 9,776 - $ 12,146 5090 Associate Planner M-32 $ 6,901 - $ 8,574
5070 Associate Project Manager M-61 $ 9,210 - $ 11,442
3550 Audit & Permit Administrator M-41 $ 7,548 - $ 9,377 6035 Budget & Financial Analyst M-50 $ 8,255 - $ 10,256 BR Building & Vehicle Maintenance Supt. M-61 $ 9,210 - $ 11,442 5023 Building Inspection Manager M-47 $ 8,012 - $ 9,954 CD Building Services Manager M-63 $ 9,395 - $ 11,672
5110 Civil Engineer M-61 $ 9,210 - $ 11,442
GB Client Support Administrator M-58 $ 8,939 - $ 11,105 5050 Code Enforcement Manager M-44 $ 7,776 - $ 9,661
CO Commercial Services Manager M-33 $ 6,970 - $ 8,660
BZ Communication and ID Bureau Manager M-60 $ 9,118 - $ 11,329 5515 Community Outreach Manager M-64 $ 9,489 - $ 11,788 5507 Community Services Administrator M-64 $ 9,489 - $ 11,788 3097 Crime Analyst M-31 $ 6,833 - $ 8,489
BY Customer Services Manager M-17 $ 5,944 - $ 7,385

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Data Center Manager M-77 $ 10,799 - $ 13,416
4999 Deputy Building Official M-84 $ 11,578 - $ 14,384
6095 Deputy City Clerk M-55 $ 8,676 - $ 10,779
5065 E-Government Manager M-42 $ 7,623 - $ 9,471
Emergency Management Manager M-37 $ 7,253 - $ 9,011
EMS Administrator M-90 $ 12,290 - $ 15,269
3045 EMS Programs Administrator M-78 $ 10,907 - $ 13,551 Engineering Manager M-80 $ 11,126 - $ 13,823
5134 Env. Compliance & Sust. Programs Manager M-67 $ 9,776 - $ 12,146 HJ Environmental Programs Officer M-42 $ 7,623 - $ 9,471 EN Environmental Project Manager M-61 $ 9,210 - $ 11,442 3705 Facilities Superintendent M-54 $ 8,590 - $ 10,672
Fire Administrator M-56 $ 8,763 - $ 10,886
3555 Fleet Manager M-54 $ 8,590 - $ 10,672
4520 GIS Coordinator M-58 $ 8,939 - $ 11,105
4521 GIS Integrator M-50 $ 8,255 - $ 10,256
6070 Human Resources Analyst M-27 $ 6,566 - $ 8,158
6065 Human Resources Manager M-75 $ 10,586 - $ 13,152
5500 Human Services Administrator M-78 $ 10,907 - $ 13,551 5505 Human Services Outreach Manager M-64 $ 9,489 - $ 11,788 4010 Librarian III M-33 $ 6,970 - $ 8,660
Library Administrator M-80 $ 11,126 - $ 13,823
4015 Library Circulation Supervisor M-26 $ 6,501 - $ 8,077 4005 Library Services Manager M-70 $ 10,072 - $ 12,514
IB Maintenance Superintendent M-55 $ 8,676 - $ 10,779
6115 Management Analyst M-27 $ 6,566 - $ 8,158
5525 Marketing and Econ Sust. Manager M-61 $ 9,210 - $ 11,442 4550 Multimedia Services Manager M-77 $ 10,799 - $ 13,416 4515 Network Manager M-77 $ 10,799 - $ 13,416
4523 Network Integrator M-50 $ 8,255 - $ 10,256
6105 Office Manager M-37 $ 7,253 - $ 9,011
6080 Organizational Development Manager M-65 $ 9,583 - $ 11,906 3730 Park and Urban Forest Manager M-72 $ 10,275 - $ 12,765 3585 Parking Services Manager M-68 $ 9,874 - $ 12,267
ED Permit Manager M-44 $ 7,776 - $ 9,661
5000 Plan Review and Bldg. Insp. Manager M-67 $ 9,776 - $ 12,146 5020 Plan Reviewer M-40 $ 7,473 - $ 9,284
3400 Planning & Research Analyst M-42 $ 7,623 - $ 9,471 VX Plant Engineer M-47 $ 8,012 - $ 9,954
6005 Principal Accountant M-48 $ 8,092 - $ 10,054
KP Principal Auditor M-41 $ 7,548 - $ 9,377

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5100 Principal Civil Engineer M-77 $ 10,799 - $ 13,416
Principal Performance Auditor M-57 $ 8,850 - $ 10,995
5080 Principal Planner M-61 $ 9,210 - $ 11,442
5115 Project Administrator M-51 $ 8,337 - $ 10,358
CX Project Development Manager M-38 $ 7,326 - $ 9,101
5067 Project Manager M-77 $ 10,799 - $ 13,416
HB Project Review Manager M-59 $ 9,028 - $ 11,216
5510 Public Information Manager M-61 $ 9,210 - $ 11,442 5511 Public Relations Manager M-61 $ 9,210 - $ 11,442
3025 Public Safety Comm. & Evidence Manager M-60 $ 9,118 - $ 11,329 BC Public Works Services Manager M-54 $ 8,590 - $ 10,672 6050 Real Estate & Property Manager M-65 $ 9,583 - $ 11,906 3000 Records & Jail Manager M-60 $ 9,118 - $ 11,329
VY Records and Archives Manager M-37 $ 7,253 - $ 9,011
5520 Recreation Services Manager M-64 $ 9,489 - $ 11,788 6040 Revenue Operations Investigator M-51 $ 8,337 - $ 10,358 CR Revenue Manager M-48 $ 8,092 - $ 10,054
Risk Manager M-90 $ 12,290 - $ 15,269
6090 Risk Management Specialist M-32 $ 6,970 - $ 8,660
6085 Safety Officer M-60 $ 9,118 - $ 11,329
4505 Security Administrator M-50 $ 8,255 - $ 10,256
6030 Senior Budget and Financial Analyst M-60 $ 9,118 - $ 11,329 IZ Senior Contract Administrator M-61 $ 9,210 - $ 11,442 EG Senior Librarian M-40 $ 7,473 - $ 9,284
6110 Senior Management Analyst M-37 $ 7,253 - $ 9,011
5015 Senior Plan Review Engineer/Architect M-53 $ 8,505 - $ 10,566 5085 Senior Planner M-47 $ 8,012 - $ 9,954
HR Senior Project Civil Engineer M-61 $ 9,210 - $ 11,442 5105 Senior Transportation Engineer M-59 $ 9,028 - $ 11,216 Software Manager M-77 $ 10,799 - $ 13,416
3620 Solid Waste Manager M-67 $ 9,776 - $ 12,146
FS Street Operations Manager M-48 $ 8,092 - $ 10,054
3640 Street Superintendent M-54 $ 8,590 - $ 10,672
UV Structural Engineer M-58 $ 8,939 - $ 11,105
5024 Supervising Building Inspector M-42 $ 7,623 - $ 9,471 5010 Supervising Plan Review Engineer M-71 $ 10,173 - $ 12,639 WD Sustainability Programs Manager M-42 $ 7,623 - $ 9,471 4525 Systems Integrator M-50 $ 8,255 - $ 10,256
UY Technology Operations Officer M-76 $ 10,692 - $ 13,284 GD Traffic Engineer M-59 $ 9,028 - $ 11,216
FZ Training and Organizational Dev. Coord. M-51 $ 8,337 - $ 10,358

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GX Transportation and Operations Manager M-68 $ 9,874 - $ 12,267 5120 Transportation Planner M-47 $ 8,012 - $ 9,954
5075 Urban Designer M-61 $ 9,210 - $ 11,442
6045 Utility Billing and Cust. Svcs. Manager M-65 $ 9,583 - $ 11,906 EM Utility Services Manager M-61 $ 9,210 - $ 11,442
3506 Water Conservation Administrator M-54 $ 8,590 - $ 10,672 3500 Water Operations Manager M-72 $ 10,275 - $ 12,765
3505 Water Quality Specialist M-32 $ 6,970 - $ 8,660
3501 Water Resources Manager M-80 $ 11,126 - $ 13,823
4530 Web Applications Integrator M-50 $ 8,255 - $ 10,256

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Management & Professional Salary Schedule
Effective 9/26/2020
PAC # CLASSIFICATION TITLE
SALARY

SCHEDULE

MONTHLY

SALARY RANGE
6000 Accounting Manager M-65 $ 9,775 - $ 12,144
VZ Administrative Services Manager M-48 $ 8,254 - $ 10,255 4585 Art Director M-45 $ 8,011 - $ 9,953
CK Assistant Administrative Services Manager M-17 $ 6,063 - $ 7,533 HE Assistant City Engineer M-59 $ 9,209 - $ 11,441
WF Assistant Division Commander M-70 $ 10,274 - $ 12,764 5116 Assistant Project Administrator M-24 $ 6,501 - $ 8,076 6055 Assistant Property Manager M-20 $ 6,247 - $ 7,761
PY Assistant to the City Manager M-67 $ 9,972 - $ 12,389 5090 Associate Planner M-32 $ 7,039 - $ 8,745
5070 Associate Project Manager M-61 $ 9,394 - $ 11,671
3550 Audit & Permit Administrator M-41 $ 7,699 - $ 9,565 6035 Budget & Financial Analyst M-50 $ 8,420 - $ 10,461 BR Building & Vehicle Maintenance Supt. M-61 $ 9,394 - $ 11,671 5023 Building Inspection Manager M-47 $ 8,172 - $ 10,153 CD Building Services Manager M-63 $ 9,583 - $ 11,905
5110 Civil Engineer M-61 $ 9,394 - $ 11,671
GB Client Support Administrator M-58 $ 9,118 - $ 11,327 5050 Code Enforcement Manager M-44 $ 7,932 - $ 9,854
CO Commercial Services Manager M-33 $ 7,110 - $ 8,833
BZ Communication and ID Bureau Manager M-60 $ 9,301 - $ 11,555 5515 Community Outreach Manager M-64 $ 9,678 - $ 12,024 5507 Community Services Administrator M-64 $ 9,678 - $ 12,024 3097 Crime Analyst M-31 $ 9,969 - $ 8,659
BY Customer Services Manager M-17 $ 6,063 - $ 7,533
Data Center Manager M-77 $ 11,105 - $ 13,685
4999 Deputy Building Official M-84 $ 11,809 - $ 14,672
6095 Deputy City Clerk M-55 $ 8,849 - $ 10,994
5065 E-Government Manager M-42 $ 7,776 - $ 9,660
Emergency Management Manager M-37 $ 7,398 - $ 9,191
EMS Administrator M-90 $ 12,536 - $ 15,575
3045 EMS Programs Administrator M-78 $ 11,125 - $ 13,822 Engineering Manager M-80 $ 11,349 - $ 14,099

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5134 Env. Compliance & Sust. Programs Manager M-67 $ 9,972 - $ 12,389 HJ Environmental Programs Officer M-42 $ 7,776 - $ 9,660 EN Environmental Project Manager M-61 $ 9,394 - $ 11,671 3705 Facilities Superintendent M-54 $ 8,762 - $ 10,885
Fire Administrator M-56 $ 8,938 - $ 11,104
3555 Fleet Manager M-54 $ 8,762 - $ 10,885
4520 GIS Coordinator M-58 $ 9,118 - $ 11,327
4521 GIS Integrator M-50 $ 8,420 - $ 10,461
6070 Human Resources Analyst M-27 $ 6,698 - $ 8,321
6065 Human Resources Manager M-75 $ 10,798 - $ 13,415
5500 Human Services Administrator M-78 $ 11,125 - $ 13,822 5505 Human Services Outreach Manager M-64 $ 9,678 - $ 12,024 4010 Librarian III M-33 $ 7,110 - $ 8,833
Library Administrator M-80 $ 11,349 - $ 14,099
4015 Library Circulation Supervisor M-26 $ 6,631 - $ 8,239 4005 Library Services Manager M-70 $ 10,274 - $ 12,764
IB Maintenance Superintendent M-55 $ 8,849 - $ 10,994
6115 Management Analyst M-27 $ 6,698 - $ 8,321
5525 Marketing and Econ Sust. Manager M-61 $ 9,394 - $ 11,671 4550 Multimedia Services Manager M-77 $ 11,105 - $ 13,685 4515 Network Manager M-77 $ 11,105 - $ 13,685
4523 Network Integrator M-50 $ 8,420 - $ 10,461
6105 Office Manager M-37 $ 7,398 - $ 9,191
6080 Organizational Development Manager M-65 $ 9,775 - $ 12,144 3730 Park and Urban Forest Manager M-72 $ 10,480 - $ 13,021 3585 Parking Services Manager M-68 $ 10,071 - $ 12,512
ED Permit Manager M-44 $ 7,932 - $ 9,854
5000 Plan Review and Bldg. Insp. Manager M-67 $ 9,972 - $ 12,389 5020 Plan Reviewer M-40 $ 7,622 - $ 9,470
3400 Planning & Research Analyst M-42 $ 7,776 - $ 9,660 VX Plant Engineer M-47 $ 8,172 - $ 10,153
6005 Principal Accountant M-48 $ 8,254 - $ 10,255
KP Principal Auditor M-41 $ 7,699 - $ 9,565
5100 Principal Civil Engineer M-77 $ 11,015 - $ 13,685
Principal Performance Auditor M-57 $ 9,027 - $ 11,215
5080 Principal Planner M-61 $ 9,394 - $ 11,671
5115 Project Administrator M-51 $ 8,504 - $ 10,565
CX Project Development Manager M-38 $ 7,472 - $ 9,283
5067 Project Manager M-77 $ 11,015 - $ 13,685
HB Project Review Manager M-59 $ 9,209 - $ 11,441
5510 Public Information Manager M-61 $ 9,394 - $ 11,671

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5511 Public Relations Manager M-61 $ 9,394 - $ 11,671
3025 Public Safety Comm. & Evidence Manager M-60 $ 9,301 - $ 11,555 BC Public Works Services Manager M-54 $ 8,762 - $ 10,885 6050 Real Estate & Property Manager M-65 $ 9,775 - $ 12,144 3000 Records & Jail Manager M-60 $ 9,301 - $ 11,555
VY Records and Archives Manager M-37 $ 7,398 - $ 9,191
5520 Recreation Services Manager M-64 $ 9,678 - $ 12,024 6040 Revenue Operations Investigator M-51 $ 8,504 - $ 10,565 CR Revenue Manager M-48 $ 8,254 - $ 10,255
Risk Manager M-90 $ 12,536 - $ 15,575
6090 Risk Management Specialist M-32 $ 7,039 - $ 8,745
6085 Safety Officer M-60 $ 9,301 - $ 11,555
4505 Security Administrator M-50 $ 8,420 - $ 10,461
6030 Senior Budget and Financial Analyst M-60 $ 9,301 - $ 11,555 IZ Senior Contract Administrator M-61 $ 9,394 - $ 11,671 EG Senior Librarian M-40 $ 7,622 - $ 9,470
6110 Senior Management Analyst M-37 $ 7,398 - $ 9,191
5015 Senior Plan Review Engineer/Architect M-53 $ 8,675 - $ 10,778 5085 Senior Planner M-47 $ 8,172 - $ 10,153
HR Senior Project Civil Engineer M-61 $ 9,394 - $ 11,671 5105 Senior Transportation Engineer M-59 $ 9,209 - $ 11,441 Software Manager M-77 $ 11,105 - $ 13,685
3620 Solid Waste Manager M-67 $ 9,972 - $ 12,389
FS Street Operations Manager M-48 $ 8,254 - $ 10,255
3640 Street Superintendent M-54 $ 8,672 - $ 10,885
UV Structural Engineer M-58 $ 9,118 - $ 11,327
5024 Supervising Building Inspector M-42 $ 7,776 - $ 9,660 5010 Supervising Plan Review Engineer M-71 $ 10,377 - $ 12,892 WD Sustainability Programs Manager M-42 $ 7,776 - $ 9,660 4525 Systems Integrator M-50 $ 8,420 - $ 10,461
UY Technology Operations Officer M-76 $ 10,906 - $ 13,549 GD Traffic Engineer M-59 $ 9,209 - $ 11,441
FZ Training and Organizational Dev. Coord. M-51 $ 8,504 - $ 10,565 GX Transportation and Operations Manager M-68 $ 10,071 - $ 12,512 5120 Transportation Planner M-47 $ 8,172 - $ 10,153
5075 Urban Designer M-61 $ 9,394 - $ 11,671
6045 Utility Billing and Cust. Svcs. Manager M-65 $ 9,775 - $ 12,144 EM Utility Services Manager M-61 $ 9,394 - $ 11,671
3506 Water Conservation Administrator M-54 $ 8,762 - $ 10,885 3500 Water Operations Manager M-72 $ 10,480 - $ 13,021
3505 Water Quality Specialist M-32 $ 7,039 - $ 8,745

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3501 Water Resources Manager M-80 $ 11,349 - $ 14,099
4530 Web Applications Integrator M-50 $ 8,420 - $ 10,461

Page 44 of 52 ends

Management & Professional Salary Schedule
Effective 9/25/2021
PAC # CLASSIFICATION TITLE
SALARY

SCHEDULE

MONTHLY

SALARY RANGE
6000 Accounting Manager M-65 $ 9,971 - $ 12,387
VZ Administrative Services Manager M-48 $ 8,419 - $ 10,460 4585 Art Director M-45 $ 8,171 - $ 10,152
CK Assistant Administrative Services Manager M-17 $ 6,185 - $ 7,684 HE Assistant City Engineer M-59 $ 9,393 - $ 11,670
WF Assistant Division Commander M-70 $ 10,479 - $ 13,019 5116 Assistant Project Administrator M-24 $ 6,631 - $ 8,238 6055 Assistant Property Manager M-20 $ 6,372 - $ 7,916
PY Assistant to the City Manager M-67 $ 10,171 - $ 12,636 5090 Associate Planner M-32 $ 7,180 - $ 8,920
5070 Associate Project Manager M-61 $ 9,582 - $ 11,904
3550 Audit & Permit Administrator M-41 $ 7,853 - $ 9,756 6035 Budget & Financial Analyst M-50 $ 8,588 - $ 10,670 BR Building & Vehicle Maintenance Supt. M-61 $ 9,582 - $ 11,904 5023 Building Inspection Manager M-47 $ 8,336 - $ 10,356 CD Building Services Manager M-63 $ 9,774 - $ 12,143
5110 Civil Engineer M-61 $ 9,582 - $ 11,904
GB Client Support Administrator M-58 $ 9,300 - $ 11,554 5050 Code Enforcement Manager M-44 $ 8,090 - $ 10,052
CO Commercial Services Manager M-33 $ 7,252 - $ 9,009
BZ Communication and ID Bureau Manager M-60 $ 9,487 - $ 11,786 5515 Community Outreach Manager M-64 $ 9,872 - $ 12,265 5507 Community Services Administrator M-64 $ 9,872 - $ 12,265 3097 Crime Analyst M-31 $ 7,109 - $ 8,832
BY Customer Services Manager M-17 $ 6,185 - $ 7,684
Data Center Manager M-77 $ 11,235 - $ 13,959
4999 Deputy Building Official M-84 $ 12,046 - $ 14,965
6095 Deputy City Clerk M-55 $ 9,026 - $ 11,214
5065 E-Government Manager M-42 $ 7,931 - $ 9,853
Emergency Management Manager M-37 $ 7,546 - $ 9,375
EMS Administrator M-90 $ 12,787 - $ 15,886
3045 EMS Programs Administrator M-78 $ 10,690 - $ 13,281 Engineering Manager M-80 $ 11,576 - $ 14,381

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5134 Env. Compliance & Sust. Programs Manager M-67 $ 10,171 - $ 12,636 HJ Environmental Programs Officer M-42 $ 7,931 - $ 9,853 EN Environmental Project Manager M-61 $ 9,582 - $ 11,904 3705 Facilities Superintendent M-54 $ 8,937 - $ 11,103
Fire Administrator M-56 $ 9,117 - $ 11,326
3555 Fleet Manager M-54 $ 8,937 - $ 11,103
4520 GIS Coordinator M-58 $ 9,300 - $ 11,554
4521 GIS Integrator M-50 $ 8,588 - $ 10,670
6070 Human Resources Analyst M-27 $ 6,832 - $ 8,487
6065 Human Resources Manager M-75 $ 11,014 - $ 13,683
5500 Human Services Administrator M-78 $ 10,690 - $ 13,281 5505 Human Services Outreach Manager M-64 $ 9,872 - $ 12,265 4010 Librarian III M-33 $ 7,252 - $ 9,009
Library Administrator M-80 $ 11,576 - $ 14,381
4015 Library Circulation Supervisor M-26 $ 6,764 - $ 8,403 4005 Library Services Manager M-70 $ 10,479 - $ 13,019
IB Maintenance Superintendent M-55 $ 9,026 - $ 11,214
6115 Management Analyst M-27 $ 6,832 - $ 8,487
5525 Marketing and Econ Sust. Manager M-61 $ 9,582 - $ 11,904 4550 Multimedia Services Manager M-77 $ 11,235 - $ 13,959 4515 Network Manager M-77 $ 11,235 - $ 13,959
4523 Network Integrator M-50 $ 8,588 - $ 10,670
6105 Office Manager M-37 $ 7,546 - $ 9,375
6080 Organizational Development Manager M-65 $ 9,971 - $ 12,387 3730 Park and Urban Forest Manager M-72 $ 10,690 - $ 13,281 3585 Parking Services Manager M-68 $ 10,273 - $ 12,763
ED Permit Manager M-44 $ 8,090 - $ 10,052
5000 Plan Review and Bldg. Insp. Manager M-67 $ 10,171 - $ 12,636 5020 Plan Reviewer M-40 $ 7,775 - $ 9,659
3400 Planning & Research Analyst M-42 $ 7,931 - $ 9,853 VX Plant Engineer M-47 $ 8,336 - $ 10,356
6005 Principal Accountant M-48 $ 8,419 - $ 10,460
KP Principal Auditor M-41 $ 7,853 - $ 9,756
5100 Principal Civil Engineer M-77 $ 11,235 - $ 13,959
Principal Performance Auditor M-57 $ 9,208 - $ 11,440
5080 Principal Planner M-61 $ 9,582 - $ 11,904
5115 Project Administrator M-51 $ 8,674 - $ 10,777
CX Project Development Manager M-38 $ 7,622 - $ 9,469
5067 Project Manager M-77 $ 11,235 - $ 13,959
HB Project Review Manager M-59 $ 9,393 - $ 11,670
5510 Public Information Manager M-61 $ 9,582 - $ 11,904

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5511 Public Relations Manager M-61 $ 9,582 - $ 11,904
3025 Public Safety Comm. & Evidence Manager M-60 $ 9,487 - $ 11,786 BC Public Works Services Manager M-54 $ 8,937 - $ 11,103 6050 Real Estate & Property Manager M-65 $ 9,971 - $ 12,387 3000 Records & Jail Manager M-60 $ 9,487 - $ 11,786
VY Records and Archives Manager M-37 $ 7,546 - $ 9,375
5520 Recreation Services Manager M-64 $ 9,872 - $ 12,265 6040 Revenue Operations Investigator M-51 $ 8,674 - $ 10,777 CR Revenue Manager M-48 $ 8,419 - $ 10,460
Risk Manager M-90 $ 12,787 - $ 15,886
6090 Risk Management Specialist M-32 $ 7,180 - $ 8,920
6085 Safety Officer M-60 $ 9,487 - $ 11,786
4505 Security Administrator M-50 $ 8,588 - $ 10,670
6030 Senior Budget and Financial Analyst M-60 $ 9,487 - $ 11,786 IZ Senior Contract Administrator M-61 $ 9,582 - $ 11,904 EG Senior Librarian M-40 $ 7,775 - $ 9,659
6110 Senior Management Analyst M-37 $ 7,546 - $ 9,375
5015 Senior Plan Review Engineer/Architect M-53 $ 8,849 - $ 10,993 5085 Senior Planner M-47 $ 8,336 - $ 10,356
HR Senior Project Civil Engineer M-61 $ 9,582 - $ 11,904 5105 Senior Transportation Engineer M-59 $ 9,393 - $ 11,670 Software Manager M-77 $ 11,235 - $ 13,959
3620 Solid Waste Manager M-67 $ 10,171 - $ 12,636
FS Street Operations Manager M-48 $ 8,419 - $ 10,460
3640 Street Superintendent M-54 $ 8,937 - $ 11,103
UV Structural Engineer M-58 $ 9,300 - $ 11,554
5024 Supervising Building Inspector M-42 $ 7,931 - $ 9,853 5010 Supervising Plan Review Engineer M-71 $ 10,584 - $ 13,149 WD Sustainability Programs Manager M-42 $ 7,931 - $ 9,853 4525 Systems Integrator M-50 $ 8,588 - $ 10,670
UY Technology Operations Officer M-76 $ 11,124 - $ 13,820 GD Traffic Engineer M-59 $ 9,393 - $ 11,670
FZ Training and Organizational Dev. Coord. M-51 $ 8,674 - $ 10,777 GX Transportation and Operations Manager M-68 $ 10,273 - $ 12,763 5120 Transportation Planner M-47 $ 8,336 - $ 10,356
5075 Urban Designer M-61 $ 9,582 - $ 11,904
6045 Utility Billing and Cust. Svcs. Manager M-65 $ 9,971 - $ 12,387 EM Utility Services Manager M-61 $ 9,582 - $ 11,904
3506 Water Conservation Administrator M-54 $ 8,937 - $ 11,103 3500 Water Operations Manager M-72 $ 10,690 - $ 13,281
3505 Water Quality Specialist M-32 $ 7,180 - $ 8,920

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3501 Water Resources Manager M-80 $ 11,576 - $ 14,381
4530 Web Applications Integrator M-50 $ 8,588 - $ 10,670

Page 48 of 52 ends

Management & Professional Salary Schedule
Effective 9/24/2022
PAC # CLASSIFICATION TITLE
SALARY

SCHEDULE

MONTHLY

SALARY RANGE
6000 Accounting Manager M-65 $ 10,170 - $ 12,635
VZ Administrative Services Manager M-48 $ 8,587 - $ 10,669 4585 Art Director M-45 $ 8,335 - $ 10,355
5576 Arts and Culture Program Associate M-20
CK Assistant Administrative Services Manager M-17 $ 6,308 - $ 7,837 HE Assistant City Engineer M-59 $ 9,581 - $ 11,903
WF Assistant Division Commander M-7076 $ 10,689 - $ 13,280 5116 Assistant Project Administrator M-24 $ 6,763 - $ 8,402 6055 Assistant Property Manager M-20 $ 6,499 - $ 8,075
PY Assistant to the City Manager M-67 $ 10,375 - $ 12,889 5090 Associate Planner M-32 $ 7,324 - $ 9,099
5070 Associate Project Manager M-61 $ 9,773 - $ 12,142
3550 Audit & Permit Administrator M-41 $ 8,010 - $ 9,951 6035 Budget & Financial Analyst M-50 $ 8,760 - $ 10,883 6029 Budget Manager M-65
BR Building & Vehicle Maintenance Supt. M-61 $ 9,773 - $ 12,142 5023 Building Inspection Manager M-4757 $ 8,502 - $ 10,563 CD Building Services Manager M-63 $ 9,970 - $ 12,386
3729 City Arborist M-55
5110 Civil Engineer M-61 $ 9,773 - $ 12,142
GB Client Support Administrator M-58 $ 9,486 - $ 11,785 5050 Code Enforcement Manager M-44 $ 8,252 - $ 10,253
CO Commercial Services Manager M-33 $ 7,397 - $ 9,190
BZ Communication and ID Bureau Manager M-60 $ 9,677 - $ 12,022 5514 Communications and Marketing Coordinator M-45
5515 Community Outreach Manager M-64 $ 10,069 - $ 12,510 5507 Community Services AdministratorManager M-64 $ 10,069 - $ 12,510 3097 Crime and Intelligence Analyst M-3141 $ 7,251 - $ 9,009 6176 Customer Relations Coordinator M-27
6177 Customer Relations Manager M-47
BY Customer Services Manager M-17 $ 6,308 - $ 7,837
Data Systems Center Manager M-77 $ 11,460 - $ 14,238
4999 Deputy Building Official M-84 $ 12,287 - $ 15,265

Page 49 of 52 ends

6095 Deputy City Clerk M-8155 $ 9,207 - $ 11,438
5065 E-Government Manager M-42 $ 8,090 - $ 10,050
Emergency Management Manager M-37 $ 7,697 - $ 9,563
EMS Administrator M-90 $ 13,042 - $ 16,204
3045 EMS Programs Administrator M-78 $ 11,574 - $ 14,380 Engineering Services Manager M-8085 $ 11,807 - $ 14,669 5134 Env. Compliance & Sust. Programs Manager M-67 $ 10,375 - $ 12,889 HJ Environmental Programs Officer M-42 $ 9,207 - $ 11,438 EN Environmental Project Manager M-61 $ 9,773 - $ 12,142 3705 Facilities Superintendent M-54 $ 9,116 - $ 11,325
Fire Administrator M-56 $ 9,299 - $ 11,553
3554 Fleet and Facilities Manager M-67
3555 Fleet Manager M-54 $ 9,116 - $ 11,325
4520 GIS Coordinator M-58 $ 9,486 - $ 11,785
4521 GIS Integrator M-50 $ 8,760 - $ 10,883
6070 Human Resources Analyst M-27 $ 6,968 - $ 8,657
6065 Human Resources Manager M-785 $ 11,234 - $ 13,957
5500 Human Services Administrator M-78 $ 11,574 - $ 14,380 5505 Human Services Outreach Manager M-64 $ 10,069 - $ 12,510 4010 Librarian III M-33 $ 7,397 - $ 9,190
Library Administrator M-80 $ 11,807 - $ 14,669
4015 Library Circulation Supervisor M-26 $ 6,899 - $ 8,571 4005 Library Services Manager M-70 $ 10,689 - $ 13,280
IB Maintenance Superintendent M-55 $ 9,207 - $ 11,438
6115 Management Analyst M-27 $ 6,968 - $ 8,657
5525 Marketing and Econ Sust. Manager M-61 $ 9,773 - $ 12,142 4550 Multimedia Services Manager M-77 $ 11,460 - $ 14,238 6109 Municipal Affairs Analyst M-54
6108 Municipal Affairs Program Manager M-61
4515 Network Manager M-77 $ 11,460 - $ 14,238
4523 Network Integrator M-50 $ 8,760 - $ 10,883
6105 Office Manager M-37 $ 7,697 - $ 9,563
6080 Organizational Development Manager M-65 $ 10,170 - $ 12,635 3730 Park and Urban Forest Manager M-72 $ 10,904 - $ 13,547 3736 Parks Superintendent M-55
3585 Parking Services Manager M-68 $ 10,478 - $ 13,018
ED Permit Manager M-44 $ 8,252 - $ 10,253
5000 Plan Review and Bldg. Insp. Manager M-67 $ 10,375 - $ 12,889 5020 Plan Reviewer M-40 $ 7,930 - $ 9,853
3400 Planning & Research Analyst M-42 $ 9,207 - $ 11,438 VX Plant Engineer M-47 $ 8,502 - $ 10,563

Page 50 of 52 ends

6005 Principal Accountant M-48 $ 8,587 - $ 10,669
KP Principal Auditor M-41 $ 8,010 - $ 9,951
5100 Principal Civil Engineer M-77 $ 11,460 - $ 14,238
Principal Performance Auditor M-57 $ 9,392 - $ 11,668
5080 Principal Planner M-61 $ 9,773 - $ 12,142
5115 Project Administrator M-51 $ 8,848 - $ 10,992
CX Project Development Manager M-38 $ 7,774 - $ 9,658
5067 Project Manager M-77 $ 11,460 - $ 14,238
3009 Property and Crime Lab Manager M-60
HB Project Review Manager M-59 $ 9,581 - $ 11,903
5510 Public Information Manager M-61 $ 9,773 - $ 12,142 5511 Public Relations Manager M-61 $ 9,773 - $ 12,142
3025 Public Safety Comm. &
EvidenceCommunications Manager M-60 $ 9,677 - $ 12,022
BC Public Works Services Manager M-54 $ 9,116 - $ 11,325 6061 Purchasing Analyst M-27
Purchasing Services Manager M-65
6050 Real Estate & Property Manager M-65 $ 10,170 - $ 12,635 6106 Real Property Development Manager M-64
3000 Records & Jail ManagerPolice Records
Manager M-60 $ 9,677 - $ 12,022
VY Records and Archives Manager M-37 $ 7,697 - $ 9,563
5520 Recreation Services Manager M-64 $ 10,069 - $ 12,510 Revenue Services Manager M-65
6040 Revenue Operations Investigator M-51 $ 8,848 - $ 10,992 CR Revenue Manager M-48 $ 8,587 - $ 10,669
Risk Manager M-90 $ 13,042 - $ 16,204
6090 Risk Management Specialist& Benefits
Analyst M-32 $ 7,324 - $ 9,099
6085 Safety Officer M-60 $ 9,677 - $ 12,022
4505 Security Administrator M-50 $ 8,760 - $ 10,883
6030 Senior Budget and Financial Analyst M-60 $ 9,677 - $ 12,022 IZ Senior Contract Administrator M-61 $ 9,773 - $ 12,142 EG Senior Librarian M-40 $ 7,930 - $ 9,853
6068 Senior Human Resources Analyst M-37
6110 Senior Management Analyst M-37 $ 7,697 - $ 9,563
5015 Senior Plan Review Engineer/Architect M-5361 $ 9,025 - $ 11,213 5085 Senior Planner M-47 $ 8,502 - $ 10,563
HR Senior Project Civil Engineer M-61 $ 9,773 - $ 12,142 5105 Senior Transportation Engineer M-59 $ 9,581 - $ 11,903 Software Manager M-77 $ 11,460 - $ 14,238

Page 51 of 52 ends

3620 Solid Waste Manager M-67 $ 10,375 - $ 12,889
FS Street Operations Manager M-48 $ 8,587 - $ 10,669
3640 Street SuperintendentServices Manager M-5467 $ 9,116 - $ 11,325 UV Structural Engineer M-6558 $ 9,486 - $ 11,785
5024 Supervising Building Inspector M-42 $ 9,207 - $ 11,438 5010 Supervising Plan Review Engineer M-71 $ 10,796 - $ 13,412 WD Sustainability Programs Manager M-42 $ 9,207 - $ 11,438 4525 Systems Integrator M-50 $ 8,760 - $ 10,883
UY Technology Operations Officer M-76 $ 11,346 - $ 14,097 GD Traffic Engineer M-59 $ 9,581 - $ 11,903
FZ Training and Organizational Dev. Coord. M-51 $ 8,848 - $ 10,992 GX Transportation and Operations Manager M-68 $ 10,478 - $ 13,018 5120 Transportation Planner M-47 $ 8,502 - $ 10,563
5075 Urban Designer M-61 $ 9,773 - $ 12,142
6045 Utility Billing and Cust. Svcs. Manager M-65 $ 10,170 - $ 12,635 EM Utility Services Manager M-61 $ 9,773 - $ 12,142
3506 Water Conservation Administrator M-54 $ 9,116 - $ 11,325 3500 Water Resources and Operations Manager M-7285 $ 10,904 - $ 13,547 3505 Water Quality Specialist M-32 $ 7,324 - $ 9,099
3501 Water Resources Manager M-80 $ 11,807 - $ 14,669
4530 Web Applications IntegratorDeveloper M-50 $ 8,760 - $ 10,883 4522 Web Coordinator M-50

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MANAGEMENT AND PROFESSIONAL ASSOCIATION SALARY SCHEDULE Effective 10/07/2023
Class
Code
Classification Title Salary
Grade
Step 1 Step 2 Step 3 Step 4 Step 5
6000 Accounting Manager 500-M-75 $11,739.62 $12,394.24 $13,085.23 $13,814.80 $14,585.12 Administrative Services
Manager
500-M-48 $8,973.90 $9,474.14 $10,002.50 $10,560.12 $11,149.03 4585 Art Director 500-M-45 $8,709.91 $9,195.62 $9,708.27 $10,249.59 $10,821.01 5576 Arts and Culture Program
Associate
500-M-20 $6,791.80 $7,170.48 $7,570.38 $7,992.37 $8,438.02 Assistant Administrative
Services Manager
500-M-17 $6,592.05 $6,959.66 $7,347.68 $7,757.26 $8,189.84 Assistant City Engineer 500-M-59 $10,011.80 $10,570.09 $11,159.38 $11,781.64 $12,438.52 3004 Assistant Division
Commander
500-M-76 $11,857.00 $12,518.13 $13,216.09 $13,952.90 $14,730.93 5116 Assistant Project
Administrator
500-M-24 $7,067.63 $7,461.68 $7,877.67 $8,316.87 $8,780.50 Assistant Property
Manager
500-M-20 $6,791.80 $7,170.48 $7,570.38 $7,992.37 $8,438.02 5512 Assistant to the City
Manager
500-M-67 $10,841.36 $11,445.84 $12,083.98 $12,757.77 $13,469.07 5090 Associate Planner 500-M-32 $7,653.16 $8,079.89 $8,530.31 $9,005.95 $9,508.08 5070 Associate Project
Manager
500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 3550 Audit & Permit
Administrator
500-M-41 $8,370.11 $8,836.69 $9,329.45 $9,849.62 $10,398.88 6035 Budget & Financial
Analyst
500-M-50 $9,154.20 $9,664.61 $10,203.50 $10,772.34 $11,372.99 6029 Budget Manager 500-M-65 $10,627.71 $11,220.35 $11,845.98 $12,506.35 $13,203.62 Building & Vehicle
Maintenance Supt.
500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 5023 Building Inspection
Manager
500-M-65 $10,627.71 $11,220.35 $11,845.98 $12,506.35 $13,203.62 Building Services Manager 500-M-63 $10,418.39 $10,999.32 $11,612.48 $12,259.96 $12,943.57 3729 City Arborist 500-M-55 $9,621.20 $10,157.64 $10,723.94 $11,321.91 $11,953.15 5110 Civil Engineer 500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 Client Support
Administrator
500-M-58 $9,912.79 $10,465.39 $11,048.94 $11,664.99 $12,315.29 5050 Code Enforcement
Manager
500-M-44 $8,623.65 $9,104.48 $9,612.18 $10,148.13 $10,713.91

Page 53 of 52 ends

Commercial Services
Manager
500-M-33 $7,729.67 $8,160.62 $8,615.60 $9,096.02 $9,603.16 Communication and ID
Bureau Manager
500-M-60 $10,111.97 $10,675.69 $11,271.01 $11,899.43 $12,562.90 5514 Communications and
Marketing Coordinator
500-M-45 $8,709.91 $9,195.62 $9,708.27 $10,249.59 $10,821.01 5515 Community Outreach
Manager
500-M-64 $10,522.49 $11,109.21 $11,728.68 $12,382.57 $13,072.97 5522 Community Services
Manager
500-M-64 $10,522.49 $11,109.21 $11,728.68 $12,382.57 $13,072.97 3096 Crime and Intelligence
Analyst
500-M-41 $8,370.11 $8,836.69 $9,329.45 $9,849.62 $10,398.88 6176 Customer Relations
Coordinator
500-M-27 $7,281.76 $7,687.76 $8,116.44 $8,568.91 $9,046.75 6177 Customer Relations
Manager
500-M-44 $8,623.65 $9,104.48 $9,612.18 $10,148.13 $10,713.91 Customer Services
Manager
500-M-17 $6,592.05 $6,959.66 $7,347.68 $7,757.26 $8,189.84 4501 Data Center Manager 500-M-77 $11,975.63 $12,643.31 $13,348.24 $14,092.54 $14,878.38 4999 Deputy Building Official 500-M-84 $12,839.49 $13,555.27 $14,311.16 $15,109.07 $15,951.57 6095 Deputy City Clerk 500-M-55 $9,621.20 $10,157.64 $10,723.94 $11,321.91 $11,953.15 5065 E-Government Manager 500-M-42 $8,453.80 $8,925.02 $9,422.79 $9,948.15 $10,502.74 6063 Emergency Management
Manager
500-M-52 $9,338.23 $9,858.85 $10,408.64 $10,988.91 $11,601.55 3044 EMS Administrator 500-M-90 $13,629.37 $14,389.20 $15,191.58 $16,038.58 $16,932.91 3045 EMS Programs
Administrator
500-M-78 $12,095.34 $12,769.72 $13,481.75 $14,233.44 $15,027.01 5064 Engineering Services
Manager
500-M-85 $12,967.88 $13,690.83 $14,454.27 $15,260.16 $16,111.08 5134 Env. Compliance & Sust.

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6070 Human Resources Analyst 500-M-27 $7,281.76 $7,687.76 $8,116.44 $8,568.91 $9,046.75 6065 Human Resources
Manager
500-M-78 $12,095.34 $12,769.72 $13,481.75 $14,233.44 $15,027.01 5500 Human Services
Administrator
500-M-78 $12,095.34 $12,769.72 $13,481.75 $14,233.44 $15,027.01 5505 Human Services Outreach
Manager
500-M-64 $10,522.49 $11,109.21 $11,728.68 $12,382.57 $13,072.97 4010 Librarian III 500-M-33 $7,729.67 $8,160.62 $8,615.60 $9,096.02 $9,603.16 Library Administrator 500-M-80 $12,338.49 $13,026.35 $13,752.74 $14,519.52 $15,329.14 4015 Library Circulation
Supervisor
500-M-26 $7,209.67 $7,611.63 $8,035.99 $8,484.07 $8,957.11 4005 Library Services Manager 500-M-70 $11,169.83 $11,792.71 $12,450.12 $13,144.36 $13,877.23 Maintenance
Superintendent
500-M-55 $9,621.20 $10,157.64 $10,723.94 $11,321.91 $11,953.15 6115 Management Analyst 500-M-27 $7,281.76 $7,687.76 $8,116.44 $8,568.91 $9,046.75 5525 Marketing and Econ Sust.

Manager
500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 4550 Multimedia Services
Manager
500-M-77 $11,975.63 $12,643.31 $13,348.24 $14,092.54 $14,878.38 6109 Municipal Affairs Analyst 500-M-54 $9,525.99 $10,057.09 $10,617.82 $11,209.83 $11,834.77 6108 Municipal Affairs Program
Manager
500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 4516 Network Manager 500-M-77 $11,975.63 $12,643.31 $13,348.24 $14,092.54 $14,878.38 4523 Network Integrator 500-M-50 $9,154.20 $9,664.61 $10,203.50 $10,772.34 $11,372.99 6105 Office Manager 500-M-37 $8,043.45 $8,491.98 $8,965.43 $9,465.33 $9,993.06 6080 Organizational
Development Manager
500-M-65 $10,627.71 $11,220.35 $11,845.98 $12,506.35 $13,203.62 3730 Park and Urban Forest
Manager
500-M-72 $11,394.38 $12,029.74 $12,700.45 $13,408.59 $14,156.13 3736 Parks Superintendent 500-M-55 $9,621.20 $10,157.64 $10,723.94 $11,321.91 $11,953.15 3585 Parking Services Manager 500-M-68 $10,949.74 $11,560.29 $12,204.77 $12,885.35 $13,603.80 6001 Payroll Program Manager 500-M-65 $10,627.71 $11,220.35 $11,845.98 $12,506.35 $13,203.62 Permit Manager 500-M-44 $8,623.65 $9,104.48 $9,612.18 $10,148.13 $10,713.91 5000 Plan Review and Bldg.

Insp. Manager
500-M-67 $10,841.36 $11,445.84 $12,083.98 $12,757.77 $13,469.07 5020 Plan Reviewer 500-M-40 $8,287.12 $8,749.28 $9,237.09 $9,752.13 $10,295.86 3400 Planning & Research
Analyst
500-M-42 $8,453.80 $8,925.02 $9,422.79 $9,948.15 $10,502.74 Plant Engineer 500-M-47 $8,884.99 $9,380.35 $9,903.41 $10,455.46 $11,038.48 6005 Principal Accountant 500-M-48 $8,973.90 $9,474.14 $10,002.50 $10,560.12 $11,149.03 6043 Principal Auditor 500-M-41 $8,370.11 $8,836.69 $9,329.45 $9,849.62 $10,398.88

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5100 Principal Civil Engineer 500-M-77 $11,975.63 $12,643.31 $13,348.24 $14,092.54 $14,878.38 6044 Principal Performance
Auditor
500-M-57 $9,814.50 $10,361.77 $10,939.50 $11,549.46 $12,193.38 5080 Principal Planner 500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 5115 Project Administrator 500-M-51 $9,245.80 $9,761.23 $10,305.54 $10,880.13 $11,486.74 Project Development
Manager
500-M-38 $8,123.93 $8,576.96 $9,055.15 $9,560.02 $10,093.05 5067 Project Manager 500-M-77 $11,975.63 $12,643.31 $13,348.24 $14,092.54 $14,878.38 3009 Property and Crime Lab
Manager
500-M-60 $10,111.97 $10,675.69 $11,271.01 $11,899.43 $12,562.90 Project Review Manager 500-M-59 $10,011.80 $10,570.09 $11,159.38 $11,781.64 $12,438.52 5510 Public Information
Manager
500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 5511 Public Relations Manager 500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 3026 Public Safety
Communications Manager
500-M-60 $10,111.97 $10,675.69 $11,271.01 $11,899.43 $12,562.90 Public Works Services
Manager
500-M-54 $9,525.99 $10,057.09 $10,617.82 $11,209.83 $11,834.77 6061 Purchasing Analyst 500-M-27 $7,281.76 $7,687.76 $8,116.44 $8,568.91 $9,046.75 6062 Purchasing Services
Manager
500-M-65 $10,627.71 $11,220.35 $11,845.98 $12,506.35 $13,203.62 6050 Real Estate & Property
Manager
500-M-65 $10,627.71 $11,220.35 $11,845.98 $12,506.35 $13,203.62 6106 Real Property
Development Manager
500-M-64 $10,522.49 $11,109.21 $11,728.68 $12,382.57 $13,072.97 3003 Police Records Manager 500-M-60 $10,111.97 $10,675.69 $11,271.01 $11,899.43 $12,562.90 3001 Records and Archive
Manager
500-M-37 $8,043.45 $8,491.98 $8,965.43 $9,465.33 $9,993.06 5520 Recreation Services
Manager
500-M-64 $10,522.49 $11,109.21 $11,728.68 $12,382.57 $13,072.97 6040 Revenue Investigator 500-M-51 $9,245.80 $9,761.23 $10,305.54 $10,880.13 $11,486.74 6046 Revenue Services
Manager
500-M-65 $10,627.71 $11,220.35 $11,845.98 $12,506.35 $13,203.62 Revenue Operations
Investigator
500-M-51 $9,245.80 $9,761.23 $10,305.54 $10,880.13 $11,486.74 Revenue Manager 500-M-48 $8,973.90 $9,474.14 $10,002.50 $10,560.12 $11,149.03 1736 Risk Manager 500-M-90 $13,629.37 $14,389.20 $15,191.58 $16,038.58 $16,932.91 6090 Risk Management and
Benefits Analyst
500-M-32 $7,653.16 $8,079.89 $8,530.31 $9,005.95 $9,508.08 6085 Safety Officer 500-M-60 $10,111.97 $10,675.69 $11,271.01 $11,899.43 $12,562.90 4505 Security Administrator 500-M-50 $9,154.20 $9,664.61 $10,203.50 $10,772.34 $11,372.99

Page 56 of 52 ends

6030 Senior Budget and
Financial Analyst
500-M-60 $10,111.97 $10,675.69 $11,271.01 $11,899.43 $12,562.90 Senior Contract
Administrator
500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 Senior Librarian 500-M-40 $8,287.12 $8,749.28 $9,237.09 $9,752.13 $10,295.86 6068 Senior Human Resources
Analyst
500-M-37 $8,043.45 $8,491.98 $8,965.43 $9,465.33 $9,993.06 6110 Senior Management
Analyst
500-M-37 $8,043.45 $8,491.98 $8,965.43 $9,465.33 $9,993.06 5015 Senior Plan Review
Engineer
500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 5085 Senior Planner 500-M-47 $8,884.99 $9,380.35 $9,903.41 $10,455.46 $11,038.48 Senior Project Civil
Engineer
500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 5105 Senior Transportation
Engineer
500-M-59 $10,011.80 $10,570.09 $11,159.38 $11,781.64 $12,438.52 4511 Software Manager 500-M-77 $11,975.63 $12,643.31 $13,348.24 $14,092.54 $14,878.38 3620 Solid Waste Manager 500-M-67 $10,841.36 $11,445.84 $12,083.98 $12,757.77 $13,469.07 Street Operations
Manager
500-M-48 $8,973.90 $9,474.14 $10,002.50 $10,560.12 $11,149.03 3642 Street Services Manager 500-M-67 $10,841.36 $11,445.84 $12,083.98 $12,757.77 $13,469.07 5007 Structural Engineer 500-M-65 $10,627.71 $11,220.35 $11,845.98 $12,506.35 $13,203.62 5024 Supervising Building
Inspector
500-M-42 $8,453.80 $8,925.02 $9,422.79 $9,948.15 $10,502.74 3094 Supervising Crime &
Intelligence Analyst
500-M-51 $9,245.80 $9,761.23 $10,305.54 $10,880.13 $11,486.74 5010 Supervising Plan Review
Engineer
500-M-71 $11,281.57 $11,910.58 $12,574.71 $13,275.78 $14,015.96 Sustainability Programs
Manager
500-M-42 $8,453.80 $8,925.02 $9,422.79 $9,948.15 $10,502.74 4525 Systems Integrator 500-M-50 $9,154.20 $9,664.61 $10,203.50 $10,772.34 $11,372.99 Technology Operations
Officer
500-M-76 $11,857.00 $12,518.13 $13,216.09 $13,952.90 $14,730.93 Traffic Engineer 500-M-59 $10,011.80 $10,570.09 $11,159.38 $11,781.64 $12,438.52 Training and
Organizational Dev. Coord.
500-M-51 $9,245.80 $9,761.23 $10,305.54 $10,880.13 $11,486.74 Transportation and
Operations Manager
500-M-68 $10,949.74 $11,560.29 $12,204.77 $12,885.35 $13,603.80 5120 Transportation Planner 500-M-47 $8,884.99 $9,380.35 $9,903.41 $10,455.46 $11,038.48 5124 Transportation Planning
Analyst
500-M-27 $7,281.76 $7,687.76 $8,116.44 $8,568.91 $9,046.75 5075 Urban Designer 500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50

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3502 Utility Services Manager 500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 3506 Water Conservation
Administrator
500-M-54 $9,525.99 $10,057.09 $10,617.82 $11,209.83 $11,834.77 3508 Water Resources and
Operations Manager
500-M-85 $12,967.88 $13,690.83 $14,454.27 $15,260.16 $16,111.08 3505 Water Quality Specialist 500-M-32 $7,653.16 $8,079.89 $8,530.31 $9,005.95 $9,508.08 3501 Water Resources Manager 500-M-80 $12,338.49 $13,026.35 $13,752.74 $14,519.52 $15,329.14 4529 Web Developer 500-M-50 $9,154.20 $9,664.61 $10,203.50 $10,772.34 $11,372.99 4522 Web Coordinator 500-M-50 $9,154.20 $9,664.61 $10,203.50 $10,772.34 $11,372.99

Page 58 of 52 ends

MANAGEMENT AND PROFESSIONAL ASSOCIATION SALARY SCHEDULE Effective 9/21/2024
Class
Code
Classification Title Salary
Grade
Step 1 Step 2 Step 3 Step 4 Step 5
6000 Accounting Manager 500-M-75 $12,267.90 $12,951.98 $13,674.07 $14,436.46 $15,241.45 Administrative Services
Manager
500-M-48 $9,377.73 $9,900.48 $10,452.61 $11,035.33 $11,650.74 4585 Art Director 500-M-45 $9,101.86 $9,609.43 $10,145.14 $10,710.82 $11,307.95 5576 Arts and Culture Program
Associate
500-M-20 $7,097.43 $7,493.15 $7,911.05 $8,352.03 $8,817.73 Assistant Administrative
Services Manager
500-M-17 $6,888.70 $7,272.84 $7,678.33 $8,106.34 $8,558.39 Assistant City Engineer 500-M-59 $10,462.33 $11,045.74 $11,661.56 $12,311.81 $12,998.25 3004 Assistant Division
Commander
500-M-76 $12,390.56 $13,081.45 $13,810.82 $14,580.78 $15,393.82 5116 Assistant Project
Administrator
500-M-24 $7,385.67 $7,797.45 $8,232.17 $8,691.13 $9,175.62 Assistant Property Manager 500-M-20 $7,097.43 $7,493.15 $7,911.05 $8,352.03 $8,817.73 5512 Assistant to the City Manager 500-M-67 $11,329.22 $11,960.90 $12,627.76 $13,331.87 $14,075.18 5090 Associate Planner 500-M-32 $7,997.55 $8,443.48 $8,914.17 $9,411.22 $9,935.94 5070 Associate Project Manager 500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 3550 Audit & Permit Administrator 500-M-41 $8,746.77 $9,234.34 $9,749.27 $10,292.85 $10,866.83 6035 Budget & Financial Analyst 500-M-50 $9,566.14 $10,099.52 $10,662.65 $11,257.09 $11,884.77 6029 Budget Manager 500-M-65 $11,105.96 $11,725.27 $12,379.05 $13,069.14 $13,797.78 Building & Vehicle
Maintenance Supt.
500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 5023 Building Inspection Manager 500-M-65 $11,105.96 $11,725.27 $12,379.05 $13,069.14 $13,797.78 Building Services Manager 500-M-63 $10,887.22 $11,494.29 $12,135.05 $12,811.66 $13,526.03 3729 City Arborist 500-M-55 $10,054.16 $10,614.74 $11,206.52 $11,831.40 $12,491.05 5110 Civil Engineer 500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 Client Support Administrator 500-M-58 $10,358.86 $10,936.34 $11,546.14 $12,189.91 $12,869.48 5050 Code Enforcement Manager 500-M-44 $9,011.71 $9,514.19 $10,044.73 $10,604.80 $11,196.03 Commercial Services
Manager
500-M-33 $8,077.51 $8,527.84 $9,003.30 $9,505.34 $10,035.30 Communication and ID
Bureau Manager
500-M-60 $10,567.01 $11,156.10 $11,778.21 $12,434.91 $13,128.23 5514 Communications and
Marketing Coordinator
500-M-45 $9,101.86 $9,609.43 $10,145.14 $10,710.82 $11,307.95 5515 Community Outreach
Manager
500-M-64 $10,996.01 $11,609.13 $12,256.47 $12,939.78 $13,661.25

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5522 Community Services Manager 500-M-64 $10,996.01 $11,609.13 $12,256.47 $12,939.78 $13,661.25 3096 Crime and Intelligence
Analyst
500-M-41 $8,746.77 $9,234.34 $9,749.27 $10,292.85 $10,866.83 6176 Customer Relations
Coordinator
500-M-27 $7,609.44 $8,033.71 $8,481.67 $8,954.51 $9,453.85 6177 Customer Relations Manager 500-M-44 $9,011.71 $9,514.19 $10,044.73 $10,604.80 $11,196.03 Customer Services Manager 500-M-17 $6,888.70 $7,272.84 $7,678.33 $8,106.34 $8,558.39 4501 Data Center Manager 500-M-77 $12,514.53 $13,212.26 $13,948.92 $14,726.71 $15,547.90 4999 Deputy Building Official 500-M-84 $13,417.26 $14,165.26 $14,955.16 $15,788.98 $16,669.39 6095 Deputy City Clerk 500-M-55 $10,054.16 $10,614.74 $11,206.52 $11,831.40 $12,491.05 5065 E-Government Manager 500-M-42 $8,834.22 $9,326.64 $9,846.81 $10,395.81 $10,975.36 6063 Emergency Management
Manager
500-M-52 $9,758.45 $10,302.50 $10,877.02 $11,483.41 $12,123.62 3044 EMS Administrator 500-M-90 $14,242.69 $15,036.71 $15,875.20 $16,760.32 $17,694.89 3045 EMS Programs Administrator 500-M-78 $12,639.63 $13,344.36 $14,088.43 $14,873.95 $15,703.22 5064 Engineering Services
Manager
500-M-85 $13,551.44 $14,306.91 $15,104.71 $15,946.87 $16,836.08 5134 Env. Compliance & Sust.

Programs Manager
500-M-67 $11,329.22 $11,960.90 $12,627.76 $13,331.87 $14,075.18 Environmental Programs
Officer
500-M-42 $8,834.22 $9,326.64 $9,846.81 $10,395.81 $10,975.36 Environmental Project
Manager
500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 3705 Facilities Superintendent 500-M-54 $9,954.66 $10,509.66 $11,095.62 $11,714.27 $12,367.33 3046 Fire Administrator 500-M-56 $10,154.64 $10,720.76 $11,318.59 $11,949.65 $12,615.96 3554 Fleet and Facilities Manager 500-M-67 $11,329.22 $11,960.90 $12,627.76 $13,331.87 $14,075.18 3555 Fleet Manager 500-M-54 $9,954.66 $10,509.66 $11,095.62 $11,714.27 $12,367.33 4520 GIS Coordinator 500-M-58 $10,358.86 $10,936.34 $11,546.14 $12,189.91 $12,869.48 4521 GIS Integrator 500-M-50 $9,566.14 $10,099.52 $10,662.65 $11,257.09 $11,884.77 6070 Human Resources Analyst 500-M-27 $7,609.44 $8,033.71 $8,481.67 $8,954.51 $9,453.85 6065 Human Resources Manager 500-M-78 $12,639.63 $13,344.36 $14,088.43 $14,873.95 $15,703.22 5500 Human Services
Administrator
500-M-78 $12,639.63 $13,344.36 $14,088.43 $14,873.95 $15,703.22 5505 Human Services Outreach
Manager
500-M-64 $10,996.01 $11,609.13 $12,256.47 $12,939.78 $13,661.25 4010 Librarian III 500-M-33 $8,077.51 $8,527.84 $9,003.30 $9,505.34 $10,035.30 Library Administrator 500-M-80 $12,893.72 $13,612.54 $14,371.62 $15,172.90 $16,018.95 4015 Library Circulation Supervisor 500-M-26 $7,534.11 $7,954.15 $8,397.61 $8,865.86 $9,360.18 4005 Library Services Manager 500-M-70 $11,672.48 $12,323.39 $13,010.38 $13,735.85 $14,501.70 Maintenance Superintendent 500-M-55 $10,054.16 $10,614.74 $11,206.52 $11,831.40 $12,491.05 6115 Management Analyst 500-M-27 $7,609.44 $8,033.71 $8,481.67 $8,954.51 $9,453.85

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5525 Marketing and Econ Sust.

Manager
500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 4550 Multimedia Services Manager 500-M-77 $12,514.53 $13,212.26 $13,948.92 $14,726.71 $15,547.90 6109 Municipal Affairs Analyst 500-M-54 $9,954.66 $10,509.66 $11,095.62 $11,714.27 $12,367.33 6108 Municipal Affairs Program
Manager
500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 4516 Network Manager 500-M-77 $12,514.53 $13,212.26 $13,948.92 $14,726.71 $15,547.90 4523 Network Integrator 500-M-50 $9,566.14 $10,099.52 $10,662.65 $11,257.09 $11,884.77 6105 Office Manager 500-M-37 $8,405.40 $8,874.12 $9,368.88 $9,891.27 $10,442.75 6080 Organizational Development
Manager
500-M-65 $11,105.96 $11,725.27 $12,379.05 $13,069.14 $13,797.78 3730 Park and Urban Forest
Manager
500-M-72 $11,907.13 $12,571.07 $13,271.97 $14,011.97 $14,793.15 3736 Parks Superintendent 500-M-55 $10,054.16 $10,614.74 $11,206.52 $11,831.40 $12,491.05 3585 Parking Services Manager 500-M-68 $11,442.48 $12,080.51 $12,753.99 $13,465.19 $14,215.97 6001 Payroll Program Manager 500-M-65 $11,105.96 $11,725.27 $12,379.05 $13,069.14 $13,797.78 Permit Manager 500-M-44 $9,011.71 $9,514.19 $10,044.73 $10,604.80 $11,196.03 5000 Plan Review and Bldg. Insp.

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6061 Purchasing Analyst 500-M-27 $7,609.44 $8,033.71 $8,481.67 $8,954.51 $9,453.85 6062 Purchasing Services Manager 500-M-65 $11,105.96 $11,725.27 $12,379.05 $13,069.14 $13,797.78 6050 Real Estate & Property
Manager
500-M-65 $11,105.96 $11,725.27 $12,379.05 $13,069.14 $13,797.78 6106 Real Property Development
Manager
500-M-64 $10,996.01 $11,609.13 $12,256.47 $12,939.78 $13,661.25 3003 Police Records Manager 500-M-60 $10,567.01 $11,156.10 $11,778.21 $12,434.91 $13,128.23 3001 Records and Archive Manager 500-M-37 $8,405.40 $8,874.12 $9,368.88 $9,891.27 $10,442.75 5520 Recreation Services Manager 500-M-64 $10,996.01 $11,609.13 $12,256.47 $12,939.78 $13,661.25 6040 Revenue Investigator 500-M-51 $9,661.86 $10,200.48 $10,769.29 $11,369.74 $12,003.65 6046 Revenue Services Manager 500-M-65 $11,105.96 $11,725.27 $12,379.05 $13,069.14 $13,797.78 Revenue Operations
Investigator
500-M-51 $9,661.86 $10,200.48 $10,769.29 $11,369.74 $12,003.65 Revenue Manager 500-M-48 $9,377.73 $9,900.48 $10,452.61 $11,035.33 $11,650.74 1736 Risk Manager 500-M-90 $14,242.69 $15,036.71 $15,875.20 $16,760.32 $17,694.89 6090 Risk Management and
Benefits Analyst
500-M-32 $7,997.55 $8,443.48 $8,914.17 $9,411.22 $9,935.94 6085 Safety Officer 500-M-60 $10,567.01 $11,156.10 $11,778.21 $12,434.91 $13,128.23 4505 Security Administrator 500-M-50 $9,566.14 $10,099.52 $10,662.65 $11,257.09 $11,884.77 6030 Senior Budget and Financial
Analyst
500-M-60 $10,567.01 $11,156.10 $11,778.21 $12,434.91 $13,128.23 Senior Contract Administrator 500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 Senior Librarian 500-M-40 $8,660.04 $9,143.00 $9,652.76 $10,190.98 $10,759.17 6068 Senior Human Resources
Analyst
500-M-37 $8,405.40 $8,874.12 $9,368.88 $9,891.27 $10,442.75 6110 Senior Management Analyst 500-M-37 $8,405.40 $8,874.12 $9,368.88 $9,891.27 $10,442.75 5015 Senior Plan Review Engineer 500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 5085 Senior Planner 500-M-47 $9,284.81 $9,802.47 $10,349.06 $10,925.96 $11,535.22 Senior Project Civil Engineer 500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 5105 Senior Transportation
Engineer
500-M-59 $10,462.33 $11,045.74 $11,661.56 $12,311.81 $12,998.25 4511 Software Manager 500-M-77 $12,514.53 $13,212.26 $13,948.92 $14,726.71 $15,547.90 3620 Solid Waste Manager 500-M-67 $11,329.22 $11,960.90 $12,627.76 $13,331.87 $14,075.18 Street Operations Manager 500-M-48 $9,377.73 $9,900.48 $10,452.61 $11,035.33 $11,650.74 3642 Street Services Manager 500-M-67 $11,329.22 $11,960.90 $12,627.76 $13,331.87 $14,075.18 5007 Structural Engineer 500-M-65 $11,105.96 $11,725.27 $12,379.05 $13,069.14 $13,797.78 5024 Supervising Building
Inspector
500-M-42 $8,834.22 $9,326.64 $9,846.81 $10,395.81 $10,975.36 3094 Supervising Crime &
Intelligence Analyst
500-M-51 $9,661.86 $10,200.48 $10,769.29 $11,369.74 $12,003.65

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5010 Supervising Plan Review
Engineer
500-M-71 $11,789.24 $12,446.56 $13,140.57 $13,873.19 $14,646.68 Sustainability Programs
Manager
500-M-42 $8,834.22 $9,326.64 $9,846.81 $10,395.81 $10,975.36 4525 Systems Integrator 500-M-50 $9,566.14 $10,099.52 $10,662.65 $11,257.09 $11,884.77 Technology Operations
Officer
500-M-76 $12,390.56 $13,081.45 $13,810.82 $14,580.78 $15,393.82 Traffic Engineer 500-M-59 $10,462.33 $11,045.74 $11,661.56 $12,311.81 $12,998.25 Training and Organizational
Dev. Coord.
500-M-51 $9,661.86 $10,200.48 $10,769.29 $11,369.74 $12,003.65 Transportation and
Operations Manager
500-M-68 $11,442.48 $12,080.51 $12,753.99 $13,465.19 $14,215.97 5120 Transportation Planner 500-M-47 $9,284.81 $9,802.47 $10,349.06 $10,925.96 $11,535.22 5124 Transportation Planning
Analyst
500-M-27 $7,609.44 $8,033.71 $8,481.67 $8,954.51 $9,453.85 5075 Urban Designer 500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 3502 Utility Services Manager 500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 3506 Water Conservation
Administrator
500-M-54 $9,954.66 $10,509.66 $11,095.62 $11,714.27 $12,367.33 3508 Water Resources and
Operations Manager
500-M-85 $13,551.44 $14,306.91 $15,104.71 $15,946.87 $16,836.08 3505 Water Quality Specialist 500-M-32 $7,997.55 $8,443.48 $8,914.17 $9,411.22 $9,935.94 3501 Water Resources Manager 500-M-80 $12,893.72 $13,612.54 $14,371.62 $15,172.90 $16,018.95 4529 Web Developer 500-M-50 $9,566.14 $10,099.52 $10,662.65 $11,257.09 $11,884.77 4522 Web Coordinator 500-M-50 $9,566.14 $10,099.52 $10,662.65 $11,257.09 $11,884.77

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MANAGEMENT AND PROFESSIONAL ASSOCIATION SALARY SCHEDULE Effective 9/20/2025
Class
Code
Classification Title Salary
Grade
Step 1 Step 2 Step 3 Step 4 Step 5
6000 Accounting Manager 500-M-75 $12,819.95 $13,534.82 $14,289.40 $15,086.10 $15,927.32 Administrative Services
Manager
500-M-48 $9,799.72 $10,346.00 $10,922.98 $11,531.92 $12,175.02 4585 Art Director 500-M-45 $9,511.44 $10,041.85 $10,601.67 $11,192.81 $11,816.81 5576 Arts and Culture Program
Associate
500-M-20 $7,416.81 $7,830.34 $8,267.04 $8,727.87 $9,214.53 Assistant Administrative
Services Manager
500-M-17 $7,198.69 $7,600.12 $8,023.85 $8,471.13 $8,943.52 Assistant City Engineer 500-M-59 $10,933.14 $11,542.80 $12,186.33 $12,865.84 $13,583.17 3004 Assistant Division
Commander
500-M-76 $12,948.14 $13,670.11 $14,432.30 $15,236.92 $16,086.54 5116 Assistant Project
Administrator
500-M-24 $7,718.03 $8,148.34 $8,602.62 $9,082.23 $9,588.52 Assistant Property Manager 500-M-20 $7,416.81 $7,830.34 $8,267.04 $8,727.87 $9,214.53 5512 Assistant to the City
Manager
500-M-67 $11,839.03 $12,499.14 $13,196.01 $13,931.80 $14,708.56 5090 Associate Planner 500-M-32 $8,357.44 $8,823.44 $9,315.31 $9,834.73 $10,383.06 5070 Associate Project Manager 500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 3550 Audit & Permit
Administrator
500-M-41 $9,140.37 $9,649.89 $10,187.99 $10,756.03 $11,355.84 6035 Budget & Financial Analyst 500-M-50 $9,996.62 $10,554.00 $11,142.47 $11,763.66 $12,419.59 6029 Budget Manager 500-M-65 $11,605.73 $12,252.91 $12,936.11 $13,657.25 $14,418.68 Building & Vehicle
Maintenance Supt.
500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 5023 Building Inspection Manager 500-M-65 $11,605.73 $12,252.91 $12,936.11 $13,657.25 $14,418.68 Building Services Manager 500-M-63 $11,377.14 $12,011.54 $12,681.12 $13,388.19 $14,134.70 3729 City Arborist 500-M-55 $10,506.59 $11,092.40 $11,710.81 $12,363.81 $13,053.14 5110 Civil Engineer 500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 Client Support Administrator 500-M-58 $10,825.01 $11,428.47 $12,065.72 $12,738.46 $13,448.61 5050 Code Enforcement Manager 500-M-44 $9,417.24 $9,942.32 $10,496.74 $11,082.01 $11,699.86 Commercial Services
Manager
500-M-33 $8,440.99 $8,911.60 $9,408.45 $9,933.08 $10,486.89 Communication and ID
Bureau Manager
500-M-60 $11,042.52 $11,658.12 $12,308.23 $12,994.48 $13,719.00 5514 Communications and
Marketing Coordinator
500-M-45 $9,511.44 $10,041.85 $10,601.67 $11,192.81 $11,816.81

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5515 Community Outreach
Manager
500-M-64 $11,490.83 $12,131.54 $12,808.01 $13,522.07 $14,276.01 5522 Community Services
Manager
500-M-64 $11,490.83 $12,131.54 $12,808.01 $13,522.07 $14,276.01 3096 Crime and Intelligence
Analyst
500-M-41 $9,140.37 $9,649.89 $10,187.99 $10,756.03 $11,355.84 6176 Customer Relations
Coordinator
500-M-27 $7,951.87 $8,395.22 $8,863.35 $9,357.47 $9,879.28 6177 Customer Relations Manager 500-M-44 $9,417.24 $9,942.32 $10,496.74 $11,082.01 $11,699.86 Customer Services Manager 500-M-17 $7,198.69 $7,600.12 $8,023.85 $8,471.13 $8,943.52 4501 Data Center Manager 500-M-77 $13,077.69 $13,806.82 $14,576.62 $15,389.41 $16,247.56 4999 Deputy Building Official 500-M-84 $14,021.04 $14,802.70 $15,628.14 $16,499.48 $17,419.51 6095 Deputy City Clerk 500-M-55 $10,506.59 $11,092.40 $11,710.81 $12,363.81 $13,053.14 5065 E-Government Manager 500-M-42 $9,231.76 $9,746.34 $10,289.92 $10,863.63 $11,469.26 6063 Emergency Management
Manager
500-M-52 $10,197.58 $10,766.11 $11,366.49 $12,000.16 $12,669.18 3044 EMS Administrator 500-M-90 $14,883.61 $15,713.36 $16,589.59 $17,514.53 $18,491.16 3045 EMS Programs Administrator 500-M-78 $13,208.41 $13,944.85 $14,722.41 $15,543.27 $16,409.87 5064 Engineering Services
Manager
500-M-85 $14,161.25 $14,950.73 $15,784.43 $16,664.47 $17,593.70 5134 Env. Compliance & Sust.

Programs Manager
500-M-67 $11,839.03 $12,499.14 $13,196.01 $13,931.80 $14,708.56 Environmental Programs
Officer
500-M-42 $9,231.76 $9,746.34 $10,289.92 $10,863.63 $11,469.26 Environmental Project
Manager
500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 3705 Facilities Superintendent 500-M-54 $10,402.62 $10,982.60 $11,594.92 $12,241.42 $12,923.86 3046 Fire Administrator 500-M-56 $10,611.60 $11,203.19 $11,827.92 $12,487.39 $13,183.68 3554 Fleet and Facilities Manager 500-M-67 $11,839.03 $12,499.14 $13,196.01 $13,931.80 $14,708.56 3555 Fleet Manager 500-M-54 $10,402.62 $10,982.60 $11,594.92 $12,241.42 $12,923.86 4520 GIS Coordinator 500-M-58 $10,825.01 $11,428.47 $12,065.72 $12,738.46 $13,448.61 4521 GIS Integrator 500-M-50 $9,996.62 $10,554.00 $11,142.47 $11,763.66 $12,419.59 6070 Human Resources Analyst 500-M-27 $7,951.87 $8,395.22 $8,863.35 $9,357.47 $9,879.28 6065 Human Resources Manager 500-M-78 $13,208.41 $13,944.85 $14,722.41 $15,543.27 $16,409.87 5500 Human Services
Administrator
500-M-78 $13,208.41 $13,944.85 $14,722.41 $15,543.27 $16,409.87 5505 Human Services Outreach
Manager
500-M-64 $11,490.83 $12,131.54 $12,808.01 $13,522.07 $14,276.01 4010 Librarian III 500-M-33 $8,440.99 $8,911.60 $9,408.45 $9,933.08 $10,486.89 Library Administrator 500-M-80 $13,473.94 $14,225.10 $15,018.34 $15,855.68 $16,739.81

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4015 Library Circulation
Supervisor
500-M-26 $7,873.14 $8,312.09 $8,775.50 $9,264.82 $9,781.38 4005 Library Services Manager 500-M-70 $12,197.74 $12,877.94 $13,595.85 $14,353.97 $15,154.28 Maintenance
Superintendent
500-M-55 $10,506.59 $11,092.40 $11,710.81 $12,363.81 $13,053.14 6115 Management Analyst 500-M-27 $7,951.87 $8,395.22 $8,863.35 $9,357.47 $9,879.28 5525 Marketing and Econ Sust.

Manager
500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 4550 Multimedia Services
Manager
500-M-77 $13,077.69 $13,806.82 $14,576.62 $15,389.41 $16,247.56 6109 Municipal Affairs Analyst 500-M-54 $10,402.62 $10,982.60 $11,594.92 $12,241.42 $12,923.86 6108 Municipal Affairs Program
Manager
500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 4516 Network Manager 500-M-77 $13,077.69 $13,806.82 $14,576.62 $15,389.41 $16,247.56 4523 Network Integrator 500-M-50 $9,996.62 $10,554.00 $11,142.47 $11,763.66 $12,419.59 6105 Office Manager 500-M-37 $8,783.65 $9,273.46 $9,790.48 $10,336.37 $10,912.67 6080 Organizational Development
Manager
500-M-65 $11,605.73 $12,252.91 $12,936.11 $13,657.25 $14,418.68 3730 Park and Urban Forest
Manager
500-M-72 $12,442.95 $13,136.77 $13,869.21 $14,642.51 $15,458.85 3736 Parks Superintendent 500-M-55 $10,506.59 $11,092.40 $11,710.81 $12,363.81 $13,053.14 3585 Parking Services Manager 500-M-68 $11,957.39 $12,624.13 $13,327.92 $14,071.13 $14,855.69 6001 Payroll Program Manager 500-M-65 $11,605.73 $12,252.91 $12,936.11 $13,657.25 $14,418.68 Permit Manager 500-M-44 $9,417.24 $9,942.32 $10,496.74 $11,082.01 $11,699.86 5000 Plan Review and Bldg. Insp.

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Project Review Manager 500-M-59 $10,933.14 $11,542.80 $12,186.33 $12,865.84 $13,583.17 5510 Public Information Manager 500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 5511 Public Relations Manager 500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 3026 Public Safety
Communications Manager
500-M-60 $11,042.52 $11,658.12 $12,308.23 $12,994.48 $13,719.00 Public Works Services
Manager
500-M-54 $10,402.62 $10,982.60 $11,594.92 $12,241.42 $12,923.86 6061 Purchasing Analyst 500-M-27 $7,951.87 $8,395.22 $8,863.35 $9,357.47 $9,879.28 6062 Purchasing Services Manager 500-M-65 $11,605.73 $12,252.91 $12,936.11 $13,657.25 $14,418.68 6050 Real Estate & Property
Manager
500-M-65 $11,605.73 $12,252.91 $12,936.11 $13,657.25 $14,418.68 6106 Real Property Development
Manager
500-M-64 $11,490.83 $12,131.54 $12,808.01 $13,522.07 $14,276.01 3003 Police Records Manager 500-M-60 $11,042.52 $11,658.12 $12,308.23 $12,994.48 $13,719.00 3001 Records and Archive
Manager
500-M-37 $8,783.65 $9,273.46 $9,790.48 $10,336.37 $10,912.67 5520 Recreation Services Manager 500-M-64 $11,490.83 $12,131.54 $12,808.01 $13,522.07 $14,276.01 6040 Revenue Investigator 500-M-51 $10,096.64 $10,659.51 $11,253.91 $11,881.38 $12,543.81 6046 Revenue Services Manager 500-M-65 $11,605.73 $12,252.91 $12,936.11 $13,657.25 $14,418.68 Revenue Operations
Investigator
500-M-51 $10,096.64 $10,659.51 $11,253.91 $11,881.38 $12,543.81 Revenue Manager 500-M-48 $9,799.72 $10,346.00 $10,922.98 $11,531.92 $12,175.02 1736 Risk Manager 500-M-90 $14,883.61 $15,713.36 $16,589.59 $17,514.53 $18,491.16 6090 Risk Management and
Benefits Analyst
500-M-32 $8,357.44 $8,823.44 $9,315.31 $9,834.73 $10,383.06 6085 Safety Officer 500-M-60 $11,042.52 $11,658.12 $12,308.23 $12,994.48 $13,719.00 4505 Security Administrator 500-M-50 $9,996.62 $10,554.00 $11,142.47 $11,763.66 $12,419.59 6030 Senior Budget and Financial
Analyst
500-M-60 $11,042.52 $11,658.12 $12,308.23 $12,994.48 $13,719.00 Senior Contract
Administrator
500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 Senior Librarian 500-M-40 $9,049.74 $9,554.43 $10,087.13 $10,649.57 $11,243.33 6068 Senior Human Resources
Analyst
500-M-37 $8,783.65 $9,273.46 $9,790.48 $10,336.37 $10,912.67 6110 Senior Management Analyst 500-M-37 $8,783.65 $9,273.46 $9,790.48 $10,336.37 $10,912.67 5015 Senior Plan Review Engineer 500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 5085 Senior Planner 500-M-47 $9,702.63 $10,243.58 $10,814.77 $11,417.63 $12,054.30 Senior Project Civil Engineer 500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 5105 Senior Transportation
Engineer
500-M-59 $10,933.14 $11,542.80 $12,186.33 $12,865.84 $13,583.17 4511 Software Manager 500-M-77 $13,077.69 $13,806.82 $14,576.62 $15,389.41 $16,247.56

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3620 Solid Waste Manager 500-M-67 $11,839.03 $12,499.14 $13,196.01 $13,931.80 $14,708.56 Street Operations Manager 500-M-48 $9,799.72 $10,346.00 $10,922.98 $11,531.92 $12,175.02 3642 Street Services Manager 500-M-67 $11,839.03 $12,499.14 $13,196.01 $13,931.80 $14,708.56 5007 Structural Engineer 500-M-65 $11,605.73 $12,252.91 $12,936.11 $13,657.25 $14,418.68 5024 Supervising Building
Inspector
500-M-42 $9,231.76 $9,746.34 $10,289.92 $10,863.63 $11,469.26 3094 Supervising Crime &
Intelligence Analyst
500-M-51 $10,096.64 $10,659.51 $11,253.91 $11,881.38 $12,543.81 5010 Supervising Plan Review
Engineer
500-M-71 $12,319.76 $13,006.65 $13,731.90 $14,497.48 $15,305.78 Sustainability Programs
Manager
500-M-42 $9,231.76 $9,746.34 $10,289.92 $10,863.63 $11,469.26 4525 Systems Integrator 500-M-50 $9,996.62 $10,554.00 $11,142.47 $11,763.66 $12,419.59 Technology Operations
Officer
500-M-76 $12,948.14 $13,670.11 $14,432.30 $15,236.92 $16,086.54 Traffic Engineer 500-M-59 $10,933.14 $11,542.80 $12,186.33 $12,865.84 $13,583.17 Training and Organizational
Dev. Coord.
500-M-51 $10,096.64 $10,659.51 $11,253.91 $11,881.38 $12,543.81 Transportation and
Operations Manager
500-M-68 $11,957.39 $12,624.13 $13,327.92 $14,071.13 $14,855.69 5120 Transportation Planner 500-M-47 $9,702.63 $10,243.58 $10,814.77 $11,417.63 $12,054.30 5124 Transportation Planning
Analyst
500-M-27 $7,951.87 $8,395.22 $8,863.35 $9,357.47 $9,879.28 5075 Urban Designer 500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 3502 Utility Services Manager 500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 3506 Water Conservation
Administrator
500-M-54 $10,402.62 $10,982.60 $11,594.92 $12,241.42 $12,923.86 3508 Water Resources and
Operations Manager
500-M-85 $14,161.25 $14,950.73 $15,784.43 $16,664.47 $17,593.70 3505 Water Quality Specialist 500-M-32 $8,357.44 $8,823.44 $9,315.31 $9,834.73 $10,383.06 3501 Water Resources Manager 500-M-80 $13,473.94 $14,225.10 $15,018.34 $15,855.68 $16,739.81 4529 Web Developer 500-M-50 $9,996.62 $10,554.00 $11,142.47 $11,763.66 $12,419.59 4522 Web Coordinator 500-M-50 $9,996.62 $10,554.00 $11,142.47 $11,763.66 $12,419.59

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EXHIBIT “C”
DEFINITIONS OF “NEW MEMBER” AND “CLASSIC MEMBER” PER THE PUBLIC EMPLOYEES’ PENSION REFORM ACT OF 2013 – PEPRA.

The parties acknowledge that the PEPRA controls over definitions such as “new member” and “classic member” and put their understanding of the definitions in their MOU for informational purposes so that employees understand their retirement benefits.

New Member
Government Code section 7522.04(f) defines “new member” as follows:
(f) "New member" means any of the following:
(1) An individual who becomes a member of any public retirement system for the first time on or after January 1, 2013, and who was not a member of any other public retirement system prior to that date.
(2) An individual who becomes a member of a public retirement system for the first time on or after January 1, 2013, and who was a member of another public retirement system prior to that date, but who was not subject to reciprocity under subdivision (c) of Section 7522.02. (3) An individual who was an active member in a retirement system and who, after a break in service of more than six months, returned to active membership in that system with a new employer.

Classic Member
CalPERS refers to all members who do not fit the definition of new member as a classic member.

Attachment 10

MEMORANDUM OF UNDERSTANDING

BETWEEN

THE CITY OF BEVERLY HILLS
AND

THE BEVERLY HILLS

MANAGEMENT AND PROFESSIONAL EMPLOYEES

ASSOCIATION
October 7, 2023 - October 2, 2026
i

TABLE OF CONTENTS
Page

1. SALARIES AND BONUS PROGRAMS ......................................................................2 A. Salary Increases:...................................................................................................... 2 B. Pay for Performance Program ................................................................................ 2 C. Merit Bonus Program.............................................................................................. 3 D. Automobile Usage................................................................................................... 3

2. WELLNESS PAY.....................................................................................................4

3. OVERPAYMENT....................................................................................................4

4. APPOINTMENT AND ADVANCEMENT ...................................................................4 A. Appointments ......................................................................................................... 4 B. Merit Step Advancement........................................................................................ 5 C. Special Merit Advancement.................................................................................... 5 D. Salary Review.......................................................................................................... 5 E. Superior - Subordinate Relationships..................................................................... 6

5. RECLASSIFICATION, PROMOTION, AND Y-RATING ................................................6 A. Reclassification........................................................................................................ 6 B. Y-Rating................................................................................................................... 6 C. Compensation After Promotion or Upward Reclassification ................................. 6

6. WORK WEEK AND WORK SCHEDULES...................................................................7

7. LEAVES ................................................................................................................8 A. Holidays................................................................................................................... 8 B. Personal Holiday ..................................................................................................... 9 C. Vacation .................................................................................................................. 9 D. Sick Leave.............................................................................................................. 11 E. Bereavement Leave .............................................................................................. 12 F. Jury Duty Leave ..................................................................................................... 13 G. Witness Leave ....................................................................................................... 13 H. Professional Development Leave (Sabbatical Leave) ........................................... 14 I. Leave Without Pay ................................................................................................ 15 J. Administrative Leave ............................................................................................ 15

8. LEAVE PAYOFF UPON SEPARATION FROM CITY SERVICE .....................................16 A. Sick Leave Pay-Off................................................................................................. 16 B. Vacation Pay-Off ................................................................................................... 16 C. Administrative Leave Pay-Off ............................................................................... 16

9. HEALTH BENEFITS ..............................................................................................17 A. Cafeteria Plan and Benefits................................................................................... 17 B. Additional Benefits (Non-Cafeteria Plan benefits): .............................................. 20

10. DEFERRED COMPENSATION ...............................................................................20 A. City Contribution to Deferred Compensation ...................................................... 20 B. Employee Contribution to Deferred Compensation............................................. 20 ii
C. Conversion of Sick Leave to Deferred Compensation .......................................... 20

11. INDUSTRIAL INJURY ...........................................................................................21 A. Salary Continuance ............................................................................................... 21 B. Concurrent Sick Leave Usage:............................................................................... 21 C. Benefits Continuation:.......................................................................................... 22

12. Retiree Medical Insurance..................................................................................22 A. Retiree Medical Insurance Program Prior to January 1, 2010:............................. 22 B. Retiree Medical Insurance Program for Employees Hired January 1, 2010 or Later.................................................................................................................. 23 C. Provision Applicable to All Retirees...................................................................... 24 D. Alternative Retiree Medical Program (ARMP)...................................................... 24

13. CALPERS RETIREMENT BENEFITS ........................................................................24

14. MANAGEMENT RIGHTS......................................................................................26

15. ASSOCIATION/CITY DISPUTE RESOLUTION..........................................................26

16. EXEMPT/AT-WILL EMPLOYMENT........................................................................27

17. SAVINGS CLAUSE ...............................................................................................27

18. DUES/FEES DEDUCTION .....................................................................................27 EXHIBIT “A” ....................................................................................................................... 29 LIST OF CLASSIFICATIONS REPRESENTED BY THE ASSOCIATION............................... 29 EXHIBIT “B” ....................................................................................................................... 31 SALARY SCHEDULES................................................................................................... 31 EXHIBIT “C” ....................................................................................................................... 46 DEFINITIONS OF “NEW MEMBER” AND “CLASSIC MEMBER” PER THE PUBLIC EMPLOYEES’ PENSION REFORM ACT OF 2013 – PEPRA............................................ 46

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MANAGEMENT AND PROFESSIONAL EMPLOYEES ASSOCIATION

MEMORANDUM OF UNDERSTANDING
The Management and Professional Employees Association of Beverly Hills, (herein after referred to as “M & P Association”) a formally recognized employee organization, representing all of its members within the Management and Professional Unit (herein after referred to as “Employees”), and duly authorized representatives of the Management of the City of Beverly Hills (herein after referred to as “the City”) have met and conferred in good faith, fully exchanging information, opinions and proposals, and have reached the following agreement (hereinafter referred to as “MOU” or “agreement”) within the scope of representation. A list of all of the classifications represented by the Association is attached to this MOU as Exhibit “A”.

Now, therefore, the parties agree and mutually recommend to the City Council the following for its determination:

1. Integration. This document embodies a written memorandum of the entire understanding and mutual agreement of the parties as required by Government Code Section 3505, et seq. and supersedes all prior Memoranda of Understanding and verbal agreements between the parties hereto. It is recognized that there exists now certain past practices, policies or procedures that are in force and effect which affect wages, hours and working conditions. To that extent, it is agreed that such practices, policies and procedures shall remain in full force and effect during the entire term of this agreement, unless they are inconsistent with the provisions of this MOU, or unless they are changed by agreement of the parties.

2. Term: Unless otherwise specified herein, this MOU shall be effective October 7, 2023 and shall expire on October 2, 2026.

3. The following definitions apply to this MOU:
“Day”: The word “day” in this agreement refers to calendar days unless specifically designated as working days.
“Payroll Year”: refers to the year ending with the last full pay period in December that also has a pay day in December.

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1. SALARIES AND BONUS PROGRAMS
A. Salary Increases:

Effective October 7, 2023, employees will receive a base salary increase of four and one half percent (4.5%).

Effective the pay period including October 1, 2024, employees will receive a base salary increase of four and one half percent (4.5%).

Effective the pay period including October 1, 2025, employees will receive a base salary increase of four and one half percent (4.5%).

The salary schedules for the duration of the MOU are attached hereto as Exhibit “B”.

B. Pay for Performance Program
The City strives to be a high performance organization, to recognize employees as our most important resource, and to value them for their adaptability, dedication, initiative and contributions to meaningful results. The Management and Professional employees are expected to be among the top performing employees in the City. It is through their leadership and performance that the City can achieve its goal of being a high performance organization.

To achieve the goal of high performance, the parties have established this Pay for Performance Program. Under the plan any member of the unit shall be eligible to receive an annual lump sum payment effective at the beginning of the payroll period following which the employee’s eligibility is established.

For the purposes of the Pay for Performance (PFP) program, the City agrees that members of the unit shall be evaluated annually upon their annual evaluation date (usually the anniversary of the date the employee was hired or promoted into their position).

Employees who do not receive their annual performance evaluation within 45 days of its due date, may file a request with the Human Resources Department for issuance of the evaluation, including an assessment of their Pay for Performance pay. The Human Resources Department will contact the City Manager’s office to help ensure the evaluation is issued within 30 days.

The determination as to whether an employee is eligible for Pay for Performance is based on whether they receive a performance evaluation which satisfies the following criteria:
1) the employee receives a total of at least eight (8) points for the ratings of performance categories, valued as follows: two points for each rating of “Exceeds Often” (EP) and one point for each rating of “exceeds sometimes” (ES); and 2) the employee does not receive any performance rating of “Unsatisfactory.”

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If an employee is evaluated in nine (9) of the ten (10) categories on the evaluation, they will be eligible for PFP pay if they receive a total of at least seven (7) points for the ratings on the performance categories. If they are evaluated in either eight (8) or seven (7) of the ten (10) categories on the evaluation, they will be eligible for PFP pay if they receive a total of at least six (6) points. In addition, the parties agree to a reopener regarding the City’s modification to the Performance Evaluation process (including the form) and its impact on the Pay for Performance Program during the term of this MOU. If negotiations regarding modifications to the Performance Evaluation process (including the form) are not completed prior to June 30, 2024, the parties agree that the above shall continue until such time those negotiations are completed.

Employees are eligible to receive up to five percent (5%) of their base salary for Pay for Performance in a lump sum payment. If the employee is eligible for Pay for Performance, the Department Head of the employee will determine the Pay for Performance award.

Evaluations will be issued in accordance with the employee’s normal evaluation period.

However, the determination of PFP awards for all employees who meet the established eligibility criteria will be made following the end of each fiscal year (no later than 60 days following the end of the fiscal year). As an example: An employee whose evaluation period is January 15th – January 14th each year will be eligible for PFP after the end of the Fiscal Year (no later than September 1).

The parties agree that to the extent permitted by law, Pay for Performance pay is special compensation for “classic member” employees as defined in Exhibit C to this MOU and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(1) Incentive Pay - Bonus.

C. Merit Bonus Program
The Merit Bonus Program is designed to recognize exceptional performance within an employee’s own classification, the performance of work associated with a higher-level classification for an extended period of time, or for the execution of special projects in which an employee participates. A Department Head may make a recommendation to the City Manager, as submitted through the Department of Human Resources, that an employee receive a lump sum bonus of 1-10% of their base salary.

The bonus shall not be treated as base salary and shall be in addition to any other compensation or bonuses provided by this MOU.

D. Automobile Usage
No employee in the unit shall be required to utilize their personal vehicle for city business as a condition of employment. An employee whose position is listed as qualifying for an auto allowance and who elects not drive their personal vehicle for City business will not

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receive the auto allowance per the City’s Administrative Regulation Finance.03 Mileage Reimbursement and Automobile Allowance Policies.

2. WELLNESS PAY
The City agrees that employees in the unit will receive two percent (2.0%) of each employee’s annual base pay for wellness pay. Wellness pay is provided to employees to promote wellness. This includes, but is not limited to, purchase of gym memberships, physical fitness equipment or medical exams or treatments designed to improve overall employee health. The City and the Association agree that this form of pay does not qualify as special compensation per Title 2 Section 571 or 571.1 and is therefore not pensionable.

3. OVERPAYMENT
If an employee receives more compensation (whether in the form of salary, overtime or any other form of compensation contained in this MOU), than they are entitled to receive (i.e., is overpaid), the City will inform the employee and the President of the Association.

The City will work with the employee to reconcile the overpayment and if overpaid will work to create a repayment schedule.

If an employee is separating from the City and there is a mutual agreement between the City and employee that the employee has been overpaid, and the amount of the overpayment, the City shall recover the overpayment by reducing the value of the employee’s accrued leaves from which the employee would otherwise be entitled to receive a cash payment. If the value of such accrued leave does not cover the entire overpayment, the employee will still be required to reimburse the City for the remainder of the overpayment. If the value of accrued leaves (for which an employee is entitled to cash out) exceed the overpayment, the employee will still be cashed out for the remainder of their accrued leaves. If there is not an agreement that the employee has been overpaid and the amount of the overpayment, this paragraph shall not apply.

4. APPOINTMENT AND ADVANCEMENT
A. Appointments
The Department Head, with the approval of the Director of Human Resources or the City Manager, as required, may make appointments within the prescribed salary range for any management or professional position.

Normally, every appointment will be made at the first step of the prescribed salary range.

However, in the event an appointment is made at other than Step 1, the Department Head shall submit, in writing, to the Director of Human Resources, recommendations and justification for appointment at other than Step 1.

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Appointments to Step 2 or Step 3 require the approval of the Director of Human Resources. Appointments to Step 4 or Step 5 shall require the additional approval of the City Manager.

B. Merit Step Advancement
Unless otherwise provided by this MOU, every employee shall receive step advancements within the 5-step range in the following manner:

1. For employees appointed at steps 1 through 4: Upon successful completion of one year of service in a classification (i.e., the anniversary date), an employee shall be eligible for a salary step increase to the next step and each year annually thereafter, provided they have received an evaluation with an overall rating of at least satisfactory.

2. Employees shall advance to the next step unless they receive a timely performance evaluation (i.e., within one calendar week of the employee’s anniversary date) indicating that their performance does not merit an increase, in which case, the step advancement may be withheld or delayed.

C. Special Merit Advancement
The City Manager may authorize the advancement of an employee to any step within the prescribed range for that employee’s current position, upon written recommendation of the Department Head, as submitted to the Director of Human Resources. Such salary increases shall be effective on the first day of the pay period following the approval by the City Manager if not otherwise specified by the City Manager. A special merit advancement shall affect the anniversary (and evaluation period) of an employee, causing it to change to the effective date of the special merit advancement. However, if a special merit advancement is provided, the employee will receive an evaluation at that time to ensure that an employee receives an evaluation in the fiscal year to ensure eligibility for Pay for Performance pay following the end of the fiscal year.

D. Salary Review
A member of the Association is permitted to make a request by December 15 of any year to have his/her salary reviewed by the City Manager or designee who will consider the request and respond prior to the City Council budget presentation as to whether an increase is warranted. The City Manager’s decision is totally within his/her discretion and not subject to challenge or appeal per the dispute resolution process of the parties.

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E. Superior - Subordinate Relationships
For the purpose of this section, a superior-subordinate relationship is defined as a relationship in which a classification has the responsibility for the direct supervision of another classification.

In such a relationship, the superior shall be paid a monthly salary rate above their subordinates. When a subordinate's monthly salary rate is equal to or exceeds that which is being paid to their superior, the superior shall receive a special adjustment in an amount which is at least 2.75% above that received by their highest paid subordinate.

At any time the superior's base salary (excluding this salary adjustment) exceeds the base salary of their subordinates, the salary adjustment granted to him/her by this section shall be eliminated.

Excluded from salary computations are any bonuses paid, shift differentials, overtime payments, or any additional payment paid to a position.

5. RECLASSIFICATION, PROMOTION, AND Y-RATING
A. Reclassification
When a position in the unit is reclassified upward, the employee in the position may be appointed to the reclassified position, providing that the employee meets the qualifications established for the reclassified position.

If the employee does not meet both of the above criteria, the reclassified position shall be filled through a recruitment process.

B. Y-Rating
The City may offer to “Y”-rate an employee whose position has been eliminated, reclassified downward, or for some other reason which has caused the compensation of a position to be reduced. In the event an employee in a position is Y,-rated the employee's monthly base salary shall not be increased until the monthly base salary of the position held by that employee exceeds the monthly salary paid to that employee.

C. Compensation After Promotion or Upward Reclassification Every employee who is promoted or who is appointed to a position which is reclassified upward shall be appointed to a step that is at least 5.5% above their current base salary.

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6. WORK WEEK AND WORK SCHEDULES
The workweek for all members of the unit shall be 168 regularly recurring hours. For employees working the 5/8 or 4/10 work schedule, it shall begin on Saturday at 12:00 a.m. and end at 11:59 p.m. the following Friday. For employees working the 9/80 work schedule, each employee's designated FLSA workweek (168 hours in length) shall begin exactly four hours after the start time of their eight hour shift on the day of the week that corresponds with the employee's alternating regular day off.

Every employee is required to work a forty (40) hour workweek, unless otherwise provided by the City Manager.
• A 5/8 schedule consists of a weekly work schedule of 5 consecutive workdays, of 8 work hours each.
• A 9/80 schedule consists of alternate weeks of one week that includes 4 consecutive workdays of 9 hours each, followed by 5 consecutive workdays within the next week, 4 consecutive days of which consist of 9 work hours each and 1 day of 8 work hours.
• A 4/10 schedule consists of a weekly work schedule of 4 consecutive workdays of 10 work hours each.
• Work hours above are consecutive, exclusive of the employee’s unpaid meal break.

The Department Head retains the right to make de minimis changes to the start and end time of the employee(s) work shift schedule (i.e., changing the start time and end time of an employee’s workday by one hour or less). The Department Head will provide 30 days’ notice of such a schedule change. In recognition of the impact that schedule changes have on employees, another such schedule change in the 12-month period following the initial schedule change will require at least 90 days’ notice.

However, any other changes to an employee(s) work schedule may be made by mutual agreement of the parties. In the event a major schedule change (i.e., from a 4/10 to a 9/80 or vice versa) is proposed within a department or City wide, to which the employee(s) has objections or concerns, the Association may request to meet and confer prior to the implementation of the new schedule and the City will meet within 14 days.

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7. LEAVES
A. Holidays
All Employees shall be entitled to the following paid holidays if they were in paid status for the entire day the day before and the day after the holiday, (i.e., either the employee worked or was absent using paid leave for the entire day on such workdays):
▪ New Year's Day January 1
▪ Martin Luther King Day 3rd Monday in January
▪ President's Day 3rd Monday in February
▪ Memorial Day Last Monday in May
▪ Juneteenth June 19
▪ Independence Day July 4
▪ Labor Day 1st Monday in September
▪ Veteran's Day November 11
▪ Thanksgiving Day 4th Thursday in November
▪ Day after Thanksgiving Day after the 4th Thursday in November ▪ Christmas Day December 25
a. If the following holidays (January 1, June 19, July 4, November 11, and December 25) fall on a Saturday, the preceding Friday shall be considered the holiday; if the holiday falls on Sunday, the following Monday shall be considered the holiday. If a holiday falls on a day which is an off day for employees working the 9/80 or 4/10 work schedules, the employee shall receive a floating holiday in lieu of the holiday. Floating holidays may be taken at each employee’s discretion, subject to approval of the Department Head or designee. Generally, these floating holidays may be used after the holiday has occurred unless the employee requests to use the floating day contiguous to the actual holiday. Department Heads or designees will not act unreasonably in granting requests to use floating holidays. Employees may accrue up to five (5) floating holidays. If an employee has five (5) floating holidays on the books, they will not accrue a floating holiday per this paragraph unless they reduce the number of floating holidays by using floating holiday leave to reduce the number of floating holidays below five (5). Per Labor Code section 227.3, floating holiday hours cannot be cashed out at any time. Upon movement to another bargaining unit employees will retain their floating holidays and will accrue further floating holidays according to the terms of that other unit’s MOU.

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B. Personal Holiday
All unit employees shall be entitled to two additional paid holidays each fiscal year.

Employees hired between July 1 and December 31 shall be entitled to two personal holidays for use that fiscal year. Employees hired between January 1 and March 31 shall be credited with one personal holiday for use by June 30 of the same year. Employees hired between April 1 and June 30 will not be credited with any personal holidays until the following fiscal year. The employee shall request these holidays in writing.

Department Heads or designees will not act unreasonably in granting requests to use personal holidays.

Employees are encouraged to use personal holidays during the year they are earned.

Employees may not have more than two personal holidays on the books at any time. If at the end of a fiscal year an employee still has personal holidays on the books, for the following fiscal year, the employee will receive only that amount of personal holidays that will bring the balance to two personal holidays, in accordance with California Labor Code Section 227.3.

For personal holidays, employees receive the number of hours that correspond with their regular work schedule (16 hours for 5/40, 18 hours for 9/80, 20 hours for 4/10.

Personal holidays cannot be cashed out at the end of the year, when moving to a new association, or upon separation from City employment.

If an employee moves into another bargaining group that has personal holiday, they will retain their personal holiday balance and continue to accrue additional hours per the terms of the respective MOU.

C. Vacation

1. Authorization for Taking Vacation
An employee shall make a written request to use vacation in the manner and within the time directed by the Department Head. Every Department Head or designee shall establish a vacation schedule for each calendar year based on employee requests and seniority (defined as length of full-time service with the City) and subject to the Department Head's right to plan work under their control. Once vacation is approved it cannot be rescinded because an employee with more seniority requests vacation during the same time period. The Department Head shall notify employees within a reasonable time whether their request is approved.

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2. Holidays During Vacations
When a holiday falls within an employee's vacation leave, the day will count as a holiday, not vacation.

3. Vacation Accumulation
Vacation credit shall be accrued bi-weekly by employees at the following rates:

FIRST YEAR

OF SERVICE
BEGINNING THE 2ND

YEAR THROUGH
THE END OF THE 14TH

YEAR OF SERVICE
BEGINNING THE 15TH

YEAR OF SERVICE

3.08 Hours
Bi-weekly
80 hrs/year

4.62 Hours
Bi-weekly
120 hrs/year

6.15 Hours
Bi-weekly
160 hrs/year
Employees who have completed fourteen years of service or less may not accumulate more than 400 hours of vacation at any time. Such employees with 400 hours of accumulated vacation on the books will not continue to accrue vacation until their balance falls below 400 hours.

Employees who have completed more than fourteen years of service may not accumulate more than 520 hours of vacation at any time. Such employees with 520 hours of accumulated vacation on the books will not continue to accrue vacation until their balance falls below 520 hours.

By December 15 of each year, employees may make an irrevocable election to cash out up to one hundred and twenty (120) hours which will be earned in the following calendar year, provided that at the time of the cash out, the employee has minimum of 240 hours of accrued vacation leave. To be eligible to cash out in excess of eighty (80) hours (up to the maximum of 120 hours), of accrued vacation, the employee must have used at least forty (40) hours of vacation within the payroll year. Otherwise, the employee will be cashed out of eighty (80) hours of accrued vacation hours.

The employee will be paid for the vacation hours (up to a maximum of one hundred and twenty (120) hours) they irrevocably elected to cash out in January of the following calendar year.

If an employee makes an irrevocable election to cash out vacation in the following calendar year and uses vacation in that subsequent year, the vacation used will come from vacation the employee had earned prior to January 1 of the year the employee has

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elected to cash out vacation. This is to ensure if an employee had a vacation balance prior to January 1, the vacation used will not result in a reduction in the amount of vacation the employee will be eligible to cash out.

In addition to the above, starting in calendar year 2024, an employee who has an “unforeseen emergency” (defined as an unanticipated emergency that is caused by an event beyond the control of the employee and that would result in severe financial hardship to the employee if early withdrawal were not permitted) shall be entitled to make a request to the Director of Human Resources for a payoff of accrued vacation leave. The amount of vacation leave which may be paid off is limited to the amount necessary to meet the emergency. The maximum payoff the employee can receive for an emergency is limited up to one hundred and twenty (120) hours of their accrued vacation leave. These one hundred and twenty (120) hours would be the same one hundred and twenty (120) hours the employee elected to cash out, not an additional one hundred and twenty (120) hours.

The employee’s irrevocable election will be followed regardless of the bargaining unit the employee may be in at the time of the actual cash out. As an example, if an employee is in M&P when the irrevocable election is made (December 15, 2023), but changes to another bargaining unit in 2024, their irrevocable election made as a M&P member will be honored (based on eligibility) when cash out is made.

D. Sick Leave
Every employee shall accrue sick leave at the rate of 3.69 hours for each completed biweekly period of employment. During years in which there are 27 pay dates, there will be no sick leave accrual during the 27th pay date.

1. Use of Sick Leave
Accumulated sick leave may be used by an employee during a period of illness of the employee, child, step-child, parent, spouse, sibling or registered domestic partner. Up to half of the employee’s annual accrual (48 hours) of sick leave may also be used to care for a parent-in-law, grandchild grandparent or “designated person”. A “designated person” is a person identified by the employee at the time they request sick leave.

An employee may designate one person per 12-month period. Employees who run out of sick leave shall be permitted to use other accrued leave for sick leave purposes if approved by their supervisor, and approval shall not be unreasonably withheld.

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2. Sick Leave Incentive
After completion of one full year of service, employees who use twentyeight (28) hours or less of sick leave each payroll year may receive cash payment for up to 28 hours of such sick leave during the month of January of the next succeeding year. The sick leave shall be paid at the employee’s then existing rate of pay.

3. In order to receive the cash payment, by December 15 of each year, employees may make an irrevocable election to cash out up twenty-eight (28) hours of sick leave which will be earned in the following calendar year.

If the irrevocable election is not made, the employee will not have any of their sick leave cashed out in January of the year after it was accrued.

The employee’s irrevocable election will be followed regardless of the bargaining unit the employee may be in at the time of the actual cash out.

As an example, if a member belongs to M&P when the irrevocable election is made (December 15, 2023), but changes to another bargaining group in 2024, their irrevocable election made as a M&P member will be honored (based on eligibility) when cash out is made.

E. Bereavement Leave
Bereavement leave is an absence occasioned by the death of a family member, herein defined as a spouse, parent, grandchild, brother, sister, child, step-child, grandparent, inlaw or registered domestic partner of the employee.

Up to a maximum of forty (40) hours of bereavement leave, per calendar year, (regardless of the number of family deaths) may be used in the event of the death of a family member. In the event an employee needs additional time off for this leave, they may use up to 40 hours of sick leave per calendar year.

Requests for bereavement leave shall be made in writing, when feasible and shall be approved by the Department Head or designee and the Director of Human Resources or designee.

In addition to the above (which allows an employee up to 40 hours of paid bereavement leave as well as the ability to use an additional 40 hours of sick leave for bereavement) there is a right to use additional bereavement leave under the law.

For employees who have been with the City for at least thirty (30) days) who have exhausted both their paid bereavement leave and the five additional days of sick leave which can be used for bereavement, they may use up to five (5) days of bereavement leave for each death of a family member as defined above. This leave under the law must

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be used within three (3) months from the date of death. Although this is not City-paid leave, employees may use any accrued and available leave that is otherwise available to the employee for this purpose.

F. Jury Duty Leave
Upon receipt of a jury summons, employees should notify their Department Head so that the request for jury duty can be considered relative to the pending projects of the department. This notification will give the Department Head and employee an opportunity to discuss whether or not a postponement is necessary.

1. An employee who is called for jury duty shall be compensated (as though they were working) for those hours of absence due to the jury duty that occurs during the employee's regularly scheduled working hours.

Employees are required to provide documentation to Human Resources that they are on jury duty and once completed, documentation from the court that they have completed their jury duty service. This documentation is necessary for employees to receive pay for jury duty.

2. If a unit member is required to be absent from work to report for jury duty, the employee will notify their supervisor of the absence as soon as possible, including the night before if the employee finds out that they must report the next day.

3. An employee on jury duty must either return to work after the jury service is done for the day if there are still four hours left on their shift or call in to their supervisor and ask to use leave to cover the rest of their shift.

G. Witness Leave
Any employee who is required to serve as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding, except if the employee is a party to the proceeding and it is unrelated to their current or past public employment shall be allowed time off with pay (no need to use accrued leaves) to serve as a witness.

If an employee attends any judicial or quasi-judicial proceeding to which they are a party that is unrelated to their current or past public employment, while the City will not provide paid time off to serve as a witness, the employee may use vacation or administrative leave for the time off to serve as a witness. If the employee attends any judicial or quasi-judicial proceeding to which they are a party that is related to their current or past public employment, they shall be allowed time off with pay (no need to use accrued leaves) to attend such proceeding.

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All fees to which the employee is entitled by law for serving as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding shall be paid (less transportation allowance, if any) to the City.

H. Professional Development Leave (Sabbatical Leave)
A City-paid professional development leave of absence (sabbatical leave) program shall be established with the following privileges and restrictions:

1. The granting of sabbatical leaves shall be at the sole discretion of the City Manager and not subject to a challenge, appeal or grievance if denied.

2. Approval of requests for sabbatical leave shall be based on the following criteria:
a. Content of a leave program with a basic requirement that the program be designed to professionally develop the employee in a manner potentially beneficial to their City employment. b. A plan for maintaining work continuity of the employee's duties and responsibilities during their absence, with emphasis placed on development of subordinates through training assignments. c. Coordination with departmental priorities and workload. d. Employee's performance record.
(1) Sabbatical leaves may allow up to Five Hundred Dollars ($500) for expenses.

Sabbatical leaves shall be restricted to one (1) leave, up to ninety (90) calendar days, for each Employee each five (5) years, with not more than five (5) such employees
participating in any one (1) year.
(2) Each participant in Sabbatical Leave Programs shall submit to the City Manager reports summarizing their activities prior to final approval of such programs.
(3) Typical Sabbatical Leave Programs might include
internships, on-loan executive programs, educational
programs, travel study programs, or authorship sabbaticals.

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I. Leave Without Pay
Requests for leaves of absence without pay must be submitted to each employee’s supervisor and approved by the employee’s Department Head or designee and shall be used only if all appropriate accrued leaves (e.g., sick leave may not be exhausted if the leave is not for a medical purpose) have been exhausted. Employees on leave of absence without pay shall not accrue vacation, leave rights, nor shall the City pay for any fringe benefits, except as required by law. Decisions whether to grant such a leave will be made based on operational needs of the Department.

J. Administrative Leave
Each employee will be granted 80 hours of Administrative Leave (a pro-rated amount for the first year in the unit from when the employee becomes a member of the unit) each calendar year (all of which is available for use starting on January 1 of each year, but which accrues (for purposes of cash-out in case a unit member leaves the City) pro-rata during each pay period throughout the year) pursuant to the following:

1. Administrative Leave shall be granted in recognition of work performed above normal work hours and the nature of the work performance and expectations placed upon employees. Use of Administrative Leave shall be approved by the employee’s Department Head or designee, noting the needs of the department and the necessity of having Management and Professional employees available for the effective functioning of the department.

2. Administrative Leave as provided herein is non-cumulative between calendar years. At the end of each calendar year, employees will receive cash payment for up to 40 hours of Administrative Leave earned but not taken as time off by the end of the payroll year. If, after cashing out Administrative Leave, an employee still has Administrative Leave on the books (because the employee had in excess of 40 hours of Administrative Leave on the books), for the following calendar year they will only accrue (during each pay period) that amount of Administrative Leave which (when added to the carried over Administrative Leave from the prior calendar year) will result in the employee accruing 80 hours of leave. For example, if an employee has 60 hours of Administrative Leave at the end of the year and is cashed out 40 of those hours, in the following calendar year, they will accrue 60 hours of Administrative Leave. This is so, notwithstanding that they may use their annual allotment of such leave during any time during the year.

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8. LEAVE PAYOFF UPON SEPARATION FROM CITY SERVICE
A. Sick Leave Pay-Off
Employees who have seven (7) or more continuous years of service shall be eligible for all accumulated sick leave pay-off upon separation from employment with the City, as set forth below.

The rate of sick leave payoff shall be calculated as follows:

1. For the first 7 full years of service - 21% of accumulated sick leave.

2. For each year after the seventh year - 5% of accumulated sick leave per full year of service. The maximum rate of sick leave payoff when this paragraph and the preceding paragraph are combined is 100%.

3. Sick leave payoff shall be calculated at the rate of pay received by the employee at the time of separation. Each employee eligible to receive sick leave payoff shall receive the payoff at the time of the processing of their final paychecks at the time of separation.

B. Vacation Pay-Off
An employee who separates from City service shall be paid for all accumulated vacation at the time of separation at their rate of pay in effect at the time of separation. An employee shall not have the option of utilizing accumulated vacation, in lieu of receiving vacation pay-off at the time of separation.

C. Administrative Leave Pay-Off
An employee who separates from City service shall be paid for the pro-rata share of administrative leave they have earned based on the number of completed weeks worked for the year.

If at the time of separation in the calendar year, an employee has used more administrative leave than they have earned (since it is available for use at the beginning of a calendar year but earned proportionally. i.e., 1/26 per pay period throughout the year) the additional hours will be deducted from leave cash outs available to the employee.

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9. HEALTH BENEFITS
A. Cafeteria Plan and Benefits

1. Cafeteria Plan Benefits:

Any language contained in this MOU which is also contained in the cafeteria plan documents is done so for the convenience of the parties.

However, the parties agree that all of the provisions of the cafeteria plan documents (whether included in this MOU or not) are applicable and binding on the parties to this MOU. Medical, dental and optical benefits are provided through the provision of a cafeteria plan adopted in accordance with the provisions of IRS Code § 125.

2. The Purchase of Optional Benefits Through the Cafeteria Plan:

The cafeteria plan offers employees the opportunity to purchase medical, dental, and optical insurance as provided below.

Employees who are enrolled in health insurance coverage receive a monthly City contribution for the purchase of the optional medical, dental, and optical insurance benefits that is inclusive of the CalPERS statutory minimum. From adoption of the MOU through December 31, 2023, employees who are enrolled at the employee or employee + 1 level receive $2,250.00 per month. Employees who are enrolled at the employee + family level receive $2,450.00 per month.

Effective January 1 of each year of the MOU, the monthly City contribution for the purchase of the optional medical, dental, and optical insurance benefits that is inclusive of the CalPERS statutory minimum shall be as follows:

COVERAGE LEVEL

TOTAL CITY

CONTRIBUTION

EFFECTIVE
JANUARY 1, 2024

TOTAL CITY

CONTRIBUTION

EFFECTIVE
JANUARY 1, 2025

TOTAL CITY

CONTRIBUTION

EFFECTIVE
JANUARY 1, 2026
Employee Only: $2,250 $2,250 $2,250
Employee Plus One
Dependent:
$2,300 $2,350 $2,400
Employee Plus Family: $2,550 $2,650 $2,750

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3. The Receipt of Cash Through the Cafeteria Plan:

Employees who opt out or who are enrolled in health insurance coverage at the employee only or employee + 1 level will be eligible to receive cash up to a maximum of $500 per month ($400 per month for employees enrolled in health insurance coverage at the employee + family level) (subject to taxation as wages) through the cafeteria plan if they either opt out of receiving one of the optional benefits provided through the plan or if they choose optional benefits that do not cost as much as the maximum dollar amount they receive through the plan.
a. Medical Insurance
The City contracts with the Public Employees’ Retirement System for medical insurance coverage of eligible employees and retirees.

Eligible new hires are covered under the program on the first day of the month following the employee’s hire date. The City will contribute the PERS statutory minimum on behalf of each participant in the program.

Eligible employees may select any of the HMO and PPO medical insurance plans offered by CalPERS:

If CalPERS changes any of the medical insurance plans by either adding to or deleting the plan options described above, employees will be limited to those plan options offered by CalPERS.

For each of the plans, employees will also be able to choose the benefit for the employee, employee + 1 or employee + family.

Covered employees are required to participate in CalPERS medical insurance under one of the available options. However, an employee may opt out of medical insurance if the employee is able to demonstrate to the City’s satisfaction that they have minimum essential coverage as defined by the Affordable Care Act, (through another source other than coverage in the individual market, whether or not obtained through Covered California). If at any time during the term of the MOU, the City is subject to penalties under the ACA, the parties agree to reopen negotiations on that provision of the cafeteria plan subjecting the City to such penalties for the limited purpose of making changes to ensure that such penalties are avoided.

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b. Dental Insurance
Employees shall also have the ability to select from two levels of dental insurance from the City’s dental insurance provider. The City reserves the right to change dental insurance providers if necessary. If it does, employees will be provided with similar benefits with the new provider. As with medical insurance, employees will have the options of: employee, employee + 1 or employee + family. Employees do not have to choose any dental insurance and need not provide proof of dental insurance from another source.
c. Optical Insurance
Employees shall also have the ability to select from two levels of optical insurance from the City’s optical insurance provider. The City reserves the right to change optical insurance providers if necessary. If it does, employees will be provided with similar benefits with the new provider. As with medical insurance, employees have the options of: employee, employee + 1 or employee + family. Employees do not have to choose any optical insurance and need not provide proof of optical insurance from another source.

4. Employee Contributions for Benefit Options: If an employee chooses optional benefits whose aggregate cost exceeds the total City contributions to the Cafeteria Plan, the City will automatically deduct the excess amount on a pre-tax basis from the employee’s bi-weekly payroll.

5. Flexible Spending Accounts: The cafeteria plan will also offer employees the opportunity to participate in both a health care and dependent care flexible spending account (each an FSA) whereby employees will be able to defer up to the maximum permitted by law for the health care FSA and the dependent care FSA) to pay for any eligible out of pocket expenses related to health care or dependent care on a pre-tax basis. The provisions of both of these FSA’s will be provided in a plan document. The plan document will be available to each eligible employee upon request.

Essentially, before January 1 of every year, employees will be able to elect to have their compensation (up to the aforementioned limits) for the upcoming year deducted biweekly and contributed on a pre-tax basis to the FSA. During the year (and for a short grace period thereafter), an employee can receive reimbursements under the FSA for covered expenses incurred during the year, up to the amount of the employee’s

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contributions for the year. The FSA deductions will be withheld from employees’ regular payroll.

B. Additional Benefits (Non-Cafeteria Plan benefits):

1. City Provided Long Term Disability Insurance: The City provides long term disability insurance for each employee which provides for two-thirds (2/3) of monthly salary up to a maximum of $13,000 per month, with a 30-day elimination period. Employees may use accrued leaves to supplement payments received by the disability insurance plan. However, the employee may not receive more than 100% of their regular wages.

2. City Provided Term Life Insurance: The City will provide for each employee a term life insurance policy valued at $125,000.

3. Supplemental Term Life Insurance: Employees may also purchase supplemental term life insurance, if available, with deductions from their bi-weekly compensation as designated by each employee. Although employees may use cash wages they receive through the cafeteria plan (if applicable) to purchase supplemental term life insurance, they cannot defer cash wages they receive through the cafeteria plan directly into the purchase of supplemental term life insurance. It must be a deduction from their paycheck.

10. DEFERRED COMPENSATION
A. City Contribution to Deferred Compensation
The City shall contribute $50.00 per month on behalf of each employee to the City's deferred compensation plan.

B. Employee Contribution to Deferred Compensation
Employees may elect to contribute from their regular wages deferred compensation up to the IRS-established limits. In accordance with the tax rules, any cash that an employee may receive through the cafeteria plan may not be deferred to the employee’s deferred compensation accounts.

C. Conversion of Sick Leave to Deferred Compensation
Employees may choose to contribute part of their accumulated sick leave to deferred compensation. Per IRS regulations, converted sick leave may only be used to fund “catch up” contributions to deferred compensation, therefore, an employee must first contribute the maximum to their respective deferred compensation account before they

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are permitted to use their sick leave to make “catch up” contributions. The following restrictions apply to this program:

1. The employee must have a minimum of 15 years of service with the City of Beverly Hills.

2. The employee’s sick leave balance cannot be reduced below 500 hours by the contribution.

3. Contribution amounts and deferral limits will be governed by IRS Code restrictions and the deferred compensation plan rules related to “catchup” contributions.

4. An employee may only convert the amount of sick leave they would be eligible to receive if they separated from service at the time of the sick leave conversion to deferred compensation.

11. INDUSTRIAL INJURY
A. Salary Continuance
In the event of a work-incurred injury sustained by an employee, the City shall continue to pay the gross salary, less legally required deductions, to the injured employee for a period not to exceed ten (10) working days.

Employees shall not receive a monetary amount greater than they would receive if they had been working under normal conditions. Any disability indemnity received by the employee from the State of California for the purpose of insuring a work-incurred injury for which the employee is receiving extended disability salary continuance from the City shall be paid to the City for the first ten (10) working days of absence due to injury in order to qualify for this pay.

For any employee to qualify for this pay, the Department Head must notify Human Resources in writing immediately upon receiving knowledge of a work incurred injury.

B. Concurrent Sick Leave Usage:

Any employee entitled to receive temporary disability indemnity may elect (for a period not to exceed twelve (12) months after they first make such election) to use as much of their accumulated sick leave or vacation (sick leave must be used first) as when added to their disability indemnity will result in a payment to him/her of not more than their full salary.

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C. Benefits Continuation:

In the event an employee is on a leave without pay as a result of an industrial injury, the City shall pay the PERS statutory minimum for that employee (assuming the employee wants medical, dental or vision coverage from the City) for up to the duration of the leave.

In addition, outside of PEMHCA, assuming the employee wants to be covered by medical, dental or vision insurance the employee shall receive their additional cafeteria plan contribution (up to the maximum amount provided above) amount for one month for each year of full service up to one year. If an employee chooses to opt out of insurance and receive cash as described above, they will be eligible to receive that cash for one month for each year of full service up to one year.

12. RETIREE MEDICAL INSURANCE
A. Retiree Medical Insurance Program Prior to January 1, 2010:

1. For employees hired or promoted into the Management & Professional unit between December 2, 1997 and December 31, 2009:

To qualify for retiree medical insurance, an employee shall:
a. Complete a minimum of five (5) years of full-time employment with the City of Beverly Hills which need not be entirely within the bargaining unit; and
b. Receive a service retirement from the City of Beverly Hills; and c. Not perform any paid work in excess of 960 hours per fiscal year for a PERS contracting agency following retirement from the City of Beverly Hills.

Upon these conditions and subject to the provisions below, the City shall pay the difference between the PERS statutory minimum and the actual cost of medical insurance, up to the single party rate of the PERS Platinum plan for employees who continue CalPERS medical coverage after retirement. The retiree will receive a reimbursement check or electronic funds transfer for the difference between the single party rate of the PERS Care Plan and the PERS statutory minimum and the City will pay the statutory minimum directly to PERS as follows:
a. The City will pay 25% of the cost of the insurance premium. b. The City will pay an additional 5% of the cost of the insurance premium for each year of employee total service with the City of Beverly Hills up to 20 years. For example, the City will pay 40% of

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the cost of the insurance premium after the completion of eight years, 60% after the completion of 12 years, 80% after the completion of 16 years and 100% after the completion of 20 years. c. Employees who retire, as discussed above, with 20 or more years of total service with the City of Beverly Hills will be entitled to receive 100% of the cost of the difference between the PERS statutory minimum and the actual cost of the medical insurance up to the PERS Care single party insurance premium with the City paying the statutory minimum to PERS.
d. The City will not pay more than 100% of the cost of a retiree’s insurance premium.
e. Retirees and their dependents will not be permitted to receive cash back options per the cafeteria plan.
f. In the event of the death of a retired employee, the City shall continue to pay the single party coverage for the spouse up to the rate of the PERS Care Plan.

2. To the extent that any provisions of AB 410 (effective January 1, 2014) are contrary to those provided herein, the provisions of AB 410 shall apply.

B. Retiree Medical Insurance Program for Employees Hired January 1, 2010 or Later

1. For Employees Hired On or After January 1, 2010
Employees hired by the City into the unit on or after January 1, 2010 who retire from the City will receive the PERS statutory minimum.

In addition, for employees hired into the unit as new employees of the City on or after January 1, 2010, in lieu of additional retiree medical insurance benefits, the City shall, while the employees are working for the City, contribute the sum of $300 per month ($150.00 per pay period) for twenty-four (24) pay periods – there will be no contribution in the third pay period of any month which has three pay periods to a retirement health account on behalf of such employees.

For employees who promote into the unit after January 1, 2010 who were City employees as of December 31, 2009, they will receive retiree medical benefits (based on their years of service with the City) in accordance with

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the benefits of this MOU as though they were a member of the bargaining unit prior to January 1, 2010.

C. Provision Applicable to All Retirees
Any retiree whose City contribution for retiree medical insurance is insufficient to cover the actual cost of such insurance for the retiree and their eligible dependents can select any CalPERS plan and pay the additional cost directly to CalPERS.

D. Alternative Retiree Medical Program (ARMP)
Notwithstanding any provision above, employees in the unit who have previously voluntarily chosen to participate in the Alternative Retiree Medical Program (ARMP) will not receive retiree medical benefits from the City. Their choice of ARMP was made in lieu of receipt of the retiree medical benefit provided above.

13. CALPERS RETIREMENT BENEFITS
The City contracts with CalPERS for retirement benefits. The definitions of “new member” and “classic member” are set forth in Exhibit “C”.

A. For “Classic Member” Employees

1. Retirement Formula: The City is in CalPERS and contracts with CalPERS to provide the 2.5% at 55 retirement formula set forth in California Government Code § 21354.4.

2. Single Highest Year: The City’s contract with the CalPERS provides for the “Single Highest Year” final compensation period for classic member employees, per Government Code Section 20042.

3. Payment of Employee/Member Contribution: Classic Members pay their 8% Member Contribution. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

B. For “New Members” As Defined By the Public Employees’ Pension Reform Act of 2013 (PEPRA)

1. Retirement Formula: Unit members who are defined as “new members” under the PEPRA, are covered by the 2% @ 62 formula provided for by the Public Employees’ Retirement Law at Government Code section 7522.20(a).

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2. Retirement Benefit Calculation Period: For unit members defined as “new members” under the PEPRA such employees’ final compensation will be based on the highest annual average compensation earnable during the three consecutive years of employment immediately preceding the effective date of their retirement or any other three consecutive year period chosen by the employee as set forth in Government Code section 7522.32(a).

3. Payment of Employee/Member Contribution: New member employees are responsible for paying the employee contribution of one-half of the total normal cost of the plan, as defined by CalPERS, through a payroll deduction. . The cost sharing provision below does not change this responsibility for paying one-half the normal cost, which is defined in the annual actuarial valuation report provided by CalPERS. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

In addition, new members will pay additional amount for their retirement contribution as cost sharing in accordance with Government Code section 20516(f). That amount will be the difference between the half the normal cost amount and eight percent so that their total retirement contribution will be eight percent (8%). If the half the normal cost rate equals or exceeds eight (8%) employees will not be required to cost share.

C. Optional Benefits For All Employees

1. 1959 Survivor’s Benefit: The City is under contract with CalPERS which provides level 4 coverage under the 1959 Survivor’s Benefit, per Government Code section 21574.

2. Pre-Retirement Option 2 Benefit: The City’s contract with CalPERS provides the Pre-Retirement Optional Settlement 2 Benefit as set forth in Government Code § 21548 for Employees.

3. Military Service Credit: The City’s contract with CalPERS provides the Military Service Credit option set forth in Government Code section 21024.

4. Pre-Retirement Death Benefits: The City’s contract with CalPERS provides the benefit known as the pre-retirement death benefits to continue after remarriage of survivor as set forth in Government Code section 21551.

5. Cost of Living Allowance: The City’s contract with CalPERS provides the benefit known as the 2% Cost of Living Allowance Increase as set forth in Government Code section 21329.

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6. Retired Death Benefit: The City’s contract with CalPERS provides the $500 Retired Death benefit as set forth in Government Code section 21620.

7. Prior Service: The City’s contract with CalPERS provides the prior service benefit as set forth in Government Code section 20055.

14. MANAGEMENT RIGHTS
Except as limited by the specific and express terms of this MOU, the City hereby retains and reserves unto itself all rights, powers, authority, duty and responsibilities confirmed on and vested in it by the law and the Constitution of the State of California and/or United States of America.

The management and the direction of the work force of the City is vested exclusively in the City, and nothing in this MOU is intended to circumscribe or modify the existing rights of the City including but not limited to the direction of the work of its employees; the right to layoff hire, promote, demote, transfer, assign, schedule (except as otherwise provided within this MOU); suspend or discharge employees at will since all employees in the bargaining unit are at-will employees; to maintain and improve the efficiency of governmental operations; to subcontract out any services which the City deems appropriate to contract out; to relieve employees from duties because of lack of work or funds with no right of appeal to take action as may be necessary to carry out the City’s mission and services in emergencies; to determine the methods, means and appropriate job classifications, organizational structure and personnel by which the operations are to be carried out; and to establish reasonable performance standards for personnel, including but not limited to qualifications and quantity standards. If the City subcontracts out any bargaining unit work, the City shall present the M&P Association with any request for proposal being publicly disseminated. The M&P Association shall also receive copies from the City of all RFP submissions within one week of the close of the time for RFP’s to be submitted. In addition to the foregoing, the parties agree that the City may demand to meet and confer over the subject of furloughs.

15. ASSOCIATION/CITY DISPUTE RESOLUTION
The City and M&P Association agree that the cause of quality public services for the citizens of Beverly Hills can be materially assisted through the timely resolution of employment disputes in the least formalistic way possible, and through the maintenance of high employee morale. To that end, the City and M&P Association hereby agree to establish the Association/City Dispute Resolution program. Any alleged violation, misinterpretation or misapplication of past practices and this MOU that cannot be settled informally with discussions between the Association and the Director of Human Resources may be submitted by the Association or an individual employee to the arbitration process described below. Any such alleged violation, misinterpretation or misapplication of past practices and this MOU must be filed within 60 days of the date

Page 27 of 46 ends

the employee or Association had actual notice or was provided with sufficient information that they should have known of their right to file as a grievance/dispute. The parties may also mutually agree to submit their dispute to mediation as a way of resolving it.

The City will request a list of seven arbitrators from the State Mediation and Conciliation Service. Once the list is received, the parties will flip a coin as to who shall strike first.

After the parties have stricken names from the list, an arbitrator will be chosen. The parties will then cooperate with each other and coordinate a date for an arbitration with the chosen arbitrator. The arbitrator will prepare a written report, after conducting a hearing on the issue, of their findings and proposed resolution of the dispute for submission to the City Manager. The City Manager shall accept, reject or modify the arbitrator’s proposed resolution. If the City Manager fails to accept, reject or modify the arbitrator’s resolution within thirty (30) days of receipt by the City Manager, it shall be deemed accepted.

16. EXEMPT/AT-WILL EMPLOYMENT
Employees are exempt from Civil Service, and serve at the will and pleasure of the Department Head pursuant to Beverly Hills Municipal Code Section 2-5.206. At will employment is defined by Labor Code § 2922. The parties acknowledge that all bargaining unit employees are at-will as defined by section 2922.

17. SAVINGS CLAUSE
If any benefit or provision of this MOU is deemed by a court of competent jurisdiction to be illegal or otherwise unenforceable, the remaining benefits or provisions of this MOU shall remain in full force and effect. In the event of such invalidation, the City and Association shall meet and confer in good faith concerning the invalidation of the provision, including whether a replacement benefit or provision is appropriate.

18. DUES/FEES DEDUCTION
The City agrees that it shall, upon the written request of the Association’s President, deduct dues and/or fees from the payroll checks of employees employed in classifications represented by the Association, and to transfer the total sum of the dues and/or fees deducted to the Association on a biweekly basis. Dues and/or fees may be specified by the Association to be a flat dollar amount or a percentage of salary. Dues deductions shall be authorized in writing by the individual employee. It is the responsibility of the Association to advise the City of new employees who authorize dues deductions. Such deductions will be made on a prospective basis.

19. EDUCATIONAL REIMBURSEMENT

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Employees in the unit shall be eligible for tuition reimbursement In accordance with the requirements of Administrative Regulation, Number HR.06.

MANAGEMENT AND PROFESSIONAL EMPLOYEES ASSOCIATION
_________________________ __________________________
Craig Crowder Date
_________________________ __________________________
Ani Keshishian Date
________________________ __________________________
Robert Sahagun Date
________________________ __________________________
Robert Wexler Date

FOR THE CITY OF BEVERLY HILLS
_________________________ __________________________
Shelley Ovrom Date
________________________ __________________________
Kirsten Rowe Date
________________________ __________________________
Tatiana Szerwinski Date
_________________________ __________________________
Peter Brown Date

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EXHIBIT “A”

LIST OF CLASSIFICATIONS REPRESENTED BY THE ASSOCIATION
Accounting Manager
Administrative Services
Manager
Art Director
Assistant Administrative
Services Manager
Arts and Culture Program
Associate
Assistant Division Commander
Assistant Project Administrator
Assistant Property Manager
Assistant to the City Manager
Associate Planner
Associate Project Manager
Audit and Permit Admin
Budget Manager
Budget & Financial Analyst
Building Inspection Manager
Building & Vehicle Maintenance
Superintendent
Building Services Manager
City Arborist
Civil Engineer
Client Support Administrator
City Arborist
Code Enforcement Manager
Commercial Services Manager
Community Development
Information Coordinator
Community Services Manager
Community Outreach Manager
Crime and Intelligence Analyst
Customer Services Manager
Customer Relations
Coordinator
Customer Relations Manager
Data Center Manager
Deputy Building Official
Deputy City Clerk
E-Government Manager
Emergency Management
Manager
EMS Administrator
Emergency Medical Services
(EMS) Programs Administrator
Engineering Services Manager
Environmental Compliance &
Sustainability Program
Manager
Environmental Programs
Officer
Environmental Project Manager
Facilities Superintendent
Fire Administrator
Fleet and Facilities Manager
Geographic Information
Systems (GIS) Coordinator
Geographic Information
Systems (GIS) Integrator
Human Resources Analyst
Human Resources Manager
Human Services Administrator
Human Services Outreach
Manager
IT Operations Officer
Library Administrator
Librarian III
Library Circulation Supervisor
Library Services Manager
Maintenance Superintendent
Management Analyst
Marketing and Economic
Sustainability Manager
Multimedia Services Manager
Municipal Affairs program
Manager
Network Manager
Network Integrator
Office Manager
Operations Manager
Organizational Development
Manager
Park & Urban Forest Manager
Parking Operations Manager
Parking Services Manager
Parks Superintendent
Payroll Program Manager
Permit (Center) Manager
Plan Review and Building
Inspection Manager
Plan Review Engineer/Architect
Plan Review Manager
Plan Reviewer
Planning and Research Analyst
Plant Engineer
Principal Accountant
Principal Auditor
Principal Civil Engineer
Principal Performance Auditor
Principal Planner
Project Administrator
Project Development Manager
Project Manager
Project Review Manager
Property and Crime Lab
Manager
Public Information Manager
Public Relations Manager
Public Safety Communications
Manager
Public Works Services Manager
Purchasing Analyst
Purchasing Services Manager
Real Estate/Property Manager
Real Property Development
Manager
Records & Archives Manager
Police Records Manager
Recreation Services Manager
Revenue Operations
Investigator
Revenue Manager
Revenue Officer
Revenue Operations
Administrator
Revenue Services Manager
Risk Manager
Risk Management and Benefits
Analyst
Risk Management Specialist
Safety Officer
Information Security Analyst
Senior Budget & Financial
Analyst
Senior Contract Administrator
Senior Human Resources
Analyst
Senior Librarian
Senior Management Analyst
Senior Planner
Senior Transportation Engineer
Senior Plan Review
Engineer/Architect
Senior Project Civil Engineer
Software Manager
Solid Waste Manager
Street Operations Manager
Street Services Manager
Structural Engineer
Supervising Building Inspector
Supervising Crime &
Intelligence Analyst
Supervising Plan Review
Engineer
Support Services Manager
Sustainability Programs
Manager
Systems Integrator
Technology Operations Officer
Traffic Engineer
Training & Organizational
Development Coordinator
Transportation Operations
Manager
Transportation Planner
Transportation Planning
Analyst
Urban Designer
Utility Services Manager
Water Conservation
Administrator
Water Resources and
Operations Manager
Water Resources Manager
Water Quality Specialist
Web Developer
Web Coordinator

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EXHIBIT “B”

SALARY SCHEDULES

MANAGEMENT AND PROFESSIONAL ASSOCIATION SALARY SCHEDULE Effective 10/07/2023
Class
Code
Classification Title Salary
Grade
Step 1 Step 2 Step 3 Step 4 Step 5
6000 Accounting Manager 500-M-75 $11,739.62 $12,394.24 $13,085.23 $13,814.80 $14,585.12 Administrative Services
Manager
500-M-48 $8,973.90 $9,474.14 $10,002.50 $10,560.12 $11,149.03 4585 Art Director 500-M-45 $8,709.91 $9,195.62 $9,708.27 $10,249.59 $10,821.01 5576 Arts and Culture Program
Associate
500-M-20 $6,791.80 $7,170.48 $7,570.38 $7,992.37 $8,438.02 Assistant Administrative
Services Manager
500-M-17 $6,592.05 $6,959.66 $7,347.68 $7,757.26 $8,189.84 Assistant City Engineer 500-M-59 $10,011.80 $10,570.09 $11,159.38 $11,781.64 $12,438.52 3004 Assistant Division
Commander
500-M-76 $11,857.00 $12,518.13 $13,216.09 $13,952.90 $14,730.93 5116 Assistant Project
Administrator
500-M-24 $7,067.63 $7,461.68 $7,877.67 $8,316.87 $8,780.50 Assistant Property Manager 500-M-20 $6,791.80 $7,170.48 $7,570.38 $7,992.37 $8,438.02 5512 Assistant to the City
Manager
500-M-67 $10,841.36 $11,445.84 $12,083.98 $12,757.77 $13,469.07 5090 Associate Planner 500-M-32 $7,653.16 $8,079.89 $8,530.31 $9,005.95 $9,508.08 5070 Associate Project Manager 500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 3550 Audit & Permit
Administrator
500-M-41 $8,370.11 $8,836.69 $9,329.45 $9,849.62 $10,398.88 6035 Budget & Financial Analyst 500-M-50 $9,154.20 $9,664.61 $10,203.50 $10,772.34 $11,372.99 6029 Budget Manager 500-M-65 $10,627.71 $11,220.35 $11,845.98 $12,506.35 $13,203.62 Building & Vehicle
Maintenance Supt.
500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 5023 Building Inspection Manager 500-M-65 $10,627.71 $11,220.35 $11,845.98 $12,506.35 $13,203.62 Building Services Manager 500-M-63 $10,418.39 $10,999.32 $11,612.48 $12,259.96 $12,943.57 3729 City Arborist 500-M-55 $9,621.20 $10,157.64 $10,723.94 $11,321.91 $11,953.15 5110 Civil Engineer 500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 Client Support Administrator 500-M-58 $9,912.79 $10,465.39 $11,048.94 $11,664.99 $12,315.29 5050 Code Enforcement Manager 500-M-44 $8,623.65 $9,104.48 $9,612.18 $10,148.13 $10,713.91 Commercial Services
Manager
500-M-33 $7,729.67 $8,160.62 $8,615.60 $9,096.02 $9,603.16 Communication and ID
Bureau Manager
500-M-60 $10,111.97 $10,675.69 $11,271.01 $11,899.43 $12,562.90 5514 Communications and
Marketing Coordinator
500-M-45 $8,709.91 $9,195.62 $9,708.27 $10,249.59 $10,821.01

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5515 Community Outreach
Manager
500-M-64 $10,522.49 $11,109.21 $11,728.68 $12,382.57 $13,072.97 5522 Community Services
Manager
500-M-64 $10,522.49 $11,109.21 $11,728.68 $12,382.57 $13,072.97 3096 Crime and Intelligence
Analyst
500-M-41 $8,370.11 $8,836.69 $9,329.45 $9,849.62 $10,398.88 6176 Customer Relations
Coordinator
500-M-27 $7,281.76 $7,687.76 $8,116.44 $8,568.91 $9,046.75 6177 Customer Relations
Manager
500-M-44 $8,623.65 $9,104.48 $9,612.18 $10,148.13 $10,713.91 Customer Services Manager 500-M-17 $6,592.05 $6,959.66 $7,347.68 $7,757.26 $8,189.84 4501 Data Center Manager 500-M-77 $11,975.63 $12,643.31 $13,348.24 $14,092.54 $14,878.38 4999 Deputy Building Official 500-M-84 $12,839.49 $13,555.27 $14,311.16 $15,109.07 $15,951.57 6095 Deputy City Clerk 500-M-55 $9,621.20 $10,157.64 $10,723.94 $11,321.91 $11,953.15 5065 E-Government Manager 500-M-42 $8,453.80 $8,925.02 $9,422.79 $9,948.15 $10,502.74 6063 Emergency Management
Manager
500-M-52 $9,338.23 $9,858.85 $10,408.64 $10,988.91 $11,601.55 3044 EMS Administrator 500-M-90 $13,629.37 $14,389.20 $15,191.58 $16,038.58 $16,932.91 3045 EMS Programs Administrator 500-M-78 $12,095.34 $12,769.72 $13,481.75 $14,233.44 $15,027.01 5064 Engineering Services
Manager
500-M-85 $12,967.88 $13,690.83 $14,454.27 $15,260.16 $16,111.08 5134 Env. Compliance & Sust.

Programs Manager
500-M-67 $10,841.36 $11,445.84 $12,083.98 $12,757.77 $13,469.07 Environmental Programs
Officer
500-M-42 $8,453.80 $8,925.02 $9,422.79 $9,948.15 $10,502.74 Environmental Project
Manager
500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 3705 Facilities Superintendent 500-M-54 $9,525.99 $10,057.09 $10,617.82 $11,209.83 $11,834.77 3046 Fire Administrator 500-M-56 $9,717.36 $10,259.10 $10,831.18 $11,435.08 $12,072.69 3554 Fleet and Facilities Manager 500-M-67 $10,841.36 $11,445.84 $12,083.98 $12,757.77 $13,469.07 3555 Fleet Manager 500-M-54 $9,525.99 $10,057.09 $10,617.82 $11,209.83 $11,834.77 4520 GIS Coordinator 500-M-58 $9,912.79 $10,465.39 $11,048.94 $11,664.99 $12,315.29 4521 GIS Integrator 500-M-50 $9,154.20 $9,664.61 $10,203.50 $10,772.34 $11,372.99 6070 Human Resources Analyst 500-M-27 $7,281.76 $7,687.76 $8,116.44 $8,568.91 $9,046.75 6065 Human Resources Manager 500-M-78 $12,095.34 $12,769.72 $13,481.75 $14,233.44 $15,027.01 5500 Human Services
Administrator
500-M-78 $12,095.34 $12,769.72 $13,481.75 $14,233.44 $15,027.01 5505 Human Services Outreach
Manager
500-M-64 $10,522.49 $11,109.21 $11,728.68 $12,382.57 $13,072.97 4010 Librarian III 500-M-33 $7,729.67 $8,160.62 $8,615.60 $9,096.02 $9,603.16 Library Administrator 500-M-80 $12,338.49 $13,026.35 $13,752.74 $14,519.52 $15,329.14 4015 Library Circulation
Supervisor
500-M-26 $7,209.67 $7,611.63 $8,035.99 $8,484.07 $8,957.11

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4005 Library Services Manager 500-M-70 $11,169.83 $11,792.71 $12,450.12 $13,144.36 $13,877.23 Maintenance
Superintendent
500-M-55 $9,621.20 $10,157.64 $10,723.94 $11,321.91 $11,953.15 6115 Management Analyst 500-M-27 $7,281.76 $7,687.76 $8,116.44 $8,568.91 $9,046.75 5525 Marketing and Econ Sust.

Manager
500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 4550 Multimedia Services
Manager
500-M-77 $11,975.63 $12,643.31 $13,348.24 $14,092.54 $14,878.38 6109 Municipal Affairs Analyst 500-M-54 $9,525.99 $10,057.09 $10,617.82 $11,209.83 $11,834.77 6108 Municipal Affairs Program
Manager
500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 4516 Network Manager 500-M-77 $11,975.63 $12,643.31 $13,348.24 $14,092.54 $14,878.38 4523 Network Integrator 500-M-50 $9,154.20 $9,664.61 $10,203.50 $10,772.34 $11,372.99 6105 Office Manager 500-M-37 $8,043.45 $8,491.98 $8,965.43 $9,465.33 $9,993.06 6080 Organizational Development
Manager
500-M-65 $10,627.71 $11,220.35 $11,845.98 $12,506.35 $13,203.62 3730 Park and Urban Forest
Manager
500-M-72 $11,394.38 $12,029.74 $12,700.45 $13,408.59 $14,156.13 3736 Parks Superintendent 500-M-55 $9,621.20 $10,157.64 $10,723.94 $11,321.91 $11,953.15 3585 Parking Services Manager 500-M-68 $10,949.74 $11,560.29 $12,204.77 $12,885.35 $13,603.80 6001 Payroll Program Manager 500-M-65 $10,627.71 $11,220.35 $11,845.98 $12,506.35 $13,203.62 Permit Manager 500-M-44 $8,623.65 $9,104.48 $9,612.18 $10,148.13 $10,713.91 5000 Plan Review and Bldg. Insp.

Manager
500-M-67 $10,841.36 $11,445.84 $12,083.98 $12,757.77 $13,469.07 5020 Plan Reviewer 500-M-40 $8,287.12 $8,749.28 $9,237.09 $9,752.13 $10,295.86 3400 Planning & Research Analyst 500-M-42 $8,453.80 $8,925.02 $9,422.79 $9,948.15 $10,502.74 Plant Engineer 500-M-47 $8,884.99 $9,380.35 $9,903.41 $10,455.46 $11,038.48 6005 Principal Accountant 500-M-48 $8,973.90 $9,474.14 $10,002.50 $10,560.12 $11,149.03 6043 Principal Auditor 500-M-41 $8,370.11 $8,836.69 $9,329.45 $9,849.62 $10,398.88 5100 Principal Civil Engineer 500-M-77 $11,975.63 $12,643.31 $13,348.24 $14,092.54 $14,878.38 6044 Principal Performance
Auditor
500-M-57 $9,814.50 $10,361.77 $10,939.50 $11,549.46 $12,193.38 5080 Principal Planner 500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 5115 Project Administrator 500-M-51 $9,245.80 $9,761.23 $10,305.54 $10,880.13 $11,486.74 Project Development
Manager
500-M-38 $8,123.93 $8,576.96 $9,055.15 $9,560.02 $10,093.05 5067 Project Manager 500-M-77 $11,975.63 $12,643.31 $13,348.24 $14,092.54 $14,878.38 3009 Property and Crime Lab
Manager
500-M-60 $10,111.97 $10,675.69 $11,271.01 $11,899.43 $12,562.90 Project Review Manager 500-M-59 $10,011.80 $10,570.09 $11,159.38 $11,781.64 $12,438.52 5510 Public Information Manager 500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 5511 Public Relations Manager 500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50

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3026 Public Safety
Communications Manager
500-M-60 $10,111.97 $10,675.69 $11,271.01 $11,899.43 $12,562.90 Public Works Services
Manager
500-M-54 $9,525.99 $10,057.09 $10,617.82 $11,209.83 $11,834.77 6061 Purchasing Analyst 500-M-27 $7,281.76 $7,687.76 $8,116.44 $8,568.91 $9,046.75 6062 Purchasing Services
Manager
500-M-65 $10,627.71 $11,220.35 $11,845.98 $12,506.35 $13,203.62 6050 Real Estate & Property
Manager
500-M-65 $10,627.71 $11,220.35 $11,845.98 $12,506.35 $13,203.62 6106 Real Property Development
Manager
500-M-64 $10,522.49 $11,109.21 $11,728.68 $12,382.57 $13,072.97 3003 Police Records Manager 500-M-60 $10,111.97 $10,675.69 $11,271.01 $11,899.43 $12,562.90 3001 Records and Archive
Manager
500-M-37 $8,043.45 $8,491.98 $8,965.43 $9,465.33 $9,993.06 5520 Recreation Services
Manager
500-M-64 $10,522.49 $11,109.21 $11,728.68 $12,382.57 $13,072.97 6040 Revenue Investigator 500-M-51 $9,245.80 $9,761.23 $10,305.54 $10,880.13 $11,486.74 6046 Revenue Services Manager 500-M-65 $10,627.71 $11,220.35 $11,845.98 $12,506.35 $13,203.62 Revenue Operations
Investigator
500-M-51 $9,245.80 $9,761.23 $10,305.54 $10,880.13 $11,486.74 Revenue Manager 500-M-48 $8,973.90 $9,474.14 $10,002.50 $10,560.12 $11,149.03 1736 Risk Manager 500-M-90 $13,629.37 $14,389.20 $15,191.58 $16,038.58 $16,932.91 6090 Risk Management and
Benefits Analyst
500-M-32 $7,653.16 $8,079.89 $8,530.31 $9,005.95 $9,508.08 6085 Safety Officer 500-M-60 $10,111.97 $10,675.69 $11,271.01 $11,899.43 $12,562.90 4505 Security Administrator 500-M-50 $9,154.20 $9,664.61 $10,203.50 $10,772.34 $11,372.99 6030 Senior Budget and Financial
Analyst
500-M-60 $10,111.97 $10,675.69 $11,271.01 $11,899.43 $12,562.90 Senior Contract
Administrator
500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 Senior Librarian 500-M-40 $8,287.12 $8,749.28 $9,237.09 $9,752.13 $10,295.86 6068 Senior Human Resources
Analyst
500-M-37 $8,043.45 $8,491.98 $8,965.43 $9,465.33 $9,993.06 6110 Senior Management Analyst 500-M-37 $8,043.45 $8,491.98 $8,965.43 $9,465.33 $9,993.06 5015 Senior Plan Review Engineer 500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 5085 Senior Planner 500-M-47 $8,884.99 $9,380.35 $9,903.41 $10,455.46 $11,038.48 Senior Project Civil Engineer 500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 5105 Senior Transportation
Engineer
500-M-59 $10,011.80 $10,570.09 $11,159.38 $11,781.64 $12,438.52 4511 Software Manager 500-M-77 $11,975.63 $12,643.31 $13,348.24 $14,092.54 $14,878.38 3620 Solid Waste Manager 500-M-67 $10,841.36 $11,445.84 $12,083.98 $12,757.77 $13,469.07 Street Operations Manager 500-M-48 $8,973.90 $9,474.14 $10,002.50 $10,560.12 $11,149.03 3642 Street Services Manager 500-M-67 $10,841.36 $11,445.84 $12,083.98 $12,757.77 $13,469.07

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5007 Structural Engineer 500-M-65 $10,627.71 $11,220.35 $11,845.98 $12,506.35 $13,203.62 5024 Supervising Building
Inspector
500-M-42 $8,453.80 $8,925.02 $9,422.79 $9,948.15 $10,502.74 3094 Supervising Crime &
Intelligence Analyst
500-M-51 $9,245.80 $9,761.23 $10,305.54 $10,880.13 $11,486.74 5010 Supervising Plan Review
Engineer
500-M-71 $11,281.57 $11,910.58 $12,574.71 $13,275.78 $14,015.96 Sustainability Programs
Manager
500-M-42 $8,453.80 $8,925.02 $9,422.79 $9,948.15 $10,502.74 4525 Systems Integrator 500-M-50 $9,154.20 $9,664.61 $10,203.50 $10,772.34 $11,372.99 Technology Operations
Officer
500-M-76 $11,857.00 $12,518.13 $13,216.09 $13,952.90 $14,730.93 Traffic Engineer 500-M-59 $10,011.80 $10,570.09 $11,159.38 $11,781.64 $12,438.52 Training and Organizational
Dev. Coord.
500-M-51 $9,245.80 $9,761.23 $10,305.54 $10,880.13 $11,486.74 Transportation and
Operations Manager
500-M-68 $10,949.74 $11,560.29 $12,204.77 $12,885.35 $13,603.80 5120 Transportation Planner 500-M-47 $8,884.99 $9,380.35 $9,903.41 $10,455.46 $11,038.48 5124 Transportation Planning
Analyst
500-M-27 $7,281.76 $7,687.76 $8,116.44 $8,568.91 $9,046.75 5075 Urban Designer 500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 3502 Utility Services Manager 500-M-61 $10,213.08 $10,782.44 $11,383.69 $12,018.41 $12,688.50 3506 Water Conservation
Administrator
500-M-54 $9,525.99 $10,057.09 $10,617.82 $11,209.83 $11,834.77 3508 Water Resources and
Operations Manager
500-M-85 $12,967.88 $13,690.83 $14,454.27 $15,260.16 $16,111.08 3505 Water Quality Specialist 500-M-32 $7,653.16 $8,079.89 $8,530.31 $9,005.95 $9,508.08 3501 Water Resources Manager 500-M-80 $12,338.49 $13,026.35 $13,752.74 $14,519.52 $15,329.14 4529 Web Developer 500-M-50 $9,154.20 $9,664.61 $10,203.50 $10,772.34 $11,372.99 4522 Web Coordinator 500-M-50 $9,154.20 $9,664.61 $10,203.50 $10,772.34 $11,372.99

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MANAGEMENT AND PROFESSIONAL ASSOCIATION SALARY SCHEDULE Effective 9/21/2024
Class
Code
Classification Title Salary
Grade
Step 1 Step 2 Step 3 Step 4 Step 5
6000 Accounting Manager 500-M-75 $12,267.90 $12,951.98 $13,674.07 $14,436.46 $15,241.45 Administrative Services
Manager
500-M-48 $9,377.73 $9,900.48 $10,452.61 $11,035.33 $11,650.74 4585 Art Director 500-M-45 $9,101.86 $9,609.43 $10,145.14 $10,710.82 $11,307.95 5576 Arts and Culture Program
Associate
500-M-20 $7,097.43 $7,493.15 $7,911.05 $8,352.03 $8,817.73 Assistant Administrative
Services Manager
500-M-17 $6,888.70 $7,272.84 $7,678.33 $8,106.34 $8,558.39 Assistant City Engineer 500-M-59 $10,462.33 $11,045.74 $11,661.56 $12,311.81 $12,998.25 3004 Assistant Division Commander 500-M-76 $12,390.56 $13,081.45 $13,810.82 $14,580.78 $15,393.82 5116 Assistant Project Administrator 500-M-24 $7,385.67 $7,797.45 $8,232.17 $8,691.13 $9,175.62 Assistant Property Manager 500-M-20 $7,097.43 $7,493.15 $7,911.05 $8,352.03 $8,817.73 5512 Assistant to the City Manager 500-M-67 $11,329.22 $11,960.90 $12,627.76 $13,331.87 $14,075.18 5090 Associate Planner 500-M-32 $7,997.55 $8,443.48 $8,914.17 $9,411.22 $9,935.94 5070 Associate Project Manager 500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 3550 Audit & Permit Administrator 500-M-41 $8,746.77 $9,234.34 $9,749.27 $10,292.85 $10,866.83 6035 Budget & Financial Analyst 500-M-50 $9,566.14 $10,099.52 $10,662.65 $11,257.09 $11,884.77 6029 Budget Manager 500-M-65 $11,105.96 $11,725.27 $12,379.05 $13,069.14 $13,797.78 Building & Vehicle Maintenance
Supt.
500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 5023 Building Inspection Manager 500-M-65 $11,105.96 $11,725.27 $12,379.05 $13,069.14 $13,797.78 Building Services Manager 500-M-63 $10,887.22 $11,494.29 $12,135.05 $12,811.66 $13,526.03 3729 City Arborist 500-M-55 $10,054.16 $10,614.74 $11,206.52 $11,831.40 $12,491.05 5110 Civil Engineer 500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 Client Support Administrator 500-M-58 $10,358.86 $10,936.34 $11,546.14 $12,189.91 $12,869.48 5050 Code Enforcement Manager 500-M-44 $9,011.71 $9,514.19 $10,044.73 $10,604.80 $11,196.03 Commercial Services Manager 500-M-33 $8,077.51 $8,527.84 $9,003.30 $9,505.34 $10,035.30 Communication and ID Bureau
Manager
500-M-60 $10,567.01 $11,156.10 $11,778.21 $12,434.91 $13,128.23 5514 Communications and Marketing
Coordinator
500-M-45 $9,101.86 $9,609.43 $10,145.14 $10,710.82 $11,307.95 5515 Community Outreach Manager 500-M-64 $10,996.01 $11,609.13 $12,256.47 $12,939.78 $13,661.25 5522 Community Services Manager 500-M-64 $10,996.01 $11,609.13 $12,256.47 $12,939.78 $13,661.25 3096 Crime and Intelligence Analyst 500-M-41 $8,746.77 $9,234.34 $9,749.27 $10,292.85 $10,866.83 6176 Customer Relations Coordinator 500-M-27 $7,609.44 $8,033.71 $8,481.67 $8,954.51 $9,453.85 6177 Customer Relations Manager 500-M-44 $9,011.71 $9,514.19 $10,044.73 $10,604.80 $11,196.03 Customer Services Manager 500-M-17 $6,888.70 $7,272.84 $7,678.33 $8,106.34 $8,558.39

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4501 Data Center Manager 500-M-77 $12,514.53 $13,212.26 $13,948.92 $14,726.71 $15,547.90 4999 Deputy Building Official 500-M-84 $13,417.26 $14,165.26 $14,955.16 $15,788.98 $16,669.39 6095 Deputy City Clerk 500-M-55 $10,054.16 $10,614.74 $11,206.52 $11,831.40 $12,491.05 5065 E-Government Manager 500-M-42 $8,834.22 $9,326.64 $9,846.81 $10,395.81 $10,975.36 6063 Emergency Management
Manager
500-M-52 $9,758.45 $10,302.50 $10,877.02 $11,483.41 $12,123.62 3044 EMS Administrator 500-M-90 $14,242.69 $15,036.71 $15,875.20 $16,760.32 $17,694.89 3045 EMS Programs Administrator 500-M-78 $12,639.63 $13,344.36 $14,088.43 $14,873.95 $15,703.22 5064 Engineering Services Manager 500-M-85 $13,551.44 $14,306.91 $15,104.71 $15,946.87 $16,836.08 5134 Env. Compliance & Sust.

Programs Manager
500-M-67 $11,329.22 $11,960.90 $12,627.76 $13,331.87 $14,075.18 Environmental Programs Officer 500-M-42 $8,834.22 $9,326.64 $9,846.81 $10,395.81 $10,975.36 Environmental Project Manager 500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 3705 Facilities Superintendent 500-M-54 $9,954.66 $10,509.66 $11,095.62 $11,714.27 $12,367.33 3046 Fire Administrator 500-M-56 $10,154.64 $10,720.76 $11,318.59 $11,949.65 $12,615.96 3554 Fleet and Facilities Manager 500-M-67 $11,329.22 $11,960.90 $12,627.76 $13,331.87 $14,075.18 3555 Fleet Manager 500-M-54 $9,954.66 $10,509.66 $11,095.62 $11,714.27 $12,367.33 4520 GIS Coordinator 500-M-58 $10,358.86 $10,936.34 $11,546.14 $12,189.91 $12,869.48 4521 GIS Integrator 500-M-50 $9,566.14 $10,099.52 $10,662.65 $11,257.09 $11,884.77 6070 Human Resources Analyst 500-M-27 $7,609.44 $8,033.71 $8,481.67 $8,954.51 $9,453.85 6065 Human Resources Manager 500-M-78 $12,639.63 $13,344.36 $14,088.43 $14,873.95 $15,703.22 5500 Human Services Administrator 500-M-78 $12,639.63 $13,344.36 $14,088.43 $14,873.95 $15,703.22 5505 Human Services Outreach
Manager
500-M-64 $10,996.01 $11,609.13 $12,256.47 $12,939.78 $13,661.25 4010 Librarian III 500-M-33 $8,077.51 $8,527.84 $9,003.30 $9,505.34 $10,035.30 Library Administrator 500-M-80 $12,893.72 $13,612.54 $14,371.62 $15,172.90 $16,018.95 4015 Library Circulation Supervisor 500-M-26 $7,534.11 $7,954.15 $8,397.61 $8,865.86 $9,360.18 4005 Library Services Manager 500-M-70 $11,672.48 $12,323.39 $13,010.38 $13,735.85 $14,501.70 Maintenance Superintendent 500-M-55 $10,054.16 $10,614.74 $11,206.52 $11,831.40 $12,491.05 6115 Management Analyst 500-M-27 $7,609.44 $8,033.71 $8,481.67 $8,954.51 $9,453.85 5525 Marketing and Econ Sust.

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3730 Park and Urban Forest Manager 500-M-72 $11,907.13 $12,571.07 $13,271.97 $14,011.97 $14,793.15 3736 Parks Superintendent 500-M-55 $10,054.16 $10,614.74 $11,206.52 $11,831.40 $12,491.05 3585 Parking Services Manager 500-M-68 $11,442.48 $12,080.51 $12,753.99 $13,465.19 $14,215.97 6001 Payroll Program Manager 500-M-65 $11,105.96 $11,725.27 $12,379.05 $13,069.14 $13,797.78 Permit Manager 500-M-44 $9,011.71 $9,514.19 $10,044.73 $10,604.80 $11,196.03 5000 Plan Review and Bldg. Insp.

Manager
500-M-67 $11,329.22 $11,960.90 $12,627.76 $13,331.87 $14,075.18 5020 Plan Reviewer 500-M-40 $8,660.04 $9,143.00 $9,652.76 $10,190.98 $10,759.17 3400 Planning & Research Analyst 500-M-42 $8,834.22 $9,326.64 $9,846.81 $10,395.81 $10,975.36 Plant Engineer 500-M-47 $9,284.81 $9,802.47 $10,349.06 $10,925.96 $11,535.22 6005 Principal Accountant 500-M-48 $9,377.73 $9,900.48 $10,452.61 $11,035.33 $11,650.74 6043 Principal Auditor 500-M-41 $8,746.77 $9,234.34 $9,749.27 $10,292.85 $10,866.83 5100 Principal Civil Engineer 500-M-77 $12,514.53 $13,212.26 $13,948.92 $14,726.71 $15,547.90 6044 Principal Performance Auditor 500-M-57 $10,256.15 $10,828.05 $11,431.78 $12,069.19 $12,742.08 5080 Principal Planner 500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 5115 Project Administrator 500-M-51 $9,661.86 $10,200.48 $10,769.29 $11,369.74 $12,003.65 Project Development Manager 500-M-38 $8,489.50 $8,962.92 $9,462.63 $9,990.22 $10,547.24 5067 Project Manager 500-M-77 $12,514.53 $13,212.26 $13,948.92 $14,726.71 $15,547.90 3009 Property and Crime Lab
Manager
500-M-60 $10,567.01 $11,156.10 $11,778.21 $12,434.91 $13,128.23 Project Review Manager 500-M-59 $10,462.33 $11,045.74 $11,661.56 $12,311.81 $12,998.25 5510 Public Information Manager 500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 5511 Public Relations Manager 500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 3026 Public Safety Communications
Manager
500-M-60 $10,567.01 $11,156.10 $11,778.21 $12,434.91 $13,128.23 Public Works Services Manager 500-M-54 $9,954.66 $10,509.66 $11,095.62 $11,714.27 $12,367.33 6061 Purchasing Analyst 500-M-27 $7,609.44 $8,033.71 $8,481.67 $8,954.51 $9,453.85 6062 Purchasing Services Manager 500-M-65 $11,105.96 $11,725.27 $12,379.05 $13,069.14 $13,797.78 6050 Real Estate & Property Manager 500-M-65 $11,105.96 $11,725.27 $12,379.05 $13,069.14 $13,797.78 6106 Real Property Development
Manager
500-M-64 $10,996.01 $11,609.13 $12,256.47 $12,939.78 $13,661.25 3003 Police Records Manager 500-M-60 $10,567.01 $11,156.10 $11,778.21 $12,434.91 $13,128.23 3001 Records and Archive Manager 500-M-37 $8,405.40 $8,874.12 $9,368.88 $9,891.27 $10,442.75 5520 Recreation Services Manager 500-M-64 $10,996.01 $11,609.13 $12,256.47 $12,939.78 $13,661.25 6040 Revenue Investigator 500-M-51 $9,661.86 $10,200.48 $10,769.29 $11,369.74 $12,003.65 6046 Revenue Services Manager 500-M-65 $11,105.96 $11,725.27 $12,379.05 $13,069.14 $13,797.78 Revenue Operations Investigator 500-M-51 $9,661.86 $10,200.48 $10,769.29 $11,369.74 $12,003.65 Revenue Manager 500-M-48 $9,377.73 $9,900.48 $10,452.61 $11,035.33 $11,650.74 1736 Risk Manager 500-M-90 $14,242.69 $15,036.71 $15,875.20 $16,760.32 $17,694.89 6090 Risk Management and Benefits
Analyst
500-M-32 $7,997.55 $8,443.48 $8,914.17 $9,411.22 $9,935.94

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6085 Safety Officer 500-M-60 $10,567.01 $11,156.10 $11,778.21 $12,434.91 $13,128.23 4505 Security Administrator 500-M-50 $9,566.14 $10,099.52 $10,662.65 $11,257.09 $11,884.77 6030 Senior Budget and Financial
Analyst
500-M-60 $10,567.01 $11,156.10 $11,778.21 $12,434.91 $13,128.23 Senior Contract Administrator 500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 Senior Librarian 500-M-40 $8,660.04 $9,143.00 $9,652.76 $10,190.98 $10,759.17 6068 Senior Human Resources
Analyst
500-M-37 $8,405.40 $8,874.12 $9,368.88 $9,891.27 $10,442.75 6110 Senior Management Analyst 500-M-37 $8,405.40 $8,874.12 $9,368.88 $9,891.27 $10,442.75 5015 Senior Plan Review Engineer 500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 5085 Senior Planner 500-M-47 $9,284.81 $9,802.47 $10,349.06 $10,925.96 $11,535.22 Senior Project Civil Engineer 500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 5105 Senior Transportation Engineer 500-M-59 $10,462.33 $11,045.74 $11,661.56 $12,311.81 $12,998.25 4511 Software Manager 500-M-77 $12,514.53 $13,212.26 $13,948.92 $14,726.71 $15,547.90 3620 Solid Waste Manager 500-M-67 $11,329.22 $11,960.90 $12,627.76 $13,331.87 $14,075.18 Street Operations Manager 500-M-48 $9,377.73 $9,900.48 $10,452.61 $11,035.33 $11,650.74 3642 Street Services Manager 500-M-67 $11,329.22 $11,960.90 $12,627.76 $13,331.87 $14,075.18 5007 Structural Engineer 500-M-65 $11,105.96 $11,725.27 $12,379.05 $13,069.14 $13,797.78 5024 Supervising Building Inspector 500-M-42 $8,834.22 $9,326.64 $9,846.81 $10,395.81 $10,975.36 3094 Supervising Crime & Intelligence
Analyst
500-M-51 $9,661.86 $10,200.48 $10,769.29 $11,369.74 $12,003.65 5010 Supervising Plan Review
Engineer
500-M-71 $11,789.24 $12,446.56 $13,140.57 $13,873.19 $14,646.68 Sustainability Programs
Manager
500-M-42 $8,834.22 $9,326.64 $9,846.81 $10,395.81 $10,975.36 4525 Systems Integrator 500-M-50 $9,566.14 $10,099.52 $10,662.65 $11,257.09 $11,884.77 Technology Operations Officer 500-M-76 $12,390.56 $13,081.45 $13,810.82 $14,580.78 $15,393.82 Traffic Engineer 500-M-59 $10,462.33 $11,045.74 $11,661.56 $12,311.81 $12,998.25 Training and Organizational Dev.

Coord.
500-M-51 $9,661.86 $10,200.48 $10,769.29 $11,369.74 $12,003.65 Transportation and Operations
Manager
500-M-68 $11,442.48 $12,080.51 $12,753.99 $13,465.19 $14,215.97 5120 Transportation Planner 500-M-47 $9,284.81 $9,802.47 $10,349.06 $10,925.96 $11,535.22 5124 Transportation Planning Analyst 500-M-27 $7,609.44 $8,033.71 $8,481.67 $8,954.51 $9,453.85 5075 Urban Designer 500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 3502 Utility Services Manager 500-M-61 $10,672.66 $11,267.65 $11,895.95 $12,559.24 $13,259.48 3506 Water Conservation
Administrator
500-M-54 $9,954.66 $10,509.66 $11,095.62 $11,714.27 $12,367.33 3508 Water Resources and
Operations Manager
500-M-85 $13,551.44 $14,306.91 $15,104.71 $15,946.87 $16,836.08 3505 Water Quality Specialist 500-M-32 $7,997.55 $8,443.48 $8,914.17 $9,411.22 $9,935.94 3501 Water Resources Manager 500-M-80 $12,893.72 $13,612.54 $14,371.62 $15,172.90 $16,018.95

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4529 Web Developer 500-M-50 $9,566.14 $10,099.52 $10,662.65 $11,257.09 $11,884.77 4522 Web Coordinator 500-M-50 $9,566.14 $10,099.52 $10,662.65 $11,257.09 $11,884.77

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MANAGEMENT AND PROFESSIONAL ASSOCIATION SALARY SCHEDULE Effective 9/20/2025
Class
Code
Classification Title Salary
Grade
Step 1 Step 2 Step 3 Step 4 Step 5
6000 Accounting Manager 500-M-75 $12,819.95 $13,534.82 $14,289.40 $15,086.10 $15,927.32 Administrative Services
Manager
500-M-48 $9,799.72 $10,346.00 $10,922.98 $11,531.92 $12,175.02 4585 Art Director 500-M-45 $9,511.44 $10,041.85 $10,601.67 $11,192.81 $11,816.81 5576 Arts and Culture Program
Associate
500-M-20 $7,416.81 $7,830.34 $8,267.04 $8,727.87 $9,214.53 Assistant Administrative
Services Manager
500-M-17 $7,198.69 $7,600.12 $8,023.85 $8,471.13 $8,943.52 Assistant City Engineer 500-M-59 $10,933.14 $11,542.80 $12,186.33 $12,865.84 $13,583.17 3004 Assistant Division Commander 500-M-76 $12,948.14 $13,670.11 $14,432.30 $15,236.92 $16,086.54 5116 Assistant Project Administrator 500-M-24 $7,718.03 $8,148.34 $8,602.62 $9,082.23 $9,588.52 Assistant Property Manager 500-M-20 $7,416.81 $7,830.34 $8,267.04 $8,727.87 $9,214.53 5512 Assistant to the City Manager 500-M-67 $11,839.03 $12,499.14 $13,196.01 $13,931.80 $14,708.56 5090 Associate Planner 500-M-32 $8,357.44 $8,823.44 $9,315.31 $9,834.73 $10,383.06 5070 Associate Project Manager 500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 3550 Audit & Permit Administrator 500-M-41 $9,140.37 $9,649.89 $10,187.99 $10,756.03 $11,355.84 6035 Budget & Financial Analyst 500-M-50 $9,996.62 $10,554.00 $11,142.47 $11,763.66 $12,419.59 6029 Budget Manager 500-M-65 $11,605.73 $12,252.91 $12,936.11 $13,657.25 $14,418.68 Building & Vehicle Maintenance
Supt.
500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 5023 Building Inspection Manager 500-M-65 $11,605.73 $12,252.91 $12,936.11 $13,657.25 $14,418.68 Building Services Manager 500-M-63 $11,377.14 $12,011.54 $12,681.12 $13,388.19 $14,134.70 3729 City Arborist 500-M-55 $10,506.59 $11,092.40 $11,710.81 $12,363.81 $13,053.14 5110 Civil Engineer 500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 Client Support Administrator 500-M-58 $10,825.01 $11,428.47 $12,065.72 $12,738.46 $13,448.61 5050 Code Enforcement Manager 500-M-44 $9,417.24 $9,942.32 $10,496.74 $11,082.01 $11,699.86 Commercial Services Manager 500-M-33 $8,440.99 $8,911.60 $9,408.45 $9,933.08 $10,486.89 Communication and ID Bureau
Manager
500-M-60 $11,042.52 $11,658.12 $12,308.23 $12,994.48 $13,719.00 5514 Communications and
Marketing Coordinator
500-M-45 $9,511.44 $10,041.85 $10,601.67 $11,192.81 $11,816.81 5515 Community Outreach Manager 500-M-64 $11,490.83 $12,131.54 $12,808.01 $13,522.07 $14,276.01 5522 Community Services Manager 500-M-64 $11,490.83 $12,131.54 $12,808.01 $13,522.07 $14,276.01 3096 Crime and Intelligence Analyst 500-M-41 $9,140.37 $9,649.89 $10,187.99 $10,756.03 $11,355.84 6176 Customer Relations
Coordinator
500-M-27 $7,951.87 $8,395.22 $8,863.35 $9,357.47 $9,879.28 6177 Customer Relations Manager 500-M-44 $9,417.24 $9,942.32 $10,496.74 $11,082.01 $11,699.86 Customer Services Manager 500-M-17 $7,198.69 $7,600.12 $8,023.85 $8,471.13 $8,943.52

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4501 Data Center Manager 500-M-77 $13,077.69 $13,806.82 $14,576.62 $15,389.41 $16,247.56 4999 Deputy Building Official 500-M-84 $14,021.04 $14,802.70 $15,628.14 $16,499.48 $17,419.51 6095 Deputy City Clerk 500-M-55 $10,506.59 $11,092.40 $11,710.81 $12,363.81 $13,053.14 5065 E-Government Manager 500-M-42 $9,231.76 $9,746.34 $10,289.92 $10,863.63 $11,469.26 6063 Emergency Management
Manager
500-M-52 $10,197.58 $10,766.11 $11,366.49 $12,000.16 $12,669.18 3044 EMS Administrator 500-M-90 $14,883.61 $15,713.36 $16,589.59 $17,514.53 $18,491.16 3045 EMS Programs Administrator 500-M-78 $13,208.41 $13,944.85 $14,722.41 $15,543.27 $16,409.87 5064 Engineering Services Manager 500-M-85 $14,161.25 $14,950.73 $15,784.43 $16,664.47 $17,593.70 5134 Env. Compliance & Sust.

Programs Manager
500-M-67 $11,839.03 $12,499.14 $13,196.01 $13,931.80 $14,708.56 Environmental Programs
Officer
500-M-42 $9,231.76 $9,746.34 $10,289.92 $10,863.63 $11,469.26 Environmental Project Manager 500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 3705 Facilities Superintendent 500-M-54 $10,402.62 $10,982.60 $11,594.92 $12,241.42 $12,923.86 3046 Fire Administrator 500-M-56 $10,611.60 $11,203.19 $11,827.92 $12,487.39 $13,183.68 3554 Fleet and Facilities Manager 500-M-67 $11,839.03 $12,499.14 $13,196.01 $13,931.80 $14,708.56 3555 Fleet Manager 500-M-54 $10,402.62 $10,982.60 $11,594.92 $12,241.42 $12,923.86 4520 GIS Coordinator 500-M-58 $10,825.01 $11,428.47 $12,065.72 $12,738.46 $13,448.61 4521 GIS Integrator 500-M-50 $9,996.62 $10,554.00 $11,142.47 $11,763.66 $12,419.59 6070 Human Resources Analyst 500-M-27 $7,951.87 $8,395.22 $8,863.35 $9,357.47 $9,879.28 6065 Human Resources Manager 500-M-78 $13,208.41 $13,944.85 $14,722.41 $15,543.27 $16,409.87 5500 Human Services Administrator 500-M-78 $13,208.41 $13,944.85 $14,722.41 $15,543.27 $16,409.87 5505 Human Services Outreach
Manager
500-M-64 $11,490.83 $12,131.54 $12,808.01 $13,522.07 $14,276.01 4010 Librarian III 500-M-33 $8,440.99 $8,911.60 $9,408.45 $9,933.08 $10,486.89 Library Administrator 500-M-80 $13,473.94 $14,225.10 $15,018.34 $15,855.68 $16,739.81 4015 Library Circulation Supervisor 500-M-26 $7,873.14 $8,312.09 $8,775.50 $9,264.82 $9,781.38 4005 Library Services Manager 500-M-70 $12,197.74 $12,877.94 $13,595.85 $14,353.97 $15,154.28 Maintenance Superintendent 500-M-55 $10,506.59 $11,092.40 $11,710.81 $12,363.81 $13,053.14 6115 Management Analyst 500-M-27 $7,951.87 $8,395.22 $8,863.35 $9,357.47 $9,879.28 5525 Marketing and Econ Sust.

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3730 Park and Urban Forest Manager 500-M-72 $12,442.95 $13,136.77 $13,869.21 $14,642.51 $15,458.85 3736 Parks Superintendent 500-M-55 $10,506.59 $11,092.40 $11,710.81 $12,363.81 $13,053.14 3585 Parking Services Manager 500-M-68 $11,957.39 $12,624.13 $13,327.92 $14,071.13 $14,855.69 6001 Payroll Program Manager 500-M-65 $11,605.73 $12,252.91 $12,936.11 $13,657.25 $14,418.68 Permit Manager 500-M-44 $9,417.24 $9,942.32 $10,496.74 $11,082.01 $11,699.86 5000 Plan Review and Bldg. Insp.

Manager
500-M-67 $11,839.03 $12,499.14 $13,196.01 $13,931.80 $14,708.56 5020 Plan Reviewer 500-M-40 $9,049.74 $9,554.43 $10,087.13 $10,649.57 $11,243.33 3400 Planning & Research Analyst 500-M-42 $9,231.76 $9,746.34 $10,289.92 $10,863.63 $11,469.26 Plant Engineer 500-M-47 $9,702.63 $10,243.58 $10,814.77 $11,417.63 $12,054.30 6005 Principal Accountant 500-M-48 $9,799.72 $10,346.00 $10,922.98 $11,531.92 $12,175.02 6043 Principal Auditor 500-M-41 $9,140.37 $9,649.89 $10,187.99 $10,756.03 $11,355.84 5100 Principal Civil Engineer 500-M-77 $13,077.69 $13,806.82 $14,576.62 $15,389.41 $16,247.56 6044 Principal Performance Auditor 500-M-57 $10,717.68 $11,315.32 $11,946.21 $12,612.30 $13,315.48 5080 Principal Planner 500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 5115 Project Administrator 500-M-51 $10,096.64 $10,659.51 $11,253.91 $11,881.38 $12,543.81 Project Development Manager 500-M-38 $8,871.53 $9,366.25 $9,888.45 $10,439.78 $11,021.86 5067 Project Manager 500-M-77 $13,077.69 $13,806.82 $14,576.62 $15,389.41 $16,247.56 3009 Property and Crime Lab
Manager
500-M-60 $11,042.52 $11,658.12 $12,308.23 $12,994.48 $13,719.00 Project Review Manager 500-M-59 $10,933.14 $11,542.80 $12,186.33 $12,865.84 $13,583.17 5510 Public Information Manager 500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 5511 Public Relations Manager 500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 3026 Public Safety Communications
Manager
500-M-60 $11,042.52 $11,658.12 $12,308.23 $12,994.48 $13,719.00 Public Works Services Manager 500-M-54 $10,402.62 $10,982.60 $11,594.92 $12,241.42 $12,923.86 6061 Purchasing Analyst 500-M-27 $7,951.87 $8,395.22 $8,863.35 $9,357.47 $9,879.28 6062 Purchasing Services Manager 500-M-65 $11,605.73 $12,252.91 $12,936.11 $13,657.25 $14,418.68 6050 Real Estate & Property
Manager
500-M-65 $11,605.73 $12,252.91 $12,936.11 $13,657.25 $14,418.68 6106 Real Property Development
Manager
500-M-64 $11,490.83 $12,131.54 $12,808.01 $13,522.07 $14,276.01 3003 Police Records Manager 500-M-60 $11,042.52 $11,658.12 $12,308.23 $12,994.48 $13,719.00 3001 Records and Archive Manager 500-M-37 $8,783.65 $9,273.46 $9,790.48 $10,336.37 $10,912.67 5520 Recreation Services Manager 500-M-64 $11,490.83 $12,131.54 $12,808.01 $13,522.07 $14,276.01 6040 Revenue Investigator 500-M-51 $10,096.64 $10,659.51 $11,253.91 $11,881.38 $12,543.81 6046 Revenue Services Manager 500-M-65 $11,605.73 $12,252.91 $12,936.11 $13,657.25 $14,418.68 Revenue Operations
Investigator
500-M-51 $10,096.64 $10,659.51 $11,253.91 $11,881.38 $12,543.81 Revenue Manager 500-M-48 $9,799.72 $10,346.00 $10,922.98 $11,531.92 $12,175.02 1736 Risk Manager 500-M-90 $14,883.61 $15,713.36 $16,589.59 $17,514.53 $18,491.16

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6090 Risk Management and Benefits
Analyst
500-M-32 $8,357.44 $8,823.44 $9,315.31 $9,834.73 $10,383.06 6085 Safety Officer 500-M-60 $11,042.52 $11,658.12 $12,308.23 $12,994.48 $13,719.00 4505 Security Administrator 500-M-50 $9,996.62 $10,554.00 $11,142.47 $11,763.66 $12,419.59 6030 Senior Budget and Financial
Analyst
500-M-60 $11,042.52 $11,658.12 $12,308.23 $12,994.48 $13,719.00 Senior Contract Administrator 500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 Senior Librarian 500-M-40 $9,049.74 $9,554.43 $10,087.13 $10,649.57 $11,243.33 6068 Senior Human Resources
Analyst
500-M-37 $8,783.65 $9,273.46 $9,790.48 $10,336.37 $10,912.67 6110 Senior Management Analyst 500-M-37 $8,783.65 $9,273.46 $9,790.48 $10,336.37 $10,912.67 5015 Senior Plan Review Engineer 500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 5085 Senior Planner 500-M-47 $9,702.63 $10,243.58 $10,814.77 $11,417.63 $12,054.30 Senior Project Civil Engineer 500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 5105 Senior Transportation Engineer 500-M-59 $10,933.14 $11,542.80 $12,186.33 $12,865.84 $13,583.17 4511 Software Manager 500-M-77 $13,077.69 $13,806.82 $14,576.62 $15,389.41 $16,247.56 3620 Solid Waste Manager 500-M-67 $11,839.03 $12,499.14 $13,196.01 $13,931.80 $14,708.56 Street Operations Manager 500-M-48 $9,799.72 $10,346.00 $10,922.98 $11,531.92 $12,175.02 3642 Street Services Manager 500-M-67 $11,839.03 $12,499.14 $13,196.01 $13,931.80 $14,708.56 5007 Structural Engineer 500-M-65 $11,605.73 $12,252.91 $12,936.11 $13,657.25 $14,418.68 5024 Supervising Building Inspector 500-M-42 $9,231.76 $9,746.34 $10,289.92 $10,863.63 $11,469.26 3094 Supervising Crime &
Intelligence Analyst
500-M-51 $10,096.64 $10,659.51 $11,253.91 $11,881.38 $12,543.81 5010 Supervising Plan Review
Engineer
500-M-71 $12,319.76 $13,006.65 $13,731.90 $14,497.48 $15,305.78 Sustainability Programs
Manager
500-M-42 $9,231.76 $9,746.34 $10,289.92 $10,863.63 $11,469.26 4525 Systems Integrator 500-M-50 $9,996.62 $10,554.00 $11,142.47 $11,763.66 $12,419.59 Technology Operations Officer 500-M-76 $12,948.14 $13,670.11 $14,432.30 $15,236.92 $16,086.54 Traffic Engineer 500-M-59 $10,933.14 $11,542.80 $12,186.33 $12,865.84 $13,583.17 Training and Organizational
Dev. Coord.
500-M-51 $10,096.64 $10,659.51 $11,253.91 $11,881.38 $12,543.81 Transportation and Operations
Manager
500-M-68 $11,957.39 $12,624.13 $13,327.92 $14,071.13 $14,855.69 5120 Transportation Planner 500-M-47 $9,702.63 $10,243.58 $10,814.77 $11,417.63 $12,054.30 5124 Transportation Planning Analyst 500-M-27 $7,951.87 $8,395.22 $8,863.35 $9,357.47 $9,879.28 5075 Urban Designer 500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 3502 Utility Services Manager 500-M-61 $11,152.93 $11,774.69 $12,431.27 $13,124.41 $13,856.16 3506 Water Conservation
Administrator
500-M-54 $10,402.62 $10,982.60 $11,594.92 $12,241.42 $12,923.86 3508 Water Resources and
Operations Manager
500-M-85 $14,161.25 $14,950.73 $15,784.43 $16,664.47 $17,593.70 3505 Water Quality Specialist 500-M-32 $8,357.44 $8,823.44 $9,315.31 $9,834.73 $10,383.06

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3501 Water Resources Manager 500-M-80 $13,473.94 $14,225.10 $15,018.34 $15,855.68 $16,739.81 4529 Web Developer 500-M-50 $9,996.62 $10,554.00 $11,142.47 $11,763.66 $12,419.59 4522 Web Coordinator 500-M-50 $9,996.62 $10,554.00 $11,142.47 $11,763.66 $12,419.59

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EXHIBIT “C”
DEFINITIONS OF “NEW MEMBER” AND “CLASSIC MEMBER” PER THE PUBLIC EMPLOYEES’ PENSION REFORM ACT OF 2013 – PEPRA.

Classic Member
CalPERS refers to all members who do not fit the definition of new member as a classic member.

Attachment 11
Tentative Final Agreement - October 6December 5, 2023

MEMORANDUM OF UNDERSTANDING

BETWEEN

THE CITY OF BEVERLY HILLS
AND

BEVERLY HILLS

SAFETY SUPPORT ASSOCIATION
October 71, 202319 - October 26, 20263
i

TABLE OF CONTENTS
Article Page

1. SALARIES ............................................................................................................................. 2

2. WELLNESS PAY .................................................................................................................... 2

3. OVERPAYMENT ................................................................................................................... 4

4. APPOINTMENT AND ADVANCEMENT................................................................................. 4 A. Probationary Period................................................................................................ 4 B. Placement And Advancement Through Range....................................................... 5 C. Application Of Salary Steps To Promotions............................................................ 6 D. Special Merit Step Advancement............................................................................ 6 E. Superior - Subordinate Relationship....................................................................... 6 F. Flex Classifications .................................................................................................. 7

5. HOURS, WORKWEEKS AND WORK SCHEDULES.................................................................. 9 A. Workweek............................................................................................................... 9 B. Work Schedules ...................................................................................................... 9 C. Shift Schedules...................................................................................................... 12 D. Job Sharing............................................................................................................ 12 E. Employees on Probation....................................................................................... 13 F. Meal Period........................................................................................................... 13 G. Rest Periods .......................................................................................................... 13 H. Vehicle Use For Fire Inspectors............................................................................. 13 I. Accurately Reporting Time Worked...................................................................... 13

6. OVERTIME ......................................................................................................................... 14 A. Earning Overtime .................................................................................................. 14 B. Compensatory Time Off........................................................................................ 14

7. COURT TIME, CALL BACK AND STANDBY .......................................................................... 15 A. Court Time ............................................................................................................ 15 B. Call Back ................................................................................................................ 15 C. Standby Pay........................................................................................................... 15

8. WORKING OR TRAINING OUTSIDE OF CLASSIFICATION ................................................... 16 A. Special Assignment Increase................................................................................. 16 B. Training Assignment Increase............................................................................... 16 C. Filling Position Out Of Classification (FPOC) ......................................................... 17

9. RECLASSIFICATIONS .......................................................................................................... 18

10. ADDITIONAL COMPENSATION.......................................................................................... 19 A. Shift Pay ................................................................................................................ 19 B. Latent Print Examiner Pay..................................................................................... 20 C. Bilingual Pay .......................................................................................................... 20

11. UNIFORM ALLOWANCE..................................................................................................... 23

12. HEALTH BENEFITS ............................................................................................................. 24 A. Cafeteria Plan and Benefits................................................................................... 24 B. Flexible Spending Accounts .................................................................................. 27 C. Additional Benefits (Non-Cafeteria Plan benefits) ............................................... 28 ii

13. RETIREE MEDICAL INSURANCE ......................................................................................... 28 A. Tier 1: Retirees hired before January 1, 2010....................................................... 28 B. Tier 2: Retirees Who Were Hired On Or After January 1, 2010............................ 29 C. Provision Applicable to All Retirees...................................................................... 29 D. Alternative Retiree Medical Program (ARMP)...................................................... 29

14. CALPERS RETIREMENT BENEFITS ...................................................................................... 30 A. For “Classic Member” Employees......................................................................... 30 B. For “New Members” As Defined By the Public Employees’ Pension Reform Act of 2013 (PEPRA)........................................................................................................ 30 C. Optional Benefits For All Employees .................................................................... 31

15. DEFERRED COMPENSATION ............................................................................................. 31 A. City Contribution to Deferred Compensation ...................................................... 31 B. Employee Contribution to Deferred Compensation............................................. 32 C. Contribution of Sick Leave and Vacation to Deferred Compensation.................. 32 D. Contribution of Sick Leave to Deferred Compensation "Catch-Up" Provision Option ................................................................................................................... 32

16. HOLIDAYS .......................................................................................................................... 33 A. Holidays................................................................................................................. 33 B. Personal Holiday ................................................................................................... 34

17. VACATION ......................................................................................................................... 35 A. Authorization For Taking Vacation ....................................................................... 35 B. Vacation Allowances............................................................................................. 35 C. Accumulation ........................................................................................................ 36

18. SICK LEAVE ........................................................................................................................ 37

19. BEREAVEMENT LEAVE....................................................................................................... 38

20. INDUSTRIAL DISABILITY LEAVE.......................................................................................... 39 A. Salary Continuance for Industrial Disability Leave ............................................... 39 B. Benefits Continuation ........................................................................................... 40

21. MEDICAL DISABILITY SEPARATION ................................................................................... 40

22. JURY DUTY AND WITNESS LEAVE...................................................................................... 40 A. Jury Duty ............................................................................................................... 40 B. Witness Leave ....................................................................................................... 41

23. LEAVE WITHOUT PAY ........................................................................................................ 41

24. LEAVE PAY-OFFS AND LAYOFF PAY UPON SEPARATION FROM CITY SERVICE ................. 42 A. Vacation Payment................................................................................................. 42 B. Sick Leave Pay-Off................................................................................................. 42 C. Pay For Employees Subject to Layoff.................................................................... 42

25. TUITION REIMBURSEMENT............................................................................................... 42

26. ASSOCIATION TIME OFF.................................................................................................... 43

27. GRIEVANCE PROCEDURE................................................................................................... 43

28. DISCIPLINE......................................................................................................................... 45

29. MANAGEMENT RIGHTS..................................................................................................... 47 iii
EXHIBIT “A”: LIST OF CLASSIFICATIONS REPRESENTED BY THE ASSOCIATION EXHIBIT “B”: SALARY SCHEDULES
EXHIBIT “C”: DEFINITIONS OF “NEW MEMBER” AND “CLASSIC MEMBER” PER THE PUBLIC EMPLOYEES’ PENSION REFORM ACT OF 2013 (PEPRA)

Page 1 of 48 ends

BEVERLY HILLS SAFETY SUPPORT ASSOCIATION

MEMORANDUM OF UNDERSTANDING
The Beverly Hills Safety Support Association, a formally recognized employee organization, representing civilian safety support personnel, and duly authorized representatives of the management of the City of Beverly Hills (hereinafter referred to as the "City"), have met and conferred in good faith, freely exchanging information, opinions and proposals, and have reached the following agreement on matters within the scope of representation. A list of all of the classifications represented by the Association is attached to this MOU as Exhibit A.

Now, therefore, the parties agree and mutually recommend to the City Council the following for its determination.

1. Integration. This document embodies a written memorandum of the entire understanding and mutual agreement of the parties as required by Government Code Section 3505.1 and supersedes all prior Memoranda of Understanding and verbal agreements between the parties hereto.

It is recognized that there exists now certain past practices, policies, or procedures that are in force and effect which affect wages, hours, and working conditions. To that extent, it is agreed that such practices, policies, and procedures shall remain in full force and effect during the entire term of this agreement, unless they are inconsistent with the provisions of this MOU, or unless they are changed by agreement of the parties.

2. Term. Unless otherwise specified herein, this Memorandum of Understanding shall be effective October 71, 202319 and shall expire on October 26, 20263.

3. Definition of the word “Day”. The word “day” in this agreement refers to calendar days unless specifically designated as working days.

4. Reopener. During the term of the MOU, the parties can reopen negotiations to discuss the City’s modification to the Performance Evaluation process (including the evaluation form).

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1. SALARIES
All employees who are in the bargaining unit on June 6, 2020 will receive a lump sum payment of six hundred and twenty two dollars and ninenteen cents ($622.19) which will be paid on the second pay day following City Council approval of this 2019-2023 MOU. This lump sum payment is non-pensionable as it is provided in the same fiscal year as a base salary increase.

Effective the pay period including City Council approval of this 2019-2023 MOU, employees will receive a base salary increase of two percent (2.0%).

Effective the pay period including October 1, 2020, employees will receive a base salary increase of two percent (2.0%).

Effective the pay period including October 1, 2021, employees will receive a base salary increase of two percent (2.0%).

Effective the pay period including October 1, 2022, employees will receive a base salary increase of two percent (2.0%).

Effective October 7, 2023, employees will receive a base salary increase of three and seventy three one hundredths percent (3.73%).

Effective the pay period including October 1, 2024, employees will receive a base salary increase of four and one half percent (4.50%).

Effective the pay period including October 1, 2025, employees will receive a base salary increase of four and one half percent (4.50%).

The salary schedules for the duration of the MOU are attached hereto as Exhibit “B”.

2. WELLNESS PAY
The City agrees that effective the pay period including City Council approval of this 2019-2023 MOU, employees in the unit will receive two one half of one percent (2.00.5%) of each employee’s annual base pay for wellness pay. Wellness pay is provided to employees to promote wellness. This includes, but is not limited to, purchase of gym memberships, physical fitness equipment or medical exams or treatments designed to improve overall employee health. The City and the Association agree that this form of pay does not qualify as special compensation per Title 2 Section 571 or 571.1 and is therefore not pensionable.

Effective the pay period including October 1, 2020, the City agrees that employees in the unit will receive an additional one half of one percent (0.5%) (for a total of 1% of annual base pay) for wellness pay.

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Effective the pay period including October 1, 2021, the City agrees that employees in the unit will receive an additional one half of one percent (0.5%) (for a total of 1.5% of annual base pay) for wellness pay. However, if the City’s Fiscal Year 2021-2022 Employer Miscellaneous Normal Cost Rate exceeds 10.303% (the 2020-2021 rate), employees in the unit will cost share (in accordance with Government Code section 20516(f)) as follows:

Classic Employees: One-half (1/2) of the amount by which the Fiscal Year 2021-2022 Employer Miscellaneous Normal Cost Rate exceeds 10.303% up to a maximum of 0.5% of compensation earnable.

New Members as defined by the Public Employees’ Pension Reform Act of 2013: Onehalf (1/2) of the amount by which the Fiscal Year 2021-2022 Employer Miscellaneous Normal Cost Rate exceeds 10.303% up to a maximum of 0.5% of pensionable compensation.

This cost share would be effective the first day of the pay period including October 1, 2021. For example, if the City’s Fiscal Year 2021-2022 Employer Miscellaneous Normal Cost Rate increases to 10.903% (a 0.6% increase), employees will cost share 0.3%. If the City’s Fiscal Year 2021-2022 Employer Miscellaneous Normal Cost Rate increases to 12% (which is more than 1% above the 2020-2021 rate), the employees shall cost share 0.5%, the maximum amount. Rate increases will be applied to the one thousandth of a percent. If there is rounding necessary, the City will round up.

Effective the pay period including October 1, 2022, the City agrees that employees in the unit will receive an additional one half of one percent (0.5%) (for a total of 2.0% of annual base pay) for wellness pay. However, if the City’s Fiscal Year 2022-2023 Employer Miscellaneous Normal Cost Rate exceeds 10.303%, (the 2020-2021 Rate) employees in the unit will cost share on an ongoing basis (in accordance with Government Code section 20516(f)) as follows:

Classic Employees: One-half (1/2) of the amount by which the Fiscal Year 2022-2023 Employer Miscellaneous Normal Cost Rate exceeds 10.303% up to a maximum of 1.0% of compensation earnable.

New Members as defined by the Public Employees’ Pension Reform Act of 2013: Onehalf (1/2) of the amount by which the Fiscal Year 2022-2023 Employer Miscellaneous Normal Cost Rate exceeds 10.303% up to a maximum of 1.0% of pensionable compensation.

This cost share would be effective the first day of the pay period including October 1, 2022. For example, if the City’s Fiscal Year 2022-2023 Employer Miscellaneous Normal Cost Rate increases to 11.503% (a 1.2% increase over the 2020-2021 rate), employees will cost share 0.6% on an ongoing basis. If the City’s Fiscal Year 2022-2023 Employer Miscellaneous Normal Cost Rate increases to 12.5% (which is more than 2% above the 2020-2021 rate), the employees shall cost share 1.0%, the maximum amount. Rate increases will be applied to the one thousandth of a percent. If there is rounding necessary, the City will round up.

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If the City’s Fiscal Year 2022-2023 Employer Miscellaneous Normal Cost Rate is lower than the City’s Fiscal Year 2021-2022 Employer Miscellaneous Normal Cost Rate, the employees will cost share, on an ongoing basis, the amount they started to cost share at the beginning of the pay period including October 1, 2021, but it will not be reduced. The payments described herein shall be made on an ongoing basis.

If the Association ever informs the City that it no longer agrees to cost share, the employees’ wellness pay will be reduced by the same percentage as reduction in the cost share.

3. OVERPAYMENT
If an employee receives more compensation (whether in the form of salary, overtime, or any other form of compensation contained in this MOU), than he/shethey areis entitled to receive (i.e., is overpaid), the City will inform the employee and the Association President. The City will work with the employee to reconcile the overpayment and, if overpaid, will work to create a repayment schedule.

If an employee is separating from the City and there is a mutual agreement between the City and employee that the employee has been overpaid the City shall recover the overpayment by reducing the value of the employee’s accrued leaves from which the employee would otherwise be entitled to receive a cash payment. If the value of such accrued leave does not cover the entire overpayment, the employee will still be required to reimburse the City for the remainder of the overpayment. If the value of accrued leaves (for which an employee is entitled to cash out) exceed the overpayment, the employee will still be cashed out for the remainder of their accrued leaves.

4. APPOINTMENT AND ADVANCEMENT
A. Probationary Period
The probationary period for all positions in the bargaining unit shall be one year.

The probationary period of an employee may be extended for a period of up to six (6) months.

In addition, at the discretion of the City, the initial-hire probationary period for employees in the classification of Communications Dispatcher may be extended for additional periods of up to six (6) months, for a maximum extension of twelve (12) months. All probationary employees (regardless of at what step they were hired) will be eligible to use accrued leave upon satisfactory completion of the first six (6) months of service (with the exception of personal holiday and specified sick leave usage as required by law, which may be used within the first 6 months).

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Benefits and leave rights shall be available to all employees on probation as a result of accepting a promotion, if such employee has completed at least six (6) months of probationary service in City Service.

Employees on probation (including probation for a position into which an employee has promoted) shall be eligible to apply for an open recruitment and a promotion.

B. Placement And Advancement Through Range

1. Salary Step Placement
Employees will be appointed to a step on the salary schedule within a prescribed range. Normally, employees shall be appointed to the first step in their allocated range. Upon the recommendation of the department headDepartment Head, the Human Resources DirectorDirector of Human Resources (or City Manager as required) may approve placement at a higher step within the prescribed range based upon the employee’s qualifications and performance justifying such placement or a proven inability to recruit at the first step.

2. Salary Step Advancement
Unless otherwise provided, employees shall receive step advancements in the following manner:
a. For employees starting at Steps 1 through 4 of the salary range: After one year of satisfactory service and each year annually thereafter (i.e., the anniversary date),, an employee shall be eligible for a salary increase to the next step of the range up to top step of the salary range. The effective date of the step increase shall be the employee’s anniversary date. Employees hired or promoted prior to the date of City Council approval of this 2019-2023 MOU, who were at Step 1 at the time of approval, shall receive a salary step increase to Step 2 after six (6) months of satisfactory service. They shall then be eligible for salary step increases to Steps 3 through 5 after one (1) year of satisfactory service and each year thereafter.
b. All step increases shall be in accordance with the following procedure:Employees shall advance to the next step unless they receive a timely performance evaluation (i.e., within one calendar week of the employee’s anniversary date) indicating that their performance does not merit an increase, in which case, the step advancement may be withheld or delayed.

Page 6 of 48 ends

(1) Upon receipt of an evaluation with an overall rating of satisfactory or better, employees shall receive step
increases in accordance with “a” above.
(2) Increases are recommended by the employee's supervisor and department head (or designee), and are approved by
the Human Resources Director.
(3) Increases are effective on the first day of the pay period following the employee’s scheduled increase date.

C. Application Of Salary Steps To Promotions
An employee who is promoted shall be placed at Step 1 of the new classification or at a the lowest step of the new classification that provides the employee with a base salary of at least five percent (5%) more than the base pay the employee was receiving prior to being promoted.

In no event shall the promoted employee be placed below the bottom step or above the top step of the new range. The effective date of the promotion shall be the first day of the pay period following the promotion date. The employee’s anniversary date for the position into which the employee is promoted (which determines step increases for that position) shall be be the effective date of the promotion.

D. Special Merit Step Advancement
The City Manager may, upon the recommendation of the employee’s department headDepartment Head and the Human Resources DirectorDirector of Human Resources, authorize the advancement of an employee to any of the four (4) steps earlier than he/shethey would normally be eligible. Such increases shall be effective on the first day of the pay period following approval by the City Manager, if not otherwise specified by the Department HeadAppointing Authority. Employees will thereafter be eligible for regular step increases annually on the anniversary of the special merit advancement.

E. Superior - Subordinate Relationship
For the purpose of this section, a superior-subordinate relationship is defined as a relationship in which a classification has the responsibility for the direct supervision of another classification.

In such a relationship, a superior shall be paid a monthly salary rate above his/hertheir subordinates. When a subordinate's monthly salary rate is equal to or exceeds that which is being paid to his/hertheir superior, the superior shall receive a special adjustment of 3% above the salary received by his/hertheir highest paid subordinate. Notwithstanding the foregoing, no member of this unit may receive pay pursuant to this section if he/shethey areis supervising a Police Officer or any other sworn personnel or working on an overtime assignment.

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At any time the superior's base salary (excluding this salary adjustment) exceeds the base salary of his/hertheir subordinates, the salary adjustment granted to him/her by this section shall be eliminated.

Monthly salary rate is defined as the base monthly salary paid to a position. Excluded from salary computations for this provision are any bonuses paid, shift differentials, overtime payments, or any additional payment to a position.

F. Flex Classifications
The below provisions are applicable to employees who are in the bargaining unit represented by the Association as of October 6, 2023. For any employees hired on or after October 7, 2023, the below provisions do not apply to them and these employees must go through the regular promotional process to promote from Records Specialist to Senior Records Specialist and from Forensic Specialist to Senior Forensic Specialist.

Records Specialist and Forensic Specialist classifications are considered “flex classifications”.

This means that employees can automatically move to the senior classification by satisfying certain criteria as described below. Even though these flex classifications exist, the City can still recruit and hire for the senior classification by conducting an open recruitment.

1. Records Specialist
A Records Specialist will become a Senior Records Specialist if the employee has received at least fivetwo annual performance evaluations and meets the following criteria:
a. Courses/Certifications
Records Clerk Course – up to 40 hours
Public Records Class – up to 16 hours
Current CLETS certification
b. Performance Evaluation Ratings
The employee received a rating which exceeds “satisfactory” on at least 50% of the performance ratings for the last fivetwo annual evaluations prior to movement to the Senior.

2. Forensic Specialist

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A Forensic Specialist will become a Senior Forensic Specialist if the employee has received at least fivetwo annual performance evaluations, has courtroom experience (i.e., testimony or presented significant evidence to a court), and meets the following criteria:
a. Courses/Certifications
(i) Certifications
A current certification in one or more of the forensic disciplines. (ii) Complete accredited courses:
120 hours in at least three (3) of the following areas of the discipline:

Alternate Light Source Training
Arson Investigations
Blood Pattern Analysis
Collection & Preservation of Evidence
Courtroom Testimony
Crime Scene Documentation
Crime Scene Investigations
Crime Scene Photography
Crime Scene Reconstruction
Death Investigations
Evidence Photography Footwear and Tire Tread
Latent Print Detection
Report Writing
Rules of Evidence
Traffic Accident Investigations
b. Professional Organization Membership
The employee must be a member of at least one forensic professional organization such as, International Association for Identification, California Division of International Association for Identification, or Southern California Association of Fingerprint Officers. c. Performance Evaluation Ratings
The employee received a rating which exceeds “satisfactory” on at least 50% of the performance ratings for the last fivetwo annual evaluations prior to movement to the Senior.

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The provisions in this Article 4F go into effect on the first date of the pay period including City Council approval of this 2019-2023 MOU.

5. HOURS, WORKWEEKS AND WORK SCHEDULES
A. Workweek
The workweek for all members of the unit shall be 168 regularly recurring hours. All employees are required to work a full time (i.e., forty (40) hours) work schedule unless otherwise provided by the City Manager.

B. Work Schedules
Work schedules refer to the particular type of schedule, not the particular hours in the day, the employee is scheduled to work. That is defined below in subsection D as “shift schedules”.

Work hours will be consecutive with the exception of an unpaid meal period (for those classifications not receiving a paid meal period).

For employees working the 5/40 work schedule, each employee’s designated FLSA workweek shall begin on Saturday at 12:00 a.m. and end at 11:59 p.m. the following Friday. • A 5/40 schedule consists of a weekly work schedule of five (5) consecutive workdays of eight (8) hours each (including paid breaks), followed by two consecutive days off.

For employees working the 9/80 work schedule, each employee's designated FLSA workweek (168 hours in length) shall begin exactly four hours after the start time of his/hertheir eight hour shift on the day of the week that corresponds with the employee's alternating regular day off.
• A 9/80 schedule consists of alternate weeks of four (4) consecutive workdays of nine (9) hours each, followed by five (5) consecutive workdays four (4) consecutive days of which consist of nine (9) work hours each and one (1) day of eight (8) work hours.

For employees working the 4/10 work schedule, each employee’s designated FLSA workweek shall begin on Saturday at 12:00 a.m. and end at 11:59 p.m. the following Friday. • A 4/10 schedule consists of a weekly work schedule of 4 consecutive workdays of 10 work hours each, followed by three consecutive days off.

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For employees working the 3/12 work schedule, each employee's designated FLSA workweek shall begin exactly four hours after the start time of his/hertheir eight hour shift on the day of the week that corresponds with the employee's alternating regular day off. • A 3/12 schedule consists of alternate weeks of three (3) consecutive workdays of 12 hours each and four consecutive days off, followed by four (4) consecutive workdays, three (3) consecutive days of which consist of 12 hours each and one day of eight (8) work hours and three consecutive days off.

For employees working the 3/12.5 work schedule, each employee’s designated FLSA workweek shall begin exactly five hours after the start time of each employee’s ten hour shift. As such, these employees will earn 2.5 hours of overtime (of which the straight time portion of these hours will have already been paid as part of regular monthly compensation) in each of the two workweeks in which the ten hour shift shall fall.
• A 3/12.5 schedule consists of a weekly schedule of three (3) consecutive workdays of 12.5 hours each with one additional 10 hour day every four weeks.

The ten hour shift shall not be changed unless it is intended to be changed permanently. If that happens, the employee’s FLSA workweek will change to begin five hours after the new start time of the ten hour shift. • A 3/12.5 - 4/12.5 schedule consists of a weekly schedule of three (3) consecutive workdays of 12.5 hours one week followed by four (4) consecutive workdays of 12.5 hours the following week.

Employees in the bargaining unit whose work schedule is not defined in 1-56 below shall be assigned to work a 5/40, 9/80 or 4/10 work schedule.

1. Communications Bureau and Senior Records Specialist:

Employees working in the Communications Bureau and employees in the classification of Senior Records Specialist shall work the 3/12.5 schedule.

However, the City may assign up to two employees in the classification of Communications Dispatcher and two employees in the classification of Senior Records Specialist to work the 4/10 work schedule based on an assessment of operational need to do so. If the City decides that it wants to assign one or two employees (from either or both classifications) to a 4/10 work schedule, it shall first determine if there are employees in the classification who voluntarily choose to work that shift schedule. If that is the case, selection will be made from those who volunteer for the 4/10 shift schedule. If there are more volunteers than assignments, the most senior (in class) shall decide if he/shethey wants the shift or not. If there are no volunteers, the least senior employees (based on time in class) will be assigned to the 4/10 shift schedule. In addition, employees in either classification may request to work a 4/10 work schedule. If

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such request is acceptable to the employee’s manager it shall be granted. If such request is denied, such denial is not subject to being grieved.

2. Communications Dispatchers hired after approval of this 2019-2023 MOU by the City Council shall be assigned to work the 3/12.5 – 4/12.5 work schedule. These employees shall be scheduled to work 87.5 hours per pay period. The FLSA workweek for these employees shall end exactly six (6) hours and 15 minutes after the start time of the first shift in the employees work week in which he/she is scheduled to work four consecutive shifts in the workweek. As such, in each workweek of the pay period, the employee shall be scheduled to work 43 hours and 45 minutes. The parties agree that during the term of this 2019-2023 MOU, either party may request to reopen negotiations on this work schedule.

However, no changes may be made to the work schedule without an agreement of the parties.

3. 4.2. Identification Bureau and Records Specialist:

Employees working in the Identification Bureau and employees in the classification of Records Specialist shall work the 4/10 schedule. Employees in the classifications of Forensic Specialist and Senior Forensic Specialist may be assigned to work a day shift or mid shift schedule. In selecting employees for the mid shift, the Department shall consider seniority in classification.

Employees in the classification of Records Specialist may request to work a 3/12.5 work schedule. If such request is acceptable to the employee’s manager it shall be granted. If such request is denied, such denial is not subject to being grieved.

5.3. Records Supervisor and Traffic Control Officer (including the Assignment of Lead Traffic Control Officer):

Employees in the classifications of Records Supervisor and Traffic Control Officer shall be assigned to work either the 4/10 or 3/12.5 work schedule. The assignment of Lead Traffic Control Officer shall be assigned to work a 3/12.5 work schedule. Such employees may request to work an alternative work schedule to their current work schedule, (e.g., an employee working a 3/12.5 may request to work a 4/10 and vice versa). If such request is acceptable to the employee’s manager it shall be granted. If such request is denied, such denial is not subject to being grieved.

6.4. Administrative Clerks, Administrative Coordinator, Secretaries, Detective Specialists, Property Officers, Traffic Specialists, and Fire Inspectors:

Employees in these classifications shall work the 4/10 schedule.

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7.5. Jail Bureau:

Employees assigned to the Jail Bureau shall work either the 9/80 or 4/10 work schedule. Employees assigned to the Jail Bureau may request to work another work schedule. If such request is acceptable to the employee’s manager it shall be granted. If such request is denied, such denial is not subject to being grieved.

C. Shift Schedules
Shift schedules are the hours of the day an employee’s shift covers. Employees in some of the classifications in the unit bid for shift assignments based on seniority (which, for purposes of this article is measured by time in classification) For those classifications, the shift bidding process shall be based as far as possible on seniority, but subject to the department headDepartment Head's right to plan work under his or hertheir control.

For classifications which do not bid shifts, that classification’s shift schedule(s) shall be established by the department headDepartment Head.

Once shift schedules are established, the department head retains the right to make de minimis changes to the shift schedule (i.e., the start and end time of an employee’s work shift).

However, any other changes to an employee’s shift or work schedule are subject to meet and confer. The Association acknowledges that if requested to meet and confer over a schedule change, it will do so promptly.A Department Head retains the right to make de minimis changes to the shift schedule (i.e., changing the start time to begin five (5) minutes to two (2) hours later at the most) start and end time of an employee’s work shift). Any other changes to an employee’s work schedule or shift schedule are subject to meet and confer. However, if an employee requests to have their work or shift schedule changed and their supervisor agrees, the Human Resources Department and the Association shall be notified prior to the schedule change. The Association acknowledges that if requested to meet and confer over a work or shift schedule change, it will do so promptly, within one week after the request. Except as mentioned above, the City agrees that until the meet and confer process is exhausted there will be no changes to work or shift schedules or bonuses attached to any particular schedule.

D. Job Sharing
Job sharing is where two employees work the equivalent of one full-time position with the regular work schedule for the position and receive pro-rata benefits. Requests for job sharing will be evaluated on a case- by- case basis subject to an agreement between the City and the Association. Requests need to be made to the Department Head and will be evaluated in conjunction with the Human Resources Department.

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E. Employees on Probation
Employees on probation may have their work schedules and shift schedules changed by their department headDepartment Head at his/hertheir discretion. Once off probation, these employees are subject to all other provisions of this article.

F. Meal Period
Employees in the Records Bureau, Communications Bureau, Identification Bureau (Forensics), Jail Bureau, Property and Evidence Unit, Administrative Office, and employees in the classification of Traffic Control Officer and the assignment of Lead Traffic Control Officer do not receive a formal meal period. If they take a break to eat a meal it is part of their regularly scheduled hours and is paid. That said, the City will take all reasonable efforts to provide such employees with a meal period sufficient for them to eat. All other employees in the unit receive a thirty (30) minute unpaid meal period.

G. Rest Periods
Employees shall be allowed but not required to take a rest period of fifteen (15) minutes during the first half of their shift and another rest period of fifteen (15) minutes during the second half of their shift.

Such rest periods shall be scheduled in accordance with the requirements of the Department, but in no case shall rest periods be scheduled within one (1) hour of the beginning or the ending of a work shift or lunch period unless pre-approved by a supervisor on an occasional basis. Rest periods may not be combined with meal periods to extend an employee’s meal period unless pre-approved by a supervisor on an occasional basis.

Rest periods shall be considered hours worked and employees may be required to perform duties, if necessary.

H. Vehicle Use For Fire Inspectors
Employees in the classification of Fire Inspector who are required to use a vehicle in the performance of their job duties will be provided with a City vehicle to perform those duties.

I. Accurately Reporting Time Worked
Employees are required to accurately report all time worked on their time sheets and submit all timesheets by the deadline established by the Payroll Division of the Finance Department.

Under no circumstances may an employee work any time in addition to his/hertheir regular work hours before or after work, or on an unpaid meal break, without first receiving approval in advance from his/hertheir supervisor. Thus, all overtime requires advanced approval. In

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addition, since no supervisor is permitted to require an employee to work overtime without it being reported on his/hertheir time sheet, if an employee works such time it will be recorded.

Unit members shall record hours worked in one-tenth (1/10) of an hour increments of time.

This is illustrated by the following:
0-3 Minutes – No additional time should be recorded
4-9 Minutes = .1 of an hour
10-15 Minutes = .2 of an hour
16-21 Minutes = .3 of an hour
22-27 Minutes = .4 of an hour
28-33 Minutes = .5 of an hour
34-39 Minutes = .6 of an hour
40-45 Minutes = .7 of an hour
46-51 Minutes = .8 of an hour
52-57 Minutes = .9 of an hour
58-60 Minutes = 1.0 full hour
For example, if an employee whose work schedule is 7:30 a.m. to 5:30 p.m. works until 5:48 p.m. he/shethey would record 9.3 hours for the day.

The parties agree that if the City makes any timekeeping system upgrades during the term of this MOU, if there are any meet and confer/consult obligations (either impacts or any decisions which may require meet and confer) the Association and/or the City agree to promptly meet and confer/consult if requested by the other party.

6. OVERTIME
A. Earning Overtime
Employees shall be paid overtime compensation at the rate of 1.5 times their regular rate of pay when required to work holidays, or in excess of the employee’s regularly scheduled hours per day or more than 40 hours in a workweek. All paid leave shall be regarded as hours worked for purposes of computing entitlement to overtime.

B. Compensatory Time Off
Employees working overtime shall receive either pay or compensatory time off (CTO). The decision as to whether an employee will receive pay or earn CTO will be made by the employee’s department headDepartment Head or designee. Employees can accumulate up to 160 hours of CTO. Since CTO is earned at 1.5 hours for each hour of overtime worked, 160 hours of CTO equates to 106.66 hours of overtime worked. Once an employee has 160 hours of accumulated CTO, they cannot accumulate any additional CTO until their bank is below 160 hours and any overtime worked will be paid.

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Employees will be cashed out of any accumulated CTO at their current regular rate of pay when they leave employment with the City or are promoted/move into a bargaining unit which does not have CTO for employees in the unit (e.g., a promotion to the Management and Professional Association).

An employee wishing to use his/hertheir accumulated CTO must provide reasonable notice to his/hertheir supervisor. If reasonable notice is provided, the request will only be denied if the request is unduly disruptive to the operations of the employee’s department. For purposes of this MOU, reasonable notice is defined as at least one calendar week. If an employee wishes to use CTO without providing reasonable notice, the decision to grant or deny that request will be at the discretion of the employee’s supervisor.

7. COURT TIME, CALL BACK, AND STAND-BY
A. Court Time
An employee called into work from being off-duty to appear in court shall receive a minimum of four (4) hours at time and one-half. However, if the court appearance time is contiguous with an employee’s shift (i.e., either directly before or after the employee's assigned shift) the employee will be paid at least one hour at time and one-half or for the actual time spent in court, whichever is greater. An employee called to court while on duty will be paid for his/hertheir actual hours worked and shall not receive any minimum payments as provided herein.

B. Call Back
An employee called back to work while off duty during hours which do not overlap his/hertheir regular work hours shall receive a minimum of four (4) hours straight time pay. An employee called back for more than four (4) hours shall receive pay at the rate of time and one half for each hour worked in excess of four (4). However, if the hours when the employee is called back overlap his/hertheir regular work hours, he/shethey shall receive his/hertheir regular pay for those hours and only receive one and one half (1.5) times the regular rate of pay for the time which is not overlapping his/hertheir regular work hours. Employees who are called back to work shall receive straight time for the first four hours worked on call back unless the employee’s hours (by working the call back) exceed 40 hours in the defined workweek. If that occurs the employee shall receive overtime compensation for the hours above 40. If an employee is only required to communicate electronically and not report to work, he/shethey will be paid for his/hertheir actual time worked if not de minimis, i.e., 1-3 minutes.

C. Stand-by Pay
Employees may be required to be on stand-by for many different reasons. Being on stand-by means that the employee is required to promptly return to work after being called, and be fit

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for duty, and able to respond. Employees are not permitted to use a substance that will impact their ability to return to work drink alcohol while on stand-by.

Employees on stand-by shall receive a cell phone from the City and will be required to respond to the call or text message as quickly as possible. Upon responding, the employee will be instructed as to whether he or shethey areis required to return to work and will be informed of the location to which he or shethey must respond. Response time will generally be the employee’s normal commute time. Employees on stand-by shall receive three (3) hours of compensation at straight time for any period of stand-by for up to 14 hours in a day (e.g., an employee who works a 4/10 work schedule who is on stand-by for the other 14 off-duty hours in the day). If the stand-by period exceeds 14 hours in a 24-hour period, the employee shall be paid six (6) hours of stand-by pay for that 24-hour period.

8. WORKING OR TRAINING OUTSIDE OF CLASSIFICATION
Employees in the unit may either perform or train for work, which is not part of his/hertheir regular classification. For this type of work, the parties agree to the provisions below to address those situations.

A. Special Assignment Increase
A special assignment increase may be granted to an employee provided that the employee is clearly performing specific duties above and beyond that required by his/hertheir classification while not assigned or authorized to be filling a position out of classification. The department headDepartment Head or designee shall submit his/hertheir recommendation and justification to the Human Resources DirectorDirector of Human Resources for approval. The Human Resources DirectorDirector of Human Resources will review the recommendation and determine whether it is warranted given the standards of this section.

An employee shall receive six percent (6%) above his/hertheir hourly base salary for each hour assigned to the special assignment.

The parties agree that to the extent permitted by law, the compensation for Special Assignment Pay is special compensation for “classic member” employees as defined in Exhibit C to this MOU and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(3) Temporary Upgrade Pay.

B. Training Assignment Increase
When assigned to train a new employee, employees shall receive an assignment pay increase of six-percent (6%) above base pay applicable only to the hours worked in training the new employee. Once such training ends, the employee will no longer be entitled to receive it unless/until he/shethey begins to train another new employee. The Human Resources

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DirectorDirector of Human Resources may review any employee’s receipt of such training assignment pay at any time to determine if an employee’s receipt of it is still warranted.

Communications Dispatchers shall receive training pay when training a Police Officer.

The parties agree that to the extent permitted by law, the compensation for Training Pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Training Premium.

C. Filling Position Out Of Classification (FPOC)
As the result of departmental need and while so assigned, eEvery regular employee assigned to and working in a classification with a salary range above that of the employee's regularly assigned position as the result of special departmental need shall be paid while so assigned at a step within the higher classification’s range for the higher classification that is at least five percent (5%) higher than the employee’s current base salary. When an employee is assigned and performs the duties of the higher classification, the employee shall be placed at the next salary step that is at least five percent (5%) above the base pay rate of his/hertheir regular classification, provided that no employee will be placed at a rate higher than the fifth step, nor lower than the first step of the salary range for the classification the employee is filling out of classification. Probationary employees are not eligible to fill a position out of classification.

To be eligible for compensation for filling a position out of classification, the employee has to meet the criteria for the higher classification and be capable of performing those specific tasks which he/shethey will be performing during this acting time and which differentiates it from the lower classification.

An employee assigned to fill a position out of classification shall not acquire status or credit for service in the higher class and may be returned to his/hertheir regular position at any time. An employee receiving FPOC pay shall not receive the higher salary when on vacation or sick leave for two weeks or longer.

1. Where an employee is assigned to fill a position out of classification with less than two weeks’ notice, the FPOC can be approved (and the employee is then authorized to be paid) by an email where the Department Head approves it. The employee will not be required to perform the FPOC work until he/shethey receives written approval (in the form of an email from the Department Head) authorizing the work and pay.

2. Where the employee is assigned to fill a position out of classification with more than two weeks’ notice (i.e., the FPOC work will be performed more than two weeks after the request is made) the process for approval requires that established departmental procedures are followed and authorization from the department headDepartment Head or designee is obtained. This requires the

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completion and approval of the necessary personnel forms (personnel action form and FPOC request form) submitted to Human Resources.

The parties agree that to the extent permitted by law, the compensation for FPOC is special compensation for “classic member” employees as defined in Exhibit C to this MOU and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(3) Temporary Upgrade Pay.

D. Lead Traffic Control Officer Assignment Pay
There will be four (4) Lead Traffic Control Officer assignments. Assignments to Lead Traffic Control Officer will be made from employees in the classification of Traffic Control Officer (TCO). When there is a Lead assignment opening to be filled, all TCO’s will have an opportunity to submit a memo of interest in order to be considered for the Lead assignment. The work schedule of a Lead Traffic Control Officer will be as provided for in the article in this MOU on Work Schedules for a Traffic Control Officer.

The Lead Traffic Control Officer assignment will be for twenty-four (24) months tone (1) year.

Once assigned as a Lead Traffic Control Officer, the employee must wait at least twelve (12) months before reapplying for this assignment. If no Traffic Control Officer applies for the assignment, the Department has the discretion to extend the term of an employee in the assignment for another twenty-four (24) months.

At the discretion of the Chief of Police, a Lead TCO assignment may be extended in one year increments, up to a maximum of two (2) additional years. Each one (1) year extension requires the Department to make an affirmative decision to extend the assignment for an additional year, and the approval of the Chief of Police.

Once chosen for this assignment, a Lead Traffic Control Officer can be removed at any time with or without cause.

A Traffic Control Officer assigned as a Lead shall receive assignment pay of ten percent (10%) of his/hertheir assigned salary step on the Traffic Control Officer salary range while in the assignment. A Traffic Control Officer assigned as a Lead who is y-rated in a salary range that exceeds the Traffic Control Officer range will be paid 10% of Traffic Control Officer Step 5.

A Traffic Control Officer may not receive special assignment or training increase pay while assigned as a Lead Traffic Control Officer.

9. RECLASSIFICATIONS
If an employee, the Association or the Department believes that the duties and responsibilities of a their position have changed and are no longer accurately described by the job description for the classification, they may discuss this with their Department Head. If the Department Head is in agreement, employee or Association the Department Head may make a request for a reclassification to the Human Resources DirectorDirector of Human Resources if the employee

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has been in the position for at least nine months. The City can initiate a request for reclassification of a position at any time regardless of whether an employee in the position has been in the position for nine months. All requests for reclassification must be submitted to the Human Resources DirectorDirector of Human Resources no later than December 1 (starting in 2020, the date is changed to September 15) for implementation in the next fiscal year.

When a position in the unit is reclassified upward, the employee in the position shall be appointed to the reclassified position provided that the employee meets the qualifications established for the reclassified position. If the employee does not then meet the minimum requirements of the reclassified position, the City will meet with Association and employee to evaluate all available options.

In the event an employee is reclassified or the position occupied by an employee is reclassified to a position assigned to a higher salary schedule, and the employee in such position is eligible for appointment to this position, he/shethey shall be placed at Step 1 of the new classification or at a salary step that is at least equal to five percent (5%) greater than the base pay rate in the previous classification, provided that no rate higher than the top step of the respective salary schedule shall be paid.

When a position in the unit is reclassified downward to a class having a lower salary or is determined by the Council to be excessively compensated, the salary of the employee in that position shall be "Y"-rated, which shall freeze the employee’s salary at that amount received just prior to the reclassification. This action shall prevent salary advancement for such employee until the schedule for the reclassified position's classification provides a step which exceeds the salary paid to the employee. No reduction in salary rate shall result from "Y"- rating.

10. ADDITIONAL COMPENSATION
No compensation adjustments authorized by this article shall become effective until an official transaction form authorizing the adjustment is approved by the Human Resources DirectorDirector of Human Resources.

A. Shift Pay

1. Definition of Shifts
a. Day shift means any authorized work schedules assigned except swing or night shift as defined below.

Rotating shift means an authorized periodic change to the start and end times of an employee’s regularly reassigned work shift during his/her defined FLSA workweek (for example, an employee whose regular schedule contains both a swing shift and a day shift within the same FLSA workweek). Rotating shift does

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not include changing the number of hours an employee works in a day or number of days worked per week. Effective upon on the first day of the pay period including City Council approval of this 2019-2023 MOU, rotating shift pay is eliminated.
b. Swing shift means authorized work schedules regularly assigned in which at least 4 hours worked are between the hours of 5:00 p.m. and 1:00 a.m. of each work day.
c. Night shift means authorized work schedules regularly assigned in which at least 4 hours worked are between the hours of 11:00 p.m. and 8:00 a.m. of each work day.

2. Shift Pay
a. Employees assigned to a swing shift shall receive a shift differential of 3% of base salary.
b. Employees assigned to a night shift shall receive a shift differential of 6%. c. In any given workweek, an employee may only receive a maximum of a 6% shift pay even if working both night shift (for at least two workdays) and/or swing shift.
d. An employee assigned to a shift which qualifies as both a swing shift and a night shift (e.g., a shift from 8:00 p.m. to 5:30 a.m.) is considered a night shift in determining eligibility of shift pay.

The parties agree that to the extent permitted by law, the compensation for shift pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Shift Differential.

B. Latent Print Examiner Pay
Forensic Specialists and Senior Forensic Specialists who qualify as Certified Latent Print Examiners shall receive 5.5% of base salary per month. Proof of certification shall be filed with the Human Resources OfficeDepartment of Human Resources.

The parties agree that to the extent permitted by law, the compensation for Latent Print Examiner Pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Police Investigator Premium.

C. Bilingual Pay

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The City shall pay 3% of base salary to employees who are certified as bilingual by the County of Los Angeles or other agencies approved by the City. The certification tests for written and oral proficiency in Spanish, Farsi, Korean, Russian, Japanese, Chinese, Tagalog, French, German, American Sign, Romanian or any other language designated by the City. The initial fees for any testing required to obtain certification shall be borne by the City. If the employee fails to obtain the certification, subsequent attempts will be paid for by the employee.

The parties agree that to the extent permitted by law, the compensation for Bilingual Pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Bilingual Premium.

D. Penal Code Section 832 Pay – Traffic Control Officers Effective upon City Council approval of this 2019-2023 MOU, tThere City will authorize pay for shall be teneight (108) Traffic Control Officersemployees certified to perform the duties associated with Penal Code section 832 who are assigned as set forth below. The parties agree that they shall continue to meet and confer over the implementation. Those employees selected for this assignment shall obtain a P.C. 832 certificate.

In addition to their regular duties as Traffic Control Officers, employees selected for this assignment could be assigned to investigate criminal complaints and issue citations for violations of the Beverly Hills Municipal Code relating to food trucks, ice cream trucks, enforcement of handicap placards and valet operations. If there are additional Municipal Code violations that the Department wants employees in this assignment to enforce that are reasonably related to this assignment, the City will inform the Association. If the Association wants to discuss it with the City the parties will meet to discuss it. Traffic Control Officers selected for this assignment may also be assigned to perform duties associated with processing parking permits.

Compensation for employees selected to perform the duties of this assignment shall follow the provision of Article 8, Section A of this MOU – Special Assignment Increase which provides pay of six percent (6%) of hourly base salary.

This assignment is for one-year. Traffic control officers in this assignment will be given the opportunity to extend annually by participating in the selection process. The decision to extend will be at the discretion of the Chief of Police.

Employees selected for the P.C. 832 certification assignment will continue to participate in the seniority shift bid process without regard to their designation as P.C. 832 certified.

For each shift bid selection, the Police Department will identify the shifts on which one or more P.C. 832 certified TCO’s are needed. If, following the employees’ selection of their shifts, the selection does not provide the Department in its discretion with adequate coverage of P.C. 832

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certified TCO’s, the Department has the right to inform employees that they would need to choose one of the Department identified shifts (where P.C. 832 certification is needed). Such employees would then have the choice to accept one of the Department identified shifts or keep their chosen shift but without their P.C. 832 assignment. If the employee chooses to not accept one of the Department identified shifts to keep their P.C. 832 assignment, the Department will choose another employee for the P.C. 832 assignment based on the shifts they have selected. If this occurs, the Department may solicit memoranda of interest from employees who have the P.C. 832 certification.

E. Red Light Enforcement Assignment Pay
Traffic Control Officers assigned to provide administrative support to the Photo Red Light Enforcement function in the Traffic Bureau shall receive special assignment pay of eight percent (8%) of hourly base salary.

F. POST Public Safety Dispatcher Certification Pay
Employees who earn a POST Public Safety Dispatcher Advanced Certification shall receive two percent (2%) of hourly base salary.

Employees who earn a POST Public Safety Dispatcher Supervisory Certification shall receive one percent (1%) of hourly base salary.

Employees who earn both a POST Public Safety Advanced and Supervisory Certificate shall receive three percent (3%) of hourly base salary.

The City will pay for an Advanced Certificate (not to exceed six (6) employees) and a Supervisory Certificate not to exceed four (4) employees). For the POST Dispatcher certifications, the term “employees” is referring to full-time equivalent employees.

Employees who had earned these certificates prior to October 7, 2023 will begin receiving this pay on October 7, 2023. Employees who earn these certificates (up to the maximum amounts described in the preceding paragraph) during the term of this MOU, will begin to receive the pay in the pay period after they provide proof to the City that they have earned the certificate.

G. Fire Inspector Certification Pay
Employees in the classification of Fire Inspector who earn the National Fire Protection Association Certification entitled Assessing Structure Ignition Potential shall receive two and three quarters’ percent (2.75%) of hourly base salary. At any one time the City will pay for up to two (2) employees who have earned this certificate.

Employees in the classification of Fire Inspector who had earned this certificate prior to October 7, 2023 will begin receiving this pay on October 7, 2023. Employees in the classification of Fire

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Inspector who earn this certificate (with the City paying up to a maximum of two (2) employees at any one time) during the term of this MOU, will begin to receive the pay in the pay period after they provided proof to the City that they have earned the certificate.

11. UNIFORMS ALLOWANCE
The City shall furnish the initial uniforms and necessary equipment to each employee required to wear a uniform. It shall be the responsibility of each employee to maintain his/hertheir uniform in good condition, consistent with the specifications listed in each Department’s manual or procedure. The uniforms shall be the property of the City.

The initial uniform issuance shall include three (3) pair of trousers/slacks/skirts (or a combination of), four (4) shirts/blouses, a belt, a name plate and a sweater or jacket.

Depending upon assignment, other issued equipment may include foul weather gear, a hat, a tie and tie bar, and a whistle and chain. The City shall replace uniform items or issued equipment which is no longer serviceable. The employee shall complete the Uniform Replacement and Equipment Purchase Form when requesting replacement of issued uniforms or equipment. The decision to replace items will be at the discretion of the individual's supervisor.

The classifications of Forensic Specialist and Senior Forensic Specialist shall receive an annual clothing allowance in the amount of $600.00 per year per employee. The uniform allowance, shall be paid 1/26th of the annual amount each pay period. In years in which there are twentyseven (27) pay periods, the employee shall not receive the uniform allowance payment for the 27th pay period.

The City may require certain classifications to wear a uniform shoe. The City supplies shoes for the classifications of Fire Inspector, Property Officer, and Traffic Control Officer. There is a $140.00 maximum established for the purchase of shoes. Employees desiring more expensive shoes will be responsible for the purchase of their own shoes and will be reimbursed up to the maximum above upon submitting the receipt and the Uniform Replacement and Equipment Purchase Form. Other employees will be required to wear shoes appropriate to the uniform worn. Generally, these employees will be required to have black shoes.

The parties agree that to the extent permitted by law, the value of the uniforms provided in the previous paragraph is special compensation and shall be reported as such pursuant to Title 2, CCR Section 571(a)(5). The City will report as special compensation, the value of the uniforms for unit members who are “Classic Members” (as described in Exhibit C to this MOU) per the Public Employees’ Pension Reform Act of 2013 employed on or before December 31, 2012. “New members” as defined under the Public Employees’ Pension Reform Act of 2013 are not permitted to have the value of the uniforms reported as special compensation. If the City is permitted to do so in the future pursuant to a change in the law, it will do so.

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12. HEALTH BENEFITS
A. Cafeteria Plan and Benefits

1. Cafeteria Plan and Benefits
The City will provide current employees with flexible benefits through a cafeteria plan as provided below.

Any language contained in this MOU which is also contained in the cafeteria plan documents is done so for the convenience of the parties. However, the parties agree that all of the provisions of the cafeteria plan documents (whether included in this MOU or not) are applicable and binding on the parties to this MOU.

The following insurance benefits are provided through the provision of a cafeteria plan adopted in accordance with the provisions of IRS Code § 125:
medical, dental, and optical.

2. The Purchase of Optional Benefits Through the Cafeteria Plan Employees shall be provided with the amount of $2,150.00 per month for the purchase of the optional medical, dental and optical insurance benefits. The $2,150.00 per month is inclusive of the CalPERS statutory minimum.

Effective January 1, 2022, employees who are are enrolled in medical insurance coverage at the employee + family level will be provided $2,250.00 per month for the purchase of the optional medical, dental and optical insurance benefits.

The $2,250.00 per month is inclusive of the CalPERS statutory minimum.

Employees who are enrolled in medical insurance at the employee or employee + 1 level, will continue to be provided a City contribution of $2,150.00.

Effective January 1, 2023, employees who are are enrolled in health insurance coverage at the employee + family level will be provided $2,350.00 per month for the purchase of the optional medical, dental and optical insurance benefits.

The $2,350.00 per month is inclusive of the CalPERS statutory minimum.

Employees who are enrolled in medical insurance at the employee or employee + 1 level, will continue to be provided a City contribution of $2,150.00.

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at the employee or employee + 1 level receive $2,150.00 per month. Employees who are enrolled at the employee + family level receive $2,350.00 per month.

3. The Receipt of Cash Through the Cafeteria Plan
Employees who opt out or who are enrolled in health insurance coverage at the employee only or employee + 1 level will be eligible to receive cash up to a maximum of $475 per month ($375 per month for employees enrolled in health insurance coverage at the employee + family level) (subject to taxation as wages) through the cafeteria plan if they either opt out of receiving one of the optional benefits provided through the plan or if they choose optional benefits that do not cost as much as the maximum dollar amount they receive through the plan.

Effective January 1, 2022, employees who opt out or who are enrolled in health insurance coverage at the employee only or employee + 1 level will continue to receive cash up to a maximum of $475 per month. Employees enrolled in health insurance coverage at the employee + family level will be eligible to receive cash up to a maximum of $425 per month.

Effective January 1, 2023, employees who opt out or who are enrolled in health insurance coverage at the employee only or employee + 1 level will continue to receive cash up to a maximum of $475 per month. Employees enrolled in health insurance coverage at the employee + family level will be eligible to receive cash up to a maximum of $375 per month.

COVERAGE LEVEL

TOTAL CITY

CONTRIBUTION

EFFECTIVE
JANUARY 1, 2024

TOTAL CITY

CONTRIBUTION

EFFECTIVE
JANUARY 1, 2025

TOTAL CITY

CONTRIBUTION

EFFECTIVE
JANUARY 1, 2026
Employee Only: $2,150 $2,150 $2,150
Employee Plus One
Dependent:
$2,200 $2,250 $2,300
Employee Plus Family: $2,450 $2,550 $2,650

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a. Medical Insurance
The City contracts with the Public Employees’ Retirement System for medical insurance. Insurance coverage is effective the first day of the next month following the employee’s hire date.

The City will contribute the PERS statutory minimum on behalf of each employee in the program.

Eligible employees may select any of the HMO or PPO medical insurance plans offered by CalPERS.

If CalPERS changes any of the medical insurance plans by either adding to or deleting the plan options described above, employees will be limited to those plan options offered by CalPERS.

For each of the plans, employees will also be able to choose the benefit for the employee, employee + 1, or employee + family. Covered employees are required to participate in CalPERS medical insurance under one of the available options. However, an employee may opt out of medical insurance if the employee is able to demonstrate to the City’s satisfaction that he/shethey havehas minimum essential coverage as defined by the Affordable Care Act, (through another source other than coverage in the individual market, whether or not obtained through Covered California).

In order to opt out, an employee must sign an attestation that the employee and all individuals for whom the employee intends to claim a personal exemption deduction for the taxable year or years that begin or end in or with the City’s plan year to which the opt out applies (“tax family”), have or will have minimum essential coverage through another source (other than coverage in the individual market, whether or not obtained through Covered California) for the plan year to which the opt out arrangement applies (“opt out period”). An employee must provide the attestation every plan year at open enrollment or within 30 days after the start of the plan year. The opt-out payment cannot be made and the City will not in fact make payment if the employer knows that the employee or tax family member doesn’t have such alternative coverage, or if the conditions in this paragraph are not otherwise satisfied.

If at any time during the term of the MOU, the City is subject to penalties under the ACA, the parties agree to reopen negotiations on that provision of the cafeteria plan subjecting the City to such penalties for

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the limited purpose of making changes to ensure that such penalties are avoided.
b. Dental Insurance
Employees shall also have the ability to select from two levels of dental insurance from the City’s dental insurance provider, Guardian. The City reserves the right to change dental insurance providers if necessary. If it does, employees will be provided with similar benefits with the new provider. As with medical insurance, employees will have the options of:
employee, employee + 1, or employee + family. Employees do not have to choose any dental insurance and need not provide proof of dental insurance from another source.
c. Optical Insurance
Employees shall also have the ability to select from two levels of optical insurance from the City’s optical insurance provider, Vision Service Plan (VSP). The City reserves the right to change optical insurance providers if necessary. If it does, employees will be provided with similar benefits with the new provider. As with medical insurance, employees have the options of: employee, employee + 1, or employee + family. Employees do not have to choose any optical insurance and need not provide proof of optical insurance from another source.

4. Employee Contributions for Benefit Options
If an employee chooses optional benefits whose aggregate cost exceeds the total City contributions to the Cafeteria Plan, the City will automatically deduct the excess amount on a pre-tax basis from the employee’s bi-weekly payroll.

B. Flexible Spending Accounts
Employees have the opportunity to participate in both a health care and dependent care flexible spending account (each an FSA) whereby employees will be able to defer up to the maximum permitted by law for both the health care FSA and the dependent care FSA to pay for any eligible out of pocket expenses related to health care or dependent care on a pre-tax basis.

The provisions of both of these FSA’s will be provided in a plan document. The plan document will be available to each eligible employee upon request. Before January 1 of every year, employees will be able to elect to have their compensation for the upcoming year deducted biweekly and contributed on a pre-tax basis to the FSA. During the year (and for a short grace period thereafter), an employee can receive reimbursements under the FSA for covered expenses incurred during the year, up to the amount of the employee’s elected contributions for the year. The FSA deductions will be withheld from employees’ regular payroll.

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C. Additional Benefits (Non-Cafeteria Plan benefits)

1. City Provided Long Term Disability Insurance
The City provides disability insurance for each employee which provides two thirds (2/3) of monthly salary up to a maximum of up to $8,000.00 per month, except as may be provided under the applicable plan document. This plan has a 30-day elimination period. This disability insurance plan is effective the beginning of the month following approval of this MOU (until the benefit is changed, employees will receive the prior plan of a $6,000 salary cap and a 60- day elimination period). Employees may use accrued leaves to supplement payments received by the disability insurance plan. However, the employee may not receive more than 100% of his/hertheir regular wages.

2. City Provided Term Life Insurance
The City provides for each employee term life insurance. The policy shall be a $75,000.

3. Supplemental Term Life Insurance
Employees may also purchase supplemental term life insurance, if available, with deductions from their bi-weekly compensation as designated by each employee.

Although employees may use cash wages they receive through the cafeteria plan (if applicable) to purchase supplemental term life insurance, they cannot defer cash wages they receive through the cafeteria plan directly into the purchase of supplemental term life insurance. It must be a deduction from their paycheck.

13. RETIREE MEDICAL INSURANCE
A. Tier 1: Retirees hired before January 1, 2010

1. For retirees (service retirement only) hired by the City prior to January 1, 2010, the City shall pay the difference between the PERS statutory minimum and the actual cost of medical insurance premiums for single party coverage of the plan chosen, unless and until the following occur:
a. The retiree reaches age 65, or
b. The retiree becomes eligible for Medicare, or
c. The retiree is, or becomes, eligible to be a participant in another employer-paid health plan or Veteran’s Administration benefit.

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2. For eligible retirees age 65 or above who take a service retirement on or after their 60th birthday, are not subsequently covered under CalPERS with another agency (with the exception of approved work as a retired annuitant), and have 20 or more years of full time service with the City of Beverly Hills prior to retirement, the City shall pay the statutory minimum directly to CalPERS for such employees up to $150 per month (inclusive of the statutory minimum) toward medical insurance coverage under CalPERS.

This provision will no longer be applicable once the CalPERS statutory minimum exceeds $150.

3. Notwithstanding the above, the City will pay the statutory minimum for all retirees and their dependents participating in the CalPERS medical insurance program.

4. To the extent that any provisions of AB 410 (effective January 1, 2014) are contrary to those provided herein, the provisions of AB 410 shall apply.

B. Tier 2: Retirees Who Were Hired On Or After January 1, 2010 Employees hired by the City on or after January 1, 2010 who retire from the City will receive the CalPERS statutory minimum paid by the City.

In addition, in lieu of additional retiree medical insurance benefits, the City shall, while the employees are working for the City, contribute the sum of $250.00 per month ($125.00 per pay period) for twenty-four (24) pay periods – (there will be no contribution in the third pay period of any month which has three pay periods) to a retirement health account on behalf of such employees.

Employees who promote into the unit after January 1, 2010 who were City employees as of December 31, 2009 will receive retiree medical benefits as though they were a member of the bargaining unit prior to January 1, 2010 as addressed above.

C. Provision Applicable to All Retirees
Any retiree whose City contribution for retiree medical insurance is insufficient to cover the actual cost of such insurance for the retiree and his/hertheir eligible dependents can purchase such insurance through CalPERS by paying the additional amount in excess of the City contributions.

D. Alternative Retiree Medical Program (ARMP)

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Notwithstanding any provision above, employees in the unit who have previously voluntarily chosen to participate in the Alternative Retiree Medical Program (ARMP) will not receive retiree medical benefits from the City except for the CalPERS statutory minimum. Their choice of ARMP was made in lieu of receipt of the retiree medical benefit provided above.

14. CALPERS RETIREMENT BENEFITS
The City contracts with CalPERS for retirement benefits. The definitions of “new member” and “classic member” are set forth in Exhibit “C”.

A. For “Classic Member” Employees

1. Retirement Formula: The City contracts with CalPERS to provide the 2.5% at 55 retirement formula set forth in California Government Code Section 21354.4.

2. Single Highest Year: The City's contract with the CalPERS provides for the “Single Highest Year” retirement benefit for miscellaneous employees of which “classic member” employees are included per Government Code Section 20042. The retirement benefits are based on the highest annual compensation for the one year during the employee's membership in CalPERS.

B. For “New Members” As Defined By the Public Employees’ Pension Reform Act of 2013 (PEPRA)

1. Retirement Formula Unit members who are defined as “new members” under the PEPRA, are covered by the 2% @ 62 formula provided for by the Public Employees’ Retirement Law at Government Code section 7522.20(a).

2. Retirement Benefit Calculation Period For unit members defined as “new members” under the PEPRA such employees’ final compensation will be based on the highest annual average compensation earnable during the three consecutive years of employment immediately preceding the effective date of his or hertheir retirement or any other three consecutive year period chosen by the employee as set forth in Government Code section 7522.32(a)

3. Payment of Employee/Member Contribution New member employees are responsible for paying the employee contribution of one-half of the total normal cost of the plan, as defined by CalPERS, through a payroll deduction. This amount will be determined by CalPERS in the future. . The cost sharing provision

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below does not change this responsibility for paying one-half the normal cost, which is defined in the annual actuarial valuation report provided by CalPERS.

The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

C. Optional Benefits For All Employees

1. Military Buy- Back - The City's contract with the CalPERS provides for the military buy- back option to a maximum of four (4) years buy- back time. The entire cost of this buy- back shall be borne by those employees taking advantage of this buy back option.

2. 1959 Survivor's Benefit - The City’s contract with CalPERS provides Level 4 coverage under the 1959 Survivor's Benefit per Government Code section 21574.

3. Pre-Retirement Option 2 Benefit - The City’s contract with CalPERS provides the Pre-Retirement Optional Settlement 2 Benefit as set forth in Government Code Section 21548 for employees.

4. Pre-Retirement Death Benefits - The City’s contract with CalPERS provides the benefit known as the pre-retirement death benefits to continue after remarriage of survivor as set forth in Government Code section 21551.

5. Cost of Living Allowance - The City’s contract with CalPERS provides the benefit known as the 2% Cost of Living Allowance Increase as set forth in Government Code section 21329.

6. Retired Death Benefit - The City’s contract with CalPERS provides the $500 Retired Death benefit as set forth in Government Code section 21620.

7. Prior Service - The City’s contract with CalPERS provides the prior service benefit as set forth in Government Code section 20055.

15. DEFERRED COMPENSATION
A. City Contribution to Deferred Compensation

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The City shall contribute $100.0060.00 per month per employee to a deferred compensation plan.

B. Employee Contribution to Deferred Compensation
In addition to the City’s contribution to deferred compensation described in Section A, any employee may elect to contribute to his/hertheir own deferred compensation account from his/hertheir regular wages up to the maximum deferrals specified by law and/or plan rules. In accordance with the tax rules, any cash that an employee may receive through the cafeteria plan may not be deferred to the employee’s accounts under the City’s deferred compensation plans.

C. Contribution of Sick Leave and Vacation to Deferred Compensation At the employee’s option, sick leave and vacation that may otherwise be cashed out per the terms of this agreement may be contributed to their deferred compensation accounts. The contributed sick leave and vacation may only be used to fund contributions to the employee’s deferred compensation 457, 401k and/or Health Savings Account of applicable value.

D. Contribution of Sick Leave to Deferred Compensation "Catch-Up" Provision Option Employees may contribute accumulated sick leave to deferred compensation. Per IRS regulations, The contributed sick leave may only be used to fund "catch-up" contributions to deferred compensation, therefore, an employee must first contribute the maximum to their respective deferred compensation account before they are permitted to use their sick leave to make “catch up” contributions.

The following restrictions apply to this program:

1. The employee must have a minimum of 15 years of service with the City of Beverly Hills.

2. The employee’s sick leave balance cannot be reduced below 500 hours by the contribution.

3. Contribution amounts and deferral limits will be governed by IRS Code restrictions and the deferred compensation plan rules related to "catch-up" contributions.

4. An employee may only convert the amount of sick leave he/shethey would be eligible to receive if he/shethey separated from service at the time of the sick leave conversion to deferred compensation.

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16. HOLIDAYS
A. Holidays
Employees shall be entitled to the following paid holidays if they were in paid status for the entire dayperiod the day before and the day after the holiday (i.e., either the employee worked, or was absent using paid leave for the entire day on such workdays). Employees shall receive ten (10) holidays, the hours of which will correspond to the schedule noted below:

New Year's Day January 1
Martin Luther King Day 3rd Monday in January
Presidents' Day 3rd Monday in February
Memorial Day Last Monday in May
Independence Day July 4
Juneteenth June 19
Labor Day 1st Monday in September
Veterans' Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day After Fourth Thursday in November Christmas Day December 25
Every employee whose regular work schedule is a 5/40, 9/80, 4/10, 3/12 and 3/12.5 schedule, Monday through Friday, will observe holidays as follows:

1. If the holiday falls Monday through Friday, one day off is granted on the day on which the holiday falls.

2. If the holiday falls Monday through Friday, and the employee is required to work, the employee is paid for the holiday, plus paid 1.5 times the regular rate for hours actually worked on the holiday, or allowed to accrue compensatory time off at 1.5 times the hours actually worked.
a. If the following holidays (January 1, June 19, July 4, November 11, and December 25) fall on a Saturday, the preceding Friday shall be considered the holiday; if the holiday falls on Sunday, the following Monday shall be considered the holiday. If a holiday falls on a day which is an off day for employees working the 9/80 or 4/10 work schedules the employee shall receive a floating holiday in lieu of the holiday. Floating holidays may be taken at each employee's discretion, subject to approval of the department headDepartment Head or designee. Generally, these floating holidays may be used after the holiday has occurred unless the employee requests to use the floating day contiguous to the actual holiday. The parties encourage employees in the unit to use their floating holidays. Department headDepartment Heads or designees will not act

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unreasonably in granting requests to use floating holidays. Effective the pay period including City Council approval of this 2019-2023 MOU, eEmployees may accrue up to five (5) floating holidays. If an employee has five (5) floating holidays on the books, he/shethey will not accrue a floating holiday per this paragraph unless he/shethey reduces the number of floating holidays by using floating holiday leave to reduce the number of floating holidays below five (5). Per Labor Code section 227.3, floating holiday hours cannot be cashed out if unused nor can these hours be cashed out upon movement to another bargaining group or at separation from City employment.

Employees whose work schedule is different from the Monday through Friday schedule shall receive holiday benefits in the following manner:

1. If the holiday falls on one of his/hertheir work days, he/shethey shall be given that day off, if possible.

2. If the holiday falls on one of his/hertheir days off, he/shethey shall be given one floating holiday or receive compensation for one additional day’s pay.

3. If employee is required to work on the holiday, he/shethey shall be compensated at 1.5 times the hours worked in addition to his/hertheir regular base compensation rate for the holiday.

4. Whether an employee shall be compensated with additional pay for holiday work or by a floating holiday shall be at the department headDepartment Head's discretion.

B. Personal Holiday
Unit employees shall be entitled to two (2) personal holidays each fiscal year. Effective the pay period including City Council approval of this 2019-2023 MOU, eEmployees hired between July 1 and December 31 shall be entitled to two personal holidays for use that fiscal year.

Employees hired between January 1 and March 31 shall be credited with one personal holiday for use by June 30 of the same year. Employees hired between April 1 and June 30 will not be credited with any personal holidays until the following fiscal year.

Employees are encouraged to use personal holidays during the year they are earned.

Employees may not have more than two personal holidays on the books at any time. If at the end of a fiscal year, an employee still has personal holidays on the books, for the following fiscal year, the employee will receive only that amount of personal holidays that will bring the balance to two personal holidays, in accordance with California Labor Code Section 227.3.

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Personal holidays cannot be cashed out at the end of the year. If an employee moves into another bargaining unit that has personal holiday, they will retain their personal holiday balance and continue to accrue additional hours per the terms of the respective MOU.

These holidays may be taken at the employee’s discretion subject to the supervisor’s and department headDepartment Head approval. Employees shall request thesaid holiday in writing. Department headDepartment Heads or designees will not act unreasonably in granting requests to use personal holidays.

For personal holidays, employees receive the number of hours that correspond with their regular work schedule (8 hours for 5/40, 9 hours for 9/80, 10 hours for 4/10, 12 hours for 3/12 and 12.5 hours for 3/12.5).

Notwithstanding the foregoing provisions of this article, each department shall require such employees as may be necessary for efficient operation to work on any holiday.

17. VACATION
A. Authorization For Taking Vacation
With the exception of employees who change positions within the unit by promotion, transfer or for some other reason, upon completion of six months of service, every eEmployees may request to use accumulated vacation subject to approval by the employee's department headDepartment Head.

An employee entitled to vacation shall make a written request to use vacation in the manner and within the time directed by the department headDepartment Head or designee. Every department headDepartment Head or designee shall establish a vacation schedule for each calendar year based on employee requests. Vacation schedules are subject to the department headDepartment Head’s right to plan work under his/hertheir control and will allow vacations when employees can be spared. He/sheThey shall notify employees as soon as possible whether their request is approved, and if not, the employee may then request alternate vacation days.

B. Vacation Allowances
Vacation accrual shall be calculated on the basis of hours. Vacation credit shall accrue biweekly to employees at the rates indicated below:

FIRST 4 YEARS AFTER 4 YEARS AFTER 14 YEARS
OF SERVICE THROUGH 14 YEARS OF SERVICE

OF SERVICE

3.08 Hours 4.62 Hours 6.15 Hours

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Bi-weekly Bi-weekly Bi-weekly
80 hrs/yr 120 hrs/yr 160 hrs/yr
C. Accumulation
Employees who have completed fourteen years of service or less may not accumulate more than 480 hours of vacation at any time.

Employees with more than fourteen (14) years of service may not accumulate more than 520 hours of vacation at any time.

Employees who reach his/hertheir maximum vacation accumulation will stop accruing vacation until his/hertheir balance falls below his/hertheir maximum vacation accumulation.

Until December 31, 2020, an employee with 240 hours or more of accumulated vacation can request by December 15, 2020 to receive a cash payment for up to 80 vacation hours earned but not taken during the last payroll year (defined as the last full pay period in December that also has a pay date in December). The payment will be made in January 2021 at the same time the employee’s vacation accrual will be reduced by the number of hours requested to be paid.

Effective for calendar year 2021 and every year thereafter: By December 15 (the first year being 2020) of each year, employees may make an irrevocable election to cash- out up to eighty (80) hours which will be earned in the following calendar year, provided that at the time of the cash- out, the employee has minimum of 240 hours of accrued vacation leave.

The employee will be paid for the vacation hours (up to a maximum of eighty (80) hours) they irrevocably elected to cash- out on the first pay day in January of the following calendar year (the first year being 2022).

If an employee makes an irrevocable election to cash- out vacation in the following calendar year and uses vacation in that subsequent year, the vacation used will come from vacation the employee had earned prior to January 1 of the year the employee has elected to cash- out vacation. This is to ensure that assuming an employee had a vacation balance prior to January 1, the vacation used will not result in a reduction in the amount of vacation the employee will be eligible to cash out.

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accrued vacation leave. These eighty (80) hours would be the same eighty (80) hours the employee elected to cash out, not an additional eighty (80) hours.

An employee changing classifications and moving into the Safety Support bargaining unit before December 15 of the current year, will be able to make an irrevocable election to participate in the vacation incentive cash out in the subsequent applicable cash out (provided they are eligible). As an example, an employee entering Safety Support on or before December 15, 2023 can make their irrevocable election to cash out vacation leave and have the potential to receive their first cash out in January 2025, provided they meet the eligibility requirements in 2024.

Additionally, the employee’s irrevocable election will be followed regardless of the bargaining unit the employee may be in at the time of the actual cash out. As an example, if a member belongs to Safety Support when the irrevocable election is made (December 15, 2023), but changes to another bargaining group in 2024, their irrevocable election made as a Safety Support member will be honored (based on eligibility) when cash out is made.

18. SICK LEAVE
Except as is otherwise provided, employees shall accrue, use, and be compensated for sick leave as follows:

1. Accrual - Each employee shall accrue 96 hours of sick leave each completed year of employment. Employees shall accrue sick leave at the rate of approximately

3.69 hours for each complete biweekly period of employment. During years in which there are 27 pay dates, there will be no sick leave accrual on the 27th pay date. Payroll division records are the final authority for settling disputes regarding accrued and accumulated sick leave.

2. New Employment - With the exception of employees who change positions within the unit by promotion, transfer or for some other reason, or promote from another full-time unit, sick leave accrued shall not be available for use until an employee completes his/her six months of satisfactory employment. During the first six (6) months of employment, an employee may use up to three (3) days of sick leave. After six (6) months, an employee may use any sick leave he/she has accrued

2. Use of Sick Leave - Accumulated sick leave may be used by an employee during a period of illness of the employee, child, step-child, parent, step-parent, spouse or registered domestic partner. Up to one half of the employee’s annual accrual (48 hours), sick leave may also be used to care for a sibling, parent-in-law, grandchild, or grandparent or “designated person”. A “designated person” is a person identified by the employee at the time they request sick leave. An employee may designate one person per 12-month period.

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Once accumulated sick leave is exhausted, an employee cannot begin using other accrual types (i.e. vacation, floating holiday, compensatory time, etc.) without obtaining the pre-approvals necessary per the terms of each accrual.

3. Sick Leave Incentive - After completion of one full year of service, employees who use twenty fivefour (254) hours or less (25 hours in 2021) of sick leave each payroll year (defined as the year that ends at the end of the last full pay period in December where the pay day is also in December) may receive cash payment for up to 24 hours (25 hours in 2021) of the accumulated unused sick leave during the month of January of the following year. The sick leave shall be paid at the employees then existing rate of pay. Days not paid for or taken may be used in the future, or paid at separation in accordance with Article 242B Sick Leave Payoff. Eligible sick leave for 2020 will be paid as provided in this paragraph (which will be paid in January 2021).

Effective for sick leave accrued in calendar year 2021 and every year thereafter, If an employee wants to cash out sick leave (because he/shethey has used twenty-five (25) hours of sick leave or less), he/shethey must comply with the following: By December 15 (the first year being 2020) of each year, employees may make an irrevocable election to cash- out up twenty-five (25) hours of sick leave which will be earned in the following calendar year. If the irrevocable election is not made, the employee will not have any of his/hertheir sick leave cashed- out in January of the year after it was accrued.

An employee changing classifications and moving into the Safety Support bargaining unit before December 15 of the current year, will be able to make an irrevocable election to participate in the sick leave incentive cash out in the subsequent applicable cash out (provided they are eligible). As an example, an employee entering Safety Support on or before December 15, 2023 can make their irrevocable election to cash out sick leave and have the potential to receive their first cash out in January 2025, provided they meet the eligibility requirements in 2024.

Additionally, the employee’s irrevocable election will be followed regardless of the bargaining group the employee may be in at the time of the actual cash out.

As an example, if a member belongs to the Safety Support unit when the irrevocable election is made (December 15, 2023), but changes to another bargaining group in 2024, their irrevocable election made as a Safety Support unit member will be honored (based on eligibility) when cash out is made.

19. BEREAVEMENT LEAVE

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Bereavement leave is an absence occasioned by the death of a family member, herein defined as a spouse, parent, grandchild, brother, sister, child, step-child, grandparent, in-law or registered domestic partner of the employee.

Up to a maximum of forty (40) hours of bereavement leave, per calendar year, (regardless of the number of family deaths) may be used in the event of the death of a family member. In the event an employee needs additional time off for this leave, he/shethey may use up to 40 hours of sick leave per calendar year.

Requests for bereavement leave shall be made in writing, when feasible, and shall be approved by the Department HeadPolice Chief or designee and the Director of Human Resources or designee.

In addition to the above, if an employee (who has been with the City for at least thirty (30) days) exhausts their paid bereavement leave, they are entitled to use up to five (5) days of bereavement leave for the death of a family member as defined above. This leave must be used within three (3) months from the date of death. Although this is not City-paid leave, employees may use any paid vacation, accrued and available sick leave, or compensatory time that is otherwise available to the employee for this purpose.

20. INDUSTRIAL DISABILITY LEAVE
A. Salary Continuance for Industrial Disability Leave
All definitions contained in this article and the determination thereof, shall be as defined by the provisions of Division 4 of the California Labor Code, Sections 3201 et. seq.

In the event of an accepted work-related injury claim by an employee, the City shall pay the gross salary, less legally required deductions, to the injured employees for a period not to exceed fifteenten (150) working days. Effective the pay period including City Council approval of this 2019-2023 MOU, this amount is increased to fifteen (15) working days.

Employees covered under this program shall not receive a monetary amount greater than they would receive if they had been working under normal conditions.

Should an injured employee's period of absence exceed fifteenten (150) working days, (which is increased to fifteen (15) working days following City Council approval of this 2019-2023 MOU), payment under this program will cease. An employee eligible to receive temporary disability indemnity may then utilize accumulated sick, compensatory time off, and vacation, which when added to his temporary disability indemnity payments will add up to full salary. An employee who elects not to utilize accumulated leave while receiving temporary disability indemnity payments must notify the Human Resources OfficeDepartment.

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Beverly Hills City CouncilDecember 5, 2023

Beverly Hills City Council
December 5, 2023