Calistoga City Council
December 9, 2025

Mayor
Donald Williams
Vice Mayor
Irais Lopez-Ortega
Councilmembers
Lisa M. Gift
Scott Cooper
Kevin Eisenberg
AGENDA
City Council Regular Meeting
Tuesday, December 9, 2025 - 6:00 PM
1307 Washington St., Calistoga
Hybrid
Below is information on how the public may observe and participate in the meeting. The City recognizes that not all residents have the same ways to stay engaged, so several alternatives are offered.

Please participate in the meeting by observing or listening to the meeting in one of the following ways:

1. Watch on your TV – Napa Valley TV Channel 28

2. Listen or participate via your phone – dial 1-669-900-6833, enter webinar ID: 86286144664

3. Watch or participate online via Zoom - click this link

4. Watch online via YouTube Live at youtube.com/cityofcalistoga COMMENT ON THIS MATTER DURING THE MEETING: Please participate in the meeting by providing public comment on any item on the agenda or any item of municipal concern. To comment during a virtual meeting (Zoom), click the "Raise Your Hand" button to request to speak when Public Comment is being taken on the Agenda item. You will be unmuted when it is your turn to make your comment for up to 3 minutes. After allotted time, you will be re-muted.

WRITTEN COMMENTS: Alternatively, you may provide public comment on any item on the agenda or any item of municipal concern via email. Please submit your comment, limited to 350 words or less, via email to [email protected]. Written public comments submitted by email should clearly indicate the Agenda Item No. or specify “Oral Communications” in the Subject Line for items not on the agenda and are requested to include the submitter’s full name. Comments must be submitted at least four hours prior to the meeting start time to be included in the agenda and posted online. Comments received thereafter, will be made part of the official record and given to the Committee after the meeting. Note: The methods of observing or listening to the meeting or providing public comments may be altered or the meeting may be cancelled, if needed, due to certain technical disruptions.

1. CALL TO ORDER/ROLL CALL/PLEDGE OF ALLEGIANCE AND OPTIONAL PATRIOTIC

ACTIVITY

2. REPORT FROM CLOSED SESSIONS

3. ORAL COMMUNICATION ON CONSENT ITEMS OR NON-AGENDA ITEMS This time is set aside to receive comments from the public regarding matters on the Consent Calendar or matters of municipal concern not on the agenda. Pursuant to Government Code section 54954.3 (the Brown Act), however, the Council cannot consider any issues or take action on any requests not on the agenda during this comment period. Speakers are encouraged to limit their comments to 3 minutes maximum so that all speakers have an opportunity to address the City Council.

4. CITY MANAGER’S REPORT

5. PROCLAMATIONS/PRESENTATIONS/ AWARDS

6. CONSENT CALENDAR

6.1. Adoption of Consent Calendar
Recommended Action: To adopt consent calendar as presented / with the exception of

6.2. Appointments to the Green Committee, Housing Advisory Committee, the Planning Commission and Napa County's Mosquito Abatement District.

Recommended Action: Consider confirming the Mayor's Appointments.

Staff Report - City Boards and Commissions Appointments - Pdf (Page 5 - 40)

6.3. Authorize the City Manager to sign a purchase order agreement in an amount of $35,510.32 with Cameron Electric and authorize a contingency of 10% for change orders not to exceed a total project cost of $39,000 for the purchase, removal, and replacement of the backup generator at the Palisades sewage lift station.

Recommended Action: - Consider Adopting the Resolution
Staff Report - Replace Back-up Generator at the Palisades Sewage Lift Station - Pdf (Page 41 - 46)

6.4. Confirming the Mayor's Appointments of Councilmembers to Various Local and Regional Boards and Committees
Recommended Action: - Consider Adopting the Resolution
Staff Report - Annual Council Appointments to Various Regional and Local Boards and Committees - Pdf (Page 47 - 50)

6.5. Adopt the successor Calistoga Professional Fire Fighters' Association collective bargaining agreement
Recommended Action: -
Staff Report - Adopt the successor Calistoga Professional Firefighters’ Association collective bargaining agreement - Pdf (Page 51 - 76)

6.6. Amend Salary and Benefits Schedule-Executive Management Recommended Action: - Consider Adopting the Resolution
Staff Report - Amend Salary and Benefits Schedule-Executive Management - Pdf (Page 77 - 95)

6.7. Adopt the successor Calistoga Police Officer Association collective bargaining agreement
Recommended Action: - Consider Adopting the Resolution
Staff Report - Adopt the successor Calistoga Police Officer Association collective bargaining agreement - Pdf (Page 96 - 124)

6.8. Amending the Benefit and Salary Schedule - Management Recommended Action: - Consider Adopting the Resolution
Staff Report - Amend the Salary and Benefits Schedule – Management - Pdf (Page 125 - 144)

6.9. Consideration of a Resolution approving Amendment No. 1 to the Design Professional Services Agreement (PSA) No. 1031 with Consor North America Inc. to provide additional design services for the Conn Creek Bridge Water Pipe Crossing Project, Phase II in an amount not to exceed $38,516.

Recommended Action: - Consider Adopting the Resolution
Staff Report - Conn Creek Waterline Project, Amendment No.1 Consor North America Inc. - Pdf (Page 145 - 203)

6.10. Consideration of an Ordinance of the City of Calistoga amending Titles 8 and 17 of the Calistoga Municipal Code to implement programs in the City's Sixth Cycle Housing Element.

Recommended Action: Staff recommends that the Calistoga City Council waive the second reading and approve Ordinance Number XXX, amending Titles 8 and 17 of the City of Calistoga Municipal Code.

Staff Report - Second Reading of Ordinance of the City Council of the City of Calistoga Amending Titles 8 and 17 of the Calistoga Municipal Code - Pdf (Page 204 - 275)
Attachment 1 - Ordinance of the City Council (Page )
Attachment 2 - Table 1 - Housing Element Implementation Recommendations (Page ) Attachment 3 - 6th Cycle Housing Sites (Page )
Attachment 4 - PC RESO 2025-06 (Page )

6.11. Council will consider awarding a Business Economic Diversification Grant.

Recommended Action: Consider awarding the Business Economic Diversification Grant to The Village in the amount of $1,000.

Staff Report - Awarding Business Economic Diversification Grant - Pdf (Page 276 - 281)

6.12. Establishing the 2026 City Council Meeting Schedule Recommended Action: - Consider Adopting the Resolution
Staff Report - Establishing the 2026 City Council Meeting Schedule - Pdf (Page 282 - 285)

7. PUBLIC HEARING

8. GENERAL GOVERNMENT

8.1. Appointing a Councilmember to Serve as Vice Mayor for 2026 Recommended Action: - Consider Adopting the Resolution
Staff Report - Selecting a Councilmember to Serve as Vice Mayor - Pdf (Page 286 - 287)

8.2. A Subdivision Ordinance of the City Council of the City of Calistoga Amending Title 16 of the Calistoga Municipal Code to Add Chapter 16.21 (Parcel Mergers) and Repeal Section 16.20.040 (Voluntary Mergers)
Recommended Action: - Consider Approving the Ordinance Amendment Staff Report - Subdivision Ordinance Amendment to AddChapter 16.21 (Parcel Mergers) and Repeal Section 16.20.040 (Voluntary Mergers) - Pdf (Page 288 - 304) Attachmen 1 - Draft ORD 2025-XXXX - Parcel Merger Odinance Amendment (Page )

9. COUNCIL REPORTS

10. ADJOURNMENT
NOTICE: If you challenge a city’s zoning, planning, or other decision in court, you may be limited to raising only those issues you or someone else raised at the public hearing described in this notice, or in written correspondence delivered to the City Council at, or prior to, the public hearing. Judicial review of any City administrative decision may be had only if a petition is filed with the court not later than the 90th day following the date upon which the decision becomes final. Judicial review of environmental determinations may be subject to a shorter time period for Litigation, in certain cases 30 days following the date of final decision.

Pursuant to GC §54957.5: any writings/documents provided to a majority of the City Council regarding any item on this agenda will be made available for public inspection on the City website at www.calistoagca.gov SUPPLEMENTAL MATERIAL RECEIVED AFTER THE POSTING OF THE AGENDA:

Any supplemental writings or documents distributed to a majority of the City Council regarding any item on this Agenda, after the posting of the Agenda, such writings or documents will be made available on the City’s website

and will be available for public review in the City Clerk’s Office located at 1232 Washington Street, Calistoga, California, during normal business hours and by appointment.

AMERICANS WITH DISABILITIES ACT: The City can provide special assistance for persons with disabilities to participate in public meetings. To make a request for disability-related modification or accommodation please contact the City Clerk at [email protected] or (707) 942-2807. If you need assistance or accommodation, please provide notice at least 48 hours prior to the meeting. For TTY/ Speech-to-Speech users, dial 7-1-1 for the California Relay Service, offering free text-to-speech, speech-to-speech, and Spanish language services 24 hours a day, 7 days a week.

ACTA DE AMERICANOS CON DISCAPACIDADES Se les pide por favor que avise con 48 horas de anticipacion cuando necesita hacer un pedido de assistencia. Esto nos da suficiente tiempo antes de la junta para que la ciudad tome medidas razonables.

POSTING: I declare a copy of this agenda was posted at City Hall, 1232 Washington Street, Calistoga, among other locations in the city limits of Calistoga, on December 3, 2025, by 4:30 p.m.

Yudiana Galvan, City Clerk

City of Calistoga

STAFF REPORT
To: Honorable Mayor and City Council
From: Yudiana Galvan, City of Calistoga | City Clerk
Meeting: City Council - Dec 09 2025
Subject: City Boards and Commissions Appointments
DESCRIPTION:

Appointments to the Green Committee, Housing Advisory Committee, the Planning Commission and Napa County's Mosquito Abatement District.

RECOMMENDATION:

Consider Adopting the Resolution
SUMMARY:

Under Government Code § 40605 the Mayor, with the approval of the City Council, shall make all appointments to boards, commissions, and committees. The upcoming openings are due to terms ending and include two (2) members on the Green Committee, two (2) members on the Housing Advisory Committee, three (3) members on the Planning Commission, and one (1) member on Napa County's Mosquito Abatement District. The open positions were advertised on the City website and in the local newspaper.

The resolution presented for consideration includes following the Mayor's nominations for appointment:

Two (2) members to the Green Committee to serve a term ending on 12/31/27.  Sean Birge
 Jeremy Grove
 Hilary Simone (This appointment is to fill a recent vacancy, term ending 12/31/26) Two (2) members to the Housing Advisory Committee to serve a term ending on 12/31/27.  Sherry King
 Ciji Rich-Jeffries
Three (3) members to the Planning Commission to serve a term ending on 12/31/27.  Eugene Gorman
 Steven Pinksy
 Molly Towey
Item #6.2.

One (1) member to Napa County's Mosquito Abatement District to serve a term ending on 12/31/27.  Shelby Valentine
FINANCIAL IMPACT:

None
CEQA STATUS:

None
ATTACHMENT(S):

Draft Reso - Annual Appointments to Boards and Committes Green - Simone Hilary_Redacted
Green - Birge Sean_Redacted
Green - Grove Jeremy_Redacted
Green - Mitchell Julie_Redacted
Housing - Rich Jeffries Ciji_Redacted
Housing - Di Cesare Juan Pablo_Redacted
Housing - King Sherry_Redacted
Planning - Vaughn Michael_Redacted
Planning - Bossert Andrew_Redacted
Planning - Bowen Susie_Redacted
Planning - Di Cesare Juan Pablo_Redacted
Planning - Gorman Eugene_Redacted
Planning - Long Clyde_Redacted
Planning - Pinsky Steven_Redacted
Planning - Towey Molly_Redacted
Mosquito Abatement - Valentine Shelby_Redacted
APPROVAL(S):

Mitch Celaya, Interim City Manager Approved - Dec 02 2025 Yudiana Galvan, City of Calistoga | City Clerk Approved - Dec 03 2025 Item #6.2.

RESOLUTION NO. 2025-XXXX
ADOPTED DECEMBER 9, 2025

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CALISTOGA, COUNTY OF NAPA, STATE OF CALIFORNIA, CONFIRMING THE MAYOR’S

APPOINTMENTS TO THE GREEN COMMITTEE, HOUSING ADVISORY
COMMITTEE, PLANNING COMMISSION AND NAPA COUNTY’S MOSQUITO

ABATEMENT DISTRICT
WHEREAS, California Government Code Section 65300 states that the Mayor, with the approval of the City Council, shall make all appointments to boards, commissions, and committees; and
WHEREAS, the State of California has adopted the “Maddy Appointive List Act”, which requires the preparation of a list of all regular and ongoing commissions and committees appointed by the local legislative body. The Act also requires public notice to be given anytime a vacancy occurs on any of these ongoing bodies; and WHEREAS, the City Council wishes to utilize the largely untapped reservoir of talent which exists among the citizenry that all too frequently is not aware of the opportunities for participation on local regulatory and advisory boards and commissions; and
WHEREAS, pursuant to State Legislation the City Council of the City of Calistoga is required to appoint representatives for the Planning Commission.

NOW, THEREFORE, BE IT FURTHER RESOLVED, that the City Council of the City of Calistoga hereby confirms the Mayor’s appointment of the following two (2) citizens to two-year terms on the Green Committee expiring 12/31/27 and one citizen to fill an unscheduled vacancy with a term ending on 12/31/26:

Sean Birge, Jeremy Grove and Hilary Simone (term ending on 12/31/26) NOW, THEREFORE, BE IT FURTHER RESOLVED, that the City Council of the City of Calistoga hereby confirms the Mayor’s appointment of the following two (2) individuals to two- year terms to the Housing Advisory Committee expiring 12/31/27:

Sherry King and Ciji Rich-Jeffries
NOW, THEREFORE, BE IT FURTHER RESOLVED, that the City Council of the City of Calistoga hereby confirms the Mayor’s appointment of the following three (3) individuals to two-year terms on the Planning Commission expiring 12/31/25:

Eugene Gorman, Steven Pinsky and Molly Towey
NOW, THEREFORE, BE IT RESOLVED, that the City Council of the City of Calistoga hereby confirms the Mayor’s appointments of the following one (1) individual to a two-year term on the Napa County Mosquito Abatement Board of Trustees expiring 12/31/27:

Shelby Valentine
Item #6.2.

Resolution No. 2025-XXXXX

PASSED, APPROVED AND ADOPTED this 9
th day of December 2025. I,

YUDIANA GALVAN, CITY CLERK OF THE CITY OF CALISTOGA, HEREBY CERTIFY the foregoing resolution was introduced and passed at a regular meeting of the Calistoga City Council by the following roll call vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

ATTEST: APPROVED:
__________________________ __________________________
Yudiana Galvan, City Clerk Donald Williams, Mayor
Item #6.2.

City of Calistoga
Board Application
Received Date: October 22, 2025
Application for: Green Committee
BA-25-6
NAME: Hilary Simone
ADDRESS:

BUSINESS ADDRESS:

PHONE:

EMAIL:

IS APPLICANT A RESIDENT: Yes
LENGTH OF RESIDENCY: 30

RESIDES WITHIN CALISTOGA
JOINT UNIFIED SCHOOL DIST.

Yes
EDUCATIONAL BACKGROUND: Please see the attachment.

PROFESSIONAL AND
EMPLOYMENT BACKGROUND:

Please see the attachment.

YOUR 'WHY': Please see the attachment.

VOLUNTEER EXPERIENCE: Please see the attachment.

REFERENCES: Maggie Maib ,
Lana Richardson,
Item #6.2.

Let me first explain I am almost 70. Some of this information may seem dated. Because it
is!
I graduated from UC Santa Cruz in 1979 with an Environmental Science degree.

Later I went through a Nursing Program and became an RN which is my current career and has lasted 26 years.

My work skills include: time management and multi tasking, Quick thinking on demand and ability to stand for long periods of time. Besides clinical skills I can say I have some experience with clear verbal communication, empathy, collaboration with other teams and conflict resolution. For the past 30 years, my time has been spent at work or with family. Lots of time at work. I have not served on any committees.

My community involvement was mainly with Wine Country Animal Lovers. I fostered dogs and worked with the group to encourage adoption of rescue animals and spay and neuter programs. I worked with Alissa McNair who currently resides in Panama. My main love was fostering dogs, and litters of puppies. I also did some volunteer work with Celebrate Napa Valley. I worked for Maggie Maib.

My desire to apply for this committee comes from the heart. I have always carried a sense of responsibility for our environment. Now that work is no longer a priority I have more time to give back. I was excited to see an available seat or two on the Green Committee. This mission aligns closely with my personal values and ethical commitment to the environment. I wish to be a part of a group that makes sustainable choices benefiting our community. I am actually very excited about this. I have some time to give.

Hilary
Item #6.2.

City of Calistoga
Board Application
Received Date: October 20, 2025
Application for: Green Committee
BA-25-4
NAME: Sean Birge
ADDRESS:

BUSINESS ADDRESS:

PHONE:

EMAIL:

LENGTH OF RESIDENCY: 19
EDUCATIONAL BACKGROUND: I have a high school diploma from Calistoga Junior/Senior High School, and am currently studying Political Science, with focuses on Human Rights and Environmental Policy, at the University of California, Davis.

PROFESSIONAL AND
EMPLOYMENT BACKGROUND:

I currently work part-time as an Office Assistant at a local small business, and am a full time student at U.C. Davis.

YOUR 'WHY': I am currently the Vice Chair of the Calistoga Green Committee, and have been a member of the committee since January of 2024. In my time on the committee, my primary role has been in leading local environmental education events, such as public tabling, community workshops, panel discussions, and other community events, in pursuit of enhancing Calistoga's awareness of sustainable practices and recent City-Council adopted policies, such as the Compostable Foodware and Waste Reduction Ordinance. In addition, I have spearheaded Green Committee efforts regarding issues such as vehicle idling, and have led public awareness campaigns on a number of other relevant environmental topics. I care deeply for this town and its future as a beacon of environmental sustainability, and I am proud of its status as a leader in the region on these issues. I hope to continue serving this community.

VOLUNTEER EXPERIENCE: I have volunteered, throughout the last several years, for many organizations local to Calistoga. These include volunteering my time, labor, and knowledge towards organizations such as Calistoga Interact Club, Calistoga Music Boosters, and the Calistoga L-MIT InvenTeam. In addition, I serve in a volunteer role on the Calistoga Green Committee, where I serve as the current Vice Chair.

Item #6.2.

LANGUAGES OTHER THAN
ENGLISH:

N/A
REFERENCES: Antoinette Mailliard,
Aaron Heth,
Item #6.2.

City of Calistoga
Board Application
Received Date: November 5, 2025
Application for: Green Committee
BA-25-14
NAME: Jeremy Grove
ADDRESS:

PHONE:

EMAIL:

LENGTH OF RESIDENCY: 21
EDUCATIONAL BACKGROUND: My educational background covers well the needs of the Green Committee: I have a BA in Psychology, a BS in Biology, a MS in Educational Leadership, a teaching credential in Biology, Chemistry, and Mathematics, I am a certified Naturalist, I am the Garden Director for CJSHS, I am studying to become a a Field Botanist, and I am a trained Organic Gardener.

PROFESSIONAL AND
EMPLOYMENT BACKGROUND:

I am a science teacher at Calistoga Jr/Sr High School. I have been a math and science teacher for 22 years, teaching Biology, Ecology, Chemistry, Mathematics, Organic Gardening. I have also been a summer school principal in town designing and implementing programs such as CJUSD's summer school programs, our Jr.

High, our science department, and our gardening program.

YOUR 'WHY': I am very interested in making our town ecologically sustainable for future generations. I am currently involved in moving Calistoga towards becoming a Bee City, Night Sky legislation, and I want to maintain my position until these pass.

Additionally, I want to keep ecologically sustainable discussions in the forefront of the Green Committee.

VOLUNTEER EXPERIENCE: My volunteering experience is also vast. I have been on the Green Committee for the past two years. Outside of the Green Committee, as a committee member I have been on the Little League board as the player agent, I have been the treasurer for the Basketball League, and I have been on the River School Charter School board. As a coach in town I have coached various teams for the past 15 years including tee ball, baseball, softball, soccer, and basketball. Additionally, I have volunteered for the Napa Co RCD as a hiking guide.

LANGUAGES OTHER THAN
ENGLISH:

Spanish
Item #6.2.

REFERENCES: Heather Brooks,
Millie Pease,
Item #6.2.

City of Calistoga
Board Application
Received Date: October 21, 2025
Application for: Green Committee
BA-25-5
NAME: Julie Mitchell
ADDRESS:

PHONE:

EMAIL:

LENGTH OF RESIDENCY: 6
EDUCATIONAL BACKGROUND: I have a BA in English from Stanford University and an MFA in Writing from the University of San Francisco.

PROFESSIONAL AND
EMPLOYMENT BACKGROUND:

I am passionate about climate and "green" issues and initiatives in Calistoga. My career includes many years as a marketing communications and PR writer, during which I have written feature stories for publications such as the Weekly Calistogan and the Calistoga Tribune. I am the content coordinator for Calistoga Living magazine. I am actively involved in our community.

YOUR 'WHY': I work part-time and have been looking to work with an organization/committee that supports my beliefs so that I can contribute more to my community and help effect changes that will lead to a greener city and also help educate residents on the changes they can make to support the Green Committee's efforts.

VOLUNTEER EXPERIENCE: I am on the board of UpStage Napa Valley, a small local theater. I handle publicity for the organization and know how to work with the media.

REFERENCES: Jenn Sloan,
Danielle Wilde,
Item #6.2.

J U L I E M U L L E R M I T C H E L L
A skilled, creative storyteller, I write for several websites and publications: I am the content coordinator and feature writer for a local monthly: Calistoga Living magazine. I am also an essay coach, working with high school and college students on application essays and resumes. An experienced content coordinator and thorough researcher, I work well independently but also as a collaborative team player. I have corporate and agency expertise in public relations and marketing communications, as well social media and retail experience.

Writing and Editing Experience 1991—Present
• Freelance feature writer, Calistoga Tribune, a widely read weekly newspaper—April 2022-January 2025
• Content Coordinator, Calistoga Living and magazine, a monthly publication for the local community.

Write cover stories and features, take photos, conduct interviews, edit, proof, and manage content coordination for each issue—July 2022-present.
• Content writer, Brand Yourself Consulting, New York, NY. Researched and wrote content copy including blogs, and in-depth long-form and short articles for this marketing and branding strategy company—March 2020-March 2022
• Feature writer for The Weekly Calistogan. Wrote features and contributed a monthly bylined book column—April 2020-April 2022.
• Social media specialist, Blackbird of Calistoga, a local specialty shop—July 2022-2024. • Freelance feature writer for the Calistoga Tribune. Researched and wrote articles about local community events, businesses, and individuals. Contributed monthly to the paper’s tourist insert.

April 2020-July 2022
• Contributed features about restaurants, wellness, and businesses for the monthly newspaper, The Marina Times—2008-2021.
• Wrote monthly “Farewell” columns/obituaries on noted alumni for Stanford Magazine, Stanford University’s alumni magazine, for three-plus years.
• Freelance editor of Stanford for You, a monthly email newsletter listing multiple Stanford University community events with an audience of more than 14,000 subscribers—September 2012-December 2013.
• Part-time temporary editor for Stanford News Digest, a daily internal compilation of news articles featuring Stanford with an audience of university staff and faculty, March 2013—June 2013. • Wrote weekly column on computers and Internet technology from a consumer’s standpoint for Investor's Business Daily entitled “Computers Made Plain” from February 2000—March 2003. • Adept in social media, including Facebook, Pinterest, X, and Instagram.

Essay coach and tutor, College Tuition Assistance and independently San Francisco Bay Area. 2012 — Present
• Work remotely with 20-plus high school and college students annually on brainstorming, drafting, editing, and polishing their college resumes and application essays as well as graduate school and transfer essays.

Teaching Assistant 1/2004—6/2004
University of San Francisco, San Francisco, CA
• Advised undergraduate English majors on their final projects in fiction, creative nonfiction, Communications Manager 1989—1991
Adia Personnel Services, Menlo Park, CA (now Adecco)
Item #6.2.

• Conceptualized and wrote print advertising copy as well as direct mail, public relations, human resources, and corporate training materials as part of an integrated creative team. Wrote and edited brochures, newsletters, annual reports, and employee magazines, and training videos.

Board member, UpStage Napa Valley, a community theater group. I handle PR for this nonprofit.

E D U C A T I O N
MFA in Writing, University of San Francisco
BA in English/Creative Writing, Stanford University
Item #6.2.

City of Calistoga
Board Application
Received Date: November 7, 2025
Application for: Housing Advisory Committee
BA-25-17
NAME: Ciji Rich Jeffries
ADDRESS:

PHONE:

EMAIL:

LENGTH OF RESIDENCY: 9
EDUCATIONAL BACKGROUND: BA in in Biological Studies

PROFESSIONAL AND
EMPLOYMENT BACKGROUND:

I am a seasoned strategy professional with 15+ years of experience. I’m a quick learner who enjoys delving into the details and distilling complex problems into structured action plans.

YOUR 'WHY': I love Calistoga’s small town vibe and am keen on ensuring the city’s infrastructure can support middle class individuals / families looking to plant their roots here.

VOLUNTEER EXPERIENCE: I’ve sat on the Board for local non profits and supported multiple charities to support causes near to my heart, including mentoring women entrepreneurs in 3rd world countries, providing strategic guidance to charter schools, participating in Big Brother Big Sister to name a few.

LANGUAGES OTHER THAN
ENGLISH:

Conversational spanish
REFERENCES: Laurel Rios,
Amanda Harlan,
Item #6.2.

CIJI RICH
San Francisco Bay Area | LinkedIn Profile

PROFILE
Seasoned strategy professional with more than 15 years of experience in the Financial Services industry, specializing in tackling complex and ambiguous business challenges, conducting rigorous data analysis, and clearly translating findings into impactful recommendations. Highly self-motivated and a quick learner, with a bias for action and a desire to execute without ego. Effective communicator (written and verbal), with a strong track record of cross-functional collaboration and influencing others to achieve successful outcomes. Key differentiator is ability to see the bigger picture and ‘connect dots’, while applying a challenger mindset and being highly detail oriented.

KEY COMPETENCIES
Strategic Leadership | Early-Stage Product Development | Client Experience | Cross-Functional Collaboration | Mergers & Acquisitions Integration | Executive Presence | Storyboarding | Initiative Intake and Prioritization | Project Management

EXPERIENCE
Charles Schwab, San Francisco, CA April 2018 – March 2024 Managed Investing Strategy & Offer Management – Director (March 2021 – March 2024) Owned the ‘offer’ experience and assessed new strategic opportunities to solve for unmet client needs, while identifying synergies and driving greater consistency across the full suite of Managed Investing offers. • Defined business requirements and prioritized product / feature development roadmap for new Managed Investing digital account open and enrollment (MIOE) experience considering budget and resource capacity constraints, and facilitated trade-off discussions with stakeholders while ensuring target outcomes achieved (launched in Q2’23) • Conducted employee interviews & feedback sessions and participated in UX / UI design workshops to inform MIOE target state design and address key pain points, including reducing error rate and time to enroll • Led effort to evaluate opportunity for new Managed Investing offering targeting niche client segment, conducting primary client & field research and proprietary analysis (evaluating competitive positioning, historical client trends and development requirements / impacts), and presented findings to executive leadership to inform go-forward strategy • Developed proposal for new ‘Retirement Concierge’ concept, outlining recommended offer scope and operating model, and personally presented findings to executive leadership, including founder, Chuck Schwab (pilot launched in Q4’23) • Stood up new function to support intake and prioritization of new investment opportunities, ensuring consistency and scalability of new capabilities across full suite of Managed Investing offers Retail Integration Strategy – Director (November 2019 – March 2021) Supported Retail integration efforts related to the acquisition of USAA and TD Ameritrade (TDA), with a focus on ensuring a smooth client and employee experience, while realizing expense synergies and driving increased operating efficiencies. • Led USAA integration planning and execution for Retail Wealth Management track, transitioning 200+ employees and converting USAA’s financial planning and client relationship management data for ~1M accounts • Defined USAA Legal Day 1 sales & servicing operating model, outlining rules of engagement and establishing performance management expectations, and prepared business case for leveraging central, phone-based team for conducting upfront & ongoing suitability assessments (of investment product(s)) for clients not assigned to an advisor • Identified and evaluated options to integrate call center operations between Charles Schwab and TDA based on extensive analysis of historical trends & current operating model, ensuring alignment with guiding principles • Supported DOJ due diligence efforts to secure approval for TDA acquisition and managed headcount reduction effort aimed at eliminating redundancies on Legal Day 1, owning and overseeing the communication plan • Developed and maintained Legal Day 1 TDA Retail action plan, identifying and escalating key risks and interdependencies to execution and implementation across all Retail sub-tracks Retail Strategy – Director (April 2018 – November 2019) Conducted fact-based analysis to provide thoughtful insights to Retail leadership team and guide strategic direction. • Conducted deep dive assessment of advisor attrition, identifying key trends across advisor demographics and evaluating the associated impact on client attrition, including cost-benefit analysis of legal action for breach of contract • Performed in-depth analysis of a non-core business unit and evaluated options to grow, maintain or sell, presenting findings to leadership to inform future strategic direction • Managed Retail-wide expense reduction exercise, evaluating the impact of identified savings opportunities to realize inyear and future savings targets, working closely with the Retail leadership team and Finance Item #6.2.

• Led annual planning process, establishing a framework for evaluating and prioritizing investment opportunities across defined criteria and measuring the impact of funded initiatives to realize / redeploy realized savings Bank of America Merrill Lynch, San Francisco, CA June 2008 – June 2017 Pacific Northwest Regional Strategy & Operations Lead – Director (August 2014 – June 2017) Led execution of annual strategic plan while growing market share and improving operating leverage for the Pacific Northwest region, encompassing 60+ offices and 1,300+ Financial Advisors (FAs). • Developed market-specific execution strategies based on local trends / dynamics to meet annual financial plan targets, with a key focus on maximizing FA productivity and increasing recurring revenue streams • Drove cultural shift amongst FAs to adopt goals-based financial planning and adjust client engagement routines • Managed local integration efforts, resulting in increased referrals (+20% YoY) and improved quality / success rate • Grew overall FA census through recruiting of experienced FAs and hiring and development of FA trainees (~175/year) Strategy and Business Development – Vice President (January 2011 – July 2014) Identified opportunities for acquisitions and divestitures for Global Wealth and Investment Management (GWIM) with a core focus on derisking, in addition to conducting competitive intelligence and performing deep-dive analysis of key issues facing the business.
• Evaluated financial, strategic, and regulatory impact of international divestiture on remaining onshore business (30K clients across 80+ countries), resulting in the recommendation, and ultimate execution, of narrowing GWIM’s focus to serving a defined subset of the existing business
• Led due diligence efforts and deal negotiations for the divestiture of a non-core business unit (15 personnel, $4MM revenue) with the objective of de-risking the business, while successfully achieving positive valuation • Implemented enhanced retirement program for FAs based on extensive analysis, including assessment of the potential P&L impact assuming 100% adoption of retirement eligible population, resulting in 10%+ increased participation YoY Retail Strategic Initiatives – Assistant Vice President (June 2008 – December 2010) Conducted rigorous data analysis and developed strategic business plans for Retail product and service leaders, focusing on accelerating growth and maximizing bottom-line results (including Managed Accounts, Institutional Retirement, Personal Retirement, Philanthropic Services, Equity Compensation and Call Center Operations).

EDUCATION
Bachelor of Arts (BA) in Biological Sciences
Columbia University, Columbia College, New York, NY
Varsity Softball (4 years)

ADDITIONAL
• Technical Skills: Microsoft Word, Excel, PowerPoint, Teams │ SharePoint │ Zoom │ Mural │ Figma • Industry Licenses / Registrations: Series 7, Series 66 • Awards / Recognition: 2017 San Francisco Business Times Most Influential Women in Business in the Bay Area • Strengths Finder Themes: Achiever, Restorative, Woo, Learner, Responsibility • Board Affiliations: Marine Applied Research & Exploration (MARE) - Board Member, Finance Committee (2 years), Blue Elephant Water Project – Board Member (2 years)
Item #6.2.

City of Calistoga
Board Application
Received Date: November 2, 2025
Application for: Housing Advisory Committee
BA-25-12
NAME: Juan Pablo Di Cesare
ADDRESS:

BUSINESS ADDRESS:

PHONE:

EMAIL:

LENGTH OF RESIDENCY: Four
EDUCATIONAL BACKGROUND: Bachelors degree: Philosophy and English. Masters in Comparative Literature. Phd work at University of Washington.

PROFESSIONAL AND
EMPLOYMENT BACKGROUND:

N/A
YOUR 'WHY': I wish to serve on the Housing Advisory Committee because I believe that safe, accessible, and dignified housing is the foundation of a thriving community. As a parent raising three young children in Calistoga, I understand the importance of stable housing for families, educators, and workers who make our city vibrant. My background in education, program design, and community development — along with years of teaching and coaching both locally and abroad — equips me to approach housing with empathy, creativity, and practicality. I would bring a collaborative voice focused on inclusion, long-term planning, and preserving Calistoga’s character while meeting the needs of future generations.

VOLUNTEER EXPERIENCE: N/A

LANGUAGES OTHER THAN
ENGLISH:

Spanish
REFERENCES: David Fradelizo,
Jeremiah ,
Item #6.2.

City of Calistoga
Board Application
Received Date: October 23, 2025
Application for: Housing Advisory Committee
BA-25-8
NAME: Sherry King
ADDRESS:

BUSINESS ADDRESS:

PHONE:

EMAIL:

LENGTH OF RESIDENCY: 12
EDUCATIONAL BACKGROUND: Bachelors in Psychology degree. Other licensing, certifications and educational credits required throughout career.

PROFESSIONAL AND
EMPLOYMENT BACKGROUND:

Over 25+ years career/experience in non profit housing, real estate, and rentals.

Past civil and family law mediator. Now retired.

YOUR 'WHY': I am interesting in helping as I have experience in this area and would like to make a contribution to the
Calistoga community of which I am part of.

VOLUNTEER EXPERIENCE: Community/volunteer involvement with schools/boys & girls club, a board member of Jenner CA community, and member of non profit housing coalitions and associations.

REFERENCES: David Kenly,
Malcolm Sibbernsen,
Item #6.2.

City of Calistoga
Board Application
Received Date: October 23, 2025
Application for: Planning Commission
BA-25-7
NAME: Michael Vaughn
ADDRESS:

PHONE:

EMAIL:

LENGTH OF RESIDENCY: 8
EDUCATIONAL BACKGROUND: 50 years in the Electrical construction and manufacturing industries.

PROFESSIONAL AND
EMPLOYMENT BACKGROUND:

Worked as a design Engineer and consultant in all phases and types of construction including residential, water/wastewater, industrial buildings YOUR 'WHY': Want to continue to help the City meet its housing and building goals per the Housing Element. Would really like to help with middle income housing for families that work in our City.

VOLUNTEER EXPERIENCE: Have been on the Planning Commission for 3 years in the recent past. Also the President of the Rancho de Calistoga Social Club.

LANGUAGES OTHER THAN
ENGLISH:

NA
REFERENCES: Lana Richardson,
Chris Canning,
Item #6.2.

City of Calistoga
Board Application
Received Date: October 29, 2025
Application for: Planning Commission
BA-25-10
NAME: Andrew Bossert
ADDRESS:

PHONE:

EMAIL:

LENGTH OF RESIDENCY: 4
EDUCATIONAL BACKGROUND: I hold a Master of Science in Accounting and a Bachelor of Arts in Economics and Finance from the University of Dallas, where I developed a strong foundation in fiscal management, quantitative analysis, and economic policy. My academic background has been complemented by advanced study and fellowship experiences that emphasize leadership, governance, and national service, including completion of the National Security Fellowship at the Foundation for Defense of Democracies and the Saratoga Fellowship at the John Jay Institute.

I am a Certified Public Accountant (CPA), licensed by the State of California Board of Accountancy (License No. 144450). This credential reflects a commitment to professional ethics, public accountability, and sound financial stewardship—skills directly applicable to the fiscal oversight and regulatory review responsibilities of a Planning Commission.

Throughout my professional career, I have sought opportunities to integrate technical, financial, and policy expertise. I currently serve as Managing Partner and Founder of The Saratoga Group, LLC, a management consulting and advisory firm that supports public-private partnerships across the aerospace, defense, and infrastructure sectors. In this role, I oversee strategic planning, financial modeling, and program governance for clients operating at the intersection of innovation and public interest.

In addition to my consulting work, I am Managing Partner and Co-founder of To Kalon Holding Company, LLC, a real estate development firm based in St. Helena, California. To Kalon manages $10M AUM, including residential properties and development projects adding more than 30 new housing units in Napa Valley. This work has deepened my understanding of land use policy, zoning compliance, site planning, and sustainable growth practices, which are central to the responsibilities of the Planning Commission.

Item #6.2.

My public service experience further complements my private-sector background.

As a Captain in the U.S. Air Force Reserve assigned to Space Systems Command, I currently serve as Deputy Branch Chief for the Commercial Augmentation Space Reserve (CASR) program. My work has involved policy development, interagency coordination, and fiscal planning for multi-million-dollar federal initiatives, requiring strong analytical, organizational, and governance skills.

I have also received multiple commendations for leadership and excellence, including the Defense Meritorious Service Medal, the Air Force Commendation Medal, and recognition as the #1 Company Grade Officer of the Quarter among 345 officers at Space Systems Command. Beyond my professional and military career, I am an Eagle Scout, reflecting a lifelong dedication to civic duty, ethical leadership, and community engagement.

PROFESSIONAL AND
EMPLOYMENT BACKGROUND:

My professional experience combines over a decade of public service, financial management, and real estate development—skills directly applicable to the mission of the Planning Commission in promoting balanced growth, fiscal responsibility, and community well-being.

As Managing Partner and Co-Founder of To Kalon Holding Company, LLC, I oversee a portfolio of residential and mixed-use development projects in the Napa Valley region valued at over $8.4 million. This work requires daily engagement with zoning ordinances, density requirements, design review, and local building codes, as well as close coordination with architects, engineers, and city officials. Through these projects, I have developed a detailed understanding of land-use planning, infrastructure constraints, and housing policy, along with practical experience navigating parcel mergers, ADU/JADU integration, and environmental review processes.

In parallel, as Managing Partner and Founder of The Saratoga Group, LLC, I lead a boutique consulting firm specializing in strategy, management, and policy advisory services for both commercial and government clients. This role has honed my ability to analyze complex regulatory frameworks, facilitate stakeholder collaboration, and design evidence-based solutions—skills that translate directly to evaluating planning proposals and shaping municipal policy.

My public service as a Captain in the U.S. Air Force Reserve, assigned to Space Systems Command, has further strengthened my expertise in governance, compliance, and interagency coordination. As Deputy Branch Chief for the Commercial Augmentation Space Reserve (CASR), I have managed multi-milliondollar programs, authored policy frameworks adopted at the federal level, and led cross-organizational efforts that balance strategic priorities with community and stakeholder interests. This experience has instilled a disciplined approach to policy analysis, transparency, and accountability, all critical to responsible landuse decision-making.

Earlier in my career, I served as a Contracting Officer and Program Manager for the Department of Defense, where I led teams responsible for infrastructure development, environmental impact assessments, and fiscal oversight of major projects. This background has given me a deep respect for process integrity, dataItem #6.2.

driven decision-making, and public trust.

Finally, as a Certified Public Accountant (CPA) licensed in California, I bring a rigorous understanding of budgeting, cost analysis, and long-term fiscal planning—skills that help ensure municipal projects and private developments are both economically viable and in the public interest.

Collectively, these experiences equip me with a comprehensive perspective on urban development, financial stewardship, and community impact, making me well-suited to contribute meaningfully to the City of Calistoga’s Planning Commission.

YOUR 'WHY': Explain your reasons for wanting to serve on the legislative body, your qualifications for the position, and the contributions you can make to the group.

VOLUNTEER EXPERIENCE: My commitment to community service and civic engagement spans both my professional and personal life, rooted in a belief that responsible development should enhance—not erode—the fabric of local communities.

As a resident of Calistoga, I have been actively involved in local real estate development and neighborhood revitalization efforts through my firm, To Kalon Holding Company, LLC, since 2021. My work includes adaptive reuse of existing properties, construction of new accessory dwelling units (ADUs and JADUs), and multifamily housing initiatives that align with Napa County’s broader housing and sustainability goals. These efforts have required continuous coordination with local contractors, architects, planners, and city officials, providing me with firsthand insight into Calistoga’s zoning ordinances, density requirements, and infrastructure constraints.

Beyond development, I have volunteered my time and expertise to mentor earlystage small businesses and technology entrepreneurs through the Saratoga Group, where I assist founders—many of whom are veterans or first-time business owners—in navigating regulatory, compliance, and financial challenges.

This work fosters economic resilience and supports responsible business growth within the broader Northern California region.

In the public service arena, my ongoing role as a Captain in the U.S. Air Force Reserve reflects a sustained commitment to service, teamwork, and ethical governance. I currently serve at Space Systems Command as Deputy Branch Chief for the Commercial Augmentation Space Reserve (CASR), leading initiatives that connect public and private stakeholders to improve national infrastructure and resilience. This experience has strengthened my appreciation for consensusbuilding and transparent decision-making—principles equally essential in municipal governance.

Earlier in life, I earned the rank of Eagle Scout, which instilled a lasting dedication to civic responsibility and environmental stewardship—values that continue to guide my approach to land use and sustainable development today.

I also maintain active professional affiliations with the California Society of Certified Public Accountants (CalCPA) and various defense and innovationItem #6.2.

focused associations, where I contribute to discussions on ethics, public accountability, and effective policy implementation.

Together, these experiences demonstrate a record of community-oriented leadership, long-term planning, and respect for civic process, all of which I hope to bring to the Planning Commission in support of Calistoga’s balanced and sustainable growth.

LANGUAGES OTHER THAN
ENGLISH:

N/A
REFERENCES: Lester Hardy,
David Wignall,
Item #6.2.

City of Calistoga
Board Application
Received Date: November 5, 2025
Application for: Planning Commission
BA-25-16
NAME: Susie Bowen
ADDRESS:

EMAIL:

LENGTH OF RESIDENCY: 20
EDUCATIONAL BACKGROUND: Provide an overview of your educational background, detailing any degrees, diplomas, certifications, and relevant coursework. Furthermore, please outline any professional credentials or training you have acquired through both your professional and personal development that are applicable to the legislative body for which you are applying.

I have a master's degree in speech-language pathology.

PROFESSIONAL AND
EMPLOYMENT BACKGROUND:

Provide an account of any current or previous work experience and skills that are pertinent to the legislative body for which you are applying.

I have worked at Queen of the Valley Hospital for 25 years.

YOUR 'WHY': Explain your reasons for wanting to serve on the legislative body, your qualifications for the position, and the contributions you can make to the group.

I am a long time resident of Calistoga. I raised my children here, built our house here and have observed the changes in the city over the years. I have lived in many parts of the world prior to living in Calistoga. I may not have the specific qualifications, degrees, or experience in a legislative body prior to applying for the commission. However, I am educated, I am a critical thinker and a problem solver. Working at 3 hospitals, Queen of the Valley, St. Helena Hospital, and Sutter hospital gives me a perspective into the lives of the residents who live in this Valley and Santa Rosa.

I am not happy with the direction of development that I see in Calistoga. I am not happy with the level of traffic and the lack of action from the City of Calistoga. I can offer a vision of what I would like to see for the future of Calistoga from a perspective of a resident who is not dependent on the wine industry or tourism.

VOLUNTEER EXPERIENCE: Describe any current or past community involvement, volunteer work, labor or trade experience, or professional associations that are pertinent to the legislative Item #6.2.

body to which you are applying. Where applicable, outline the specific role you undertook and the duration of your involvement.

None

LANGUAGES OTHER THAN
ENGLISH:
none
REFERENCES: Tegan Henry,
Brenda Ferrari,
Item #6.2.

City of Calistoga
Board Application
Received Date: November 3, 2025
Application for: Planning Commission
BA-25-13
NAME: Juan Pablo Di Cesare
ADDRESS:

BUSINESS ADDRESS:

PHONE:

EMAIL:

LENGTH OF RESIDENCY: Four
EDUCATIONAL BACKGROUND: Bachelors degree: Philosophy and English. Masters in Comparative Literature. Phd work at University of Washington.

PROFESSIONAL AND
EMPLOYMENT BACKGROUND:

N/A
YOUR 'WHY': I wish to serve on the Planning Commission because thoughtful planning is at the heart of a city’s well-being. I’m raising my family here in Calistoga, and I want to help shape a community that remains safe, walkable, and true to its spirit while welcoming responsible growth. My professional background spans education, athletics, and civic program development, from coaching young athletes across three continents to designing youth and family programs locally. With an MA in Comparative Literature, PhD work at the University of Washington, and over a decade of teaching experience, I bring strong analytical, listening, and communication skills. I would contribute a collaborative and community-focused approach that balances practical needs with long-term vision.

VOLUNTEER EXPERIENCE: N/A

LANGUAGES OTHER THAN
ENGLISH:

Spanish
REFERENCES: David Fradelizo,
Jeremiah Moore,
Item #6.2.

City of Calistoga
Board Application
Received Date: November 6, 2025
Application for: Planning Commission
BA-25-15
NAME: Eugene Gorman
ADDRESS:

PHONE:

EMAIL:

LENGTH OF RESIDENCY: 9.5
EDUCATIONAL BACKGROUND: Education BBA, MBA

PROFESSIONAL AND
EMPLOYMENT BACKGROUND:

Career (23 year period) in comprehensive software development for 500+ business entities (clients as large as $30 billion annual revenue - CP Group, Thailand). Entities included 75 municipalities (city, county, etc). Projects involving all municipal departments including Planning, Building, Public Works, Taxation, Utilities, Financial, Personnel, and Budget systems, etc. Software systems also created for a number "Municipal focused" contractors (infrastructure). Our approach to software involved gaining an intimate understanding of the client's (city in this case) business processes, staffing, objectives, service delivery concerns. Software customization for the entity's idiosyncrasies occurred prior to installation providing exceptional implementation results. As opposed to the more typical approach by software companies relying first on an existing library installing the pre-existing "packages", start the client using them to "discover" the issues that did not fit and modify on the fly while the client would already be depending on the new system. Our/my approach made implementation more painless and more successful. It also provided me and my staff with a more intimate understanding of the city or county operations making u of more value for the client in ongoing support and future application development for the client productive and effective. Over the years I developed a "curiosity" and a concern that compelled me to want to understand and increase my experience of a client's circumstances that could enable me to help assist and encourage their future success. Subsequent 25 years of my career I have acted as the senior information technology executive for some former clients. Having one customer at a time instead of many besides the obvious personal sanity benefits let me really concentrate on even more effective development and change.

Examples: Starwood Corp parent company of Sheraton, Westin, St Regis hotels, Esprit Corp, Bare Minerals Corp, and since 2008 Pace Supply Corp (a huge success story - more than 20 times larger today than 2008, from virtually North Bay only 5 Item #6.2.

branches to over 50 branches in 3 States)
YOUR 'WHY': I hope that elements of my experience and background and my desire to see advantageous yet desirable development for Calistoga can be of value to the Planning Commission and Calistoga
VOLUNTEER EXPERIENCE: More recently and locally I have served on the city's Housing Advisory Committee for the last 2+ years which has increased my already existing strong desire to participate in my city's development and progress.

REFERENCES: Ted Green,
Richard Uschyk,
Item #6.2.

City of Calistoga
Board Application
Received Date: November 2, 2025
Application for: Planning Commission
BA-25-11
NAME: Clyde LONG
ADDRESS:

BUSINESS ADDRESS:

PHONE:

EMAIL:

LENGTH OF RESIDENCY: 4
EDUCATIONAL BACKGROUND: Provide an overview of your educational background, detailing any degrees, diplomas, certifications, and relevant coursework. Furthermore, please outline any professional credentials or training you have acquired through both your professional and personal development that are applicable to the legislative body for which you are applying.

Duke University, B.A. (Honors, Political Science), 1977. Georgetown University Law Center, J.D., 1980.

I am a licensed California attorney, State Bar No. 102148.

My legal experience includes decades of work representing individuals and business entities in the areas of real estate, construction, transactions, and dispute resolution.

PROFESSIONAL AND
EMPLOYMENT BACKGROUND:

Provide an account of any current or previous work experience and skills that are pertinent to the legislative body for which you are applying.

My law firm website address is www.longlawoffices.com. Recent local legal work has included Glass Fire construction litigation, sale transactions, and easement and title matters.

YOUR 'WHY': Explain your reasons for wanting to serve on the legislative body, your qualifications for the position, and the contributions you can make to the group.

Item #6.2.

I am looking forward to using my skill and enthusiasm to contribute to the community of Calistoga, as the Planning Commission helps guide the City's future challenges and opportunities.

VOLUNTEER EXPERIENCE: Describe any current or past community involvement, volunteer work, labor or trade experience, or professional associations that are pertinent to the legislative body to which you are applying. Where applicable, outline the specific role you undertook and the duration of your involvement.

Before moving to Calistoga, I served for over 10 years as Board Chair of the City of Lafayette's Code Enforcement Hearing Appeals Board, handling legal appeals from contested municipal code violations.

I served as President of the Lafayette Improvement Association from 2005-2020.

The LIA was a 501(c)(3) entity that supported Theater Arts and Education during the years after the City of Lafayette was incorporated.

REFERENCES: Kenneth O'Farrell,
Susan Baxter,
Item #6.2.

City of Calistoga
Board Application
Received Date: October 27, 2025
Application for: Planning Commission
BA-25-9
NAME: Steven Pinsky
ADDRESS:

BUSINESS ADDRESS:

PHONE:

EMAIL:

LENGTH OF RESIDENCY: 15
EDUCATIONAL BACKGROUND: BA SF State 1969

PROFESSIONAL AND
EMPLOYMENT BACKGROUND:

Extensive experience as a real estate developer and investor. Keen understanding of current trends both in multi-family housing and commercial development trends.

YOUR 'WHY': I feel like I am just getting started on the Planning Commission and there is much more work to do that I would like to see to fruition. It has been a meaningful experience for me.

VOLUNTEER EXPERIENCE: Served on the Calistoga Housing Advisory Commission for two years. Current member of the Calistoga Planning Commission. Board member various nonprofits over the past 30 years

LANGUAGES OTHER THAN
ENGLISH:
no
REFERENCES: Steven Pinsky,
Steven Pinsky,
Item #6.2.

City of Calistoga
Board Application
Received Date: October 20, 2025
Application for: Planning Commission
BA-25-3
NAME: Molly Towey
ADDRESS:

PHONE:

EMAIL:

LENGTH OF RESIDENCY: 2015 to present
EDUCATIONAL BACKGROUND: 4 years of junior college

PROFESSIONAL AND
EMPLOYMENT BACKGROUND:

Just finished 2 years of serving on the Calistoga Planning Commission. I have worked in the Napa Valley for the last 45 years in locally owned grocery stores.

YOUR 'WHY': I care about Calistoga and want to have a impact on the future of the development here and to have a positive affect on the future of our community VOLUNTEER EXPERIENCE: I volunteer for many elected officials in the Napa Valley, I also am the Chairperson of the nonprofit Calistoga Fairgrounds Foundation, I also volunteer at the Calistoga Cares foodbank, and I am a decent at the Sharpsteen Museum REFERENCES: Donald Williams ,
Liz Alessio ,
Item #6.2.

City of Calistoga
Board Application
Received Date: November 10, 2025
Application for: Napa County Mosquito Abatement District BA-25-18
NAME: Shelby Valentine
ADDRESS: 2771 Foothill Blvd
Calistoga, 94515
EMAIL: [email protected]
IS APPLICANT A RESIDENT: Yes
LENGTH OF RESIDENCY: 18
EDUCATIONAL BACKGROUND: Please See Attached

PROFESSIONAL AND
EMPLOYMENT BACKGROUND:

Please See Attached
YOUR 'WHY': Please See Attached
VOLUNTEER EXPERIENCE: Please See Attached

LANGUAGES OTHER THAN
ENGLISH:

Please See Attached
REFERENCES: Please See Attached, Please See Attached
Item #6.2.

Item #6.2.

Item #6.2.

Item #6.2.

City of Calistoga

STAFF REPORT
To: Honorable Mayor and City Council
From: Derek Rayner, Public Works Director/City Engineer Meeting: City Council - Dec 09 2025
Subject: Replace Back-up Generator at the Palisades Sewage Lift Station DESCRIPTION:

Authorize the City Manager to sign a purchase order agreement in an amount of $35,510.32 with Cameron Electric and authorize a contingency of 10% for change orders not to exceed a total project cost of $39,000 for the purchase, removal, and replacement of the backup generator at the Palisades sewage lift station.

RECOMMENDATION:

Consider Adopting the Resolution
ANALYSIS:

The City-owned Palisades lift station, located adjacent to the bike path on lower Washington Street, has a generator that is old and beyond its useful life, and replacement parts are no longer available.

This generator is a vital component of the lift station, providing automatic backup power during outages. It ensures that pumps and controls remain operational, to prevent spills, and maintain reliability of this critical facility.

The purchase order authorizes Cameron Electric out of Napa to acquire a new 24 kW generator, remove the existing unit, and install the replacement. The City has previously contracted with Cameron Electric for work at the wastewater treatment plant and has consistently received highquality service. Staff find them well qualified, fair and able to perform this work and staff is recommending that the City Council award the purchase order to Cameron Electric.

FINANCIAL IMPACT:

The FY 25/26 Budget under Account No.113-4142-5676-94915, Palisades Lift Station Generator Replacement Project has a budget of $75,000. The $39,000 falls well within the allotted budget.

CEQA STATUS:

The recommended action is not a project under the definitions contained in the Guidelines of the California Environmental Quality Act (CEQA) and is therefore exempt from CEQA.

ATTACHMENT(S):

1. Palisades Lift Station Generator Reso Attach 1

2. Palisades Lift Station Replacement Generator Quote Attach 2 Item #6.3.

APPROVAL(S):

Derek Rayner, Public Works Director/City Engineer Approved - Nov 19 2025 Connie Cardenas, Admin. Services Director Approved - Nov 21 2025 Mitch Celaya, Interim City Manager Approved - Dec 01 2025 Yudiana Galvan, City of Calistoga | City Clerk Approved - Dec 03 2025 Item #6.3.

RESOLUTION 2025-XXX

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CALISTOGA, COUNTY OF

NAPA, STATE OF CALIFORNIA, AUTHORIZING THE CITY MANAGER TO AWARD A PURCHASE ORDER IN AN AMOUNT OF $35,510.32 TO CAMERON ELECTRIC

TO REPLACE THE BACK-UP GENERATOR AT THE PALISADES LIFT STATION WHEREAS, the city owns a generator at the Palisades lift Station; and WHEREAS, the generator is outdated, and we are unable to find parts in the event of a breakdown; and
WHEREAS, the purchase order is for Cameron Electric, to provide technical services to purchase and install a new backup generator. Cameron Electric has provided electrical services to the city prior to his work and has always been honest, thorough, and responsive; and
WHEREAS, staff has reviewed the quote from Cameron Electric and recommends that the City Council authorize the city manager to sign a purchase order to Cameron Electric to complete this work; and
WHEREAS, the recommended action is not a project under the definitions contained in the Guidelines of the California Environmental Quality Act (CEQA) and is therefore exempt from CEQA; and
WHEREAS, the FY 25/26 Budget under Account No.113-4142-5676-94915., Palisades Lift Station Generator Replacement Project that has a balance of $75,000 in available funding. The $39,000 falls within the allotted budget.

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF CALISTOGA DOES HEREBY find the following:

1. Authorizes the City Manager to execute a purchase order in an amount of $35,510.32 to Cameron Electric to remove and replace the standby generator at the Palisades lift station.

2. Approves a total construction budget of $39,000, that includes a 10% contingency for change orders and authorizes the Public Works Director to negotiate and approve change orders and issue additional purchase orders, as needed, provided the total construction budget does not exceed $39,000.

3. Waives any informalities or irregularities in Cameron Electric’s Quote.

Item #6.3.

PASSED, APPROVED AND ADOPTED this the 9
th day of December, 2025. I,

YUDIANA GALVAN, CITY CLERK OF THE CITY OF CALISTOGA, HEREBY CERTIFY the foregoing resolution was introduced and passed at a regular meeting of the Calistoga City Council by the following roll call vote:

AYES:

NOES:

ABSTAIN:

ABSENT:

ATTEST: APPROVED:
______________________________ __________________________ Yudiana Galvan, City Clerk Donald Williams, Mayor
Item #6.3.

Customer
Cameron Electric
978 Kaiser Rd., Suite A
Napa, CA
94558, United States
Lic #850835
Prepared By:

Zac Cameron
7072874938
[email protected]
City of Calistoga Public Works
414 Washington St
Calistoga, CA
94515
Project: Palisades Lift Station Replacement Generator
Scope of Work
Palisades Lift Station Replacement Generator

1. Remove and dispose of existing 24Kw generator

2. Purchase and install 24Kw, 120/208 volt, 3 phase, propane generator on existing concrete pad

3. Lift equipment

4. Terminate to existing disconnect switch with cam-locks Included (+)

1. 1st Shift Prevailing Wage Labor (Napa County)

2. Disposal of existing generator

3. Lift equipment
Excluded (-)

1. Permits/fees
Notes
Quote: 1270 / Date: 10/27/2025
ATTACHMENT 2 Item #6.3.

Summary
Cost Type
Labor and Overhead $6,377.32
Materials $29,133.00
Subtotal $35,510.32
$35,510
Accepted By Date
Quote: 1270 / Date: 10/27/2025
Item #6.3.

City of Calistoga

STAFF REPORT
To: Honorable Mayor and City Council
From: Yudiana Galvan, City of Calistoga | City Clerk
Meeting: City Council - Dec 09 2025
Subject: Annual Council Appointments to Various Regional and Local Boards and Committees
DESCRIPTION:

Confirming the Mayor's Appointments of Councilmembers to Various Local and Regional Boards and Committees
RECOMMENDATION:

Consider Adopting the Resolution
SUMMARY:

Per California Government Code Section 40605, the Mayor, with the approval of the City Council, shall make all appointments to boards, commissions, and committees.

Councilmembers are required to represent the interest of the City of Calistoga on County and Regional boards and commissions.

ANALYSIS:

Appointments are required for the following:

Board/Committee Representative Alternate(s)
Association of Bay Area Governments** Williams Gift
Calistoga Business Diversification Grant Program Williams & Cooper n/a Calistoga Community Enrichment Grant Program Lopez-Ortega & Williams n/a
Calistoga Council Liaison – Green Committee Eisenberg n/a Calistoga Council Liaison – ATAC Eisenberg n/a
Calistoga Council Liaison – Housing Advisory
Committee Gift n/a
Calistoga Council Liaison – Planning Commission Lopez-Ortega n/a Calistoga Council Liaison – Fairgrounds Advisory Williams & Gift Calistoga Tourism Improvement District Gift n/a
Napa County City Selection Committee* Williams n/a
Napa County Climate Action Committee Eisenberg & Gift Lopez-Ortega Napa County Flood Control & Water Conservation
Dist.** Gift Williams
Napa Valley Tourism Corp. (governing body to
NVTID) Eric Reichert Gift
Item #6.4.

Board/Committee Representative Alternate(s)
Napa Valley Transportation Authority* Williams & Eisenberg n/a Upper Valley Waste Management Agency Cooper Lopez-Ortega Watershed Information & Conservation Lopez-Ortega Williams CEQA STATUS:

None
ATTACHMENT(S):

Draft Reso - Council Appointments - Regional
APPROVAL(S):

Connie Cardenas, Admin. Services Director Approved - Nov 21 2025 Mitch Celaya, Interim City Manager Approved - Dec 02 2025 Yudiana Galvan, City of Calistoga | City Clerk Approved - Dec 03 2025 Item #6.4.

RESOLUTION NO. XXXX
ADOPTED DECEMBER 9, 2025

A RESOLUTION OF THE CITY COUNCIL, OF THE CITY OF CALISTOGA, COUNTY

OF NAPA, STATE OF CALIFORNIA, CONFIRMING THE MAYOR AND ELECTED OFFICIALS’ APPOINTMENTS TO VARIOUS BOARDS & COMMISSIONS WHEREAS, California Government Code Section 40605 states that the Mayor, with the approval of the City Council, shall make all appointments to boards, commissions, and committees; and
WHEREAS, City of Calistoga Council representation on County and Regional boards and committees is in the best interest of our community;

NOW, THEREFORE, BE IT RESOLVED THAT THE CITY COUNCIL OF THE CITY OF CALISTOGA DOES HEREBY confirm the Mayor’s appointment to the following boards & commissions:

Board/Committee Representative Alternate(s)
Association of Bay Area Governments** Williams Gift
Calistoga Business Diversification Grant Program Williams & Cooper n/a Calistoga Community Enrichment Grant Program Lopez-Ortega & Williams n/a Calistoga Council Liaison – Green Committee Eisenberg n/a Calistoga Council Liaison – ATAC Eisenberg n/a
Calistoga Council Liaison – Housing Advisory Committee Gift n/a Calistoga Council Liaison – Planning Commission Lopez-Ortega n/a Calistoga Council Liaison – Fairgrounds Advisory Williams & Gift Calistoga Tourism Improvement District Gift n/a
Napa County City Selection Committee* Williams n/a
Napa County Climate Action Committee Eisenberg & Gift Lopez-Ortega Napa County Flood Control & Water Conservation Dist.** Gift Williams Napa Valley Tourism Corp. (governing body to NVTID) Eric Reichert Gift Napa Valley Transportation Authority* Williams & Eisenberg n/a Upper Valley Waste Management Agency Cooper Lopez-Ortega Watershed Information & Conservation Lopez-Ortega Williams *Mayor Participation Required **Mayor & Vice Mayor Participation Required Item #6.4.

Resolution No. 2025-XXXX

PASSED, APPROVED AND ADOPTED this 9th day of DECEMBER, 2026. I,

YUDIANA GALVAN, CITY CLERK OF THE CITY OF CALISTOGA, HEREBY CERTIFY the foregoing resolution was introduced and passed at a regular meeting of the Calistoga City Council by the following roll call vote:

AYES:

NOES:

ABSTAIN:

ABSENT:

ATTEST: APPROVED:
____________________________ __________________________ Yudiana Galvan, City Clerk Donald Williams, Mayor
Item #6.4.

City of Calistoga

STAFF REPORT
To: Honorable Mayor and City Council
From: Rena Lariz, Human Resources Manager
Meeting: City Council - Dec 09 2025
Subject: Adopt the successor Calistoga Professional Firefighters’ Association collective bargaining agreement
DESCRIPTION:

Consider adopting a Resolution
RECOMMENDATION:
-
SUMMARY:

The City and the Calistoga Professional Firefighters Association (CPFA) have an existing collective bargaining agreement which expires December 31, 2025. Representatives of the City and the CPFA have met and conferred in good faith regarding the terms of the successor collective bargaining agreement. The City and the CPFA reached a total tentative agreement for the successor collective bargaining agreement, for a term through December 31, 2027. The employees represented by the Calistoga Professional Firefighters’ Association have ratified the terms of the successor collective bargaining agreement and the final step is the City Council’s approval.

Changes to the collective bargaining agreement are are:
 A contract Term through December 31, 2027.
 Incorporating the 2023 payroll change from semimonthly to biweekly pay periods and pay dates, and updating the vacation and sick leave accrual schedules to reflect this change from semimonthly to biweekly payroll.  Increasing wages by 1% effective the beginning of the pay period which includes January 1, 2026, 1% effective the beginning of the pay period which includes January 1, 2027 pay periods, and providing market adjustment wage increases over the contract’s Term.
 Amending the longevity pay by providing this length-of-service recognition each pay period, with a minimum of five years of continuous City employment.
 Reduced the waiting period on when a probationary employee may start using vacation leave.  Adding a court conservatee as an eligible use of family sick leave, and of bereavement leave.  Correcting found typographical errors and removing outdated text Item #6.5.

FINANCIAL IMPACT:

Adoption of the updated Calistoga Professional Firefighters’ Association collective bargaining agreement is projected to increase payroll costs by a total of $266,386 during the Term of January 1, 2026 through December 31, 2027. Of this total cost, $24,459 is during Fiscal Year 2025/26, $136,359 is during Fiscal Year 2026/27, and $105,568 is during Fiscal Year 2027/28.

CEQA STATUS:

Not Applicable
ATTACHMENT(S):

CPFA - Resolution
CPFA MOU 2025-2027 - Final Version
APPROVAL(S):

Connie Cardenas, Admin. Services Director Approved - Nov 24 2025 Mitch Celaya, Interim City Manager Approved - Dec 02 2025 Yudiana Galvan, City of Calistoga | City Clerk Approved - Dec 03 2025 Item #6.5.

RESOLUTION NO. 2025-_____

RESOLUTION OF THE CITY COUNCIL, OF THE CITY OF CALISTOGA, COUNTY OF NAPA, STATE OF

CALIFORNIA AMENDING THE COLLECTIVE BARGAINING AGREEMENT BETWEEN THE CITY AND THE CALISTOGA PROFESSIONAL FIREFIGHTERS’ ASSOCIATION
WHEREAS, the collective bargaining agreement between the City of Calistoga (City) and the Calistoga Professional Firefighters’ Association (CPFA) expires on December 31, 2025; and WHEREAS, the City and CPFA are required under the Meyers-Milias-Brown Act to meet and confer in good faith regarding wages, hours and other terms and conditions of employment; and WHEREAS, the City and CPFA, having met and conferred in good faith reached a total tentative agreement on the successor collective bargaining agreement; and WHEREAS, the successor collective bargaining agreement has been ratified by the membership of the CPFA and the City Council is required to ratify the successor collective bargaining agreement.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Calistoga hereby approves the Memorandum of Understanding with the Calistoga Professional Firefighters’ Association and authorizes the City Manager with City Attorney concurrence to make any technical corrections.

PASSED, APPROVED AND ADOPTED this 9th day of December 2025. I, YUDIANA GALVAN, CITY CLERK OF THE CITY OF CALISTOGA, HEREBY CERTIFY the foregoing resolution was introduced and passed at a regular meeting of the Calistoga City Council by the following roll call vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

ATTEST: APPROVED:
_________________________ _________________________
Yudiana Galvan, City Clerk Donald Williams, Mayor
Item #6.5.

CITY OF CALISTOGA

MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF CALISTOGA
AND

CALISTOGA PROFESSIONAL
FIREFIGHTERS’ ASSOCIATION
JANUARY 1, 2025 THROUGH DECEMBER 31, 2027
Item #6.5.

CPFA 2025 Page 2
2025 – MOU CITY OF CALISTOGA/CPFA

TABLE OF CONTENTS
Article Page
1 Recognition ...................................................................................................................................... 3 2 City Rights ........................................................................................................................................ 3 3 Employee Rights............................................................................................................................... 5 4 Access of Facilities............................................................................................................................ 5 5 Dues................................................................................................................................................. 5 6 No Discrimination ............................................................................................................................ 6 7 Grievance Procedures...................................................................................................................... 7 8 Probationary Period......................................................................................................................... 9 9 Sick Leave....................................................................................................................................... 10 10 Vacation Leave............................................................................................................................... 11 11 Holidays.......................................................................................................................................... 12 12 Compensatory Time Off................................................................................................................. 13 13 Unauthorized (Unpaid) Leave........................................................................................................ 13 14 Pay Periods and Pay Dates, FLSA Period........................................................................................ 13 15 Wages............................................................................................................................................. 14 16 Call Back ......................................................................................................................................... 14 17 Standby .......................................................................................................................................... 14 18 Differential and Bilingual Pay......................................................................................................... 15 19 Medical Benefits ............................................................................................................................ 15 20 Dental and Vision Insurance .......................................................................................................... 16 21 Life Insurance................................................................................................................................. 16 22 Bereavement Leave ....................................................................................................................... 16 23 Medical examination ..................................................................................................................... 17 24 Service Longevity Pay..................................................................................................................... 17 25 Educational Pay.............................................................................................................................. 18 26 Retirement..................................................................................................................................... 18 27 Uniforms ........................................................................................................................................ 20 28 Equipment...................................................................................................................................... 21 29 Alcohol and Controlled Substance Abuse...................................................................................... 21 30 Personnel Rules and Regulations................................................................................................... 21 31 Provisions of Law ........................................................................................................................... 21 32 Work Schedule............................................................................................................................... 21 33 Successor MOU.............................................................................................................................. 22 34 Term............................................................................................................................................... 22 Appendix A..................................................................................................................................... 23 Item #6.5.

MEMORANDUM OF UNDERSTANDING
BETWEEN CITY OF CALISTOGA AND CALISTOGA PROFESSIONAL FIREFIGHTERS’ ASSOCIATION This Memorandum of Understanding (MOU) is made and entered into between the CITY OF CALISTOGA, hereinafter referred to as CITY and CALISTOGA PROFESSIONAL FIREFIGHTERS’ ASSOCIATION, hereinafter referred to as ASSOCIATION, a recognized employee organization pursuant to the provision of the Meyers-Milias-Brown Act (Government Code Section 3500 et seq.).

The parties agree that this Memorandum of Understanding shall be submitted to the City Council of the City of Calistoga with the joint recommendation of the designated representatives of the parties that the City Council resolve to adopt its terms and conditions and take such other and additional action as may be necessary to implement its provisions.

CITY agrees to meet and confer in good faith regarding wages, hours, and other terms and conditions of employment with ASSOCIATION, and shall consider fully such presentations as are made by ASSOCIATION on behalf of its members prior to arriving at a determination of policy or course of action.

The parties have met and conferred in good faith through their designated representatives concerning those matters set forth in Government Code Section 3504 and have reached an agreement thereon as set forth below.

The parties agree as follows:

Article 1. Recognition
CITY recognizes the ASSOCIATION as the exclusive representative on behalf of all employees in the bargaining unit represented by the Calistoga Professional Firefighters’ Association In the following classifications:

Firefighter
Fire Engineer
Fire Captain
Such representation being subject to and qualified by employee rights under applicable local, State and Federal law to be represented by the organization of their choice.

Article 2. CITY Rights
A. Except as limited by the specific and express terms of the Agreement, CITY hereby retains and reserves unto itself all rights, powers authority, duty and responsibilities confirmed on and vested in it by the laws and the Constitution of the State of California, the Municipal Code of the CITY of Calistoga, and/or the laws and Constitute of the United States of America.

B. The CITY shall retain and shall have the right to exercise the following rights, which include but are not limited to the following:

Item #6.5.

CPFA 2025 Page 4

1. The right to hire and fire;

2. The right to determine the mission of its constituent departments, divisions or commissions, and boards;

3. The right to set standards of service and municipal fees and charges;

4. The right to determine the procedures and standards of selection for employment, assignment, transfer and promotion of applicants and employees, provided in the case of employees that the Exercise of such right shall not infringe on any rights employee has under this MOU and/or statue;

5. The right to direct its employees;

6. The right to discharge or suspend employees for just cause and to take other disciplinary actions against its employees as set forth herein;

7. The right to relieve its employees from duty because of lack of work or other legitimate reasons;

8. The right to maintain the efficiency of governmental operations;

9. The right to determine, the methods, means and personnel by which governmental operations are to be conducted;

10. The right to determine job content and job classifications and meet and confer when applicable;

11. The City reserves the right to contract out work, subject to meeting and conferring with the Association regarding the impact of the decision on the bargaining unit which is now being performed by the bargaining unit or which shall be performed in the future by the bargaining unit, provided this only occurs in those situations where the tasks cannot be accomplished by current association members as efficiently, economically, and expediently as can be achieved by such contracting out, provided that CITY shall make every reasonable effort to place service requiring similar skills as the work performed by the employee when displaced by the contracting out and which requires minimal training to afford the employee opportunity to adequately perform the new position.

12. The right to take all necessary actions to carry out the mission of the CITY, its constituent departments, divisions, or commissions and boards in cases of emergencies; and

13. The right to exercise control and discretion over its organization and the technology of performing its work.

Item #6.5.

Article 3. Employee Rights
Employees of the CITY shall have the right to form, join and participate in the activities of the recognized employee organization for the purpose of representation on matters of employer-employee relations including, but not limited to wages, hours, and other terms and conditions of employment. Employees of CITY shall also have the right to refuse to join or participate in the activities of the recognized employee organization.

Article 4. Access of Facilities
A. All ASSOCIATION business will be conducted by employees and ASSOCIATION representatives outside of established working hours, and CITY facilities will not be used for the conduct of ASSOCIATION business, unless permission is granted therefore in writing. Nothing herein shall be construed to prevent an ASSOCIATION representative or an employee from contacting the CITY Manager or other management representatives regarding personnel related matters during working hours.

B. The authorized ASSOCIATION Business Agent shall be given access to work locations during working hours, provided that prior to visiting any work location the ASSOCIATION representative notifies the CITY.

Article 5. Dues
Employees may sign up for Payroll Deduction of Association Dues with the ASSOCIATION. The ASSOCIATION will certify changes or new authorizations for dues deductions from members of the ASSOCIATION in an electronic data file to be transmitted to the CITY’s Administrative Services Department – payroll unit. If an employee opts for such deduction, it is understood that the dues will be deducted starting from the first day of the pay period following receipt of the certification and shall continue until:

1. The last day of the last pay period following the transfer, promotion or demotion of the employee to a different bargaining unit; or

2. Until the end of the pay period following notification from the ASSOCIATION to the CITY to cease deducting dues, or a later date as specified by the ASSOCIATION (to coincide with the end of a pay period).

3. The employee’s earnings must be sufficient after the other legal and required deductions are made to cover the amount of the dues or fees authorized. When an employee is in a non-pay status for the entire pay period, no withholding will be made to cover the pay period from future earnings. In the case of an employee who is in a non-pay status during only part of the pay period, and the salary is not sufficient to cover the full withholding, no deduction shall be made. In this connection, all other legal and required deductions (including health care deductions) have priority over dues

4. The ASSOCIATION, in consideration for and as a condition of the CITY withholding and transmitting payroll and benefit deductions authorized by this Section and in compliance with Item #6.5.

CPFA 2025 Page 6
SB866 shall hold harmless and indemnify the City of Calistoga, its officers and employees from any liability that may arise from making, canceling or changing requested deductions.

5. Employee Orientation: City shall provide a written statement to each new bargaining unit employee that the classification is part of a bargaining unit represented by an Association, and the name of a representative of the Association. City will provide the ASSOCIATION President not less than ten (10) days notice of the onboarding orientation meeting held between CITY’s human resources representative(s) and new bargaining unit employees, including the date, time and location of the orientation meeting. If a bargaining unit employee’s first day of work begins less than ten (10) days after the date the employee is hired, the 10-day notice requirement may be reduced, and City will instead provide as much advance notice as reasonably possible of the orientation meeting.

The City will allow a Business Representative of the ASSOCIATION and/or outside labor representative to spend up to fifteen (15) minutes with the new unit member at the end of the onboarding orientation meeting in order to provide information and materials about the MOU and related matters. A bargaining unit member attending the onboarding orientation meeting as the ASSOCIATION representative shall be given paid release time sufficient to cover the ASSOCIATION’s presentation and related travel time. The ASSOCIATION will provide the human resources representative with the name(s) of any bargaining unit members who they request to be released for this purpose as soon as reasonably possible, and at least 48 hours before the meeting.

To the extent required by Government Code Section 3558, CITY shall provide the ASSOCIATION President with a list of names and contact information (listed below) for any newly hired unit member within thirty (30) days of the date of hire or by the first pay period of the month following hire. CITY shall also provide the ASSOCIATION a list of all unit member names and contact information on the last working day of September, January, and May. The information shall include the following information except for any information subject to exclusion pursuant to Government Code Section 6254.3(c):
• Employee name,
• Job title,
• Department,
• Work location,
• Home address, and
• Work, home and personal telephone numbers and personal email addresses on file with the City.

Article 6. No Discrimination
There shall be no discrimination based on race, creed, color, national origin, sex, ancestry, marital status, pregnancy, sexual orientation, or legitimate union activities against any employee or applicant for employment by the ASSOCIATION or by the CITY or by anyone employed by the CITY; to the extent prohibited by applicable state and federal law, there shall be no discrimination because of age. There shall be no discrimination against any disabled person solely because of such disability; however, the disabled person must be able to perform the essential functions established for the classification.

Item #6.5.

Article 7. Grievance Procedures
A. Grievances: An allegation by any regular employee that the employee has been adversely affected by a violation of a specific provision of the MOU, Department Policies and Procedures, Personnel Rules and Regulations and/or established procedures.

B. Grievant: Is the Association or any regular employee adversely affected by a violation of a specific provision of the MOU, Department Policies and Procedures, Personnel Rules and Regulations and/or established procedures.

C. Personnel Director: The Personnel Director shall be the City Manager or his/her designee.

1. General Provisions
a. Time limits may be waived by mutual written agreement of the parties. b. If the City does not meet the time limits, the grievance may be advanced to the next step at the option of the party waiting for the response. c. A grievant may be represented by a representative of his/her own choice at any step in the presentation of his/her grievance.
d. No reprisal shall be taken against any employee for the legitimate use of this procedure.
e. Any grievance not timely filed or appealed within specified time limits, shall be null and void.

2. Procedure
The following procedure shall be followed in presenting a grievance:
a. The timelines set forth hereinabove are mandatory. Failure to comply with such timelines, as set forth herein shall terminate the rights granted hereunder. b. Within twenty-one (21) calendar days of the occurrence or within twenty-one (21) calendar days of when the employee should have reasonably known of the event-giving raise to the grievance, the employee shall discuss the grievance with the immediate supervisor.
c. If, after discussing the grievance with the supervisor, the employee is still dissatisfied, the employee may file a written grievance with the Department Head, provided such written grievance is filed within fourteen (14) calendar days of the meeting referred to in Article 7.C.2.b.

Item #6.5.

CPFA 2025 Page 8
d. The written grievance shall set forth a clear statement of the grievance, the circumstances involved, the decision rendered at the informal conference, and the specific remedy sought.
e. A written decision within fourteen (14) calendar days shall be communicated to the employee. If the response is not made within the time limits, or if the employee is still dissatisfied, the employee may appeal in writing to the City Manager or designee.
f. An employee appealing to the City Manager or designee shall file a written appeal within fourteen (14) calendar days workdays of notice of the decision referred to in Article 7.C.2.e within fourteen (14) calendar days of the time limits within which the decision was required. The City Manager may also set the matter for grievance hearing. The City Manager or designee shall communicate his decision in writing within fourteen (14) calendar days of receiving or holding of a grievance hearing, whichever is longer. g. If the employee believes that the grievance has not been resolved through the appeal to the City Manager/designee, the employee may appeal the grievance to a hearing before a third party, neutral arbitrator for advisory arbitration.

Such appeal shall be concurrently filed by the employee to the City’s City Manager and the Association’s President.

Within fourteen (14) calendar days following receipt of the appeal for advisory arbitration, either the City Manager/designee or Association President/designee shall request a list of seven (7) arbitrators to be supplied by the State of California Mediation and Conciliation Service. The City Manager/designee or Association President/designee may mutually select one (1) arbitrator from the said supplied list or shall select one from the list by, after a toss of a coin (with the winner of the coin toss to decide which party shall move first), alternately striking names until one name remains. That person remaining shall serve as the arbitrator.

The fees of the arbitrator and of a court reporter, if any, shall be shared equally by the City and the employee. Each party shall be responsible for its own costs, including the costs of their advocates.

A hearing before the arbitrator shall be held within sixty (60) calendar days of the selection of the arbitrator, unless the selected arbitrator’s schedule does not so permit. If the selected arbitrator’s schedule does not so permit, either the parties shall mutually agree to extend the date of the hearing or, absent such mutual agreement, the selected arbitrator shall be the individual last struck before the arbitrator who is not timely available. This process shall continue until either a) the arbitrator is available to hold the hearing timely; or b) the parties mutually agree to a time extension; or c) none of the seven arbitrators are timely available and, if so, then the first arbitrator (i.e., the arbitrator whose name was not stricken from the listing of seven and thus Item #6.5.

contacted first) shall be the arbitrator (and notwithstanding the arbitrator’s inability to hold the hearing within sixty calendar days).

The arbitrator’s recommended decision shall be concurrently filed with the City Manager/designee, Association President/designee and the employee. h. Following the grievance arbitration hearing, the City Manager shall have thirty (30) calendar days following receipt to accept or reject the arbitrator’s recommended decision. If the City manager does not act within the thirty (30) calendar days then the arbitrator’s recommended decision is deemed adopted.

In the event the City Manager rejects the arbitrator’s recommended decision, then the decision of the City Manager shall be final and the City shall pay one hundred percent (100%) of the fees of the arbitrator and court reporter (i.e., fees of the arbitrator and court reporter are no longer equally shared between the City and the employee).

Article 8. Probationary Period
A. Objective. The probationary period shall be regarded as a part of the selection process and shall be utilized for the purpose of determining the Employee’s ability to perform satisfactorily the duties prescribed for the position and determining the Employee’s ability to work with other Employees.

B. Length of Probation. All initial and promotional appointments shall be tentative and subject to a probationary period of actual City service. The probationary period shall not include time served under any temporary appointment. The length of the probationary period for safety employees shall be twelve (12) months.

C. The City Manager may establish probationary periods of longer term by class, by department, or City-wide. Such longer-term probationary periods shall be based on the need to adequately assess an Employee’s on-the-job performance following the completion of an orientation and/or a training period.

D. Extension of Probation. The probationary period of an individual employee may be extended by the City Manager, upon the request of the Department Head, for a period not to exceed an additional six (6) months. Approval of such extension by the City Manager shall be in writing with notification to the Employee involved prior to the end of the probationary period.

E. Rejection During Probation. During the probationary period, an Employee may be rejected at any time by the Department Head without cause and without the right of appeal. The Department Head shall notify the City Manager in writing of the intention to reject an Employee during probation. Upon approval, the Department Head shall provide prompt notification to the Employee involved.

F. Rejection Following Promotion. An Employee rejected during the probationary period following a promotional appointment shall be reinstated to a position in a former classification from which the Employee was promoted. However, if the cause for not passing probation was sufficient grounds for termination, the Employee shall be subject to termination without Item #6.5.

CPFA 2025 Page 10
reinstatement to the lower position. Such termination shall be subject to the Discipline Procedures as contained in this manual.

G. Promotion During Probation. While serving a probationary period, an Employee may be promoted to a position in a higher class provided the Employee is certified from the appropriate Eligible List in accordance with these rules. If an Employee is promoted during a probationary period, the Employee shall serve a new complete probationary period for the new class beginning with the date of appointment to the new class.

H. Leaving During Probation. In the event probationary Employee takes an approved unpaid leave of absence of thirty (30) or more calendar days during his or her probationary period, the City Manager may, upon the recommendation of the Employee’s Department Head, extend the probationary period for an equivalent period.

I. Completion of Probationary Period. Prior to the completion of the probationary period, the Employee’s Supervisor shall complete, and the Department Head shall review and approve, a performance evaluation to ascertain whether the probationary employee may become a regular Employee of the City.

Article 9. Sick Leave
A. Sick leave shall be accrued at the rate of five point seventeen (5.17) hours for each full pay period of service with unlimited accumulation thereof.

B. Following the completion of the fifth (5th) year of City service and prior to the beginning of each calendar year, an employee wishing to cash out sick leave may make such a request before the end of the current calendar year. The maximum cash out of sick leave is the lesser of one hundred thirty-four and four-tenths (134.4) hours or the employee’s projected December 31st sick leave balance less one hundred twenty (120) hours (December 31st of the same calendar year as the submittal for the sick leave cash out). This election shall be irrevocable. Payment will be made before December 31st of the next calendar year, but no sooner than at the time the employee has accrued the number of sick leave hours requested to be cashed out at the rate of twenty-five percent (25%) of the covered employee’s then existing wage.

C. Employees who are absent without pay for any reason for more than four (4) working days during a calendar month shall not accumulate sick leave for that month.

D. If an employee’s employment is terminated for any reason, there will be deducted from the final check the amount of sick leave taken during employment with CITY in excess of the amount accrued.

E. Sick leave means authorized absence from duty of an employee because of illness, injury, and exposure to contagious disease, or hospitalization. Although normal pregnancy and confinement is not to be construed as a reason for sick leave, pregnancy related illnesses or pregnancy related illness hospitalization shall be treated as any other illness or confinement.

Item #6.5.

F. A former full-time employee who is reappointed to CITY service shall not be entitled to have restored to his/her credit any sick leave balance remaining at the time of his/her separation from CITY service.

G. Up to forty-eight (48) hours of sick leave may be used per calendar year to care for members of the employee’s immediate family who are ill or injured. Immediate family means:
• Father
• Mother
• Father in-law
• Mother in-law
• Stepparent where there is a child rearing relationship • Grandparent
• Brother
• Sister
• Brother in-law
• Sister in-law
• Spouse
• Domestic partner
• Child
• Employee is a parent in a child rearing relationship
• Stepchild where there is a child rearing relationship • Grandchild
• Court Conservatee
H. Any employee requesting sick leave shall furnish a certificate issued by a licensed physician, or other satisfactory proof of eligibility for sick leave, upon the request of the Department Head.

Further, any earned sick day taken on either side of a holiday, or for more than three (3) consecutive days, will require a medical certificate in support thereof, and employee shall supply such certificate upon return to work, unless, at the discretion of the Department Head, such certificate is waived prior to the employee’s return to work.

I. Upon retirement, CITY will buy back any remaining unused days at the following rate: all such accumulated days shall be multiplied by twenty-five percent (25%) of the employee’s then existing daily wage rate.

J. CITY will provide sickness and disability insurance for each full-time employee covered by this MOU, enabling those employees who qualify to receive payments of up to One Thousand Dollars ($1,000) per week for a period of up to one hundred eighty days (180).

K. No employee shall feign illness or injury for the purpose of remaining away from scheduled duty assignments. Should such feigning of illness or injury occur, disciplinary action would be taken, up to and including dismissal from CITY employment.

Item #6.5.

CPFA 2025 Page 12
Article 10. Vacation Leave
A. Regular full-time employees shall accumulate vacation over 26 payroll periods as follows:

Pay Period Annual Cap
Year 1 through Year 3 4.31 hrs 112 hrs 336 hrs
Beginning Year 4 through Year 7 5.38 hrs 140 hrs 420 hrs 7 Complete Years and thereafter 8.62 hrs 224 hrs 672 hrs Employees do not become eligible to take their earned vacation until they have completed eight (8) pay periods of continuous service. After completion of eight (8) pay periods of continuous service, employees then become eligible to take vacation as it is earned.

Employees shall not earn vacation once their accrued vacation balance has reached three (3) times their annual maximum vacation accumulation.

Employees who have exceeded the maximum shall again begin to earn vacation when their balance is reduced below their maximum.

B. Vacation Sell Back Prior to the beginning of next calendar year and at the City Manager’s discretion, an employee wishing to cash out vacation accruals may make such a request before the end of the current calendar year. The election is irrevocable. Payment will be made upon the employee’s request, before December 31 of the next calendar year, but no sooner than at the time the employee has accrued the number of vacation hours requested to be cashed out. Vacation cash out is limited to forty (40) hours for employees with one through three years of service, sixty (60) hours for employees with four through six years of service, eighty (80) hours for employees with seven through ten years of service, and one hundred (100) hours for employees with eleven or more years of service.

Article 11. Holidays
A. The following are CITY recognized Holidays:

New Year’s Day January 1
Martin Luther King’s Birthday 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
Admission Day September 9
Veteran’s Day November 11
Thanksgiving Day 4th Thursday in November
Day after Thanksgiving Friday after Thanksgiving
Christmas Eve December 24
Christmas Day December 25
Item #6.5.

B. If an employee does not work on a City recognized holiday, the employee shall receive ten (10) hours straight-time pay or ten (10) hours compensatory time off for each of the recognized CITY holidays. If an employee works on a recognized holiday, the employee shall receive fifteen (15) hours' straight-time pay or fifteen (15) hours compensatory time off in addition to the employee’s normal pay for that day. It is the employee's option to receive pay or compensatory time off.

C. The Fire Captains/Engineers/Firefighters and the City have agreed to average the one hundred and thirty (130) hours of holiday pay over the 26 pay periods.

Article 12. Compensatory Time Off
Employees eligible for overtime pay may elect to receive compensatory time off (CTO) at time and onehalf (1-1/2) in lieu of overtime pay. Employees may accrue and have a maximum current credit of eighty (80) hours of CTO. Sworn employees may accrue CTO on a fiscal year basis. CTO must be used by the Employee by the end of the fiscal year; otherwise, Employee will receive overtime pay in lieu of CTO.

Article 13. Unauthorized (Unpaid) Leave
A. An Employee may be granted up to thirty (30) days of unpaid leave of absence at the sole discretion of the City. Unpaid leave shall be granted only for compelling reasons if operational requirements permit such absence. Leave without pay shall not be granted unless the Employee has already used all appropriate paid leave.

B. An unpaid leave may be extended beyond thirty (30) days with the approval of the department Head or City Manager.

C. Employees who are absent without authorization for three (3) consecutive working days and have not contacted their Supervisor will be assumed to have voluntarily resigned from City employment as of the end of the third day of absence.

Article 14 – Pay Periods and Pay Dates, FLSA Period
Timesheets and paychecks will be on a biweekly basis. Employees will be paid on the Friday following the close of the pay period (i.e., first paycheck will be October 20, 2023 and then every two weeks thereafter).

The work period for fire safety employees is defined as the Fair Labor Standards Act (FLSA) fire safety 7k exemption of one hundred six (106) hours in fourteen (14) days, with the first work period beginning October 1, 2023.

Item #6.5.

CPFA 2025 Page 14
Article 15. Wages

Monthly salaries shall be provided for the employee classifications in accordance with the salary schedule in Appendix A.

A. Shift Supervisor Designation
The Fire Engineers work a 2x4 (two on and four off) 56 hour schedule and it may be necessary for Fire Engineers to work out of class as a shift supervisor when the Fire Chief is on vacation, emergency calls such as, multi-vehicle accidents, structure fires, vegetation fires, Haz Mat incidents or complex incidents as determined by the Fire Chief that the Fire Chief is not available to manage the incident. If the Fire Engineers are required to perform as a shift supervisor during any of these incidents or while the Fire Chief is on vacation they shall receive a 5% out of class differential to their pay rate for the actual time spent during the incident or Fire Chief vacation.

This time shall be recorded on the Fire Engineer’s time sheet and designated as Shift Supervisor on the submitted time sheet. This designation and hours worked in this capacity shall be verified by the Fire Chief.

B. Cal OES Fire Captain/Engineer/Firefighter Strike Team Reimbursement In the event that a full-time Fire Captain/Engineer/Firefighter is dispatched from the city to serve as a strike team member in or out of the State of California reimbursement for time served on the strike team shall be paid as follows:

1. The Captain/Engineer/Firefighter strike team reimbursements shall commence upon leaving the Calistoga Fire Station and conclude when all department equipment is returned back into service to the Calistoga Fire Station.

2. The Captains/Engineers/ Firefighters performing strike team work during the employees regular work shift shall be compensated at their regular hourly rate of pay for all hours worked. Employees performing strike team work outside of the employees regular shift shall be compensated at time and one-half (1-1/2) of their regular hourly rate of pay for all hours committed to the incident.

Article 16. Call Back
Should the City call back any full-time employee on stand-by, after his/her normal working hours to perform work, the City shall pay the employee time and one-half (1-1/2) for all hours actually worked, but in no event shall the employee receive less that a minimum of two (2) hours at time and one-half pay regardless of time actually worked as a result of being called back to perform services for the City.

Article 17. Standby
Should the City call back any full-time employee on stand-by, after his normal working hours to perform work, the City shall pay the employee time and one-half (1-1/2) for all hours actually worked, but in no Item #6.5.

event shall employee receive less than a minimum of two (2) hours’ time and one-half regardless of time actually worked as a result of being called back to perform services for City.

Article 18. Differential and Bilingual Pay
The City may require from time-to-time, the services of employees who are bilingual to provide translation for non-English speaking citizens. The Fire Chief will establish the requirements, standards, any testing procedures and documentation necessary to determine the competency necessary to qualify for bilingual pay.

Employees who are determined by the Fire Chief to be designated department translators will receive a

1.0% salary incentive for intermediate skills and 5% for fluent competency of such services. The language designated for bilingual pay shall be Spanish. Additional languages may be added to the provisions of this section based on City needs.

Article 19. Medical Benefits
A. Regular or probationary full-time employees are members of the Public Employees Medical and Hospital Care Act (“PERS Health”) insurance program. The City’s monthly contribution to provide health insurance benefits for the individual employee and the employee’s eligible dependents shall be the minimum payment required by the Public Employees Medical and Hospital Care Act.

1. The City shall contribute the below-listed amount per month toward each employee’s premium:
a. 100% of the Dental Plan monthly premium amount, less the 10% employee contribution, paid through a payroll deduction.
b. 100% of the Medical Plan monthly premium amount as provided by CalPERS, less the 10% employee contribution, paid through a payroll deduction c. 100% of the Vision Plan monthly premium amount, less the 10% employee contribution, paid through a payroll deduction. Mandatory for all employees.

An employee may use any and all contributions to a Section 125 Plan toward the cost of employer-provided PERS Medical health insurance and Dental insurance for the employee and eligible dependents. An employee may not use funds for other reasons.

B. Share the Savings Program
The City shall provide four hundred dollars ($400.00) per month to any employee who meets the following criteria:

1. Declines the City sponsored Medical Coverage and

2. Provides the City with acceptable evidence of Medical Insurance from an alternate provider.

Item #6.5.

CPFA 2025 Page 16
C. Affordable Care Act
At such time as regulations are issued implementing the Affordable Care Act (“ACA”), the City and the CPFA will meet to discuss the impact, if any, of such regulations on any benefit plans offered by the City. If modifications to the benefits, eligibility for coverage, employer or employee contribution to the cost of insurance or any other provisions of the benefits plans covered by this MOU will be modified by the ACA during the term of this agreement, it is agreed that the City and the CPFA will reopen the contract to meet and confer and determine how such mandated changes will be implemented.

Article 20. Dental and Vision Insurance
A. The CITY shall provide dental and vision coverage for employees and qualified dependents, the premium to be paid in accordance with Article 18 during the term of this Agreement.

B. The CITY reserves the right to select, change, administer or fund any insurance that now exists or may exist in the future, during the term of this Agreement.

C. The CITY shall advise ASSOCIATION prior to any change of insurance carrier or method of funding coverage for any benefits for employees as required by State law.

Article 21. Life Insurance
The CITY shall provide life insurance and accidental death and dismemberment coverage for each employee covered by the MOU in the amount of at least $50,000, or one year’s base salary, whichever is greater, to include a double indemnity provision.

Article 22. Bereavement Leave
A. In the event of a death in the immediate family of an employee, the employee shall, on request, be granted time off with pay as necessary to make arrangements for the funeral and attend same, not to exceed five work days. Such bereavement leave shall not be deducted from any accrued leaves including vacation, compensatory time off and sick leave. The employee may use five (5) days of sick leave (if available; otherwise vacation if available then compensatory time off) in addition to bereavement leave, consistent with the time limitations for sick leave in the event of the death of an immediate family member.

B. For purposes of this provision, the immediate family shall mean:
• Father
• Mother
• Father in-law
• Mother in-law
• Stepparent where there is a child rearing relationship • Grandparent
• Brother
• Sister
Item #6.5.

• Brother in-law
• Sister in-law
• Spouse
• Domestic partner
• Child
• Child where the employee is a parent in a child rearing relationship • Stepchild where there is a child rearing relationship • Grandchild
• Court Conservatee
C. The Employee may be required to submit proof of the relative’s death before the final approval of leave with pay is granted.

Article 23. Medical Examination
Each calendar year the City will reimburse an employee for out-of-pocket costs of an annual physical examination and/or cancer screening up to an aggregate of two hundred fifty dollars ($250).

Article 24. Service Longevity Pay
A. Effective the later of the beginning of the first full pay period following the City Council’s adoption of the collective bargaining agreement or the beginning of the pay period which includes January 1, 2026, the City will provide a full-time employee with specified years of continuous City employment with Longevity Pay based on the individual employee’s current Appendix A pay period wage step each pay period as follows:

Years of Continuous full-time City employment Longevity Pay Less than 5 years 0%
5 through 9 years 1.5%
10 through 14 years 1.5%
15 or more years 1.5%
C. Effective the later of the beginning of the first full pay period following the City Council’s adoption of the collective bargaining agreement or the beginning of the pay period which includes January 1, 2027, Article 23, Service Longevity Pay, paragraph A is deleted in its entirety and the City will provide a full-time employee with specified years of continuous City employment with Longevity Pay based on the individual employee’s current Appendix A pay period wage step each pay period as follows:

Years of Continuous full-time City employment Longevity Pay Less than 5 years 0%
5 through 9 years 1.5%
10 through 14 years 3%
15 or more years 3%
Item #6.5.

CPFA 2025 Page 18
D. Effective the later of the beginning of the first full pay period following the City Council’s adoption of the collective bargaining agreement or the beginning of the pay period which includes December 31, 2027, Article 23, Service Longevity Pay, paragraph B is deleted in its entirety and the City will provide a full-time employee with specified years of continuous City employment with Longevity Pay based on the individual employee’s current Appendix A pay period wage step each pay period as follows:

Years of Continuous full-time City employment Longevity Pay Less than 5 years 0%
5 through 9 years 1.5%
10 through 14 years 3%
15 or more years 4.5%
E. Advancement within the Longevity Pay tiers (e.g., “less than 5 years”, “5 through 9 years”, etc.) shall become effective at the beginning of the pay period after the individual employee reaches each milestone.

A. Continuous service is defined as full-time years from the anniversary date of initial, or most recent, hire of the employee.

Article 25. Educational Pay
An employee who possesses an Associate’s or a Bachelor’s degree in fire science, fire technology, or fire-related program receives two and one-half percent (2.5%) educational pay based on the employee’s base wages.

The parties agree to a single-topic reopener of this 2025-2027 collective bargaining agreement for the purpose of meeting and conferring on State Fire Marshall certificates related to potential Educational Pay, with the reopener to commence in March 2026.

Article 26. Retirement
A. Employees Hired Before May 1, 2012
For employees hired before May 1, 2012 only, the CITY shall provide employees with retirement coverage through the Public Employees’ Retirement System (PERS) including the following:

1. Government Code Section 20965, Sick Leave Service Credit, and

2. Government Code Section 21354.4 3% @ 55 Full and Modified Formula.

B. Employees Hired On Or After May 1, 2012 And Before January 1, 2013, Or Employees Who Qualify For Pension Reciprocity
For employees hired on or after May 1, 2012 and before January 1, 2013, as well as for employees who qualify for pension reciprocity pursuant to Government Code Section 7522.02 (c) and any related reciprocity requirements established by PERS, the City shall provide retirement coverage through the PERS retirement formula under Government Code Section 21369 (2% @ 55) for safety employees and Government Code Section 21353 (2% @ 60) for NonItem #6.5.

Safety employees. The formula shall be based upon a 3 year average salary. The City also shall provide credit for unused sick leave pursuant to Government Code Section 20965.

C. Employees Hired On Or After January 1, 2013
For employees hired on or after January 1, 2013 who do not qualify for pension reciprocity pursuant to Government Code Section 7522.02 (c), the City shall provide retirement coverage through the PERS retirement formula under Government Code Section 7522.25 (2.0% @ 57) for Safety employees and Government Code section 7522.20 (2% @ 62) for Non-Safety employees.

This formula shall be based upon a 3 year average salary. The City also shall provide credit for unused sick leave pursuant to Government Code Section 20965.

D. Employee Contributions
All employees shall pay the full employees’ share of Public Employees’ Retirement employee contribution as determined by PERS; the City shall not pick up any portion of the required employee contribution.

E. 401 (a) Money Purchase Plan – City Contribution to Regular Full-Time PEPRA and Regular FullTime Classic Tier II Sworn Safety Employees Effective July 1, 2021, the City shall make a five percent (5%) of pre-tax base salary contribution to each regular full-time and regular part-time PEPRA and regular full-time and regular part-time Classic Tier II sworn safety employee’s Calistoga 401(a) Money Purchase Plan account, up to the annual limit under IRC §415(c), which is equal to the lesser of (i) one hundred percent (100%) of each regular full-time and regular part-time PEPRA and regular full-time and regular part-time Classic Tier II safety employee’s IRC §415 compensation or (ii) the dollar limit in effect for the year. The dollar limit for 2021 is $58,000 and $61,000 for 2022). These contribution limits may adjust annually.

1. These contribution limits are inclusive of the contributions of City, which also includes any contributions of City or employee to any other 401(a) accounts the regular fulltime and regular part-time PEPRA and regular full-time and regular part-time Classic Tier II sworn safety employee holds with City or other entities related to the City that meet the controlled group rules under IRC §414(b), the common control rules under IRC §414(c), or the affiliated service group rules under IRC §414(m) as set forth in the Internal Revenue Code.

2. The City’s pre-tax contribution to each regular full-time or regular part-time PEPRA and regular full-time and regular part-time Classic Tier II sworn safety employee’s Calistoga 401(a) Money Purchase Plan account will be retroactive to July 1, 2021.

3. No interest will be paid on the retroactive pre-tax contribution.

4. Because the City contribution is derived from base salary, the City’s dollar contribution to each regular full-time or regular part-time PEPRA and regular full-time and regular part-time Classic Tier II sworn safety employee’s Calistoga 401(a) Money Purchase Plan account shall increase with any increase to the regular full-time or regular parttime Item #6.5.

CPFA 2025 Page 20
PEPRA and regular full-time and regular part-time Classic Tier II sworn safety employee’s base salary, subject to the contribution limits set forth above.

5. In no event will the City contribution exceed 5% of the full-time or regular part-time PEPRA or regular full-time and regular part-time Classic Tier II sworn safety employee’s pre-tax base salary.

6. No employee contribution will be permitted to the employee’s Calistoga 401(a) Money Purchase Plan account.

F. Provision
The retirement provision of the MOU shall be construed and enforced to the extent permitted by law.

Article 27. Uniforms
A. The CITY shall provide and maintain all uniforms prescribed by law or specified by the Fire Chief for the performance of the services, functions, and duties assigned on an annual basis.

B. Uniform.

1. All full-time Fire Captains/Engineers/ Firefighters shall be issued, at the City’s expense, the following items
a. 5 fire retardant shirts/tops and applicable accessories b. 5 pairs of fire retardant pants
c. 1 basket weave belt
d. 1 duty jacket including applicable patches
e. 1 pair 8” black leather safety boots
f. 1 Fire Department issued badge
g. 1 name tag
h. 1 set workout attire (Logo T-shirt and Shorts)

2. The City shall provide all personal protective equipment (P.P.E.) as required by C.C.R. regulations. This includes all equipment specific to wild land firefighting, structural firefighting and EMS responses.

C. Uniform Cleaning and Replacement
The City will establish accounts at local cleaners and uniform supply stores for Fire Employees.

The City will bear all costs of cleaning uniforms. The City will bear all reasonable repair and replacement costs of uniforms subject to authorization by the Fire Chief.

Item #6.5.

Article 28. Equipment
The City shall furnish and maintain all safety equipment prescribed by law and/or specified by the Fire Chief for the performance of services, functions, and duties assigned.

The City shall provide (respirator) fit testing for all Captains, Engineers and Firefighters, annually.

Article 29. Alcohol and Controlled Substance Abuse
Employees are subject to Drug Testing in accordance with Section 3.08 Alcohol and Controlled Substance Abuse of the City of Calistoga Personnel Rules and Regulations Manual and the Department of Transportation Rules and Regulations.

Article 30. Personnel Rules and Regulations
The Articles of this Agreement may also be covered in the CITY Personnel Rules and Regulations. If there is a conflict between the two, the provisions of this Agreement shall prevail over the Personnel Rules and Regulations.

Any specific reference of/to a section of the City’s Personnel Rules and Regulations in this MOU is subject to review under the City of Calistoga Grievance Procedure.

Article 31. Provisions of Law
If any provision of the application or any provision of this MOU as implemented should be rendered or declared invalid by any final court action or decree, or by reason of any preemptive legislation, the remaining sections of this MOU shall remain in full force and effect for the duration of said MOU.

Article 32. Work Schedule
The Fire Captains/Engineers/Firefighters work a traditional fire captain/engineer/firefighter work schedule known as the 48/96 schedule. There will be three (3) platoons known as A, B & C shifts.

Each shift will work forty-eight (48) hours on duty with the next ninety-six (96) hours off duty. (Example AABBCC) “Shift” means twenty-four (24) hours and “tour” means forty-eight (48) hours.

A tour of duty will commence at 0800 hours and terminate forty-eight (48) hours later at 0800. A tour of duty will consist of two (2) twenty-four (24) hour continuous shifts.

A three (3) platoon shift schedule shall be employed using the 7(k) criteria under the Fair Labor Standards Act (FLSA).
“Workweek” means a workweek that repeats and recurs on a multiple of between 7 and 28 days (7(k) exemption under the FLSA applies).

It is understood by all parties that the fire captains/engineers/firefighters can be ordered back on duty or mandated back to work in the case of an emergency or the vacancy of another fire captain/engineer/firefighter.

Item #6.5.

Item #6.5.

APPENDIX A

1. The present monthly pay rate for represented classifications are:

Classification Monthly-1 Monthly-2 Monthly-3 Monthly-4 Monthly-5 FLSA Fire Captain $8,985.79 $9,434.36 $9,906.36 $10,401.79 $10,921.77 Non-Exempt Fire Engineer 8,148.92 8,556.21 8,984.68 9,433.24 9,905.24 Non-Exempt Firefighter $7,391.27 7761.73 8,148.92 8,556.21 8,984.68 Non-Exempt

2. Effective the later of the beginning of the first full pay period following the City Council’s adoption of the collective bargaining agreement or the beginning of the pay period which includes January 1, 2026, the base wages set forth in this Appendix A, paragraph 1, above, will be increased by one percent (1%).

3. Effective the later of the beginning of the first full pay period following the City Council’s adoption of the collective bargaining agreement or the beginning of the pay period which includes January 1, 2026, the base wages set forth in this Appendix A, paragraph 2, above, will be increased by one percent (1%) for Fire Fighter, by one percent (1%) for Fire Engineer, and by one percent (1%) for Fire Captain.

4. Effective the later of the beginning of the first full pay period following the City Council’s adoption of the collective bargaining agreement or the beginning of the pay period which includes July 1, 2026, the base wages set forth in this Appendix A, paragraph 3, above, will be increased by two percent (2%) for Fire Fighter, by two percent (2%) for Fire Engineer, and by two percent (2%) for Fire Captain.

5. Effective the later of the beginning of the first full pay period following the City Council’s adoption of the collective bargaining agreement or the beginning of the pay period which includes January 1, 2027, the base wages set forth in this Appendix A, paragraph 4, above, will be increased by one percent (1%).

6. Effective the later of the beginning of the first full pay period following the City Council’s adoption of the collective bargaining agreement or the beginning of the pay period which includes January 1, 2027, the base wages set forth in this Appendix A, paragraph 5, above, will be increased by one and sixty-seven hundredths percent (1.67%) for Fire Fighter, by one and forty-three hundredths percent (1.43%) for Fire Engineer, and by two and six hundredths percent (2.06%) for Fire Captain.

7. If multiple wage increases for any classification occur on the same date, then such increases are additive (e.g., 1% + 1% = 2%) and are not compounded.

8. Monthly Salary above are based on 2,912 hours (2,756 regular hours plus 156 overtime hours).

Item #6.5.

City of Calistoga

STAFF REPORT
To: Honorable Mayor and City Council
From: Rena Lariz, Human Resources Manager
Meeting: City Council - Dec 09 2025
Subject: Amend Salary and Benefits Schedule-Executive Management DESCRIPTION:

Consider adopting a Resolution
RECOMMENDATION:

Consider Adopting the Resolution
SUMMARY:

The City’s unrepresented executive management employees’ wages and benefits are provided through a Salary and Benefits Schedule. The City’s represented employees have collective bargaining agreement which expire December 31, 2025 and the City and each bargaining unit are negotiating the successor collective bargaining agreement.

Changes to the Salary and Benefits Schedule are:
 Clarifying that both the payroll cycle and pay dates are biweekly, and updating the vacation and sick leave accrual schedules to reflect this same change from semi-monthly to biweekly payroll.  Increasing wages by 1% effective the beginning of the January 1, 2026 and January 1, 2027 pay periods.  Amending, consistent with negotiations to the represented collective bargaining agreements, the longevity pay.
 Updating the list of classifications potentially eligible for retiree health insurance reimbursement by removing Police Chief and adding Assistant City Manager.
 Reinserting the Flexible Benefits Plan which was previously erroneously deleted.  Updated fire safety and police safety employee uniform language to meet CalPERS expectations  Removing outdated text and, if any, typographical errors.

FINANCIAL IMPACT:

Adoption of the updated Salary and Benefits – Executive Management is projected to increase payroll costs by a total of $96,249 during the timeframe of January 1, 2026 through December 31, 2027 (the term as the City’s represented collective bargaining units). Of this total cost, $16,658 is during Fiscal Year 2025/26, $48,125 is during Fiscal Year 2026/27, and $31,466 is during Fiscal Year 2027/28.

Item #6.6.

CEQA STATUS:

Not Applicable
ATTACHMENT(S):

Salary and Benefits Plan - Executive Management 2025-12-21 FINAL Executive Management Resolution - 2025
APPROVAL(S):

Connie Cardenas, Admin. Services Director Approved - Nov 24 2025 Mitch Celaya, Interim City Manager Approved - Dec 02 2025 Yudiana Galvan, City of Calistoga | City Clerk Approved - Dec 03 2025 Item #6.6.

Salary and Benefits Plan – Executive Management
December 21, 2025
Table of Contents Page

1. Covered Positions..................................................................................................................2

2. Salaries..................................................................................................................................2

2.1 Salary Ranges ................................................................................................................................... 2

2.2 Pay Dates.......................................................................................................................................... 2

2.3 Pay for New or Rehired Employees.................................................................................................. 2

2.4 Pay Upon Promotion ........................................................................................................................ 2

2.5 Pay Upon Demotion ......................................................................................................................... 3

2.6 Pay Upon Reclassification................................................................................................................. 3

2.7 Merit Increases................................................................................................................................. 3

2.8 Service Longevity Pay ....................................................................................................................... 3

2.9 Working Out of Class........................................................................................................................ 4

3. Benefits.................................................................................................................................4

3.1 Medical Benefits............................................................................................................................... 4

3.2 Flexible Benefits Plan.....................................................................................................................................................4

3.3 Share the Savings / Alternate Health Insurance............................................................................... 5

3.4 Supplemental Retiree Health Insurance Reimbursement................................................................ 5

3.5 Dental Insurance ....................................................................................................................................6

3.6 Vision Insurance ............................................................................................................................... 6

3.7 Life Insurance ................................................................................................................................... 6

3.8 Disability Insurance .......................................................................................................................... 7

3.9 CalPERS Retirement.......................................................................................................................... 7

3.10 Deferred Compensation – 457 Plan ................................................................................................. 8

3.11 Deferred Compensation – 401(a) Plan ............................................................................................. 8

3.12 Social Security and Medicare ........................................................................................................... 8

3.13 Uniform Allowance........................................................................................................................... 8

4. Incentives and Differentials..................................................................................................10

4.1 Bilingual Pay ................................................................................................................................... 10

4.2 Automobile Allowance ................................................................................................................... 10

4.3 Technology Allowance.................................................................................................................... 10

4.4 Educational Reimbursement.......................................................................................................... 10

4.5 Relocation Expense........................................................................................................................ 11

5. Vacation ..............................................................................................................................11

6. Sick Leave............................................................................................................................11

7. Executive Management Administrative Leave.......................................................................12

8. Bereavement Leave and Other Leaves..................................................................................13

8.1 Bereavement Leave........................................................................................................................ 13

8.2 Other Leaves .................................................................................................................................. 14 Item #6.6.

Salary and Benefits – Executive Management Page 2

9. Holidays.................................................................................................................................... 14

10. Severance ............................................................................................................................15 Appendix A – Executive Management Wage Scale .................................................................16

1. Covered Positions
This Salary and Benefits Resolution for Executive Management positions covers the following classifications:
• Administrative Services Director
• Assistant City Manager
• Deputy City Manager
• Fairgrounds Revitalization Director
• Fire Chief
• Parks & Recreation Director
• Planning & Building Director
• Police Chief
• Public Works Director/City Engineer
Employees in temporary positions are excluded.

2. Salaries

2.1 Salary Ranges
Salary ranges and effective dates for Covered Positions are listed in Appendix A.

2.2 Pay Dates
Timesheets and paychecks will be on a biweekly basis. Employees will be paid on the Friday following the close of the pay period (i.e., first paycheck will be October 20, 2023 and then every two weeks thereafter).

2.3 Pay for New or Rehired Employees
The City Manager may appoint a new employee in a Covered Position at any salary amount from the minimum amount to the maximum amount of the employee’s classification.

2.4 Pay Upon Promotion
An employee promoted to a Covered Position may receive any salary amount from the minimum amount to the maximum amount of the employee’s promoted classification; however, the employee shall receive at least a five percent (5%) increase over his/her current Item #6.6.

Salary and Benefits – Executive Management Page 3
(pre-promotion) classification but not exceeding the maximum amount of the promoted classification.

2.5 Pay Upon Demotion
An employee demoted to a Covered Position shall receive a pay reduction of five percent (5%) over his/her current (pre-demotion) classification but not less than the minimum nor exceeding the maximum of the demoted classification.

2.6 Pay Upon Reclassification
A. If the position is reclassified to a classification with the same salary range, the salary and merit increase eligibility date will not change.

B. If the position is reclassified to a classification with a higher salary range, the reclassification will be considered to be a promotion.

C. If the position is reclassified to a classification with a lower salary range, the reclassification will be considered to be a demotion.

2.7 Merit Increases
Advancement within the salary range is not automatic for merely completing a specific period of service, but rather based on merit as documented on a performance evaluation form, with said performance evaluation form in a manner prescribed by the City Manager.

If a performance evaluation is not submitted within fifteen (15) months following the employee’s last merit increase, then performance is deemed to be satisfactory, and the employee will receive a five percent (5%) merit increase effective beginning of the pay period closest to the prior merit increase received twelve (12) months earlier1 .

A Covered Position shall be considered for a merit increases at least annually; however, the City Manager may grant a merit increase more frequently than annually.

No predetermined percentage or dollar value is assigned to a merit increase; a merit increase shall exceed the maximum pay of the employee’s classification.

2.8 Service Longevity Pay
A. Effective the later of the beginning of the first full pay period following the City Council’s adoption of this Salary and Benefits schedule or the beginning of the pay period which includes January 1, 2026, the City will provide a full-time employee with specified years of continuous City employment with Longevity Pay based on the individual employee’s current Appendix A pay period wage step each pay period as follows:

Years of Continuous full-time City employment Longevity Pay Less than 5 years 0%
5 through 9 years 1.5%
10 through 14 years 1.5%
15 or more years 1.5%
B. Effective the later of the beginning of the first full pay period following the City Council’s adoption of this Salary and Benefits schedule or the beginning of the pay period which includes January 1, 2027, Section 2.8, Longevity Pay, paragraph A is deleted in its entirety Item #6.6.

Salary and Benefits – Executive Management Page 4
and the City will provide a full-time employee with specified years of continuous City employment with Longevity Pay based on the individual employee’s current Appendix A pay period wage step each pay period as follows:

Years of Continuous full-time City employment Longevity Pay Less than 5 years 0%
5 through 9 years 1.5%
10 through 14 years 3%
15 or more years 3%
C. Effective the later of the beginning of the first full pay period following the City Council’s adoption of this Salary and Benefits schedule or the beginning of the pay period which includes December 31, 2027, Section 2.8, Longevity Pay, paragraph B is deleted in its entirety and the City will provide a full-time employee with specified years of continuous City employment with Longevity Pay based on the individual employee’s current Appendix A pay period wage step each pay period as follows:

Years of Continuous full-time City employment Longevity Pay Less than 5 years 0%
5 through 9 years 1.5%
10 through 14 years 3%
15 or more years 4.5%

2.9 Working Out of Class
An employee in a Covered Position working in an out-of-class assignment for more than three (3) consecutive days receives an increase of ten percent (10%) within the employee’s current salary range. Benefits of the higher classification are not available, and the employee will continue to receive the benefits of the employee’s assigned (i.e., not working out of class) classification.

3. Benefits

3.1 Medical Benefits
Employees in a Covered Position are members of the Public Employees Medical and Hospital Care Act (“PEMHCA” or “PERS Health”) insurance program. The City’s monthly contribution to provide health insurance benefits for the individual employee and the employee’s eligible dependents shall be the minimum payment required by the PEMHCA.

3.2 Flexible Benefits Plan
Employees in a Covered Position may participate in the flexible benefits plan. The City offers an Internal Revenue Code Section 125 Plan, which contains the components of premium conversion, health care reimbursement account, and dependent care reimbursement account.

A. The City’s contributes the below-listed amounts per month toward each employee’s Section 125 Plan components:

1. 100% of the Dental Plan monthly premium amount, less the 10% employee contribution, paid through a payroll deduction.

Item #6.6.

Salary and Benefits – Executive Management Page 5

2. 100% of the Medical Plan monthly premium amount for any eligible PEMHA plan, less the minimum premium payment required by CalPERS (see Section 5, Medical Benefits) and less the 10% employee contribution, paid through a payroll deduction.

3. 100% of the Vision Plan monthly premium amount, less the 10% employee contribution amount, paid through a payroll deduction.

B. An employee may use any and all City contributions to the Section 125 Plan toward the cost of employer provided PEMHCA medical insurance and dental insurance for the employee and eligible dependents. An employee may not use funds for other reasons.

3.3 Share the Savings / Alternate Health Insurance
An employee in a Covered Position who waives health insurance because the employee demonstrates to the City that he/she has alternate health insurance coverage shall receive three hundred dollars ($300) per month. Annually, the employee who participates in this Share the Savings program will need to recertify eligibility by documenting to the City the employee’s alternate health insurance coverage. Effective with payments beginning in January 2023, the Share the Savings amount shall increase from three hundred dollars ($300) to four hundred dollars ($400) per month.

3.4 Supplemental Retiree Health Insurance Reimbursement A. Eligibility

1. The City offers a Supplemental Retiree Health Insurance Reimbursement for eligible unrepresented employees of:
• Assistant City Manager
• Public Works Director/City Engineer

2. An eligible employee must have a minimum of ten (10) years of continuous service with the City and has been continuous employed since April 21, 2015 or earlier.

B. Benefit

1. The City’s reimbursement is calculated at the rate of three percent (3%) per City service years to a rate of three and one-half percent (3.5%) per City service years after twenty years of continuous City service.

Years of Continuous
Service with City
Total Percent of Combined
Required CalPERS Retiree
Contribution and City Supplemental
Reimbursement for Single Kaiser
Premium for 3% per year
Total Percent of Combined
Required CalPERS Retiree
Contribution and City Supplemental
Reimbursement for Single Kaiser
Premium for 3.5% per year
10 30.0%
11 33.0%
12 36.0%
13 39.0%
14 42.0%
15 45.0%
16 48.0%
17 51.0%
18 54.0%
19 57.0%
20 70.0%
21 73.5%
22 77.0%
23 80.5%
Item #6.6.

Salary and Benefits – Executive Management Page 6
24 84.0%
25 87.5%
26 91.0%
27 94.5%
28 98.0%
29 100%
30 and greater 100%

2. Retirees must be eligible for CalPERS Retiree Medical Coverage and required City retiree premium payment. This means that the retiree must retiree from the City of Calistoga, be vested in CalPERS, and continue participation in CalPERS PEMHCA within one hundred twenty (120) days of retirement.

3. Supplemental Retiree Health Insurance Reimbursement amount based on difference of the required CalPERS Retiree premium payment as a percentage to the Kaiser single premium (of the plan offered within Napa County) and the percentage in the table above based on years of continuous City service at time of retirement.

In no event will the combined CalPERS premium payment and City Supplemental Reimbursement be greater than 100% of the Kaiser single premium (of the plan offered within Napa County).

4. Continuous City employment means from initial hire date to date of retirement. If the retiree left City employment and then returned, the subsequent date of hire will begin a new period of employment for the determination of continuous City employment. This would not include statutory leaves for military, industrial disability, extended sick of Family Medical.

5. Supplemental payments will continue as long as the retiree in participating in CalPERS PEMHCA to when eligible for Medicare coverage.

6. Eligibility for the Supplemental Retiree Health Insurance Reimbursement will be authorized by the City Manager upon notification that the retiree is continuing to participate in the CalPERS PEMHCA.

7. Supplemental Retiree Health Insurance Reimbursement will be made on a monthly basis, in arrears, as a direct deposit or check to the retiree based on information provided by CalPERS on retiree participation in CalPERS PEMHCA.

3.5 Dental Insurance
An employee in a Covered Position is eligible for dental insurance coverage for the employee and eligible dependents beginning the first of the monthly following appointment with the City.

3.6 Vision Insurance
An employee in a Covered Position is eligible for vision insurance coverage for the employee and eligible dependents beginning the first of the month following appointment with the City.

3.7 Life Insurance
An employee in a Covered Position is eligible for life/accidental death and dismemberment insurance coverage for the employee beginning the first of the month following appointment with the City. The City pays 100% of the monthly premium for the life insurance. The life insurance policy is valued at 1x the employee’s annual salary.

Item #6.6.

Salary and Benefits – Executive Management Page 7
The City may offer supplemental life insurance policies, at the employee’s cost, for additional life insurance coverage for the employee and/or the employee’s eligible dependents.

3.8 Disability Insurance
An employee in a Covered Position is eligible for disability insurance for the employee beginning the first of the month following appointment with the City. The City pays 100% of the monthly premium for the disability insurance. The policy provides a benefit equal to 66-2/3% of the employee’s first $1,500 of salary, less deductible income, if the employee is unable to work due to injury/illness lasting seven (7) days or longer.

3.9 CalPERS Retirement
A. Employees Hired Before May 1, 2012
For employees hired before May 1, 2012 only, the City shall provide employees with retirement coverage through the Public Employees’ Retirement System (PERS) including the following:
• Government Code §20965, Sick Leave Service Credit, and • Either:
o Government Code §21354.4 – 2.5% @ 55 formula for PERS “miscellaneous” members (i.e., non-safety employees), or
o Government Code §21354.3 – 3% @ 55 formula for PERS fire safety members, or
o Government Code §21354.3 – 3% @ 55 formula for PERS police safety members B. Employees Hired on or after May 1, 2012 and Before January 1, 2013, or Employees who qualify for PERS Reciprocity
For employees hired on or after May 1, 2012 and before January 1, 2013, as well as for employees who qualify for pension reciprocity pursuant to Government Code §7522.02(c) and any related reciprocity requirements established by PERS, the City shall provide retirement coverage of:
• Government Code §20965, Sick Leave Service Credit, and • Either:
o Government Code §21353 – 2% @ 60 formula for PERS “miscellaneous” members (i.e., non-safety employees),or
o Government Code §21369 – 2% @ 55 formula for PERS fire safety members, or o Government Code §21369 – 2% @ 55 formula for PERS police safety members C. Employees Hired on or After January 1, 2013
For employees hired on or after January 1, 2013 who do not qualify for pension reciprocity pursuant to Government Code §7522.02(c) and any related reciprocity requirements established by PERS, the City shall provide retirement coverage of:
• Government Code §20965, Sick Leave Service Credit, and • Either:
o Government Code §7522.20 – 2% @ 62 formula for PERS “miscellaneous” members (i.e., non-safety employees), or
o Government Code §755.25 – 2% @ 57 formula for PERS fire safety members, or o Government Code §755.25 – 2% @ 57 formula for PERS police safety members Item #6.6.

Salary and Benefits – Executive Management Page 8
D. Employee Contributions
All employees shall pay the full employee’s share of PERS employee contribution as determined by PERS; the City shall not pick up any portion of the required employee contribution.

3.10 Deferred Compensation – 457 Plan
An employee in a Covered Position may make a voluntary payroll deduction into the Internal Revenue Code 457 deferred compensation plan, subject to the contribution limits established by the Internal Revenue Service.

3.11 Deferred Compensation – 401(a) Plan
A fire safety employee and a police safety employee in a Covered Position who is a PEPRA tier participant in the City’s CalPERS Retirement Plan receives a five percent (5%) of pre-tax base salary contribution to the Calistoga 401(a) Money Purchase Plan account, up to the annual limit under IRC §415(c), which is equal to the lesser of (i) one hundred percent (100%) of each said PEPRA employee’s IRC 415 compensation or (ii) the dollar limit in effect for the year.

These contribution limits are inclusive of the contributions of City, which also includes any other 401(a) accounts said PEPRA employees hold with the City or any other entities related to the City that meets the controlled group rules under IRC §414(b), the common control rules under IRC §414(c), or the affiliated service group rules under IRC §414(m) as set forth in the Internal Revenue Code.

Because the City’s contribution is derived from base salary, the City’s dollar contribution 401(a) Money Purchase Plan account shall increase with any increase to the employee’s base salary, subject to the contribution limits set forth above.

In no event will the City contribution exceed five percent (5%) of the employee’s pre-tax base salary.

No employee contribution is permitted to the employee’s Calistoga 401(a) Money Purchase Plan account.

3.12 Social Security and Medicare
Each employee in a Covered Position has coverage under Federal Social Security in accordance with the provisions of law. The system requires contributions by both the employee and City in accordance with schedules provided by the federal government.

Each employee in a Covered Position has coverage under Medicare in accordance with the provisions of law. The system requires contributions by both the employee and City in accordance with schedules provided by the federal government.

3.13 Uniform Allowance
A. Fire Safety Management

1. The CITY shall provide with prior City Manager concurrence, and maintain all uniforms prescribed by law or specified by the Fire Chief for the performance of the services, functions, and duties assigned on an annual basis.

Item #6.6.

Salary and Benefits – Executive Management Page 9

2. All full-time fire safety management employees shall be issued, at the City’s expense with prior City Manager concurrence, following items
5 fire retardant shirts/tops and applicable accessories 5 pairs of fire retardant pants
1 basket weave belt
1 duty jacket including applicable patches
1 pair 8” black leather safety boots
1 Fire Department issued badge
1 name tag
1 set workout attire (Logo T-shirt and Shorts)

3. The City shall provide, with prior City Manager concurrence, all personal protective equipment (P.P.E.) as required by C.C.R. regulations. This includes all equipment specific to wild land firefighting, structural firefighting and EMS responses.

4. The City will establish accounts at local cleaners and uniform supply stores for Fire Employees. The City will bear all costs of cleaning uniforms. The City will bear all reasonable repair and replacement costs of uniforms subject to authorization by the Fire Chief City Manager.

B. Police Safety Management

1. Uniform and Equipment Issuance:

At initial full-time employment employees in recognized classifications shall be issued, at the CITY's expense, with prior City Manager concurrence, the following items:
3 shirts with patches
3 trousers/skirts
1 tie
1 tie bar
1 pair uniform shoes
1 belt, trouser type
The City, with prior City Manager concurrence, will pay each year a stipend for cleaning and purchase (replacement) of the uniform and equipment items listed above to employees in each of the listed positions by the first pay period in July, as follows: sworn peace officers: one thousand dollars ($1,000). However, new employees shall only receive the July stipend on a pro rata basis from the date of hire to the end of the fiscal year. Subsequently, they are entitled to the same stipend on a full annual basis as other employees.

The City shall report the value of uniform cleaning and replacement per CalPERS regulations for those individual employees to be considered to be CalPERS “Classic” retirement members.

Item #6.6.

Salary and Benefits – Executive Management Page 10

2. All full-time sworn peace officers shall be issued, at CITY’s expense, the following:
2” police utility belt
4 Keeper straps
Baton
Baton holder
2 Handcuffs with case
Duty handgun with holster
Magazine holder
Rain/Cold weather jacket1
Full face chemical agent respirator (within 6 months of hire) Ballistic helmet (within 6 months of hire)
Custom fitted ballistic panels (employee may choose either an external or internal carrier, or at the City’s discretion an external carrier purchase which also includes an internal carrier) *
* will be considered having a service life of five (5) years, or less if designated by the manufacturer.

4. Incentives and Differentials

4.1 Bilingual Pay
Each employee in a Covered Position who qualified shall receive five percent (5%) of base salary as bilingual differential at the discretion of the City Manager. Generally, bilingual skills should be relevant to the provision of City services in the City of Calistoga. An employee shall be deemed qualified who is determined by the City to be fluent in an appropriate language as determined by the City Manager.

4.2 Automobile Allowance
Each employee in a Covered Position receives an automobile allowance of two hundred fifty dollars ($250) per month. The City Manager may authorize, in lieu of the automobile allowance, the employee use of a City vehicle. Employees who receive an automobile allowance shall not be otherwise eligible for reimbursement of vehicle expenses, except for work-related trips exceeding one hundred (100) miles round trip.

4.3 Technology Allowance
Each employee in a Covered Position receives two hundred dollars ($200) per month technology allowance for use of the employee’s personal internet, laptop and cellphone services to conduct City business.

4.4 Educational Reimbursement
An employee in a Covered Position is eligible to receive up to one thousand dollars ($1,000) per fiscal year for reimbursement of expenditures on tuition, books, travel and any other costs associated with the employee’s successful completion of any professional or educational program approved by the City Manager. This benefit is funded at the maximum “pooled” total of five thousand dollars ($5,000) per fiscal year and is available beyond employees in a Covered Position (see other employees’ collective bargaining agreements and/or other salary/benefit 1 The parties believe this is not a pensionable item; in the event, however, CalPERS decides otherwise, the parties will meet and confer on the reportable value based on cost and expected service life of the item.

Item #6.6.

Salary and Benefits – Executive Management Page 11
documents for other employees’ eligibility for pooled dollars) on a first-come, first-served basis.

Once the total annual benefit amount is reached, the benefit is no longer available to any employee until the next fiscal year.

4.5 Relocation Expense
The City Manager is authorized to provide relocation compensation of up to $5,000 for those individuals who have accepted employment with the City of Calistoga in a Covered Position and are moving to Napa County or within a 25-mile drive of the City of Calistoga.

5. Vacation
A. The City believes that its employees and the City benefit when employees have scheduled time away from work for relaxation and recreation. In order to provide for such absence without concern for continuation of pay, the City has adopted the following paid vacation leave plan for employees in Covered Position:

Continuous
Employment
Earned Per Pay
Period
Approx. Annual
Hours
Maximum Accrued
Hours
Year 1 – Year 3 3.077 Hours 80 hours 240 Hours
Beginning Year 4 – 6 4.615 Hours 120 Hours 360 Hours
Year 7 and Thereafter 6.154 Hours 160 Hours 480 Hours
The City Manager may place an employee in a Covered Position on the vacation accrual schedule based on the employee’s total years of public service experience.

An employee shall not accrue vacation once the accrued vacation hours have been reached (i.e., three times the annual accrual rate). An employee who had exceed the maximum begins to accrue vacation when the employee’s balance is reduced below his/her maximum.

Vacation leave shall be taken with the City Manager’s approval.

Vacation shall not include any official City holidays when occurring during the scheduled vacation period.

Upon employment separation from the City, an employee receives pay for his/her current vacation leave balance at the employee’s equivalent hour rate of base pay.

B. Prior to the beginning of next calendar year, an employee wishing to cash out up to eighty (80) hours of vacation accruals may make such a request before the end of the current calendar year. The election is irrevocable. Payment will be made upon the employee’s request, before December 31 of the next calendar year, but no sooner than at the time the employee has accrued the number of vacation hours requested to be cashed out.

6. Sick Leave
A. The City provides a sick leave program for the purpose of minimizing the economic hardships that may result from unexpected personal or dependent illness or injury. It is not intended for incidents of minor discomfort.

B. Accrual. Sick leave shall be accrued at the rate of 3.69 hours for each pay period of service (which approximates 96 hours per calendar year).

Item #6.6.

Salary and Benefits – Executive Management Page 12
C. Use. Sick leave may be used for personal illness or injury, emergency, or routine medical or dental appointments, and for reasonable travel time to and from health care facilities.

D. Family Care. Up to twenty-four (24) hours of sick leave may be used per calendar year to care for members of the Employee’s immediate family who are ill or injured. Immediate family means: parent, step-parent, and any other family member living in the same household as the Employee.

E. Personal Leave. Employees have the option of taking a maximum of up to three (3) days sick leave each year as personal leave days. An Employee may take personal leave if the Employee has a current sick leave balance that is at least equal to the number of personal leave days the Employee opts to take. Employees are required to obtain approval from the City Manager prior to taking personal leave.

F. Buy-Out. On completion of the fifth (5th) year of service, based on the anniversary date of initial hire, City may purchase from each Employee covered hereunder all but fifteen (15) of the accumulated sick leave days for non-safety Employees and twenty (20) of the accumulated sick leave days for safety Employees, at the rate of twenty-five percent (25%) of the covered Employee’s then existing wage. At each Employees’ option, said buy-out may occur earlier than set forth hereinabove, so long as the buy-out occurs on or about the anniversary date of initial hire and there remains a minimum sick leave bank of fifteen (15) accumulated days. Employees who are absent without pay for any reason for more than ten (10) working days during a calendar month shall not accumulate sick leave for that month. If an Employee’s employment is terminated for any reason, there will be deducted from the final check the amount of sick leave taken during employment with City in excess of the amount accrued.

G. Upon Employment Separation. An employee in a Covered Position shall have twenty-five percent (25%) of his/her accrued sick leave paid out to the employee, based on the employee’s equivalent hourly rate of base pay, upon employment separation.

7. Executive Management Administrative Leave
A. In recognition that their responsibilities occasionally require work in excess of the normal forty (40) hour work week, FLSA-exempt employees receive an Administrative Leave benefit.

This is in lieu of any payment or compensatory time off for work performed in excess of forty (40) hours per week.

B. Eighty (80) hours of Administrative Leave shall be granted annually to an employee in a Covered Position effective January 1 of each calendar year.

A new employee receives a pro-rata lump sum number of Administrative Leave hours based on the number of full pay periods remaining in the calendar year.

An employee who works less than full-time receives Administrative Leave on a pro rata basis.

An employee who promotes into a Covered Position and has unused accrued compensatory time off will be paid off for all accrued compensatory time off (CTO) hours based on the equivalent hourly rate of pay of the classification last held. A management employee who receives Administrative Leave and who is promoted into a Covered Position receives the full Item #6.6.

Salary and Benefits – Executive Management Page 13
calendar year allotment of Executive Management Administrative Leave less the nonExecutive Management Administrative Leave the employee already received for that calendar year.

C. Subject to advance approval by the City Manager, Administrative Leave may be taken at any time during the calendar year and must be taken within the calendar year in which it is given.

D. No employee shall carry over Administrative Leave from one calendar year to another.

E. An employee in a Covered Position who has unused Administrative Leave at the end of the calendar year shall have his/her unused Administrative Leave paid out to the employee, based on the employee’s equivalent hourly rate of base pay, with such payment made during January of the subsequent calendar year.

F. An Executive Management employee who leaves City employment and who has unused Administrative Leave shall be paid out said unused Administrative Leave at the employee’s equivalent hourly rate of base pay upon employment separation.

8. Bereavement Leave and Other Leaves

8.1 Bereavement Leave
Employees may have five (5) work days leave of absence for each death in their immediate family for the purpose of bereavement and for the arranging of, and attendance at, the funeral.

Immediate family means:
• Father
• Mother
• Father in-law
• Mother in-law
• Stepparent where there is a child rearing
relationship
• Grandparent
• Brother
• Sister
• Brother in-law
• Sister in-law
• Spouse
• Domestic partner
• Child
• Employee is a parent in a child rearing
relationship
• Stepchild where there is a child
rearing relationship
• Grandchild
If an Employee must attend a funeral more than five hundred (500) miles from the City, or if the death is to a member of the Employee’s extended family, then the Employee has the option to use up to three (3) days of sick leave from his/her current sick leave balance in addition to any leave provided above.

The Employee may be required to submit proof of the relative’s death before final approval of leave with pay is granted.

Item #6.6.

Salary and Benefits – Executive Management Page 14

8.2 Other Leaves
Consult the City’s Personnel Rules for leaves that apply to employees in Covered Positions:
• Jury Duty
• Witness Duty
• Maternity Leave
• Unpaid Leave of Absence
• Military Leave
• Medical Leave – Non-Occupational
• Medical Leave – Work-Related
• Time Off to Vote

9. Holidays
A. The City recognizes the following days as official City holidays and employees in a Covered Position normally scheduled to work on these days will be given the day off with pay:
• New Year’s Day January 1
• Martin Luther King Jr. Birthday 3rd Monday in January • Presidents’ Day 3rd Monday in February
• Memorial Day Last Monday in May
• Juneteenth June 19
• Independence Day July 4
• Labor Day 1st Monday in September
• Veterans’ Day November 11
• Thanksgiving Day 4th Thursday in November
• Day after Thanksgiving
• Christmas Eve December 24
• Christmas Day December 25
B. If one of the holidays listed above falls on a Sunday, then it shall be observed on the following Monday. If one of the holidays listed above falls on a Saturday, then it shall be observed on the previous Friday.

C. When a day is proclaimed by the Mayor of the City for a day of mourning, or holiday, then each employee in a Covered Position is granted time off with pay from his/her scheduled hours.

D. An employee in a Covered Position receives two (2) floating holidays (total 16 hours) per calendar year, which may be taken at a time mutually agreeable to the employee and the City Manager. Unused floating holiday time is not carried over into the following calendar year. Employees hired between May 1 and August 31 are credited with twelve (12) hours of floating holiday time for that calendar year, and employees hired between September 1 and December 31 are credited with eight (8) hours of floating holiday. Unused floating holiday hours have no cash value upon an employee’s separation from City employment.

Item #6.6.

Salary and Benefits – Executive Management Page 15

10. Severance
A. An employee in a Covered Position does not serve a probationary period, is designed as atwill, serves at the discretion of the City Manager, and may be terminated at any time by the City Manager.

B. If an employee in a Covered Position is terminated without cause, or if the City Manager requests the employee to resign for reasons other than with cause, then the City will provide a severance payment equal to four (4) months of the employee’s base salary. This severance shall be paid in a lump sum or the employee may defer receipt of the lump sum payment until January 15th of the following calendar year. No other sums are due to the employee, except those specifically identified in this document (e.g., payout of vacation, sick leave and administrative leave).

C. No severance is due to the employee a) if the employee completed less than one year of continuous City service in a Covered Position; b) if the employee is terminated with cause; c) upon the employee’s death, or d) if the employee is incapable of carrying out his/her duties due to injury or illness (physical or mental) resulting in employment separation.

D. Pursuant to Government Code §53243 et seq., if employee is convicted of a crime involving an abuse of his/her office or position, all of the following shall apply upon final conviction:
(1) if employee is provided with administrative leave pay pending an investigation, employee shall be required to fully reimburse such amounts paid; (2) if the City, in its discretion, pays for the criminal legal defense of employee, employee shall be required to fully reimburse such amounts paid; and (3) if employee is provided with any severance pay and/or settlement pay, employee shall be required to reimburse such pay. For purposes of this paragraph, “abuse of office or position” shall be defined under California Government Code §53243.4.

Item #6.6.

Salary and Benefits – Executive Management Page 16
Appendix A
Executive Management Wage Scale

1. The present monthly pay rate for classifications are:

Classification Monthly-1 Monthly-2 Monthly-3 Monthly-4 Monthly-5 FLSA Administrative Services Director $16,114.01 $19,586.34 Exempt Assistant City Manager 17,353.14 21,092.81 Exempt
Deputy City Manager 16,114.01 19,586.34 Exempt
Fairgrounds Revitalization Director 16,114.01 19,586.34 Exempt Fire Chief 17,353.14 21,092.81 Exempt
Parks & Recreation Director 16,114.01 19,586.34 Exempt
Planning & Building Director 16,114.01 19,586.34 Exempt Police Chief 17,353.14 21,092.81 Exempt
Public Works Director/City Engineer 16,114.01 19,586.34 Exempt

2. Effective the later of the beginning of the first full pay period following the City Council’s adoption of this Salary and Benefits schedule or the beginning of the pay period which includes January 1, 2026, the base wages set forth in this Appendix A, paragraph 1, above, will be increased by one percent (1%).

3. Effective the later of the beginning of the first full pay period following the City Council’s adoption of this Salary and Benefits schedule or the beginning of the pay period which includes January 1, 2027, the base wages set forth in this Appendix A, paragraph 2, above, will be increased by one percent (1%).

4. The hourly rate is calculated by multiplying the monthly pay rate by twelve (12) months and dividing that value by two thousand eighty (2,080) hours.

Item #6.6.

RESOLUTION NO. 2025-_____

RESOLUTION OF THE CITY COUNCIL, OF THE CITY OF CALISTOGA, COUNTY OF NAPA, STATE OF CALIFORNIA AMENDING THE SALARY AND BENEFITS SCHEDULE – UNREPRESENTED EXECUTIVE

MANAGEMENT EMPLOYEES
WHEREAS, the collective bargaining agreements between the City of Calistoga (City) and its represented employees expire on December 31, 2025; and
WHEREAS, the City finds it desirable to provide unrepresented management employees with changes similar to those negotiated or in negotiations with the City’s represented employees.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Calistoga hereby approves the amended Salary and Benefits – Executive Management schedule, and authorizes the City Manager with City Attorney concurrence to make any technical corrections.

PASSED, APPROVED AND ADOPTED this 9th day of December 2025. I, YUDIANA GALVAN, CITY CLERK OF THE CITY OF CALISTOGA, HEREBY CERTIFY the foregoing resolution was introduced and passed at a regular meeting of the Calistoga City Council by the following roll call vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

ATTEST: APPROVED:
_________________________ _________________________
Yudiana Galvan, City Clerk Donald Williams, Mayor
Item #6.6.

City of Calistoga

STAFF REPORT
To: Honorable Mayor and City Council
From: Rena Lariz, Human Resources Manager
Meeting: City Council - Dec 09 2025
Subject: Adopt the successor Calistoga Police Officer Association collective bargaining agreement
DESCRIPTION:

Consider adopting a Resolution
RECOMMENDATION:

Consider Adopting the Resolution
SUMMARY:

The City and the Calistoga Police Officer Association (CPOA) have an existing collective bargaining agreement which expires December 31, 2025. Representatives of the City and the CPOA have met and conferred in good faith regarding the terms of the successor collective bargaining agreement. The City and the CPOA reached a total tentative agreement for the successor collective bargaining agreement, for a term through December 31, 2027. The employees represented by the Calistoga Police Officer Association have ratified the terms of the successor collective bargaining agreement and the final step is the City Council’s approval.

Changes to the Salary and Benefits Schedule are:
 A contract Term through December 31, 2027
 Incorporating the 2023 payroll change from semimonthly to biweekly pay periods and pay dates, and updating the vacation and sick leave accrual schedules to reflect this change from semimonthly to biweekly payroll.  Increasing wages by 1% effective the beginning of the January 1, 2026 and January 1, 2027 pay periods, and providing market adjustment wage increases over the Term for Police Officer, Police Sergeant, Public Safety Dispatcher, and Community Services Officer.
 Amending the longevity pay by providing this length-of-service recognition each pay period, with a minimum of five years of continuous City employment.
 Incorporating from a Side Letter Agreement the Fair Labor Standards Act (FLSA) 7k exemption for the City’s Police Officers and Police Sergeants.
 Adding a seniority section for shift selection and vacation requests.  Provide clarifying language on the promotional probationary period, holidays for employees in position not required to work on a holiday, City-provided uniforms for Police Officers and Police Sergeants, the approval of Item #6.7.

and assignment to a specialty role, and the California Peace Officer Standards and Training (POST) certifications for non-safety employees’ incentive pay.  Removing medical examinations from the collective bargaining agreement as the CPOA does not represent job applicants (e.g., individuals not yet employed by the City).  Correcting found typographical errors and removing outdated text.

FINANCIAL IMPACT:

Adoption of the updated Calistoga Police Officer Association collective bargaining agreement is projected to increase payroll costs by a total of $332,028 during the Term of January 1, 2026 through December 31, 2027. Of this total cost, $40,339 is during Fiscal Year 2025/26, $165,672 is during Fiscal Year 2026/27, and $126,017 is during Fiscal Year 2027/28.

CEQA STATUS:

Not Applicable
ATTACHMENT(S):

CPOA Resolution
CPOA MOU 2026
APPROVAL(S):

Connie Cardenas, Admin. Services Director Approved - Dec 03 2025 Mitch Celaya, Interim City Manager Approved - Dec 03 2025 Yudiana Galvan, City of Calistoga | City Clerk Approved - Dec 03 2025 Item #6.7.

RESOLUTION NO. 2025-_____

RESOLUTION OF THE CITY COUNCIL, OF THE CITY OF CALISTOGA, COUNTY OF NAPA, STATE OF

CALIFORNIA AMENDING THE COLLECTIVE BARGAINING AGREEMENT BETWEEN THE CITY AND THE

CALISTOGA POLICE OFFICERS ASSOCIATION
WHEREAS, the collective bargaining agreement between the City of Calistoga (City) and the Calistoga Police Officers Association (CPOA) expires on December 31, 2025; and WHEREAS, the City and CPOA are required under the Meyers-Milias-Brown Act to meet and confer in good faith regarding wages, hours and other terms and conditions of employment; and WHEREAS, the City and CPOA, having met and conferred in good faith reached a total tentative agreement on the successor collective bargaining agreement; and WHEREAS, the successor collective bargaining agreement has been ratified by the membership of the CPOA and the City Council is required to ratify the successor collective bargaining agreement.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Calistoga hereby approves the Memorandum of Understanding with the Calistoga Police Officers Association, and authorizes the City Manager with City Attorney concurrence to make any technical corrections.

PASSED, APPROVED AND ADOPTED this 9th day of December 2025. I, YUDIANA GALVAN, CITY CLERK OF THE CITY OF CALISTOGA, HEREBY CERTIFY the foregoing resolution was introduced and passed at a regular meeting of the Calistoga City Council by the following roll call vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

ATTEST: APPROVED:
_________________________ _________________________
Yudiana Galvan, City Clerk Donald Williams, Mayor
Item #6.7.

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Item #6.7.

Calistoga Police Office rs Association
Memorandum of Understanding
January 1, 2026 — December 31, 2027
Table of Contents Page
1 City Rights........... 2 Employee Rights..
3 Recognition ......... 4 Access of Facilities
5 Dues ................... 6 No Discrimination
7 Term ................... 8 Grievance Procedure .................. 9 Probationary Period.................... 10 Sick Leave .................................. 11 Family and Medical Leave ........... 12 Seniority .................................... 13 Vacation Leave ........................... 14 Holidays..................................... 15 Salary on Reduction Promotion...
16 Pay Periods and Pay Dates .......... 17 Wages and Benefits .................... 18 Uniforms and Equipment ............ 19 FieldTraining Officers ................. 20 Assignment Pay .......................... 21 Retirement ................................. 22 Work Schedule ...........................
23 Overtime ....................................
24 Special Compensation ................. 25 Definitions ................................. 26 Differential Pay and BilingualPay.
27 Police Corporal ...........................
28 EducationalIncentive .............................................. 29 LifeInsurance ......................................................... 30 Longevity Pay .................................................... .....
31 Military Leave .................................................... .....
32 Provisions of Law.................................................... 33 No Strike........................................................ ........
34 Layoff......................................................... ...........
35 Personnel Rules and Regulations............................. 36 Successor MOU ...................................................... 37 Unauthorized Leave ................................................ 38 FullUnderstanding, Modifications and Waiver ......... Appendix A — Salary Schedule ..................................

MOU Page 2
Item #6.7.

Article 1—(Sig Rights

MEMORANDUMOF UNDERSTANDING

BETWEEN

CITYOF CALISTOGA
AND

CALISTOGAPOLICEOFFICERSASSOCIATION
This Memorandum of Understanding (MOU) is made and entered into between the CITYOF CALISTOGA,hereinafter referred to as CITYand CALISTOGAPOLICEOFFICERSASSOCIATION, hereinafterreferred to as ASSOCIATION,a formally recognized employee organization pursuant to the provision of the Meyers-Milias-Brown Act (Government Code Section 3500 et seq.).

The parties agree that this Memorandum of Understanding shall be submitted to the City Council of the City of Calistoga with thejoint re commendation ofthe designated representatives of the parties that the City Council resolve to adopt its terms and conditions and take such other and additional action as may be necessary to implement its provisions.

CITYagrees to meet and confer in good faith regarding wages, hours, and otherterms and conditions ofemployment with ASSOCIATION,and shall consider fully such presentations as are made by ASSOCIATIONon behalf of its members prior to arriving at a determination of policy or course of action.

The parties have met and conferred in good faith through their designated representatives concerningthose matters set forth in Government Code Section 3504 and have reached an agreement thereon as set forth below.

The parties agree as follows
A Except as limited by the specific and express terms of the Agreement, CITYhereby retains and reserves unto itself allrights, powers authority, duty and responsibilities confirmed on and vested in it by the laws and the Constitution of the State of California, the Municipal Code of the City of Calistoga, and/orthe laws and Constitute of the United States of America.

B. Regardless of any provision contained in the MOU or which may be implied from this MOU, CITYshall retain and shall have the right to exercise the following exclusive rights, which include but are not limited to the following:

1. the right to hire and fire;

2. the right to determine the mission of its constituent departments, divisions or commissions, and boards;
the right to set standards of service and municipal fees and charges;

4. the right to determine the procedures and standards of selection for employment, assignment, transfer and promotion of applicants and employees, provided in the case of employees that the exercise of such right shall not infringe on any rights employee has underthis MOU;

5. the right to direct its employees;
.0"
2026 MOU Page 3
Item #6.7.

Item #6.7.

Article 2—Emgluyee Rights
ACCESS
5°

10. 11.

12. 13.
the right to discharge or suspend employees forjust cause and take other disciplinary actions against its employees as set forth herein; the right to relieve its employees from duty because of lackof work or other legitimate reasons;
the right to maintain the efficiency of governmental operations; the right to determine the methods, means and personnel by which governmental operations are to be conducted;
the right to determine and re-determine job content and job classifications; the right to contract out any work which is now being performed by employees ofthe CITYor which shall be performed in the future by employees of CITY, provided this only occurs in those situations where the tasks cannot be accomplished by current association members as efficiently, economically, and expediently as can be achieved by such contracting out, provided that CITYshall make every reasonable effortto place service requiring similarskillsas the work performed by the employee when displaced by the contracting out and which requires minimaltraining to afford the employee opportunity to adequately perform the new position;
the right to take all necessary actions to carry out the mission of the CITY,its constituent departments, divisions, or commissions and boards in cases of emergencies; and
the right to exercise complete control and discretion over its organization and the technology of performing its work.

Employees of the CITYshall have the right to form, join and participate in the activities of the recognized employee organization for the purpose of representation on matters of employeremployee relations including, but not limitedto wages, hours, and other terms and conditions of employment. Employees of CITYshall also have the right to refuse to join or participate in the activities of the recognized employee organization.

Article 3—Recognition
A CITYrecognizes the ASSOCIATIONas the exclusive representative on behalf of employees occupying the full-time job classifications of:

Article 4—
A.

PoliceOfficer
PoliceSergeant
Public Safety Community Service Officer
PublicSafety Dispatch Supervisor
PublicSafety Dispatcher
of Facilities
AllASSOCIATIONbusiness willbe conducted by employees and ASSOCIATIONrepresentatives outside of established working hours, and CITYfacilities will not be used forthe conduct of ASSOCIATIONbusiness, unless permission is granted therefore in writing. Nothing herein shall be construed to prevent an ASSOCIATION

Item #6.7.

representative or an employee from contacting the City Manager or other management representatives regarding personnel related matters during working hours.

B. The authorized ASSOCIATIONBusiness Agent shall be given access to work locations during working hours, provided that prior to visiting any work location the ASSOCIATIO N representative notifies the CITY.

Article 5—Dues
Employees may sign up for Payroll Deductions of Association Dues with the ASSOCIATION.The ASSOCIATIONwillcertify changes or new authorizations for clues deductions from members of the ASSOCIATIONin an electronic data file to be transmitted to the CITY’SAdministrative Services Department — payroll unit. If an employee opts for such deduction, it is understood that the dues willbe deducted starting from the first day of the pay period following receipt of the certification and shall continue until:

1. Article 6 — No
The last day of the last pay period following the transfer, promotion, or demotion ofthe employee to a different bargaining unit; or Untilthe end of the pay period following notification from the ASSOCIATIONto the CITYto cease deduction dues, or a later data as specified by the ASSOCIATION(to coincide with the end of a pay period).

The employee’s earnings must be sufficient afterthe other legal and required deductions are made to cover the amount of the dues orfees authorized.

When an employee is in a non-pay status for an entire pay period, no withholding willbe made to coverthe pay period from future earnings. In the case of an employee who is in a non-pay status during only part of the pay period, an d the salary is not sufficient to coverthe full withholding, no deduction shall be made. In this connection, all other legal and required deductions (including health care deductions) have priority over dues.

The ASSOCIATION,in consideration for and as a condition of the CITY withholding and transmitting payroll and benefit deductions authorized by this Section and in compliance with SB866 shall hold harmless and indemnify the City of Calistoga, its officers, and employees from any liabilitythat may result from making, canceling or changing requested deductions. scrimination
There shall be no discrimination based on race, creed, color, national origin, sex, ancestry, marital status, pregnancy, sexualorientation, orlegitimate union activities against any employee or applicant for employme nt by the ASSOCIATIONor by the CITYor by anyone employed by the CITY;to the extent prohibited by applicable State and Federal law, there shall be no discrimination because of age. There shall be no discrimination against any disabled person solely because of such disability, howeverthe disabled person must be able to perform the for the classification.
2026 MOU Page 5
Item #6.7.

DefinitionofGrievance:

StutementatGriEI/ance:

Article 7- Term
This Memorandum of Understandingshall be in effectthe laterof January 1.2026 or on the date it is adopted by the City Council, except those provisions of this Memorandum of Understanding which have been assigned other effective dates, and shall remain in full force and effect up to and including December 31, 2027.

Article 8—Grievance Procedures
A. A grievance is an alleged violation, misinterpretation or misapplication of a specific provision of this Memorandum of Understanding or City/Department policies or procedures.

3. The statement of grievance shall contain the approximate date of the incident giving rise to the grievance, the specific Memorandum of Understanding Article or City/Department policy or procedure in question, a brief narrative of the facts of the concern and the proposed resolution the grievant isseeking.

C. Timelines:

1. Failure of the City to comply with the time limits of the grievance procedures allows the grievant to appeal to the next level of review. 2 Failure of the grievant to comply with the time limits of the grievance procedures constitutes settlement and resolution of the grievance on the basis ofthe last disposition.
3 the parties may extend time limits by mutual written agreement in advance of deadline.

4. Any grievance not timely filed or appealed within specific time limits may be rejected as untimely.

D. Grievance Procedures:

1. Step 1- Informal Resolution with Supervisor: The employee must first work in good faith to resolve the grievance informally through discussion with his/her immediate supervisor n laterthan thirty (30) calendar days afterthe grievant first became aware of the facts or circumstances resulting in the filing of the grievance.

2. Step 2—Chief of Police: Ifthe employee believes that the grievance has not been resolved in Step 1 (Informal Resolution with Supervisor), the employee may submit a written Statement of Grievance to the Chief of Police. The employee must submit the Statement of Grievance within thirty (30) calendar days after the grievant and his/herSupervisor were unable to resolve the grievance. The Chief of Police shall consider, discuss the grievance with the grievant (and his/herrepresentative, if any) and/orinvestigate as the Chief of Police deems appropriate, and shall, within twenty-one (21) calendar days of CPOA 2026 MOU Page
Item #6.7.

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the written Statement of Grievance, submit his/herdecision in writing to the grievant.

Step 3 — Personnel Officer or Designee: Ifthe employee believes that the grievance has not been resolved through Step 2 (Chief of Police), the employee may appeal the grievance decision of the Chief of Police to the Personnel Officer. Such appeal must be filed within fourteen (14) calendar dates of the date of the Chief of Police's written decision. The Personnel Officer/designee shall consider, discuss the grievance with the grievant (and his/her representative, if any) and/orinvestigate as the Personnel Officer/designee deems appropriate, and shall, within twenty-one (21) calendar days of receipt of the written Statement of Grievance, submit his/herdecision in writing to the grievant.

Step 4— Advisory Arbitration: Ifthe employee believes that the grievance has not been resolved through Step 3 (Personnel Officeror Designee), the employee may appeal the grievance decision of the Personnel Officer/Designee to a hearing before a third party, neutral arbitrator. Such appeal shall be concurrently filed by the grievant to the City’s City Manager and the Association’s President.

Within fourteen (14) calendar days following receipt of the appeal to Advisory Arbitration, eitherthe City Manager/designee orAssociation President/designee shall request a list of seven (7) arbitrators to be supplied by the State of California Mediation and Conciliation Service. The City Manager/designee or Association President/designee may mutually select one (1) arbitratorfrom the said supplied list or shall select one from the list by, after a toss of a coin (with the winner of the coin toss to decide which party shall move first), alternately striking names until one name remains. That person remaining shallserve as the arbitrator.

The fees of the arbitrator and of a court reporter, if any, shall be shared equally by the City and the grievant. Each party shall be responsible for its own costs, including the costs of their advocates.

A hearing before the arbitrator shall be held within sixty (60) calendar days of the selection of the arbitrator, unless the selected arbitrator’s schedule does not so permit. Ifthe selected arbitrator’s schedule does not so permit, either the parties shall mutually agree to extend the date of the hearing or, absent such mutual agreement, the selected arbitrator shall be the individually last struck before the arbitrator who is not timely available. This process shall continue until either a) the arbitrator is available to hold the hearing timely; or b) the parties mutually agree to a time extension; or c) none of the seven arbitrators are timely available and, ifso, then the first arbitrator (i.e., the arbitrator whose name was not stricken from the listing of seven and thus contacted first) shall be the arbitrator (and notwithstanding the arbitrator’s inability to hold the hearing within sixty calendar days). 2026 MOU Page 7
Item #6.7.

bati
The arbitrator’s recommended decision shall be concurrently filed with the City Manager/designee, Association President/designee and the grievant.

5. Step 5 — Following the Grievance Hearing: The City Manager shall have thirty (30) calendar days following receipt to accept or reject the arbitrator’s recommended decision. Ifthe City Manager does not act within the thirty (30) calendar days then the arbitrator’s recommended decision is deemed adopted.

In the event the City Manager rejects the arbitrator’s recommended decision, then the decision of the City Manager shall be final and the City shall pay one hundred percent (100%) of the fees of the arbitrator and court reporter (i.e., fees of the arbitrator and court reporter are no longer equally shared between the City and the grievant).

Article 9—Pro onarv Period
A The probationary period is part of the examination process. It is a work test period during which the employee's performance and conduct on the job are evaluated.

During the initial probationary period, a probationer may be released without the right ofappeaL
During a promotional probationary period, the probationer may be rejected from probation without the right of appeal and reinstated to a position in the former classification from which the employee was promoted, and such rejection is not considered a demotion.

Individuals hired, rehired (except as a result of a disciplinary action appeal decision), promoted, demoted, transferred or placed within the bargaining unit shallserve a probationary period of one (1) year following said date of hire, rehire, promotion, transfer or placement within the bargaining unit. Employees who are rejected from a promotional probationary period and reinstated to their lower classification shall not be subject to a subsequent probationary period except when the initial probationary period was not completed prior to promotion. In these cases the employee reinstated to their lowerclassification shall only serve a subsequent probationary period for a term that will complete the original probation term.

The granting of any leave of absence with or without pay, military leave of absence or jury duty exceeding seven (7) consecutive calendar days shall cause such employee's probationary period to be extended by the number of calendar day(s) for which such leave of absence has been granted, and shall require adjustment of such employee‘s anniversary date, pursuant to the formula set forth hereinabove.

Article 10—Sick Leave
Every full-time employee represented bythis MOU shall earn sick leave on the basis of 3.69 hours for each pay period of service (which approximates 96 hours per calendar year), with accumulation thereof.
2026 MOU Page 8
Item #6.7.

Article 12 — Seniorig
Please see Section 10.02 of the CITY'SPersonnel Rules and Regulations.

Article 11— Familvand Medical Leave
Please see Section 10.09 of the CITY'sPersonnel Rules and Regulations.

Shiftselection and vacation requests willbe according to seniority. For purposes ofthese issues, seniority is defined as follows:

1. Police Officers and all Non-Sworn Positions — Date of most recent hire with the City.

2. Corporals — Date of Corporal Assignment
3 Iftwo Corporals have the same date of assignment, then date of (re-)hire with the City willdetermine seniority.

3. Sergeants — Date of Promotion
Iftwo Sergeants have the same date of promotion, then date of (re-)hire with the City willdetermine seniority.

4. Ifthe date of most recent hire is utilized to determine seniority and two employees share a hire date, then the Chief of Police willdetermine seniority at time of hire.

The above seniority definitions willbe applied when requests for compensatory time off (CTO ) are received on the same date and requested for the same (future) date for said CTO use.

Article 13 — Vacation Leave
A. Every full-time regular employee represented by this MOU shall accumulate vacation based on year of service as follows:

Continuous Employment1 Earned Per Pay Period Approx. Annual Hours Year 1 through Year 3 3.077 Hours 80 Hours
Beginning Year 4through Year 6 4.615 Hours 120 Hours

6.154 Hours 160 Hours
For purposes ofvacation accrual, transferred St. Helena employee Br accrualsshallbe based on a March 27, 2019 hire date an d
transferred St. Helena employee Ch accruals shall be based on 3 October 21, 2024 hire date.

MOU Page
Item #6.7.

B. Employees shall not earn vacation once their accrued vacation balance has reached 480 hours. An extension of vacation limits may be granted by the City Manager. The CITY encourages employees to use vacation annually.

C. No employee shall be permitted to work for compensation for CITYin any capacity during the time of his/herpaid vacation from CITYservice.

D Every CITYemployee who leaves CITYemployment shallbe paid out accrued and unused vacation, based at the employee’s current Appendix A wage step applicable at the time of separation. Vacation accrued during the employee’s final pay period is calculated based on hours worked (including any use ofvacation, sick leave, compensatorytime off or Labor Code 4850) compared to the full—timeequivalency pay period hours of a fulltime employee.

E Employee requests forvacation leave shall be submitted to their supervisor or the Chief of Police at least thirty (30) days in advance of the starting day of requested leave.

Article 14—Holidavs
The following holidays are recognized by the City as the holidays the employees are entitled to be compensated for, pursuant to PERSrules, to make them pensionable compensation for retirement purposes. Each day is valued at the lesser of twelve (12) hours or the assigned shift hours depending on the employee’s schedule.

New Year's Day January 1
Martin Luther King'sBirthday 3rd Monday in January
President's Day 3rd Monday in February
Memorial Day Last Monday in May
Juneteenth June 19
Independence Day July4
LaborDay lst Monday in September
Admission’s Day September9
Veteran's Day November 11
Thanksgiving Day 4th Thursday in November
Day after Thanksgiving Friday afterThanksgiving
Christmas Eve December 24
Christmas Day December 25
B. If an employee isscheduled to work a normal workday on a recognized holiday, the employee shallreceive one and one-half (1.5) times the hours of assigned shift at straight time pay or one and one-half (1.5) times the hours of assigned shift of compensatory time off. Itwill be the employee's option to receive pay or compensatory time off.

C. Employees that are in positions that do not require scheduled staffing without regard to holidays willobserve the holidays listed above with pay.

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Item #6.7.

Article 17- Wages and Benefits

1. Ifone ofthe holidays listed above falls on a day off, the employee shall observe the closes regular workday to the holiday, or the next workday ifthe holiday falls in the middle of three days off.

2. Employees that are required to work a holiday listed above on a day off, shall receive compensation per Section 13.3, above, for hours actually worked and shall have the Holiday hours credited to the employee’s compensatory time off bank.

Article 15—Salarv on Reduction/Demotion
Any employee who is demoted to a position in a class having a salary range lowerthan the class or position from which he/she was demoted from shall receive the highest salary step in the new classification that does not exceed his/herrate immediately prior to the demotion. In such cases, the employee shall retain the same anniversary date.

Article 16- Pav ads and Pav Dates
Timesheets and paychecks willbe on a biweekly basis. Employees willbe paid on the Friday followingthe close of the pay period (i.e., first paycheck willbe October 20, 2023 and then every two weeks thereafter).

A Monthly salaries shall be provided for the employee classifications in accordance with the salary schedule in Appendix A.

B. Medical, Vision and Dental Benefits
Regular or probationary full-time employees are members of the Public Employees Medical and Hospital Care Act ("PERSHealth") insurance program. The CITY'smonthly contribution to provide health insurance benefits for the individualemployee and the employee's eligible dependents shall be the minimum payment required by the Public Employees Medical and HospitalCare Act (PEMHCA).

1. In addition, the CITYshall contribute the entire cost (which includesthe minimum PEMHCA payment) of the following insurances, except for employee contributions below:
a 10% of the Dental Plan monthly premium amount, paid through a payroll deduction. b 10% of the MedicalPlan monthly premium amount for any eligible CalPERSmedical plan, paid through a payroll deduction.
c. 10% of the Vision Plan monthly premium amount, paid through a payroll deduction. Enrollment is mandatory for all employees.

CPOA 2026 MOU Page 1
Item #6.7.

Article 18- Uniforms and Eguigment
An employee may use any contributions to a Section 125 Plan toward the cost of employer-provided PERSMedical health insurance, Vision insurance and Dental insurance for the employee and eligible dependents. An employee may not use funds for other reasons.

2. Share the Savings Program —
The CITY shall provide four hundred dollars ($400.00) per month to any employee who meets the following criteria:
a. Declines the CITYspdnsored Medical Coverage
b Provide the CITYwith acceptable evidence of Medicalinsurance from an alternative provider.
c. An employee may accept or decline dental coverage without affecting the Share the Savings Program.

Affordable Care Act
At such time as regulations are issued implementing the Affordable Care Act ("ACA”), the City and the CPOA willmeet to discuss the impact, if any of such regulations on any benefit plans offered by the City. If modifications to the benefits, eligibilityfor coverage, employer or employee contribution to the cost of insurance or any other provisions of the benefit plans covered by this MOU willbe modified by the ACA during the term of this agreement, it is agreed that the City and the CPOA willreopen the contract to meet and confer and determine how such mandated changes willbe implemented.

Uniform and Equipment Issuance

1. At initialfull-time employment employees in recognized classifications shall be issued, at the CITY'sexpense, the following items:
3 shirts with patches
3 trouse rs/skirts
1 tie
1 tie bar
1 pair uniform shoes
1 belt, trouser type
The City willpay each year a stipend for cleaning and purchase (replacement) of the uniform and equipment items listed above to employees in each of the listed positions by the first pay period in July, as follows: sworn peace officers: one thousand dollars ($1,000) and the non-safety employees: seven hundred dollars($700). However, new employees shallonly receive the July stipend on a pro rata basis from the date of hire to the end of the fiscal year. Subsequently, they are entitled to the same stipend on a full annual basis as other employees.

Item #6.7.

The City shall report the value of uniform cleaning and replacement per CalPERS regulations for those individual employees to be considered to be CalPERS”Classic” retirement members.

B. Allfull-time sworn peace officers shall be issued, at CITY’sexpense, the following

1. 2” police utility belt

2. 4 Keeper straps

3. Baton

4. Baton holder

5. 2 Handcuffs with case

6. Duty handgun with holster

7. Magazine holder

8. Rain/Coldweatherjacketz

9. Fullface chemical agent respirator (within 6 months of hire)

10. Ballistichelmet (within 6 months of hire)

11. Custom fitted ballistic panels (employee may choose either an external or internal carrier, or at the City’sdiscretion an external carrier purchase which also includes an internal carrier) *
*willbe considered havinga service life of five (5) years, or less ifdesignated by the manufacturer.

Article 19 — Field Training Officers
A. Field Training Officers (FTO's) willreceive $25.00per shift while assigned to training an officer.

B. Training dispatchers willreceive $25.00 per shift while assigned to training duties Article 20— ienment Pav
A. The Chief of Police, with prior approval from the City Manager, may make a one year assignment of an employee to School Resource Officer, Defensive Tactics Instructor, or Firearms Instructor. Said employee shallreceive ninety-five dollars and eight cents paid biweekly.

Article 21 — Retirement
A Employees Hired Before May 1, 2012
For employees hired before May 1, 2012 only, the CITYshall provide safety employees with retirement coverage through the Public Employees' Retirement System (PERS ) under 3% at 55 LocalSafety plan. CITYshall provide all current non—safety employees 2 The parties believe this is not a pensionable item; in the event, however, CalPERSdecides otherwise, the parties will meet and confer on the reportable value based on cost and expected service life of the item.

CPOA 2026 MOU Page 13
Item #6.7.

(i.e., miscellaneous employees) with retirement coverage through the PublicEmployees’ Retirement System (PERS) under the 2.5% at 55 miscellaneous plans. Additional PERS Retirement Benefits for employees hired before May 1, 2012 are as follows:

1. Credit for unused Sick Leave (Government Code Section 20965), and

2. Single Highest Year (Government Code Section 20042).

Employees Hired On Or After May 1, 2012 And Before January 1, 2013, Or Employees Who Qualify For Pension Reciprocity
For employees hired on or after May 1, 2012, and before January 1, 2013, as well as for employees who qualify for pension reciprocity pursuant to Government Code Section 7522.02 (c) and any related reciprocity requirements established by PERS,the City shall provide retirement coverage through the PERSretirement formula under Government Code Section 21369 (2% @ 55) for Safety employees and Government Code Section 21353 (2% @ 60) for Non-Safety employees. These formulas shall be based upon a 3-year average salary. The City also shall provide credit for unused sick leave pursuant to Government Code Section 20965.

Employees Hired On Or AfterJanuary 1, 2013
For employees hired on or after January 1, 2013 who do not qualify for pension reciprocity pursuant to Government Code Section 7522.02 (c), the City shall provide retirement coverage through the PERS retirement formula under Government Code Section 7522.25 (b) (the Basic Safety Plan — 2% @ 57) forSafety employees and through the PERS retirement formula under Government Code Section 7522.20 (2% @ 62) for Non-Safety employees. These formulas shall be based upon a 3-year average salary.

The City also shall provide credit for unused sick leave pursuant to Government Code Section 20965.

Employee Contributions
Allemployees shall pay the full employees’ share of Public Employees’ Retirement employee contribution as determined by PERS;the City shall not pick up any portion of the required employee contribution.
401 (a) Money Purchase Plan — City Contribution to Regular Full-Time PEPRA and Regular Full-TimeClassicTier IISworn Safety Employees
Effective July 1, 2021, the City shall make a five percent (5%) of pre-tax base salary contribution to each regular full-time PEPRAand regular full-time ClassicTier IIsworn safetyemployee’s Calistoga 401(a) Money Purchase Plan account, up to the annual limit underlRC §415(c), which is equalto the lesserof (i)one hundred percent(100%) of each regular full-time PEPRAand regular full-time ClassicTier IIsafety employee’s IRC§415 compensation or (ii) the dollar limit in effect for the year. The dollar limit for 2021 is $58,000 and $61,000 for 2022. These contribution limits may adjust annually.

Item #6.7.

These contribution limits are inclusive of the contributions of City, which also includes contributions of City and employee to any other 401(a) accounts the regular full-time PEPRA and regular full-time Classic Tier II sworn safety employee holds with City or any other entities related to the City that meet the controlled group rules under IRC§414(b), the common control rules under IR C
§414(c), or the affiliated service group rules under IRC§414(m) as set forth in the Internal Revenue Code.

2. The City's contribution to each regular full-time PEPRAand regular full-time Classic Tier II sworn safety employee’s Calistoga 401(a) Money Purchase Plan account willbe retroactive to July 1, 2021.

3. No interest willbe paid on the retroactive contribution

4. Because the City contribution is derived from base salary, the City’s dollar contribution to each regular full-time PEPRAand regularfull-time Classic Tier I I
sworn safety employee's Calistoga 401(a) Money Purchase Plan account shall increase with any increase to the regular full—timePEPRAand regularfull-time Classic Tier IIsworn safety employee’s base salary, subject to the contribution limits set forth above.
5 In no event will the City contribution exceed 5% of the full-time time PEPRAor regularfull-time ClassicTier IIsworn safety employee’s pre-tax base salary.

6. No employee contribution willbe permitted to the employee’s Calistoga 401(a) Money Purchase Plan account.

Article 22 — Work Schedule
A. Work PeriodzThe work period for full-time personnel willbe defined by the FLSApubli c
safety definition, recognized to coveremployees who willwork eighty-six (86) hours in a fourteen (14) day period. The shift hours foremployees presently consists oftwelve (12) hours of work inclusive of a thirty (30) minute lunch break and two (2) fifteen (15) minute rest periods for employee classifications in this agreement. The ClTYmay explore alternate schedules to meet the operating needs of the Department.

The work week for employees not defined by the FLSApublic safety definition shall be forty (40) hours over seven (7) consecutive days. Unless otherwise defined by the Personnel Officer or designee, the default work week begins at 12:01 a.m. Sunday.

B. Normal Work Day: As assigned by the Chief of Police, eithertwelve (12) consecutive hours of work in a twenty-four hour period; ten (10) consecutive hours of work in a twenty-four (24) hour period; or eight (8) consecutive hours of work in a twenty-four (24) hour period. The definition of workday forthe purposes of computing accumulatio n
of use of sickor vacation, is eight (8) hours.

CPOA 2026 MOU Page [5
Item #6.7.

Comge
Work Shift: Specific time during a twenty—four (24) hour period at which an employee's normal work day regularly begins and ends, to be established by the Chief of Police.

Work Schedule: Specifically named days of the week which comprise an employees‘ normal workweek, to be established by the Chief of Police. The Work Schedule should be posted at least fourteen (14) days in advance of its effective date.

Employment other than that employment pursuant to this MOU shall be restricted according to law.

Article 23 - Overtime
A. AllFLSAnon-exempt employees shall receive overtime pay computed at one and one— half (1.5) their regular rate for all hours worked by the employee in excess ofamounts in a designated work period as specified by the FLSA. Overtime hours shall be paid to the nearest quarter hour of time worked. OfficialCity holidays shall be considered as actual hours worked for purposes of computing overtime eligibility. Vacation, sick, compensatory time shall not count as actual hours worked for computing overtime.

Except in case of emergency, overtime must be pre-authorized by the City; Employees eligible for overtime pay may elect to received Compensatory Time Off (CTO ) at time and one-half (1.5) in lieu of overtime pay. Employees may accrue and have a maximum current credit of eighty (80) hours of CTO. Employees represented by the bargaining unit may accrue CTO on a fiscal year basis. CTOmust be used by the employee by the end of the fiscal year; otherwise, the employee will receive overtime pay in lieu of CTO.

FLSAexemptemployees are not covered by the overtime provisions and are not eligible for overtime pay.

FLSAnon-exempt employees that are required to work in excess of a full-time employee’s normal work day (e.g., 8, 10, 12 hours per work day) willbe entitled to overtime at one and one-half (1.5) their regular rate for allhours worked in excess of that full-time employee’s normal work day.

Article 24—Special nsation
A Should the CITYcall back or recall any full-time employee after his/hernormal working hours or assigned schedule to perform work, CITYshall pay said employee applicable time at one and one—half(1 1/2) for allhours actually worked, but in no event shall employee receive lessthan a minimum of two (2) hours, regardless of time actually worked as a result of being called back to perform services for the CITY.

Should the City or otherentity require an employee to be subject to court time or court standby time during a time otherthan the employee’s assigned work shift schedule sai d
employee’s applicable time willbe paid at the rate of one and one-half (1 1/2)for all hours actually worked. Employee shall be allowed travel time, to court from home or CPOA2026 MOU Page [6
Item #6.7.

CPOA 2026 MOU Page 17
station, whichever is closer in addition to the amount of time spent in the court time appearance. In no event shall employee receive lessthan a minimum payment of three (3) hours, regardless oftime actually worked as a result of being in court. Court standby time shall be limited to a maximum of four hours of pay perday.

Allovertime, extended shift work, special detail work, training, authorized training, in excess of the established maximum hours in a work period as defined by the Fair Labor Standards Act shall be compensated by payment at the rate of one and one-half (1 V2) times the applicable hourly base rate of pay of the employee, or at the determination of the employee by compensatory time off.

For non-court regular standby, employees shall be afforded one hours pay for every eight hours on standby.

Any employee who has received a subpoena to appear in court or DMV Hearings and is cancelled for such appearance with less than forty-eight (48) hours advance notice shall receive a minimum of two (2) hours pay at her/hishourly base rate.

Article 25—Definitions
A. RecallWork/CallBack:Work performed by off-duty employee ordered to work Extended Shift Work: Time worked by employees beyond their normal assigned work shift.

Special DetailWork: Work performed by an employee during off-duty hours involving duty at parades and otherpublic or civic events, ora private contract employment when assigned by the Chief of Police.

Training: Time spent by employees during off-duty hours attending required training.

Authorized Training: Training authorized by the Chief of Police, which is not required.

Court Time: Time required of an employee in attendance at court in response to a subpoena, a coroner's inquest, a hearing, or trial in a civilor criminalcase, during a time other than the employee's assigned work shift schedule, for the purpose of testifying respecting knowledge acquired or claimed to have been acquired by such employee in the course of employment with CITY.

Court Standby Time:Time required by an off-duty employee, authorized to the tribunal ordering the appearance, to remain available at a location other than the location specified in the Subpoena.

Employee(s): Individuals hired into a regular position from which the classification is represented underthis collective bargaining agreement.

Sworn Personnel: Employees who are Peace Officers in accordance with Penal Code Section 830.1.

Item #6.7.

Def/hitn:

Regular Standby: Employees placed on standby in appropriate circumstances when an employee is scheduled for, in an emergency or natural disaster.

Compensating Time Off: Please see Section 9.02 C of the CITY'sPersonnel Rules and Regulations.

Article 26—Differential and Bilingual Pay
A. Employees who work a shift which consists of one-half (1/2) the hours actually worked between 12:00 midnight and 8:00 am. shall receive a four per cent (4%) of base salary graveyard differential for such shift actually worked.

Employees who work the shift described in Section A of this article in excess of eight (8) consecutive months shall receive an additional two percent (2%) for a total of six percent (6%) of base salary graveyard differential for such shift actually worked.

Employees who qualify shall receive five per cent (5%) of base salary as bilingual differential. An employee shall be deemed qualified who isdetermined by the CITYto be fluent in a language or enrolled in a class to learn that language. The CITYshall consult with the ASSOCIATION prior to establishing fluency standards.

Article 27 — Police Corporal
A The Corporal position is a specialty assignment made by the Chief of Police and not a permanent assignment or promotion. Corporals willprovide input in the evaluation process of staff under their functional supervision but the responsibility of performance evaluations willbe the assigned patrol sergeant or supervisor. The Corporal specialty assignment isan annual assignment to be reviewed annually and may be extended based upon an annual review by the Sergeant with a recommendation to the Chief of Police. The position is primarily a graveyard shift generally working 6:00 pm. — 6:00 am. on a designated patrol team.

Scope: This is a sworn lead—levellaw enforcement position that performs all law enforcement activities found in a municipal police department, and provides lead supervision and direction to Police Officers on an assigned shift. Corporals are required to be armed while on duty and may be assigned to work in uniform or plain clothes.

Shift schedules and job assignments may be changed periodically to assure the maximum delivery of effective police service. The position is distinguished from Police Sergeant in that the latter isthe full supervisor position and exercises direct and general supervision overPolice Officers, Police Corporals, and other non-safety staff. Corporals willprovide input in the evaluation process of staff under their functional supervision but the responsibility of performance evaluations willbe assigned patrol Sergeant or supervisor. The approval of overtime by the Corporal position is limited to providing shift coverage forimmediate unanticipated vacancies (i.e., sick) in dispatch or patrol and for completion of reports. Corporals may sign up for Sergeant patrol overtime if a Sergeant is not available to work the post assignment.

CPOA 2026 MOU Page 18
Item #6.7.

C. A Police Officer assigned by the Chief of Police as a Corporal shall receive additional compensation in the amount of five percent (5%) of the employee’s base pay per pay period.3
D. Selection Process: The selection process willminimally be a letter of interest submitted by the applicant candidate and an oral board selection with a recommendation to the Chief of Police. The Chief of Police has the duty to make the appointment. The oral board willminimally be two PoliceSergeants and the PublicSafety Dispatch Supervisor.

Ifthere is only one candidate who meets the qualification criteria, the Chief of Police may conduct the selection interview and solicitrecommendations by the Police Sergeants and PublicSafety Dispatch Supervisor. In the event of more than one Corporal, seniority between the Corporals willbe based on the individuals’dates of hire with the City.

Article 28—Educational and POST Incentives
A As an incentive to recruit and/orretain employees who have pursued and completed higher education and professional training referenced herein, CITYshall pay:

1. To allfull-time employees in the classifications of Police Officer, Police Corpora l and Police Sergeant that possess the following:
a. POST Intermediate Certificate, an Associate Degree or 60 units of college credit an additional two and one half percent (2.5%) of base salary.

POSTAdvanced Certificate, a BachelorDegree or 120 units of college credit an additional two and one half percent (2.5%) of base salary. 2 To allfull-time employees in the classifications of Community Service Officer, Public Safety Dispatcher or PublicSafety Dispatch Supervisor that possess the following:
a POST Dispatcher Intermediate Certificate an additional two and one half percent (2.5%) of base salary.
b POST PublicSafety Dispatcher Advanced Certificate, a-Bachelor Degree or 120 units of college credit, an additional two and one half percent (2.5%) of base salary.

B In no case shall an employee receive more than five percent (5%) of base salary for educational and POSTincentives.

C Current employees and new hires must have a degree that isfield related. In order to be a qualifying educational degree, an Associates, Bachelor’s or Master’s degree must As an illustrative example: The Police Officer’s monthly base salary is $1,000 per month (e.g.. Police Officer salary schedule, step 5) and the Police Officer receives 2.5% ($250) for the possession ofa specific POST certificate or college units/degree. The 5% Corporal assignment compensation is based on $1,000 and is not based on $1,250.

MOU Page 19
Item #6.7.

evi Pa
be related to the work ofthe employee’s position, careerdevelopment or occupation in such fashion as willoffer substantial benefit to the City and must have been conferred by a college or university accredited by the Western Association of Schools and Colleges or by a national accreditation agency.

Article 29 — Life Insurance
A. CITYshall provide life insurance coverage foreach employee covered by the MOU in the amount of fifty thousand dollars ($50,000), or one year's base salary, whichever is greater, to include a double indemnity provision.

Article 30 — Long
A. The CITYshall provide pensionable Longevity Pay in the following manner

1. On the completion of four (4) years of continuous service from the initial anniversary date with the CITY,the CITYshall provide the employee with a onetime lump sum equivalent to two percent (2%) of the employee‘s annual base salary.

On the completion of eight (8) years of continuous service from the initial anniversary date with the CITY,the CITYshall provide the employee with a onetime lump sum equivalent to two and one-half percent (2.5%) ofthe employee’s annual base salary.

On the completion of twelve (12) years of continuous service from the initial anniversary date with the CITY,the CITYshall provide the employee with a onetime lump sum equivalentto three percent(3%) of the employee’s annual base salary.

On the completion of sixteen (16) years of continuous service from the initial anniversary date with the CITY,the CITYshall provide the employee with a onetime lump sum equivalent to three and one-half percent (3.5%) of the employee’s annual base salary.

On the completion of twenty (20) years of continuous service from the initial anniversary date with the CITY,the CITYshall provide the employee with a one— time lump sum equivalent to four percent (4%) of the employee’s annual base salary.

B. Effective the laterof the beginning of the first full pay period following the City Council’ s adoption of the collective bargaining agreement or the beginning of the pay period which includes January 1, 2026, Article 28, Longevity Pay, paragraph A is deleted in its entirety and the City willprovide a full-time employee with specified years of For purposes oflongevity pay eligibility and value, transferred St. Helena employee Br longevity pay shall be based on a March 27, 2019 hire date andtransferred St.HeIena employee Chlongevitypay shall be based on an October 21. 2024 hire date.

MOU Page 20
Item #6.7.

continuous City employment with Longevity Pay based on the individual employee’s current Appendix A pay period wage step each pay period as follows:

Years of Continuous full—timeCity employment Longevity Pay Less than 5 ears 0%
5 through 9 years 1.5%
10 through 14 years 1.5%
15 or more years 1.5%
C. Effective the laterof the beginning of the first full pay period following the City Council’ s adoption of the collective bargaining agreement or the beginning of the pay period which includes January 1, 2027, Article 28, Longevity Pay, paragraph B is deleted in its entirety and the City willprovide a full-time employee with specified years of continuous City employment with Longevity Pay based on the individualemployee’s current Appendix A pay period wage step each pay period as follows:

Years of Continuous full—timeCity employment Longevity Pay Less than 5years 0%
5 through 9 years 1.5%
10 through 14 years 3%
15 or more years 3%
D Effective the laterof the beginning of the first full pay period following the City Council’ s adoption of the collective bargaining agreement or the beginning of the pay period which includes December 31, 2027, Article 28, Longevity Pay, paragraph B is deleted in its entirety and the City willprovide a full-time employee with specified years of continuous City employment with Longevity Pay based on the individualemployee’s current Appendix A pay period wage step each pay period as follows:

Years of Continuous full—timeCity employment Longevity Pay Less than 5years 0%
5 through 9 years 1.5%
10 through 14 years 3%
15 or more years 4.5%
E Advancement within the Longevity Pay tiers (e.g., ”less than 5years”, ”5 through 9 years”, etc.) shall become effective at the beginning of the pay period afterthe individualemployee reaches each milestone.

Article 31 — Militarv Leave

10.08 of the CITY'sPersonnel Rules and Regulations.

MOU Page 2 l
Item #6.7.

Successa, , ,
authari
Article 32— Provisions of Law
If any provision of the application or any provision of this MOU as implemented should be rendered or declared invalid by any final court action or decree, or by reason of any preemptive legislation, the remaining sections of this MOU shall remain in full force and effect for the duration of said MOU.

Article 33— No Strike
The ASSOCIATIONagrees that there willbe no strike, work stoppage, slowdown, 'sick-in', sit down, refusal to perform work, or other interference with operations, nor any picketing or refusal to enter upon CITY,'spremises on any account, or in connection with any grievance or dispute, and CITYagrees that it willengage in no Iockouts during the term of this MOU.

Article 34— Layoiff
In the event ofemployee layoffs, seniority shall be the basis for layoffs undertaken foreconomic reasons. Non—economic layoffs such as reorganization or restructuring need not be based on seniority, but shall be based primarilyon merit, as reflected in the most recent two employee evaluations. Such layoffs shall be subject to the grievance procedure.

Article 35— Personnel Rules and Regulations
Some of the articles of this Agreement are also covered in the CITYPersonnel Manual. It is the intent of the parties thatthe provisions in both the Personnel Manual and the Agreement be the same. Ifthere is a conflict between the two, the provisions of this Agreement shall prevail over the Personnel Manual.

Any specific reference to a section of the City of Calistoga Personnel Rules and Regulations in this MOU issubject to review underthe Grievance Procedure ofthis Agreement and may not be modified without mutual agreement of the CPOA except during MOU negotiations.

Article 36— r MOU
The parties agree to begin successor MOU negotiations one hundred fifty (150) to one hundred eighty (180) day prior to the expiration of the current MOU.

Article 37—Un zed Leave
An employee is deemed to have resigned from his/herposition ifthe employee is absent for three (3) or more consecutive scheduled work days/shifts without prior authorization and without notification during the period of the absence. The employee willbe given written notice, at the employee’s address of record, of the circumstances of the job abandonment, and given an opportunity to provide an explanation of his or her unauthorized absence. An employee who promptly responds to the City’swritten notice, within the timeframe set forth in the written notice, can arrange for an appointment with the Chiefof Police (or designee) before final action is taken, to explain the unauthorized absence and failure of timely notification. An employee separated for unauthorized leave orjob abandonment willbe reinstated upon proof CPOA 2026 MOU Page 22
Item #6.7.

gem em
(Siretary- éeasu
ofjustification for such absence, such as severe accident, severe illness, false arrest, or mental or physical impairment which prevented notification. No employee separated for unauthorized leave orjob abandonment has the right to a post-separation appeal.

Article 38 — FuIIUnderstanding. Modification and Waiver This agreement sets forth the full and entire understanding of the parties regarding the matters set forth herein, and any other prior or existing understanding or agreements by the parties, whetherformal or informal, regarding any such matters are hereby superseded orterminated in their entirety.

It is agreed and understood that each party hereto voluntarily and unqualifiedly waives its right to negotiate and agrees that the other party shall not be required to negotiate, with respect to any matter covered herein.

It is further agreed and understood that, except in cases of emergency, the City shall not implement any changes to any matterwithin scope, as defined by the Meyers-Milias-Brown Act, as amended, not covered herein without first having met and conferred with the Association to the extent required by law. For purposes ofthe Agreement, emergency means any sudden and unforeseeable incident or occurrence.

No agreement, alteration, understanding, variation, waiver, or modification of any of the terms or provisions contained herein shall in any manner be binding upon the parties hereto unless made and executed in writing by all parties hereto, and ifrequired, approved by the City, and ratified by the membership of the Association.

The waiver of any breach of and term or condition of this agreement by either party shall not constitute a precedent in the future enforcement of all its terms and provisions.

Executed this __3;’E°_day of _lC_> _, 2025.

CITYOF CALISTOGA CALISTOGAPOLICEOFFICERSASSOCIATION
City Manager President
CPOA 2026 MOU Page 23
Item #6.7.

1. APPENDIXA
Salary Schedule
Calistoga Police Officers Association (CPOA)
Monthly
The present approximate monthly pay rate for represented classifications are Monthly-3 Monthly-5
$8,356.85 $9,213.65
9,915.17 10,933.94
6,579.33 7,252.76
7,616.41 8,396.46
6,579.33 7,252.76
Effective the laterof the beginning of the first full pay period following the City Council’s adoption of the collective bargaining agreement or the beginning of the pay period which includes January 1, 2026, the base wages set forth in this Appendix A, paragraph 1, above, willbe increased by one percent (1%).

Effective the laterof the beginning of the first full pay period following the City Council’ s adoption of the collective bargaining agreement or the beginning of the pay period which includes January 1, 2026, the base wages set forth in this Appendix A, paragraph 2, above, will be increased by one percent (1%)for Police Officer, by one percent (1%) for Police Sergeant, and by three and thirty—five hundredths percent (3.35%) for Public Safety Dispatcher, with all remaining classification wages unchanged. ' Effective the laterof the beginning of the first full pay period following the City Council’ s adoption of the collective bargaining agreement or the beginning of the pay period which includesJuly 1, 2026, the base wages set forth in this Appendix A, paragraph 3, above, will be increased by three percent (3%) for PoliceOfficer, by three percent (3%) for Police Sergeant, with all remaining classification wages unchanged.

Effective the later of the beginning of the first full pay period following the City Council’ s adoption of the collective bargaining agreement or the beginning of the pay period which includesJanuary 1, 2027, the base wages set forth in this Appendix A, paragraph 4, above, willbe increased by one percent (1%).

Effective the laterof the beginning of the first full pay period following the City Council’ s adoption of the collective bargaining agreement or the beginning of the pay period which includes January 1, 2027, the base wages set forth in this Appendix A, paragraph 5, above, willbe increased by two percent (2%)for Police Officer, and by two percent (2%)for Police Sergeant, with allremaining classification wages unchanged.

Effective the later of the beginning of the first full pay period following the City Council’ s adoption of the collective bargaining agreement or the beginning of the pay period which includes July 1, 2027, the base wages set forth in this Appendix A, paragraph 6, Classification
Police Of?cer
Police Sergeant
Public Safety CommunityServices Of?cer
Public Safety Dispatch Supervisor
Public Safety Dispatcher
Monthly-1
$7,536.32
8,941.20
5,934.00
6,869.06
5,934.00
Monthly-2
$7,959.17
9,444.88
6,265.07
7,252.76
6,265.07
Monthly-4
$8,774.64
10,413.38
6,909.31
7,996.89
6,909.31
FLSA
Non-Exempt
Non-Exempt
Non—
Exempt
Non—Exempt
Non-Exempt
2026 Page 24
Item #6.7.

."-‘_'!' TW?.

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above, willbe increased by two and sixty-four hundredths percent (2.64%) for Police Officer and bythree and ninety hundredths percent (3.90%) for Police Sergeant, with al l remaining classification wages unchanged.

If multiple wage increases for any classification occur on the same date, then such increases are additive (e.g., 1% + 1%= 2%) and are not compounded. 2026 MOU Page 25
Item #6.7.

City of Calistoga

STAFF REPORT
To: Honorable Mayor and City Council
From: Rena Lariz, Human Resources Manager
Meeting: City Council - Dec 09 2025
Subject: Amend the Salary and Benefits Schedule – Management DESCRIPTION:

Consider adopting a Resolution
RECOMMENDATION:

Consider Adopting the Resolution
SUMMARY:

The City’s unrepresented management employees’ wages and benefits are provided through a Salary and Benefits Schedule. The City’s represented employees have collective bargaining agreement which expire December 31, 2025 and the City and each bargaining unit are negotiating the successor collective bargaining agreement.

Changes to the Salary and Benefits Schedule are:
 Updating the listing of covered positions by adding classifications the Council previously created.  Clarifying that both the payroll cycle and pay dates are biweekly, and updating the vacation and sick leave accrual schedules to reflect this same change from semi-monthly to biweekly payroll.  Increasing wages by 1% effective the beginning of the January 1, 2026 and January 1, 2027 pay periods and providing market adjustment wage increases over time.
 Amending, consistent with negotiations to the represented collective bargaining agreements, the longevity pay.
 Reinserting the Flexible Benefits Plan which was previously erroneously deleted.  Updated fire safety and police safety employee uniform language to meet CalPERS expectations  Removing outdated text and, if any, typographical errors.

FINANCIAL IMPACT:

Adoption of the updated Salary and Benefits – Management is projected to increase payroll costs by a total of $163,078 during the timeframe of January 1, 2026 through December 31, 2027 (the term as the City’s represented collective bargaining units). Of this total cost, $21,425 is during Fiscal Year 2025/26, $85,428 is during Fiscal Year 2026/27, and $56,226 is during Fiscal Year 2027/28.

Item #6.8.

CEQA STATUS:

Not Applicable
ATTACHMENT(S):

Unrepresented Mid-Management - Final
Mid-Management Resolution - 2025
APPROVAL(S):

Connie Cardenas, Admin. Services Director Approved - Nov 24 2025 Mitch Celaya, Interim City Manager Approved - Dec 02 2025 Yudiana Galvan, City of Calistoga | City Clerk Approved - Dec 03 2025 Item #6.8.

Salary and Benefits – Management
January 1, 2026
Table of Contents Page

1. Covered Positions..................................................................................................................2

2. Salaries..................................................................................................................................2

2.1 Salary Ranges ................................................................................................................................... 2

2.2 Pay Dates.......................................................................................................................................... 2

2.3 Pay for New or Rehired Employees.................................................................................................. 2

2.4 Pay Upon Promotion ........................................................................................................................ 3

2.5 Pay Upon Demotion ......................................................................................................................... 3

2.6 Pay Upon Reclassification................................................................................................................. 3

2.7 Merit Increases................................................................................................................................. 3

2.8 Service Longevity Pay ....................................................................................................................... 4

2.9 Working Out of Class........................................................................................................................ 4

3. Benefits.................................................................................................................................5

3.1 Medical Benefits............................................................................................................................... 5

3.2 Flexible Benefits Plan....................................................................................................................... 5

3.3 Share the Savings / Alternate Health Insurance............................................................................... 5

3.4 Supplemental Retiree Health Insurance Reimbursement................................................................ 5

3.5 Dental Insurance .............................................................................................................................. 7

3.6 Vision Insurance ............................................................................................................................... 7

3.7 Life Insurance ................................................................................................................................... 7

3.8 Disability Insurance .......................................................................................................................... 7

3.9 CalPERS Retirement.......................................................................................................................... 8

3.10 Deferred Compensation – 457 Plan ................................................................................................. 8

3.11 Deferred Compensation – 401(a) Plan ............................................................................................. 9

3.12 Social Security and Medicare ........................................................................................................... 9

3.13 Uniform Allowance........................................................................................................................... 9

4. Incentives and Differentials..................................................................................................11

4.1 Bilingual Pay ................................................................................................................................... 11

4.2 Technology Allowance.................................................................................................................... 11

4.3 Educational Reimbursement.......................................................................................................... 11

5. Vacation ..............................................................................................................................12

6. Sick Leave............................................................................................................................12

7. Management Administrative Leave ......................................................................................13

8. Bereavement Leave and Other Leaves..................................................................................14

8.1 Bereavement Leave........................................................................................................................ 14

8.2 Other Leaves .................................................................................................................................. 14 Item #6.8.

Salary and Benefits – Management Page 2

9. Holidays...............................................................................................................................14 Appendix A –Management Wage Scale .................................................................................16

1. Covered Positions
This Salary and Benefits Resolution for Management positions covers the following classifications:
• Associate Civil Engineer
• Building Official
• City Clerk
• Code Enforcement Officer
• Deputy City Clerk
• Deputy Finance Director
• Deputy Public Works Director
• Executive Assistant to the City Manager
• Human Resources/Finance Specialist
• Human Resources Manager
• Maintenance Superintendent
• Management Analyst I/II
• Police Lieutenant
• Principal Engineer
• Public Safety Communications Manager
• Recreation Manager
• Senior Civil Engineer
• Senior Planner
• Senior Planner/Assistant to the City Manager
• Utilities Systems Superintendent
Employees in a temporary position are excluded.

2. Salaries

2.1 Salary Ranges
Salary ranges and effective dates for Covered Positions are listed in Appendix A.

2.2 Pay Dates
Timesheets and paychecks will be on a biweekly basis. Employees will be paid on the Friday following the close of the pay period (i.e., first paycheck will be October 20, 2023 and then every two weeks thereafter).

2.3 Pay for New or Rehired Employees
An Appointing Authority may appoint a new employee in a Covered Position at any salary step within the employee’s classification; however, any placement above the second salary step requires the City Manager’s approval.

Item #6.8.

Salary and Benefits – Management Page 3

2.4 Pay Upon Promotion
An employee promoted to a Covered Position receives the closest salary step within the employee’s (new) classification which provides at least a five percent (5%) over his/her current (pre-promotion) classification but not exceeding the maximum amount of the promoted classification. The City Manager may, however, grant a promotion salary step that is greater than which is prescribed in this section.

2.5 Pay Upon Demotion
An employee demoted to a Covered Position having a salary range lower than the class or position from which he/she was demoted from shall receive the highest salary step in the new classification which provides a minimum five percent (5%) reduction, but not less than the minimum nor exceeding the maximum of the demoted classification.

2.6 Pay Upon Reclassification
A. If the position is reclassified to a classification with the same salary range, the salary and merit increase eligibility date will not change.

B. If the position is reclassified to a classification with a higher salary range, the reclassification will be considered to be a promotion.

C. If the position is reclassified to a classification with a lower salary range, the reclassification will be considered to be a demotion.

2.7 Merit Increases
A Covered Position shall be considered for a merit increases annually, to be effective, initially, effective the beginning of the pay period closest to the employee’s hire date, and then annually thereafter.

Advancement within the salary range is not automatic for merely completing a specific period of service, but rather based on merit as documented on a performance evaluation form, with said performance evaluation form in a manner prescribed by the City Manager. A merit increase is to the next higher step within the limits of the employee’s classification’s salary range.

A performance evaluation must be submitted within three (3) months following the employee’s last merit increase. If the performance evaluation is not submitted, then performance is deemed to be satisfactory, and the employee will receive a merit increase effective on the scheduled date.
[balance of this page is blank]
Item #6.8.

Salary and Benefits – Management Page 4

2.8 Service Longevity Pay
A. Effective the later of the beginning of the first full pay period following the City Council’s adoption of this Salary and Benefits schedule or the beginning of the pay period which includes January 1, 2026, Section 2.8, Longevity Pay, paragraph A is deleted in its entirety and the City will provide a full-time employee with specified years of continuous City employment with Longevity Pay based on the individual employee’s current Appendix A pay period wage step each pay period as follows:

Years of Continuous full-time City employment Longevity Pay Less than 5 years 0%
5 through 9 years 1.5%
10 through 14 years 1.5%
15 or more years 1.5%
B. Effective the later of the beginning of the first full pay period following the City Council’s adoption of this Salary and Benefits schedule or the beginning of the pay period which includes January 1, 2027, Section 2.8, Longevity Pay, paragraph B is deleted in its entirety and the City will provide a full-time employee with specified years of continuous City employment with Longevity Pay based on the individual employee’s current Appendix A pay period wage step each pay period as follows:

Years of Continuous full-time City employment Longevity Pay Less than 5 years 0%
5 through 9 years 1.5%
10 through 14 years 3%
15 or more years 3%
C. Effective the later of the beginning of the first full pay period following the City Council’s adoption of this Salary and Benefits schedule or the beginning of the pay period which includes December 31, 2027, Section 2.8, Longevity Pay, paragraph C is deleted in its entirety and the City will provide a full-time employee with specified years of continuous City employment with Longevity Pay based on the individual employee’s current Appendix A pay period wage step each pay period as follows:

Years of Continuous full-time City employment Longevity Pay Less than 5 years 0%
5 through 9 years 1.5%
10 through 14 years 3%
15 or more years 4.5%

2.9 Working Out of Class
An employee in a Covered Position working in an out-of-class assignment for more than three (3) consecutive days receives an increase of five percent (5%) within the employee’s current salary range or be placed on a new salary range that provides for a one-step adjustment.

Benefits of the higher classification are not available, and the employee will continue to receive the benefits of the employee’s assigned (i.e., not working out of class) classification.

Item #6.8.

Salary and Benefits – Management Page 5

3. Benefits

3.1 Medical Benefits
Employees in a Covered Position are members of the Public Employees Medical and Hospital Care Act (“PEMHCA” or “PERS Health”) insurance program. The City’s monthly contribution to provide health insurance benefits for the individual employee and the employee’s eligible dependents shall be the minimum payment required by the PEMHCA.

3.2 Flexible Benefits Plan
Employees in a Covered Position may participate in the flexible benefits plan. The City offers an Internal Revenue Code Section 125 Plan, which contains the components of premium conversion, health care reimbursement account, and dependent care reimbursement account.

A. The City’s contributes the below-listed amounts per month toward each employee’s Section 125 Plan components:

1. 100% of the Dental Plan monthly premium amount, less the 10% employee contribution, paid through a payroll deduction.

2. 100% of the Medical Plan monthly premium amount for any eligible PEMHA plan, less the minimum premium payment required by CalPERS (see Section 5, Medical Benefits) and less the 10% employee contribution, paid through a payroll deduction.

3. 100% of the Vision Plan monthly premium amount, less the 10% employee contribution amount, paid through a payroll deduction.

B. An employee may use any and all City contributions to the Section 125 Plan toward the cost of employer provided PEMHCA medical insurance and dental insurance for the employee and eligible dependents. An employee may not use funds for other reasons.

3.3 Share the Savings / Alternate Health Insurance
An employee in a Covered Position who waives health insurance because the employee demonstrates to the City that he/she has alternate health insurance coverage shall receive three hundred dollars ($300) per month. Annually, the employee who participates in this Share the Savings program will need to recertify eligibility by documenting to the City the employee’s alternate health insurance coverage. Effective with payments beginning in January 2023, the Share the Savings amount shall increase from three hundred dollars ($300) to four hundred dollars ($400) per month.

3.4 Supplemental Retiree Health Insurance Reimbursement A. Eligibility

1. The City offers a Supplemental Retiree Health Insurance Reimbursement for eligible unrepresented employees of:
• City Clerk
• Deputy City Clerk
• Maintenance Superintendent
• Utilities Systems Superintendent
• Police Lieutenant
Item #6.8.

Salary and Benefits – Management Page 6
• Deputy Public Works Director
• Principal Engineer
• Senior Civil Engineer
• Associate Civil Engineer

2. An eligible employee must have a minimum of ten (10) years of continuous service with the City and has been continuous employed since April 21, 2015 or earlier.

B. Benefit

1. The City’s reimbursement is calculated at the rate of three percent (3%) per City service years to a rate of three and one-half percent (3.5%) per City service years after twenty years of continuous City service.

Years of Continuous
Service with City
Total Percent of Combined
Required CalPERS Retiree
Contribution and City Supplemental
Reimbursement for Single Kaiser
Premium for 3% per year
Total Percent of Combined
Required CalPERS Retiree
Contribution and City Supplemental
Reimbursement for Single Kaiser
Premium for 3.5% per year
10 30.0%
11 33.0%
12 36.0%
13 39.0%
14 42.0%
15 45.0%
16 48.0%
17 51.0%
18 54.0%
19 57.0%
20 70.0%
21 73.5%
22 77.0%
23 80.5%
24 84.0%
25 87.5%
26 91.0%
27 94.5%
28 98.0%
29 100%
30 and greater 100%

2. Retirees must be eligible for CalPERS Retiree Medical Coverage and required City retiree premium payment. This means that the retiree must retiree from the City of Calistoga, be vested in CalPERS, and continue participation in CalPERS PEMHCA within one hundred twenty (120) days of retirement.

3. Supplemental Retiree Health Insurance Reimbursement amount based on difference of the required CalPERS Retiree premium payment as a percentage to the Kaiser single premium (of the plan offered within Napa County) and the percentage in the table above based on years of continuous City service at time of retirement.

In no event will the combined CalPERS premium payment and City Supplemental Reimbursement be greater than 100% of the Kaiser single premium (of the plan offered within Napa County).

4. Continuous City employment means from initial hire date to date of retirement. If the retiree left City employment and then returned, the subsequent date of hire will begin a new period of employment for the determination of continuous City Item #6.8.

Salary and Benefits – Management Page 7
employment. This would not include statutory leaves for military, industrial disability, extended sick of Family Medical.

5. Supplemental payments will continue as long as the retiree in participating in CalPERS PEMHCA to when eligible for Medicare coverage.

6. Eligibility for the Supplemental Retiree Health Insurance Reimbursement will be authorized by the City Manager upon notification that the retiree is continuing to participate in the CalPERS PEMHCA.

7. Supplemental Retiree Health Insurance Reimbursement will be made on a monthly basis, in arrears, as a direct deposit or check to the retiree based on information provided by CalPERS on retiree participation in CalPERS PEMHCA.

3.5 Dental Insurance
An employee in a Covered Position is eligible for dental insurance coverage for the employee and eligible dependents beginning the first of the monthly following appointment with the City.

3.6 Vision Insurance
An employee in a Covered Position is eligible for vision insurance coverage for the employee and eligible dependents beginning the first of the month following appointment with the City.

3.7 Life Insurance
An employee in a Covered Position is eligible for life/accidental death and dismemberment insurance coverage for the employee beginning the first of the month following appointment with the City. The City pays 100% of the monthly premium for the life insurance. The life insurance policy is valued at 1x the employee’s annual salary.

The City may offer supplemental life insurance policies, at the employee’s cost, for additional life insurance coverage for the employee and/or the employee’s eligible dependents.

3.8 Disability Insurance
An employee in a Covered Position is eligible for disability insurance for the employee beginning the first of the month following appointment with the City. The City pays 100% of the monthly premium for the disability insurance. The policy provides a benefit equal to 66-2/3% of the employee’s first $1,500 of salary, less deductible income, if the employee is unable to work due to injury/illness lasting seven (7) days or longer.
[balance of this page is blank]
Item #6.8.

Salary and Benefits – Management Page 8

3.9 CalPERS Retirement
A. Employees Hired Before May 1, 2012
For employees hired before May 1, 2012 only, the City shall provide employees with retirement coverage through the Public Employees’ Retirement System (PERS) including the following:
• Government Code §20965, Sick Leave Service Credit, and • Either:
o Government Code §21354.4 – 2.5% @ 55 formula for PERS “miscellaneous” members (i.e., non-safety employees), or
o Government Code §21354.3 – 3% @ 55 formula for PERS fire safety members, or
o Government Code §21354.3 – 3% @ 55 formula for PERS police safety members B. Employees Hired on or after May 1, 2012 and Before January 1, 2013, or Employees who qualify for PERS Reciprocity
For employees hired on or after May 1, 2012 and before January 1, 2013, as well as for employees who qualify for pension reciprocity pursuant to Government Code §7522.02(c) and any related reciprocity requirements established by PERS, the City shall provide retirement coverage of:
• Government Code §20965, Sick Leave Service Credit, and • Either:
o Government Code §21353 – 2% @ 60 formula for PERS “miscellaneous” members (i.e., non-safety employees),or
o Government Code §21369 – 2% @ 55 formula for PERS fire safety members, or o Government Code §21369 – 2% @ 55 formula for PERS police safety members C. Employees Hired on or After January 1, 2013
For employees hired on or after January 1, 2013 who do not qualify for pension reciprocity pursuant to Government Code §7522.02(c) and any related reciprocity requirements established by PERS, the City shall provide retirement coverage of:
• Government Code §20965, Sick Leave Service Credit, and • Either:
o Government Code §7522.20 – 2% @ 62 formula for PERS “miscellaneous” members (i.e., non-safety employees), or
o Government Code §755.25 – 2% @ 57 formula for PERS fire safety members, or o Government Code §755.25 – 2% @ 57 formula for PERS police safety members D. Employee Contributions
All employees shall pay the full employee’s share of PERS employee contribution as determined by PERS; the City shall not pick up any portion of the required employee contribution.

3.10 Deferred Compensation – 457 Plan
An employee in a Covered Position may make a voluntary payroll deduction into the Internal Revenue Code 457 deferred compensation plan, subject to the contribution limits established by the Internal Revenue Service.

Item #6.8.

Salary and Benefits – Management Page 9

3.11 Deferred Compensation – 401(a) Plan
A fire safety employee and a police safety employee in a Covered Position who is either a) a PEPRA tier participant in the City’s CalPERS Retirement Plan or b) a Class Tier II participant in the City’s CalPERS Retirement Plan receives a five percent (5%) of pre-tax base salary contribution to the Calistoga 401(a) Monney Purchase Plan account, up to the annual limit under IRC §415(c), which is equal to the lesser of (i) one hundred percent (100%) of each said PEPRA employee’s IRC 415 compensation or (ii) the dollar limit in effect for the year.

These contribution limits are inclusive of the contributions of City, which also includes any other 401(a) accounts said PEPRA employees hold with the City or any other entities related to the City that meets the controlled group rules under IRC §414(b), the common control rules under IRC §414(c), or the affiliated service group rules under IRC §414(m) as set forth in the Internal Revenue Code.

Because the City’s contribution is derived from base salary, the City’s dollar contribution 401(a) Money Purchase Plan account shall increase with any increase to the employee’s base salary, subject to the contribution limits set forth above.

In no event will the City contribution exceed five percent (5%) of the employee’s pre-tax base salary.

No employee contribution is permitted to the employee’s Calistoga 401(a) Money Purchase Plan account.

3.12 Social Security and Medicare
Each employee in a Covered Position has coverage under Federal Social Security in accordance with the provisions of law. The system requires contributions by both the employee and City in accordance with schedules provided by the federal government.

Each employee in a Covered Position has coverage under Medicare in accordance with the provisions of law. The system requires contributions by both the employee and City in accordance with schedules provided by the federal government.

3.13 Uniform Allowance
A. Fire Safety Management

1. The CITY shall provide, with prior City Manager concurrence, and maintain all uniforms prescribed by law or specified by the Fire Chief, for the performance of the services, functions, and duties assigned on an annual basis.
[continued on next page]
Item #6.8.

Salary and Benefits – Management Page 10

2. All full-time fire safety management employees shall be issued, at the City’s expense, with prior City Manager concurrence, the following items 5 fire retardant shirts/tops and applicable accessories 5 pairs of fire retardant pants
1 basket weave belt
1 duty jacket including applicable patches
1 pair 8” black leather safety boots
1 Fire Department issued badge
1 name tag
1 set workout attire (Logo T-shirt and Shorts)

3. The City shall provide, with prior City Manager concurrence, all personal protective equipment (P.P.E.) as required by C.C.R. regulations. This includes all equipment specific to wild land firefighting, structural firefighting and EMS responses.

4. The City will establish accounts at local cleaners and uniform supply stores for Fire Employees. The City will bear all costs of cleaning uniforms. The City will bear all reasonable repair and replacement costs of uniforms subject to authorization by the Fire Chief and with prior City Manager concurrence.

B. Police Safety Management

1. Uniform and Equipment Issuance:

At initial full-time employment employees in recognized classifications shall be issued, at the CITY's expense, with prior City Manager concurrence, the following items:
3 shirts with patches
3 trousers/skirts
1 tie
1 tie bar
1 pair uniform shoes
1 belt, trouser type
The City, with prior City Manager concurrence, will pay each year a stipend for cleaning and purchase (replacement) of the uniform and equipment items listed above to employees in each of the listed positions by the first pay period in July, as follows: sworn peace officers: one thousand dollars ($1,000). However, new employees shall only receive the July stipend on a pro rata basis from the date of hire to the end of the fiscal year.

Subsequently, they are entitled to the same stipend on a full annual basis as other employees.

The City shall report the value of uniform cleaning and replacement per CalPERS regulations for those individual employees to be considered to be CalPERS “Classic” retirement members.

Item #6.8.

Salary and Benefits – Management Page 11

2. All full-time sworn peace officers shall be issued, at CITY’s expense, the following:
2” police utility belt
4 Keeper straps
Baton
Baton holder
2 Handcuffs with case
Duty handgun with holster
Magazine holder
Rain/Cold weather jacket1
Full face chemical agent respirator (within 6 months of hire) Ballistic helmet (within 6 months of hire)
Custom fitted ballistic panels (employee may choose either an external or internal carrier, or at the City’s discretion an external carrier purchase which also includes an internal carrier) *
* will be considered having a service life of five (5) years, or less if designated by the manufacturer.

4. Incentives and Differentials

4.1 Bilingual Pay
Each employee in a Covered Position who qualified shall receive five percent (5%) of base salary as bilingual differential at the discretion of the City Manager. Generally, bilingual skills should be relevant to the provision of City services in the City of Calistoga. An employee shall be deemed qualified who is determined by the City to be fluent in an appropriate language as determined by the City Manager.

4.2 Technology Allowance
Each employee in a Covered Position receives one hundred dollars ($100) per month technology allowance for use of the employee’s personal internet, laptop and cellphone services to conduct City business.

4.3 Educational Reimbursement
An employee in a Covered Position is eligible to receive up to one thousand dollars ($1,000) per fiscal year for reimbursement of expenditures on tuition, books, travel and any other costs associated with the employee’s successful completion of any professional or educational program approved by the City Manager. This benefit is funded at the maximum “pooled” total of five thousand dollars ($5,000) per fiscal year and is available beyond employees in a Covered Position (see other employees’ collective bargaining agreements and/or other salary/benefit documents for other employees’ eligibility for pooled dollars) on a first-come, first-served basis.

Once the total annual benefit amount is reached, the benefit is no longer available to any employee until the next fiscal year.
1 The parties believe this is not a pensionable item; in the event, however, CalPERS decides otherwise, the parties will meet and confer on the reportable value based on cost and expected service life of the item.

Item #6.8.

Salary and Benefits – Management Page 12

5. Vacation
A. The City believes that its employees and the City benefit when employees have scheduled time away from work for relaxation and recreation. In order to provide for such absence without concern for continuation of pay, the City has adopted the following paid vacation leave plan for employees in Covered Position:

Continuous
Employment
Earned Per Pay Period Approx. Annual Hours Maximum Accrued Hours
Year 1 – Year 3 3.077 Hours 80 hours 240 Hours
Beginning Year 4 – 6 4.615 Hours 120 Hours 360 Hours
Year 7 and Thereafter 6.154 Hours 160 Hours 480 Hours
The City Manager may place an employee in a Covered Position on the vacation accrual schedule based on the employee’s total years of public service experience.

An employee shall not accrue vacation once the accrued vacation hours have been reached (i.e., three times the annual accrual rate). An employee who had exceed the maximum begins to accrue vacation when the employee’s balance is reduced below his/her maximum.

Vacation leave shall be taken with the employee’s Appointing Authority’s approval.

Vacation shall not include any official City holidays when occurring during the scheduled vacation period.

Upon employment separation from the City, an employee receives pay for his/her current vacation leave balance at the employee’s equivalent hour rate of base pay.

B. Prior to the beginning of next calendar year, an employee wishing to cash out up to eighty (80) hours of vacation accruals may make such a request before the end of the current calendar year. The election is irrevocable. Payment will be made upon the employee’s request, before December 31 of the next calendar year, but no sooner than at the time the employee has accrued the number of vacation hours requested to be cashed out.

6. Sick Leave
A. The City provides a sick leave program for the purpose of minimizing the economic hardships that may result from unexpected personal or dependent illness or injury. It is not intended for incidents of minor discomfort.

B. Accrual. Sick leave shall be accrued at the rate of 3.69 hours for each pay period of service (which approximates 96 hours per calendar year).

C. Use. Sick leave may be used for personal illness or injury, emergency, or routine medical or dental appointments, and for reasonable travel time to and from health care facilities.

D. Family Care. Up to twenty-four (24) hours of sick leave may be used per calendar year to care for members of the Employee’s immediate family who are ill or injured. Immediate family means: parent, step-parent, and any other family member living in the same household as the Employee.

Item #6.8.

Salary and Benefits – Management Page 13
E. Personal Leave. Employees have the option of taking a maximum of up to three (3) days sick leave each year as personal leave days. An Employee may take personal leave if the Employee has a current sick leave balance that is at least equal to the number of personal leave days the Employee opts to take. Employees are required to obtain approval from the City Manager prior to taking personal leave.

F. Buy-Out. On completion of the fifth (5th) year of service, based on the anniversary date of initial hire, City may purchase from each Employee covered hereunder all but fifteen (15) of the accumulated sick leave days for non-safety Employees and twenty (20) of the accumulated sick leave days for safety Employees, at the rate of twenty-five percent (25%) of the covered Employee’s then existing wage. At each Employees’ option, said buy-out may occur earlier than set forth hereinabove, so long as the buy-out occurs on or about the anniversary date of initial hire and there remains a minimum sick leave bank of fifteen (15) accumulated days. Employees who are absent without pay for any reason for more than ten (10) working days during a calendar month shall not accumulate sick leave for that month. If an Employee’s employment is terminated for any reason, there will be deducted from the final check the amount of sick leave taken during employment with City in excess of the amount accrued.

7. Management Administrative Leave
A. In recognition that their responsibilities occasionally require work in excess of the normal forty (40) hour work week, FLSA-exempt employees receive an Administrative Leave benefit.

This is in lieu of any payment or compensatory time off for work performed in excess of forty (40) hours per week.

B. Eighty (80) hours of Administrative Leave shall be granted annually to an employee in a Covered Position effective January 1 of each calendar year.

A new employee receives a pro-rata lump sum number of Administrative Leave hours based on the number of full pay periods remaining in the calendar year.

An employee who works less than full-time receives Administrative Leave on a pro rata basis.

An employee who promotes into a Covered Position and has unused accrued compensatory time off will be paid off for all accrued compensatory time off (CTO) hours based on the equivalent hourly rate of pay of the classification last held. A management employee who receives Administrative Leave and who is promoted into a Covered Position receives the full calendar year allotment of Management Administrative Leave less the non-Management Administrative Leave the employee already received for that calendar year.

C. Subject to advance approval by the employee’s Appointing Authority, Administrative Leave may be taken at any time during the calendar year and must be taken within the calendar year in which it is given.

D. No employee shall carry over Administrative Leave from one calendar year to another.

E. There is no cash out of Administrative Leave.

Item #6.8.

Salary and Benefits – Management Page 14

8. Bereavement Leave and Other Leaves

8.1 Bereavement Leave
Employees may have five (5) work days leave of absence for each death in their immediate family for the purpose of bereavement and for the arranging of, and attendance at, the funeral.

Immediate family means:
• Father • Spouse
• Mother • Domestic Partner
• Father in-law • Child
• Mother in-law • Employee is a parent in a child
rearing relationship
• Stepparent where there is a child
rearing relationship
• Stepchild where there is a child
rearing relationship
• Grandparent • Grandchild
• Brother
• Sister
• Brother in-law
• Sister in-law
If an Employee must attend a funeral more than five hundred (500) miles from the City, or if the death is to a member of the Employee’s extended family, then the Employee has the option to use up to three (3) days of sick leave from his/her current sick leave balance in addition to any leave provided above.

The Employee may be required to submit proof of the relative’s death before final approval of leave with pay is granted.

8.2 Other Leaves
Consult the City’s Personnel Rules for leaves that apply to employees in Covered Positions:
• Jury Duty
• Witness Duty
• Maternity Leave
• Unpaid Leave of Absence
• Military Leave
• Medical Leave – Non-Occupational
• Medical Leave – Work-Related
• Time Off to Vote

9. Holidays
A. The City recognizes the following days as official City holidays and employees in a Covered Position normally scheduled to work on these days will be given the day off with pay:
• New Year’s Day January 1
• Martin Luther King Jr. Birthday 3rd Monday in January • Presidents’ Day 3rd Monday in February
• Memorial Day Last Monday in May
• Juneteenth June 19
Item #6.8.

Salary and Benefits – Management Page 15
• Independence Day July 4
• Labor Day 1st Monday in September
• Veterans’ Day November 11
• Thanksgiving Day 4th Thursday in November
• Day after Thanksgiving
• Christmas Eve December 24
• Christmas Day December 25
B. If one of the holidays listed above falls on a Sunday, then it shall be observed on the following Monday. If one of the holidays listed above falls on a Saturday, then it shall be observed on the previous Friday.

C. When a day is proclaimed by the Mayor of the City for a day of mourning, or holiday, then each employee in a Covered Position is granted time off with pay from his/her scheduled hours.

D. An employee in a Covered Position receives two (2) floating holidays (total 16 hours) per calendar year, which may be taken at a time mutually agreeable to the employee and the City Manager. Unused floating holiday time is not carried over into the following calendar year. Employees hired between May 1 and August 31 are credited with twelve (12) hours of floating holiday time for that calendar year, and employees hired between September 1 and December 31 are credited with eight (8) hours of floating holiday. Unused floating holiday hours have no cash value upon an employee’s separation from City employment.

Item #6.8.

Salary and Benefits – Management Page 16
Appendix A
Management Wage Scale

1. The present monthly pay rate for classifications are:

Classification Monthly-1 Monthly-2 Monthly-3 Monthly-4 Monthly-5 FLSA Associate Civil Engineer $9,186.33 $9,645.70 $10,127.35 $10,634.46 $11,165.97 Exempt Building Official 10,634.4+6 11,165.97 11,725.07 12,310.68 12,926.01 Exempt City Clerk 9,887.59 10,380.91 10,900.75 11,446.05 12,016.81 Exempt Code Enforcement Officer 6,855.54 7,199.27 7,559.97 7,934.47 8,333.37 Non-Exempt Deputy City Clerk 7,935.53 8,332.31 8,749.24 9,186.33 9,645.70 Exempt Deputy Finance Director 11,843.10 12,435.25 13,057.01 13,709.87 14,395.35 Exempt Deputy Public Works Director 11,725.07 12,310.68 12,926.01 13,572.09 14,251.07 Exempt Executive Assistant to the City Manager 6,070.47 6,371.77 6,692.16 7,026.34 7,377.50 Non-Exempt Human Resources/Finance Specialist 7,559.97 7,934.47 8,330.1 8,747.12 9,187.39 Non-Exempt Human Resources Manager 10,126.93 10,633.28 11,164.93 11,723.18 12,309.33 Exempt Maintenance Superintendent 9,848.33 10,340.59 10,857.25 11,400.43 11,970.13 Exempt Management Analyst I 7,746.69 8,133.92 8,541.31 8,966.73 9,415.49 Exempt Management Analyst II 8,966.73 9,415.49 9,887.59 10,380.91 10,900.75 Exempt Police Lieutenant 12,310.68 12,926.01 13,572.09 14,251.07 14,962.93 Exempt Principal Engineer 10,692.93 11,227.58 11,788.96 12,378.41 12,997.33 Exempt Public Safety Communications Manager 8,308.09 8,755.72 9,203.36 9,651.00 10,098.64 Exempt Recreation Manager 10,126.93 10,633.28 11,164.93 11,723.18 12,309.33 Exempt Senior Civil Engineer 10,380.91 10,899.95 11,446.05 12,016.81 12,618.34 Exempt Senior Planner 9,645.70 10,127.35 10,634.46 11,165.97 11,725.07 Exempt Senior Planner/Assistant to the City Manager 10,634.46 11,165.97 11,725.07 12,310.68 12,926.01 Exempt Utilities Systems Superintendent 11,022.75 11,573.36 12,152.61 12,759.44 13,398.11 Exempt

2. Effective the later of the beginning of the first full pay period following the City Council’s adoption of this Salary and Benefits schedule or the beginning of the pay period which includes January 1, 2026, the base wages set forth in this Appendix A, paragraph 1, above, will be increased by one percent (1%).

3. Effective the later of the beginning of the first full pay period following the City Council’s adoption of the collective bargaining agreement or the beginning of the pay period which includes January 1, 2026, the base wages set forth in this Appendix A, paragraph 2, above, will be increased by one percent (1%) for Deputy Finance Director, one percent (1%) for Deputy Public Works Director, one percent (1%) for Human Resources/Finance Specialist, one percent (1%) for Human Resources Manager, one percent (1%) for Maintenance Superintendent, and one percent (1%) for Principal Engineer, with all remaining classification wages unchanged.

4. Effective the later of the beginning of the first full pay period following the City Council’s adoption of the collective bargaining agreement or the beginning of the pay period which includes July 1, 2026, the base wages set forth in this Appendix A, paragraph 3, above, will be increased by two percent (2%) for Item #6.8.

Salary and Benefits – Management Page 17
Deputy Finance Director, two percent (2%) for Deputy Public Works Director, two percent (2%) for Human Resources/Finance Specialist, two percent (2%) for Human Resources Manager, two percent (2%) for Maintenance Superintendent, and two percent (2%) for Principal Engineer, with all remaining classification wages unchanged.

5. Effective the later of the beginning of the first full pay period following the City Council’s adoption of this Salary and Benefits schedule or the beginning of the pay period which includes January 1, 2027, the base wages set forth in this Appendix A, paragraph 4, above, will be increased by one percent (1%).

6. Effective the later of the beginning of the first pay period following the City Council’s adoption of this Salary and Benefits schedule or the beginning of the pay period which includes January 1, 2027, the base wages set forth in this Appendix A, paragraph 5, above, will be increased by seventy-three hundredths of one percent (0.73%) for Deputy Finance Director, two percent (2%) for Deputy Public Works Director, thirty-eight hundredths of one percent (0.38%) for Human Resources/Finance Specialist, two percent (2%) for Human Resources Manager, two percent (2%) for Maintenance Superintendent, and one and sixty-six hundredths percent (1.66%) for Principal Engineer, with all remaining classification wages unchanged.

7. Effective the later of the beginning of the first pay period following the City Council adoption of this Salary and Benefits schedule or the beginning of the pay period which includes January 1, 2027, the base wages set forth in this Appendix A, paragraph 6, above, will be increased by eighty-six hundredths of one percent (0.86%) for Deputy Public Works Director, by seventy-five hundredths of one percent (0.75%) for Human Resources Manager, and by twenty-four hundredths of one percent (0.24%) for Maintenance Superintendent, with all remaining classification wages unchanged.

8. If multiple wage increases for any classification occur on the same date, then such increases are additive (e.g., 1% + 1% = 2%) and are not compounded.

9. The hourly rate is calculated by multiplying the monthly pay rate by twelve (12) months and dividing that value by two thousand eighty (2,080) hours.

Item #6.8.

RESOLUTION NO. 2025-_____

RESOLUTION OF THE CITY COUNCIL, OF THE CITY OF CALISTOGA, COUNTY OF NAPA, STATE OF CALIFORNIA AMENDING THE SALARY AND BENEFITS SCHEDULE – UNREPRESENTED MANAGEMENT

EMPLOYEES
WHEREAS, the collective bargaining agreements between the City of Calistoga (City) and its represented employees expire on December 31, 2025; and
WHEREAS, the City finds it desirable to provide unrepresented management employees with changes similar to those negotiated or in negotiations with the City’s represented employees.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Calistoga hereby approves the amended Salary and Benefits – Management schedule, and authorizes the City Manager with City Attorney concurrence to make any technical corrections.

PASSED, APPROVED AND ADOPTED this 9th day of December 2025. I, YUDIANA GALVAN, CITY CLERK OF THE CITY OF CALISTOGA, HEREBY CERTIFY the foregoing resolution was introduced and passed at a regular meeting of the Calistoga City Council by the following roll call vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

ATTEST: APPROVED:
_________________________ _________________________
Yudiana Galvan, City Clerk Donald Williams, Mayor
Item #6.8.

City of Calistoga

STAFF REPORT
To: Honorable Mayor and City Council
From: Derek Rayner, Public Works Director/City Engineer Meeting: City Council - Dec 09 2025
Subject: Conn Creek Waterline Project, Amendment No.1 Consor North America Inc.

DESCRIPTION:

Consideration of a Resolution approving Amendment No. 1 to the Design Professional Services Agreement (PSA) No. 1031 with Consor North America Inc. to provide additional design services for the Conn Creek Bridge Water Pipe Crossing Project, Phase II in an amount not to exceed $38,516.

RECOMMENDATION:

Consider Adopting the Resolution
SUMMARY:

The Conn Creek Waterline Replacement Project originates from a mandate by the California Department of Fish and Wildlife requiring the City of Calistoga to remove a concrete fish barrier across the bottom of Conn Creek. This barrier was constructed as a protective concrete cap over the City’s North Bay Aqueduct (NBA) water supply pipeline where it crosses the bottom of Conn Creek near the Silverado Trail/Highway 128 intersection.

To comply with this mandate, City staff applied for FEMA Hazard Mitigation Grant Program (HMGP) funding in June 2018. The project includes replacing approximately 2,400 linear feet of the existing 12-inch NBA waterline, installed in 1984, with a new 16-inch pipeline. The new line will extend from the City of Napa meter connection to approximately 350 feet up-valley of the new Caltrans Conn Creek Bridge. During design of the recently replaced bridge, City staff coordinated with Caltrans to ensure the structure could accommodate a future waterline hung off the new structure, thereby allowing removal of the existing pipeline and concrete cap and eliminating the fish barrier.

Project History
 June 2018 – Staff submitted HMGP funding application.  February 7, 2020 – FEMA approved Phase I HMGP funding in the amount of $254,438.  August 4, 2020 – City Council awarded 60% design services to Murraysmith (Resolution No. 2020-065). Following the 60% design submittal on September 10, 2021, Murraysmith was acquired by Consor North America, Inc.
 September 1, 2024 – FEMA approved Phase II HMGP funding in the amount of $1,396,175.  Staff subsequently confirmed with FEMA/CalOES and the City Attorney that Consor could continue work under Phase II in compliance with procurement requirements.  March 18, 2025 – City Council awarded Professional Services Agreement (PSA) No. 1031 to Consor North America, Inc. in the amount of $150,997 to complete final design and permitting.

Item #6.9.