4. Confidential Exhibits — Chino City Council, November 18, 2025

MEMORANDUM OF UNDERSTANDING (MOU)

BETWEEN
July 1, 2025 to June 30, 2027

THE CITY OF CHINO, CALIFORNIA
AND

THE CHINO CITY HALL CONFIDENTIAL EMPLOYEE

ASSOCIATION
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h'JIw-

MEMORANDUMOFUNDERSTANDING

BETWEENREPRESENTATIVESOFTHECITYOFCHINO,CALIFORNIA,

ANDTHECHINOCITYHALLCONFIDENTIALEMPLOYEEASSOCIATION
(ARECOGNIZEDEMPLOYEEASSOCIATION)
Table0fContents
ACTINGPAY.....................................................................................................................

ADDITIONALDUTYPAY................................................................................................

ASSOCIATIONMATTERS...............................................................................................

ASSOCIATIONREPRESENTATION~REQUESTFORDECERTIFICATION............

BENEFITBANK.................................................................................................................

BEREAVEMENTLEAVE..................................................................................................

BILINGUALPAY...............................................................................................................

COMPENSATORYTIME..................................................................................................

COMPUTERLOANPROGRAM.......................................................................................

COSTOFLIVINGADJUSTMENT...................................................................................

DEATHBENEFIT...............................................................................................................

DEFERREDCOMPENSATIONPLAN.............................................................................

DIRECTDEPOSIT............................................................................................................IO DISABILITY.....................................................................................................................10 DISCIPLINARYAPPEALPROCEDURE.......................................................................IO FLEXIBLEBENEFITSSPENDINGPLAN.....................................................................10 FLOATINGHOLIDAYTIME..........................................................................................IO HOLIDAYS.......................................................................................................................IO HOLIDAYCLOSURE......................................................................................................I JOINT-LABORMANAGEMENTCOMMITTEE...........................................................lI JURYDUTY.....................................................................................................................12 LIFEINSURANCE...........................................................................................................12 LONGEVITYPAY...........................................................................................................12 MANAGEMENTRIGHTS...............................................................................................12 MILEAGEREIMBURSEMENT......................................................................................13 NOTARYPAY..................................................................................................................13 OVERTIME.......................................................................................................................H RECRUITMENTTNCENTIVE.........................................................................................14 REGULARRATEOFPAY 14
MEMORANDUM OF UNDERSTANDINGBETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,AND THE CHINO CITY HALL CONFIDENTIAL EMPLOYEE ASSOCIATION(A RECOGNIZED EMPLOYEE ASSOCIATION)Table of Contents1. ACTING PAY ......................................................................................................................... 42. ADDITIONAL DUTY PAY ................................................................................................... 43. ASSOCIATION MATTERS .................................................................................................. 44. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATION ............ 45. BENEFIT BANK..................................................................................................................... 56. BEREAVEMENT LEAVE ..................................................................................................... 67. BILINGUAL PAY................................................................................................................... 68. COMPENSATORY TIME ..................................................................................................... 69. COMPUTER LOAN PROGRAM.......................................................................................... 710. COST OF LIVING ADJUSTMENT...................................................................................... 711. DEATH BENEFIT................................................................................................................... 712. DEFERRED COMPENSATION PLAN................................................................................ 813. DIRECT DEPOSIT................................................................................................................ 1014. DISABILITY ......................................................................................................................... 1015. DISCIPLINARY APPEAL PROCEDURE ......................................................................... 1016. FLEXIBLE BENEFITS SPENDING PLAN ....................................................................... 1017. FLOATING HOLIDAY TIME............................................................................................. 1018. HOLIDAYS ........................................................................................................................... 1019. HOLIDAY CLOSURE.......................................................................................................... 1120. JOINT-LABOR MANAGEMENT COMMITTEE............................................................. 1 121. JURY DUTY ......................................................................................................................... 1222. LIFE INSURANCE ............................................................................................................... 1223. LONGEVITY PAY ............................................................................................................... 1224. MANAGEMENT RIGHTS .................................................................................................. 1225. MILEAGE REIMBURSEMENT ......................................................................................... 1 326. NOTARY PAY ...................................................................................................................... 1327. OVERTIME ........................................................................................................................... 1428. RECRUITMENT INCENTIVE ............................................................................................ 1429. REGULAR RATE OF PAY ................................................................................................. 14 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
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REHIREPOLICY..............................................................................................................

RESPONSETODOCUMENTSPLACEDINEMPLOYEEPERSONNELFILE
RETIREMENT..................................................................................................................

SALARYADJUSTMENTS(Overpayments,Recovery,andUnderpayments) SCHEDULE.......................................................................................................................

SEPARATIONFROMCITY
SICKLEAVE....................................................................................................................

SICKLEAVEHIRINGINCENTIVE
SICKLEAVEBUY—BACK..............................................................................................

SICKLEAVECONVERSIONTOPERSONALLEAVE...............................................

SICKLEAVEPROGRAM................................................................................................

TUITIONADVANCEPROGRAM
TUITIONREIMBURSEMENT—ENHANCEDPROGRAM
VACATIONLEAVE.........................................................................................................

VACTIONLEAVEBUYBACK......................................................................................

VACATIONLEAVECONVERSION
WORKERS’COMPENSATIONPROGRAM.................................................................

WORKERS’COMPENSATIONPREMIUMPAYMENT 21
SAVINGSCLAUSE..........................................................................................................21 MAINTENANCEOFEXISTINGBENEFITS 21.................................................................

IMPLEMENTATION........................................................................................................21

TERMOFAGREEMENT
Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 202730. REHIRE POLICY.................................................................................................................. 1431 . RESPONSE TO DOCUMENTS PLACED IN EMPLOYEE PERSONNEL FILE.......... 1 532. RETIREMENT ...................................................................................................................... 1533. SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments)................ 1634. SCHEDULE ........................................................................................................................... 1635. SEPARATION FROM CITY ............................................................................................... 1636. SICK LEAVE ........................................................................................................................ 1737. SICK LEAVE HIRING INCENTIVE.................................................................................. 1 738. SICK LEAVE BUY-BACK ................................................................................................. 1739. SICK LEAVE CONVERSION TO PERSONAL LEAVE ................................................ 1 840. SICK LEAVE PROGRAM................................................................................................... 1 841. TUITIONADVANCE PROGRAM...................................................................................... 1842. TUITION REIMBURSEMENT - ENHANCED PROGRAM .......................................... 1943. VACATION LEAVE............................................................................................................. 2044. VACTION LEAVE BUY BACK......................................................................................... 2045. VACATION LEAVE CONVERSION................................................................................. 2046. WORKERS’ COMPENSATION PROGRAM ................................................................... 2047. WORKERS’ COMPENSATION PREMIUM PAYMENT ............................................... 2148. SAVINGS CLAUSE.............................................................................................................. 2149. MAINTENANCE OF EXISTING BENEFITS................................................................... 2 150. IMPLEMENTATION............................................................................................................ 2151. TERM OF AGREEMENT .................................................................................................... 21 2 Memorandum0fUnderstanding
CONFIDENTIALJuly1,2025AJune30d2027

MEMORANDUMOFUNDERSTANDING

BETWEENREPRESENTATIVESOFTHECITYOFCHINO,CALIFORNIA,

ANDTHECHINOCITYHALLCONFIDENTIALEMPLOYEEASSOCIATION
(ARECOGNIZEDEMPLOYEEASSOCIATION)
ThisMemorandumofUnderstanding(MOU)isenteredintowithreferencestothefollowingfacts:

A.TheChinoCityHallCONFIDENTIALEmployeeAssociation.hereinafterreferredtoasthe“CONFIDENTIAL,”istherecognizedemployeeorganizationforallregular,full-time CONFIDENTIAL,non—managementemployeeswithinCityHallintheCityofChino, hereinafterreferredtoasthe“City,”whoareassignedtotheCityManager’sOffice,Human Resources/RiskManagementDepartment,FinanceDepartment/PayrollDivision, AdministrativeSecretariesreportingtoaDepartmentDirectorandallManagementAssistants assignedtoFinance,CommunityServices,Parks& RecreationandtheAdministration Departments.ThepositionsintheCONFIDENTIALAssociationaredesignatedassuchinthe City’sClassificationandCompensationSchedule—Non—ManagementPositions.

AdministrativeAssistant
CityClerkRecordsTechnician
CommunityLiaison
DeputyCityClerk
ExecutiveAssistant
ExecutiveAssistanttotheCityCouncil
HumanResourcesSpecialistI/II
InformationTechnologySpecialistI/II
ManagementAssistant
PayrollTechnician
IntheinterestofmaintainingharmoniousrelationsbetweentheCityandthe CONFIDENTIAL,authorizedrepresentativesoftheCityandCONFIDENTIALhavemetand conferredingoodfaith,exchangingvariousproposalsconcerningwages,hours,andother termsandconditionsofemploymentoftheemployeeswhicharewithinthescopeoflawfor representedemployeesinCONFIDENTIAL.

TheauthorizedrepresentativesoftheCityandCONFIDENTIALhavereachedmutual agreementonwages,hoursandothertemisandconditionsofemploymentfortheseemployees.

THEREFORE,theCityandCONFIDENTIALagreethatwages,hours,andtermsandconditions ofemploymentwillbeappliedasfollowsfortheperiodofJulyl,2025,throughandincluding June30.2027.(Note:TheprovisionsofthisMemorandumofUnderstandingapplyonlytothose individualswhoareemployedwiththeCityofChinoonthedayfollowingtheadoptionofaformal resolutionbyCityCouncilapprovingthisMOU).

Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027MEMORANDUM OF UNDERSTANDINGBETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,AND THE CHINO CITY HALL CONFIDENTIAL EMPLOYEE ASSOCIATION(A RECOGNIZED EMPLOYEE ASSOCIATION)This Memorandum of Understanding (MOU) is entered into with references to the following facts:A. The Chino City Hall CONFIDENTIAL Employee Association, hereinafter referred to as the“CONFIDENTIAL,” is the recognized employee organization for all regular, full-timeCONFIDENTIAL, non-management employees within City Hall in the City of Chino,hereinafter referred to as the “City,” who are assigned to the City Manager’s Office, HumanResourccs/Risk Management Department, Finance Department/Payroll Division,Administrative Secretaries reporting to a Department Director and all Management Assistantsassigned to Finance, Community Services, Parks & Recreation and the AdministrationDepartments. The positions in the CONFIDENTIAL Association are designated as such in theCity’s Classification and Compensation Schedule - Non-Management Positions.Administrative AssistantCity Clerk Records TechnicianCommunity LiaisonDeputy City ClerkExecutive AssistantExecutive Assistant to the City CouncilHuman Resources Specialist I/IIInformation Technology Specialist I/IIManagement AssistantPayroll TechnicianB. In the interest of maintaining harmonious relations between the City and theCONFIDENTIAL, authorized representatives of the City and CONFIDENTIAL have met andconferred in good faith, exchanging various proposals concerning wages, hours, and otherterms and conditions of employment of the employees which are within the scope of law forrepresented employees in CONFIDENTIAL.C. The authorized representatives of the City and CONFIDENTIAL have reached mutualagreement on wages, hours and other terms and conditions of employment for these employees.THEREFORE, the City and CONFIDENTIAL agree that wages, hours, and terms and conditionsof employment will be applied as follows for the period of July I, 2025, through and includingJune 30, 2027. (Note: The provisions of this Memorandum of Understanding apply only to thoseindividuals who are employed with the City of Chino on the day following the adoption of a formalresolution by City Council approving this MOU).3 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027

1.ACTINGPAY
TheCitywillgrantActingPayafteranemployeehasworkedinahigherclassificationfortwenty (20)consecutiveworkdaysorfortwenty(20)non—consecutiveworkdaysinaninety(90)calendar dayperiod.ToreceiveActingPay,anemployeemustbeformallyassignedthedutiesofthehigher classification.ThisassignmentmustbeconfirmedbytheprocessingofaPersonnelActionForm (PAF).ActingPaywillbefivepercent(5%)abovetheemployee’scurrentbasesalaryrateor“A” StepoftheActingpositionClassification,whicheverisgreater,unlessotherwiseauthorizedbythe CityManager.

Subjecttotheconditionsnotedabove,qualifyingemployeeswillreceiveActingPayforalldays workedinanActingposition,i.e.,aftertwenty(20‘)consecutiveworkdaysortwenty(20)non- consecutiveworkdaysinaninety(90)calendardayperiod.TheemployeewillreceiveActingPay retroactivetothefirstdayofservingintheactingcapacity.

2.ADDITIONALDUTYPAY
Affordedtoanemployeewhotakesonasignificantnumberofextraassignmentsinanarea differentthantheirregularlyassignedresponsibilities.Anemployeeperformingthistypeofwork foraperiodoftimegreaterthantwo(2)weekswillreceivepayintheamountoffivepercent(5%) increaseinsalarytocompensateforperformingdualfunctionsatthediscretionoftheDepartment Director.Theadditionaldutypaywillberestrictedtonomorethantwelve(l2)monthlimit.In extenuatingcircumstances,theDepartmentHeadmayrequestanextensionoftheadditionalduty paypastthetwelve(l2)monthlimit.ThisrequestmustbemadeinwritingtotheCityManager withjustificationastowhyanextensionisrequired.Theextensionmustincludethedatethe additionaldutypaywillexpireandacopyofthesignedextensionmustbeattachedtothePersonnel ActionForm(PAF).

3.ASSOCIATIONMATTERS
A250copypermonthphotocopyaccountisestablishedforCONFIDENTIALbusiness.Copies exceeding250permonthwillbepaidtotheCitybyCONFIDENTIALatthecurrentper-copy charge.Associationmembersareprovided24hoursperfiscalyeartobeusedtoattendtotraining orotherrelatedbusinessintheinterestofCONFIDENTIAL,attimesauthorizedbytheCity.

Thesehoursdonotaccumulateorcarryoverfromonefiscalyeartothenext.

CONFIDENTIALisallowedtouseCityHallasitscorporateheadquarters(mailingaddressand meetings).PermissionmustbeobtainedfromtheCityManagerforanyassociationfundraising activityconductedonCityofChinoproperty.

4.ASSOCIATIONREPRESENTATION-REQUESTFORDECERTIFICATION
TheCityamendsitslanguageasfoundinResolution85-53toreadasfollows:

ADecertificationpetitionallegingthattheincumbentrecognizedemployeeorganizationnolonger representsamajorityofemployeesintherecognizedunitmustbefiledwiththeDirectorofHuman Resourcesnolaterthansix(6i)months(180days)priortotheexpirationoftheMemorandumof Understandingthenineffect.A DecertificationPetitionmustbefiledbytwo(2)ormore Memorandum of UnderstandingCONFIDENTIAL July 1 , 2025 - June 30, 20271. ACTING PAYThe City will grant Acting Pay after an employee has worked in a higher classification for twenty(20) consecutive work days or for twenty (20) non-consecutive work days in a ninety (90) calendarday period. To receive Acting Pay, an employee must be formally assigned the duties of the higherclassification. This assignment must be confirmed by the processing of a Personnel Action Form(PAF). Acting Pay will be five percent (5%) above the employee’s current base salary rate or 4iA”Step of the Acting position Classification, whichever is greater, unless otherwise authorized by theCity Manager.Subject to the conditions noted above, qualifying employees will receive Acting Pay for all daysworked in an Acting position, i.e., after twenty (20) consecutive work days or twenty (20) non-consecutive work days in a ninety (90) calendar day period. The employee will receive Acting Payretroactive to the first day of serving in the acting capacity.2. ADDITIONAL DUTY PAYAfforded to an employee who takes on a significant number of extra assignments in an areadifferent than their regularly assigned responsibilities. An employee performing this type of workfor a period of time greater than two (2) weeks will receive pay in the amount of five percent (5%)increase in salary to compensate for performing dual functions at the discretion of the DepartmentDirector. The additional duty pay will be restricted to no more than twelve (12) month limit. Inextenuating circumstances, the Department Head may request an extension of the additional dutypay past the twelve (12) month limit. This request must be made in writing to the City Managerwith justification as to why an extension is required. The extension must include the date theadditional duty pay will expire and a copy of the signed extension must be attached to the PersonnelAction Form (PAF).3. ASSOCIATION MATTERSA 250 copy per month photocopy account is established for CONFIDENTIAL business. Copiesexceeding 250 per month will be paid to the City by CONFIDENTIAL at the current per-copycharge. Association members are provided 24 hours per fiscal year to be used to attend to trainingor other related business in the interest of CONFIDENTIAL, at times authorized by the City.These hours do not accumulate or carry over from one fiscal year to the next.CONFIDENTIAL is allowed to use City Hall as its corporate headquarters (mailing address andmeetings). Permission must be obtained from the City Manager for any association fundraisingactivity conducted on City of Chino property.4. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATIONThe City amends its language as found in Resolution 85-53 to read as follows:A Decertification petition alleging that the incumbent recognized employee organization no longerrepresents a majority of employees in the recognized unit must be filed with the Director of HumanResources no later than six (6) months (180 days) prior to the expiration of the Memorandum ofUnderstanding then in effect. A Decertification Petition must be filed by two (2) or more4 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025iJunn30,2027
employees01‘theirrepresentative,oranemployeeorganization,andwillcontainthefollowing informationanddocumentationdeclaredbythedulyauthorizedsignatoryunderpenaltyofperjury tobetrue,correctandcomplete:
a)Thename,addressandtelephonenumberofthepetitioner(s)anda designated representativeauthorizedtoreceivenoticesorrequestsforfurtherinformation. b)Thenameoftheestablishedrepresentedunitandtheincumbentrecognizedemployee organizationsoughttobedecertifiedastherepresentativeofthatunit. c Proofthattheincumbentrecognizedemployeeorganizationnolongerrepresentsmorethan fiftypercent(50%)oftheemployeesintherepresentedunit,andanyotherrelevantand materialfacts,includingverificationthatmorethanfiftypercent(50%)oftherepresented unitnolongerdesiretoberepresentedbytherecognizedemployeeorganization.

SuchproofwillbesubmittedforverificationtotheDirectorofHumanResources/Risk Management.AllsignaturesontheDecertificationPetitionwillindicatethedatewhensignedby theemployees.AllsignaturesonthePetitionwillbeobtainedwithinonemonth(’30days)priorto filingtheDecertificationPetitionwiththeDirectorofHumanResources/RiskManagement.

IfanaccompanyingRequestforRecognitionisfiled,anddecertificationoftheincumbent recognizedemployeeorganizationismade,suchdocumentationwillalsodeterminethewishesof employeesastothequestionofrepresentation.

5.BENEFITBANK
EmployeesareprovidedwithaBenefitBankforthepurchaseofmedical,dentaland/orvision insuranceforthemselvesandtheireligibledependents.TheBenefitBanktotalwillbeequaltothe premiumcostofHMOmedical(attherateequaltoKaiser),dentalandvisioncoverageforfamily coverage.TheBenefitBankamountwillbeadjustedannuallywhennewratesbecomeeffective onDecember15‘.UnusedportionsoftheBenefitBankwillbepaidoutintheemployee’sregular paychecksasearned.

Anyemployeeoptingoutofhealthcoveragewillberequiredtosubmitanaffidavitattestingthat theyhaveotherqualifyinggrouphealthcoverageandprovidesupportingdocumentation.For example.aletterfromtheemployerofaspouse,domesticpartnerorparent.

NewHires:

Failuretoprovidetherequireddocumentationwithinsixty(60)daysofhiremayresultintheCity enrollingtheemployeeinthelowestcostmedicalplan.Suchenrollmentwillremainineffectuntil theemployeeprovidesvalidopt—outdocumentationduringthenextOpenEnrollmentperiod.

Recertification:

FailuretoprovidetherequireddocumentationduringtheannualOpenEnrollmentperiodmay resultintheCityenrollingtheemployeeinlowestcostmedicalplan.Suchenrollmentwillremain ineffectuntiltheemployeeprovidesvalidopt-outdocumentationduringthenextopenenrollment period.
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Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027employees or their representative, or an employee organization, and will contain the followinginformation and documentation declared by the duly authorized signatory under penalty of perjuryto be true, correct and complete:a) The name, address and telephone number of the petitioner(s) and a designatedrepresentative authorized to receive notices or requests for further information.b) The name of the established represented unit and the incumbent recognized employeeorganization sought to be decertified as the representative of that unit.c) Proof that the incumbent recognized employee organization no longer represents more thanfifty percent (50%) of the employees in the represented unit, and any other relevant andmaterial facts, including verification that more than fifty percent (50%) of the representedunit no longer desire to be represented by the recognized employee organization.Such proof will be submitted for verification to the Director of Human Rcsources/RiskManagement. All signatures on the Decertification Petition will indicate the date when signed bythe employees. All signatures on the Petition will be obtained within one month (30 days) prior tofiling the Decertification Petition with the Director of Human Resources/Risk Management.If an accompanying Request for Recognition is filed, and decertification of the incumbentrecognized employee organization is made, such documentation will also determine the wishes ofemployees as to the question of representation.5. BENEFIT BANKEmployees are provided with a Benefit Bank for the purchase of medical, dental and/or visioninsurance for themselves and their eligible dependents. The Benefit Bank total will be equal to thepremium cost of HMO medical (at the rate equal to Kaiser), dental and vision coverage for familycoverage. The Benefit Bank amount will be adjusted annually when new rates become effectiveon December 1 st. Unused portions of the Benefit Bank will be paid out in the employee’s regularpaychecks as earned.Any employee opting out of health coverage will be required to submit an affidavit attesting thatthey have other qualifying group health coverage and provide supporting documentation. Forexample, a letter from the employer of a spouse, domestic partner or parent.New Hires:Failure to provide the required documentation within sixty (60) days of hire may result in the Cityenrolling the employee in the lowest cost medical plan. Such enrollment will remain in effect untilthe employee provides valid opt-out documentation during the next Open Enrollment period.Recertification:Failure to provide the required documentation during the annual Open Enrollment period mayresult in the City enrolling the employee in lowest cost medical plan. Such enrollment will remainin effect until the employee provides valid opt-out documentation during the next open enrollmentperiod. 5 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025~June30,2027

6.BEREAVEMENTLEAVE
Anon—accruingbankofflve(5)days(50hours)forthebereavementofaqualifiedfamilymember isprovided.A“qualifiedfamilymember”isdefinedasaspouse,domesticpanner,parent,step- parent,sibling,child,step—child,mother-in-law‘father—in-law,brother—in-law,sister-in-law, daughter—in-law,son-in—law,grandparent,step-grandparent,grandchild,oranyotherrelative residingwithintheemployee’shome.

Thefive(5)daysofbereavementleavedonotneedt0betakenconsecutively;theycanbeused intermittently.Iftheleaveisusedintermittently,itmustbeusedwithinthree(3)monthsofthe qualifiedfamilymember’sdateofdeath.

Theemployeewithinthirty(30)daysofthefirstdayoftheleaveshallprovidedocumentationof thedeathofthequalifiedfamilymember,ifrequestedbytheDepartmentHeadortheirdesignee.

Documentationmayincludebutisnotlimitedtoadeathcertificate,apublishedobituary,awritten verificationofadeath,burialormemorialservicesfromamortuary,funeralhome,burialsociety, crematorium,religiousinstitution,orgovernmentalagency.

7.BILINGUALPAY
Employeesareeligibletoreceiveaonehundredandsixtydollar($160)bilingualallowanceper month(paidover24payperiods)forverbalfluencyinanylanguagethattheDepartmentDirector deemsnecessaryotherthanEnglish,includingsignlanguage,underthefollowingconditions:
a.Certification:A competencyexaminationwillbeadministeredbytheHuman Resources/RiskManagementDepartmenttodetermineanemployees’proficiency.Testing anditsfrequencyareatthediscretionoftheCity.AnemployeemustpasstheCity‘s competencyexaminationtobeeligibleforBilingualPay.
b.DepartmentDirectorApproval:TobeeligibletotaketheCity’scompetencyexamination, anemployeemustberecommendedbytheirDepartmentDirector.Eligibilityforthe opportunitytotestforBilingualPayissolelyattheemployee’sDepartmentDirector’s discretionandisnotsubjecttoadministrativeappealorchallenge.TheDepartment Directorwillmakehis/herrecommendationbasedonanassessmentoftheneedforthe employeetousebilingualskillsonthejob.IfanemployeeisapprovedforBilingualPay, thenlaterChangesassignment,classification,jobduties,oristransferredorpromoted,a determinationmaybemadebytheemployee’sDepartmentDirectorthatbilingualskills arenolongerrequiredforuseonthejobandthisbenefitwillberemovedfromthe employeewithnorightofappeal.

8.COMPENSATORYTIME
Employeesmayaccrueamaximumofforty(40)hoursofCompensatoryTimeoff.Eachemployee hastheoptionofeleetingtoconvertany,orall,accruedCompensatoryTimeoffhourstopaywith thesecondpaycheckinNovemberofeachyearatthehourlyrateexistingatthattime.Upon separationfromthisbargainingunit,accruedCompensatoryTimeoffwillbeconvertedtocashat thethenexistingbasehourlyrate.

Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 20276. BEREAVEMENT LEAVEA non-accruing bank of five (5) days (50 hours) for the bereavement of a qualified family memberis provided. A “qualified family member’’ is defined as a spouse, domestic partner, parent, step-parent, sibling, child, step-child, mother-in-law, father-in-law, brother-in-law. sister-in-law,daughter-in-law, son-in-law, grandparent, step-grandparent, grandchild, or any other relativeresiding within the employee’s home.The five (5) days of bereavement leave do not need to be taken consecutively; they can be usedintermittently. If the leave is used intermittently, it must be used within three (3) months of thequalified family member’s date of death.The employee within thirty (30) days of the first day of the leave shall provide documentation ofthe death of the qualified family member, if requested by the Department Head or their designee.Documentation may include, but is not limited to a death certificate, a published obituary, a writtenverification of a death, burial or memorial services from a mortuary, funeral home, burial society,crematorium, religious institution, or governmental agency.7. BILINGUAL PAYEmployees are eligible to receive a one hundred and sixty dollar ($160) bilingual allowance permonth (paid over 24 pay periods) for verbal fluency in any language that the Department Directordeems necessary other than English, including sign language, under the following conditions:a. Certification: A competency examination will be administered by the HumanResources/Risk Management Department to determine an employees’ proficiency. Testingand its frequency are at the discretion of the City. An employee must pass the City’scompetency examination to be eligible for Bilingual Pay.b. Department Director Approval: To be eligible to take the City's competency examination,an employee must be recommended by their Department Director. Eligibility for theopportunity to test for Bilingual Pay is solely at the employee’s Department Director’sdiscretion and is not subject to administrative appeal or challenge. The DepartmentDirector will make his/her recommendation based on an assessment of the need for theemployee to use bilingual skills on the job. If an employee is approved for Bilingual Pay,then later changes assignment, classification, job duties, or is transferred or promoted, adetermination may be made by the employee’s Department Director that bilingual skillsare no longer required for use on the job and this benefit will be removed from theemployee with no right of appeal.8. COMPENSATORY TIMEEmployees may accrue a maximum of forty (40) hours of Compensatory Time off. Each employeehas the option of electing to convert any, or all, accrued Compensatory Time off hours to pay withthe second paycheck in November of each year at the hourly rate existing at that time. Uponseparation from this bargaining unit, accrued Compensatory Time off will be converted to cash atthe then existing base hourly rate. 6 M6m0randumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
EmployeeswillonlybeeligibletoearnCOmpensatoryTimewhenworkingovertimeintheir regularlyassignedassignment.Allotherovertimeearnedwillbepaid.

9.COMPUTERLOANPROGRAM
Allregularemployeeswhohavecompletedtheirprobationaryperiodareeligibletoparticipatein aComputerLoanProgrammanagedbytheFinanceDepartment.Participantsmustagreetocomply withtherequirementsoftheprogramaslistedbelow:
‘Maximumamountfinancedistwothousand,fivehundreddollars($2,500).zO.Anycomputersystemmaybepurchasedundertheplanaslongasitcomplieswith AdministrativePolicyEmployeePCLotteryLoanProgram.
’:’Minimumofone(l)businesssoftwarepackagemustbepurchased(i.e.spreadsheet,data basemanager,wordprocessor,etc.).

Systemcomponentsmustbemanufacturedbyanestablished,brandnamecompanyandbe compatiblewithCitydataprocessingequipment.Forexample,Dell,HP,etc.

Nogameorentertainmentsoftwarewillqualifyunderthisprogram.

Loanstoparticipantswillbeforatermnottoexceedthirty—sixmonths(36)andnointerest willbechargedduringthattime.

Paymentsontheloanwillbemadethroughpayrolldeductiononabi—weeklybasis.

Loansaredueandpayableinfulluponterminationofemploymentforanyreason.(i.e. resignation,retirement,etc.).

TheCitymustapproveinadvanceallpurchasesforequipmentunderthisprogram.

A writtenagreementbetweentheCityandparticipantisrequiredtoparticipateinthis program.
0O§
:90
TheCityintendstoofferthisprogramonanannualbasis,butthePlan’scontinuedavailabilitywill bedependentuponitseffectivenessandavailabilityoffunds.Shouldlimitationsonfundsoccur, participantsbuyingnewsystemswillbegivenfirstconsiderationandthenalotteryforany participantsupgradingtheircurrentsystemwillbeheld.

10.COSTOFLIVINGADJUSTMENT
Increasestoemployees’basewages/salaryrangesforanyrepresentedpositionsareasfollows:
'3EffectivethefirstpayperiodafterratificationoftheConfidentialUnitandapprovalbythe CityCouncil:Twopercent(2%)‘3‘EffectivethebeginningofthepayperiodincludingJulyl,2026:Fourpercent(4%)

11.DEATHBENEFIT
Employeesareprovidedwith$100,000inlifeinsurancecoverage,payabletobeneficiaryonfile intheHumanResources/RiskManagementDepartmentattimeofdeath.

Intheeventofanemployee’sdeath,theirbeneficiarywillreceivepaymentofallunusedLeave Timeat100%exceptSickLeave.SickLeavetimewillbepaidoutattherateestablishedbyyears ofservice.Iftheemployeewouldhavebeeneligibleforretirementusingthedefinitionin CalPERS,SickLeavewillbepaidtotheemployee’sbeneficiary(ies)at100%cashoutofthe employee’saccruedSickLeaveonrecord.

Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027Employees will only be eligible to earn Compensatory Time when working overtime in theirregularly assigned assignment. All other overtime earned will be paid.9. COMPUTER LOAN PROGRAMAll regular employees who have completed their probationary period are eligible to participate ina Computer Loan Program managed by the Finance Department. Participants must agree to complywith the requirements of the program as listed below:Maximum amount financed is two thousand, five hundred dollars ($2,500).❖ Any computer system may be purchased under the plan as long as it complies withAdministrative Policy Employee PC Lottery Loan Program.❖ Minimum of one (1) business software package must be purchased (i.e. spreadsheet, database manager, word processor, etc.).❖ System components must be manufactured by an established, brand name company and becompatible with City data processing equipment. For example, Dell, HP, etc.❖ No game or entertainment software will qualify under this program.❖ Loans to participants will be for a term not to exceed thirty-six months (36) and no interestwill be charged during that time.❖ Payments on the loan will be made through payroll deduction on a bi-weekly basis.❖ Loans are due and payable in full upon termination of employment for any reason, (i.e.resignation, retirement, etc.).❖ The City must approve in advance all purchases for equipment under this program.❖ A written agreement between the City and participant is required to participate in thisprogram.The City intends to offer this program on an annual basis, but the Plan’s continued availability willbe dependent upon its effectiveness and availability of funds. Should limitations on funds occur,participants buying new systems will be given first consideration and then a lottery for anyparticipants upgrading their current system will be held.10. COST OF LIVING ADJUSTMENTIncreases to employees’ base wages/salary ranges for any represented positions are as follows:❖ Effective the first pay period after ratification of the Confidential Unit and approval by theCity Council: Two percent (2%)❖ Effective the beginning of the pay period including July 1, 2026: Four percent (4%)11. DEATH BENEFITEmployees are provided with $100,000 in life insurance coverage, payable to beneficiary on filein the Human Resources/Risk Management Department at time of death.In the event of an employee’s death, their beneficiary will receive payment of all unused LeaveTime at 100% except Sick Leave. Sick Leave time will be paid out at the rate established by yearsof service. If the employee would have been eligible for retirement using the definition inCalPERS, Sick Leave will be paid to the employee’s beneficiary(ies) at 100% cash out of theemployee’s accrued Sick Leave on record. 7 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
Intheeventofanemployee’sdeathwheresuchdeathisdefinedbytheWorkers’Compensation systemasanindustrialdeath,theemployee’sbeneficiaryOes)willreceive100%cash-outofthe employee’saccruedSickLeaveonrecord.

12.DEFERREDCOMPENSATIONPLAN
A deferredcompensationplan,457(b),isavailabletoallemployees,providingtax—deferred savingstoserveasaretirementsupplement.AnemployeemaycontributetotheCity'sdesignated deferredcompensationplanuptothemaximumannualamountallowedbyfederalandstatelaw throughapayrolldeductionprogram.

CityContribution
Employeeswillreceiveaonehundreddollar($100)permonthCitymatchtotheirDeferred CompensationPlanprovidedtheemployeecontributesonehundreddollars($100)permonthto theirCityDeferredCompensationaccount.IftheemployeedoesnotcontributetotheDeferred Compensationaccounteachmonth,theywillnotbeeligiblefortheCitymatch. “Catch-up”Provision
Pursuanttofederalandstatelaw,employeesattainingtheminimumageof47,whoarewithin three(3)yearsoftheirplannedretirementdate,maytakeadvantageofthe457Deferred CompensationPlan”Catch—up”provisionsandallowancesasdefinedinfederalandstatelaw.

TotheextentallowedbyfederalandstatelawandtheCity'sdeferredcompensationplan administrator,theCitywillallow,duringthethree(3)yearspriortoanemployee'splanned retirementdate,theconversionofaccruedSickLeave/Vacation/SickLeaveConversion/ FloatingHolidayCompensatoryTimeleavehourstocashcontributionattheemployee'sbase rateofpayineffectatthetimeofconversion.Leaveconversioncontributionsforthe”457 Catch—up”shallnormallybedistributedoveranemployee'slastthree(3)yearspriortotheir plannedretirementdate.However,basedonthetotalamountof"457Catch—up"contributions availabletotheemployee,accumulatedsickleavehours,andtheemployee'sdesignated retirementdate,"457catch-up"contributionsmayoccuroverashorterperiodoftimepriorto retirement.Tobeeligibletoparticipate,theemployeemustbewithinthree(3)yearsoftheir plannedretirementdate,have"457Catch—up"privilegesavailabletohim/her,andbeenrolled intheCity-sponsored457DeferredCompensationPlan.
“Catch-up”—SickLeave
Employeesarenotentitledto100%cash—outofSickLeaveuntilcompletionoffive(5)years ofservicewiththeCityasthefinalemployerandeitheraqualifiedserviceordisability retirement.TheCitywilladvanceemployees47yearsofageorolderacash—outoftheir accruedSickLeaveuptotheindexedamountif‘theychoosetoutilizethe“CatchUp”provision providedthroughtheCity’s457plan.

Intheeventanemployeeseparatesforanyreasonotherthanserviceordisabilityretirement fromtheCitypriortobeingeligibletoreceive100%SickLeavepay,saidemployeewillbe requiredtoreimbursetheexcessamountofSickLeavepreviouslypaidout.Thereimbursement Memorandum of UnderstandingCONFIDENTIAL July 1 , 2025 - June 30, 2027In the event of an employee’s death where such death is defined by the Workers’ Compensationsystem as an industrial death, the employee’s beneficiary(ies) will receive 100% cash-out of theemployee’s accrued Sick Leave on record.12. DEFERRED COMPENSATION PLANA deferred compensation plan, 457(b), is available to all employees, providing tax-deferredsavings to serve as a retirement supplement. An employee may contribute to the City's designateddeferred compensation plan up to the maximum annual amount allowed by federal and state lawthrough a payroll deduction program.City ContributionEmployees will receive a one hundred dollar ($100) per month City match to their DeferredCompensation Plan provided the employee contributes one hundred dollars ($100) per month totheir City Deferred Compensation account. If the employee does not contribute to the DeferredCompensation account each month, they will not be eligible for the City match.“Catch-up” ProvisionPursuant to federal and state law, employees attaining the minimum age of 47, who are withinthree (3) years of their planned retirement date, may take advantage of the 457 DeferredCompensation Plan "Catch-up" provisions and allowances as defined in federal and state law.To the extent allowed by federal and state law and the City's deferred compensation planadministrator, the City will allow, during the three (3) years prior to an employee's plannedretirement date, the conversion of accrued Sick Leave/Vacation/Sick Leave Conversion/Floating Holiday Compensatory Time leave hours to cash contribution at the employee's baserate of pay in effect at the time of conversion. Leave conversion contributions for the "457Catch-up" shall normally be distributed over an employee's last three (3) years prior to theirplanned retirement date. However, based on the total amount of "457 Catch-up" contributionsavailable to the employee, accumulated sick leave hours, and the employee's designatedretirement date, "457 catch-up" contributions may occur over a shorter period of time prior toretirement. To be eligible to participate, the employee must be within three (3) years of theirplanned retirement date, have "457 Catch-up" privileges available to him/her, and be enrolledin the City-sponsored 457 Deferred Compensation Plan.“Catch-up” - Sick LeaveEmployees are not entitled to 100% cash-out of Sick Leave until completion of five (5) yearsof service with the City as the final employer and either a qualified service or disabilityretirement. The City will advance employees 47 years of age or older a cash-out of theiraccrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provisionprovided through the City’s 457 plan.In the event an employee separates for any reason other than service or disability retirementfrom the City prior to being eligible to receive 100% Sick Leave pay, said employee will berequired to reimburse the excess amount of Sick Leave previously paid out. The reimbursement8 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
willbedeductedbytheCityfromany0rallearnedfundsavailabletotheemployeeon separation,withoutitbeingnecessaryfortheCitytoseekaciviljudgmentforthemonies.

Inordertoparticipate,theemployeewillselecttheamountofSickLeavetheywanttransferred intodeferredcompensationatthebeginningofeachofthethree(3)years.Theamountcanbe aselectednumberofhoursorapercentageofSickLeaveremainingattheendoftheyear.The employee’sSickLeavebalancewouldthendecreasecommensuratelywiththeamountoffunds withdrawn.

TheemployeewillcontinuetoaccrueSickLeavehoursatthenormalratewhileparticipating inthisprogram,
“Catch—up”hoursadvancedwillbecountedtowardstheemployee’sSickLeavebankforthe SickLeaveProgramcalculation.
“Cateh—up"—VacationLeave
Inordertoparticipate,theemployeewillselecttheamountofVacationLeavetheywant transferredintodeferredcompensationatthebeginningofeachofthethree(3)years.The amountcanbeaselectednumberofhoursorapercentageofVacationLeaveremainingatthe endoftheyear.Theemployee’sVacationLeavebalancewouldthendecreasecommensurately withtheamountoffundswithdrawn.

TheemployeemaintainingtheirVacationLeavemaximumwouldstillbeeligibleforVacation Leaveincentives,suchasVacationLeaveConversion.Theemployeewillcontinuetoaccrue VacationLeavehoursatthenormalratewhileparticipatinginthisprogram. "Cateh-up"—OtherLeaveBanks
Inordertoparticipate,theemployeewillselecttheamountofotherleave(thismaybeFloating Holiday,SickLeaveConversionand/orcompensatoryLeave)tobetransferredintodeferred compensationatthebeginningofeachofthethree(3)years.Theamountmustbeaselected numberofhoursofleave.Theemployee’sleavebalancewouldthendecreasecommensurately withtheamountoffundswithdrawn.
“Age50+Catch-up”
Inthecalendaryearanemployeereachesage50(orolder),theymaycontributeanadditional amountoverthenormalmaximumcontributionlimit(pertheIRS)The“Age50Catch-up” and“Pre-RetirementCatch-up”provisionsmaynotbothbeusedinthesamecalendaryear.

EmployeesmayuseaccruedSick,FloatingHoliday,SickLeaveConversion,Compensatory and/"oraccruedVacationLeavehourstocontributethisadditionalamount.

Contributionstodeferredcompensationprogramwillbediscontinuedwhileanemployeeis receivingWorkers’Compensationpayments.

Memorandum of UnderstandingCONFIDENTIAL July 1 , 2025 - June 30, 2027will be deducted by the City from any or all earned funds available to the employee onseparation, without it being necessary for the City to seek a civil judgment for the monies.In order to participate, the employee will select the amount of Sick Leave they want transferredinto deferred compensation at the beginning of each of the three (3) years. The amount can bea selected number of hours or a percentage of Sick Leave remaining at the end of the year. Theemployee’s Sick Leave balance would then decrease commensurately with the amount of fundswithdrawn.The employee will continue to accrue Sick Leave hours at the normal rate while participatingin this program.“Catch-up” hours advanced will be counted towards the employee’s Sick Leave bank for theSick Leave Program calculation.“Catch-up”- Vacation LeaveIn order to participate, the employee will select the amount of Vacation Leave they wanttransferred into deferred compensation at the beginning of each of the three (3) years. Theamount can be a selected number of hours or a percentage of Vacation Leave remaining at theend of the year. The employee’s Vacation Leave balance would then decrease commensuratelywith the amount of funds withdrawn.The employee maintaining their Vacation Leave maximum would still be eligible for VacationLeave incentives, such as Vacation Leave Conversion. The employee will continue to accrueVacation Leave hours at the normal rate while participating in this program.“Catch-up”- Other Leave BanksIn order to participate, the employee will select the amount of other leave (this may be FloatingHoliday, Sick Leave Conversion and/or compensatory Leave) to be transferred into deferredcompensation at the beginning of each of the three (3) years. The amount must be a selectednumber of hours of leave. The employee’s leave balance would then decrease commensuratelywith the amount of funds withdrawn.“Age 50+ Catch-up”In the calendar year an employee reaches age 50 (or older), they may contribute an additionalamount over the normal maximum contribution limit (per the IRS). The “Age 50 Catch-up”and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year.Employees may use accrued Sick, Floating Holiday, Sick Leave Conversion, Compensatoryand/or accrued Vacation Leave hours to contribute this additional amount.Contributions to deferred compensation program will be discontinued while an employee isreceiving Workers’ Compensation payments.9 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025AJune30,2027

13.DIRECTDEPOSIT
Allemployeeswillhavefundsdirectlydepositedintoanaccounttheyestablishedfordepositof theirpayrollchecks.

14.DISABILITY
Full—time,non—probationaryemployeesareeligibleforaCity-fundedShort/Long—termdisability planwhichprovidesforsalarycontinuationeffectiveonthe41“consecutivecalendardayof disabilityatarateof100%oftheemployee’sbasesalary,withaprovisiontocontinueregular benefitsandbenefitaccruals.Onthe6l3‘consecutivecalendardayofdisability,salarycontinuation ispaidatarateofupto66-2/3%ofsalaryattimeofdisability.Theentirebenefitperiodwillnot exceedfive(5)years.

15.DISCIPLINARYAPPEALPROCEDURE
Resolution2003-1lwillbeamendedtoreflectthattheCityManagerwillnolongerserveasthe HearingOfficer.

16.FLEXIBLEBENEFITSSPENDINGPLAN
A Section125—FlexibleBenefitsSpendingPlanisavailableforemployeecontributionsin accordancewithIRSregulations.
l7.FLOATINGHOLIDAYTIME
Employeesareprovidedwiththirtyfive(35)hoursofFloatingHolidayTimeinJulyofeachyear (proratedfornewhiresfollowingcompletionofsix(6)monthsoffull~time/continuousservice).

Thistimeoffisusedbytheemployeewiththeapprovaloftheirsupervisor.

Employeesmaycashoutuptothirtyfive(35)hoursofFloatingHolidayTime,onetimeperfiscal year,inonesetnumberofhours,payableattheemployee’sexistingbaserateofpayatthetimeof request.Paymentwillbemadewiththeregularpayrollcheckrunnearesttherequestofthecash— out(requiresminimumoften(10)workingdayspriortorequest).AnyremainingFloatingHoliday Timewillbepaidoutinthefinalpayrollcheckofeachfiscalyear.

ExceptforemployeesretiringfromtheCity,employeesresigningorseparatingfromemployment willhaveFloatingHolidayTimecreditedonaproratedbasis(2.916hourspermonth),andamounts used/cashedoutinexcessofthosetheyqualifyforareowedbacktotheCityuponseparation.The differencewillbedeductedfromtheemployee’sfinalcheck(s),orintheeventthatsufficientfunds arenotavailable.theemployeewillberesponsibletopaybacktheCitywithinfourteen(14) calendardaysfromthedateofseparation.

18.HOLIDAYS
TheCityhas twelve(l2)ten—hourasfollows:

NewYear’sDay MartinLutherKing
PresidentsDay MemorialDay
IndependenceDay LaborDay
VeteransDay ThanksgivingDay
Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 202713. DIRECT DEPOSITAll employees will have funds directly deposited into an account they established for deposit oftheir payroll checks.14. DISABILITYFull-time, non-probationary employees are eligible for a City-funded Short/Long-term disabilityplan which provides for salary continuation effective on the 41 stconsecutive calendar day ofdisability at a rate of 100% of the employee’s base salary, with a provision to continue regularbenefits and benefit accruals. On the 61stconsecutive calendar day of disability, salary continuationis paid at a rate of up to 66-2/3% of salary at time of disability. The entire benefit period will notexceed five (5) years.15. DISCIPLINARY APPEAL PROCEDUREResolution 2003-1 1 will be amended to reflect that the City Manager will no longer serve as theHearing Officer.16. FLEXIBLE BENEFITS SPENDING PLANA Section 125 - Flexible Benefits Spending Plan is available for employee contributions inaccordance with IRS regulations.17. FLOATING HOLIDAY TIMEEmployees are provided with thirty five (35 ) hours of Floating Holiday Time in July of each year(prorated for new hires following completion of six (6) months of full-time/continuous service).This time off is used by the employee with the approval of their supervisor.Employees may cash out up to thirty five (35) hours of Floating Holiday Time, one time per fiscalyear, in one set number of hours, payable at the employee’s existing base rate of pay at the time ofrequest. Payment will be made with the regular payroll check run nearest the request of the cash-out (requires minimum of ten ( 10) working days prior to request). Any remaining Floating HolidayTime will be paid out in the final payroll check of each fiscal year.Except for employees retiring from the City, employees resigning or separating from employmentwill have Floating Holiday Time credited on a prorated basis (2.916 hours per month), and amountsused/cashed out in excess of those they qualify for are owed back to the City upon separation. Thedifference will be deducted from the employee’s final check(s), or in the event that sufficient fundsare not available, the employee will be responsible to pay back the City within fourteen (14)calendar days from the date of separation.18. HOLIDAYSThe City has designated twelve (12) ten-hour holidays as follows:New Year’s Day Martin Luther KingPresidents Day Memorial DayIndependence Day Labor DayVeterans Day Thanksgiving Day10 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
DayfollowingThanksgivingChristmasEve
ChristmasDay NewYear‘sEvo
WhenaholidayfallsonaSaturday,theprecedingFridaywillberecognizedastheholiday.When aholidayfallsonaSunday,thefollowingMondaywillberecognizedastheholiday.Tobeeligible foranobservedholiday,employeesmustbepaidfortheregularlyscheduledworkdaywhich immediatelyfollowstheobservedholidaytoreceivepayforthatholiday.Forexample,ifaholiday fcllonaMonday‘andtheemployeewasona4/10workschedulewithFridaysoff,theemployee wouldberequiredtobepaidforaregularlyscheduledworkdayontheThursdaybeforethe observedholidayandtheTuesdayfollowingtheobservedholiday.

WhenaCity-designatedholidayisobsen'edonanemployee’sscheduleddayoff,holidayhours willbecreditedtotheemployee.Theemployeeisrequiredtoinitiatecontactwiththeirsupervisor inwritingtorequestauthorizationtoutilizethesebankedholidayhours.Anyremainingtimewill bepaidoutinthefinalpayrollcheckofeachfiscalyear.

WhenanemployeeseparatesfromCityemployment(foranyreason)andhasoneormore accumulatedholidaysonaccountontheeffectivedateoftheseparation,theaccumulatedholiday willbeconvertedtocashatthehourlyrateexistingatthetimeofseparationandinanamount equivalenttothenumberofhoursconstitutinga“workday”atthetimeofscparation.

Inanyinstancewhereanemployeeworksonaholiday,theemployeemaychooseone(l)ofthe followingoptionsforcompensation:
a)Bepaidholidayhoursatstraighttimeandbankhoursworkedascompensatorytimeat overtimerate.
b)Bepaidholidayhoursatstraighttimeandbepaidhoursworkedatovertimerate.

19.HOLIDAYCLOSURE
TheCityreservestherighttoclosenon—safetyfacilitiesbetweenChristmasEveandNewYear's Day.EmployeesmayuseaccruedVacation.FloatingHolidays,CompensatoryTime,SickLeave Conversionorremaininanunpaidleavestatusduringthisperiod.

TheCityshallhavethediscretiontoadvanceVacationtime.whichwillbeearnedbytheemployee inthefuture,tothoseemployeeswhorequestitandwhodonothaveanycurrentVacation,Floating Holiday,CompensatoryTime,orSickLeaveConversionanddonotwishtobeinanunpaidleave statusduringtheclosure.

Basedontheorganizationalneeds,certainclassificationsmayberequiredtoworkduringthe holidayclosure.ThisdeterminationwillbemadebytheDepartmentDirector.

20.JOINT-LABORMANAGEMENTCOMMITTEE
TheCityandtheConfidentialUnitmayconveneaJointLabor—Management(JLM)Committee fromtimetotimeforthepurposeofdiscussingmattersofmutualconcernthatdonotinvolve modificationstothisMemorandumofUnderstanding(MOU).
ll
Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027Day following Thanksgiving Christmas EveChristmas Day New Year’s EveWhen a holiday falls on a Saturday, the preceding Friday will be recognized as the holiday. Whena holiday falls on a Sunday, the following Monday will be recognized as the holiday. To be eligiblefor an observed holiday, employees must be paid for the regularly scheduled workday whichimmediately follows the observed holiday to receive pay for that holiday. For example, if a holidayfell on a Monday, and the employee was on a 4/10 work schedule with Fridays off, the employeewould be required to be paid for a regularly scheduled workday on the Thursday before theobserved holiday and the Tuesday following the observed holiday.When a City-designated holiday is observed on an employee’s scheduled day off, holiday hourswill be credited to the employee. The employee is required to initiate contact with their supervisorin writing to request authorization to utilize these banked holiday hours. Any remaining time willbe paid out in the final payroll check of each fiscal year.When an employee separates from City employment (for any reason) and has one or moreaccumulated holidays on account on the effective date of the separation, the accumulated holidaywill be converted to cash at the hourly rate existing at the time of separation and in an amountequivalent to the number of hours constituting a “workday” at the time of separation.In any instance where an employee works on a holiday, the employee may choose one ( 1) of thefollowing options for compensation:a) Be paid holiday hours at straight time and bank hours worked as compensatory time atovertime rate.b) Be paid holiday hours at straight time and be paid hours worked at overtime rate.19. HOLIDAY CLOSUREThe City reserves the right to close non-safety facilities between Christmas Eve and New Year'sDay. Employees may use accrued Vacation, Floating Holidays, Compensatory Time, Sick LeaveConversion or remain in an unpaid leave status during this period.The City shall have the discretion to advance Vacation time, which will be earned by the employeein the future, to those employees who request it and who do not have any current Vacation, FloatingHoliday, Compensatory Time, or Sick Leave Conversion and do not wish to be in an unpaid leavestatus during the closure.Based on the organizational needs, certain classifications may be required to work during theholiday closure. This determination will be made by the Department Director.20. JOINT-LABOR MANAGEMENT COMMITTEEThe City and the Confidential Unit may convene a Joint Labor-Management (JLM) Committeefrom time to time for the purpose of discussing matters of mutual concern that do not involvemodifications to this Memorandum of Understanding (MOU).11 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
MeetingsoftheJLMCommitteeshallbescheduledasneededandonlybymutualagreementof bothparties.Theformat,structure,andcompositionoftheCommitteeshallbedeterminedjointly bytheCityandtheConfidentialUnit.

AnyactionstakenorrecommendationsmadebytheJLMCommitteeshallbenon-bindingunless explicitlystatedotherwiseinawrittenagreement.Suchagreementsshallbeeffectiveonlyupon approvalbytheCityCouncilandratificationbytheConfidentialUnit.

21.JURYDUTY
Employeesarecompensatedforjuryserviceoften(10)workdaysperfiscalyear.A“workday” willbedefinedasaregularlyscheduleddayofworkfortheemployee.

Foralljuryservice,employeesarerequiredtodeliverajurydutycertificationformattheendof therequiredjurydutytoverifysuchservice.Employeesrequiredtoserveonajurymustreportto workbeforeandafterjurydutyprovidedthereisanopportunityforatleastone(l)hourofactual worktime.

22.LIFEINSURANCE
Employeesareprovidedwith$100,000intermlifeinsurancecoverage.

AlsoseeDeathBenefitSectioninthisMOU.

23.LONGEVITYPAY
Employeesareeligibleforlongevitypayasaone-timelumpsumpayoutasfollows:
‘1‘10yearsofservice—$500paidinalumpsumattimeofanniversary. 15yearsofservice-$1,000paidinalumpsumattimeofanniversary 20yearsofservice—$1,500paidinalumpsumattimeofanniversary. 25yearsofservice—$2,000paidinalumpsumattimeofanniversary. 30yearsofservice~$2,500paidinalumpsumattimeofanniversary. 35yearsofservice—$3,000paidinalumpsumattimeofanniversary. 40yearsofservice-$3,500paidinalumpsumattimeofanniversary. 45yearsofservice—$4,000paidinalumpsumattimeofanniversary.

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24.MANAGEMENTRIGHTS
TheCityretainsallrights,powers,andauthoritytomanage,direct,andcontrolitsoperations, exceptasspecificallylimitedbythisMemorandumofUnderstanding(MOU)orapplicablelaw.

Theserightsinclude,butarenotlimitedto:
"'Detemiiningtheorganization,mission,andobjectiveoftheagencyordepartment.

Establishingthemissionofitsconstituentdepartments,commissions,andboards.

Settingandmodifyingstandardsofservice.

Planning,directingandcontrollingtheworkforce.

Establishingpoliciesprocedures,andstandardsforemployeeconductandperformance. :99
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Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027Meetings of the JLM Committee shall be scheduled as needed and only by mutual agreement ofboth parties. The format, structure, and composition of the Committee shall be determined jointlyby the City and the Confidential Unit.Any actions taken or recommendations made by the JLM Committee shall be non-binding unlessexplicitly stated otherwise in a written agreement. Such agreements shall be effective only uponapproval by the City Council and ratification by the Confidential Unit.21. JURY DUTYEmployees are compensated for jury service of ten (10) work days per fiscal year. A “work day”will be defined as a regularly scheduled day of work for the employee.For all jury service, employees arc required to deliver a jury duty certification form at the end ofthe required jury duty to verify such service. Employees required to serve on a jury must report towork before and after jury duty provided there is an opportunity for at least one (1) hour of actualwork time.22. LIFE INSURANCEEmployees arc provided with $100,000 in term life insurance coverage.Also see Death Benefit Section in this MOU.23. LONGEVITY PAYEmployees are eligible for longevity pay as a one-time lump sum payout as follows:10 years of service - $500 paid in a lump sum at time of anniversary.1 5 years of service - $ 1,000 paid in a lump sum at time of anniversary20 years of service - $1,500 paid in a lump sum at time of anniversary.25 years of service - $2,000 paid in a lump sum at time of anniversary.30 years of service - $2,500 paid in a lump sum at time of anniversary.35 years of service - $3,000 paid in a lump sum at time of anniversary.40 years of service - $3,500 paid in a lump sum at time of anniversary.45 years of service - $4,000 paid in a lump sum at time of anniversary. ❖ ♦> ♦> ♦$» ♦♦♦ ♦♦♦

24. MANAGEMENT RIGHTSThe City retains all rights, powers, and authority to manage, direct, and control its operations,except as specifically limited by this Memorandum of Understanding (MOU) or applicable law.These rights include, but are not limited to:Determining the organization, mission, and objective of the agency or department.Establishing the mission of its constituent departments, commissions, and boards.Setting and modifying standards of service.Planning, directing and controlling the workforce.Establishing policies procedures, and standards for employee conduct and performance. ❖ ❖ ♦♦♦ ❖ ❖
12 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
‘9Conductingperformanceevaluationsandimplementingperformanceimprovementplans asnecessary.

Determiningthenumber,location,andtypesofemployeesrequired.

Hiring,promoting.transferring,assigning,andretainingemployees. . Establishingjobclassifications,qualifications,andstandardsforhiring,training,and performanceevaluation.
‘9Exercisingfullcontrolanddiscretionovertheorganization’sStructureandthetechnology usedtoperformwork.
‘3Implementingcorrectiveactions,includingsuspension,demotionorterminationforjust cause.
6'Takingallnecessaryactionstocarryoutitsmissioninemergencies,includingreassigning personnelandmodifyingworkassignmentsasneeded.
a? TherearenoprovisionsinthisMOUthatshallbedeemedtolimitorcurtailtheCity’s rights,unlessandonlytotheextentthattheprovisionsofthisMOUspecificallycurtailor limitsuchrights.
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MeetandConferObligation
Whererequiredbylaw,theCityagrees,priortoimplementation,tomeetandconferwiththe ConfidentialUnitconcerningtheimpactoftheexerciseofCityrightsonwages.hours.andterms andconditionsofemployment.

25.MILEAGEREIMBURSEMENT
TheCityagreestoreimburseemployeesauthorizedbytheirDepartmentDirectorforuseof personalautomobilesforCitybusiness.Employeesmustprovidepriortoanymileage reimbursementbeingpaidtherequiredvehicleinsuranceverification.

VehicleinsurancecoveragemustbeprovidedannuallyandkeptonfilewiththeHuman Resources/RiskManagementDepartmenttoremaineligibleformileagereimbursement.Ifan employeedoesnotmaintaincurrentvehicleinsurancecoverage,theHumanResources/Risk ManagementDepartmentwillnotifytheDepartmentDirectorandFinanceDepartmentthatthe mileagereimbursementfortheemployeemaynotbepaiduntilcurrentvehiclecoveragehasbeen provided.TheCityusesthestandardrateestablishedbytheInternalRevenueServicetocalculate reimbursementformileage.

26.NOTARYPAY
TheCitywillprovidecompensationintheamountofonehundreddollars($100)permonthtoup totwo(2:)employeesintheunitdesignatedbytheCityManagertoperfonnnotaryduties.The paymentfornotarydutieswillbemadebiweeklyintheamountofforty—sixdollarsandfifteen cents($46.15)fortwenty-six(26)payperiods.

EmployeesreceivingnotarypayshallmaintaintheircommissionfromtheCaliforniaSecretaryof State,iftheyarereceivingthenotarypay.TheCityshallpayforthecostofnecessarystamps, journals,supplies,andfeesassociatedwithStateand/orCountyrequirements,asapplicable.

Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027❖ Conducting performance evaluations and implementing performance improvement plansas necessary.❖ Determining the number, location, and types of employees required.Hiring, promoting, transferring, assigning, and retaining employees.❖ Establishing job classifications, qualifications, and standards for hiring, training, andperformance evaluation.❖ Exercising full control and discretion over the organization’s Structure and the technologyused to perform work.❖ Implementing corrective actions, including suspension, demotion or termination for justcause.❖ Taking all necessary actions to carry out its mission in emergencies, including reassigningpersonnel and modifying work assignments as needed.❖ There are no provisions in this MOU that shall be deemed to limit or curtail the City’srights, unless and only to the extent that the provisions of this MOU specifically curtail orlimit such rights.Meet and Confer ObligationWhere required by law, the City agrees, prior to implementation, to meet and confer with theConfidential Unit concerning the impact of the exercise of City rights on wages, hours, and termsand conditions of employment.25. MILEAGE REIMBURSEMENTThe City agrees to reimburse employees authorized by their Department Director for use ofpersonal automobiles for City business. Employees must provide prior to any mileagereimbursement being paid the required vehicle insurance verification.Vehicle insurance coverage must be provided annually and kept on file with the HumanResources/Risk Management Department to remain eligible for mileage reimbursement. If anemployee does not maintain current vehicle insurance coverage, the Human Resources/RiskManagement Department will notify the Department Director and Finance Department that themileage reimbursement for the employee may not be paid until current vehicle coverage has beenprovided. The City uses the standard rate established by the Internal Revenue Service to calculatereimbursement for milcage.26. NOTARY PAYThe City will provide compensation in the amount of one hundred dollars ($100) per month to upto two (2) employees in the unit designated by the City Manager to perform notary duties. Thepayment for notary duties will be made biweekly in the amount of forty-six dollars and fifteencents ($46. 15) for twenty-six (26) pay periods.Employees receiving notary pay shall maintain their commission from the California Secretary ofState, if they are receiving the notary pay. The City shall pay for the cost of necessary stamps,journals, supplies, and fees associated with State and/or County requirements, as applicable.13 MemorandumofUnderstanding
CONFIDENTIALJuly132025—June30,2027
Shouldtheemploy6enotmaintaintheircommission,theemployeeisresponsiblefornotifying theirsupervisorandPayrollDivisionimmediately,sothenotarypaymaybeceased.

27.OVERTIME
Forpurposesofovertimecomputations,Vacation,SickLeave,CompensatoryTime,andHoliday timetakeninaworkweekwillbecountedashoursworked.Overtimehoursarepaidattherateof oneandone—half(l—l/2)timestheemployee’sbaserateofpayunlessotherwisespecifiedinthis MemorandumofUnderstanding.

EmployeesworkingHouseholdHazardousWasteoranotherassignmentoutsideoftheirregularly assignedDepartmentmustseektheirsupervisor‘sapprovalpriortoworkingtheoutside assignment;theemployeemaybepaidforovertimeoraccruecompensatorytime.

AlsosecRegularRateofPaySectioninthisMOU.

28.RECRUITMENTINCENTIVE
ForrecommendationresultinginSwornOfficerhireasfollows:
‘3$2,000@ Hire+$500@ completionofprobationforentrylevel. '3$4,000@ Hire+$1.000({1},completionofprobationforlateral.

ForrecommendationresultinginhireofPublicSafetyDispatcherorPublicSafetyDispatch Supervisor:
0:.
$2,000athire+$500attimeofcompletionofprobation.

29.REGULARRATEOFPAY
Forpurposesofdeterminingthe“regularrate”ofpayincalculatingFairLaborStandardsAct (“FLSA”)overtime,the“regularrate”ofpayincludes“allremunerationforemploymentpaidto, oronbehalfof,theemployee”exceptpaymentsspecificallyexcludedundertheFLSA(29USC Section207(e)).Inadditiontothebasesalaryrate,compensationeamedbytheemployeeduring theseven(7)dayworkperiodpursuanttothefollowingprovisionsofthisMemorandumof Understanding(“MOU”)willbeincludedforpurposesofdeterminingthe“regularrate”ofpay:
‘ActingPay
AdditionalDutyPay
UnusedportionsofthcBenefitBankactuallyreceivedascash
BilingualPay
Longevity
Q
O
O

99. ‘9
O'9
O:’
:oo
Forpurposesofdeterminingthetotalhoursactuallyworkedintheworkperiod,allhourstaken asleavearedeductedfromtotalnumberofhourspaid.

SeealsoOvertimeSectionofthisMOU.

30.REHIREPOLICY
AnemployeewhoresignsfromCityemploymentandatthetimeofresignationisnotedasbeing subjecttorehire,andwhois,infact,rehiredlaterthansix(6)monthsaftertheeffectivedateof 14 Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027Should the employee not maintain their commission, the employee is responsible for notifyingtheir supervisor and Payroll Division immediately, so the notary pay may be ceased.27. OVERTIMEFor purposes of overtime computations, Vacation, Sick Leave, Compensatory Time, and Holidaytime taken in a workweek will be counted as hours worked. Overtime hours are paid at the rate ofone and one-half (1-1/2) times the employee’s base rate of pay unless otherwise specified in thisMemorandum of Understanding.Employees working Household Hazardous Waste or another assignment outside of their regularlyassigned Department must seek their supervisor’s approval prior to working the outsideassignment; the employee may be paid for overtime or accrue compensatory time.Also sec Regular Rate of Pay Section in this MOU.28. RECRUITMENT INCENTIVEFor recommendation resulting in Sworn Officer hire as follows:❖ $2,000 @ Hire + $500 @ completion of probation for entry level.❖ $4,000 @ Hire + $1,000 @ completion of probation for lateral.For recommendation resulting in hire of Public Safety Dispatcher or Public Safety DispatchSupervisor:❖ $2,000 at hire + $500 at time of completion of probation.29. REGULAR RATE OF PAYFor purposes of determining the “regular rate” of pay in calculating Fair Labor Standards Act(“FLSA”) overtime, the “regular rate” of pay includes “all remuneration for employment paid to,or on behalf of, the employee” except payments specifically excluded under the FLSA (29 USCSection 207(e)). In addition to the base salary rate, compensation earned by the employee duringthe seven (7) day work period pursuant to the following provisions of this Memorandum ofUnderstanding (“MOU”) will be included for purposes of determining the “regular rate” of pay:❖ Acting Pay❖ Additional Duty PayUnused portions of the Benefit Bank actually received as cash*t* Bilingual Pay❖ LongevityFor purposes of determining the total hours actually worked in the work period, all hours takenas leave are deducted from total number of hours paid.See also Overtime Section of this MOU.30. REHIRE POLICYAn employee who resigns from City employment and at the time of resignation is noted as beingsubject to rehire, and who is, in fact, rehired later than six (6) months after the effective date of14 MemorandumofUnderstanding
CONFIDENTIALJulyI,2025~June30,2027
resignationandthanemployedintheirformerclassificationorinapositionwithinthe classificationseriesheldatthetimeofresignationandinacomparableorlowerrank,Willserve thesameprobationaryperiodthatanynewhirewouldotherwiseserveandwillbeotherwise subjecttoalltermsandconditionsofemploymentapplicabletoanynewlyhiredemployee.The onlyexceptionwillbethatanyemployeerehiredwillhavetheirsenioritylevelandleaveaccrual ratessetbaseduponthenumberofyearsofservicewiththeCityofChinopriortotheirresignation.

EmployeesrehiredbytheCityundertheCity’sRehirePolicywillbeallowedtobuybackanytime cashedoutattimeofseparation.Saidbuybackwillbeatthehourlyrateexistinguponrehire‘Sick Leaveonrecordatthetimeofseparationthatwasnotcompensatedfor,willbereinstated.

31.RESPONSETODOCUMENTSPLACEDINEMPLOYEEPERSONNELFILE
Employees,duringCityHallbusinesshours,withadvancenoticetoHumanResourcesandwith releasetimegrantedbytheirsupervisor,havetherighttohaveaccesstoandcopiesofany documentintheirofficialpersonnelfile.Employeesmaybechargedforcostofduplicationofany materialsinthepersonnelfileforwhichtheyrequestcopies.

Anemployeeshallhavetherighttorespondinwritingtoadversedocumentsplacedintheir personnelfilebysubmittingawrittenresponsetotheHumanResources/RiskManagement Department.Thewrittenresponsewillbefiledwiththeoriginaldocument.

32.RETIREMENT
RetirementPlans—TheCityhasathree~tierretirementplanasfollows:

A.EmployeeshiredbeforethecontractamendmentwithCalPERSeffectiveOctober16,20]1, willcontinuetobeeligibleforthe2.7%at55Plan,withthesinglehighestyearfinal compensation.

B.EmployeeshiredonorafterthecontractamendmentwithCalPERSeffectiveOctoberl6, 201lwillbeenrolledinthe2%at55Plan,witha3—yearaveragefinalcompensation.

C.EmployeeshiredonorafterJanuaryl,2013,willbeenrolledintheis2%atage62 (PEPRA)Planwitha3-yearaveragefinalcompensation.

MemberContributiontoCalPERS
Memberswillcontributetheemployeerateofcontributionseachpayroll.Allemployeepaid contributionstoPERSwillbemadeonapre—taxbasis,inaccordancewithIRSSection414(h)(2) andPERSguidelines:

A.2.7%at55,ifhiredbeforeOctoberl6,201l:
l)Employeecontributionrate-8%ofreportablecompensation.

B.2%at55,ifhiredonorafterOctober16,201l:
l)Employeecontributionrate~7%ofreportablecompensation.

C.2%atage62(PEPRA)ifenteringCalPERSmembershiponorafterJanuaryl.2013:

I)Employeecontributionrate—7.25%ofreportablecompensation(subjecttochange).

FourthLevel1959SurvivorBenefit*TheCitywillpayallcostsassociatedwiththisbenefit. 15 Memorandum of UnderstandingCONFIDENTIAL July 1 , 2025 - June 30, 2027resignation and then employed in their former classification or in a position within theclassification series held at the time of resignation and in a comparable or lower rank, will servethe same probationary period that any new hire would otherwise serve and will be otherwisesubject to all terms and conditions of employment applicable to any newly hired employee. Theonly exception will be that any employee rehired will have their seniority level and leave accrualrates set based upon the number of years of service with the City of Chino prior to their resignation.Employees rehired by the City under the City’s Rehirc Policy will be allowed to buy back any timecashed out at time of separation. Said buy back will be at the hourly rate existing upon rehire. SickLeave on record at the time of separation that was not compensated for, will be reinstated.31. RESPONSE TO DOCUMENTS PLACED IN EMPLOYEE PERSONNEL FILEEmployees, during City Hall business hours, with advance notice to Human Resources and withrelease time granted by their supervisor, have the right to have access to and copies of anydocument in their official personnel file. Employees may be charged for cost of duplication of anymaterials in the personnel file for which they request copies.An employee shall have the right to respond in writing to adverse documents placed in theirpersonnel file by submitting a written response to the Human Resources/Risk ManagementDepartment. The written response will be filed with the original document.32. RETIREMENTRetirement Plans - The City has a three-tier retirement plan as follows:A. Employees hired before the contract amendment with CalPERS effective October 16,2011,will continue to be eligible for the 2.7% at 55 Plan, with the single highest year finalcompensation.B. Employees hired on or after the contract amendment with CalPERS effective October 16,201 1 will be enrolled in the 2% at 55 Plan, with a 3-year average final compensation.C. Employees hired on or after January 1, 2013, will be enrolled in the is 2% at age 62(PEPRA) Plan with a 3-year average final compensation.Member Contribution to CalPERSMembers will contribute the employee rate of contributions each payroll. All employee paidcontributions to PERS will be made on a pre-tax basis, in accordance with IRS Section 414 (h)(2)and PERS guidelines:A. 2.7% at 55, if hired before October 16, 2011:1 ) Employee contribution rate - 8% of reportable compensation.B. 2% at 55, if hired on or after October 16, 201 1 :1) Employee contribution rate - 7% of reportable compensation.C. 2% at age 62 (PEPRA) if entering CalPERS membership on or after January 1. 2013:1) Employee contribution rate - 7.25% of reportable compensation (subject to change).Fourth Level 1 959 Survivor Benefit - The City will pay all costs associated with this benefit.15 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027

33.SALARYADJUSTMENTS(Overpayments,Recovery,andUnderpavments) A11adjustmentstoanemployee’ssalarywillbemadeatthestartofthepayuperiodinwhichthe salaryadjustmentbecomeseffective.
l)x
A.Overpayments
l.InsituationsinvolvingoverpaymenttoanemployeebytheCity,theemployeeshallbe obligedtorepaybypayrolldeductiontheamountoftheoverpayment.Therepaymentshall occurwithinthesametimeframetheoverpaymentwasreceivedbytheemployeeor sooner.Forexample,iftheoverpaymentwasmadeoverthecourseofsix(6)months,the employeshallbegivensix(6)monthstorepaytheoverpayment.

Writtendocumentationshowingthecalculationsoftheoverpaymentwillbeprovidedto theemployee.A meetingmayberequestedbytheemployeewiththeHuman Resources/RiskManagementandFinanceDepartmentstoreviewthedocumentationand todiscusstherecoveryschedule.Therepaymentschedule,biweeklyrepaymentamountor alternativerepaymentmethodwillbedocumentedinwriting.

Extensionstotheperiodforrepaymentoftheoverageoranaltemativerepaymentmethod mayberequestedbytheemployeeandaresubjecttotheApprovaloftheDirectorof HumanResources/RiskManagementortheirdesignee.Extensionswillbeapprovedonly inthecaseofextremehardship,andtheextendedperiodforrepaymentwillnotbelonger thanoneandone-half(l[/2)timesaslongastheoverpaymentperiod.

Recoverv
Iftheemployeeleavesemploymentpriortotherepaymentoftheoverage,theCityshall recovertheamountowedfromtheemployee’sfinalpay.Iftheamountowedisgreaterthan theemployee’sfinalpay,theCitymayinitiateacollectionsprocessagainsttheemployee.

Underpayments
InsituationsinvolvingunderpaymenttoanemployeebytheCity,theemployeeshall receivethebalanceduewithinthenextpayperiodforwhichtheadjustmentcanbemade, followingtimelysubmissionofappropriatedocumentationandnecessaryapprovalofthe compensationchange.

34.SCHEDULE
TheCityallowsemployeestheabilitytoutilizeaflexibletime(flextime)workschedule.

Schedulingisdeveloped/administereddepartmentallywiththeDepartmentDirectorservingas ultimateapproverofschedules.

35.SEPARATIONFROMCITY
AtthediscretionandapprovaloftheDepartmentDirector,employeesmaybeallowedtoextend theirlastdayofemploymentusingleavetime(vacation,holidaycomp,orcomp)one(I)pay periodbeyondthatdayonwhichtheemployeeactuallyreportstowork.Sickleavemaynotbe usedforextensionunlessaccompaniedbyaphysician’sorders.
16 Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 202733. SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments)All adjustments to an employee’s salary will be made at the start of the pay period in which thesalary adjustment becomes effective.A. Overpayments1. In situations involving overpayment to an employee by the City, the employee shall beobliged to repay by payroll deduction the amount of the overpayment. The repayment shalloccur within the same time frame the overpayment was received by the employee orsooner. For example, if the overpayment was made over the course of six (6) months, theemploye shall be given six (6) months to repay the overpayment.2. Written documentation showing the calculations of the overpayment will be provided tothe employee. A meeting may be requested by the employee with the HumanResources/Risk Management and Finance Departments to review the documentation andto discuss the recovery schedule. The repayment schedule, biweekly repayment amount oralternative repayment method will be documented in writing.3. Extensions to the period for repayment of the overage or an alternative repayment methodmay be requested by the employee and are subject to the Approval of the Director ofHuman Resources/Risk Management or their designee. Extensions will be approved onlyin the case of extreme hardship, and the extended period for repayment will not be longerthan one and one-half ( 1 A) times as long as the overpayment period.B. Recovery1. If the employee leaves employment prior to the repayment of the overage, the City shallrecover the amount owed from the employee’s final pay. If the amount owed is greater thanthe employee’s final pay, the City may initiate a collections process against the employee.C. Underpayments1 . In situations involving underpayment to an employee by the City, the employee shallreceive the balance due within the next pay period for which the adjustment can be made,following timely submission of appropriate documentation and necessary approval of thecompensation change.34. SCHEDULEThe City allows employees the ability to utilize a flexible time (flex time) work schedule.Scheduling is developed/administered departmental ly with the Department Director serving asultimate approver of schedules.35. SEPARATION FROM CITYAt the discretion and approval of the Department Director, employees may be allowed to extendtheir last day of employment using leave time (vacation, holiday comp, or comp) one (1) payperiod beyond that day on which the employee actually reports to work. Sick leave may not beused for extension unless accompanied by a physician’s orders.16 MemorandumofUnderstanding
CONFIDENTIALJulyl,2025#June30‘2027

36.SICKLEAVE
UpOnhire,employeeswillbecreditedwiththirty(30)hoursorthree(3)daysofSickLeave, whicheverisgreater,whichcanbeusedfollowingthecompletionofninety('90)daysofcontinuous full—timeemployment.Followingthe90mdayofemployment,foreachcalendarmonthinwhich theemployeeispaidformorethantwo-thirds(2/3)oftheworkingdaysinsuchmonth,employees accrueten(10)hoursofSickLeavepermonthuptoamaximumaccrualofonethousandeighty (1,080)hours,
lfanemployeechangesstatus(eg.changesfromfull-timetopart—timeemployment),orseparates fromthisbargaininggroup,theemployee-willbesubjecttothcnewbargaininggroup’sMOUor SummaryofBenefits.

UponnoticeofresignationorretirementfromtheCity,anySickLeaveusagerequestedwillrequire adoctor‘snoteorcertification.Ifdoeumentationisnotreceived,theemployeewillnotreceive paymentofanySickLeavehoursfortimemissedfromwork.

37.SICKLEAVEHIRINGINCENTIVE
Anewemployeemaybecreditedwithuptotwohundred(200)hoursofSickLeaveaslongas theprioremployerdidnotcompensatetheemployeeforsickleavehoursattheamountproposed orgreater.Newemployeeswillberequiredtoprovideproofthatthesickleavehourswerenot cashedoutbypresentingtheirlastpaystuborwrittenverificationfromtheirprioremployer’s PayrollDivision.

38.SICKLEAVEBUY-BACK
AtseparationofemploymenttheCitywillbuybackapercentageoftheemployeesaccruedSick Leavehours,atthehourlybaserateofpayatthetimeofseparation.Thisbenefitiscontingent uponnon-retirement,non—disciplinaryseparation,andcompletionoffive(5)yearsoffull—time Cityservice.ThepercentageofSickLeaveBuyBackis:

TheCitywillbuy—backSickLeaveat100%foranyserviceordisabilityretirementfollowingflve (5)yearsofcontinuousfull—timeservicewiththeCityasthefinalemployer. 17 CompletedYearsofService %ofSickLeaveConvertedtoCompensation 5years 30%
10years 35%
15years 40%
20ormoreyears 45%
Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 202736. SICK LEAVEUpon hire, employees will be credited with thirty (30) hours or three (3) days of Sick Leave,whichever is greater, which can be used following the completion of ninety (90) days of continuousfull-time employment. Following the 90thday of employment, for each calendar month in whichthe employee is paid for more than two-thirds (2/3) of the working days in such month, employeesaccrue ten (10) hours of Sick Leave per month up to a maximum accrual of one thousand eighty( 1,080) hours.If an employee changes status (e.g. changes from full-time to part-time employment), or separatesfrom this bargaining group, the employee will be subject to the new bargaining group’s MOU orSummary of Benefits.Upon notice of resignation or retirement from the City, any Sick Leave usage requested will requirea doctor’s note or certification. If documentation is not received, the employee will not receivepayment of any Sick Leave hours for time missed from work.37. SICK LEAVE HIRING INCENTIVEA new employee may be credited with up to two hundred (200) hours of Sick Leave as long asthe prior employer did not compensate the employee for sick leave hours at the amount proposedor greater. New employees will be required to provide proof that the sick leave hours were notcashed out by presenting their last pay stub or written verification from their prior employer’sPayroll Division.38. SICK LEAVE BUY-BACKAt separation of employment the City will buy back a percentage of the employee’s accrued SickLeave hours, at the hourly base rate of pay at the time of separation. This benefit is contingentupon non-retirement, non-disciplinary separation, and completion of five (5) years of full-timeCity service. The percentage of Sick Leave Buy Back is:Completed Years of Service% of Sick Leave Converted to Compensation5 years 30%10 years 35%1 5 years 40%20 or more years45%The City will buy-back Sick Leave at 100% for any service or disability retirement following five(5) years of continuous full-time service with the City as the final employer. 17 39.SICKLEAVECONVERSIONTOPERSONALLEAVE
Foremployeeswhohaveearnedsickleaveaccrualbenefitsforone(1)fullflscalyear,sickleave maybeconvertedtopersonalleaveinaccordancewiththefollowingschedule:

MemorandumofUnderstanding
CONFIDENTIALJuly1,2025uJune30,2027
PersonalleavemustbetakenastimeoffwithDepartmentDirectorapprovalandmaynotbecarried fromonefiscalyeartoanother.PersonalleavethatisnotusedwillbecreditedtoSickLeaveat theendofafiscalyearifsaidcreditedhoursdonotexceedtheonethousandeighty(1,080)hours SickLeavetime.

40.SICKLEAVEPROGRAM
Employeeshavinginexcessofninehundredandsixty(960)hoursofaccumulatedsickLeaveon thelastpayperiodinJunewillbepaidinthefinalpaycheckofthefiscalyear,anamountcomputed atthcthenexistinghourlyrateforeachhourinexcessofninehundredandsixty(960)hours,up toamaximumoffiftysix(56)hours.

41.TUITIONADVANCEPROGRAM
Full—time,non-probationaryemployeeswhodesiretoenrollinanaccreditedcollege/university degreeprogramorprofessionaldevelopmentcourse,areeligiblefortuitionadvancementuptoa maximumofthreethousand,fivehundreddollars($3,500)perfiscalyear.ATuitionAdvancement FormmustbereceivedbytheHumanResources/RiskManagementDepartmentforreviewand approvalbeforeandadvancewillbeprovided.Budgetedfundsmustbeavailabletocovertuition advanceandnoexpenditurebeyondtheapprovedbudgetallocationwillbeauthorizedtocover anyamountofanyemployee’seducationalexpenses.

Thenon—probationarystatusrequirementdoesnotpertaintothoseemployeeswhoareconsidered toholdprobationarystatusduetoapromotionintoanewpositionintheCity.Affectedemployees arerequiredtocompleteoneyearofservicewiththeCityfromthedateof‘completionofcourse worktobeeligibleforthisbenefit.IndividualsvoluntarilyseparatingfromthcCitypriorto completionofoneyearofservicewiththeCityfromdateofcompletionofcourseworkwillbe requiredtoreimbursetheCityforfundsadvancedtothemunderthisprogram.Saidreimbursement 18 A
SickLeave
Days(10hours)
B
AnnualSick
LeaveDays
C
PersonalLeave
D
Upto56hoursofSick
Leaveinexcessof960
Earned (10hours)Used
Days(8hours)
ConversionHourslimitconverted
ToPay
12days(120hrs) O 8days(64hrs) O+64+56=120hrs
11days(110hrs) 1day(10hrs) 7days(56hrs) 10+56+54=120hrs 10days(100hrs) 2days(20hrs) 6days(48hrs) 20+48+52=120hrs 9days(90hrs) 3days(30hrs) 5days(40hrs) 30+40+50:120hrs
8days(80hrs) 4days(40hrs) 4days(32hrs) 40+32+48=120hrs
7days(70hrs) 5clays(50hrs) 3days(24hrs) 50+24+46=120hrs 6days(60hrs) 6days(60hrs) 2days(16hrs) 60+16+44:120hrs
Memorandum of UnderstandingCONFIDENTIAL July 1 , 2025 - June 30, 202739. SICK LEAVE CONVERSION TO PERSONAL LEAVEFor employees who have earned sick leave accrual benefits for one ( 1 ) full fiscal year, sick leavemay be converted to personal leave in accordance with the following schedule:ASick LeaveDays (10 hours)EarnedBAnnual SickLeave Days(10 hours) UsedCPersonal LeaveDays (8 hours)ConversionDUp to 56 hours of SickLeave in excess of 960Hours limit convertedTo Pay12 days (120 hrs)0 8 days (64 hrs)0+64+56 = 120 hrs1 1 days (110 hrs)1 day ( 1 0 hrs)7 days (56 hrs)10+56+54= 120 hrs10 days ( 1 00 hrs)2 days (20 hrs)6 days (48 hrs)20+48+52 = 120 hrs9 days (90 hrs)3 days (30 hrs)5 days (40 hrs)30+40+50= 120 hrs8 days (80 hrs)4 days (40 hrs)4 days (32 hrs)40+32+48= 120 hrs7 days (70 hrs)5 days (50 hrs)3 days (24 hrs)50+24+46= 120 hrs6 days (60 hrs)6 days (60 hrs)2 days (16 hrs)60+16+44 = 120 hrsPersonal leave must be taken as time off with Department Director approval and may not be carriedfrom one fiscal year to another. Personal leave that is not used will be credited to Sick Leave atthe end of a fiscal year if said credited hours do not exceed the one thousand eighty (1,080) hoursSick Leave time.40. SICK LEAVE PROGRAMEmployees having in excess of nine hundred and sixty (960) hours of accumulated sick Leave onthe last pay period in June will be paid in the final paycheck of the fiscal year, an amount computedat the then existing hourly rate for each hour in excess of nine hundred and sixty (960) hours, upto a maximum of fifty six (56) hours.41. TUITIONADVANCE PROGRAMFull-time, non-probationary employees who desire to enroll in an accredited college/universitydegree program or professional development course, are eligible for tuition advancement up to amaximum of three thousand, five hundred dollars ($3,500) per fiscal year. A Tuition AdvancementForm must be received by the Human Resources/Risk Management Department for review andapproval before and advance will be provided. Budgeted funds must be available to cover tuitionadvance and no expenditure beyond the approved budget allocation will be authorized to coverany amount of any employee’s educational expenses.The non-probationary status requirement does not pertain to those employees who are consideredto hold probationary status due to a promotion into a new position in the City. Affected employeesare required to complete one year of service with the City from the date of completion of coursework to be eligible for this benefit. Individuals voluntarily separating from the City prior tocompletion of one year of service with the City from date of completion of course work will berequired to reimburse the City for funds advanced to them under this program. Said reimbursement18 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
shallbedeductedfromanyseparationchecktobedistributedtotheemployee,nomatterwhatthe natureofthefunds,withoutthenecessityofajudgementbeingmandatedonbehalfoftheCity.

AcollegeoruniversityshallbedefinedasaninstitutionaccreditedbytheWesternAssociationof SchoolsandCollegesSeniorCollegeandUniversityCommission(WASC),theAccrediting CommissionofCommunityandJuniorColleges(ACCJC),NorthwestCommissiononColleges andUniversities(NWCCU),SouthemAssociationofCollegesandSchoolsCommissionon Colleges(SACSCOC),MiddleStateCommissiononHigherEducation(MSCHE),NewEngland AssociationofCollegesandSchools(NEASC)oraninstitutionlistedontheHigherLearning Commission(HLC).OtheraccreditationsmaybeeligibleuponreviewbytheHumanResources Department.

Advanceableexpenseswillincludebooks,tuition,parkingandregistration/enrollmentfees.All requiredfeessuchashealth—relatedfees,“gym”feesandothermiscellaneousfees,whetherbilled as“tuition”orotherwiserequiredoftheinstitutionareeligible.Itemssuchaspaper,pens, notebooks,andprintingfeeswillnotbeeligible.

EmployeesagreethatuponacceptingatuitionadvancefromtheCity,theemployeeisresponsible toprovidetheCitywithverificationofcompletionofclass(es),grade(s)andreceiptsforexpenses withinsixty(60)calendardaysfromthedateoffinalcoursework(asindicatedontherequestfor tuitionadvanceformsubmittedbytheemployee).Intheeventthattheeducationalinstitution attendeddoesnotprovidetheemployeewithverificationofcompletionorgradesorreceiptswithin thissixty(60)calendardaystimeframe,theemployeeisresponsibletonotifytheDirectorof HumanResources/RiskManagement,inwriting,ofsuchandanadditionalsixty(60)calendardays extensionwillbegranted.Intheeventthatanemployeedoesnotprovideverificationof completionofclass(es),grade(s)andreceiptsforexpensesattheendofeithertheinitialsixty(60) calendardaysorattheendoftheextensionofanadditionalsixty(60)calendardays(to120 calendardaystotal),theCitywillhavetherighttoautomaticallymakeapayrolldeductionfrom theemployee'snextregularpayrollcheckinanamountequaltotheamountoftuitionfunds advanced.

42.TUITIONREIMBURSEMENT—ENHANCEDPROGRAM
Employeeswhohaveincurredotherwisereimbursabletuitioncostinanamountgreaterthanthe maximumamountavailableshallbeeligibletoreceiveadditionalreimbursementtotheextentthat tuitionreimbursementfundsareavailableattheendofeachfiscalyear.Nosuchdistributionwill bemadeuntiltheconclusionofthefiscalyearinordertoverifythenumberofemployeesmaking applicationfortheenhancedbenefit.Employeesmustsubmitatuitionreimbursementinvoiceto theHumanResources/RiskManagementDepartmentnolaterthanMayI“ofeachyearinorder toparticipateinthisEnhancedProgram.

Itshallremaintheindividualemployee’sresponsibilitytoapplyforandreceivewritten authorizationtoparticipateinatuitionreimbursablecoursepriortoanysuchenrollment. 19 Memorandum of UnderstandingCONFIDENTIAL July 1 , 2025 - June 30, 2027shall be deducted from any separation check to be distributed to the employee, no matter what thenature of the funds, without the necessity of a judgement being mandated on behalf of the City.A college or university shall be defined as an institution accredited by the Western Association ofSchools and Colleges Senior College and University Commission (WASC), the AccreditingCommission of Community and Junior Colleges (ACCJC), Northwest Commission on Collegesand Universities (NWCCU), Southern Association of Colleges and Schools Commission onColleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New EnglandAssociation of Colleges and Schools (NEASC) or an institution listed on the Higher LearningCommission (HLC). Other accreditations may be eligible upon review by the Human ResourcesDepartment.Advanceable expenses will include books, tuition, parking and registration/enrollment fees. Allrequired fees such as health-related fees, “gym” fees and other miscellaneous fees, whether billedas “tuition” or otherwise required of the institution are eligible. Items such as paper, pens,notebooks, and printing fees will not be eligible.Employees agree that upon accepting a tuition advance from the City, the employee is responsibleto provide the City with verification of completion of class(es), grade(s) and receipts for expenseswithin sixty (60) calendar days from the date of final course work (as indicated on the request fortuition advance form submitted by the employee). In the event that the educational institutionattended does not provide the employee with verification of completion or grades or receipts withinthis sixty (60) calendar days timeframe, the employee is responsible to notify the Director ofHuman Resources/Risk Management, in writing, of such and an additional sixty (60) calendar daysextension will be granted. In the event that an employee does not provide verification ofcompletion of class(es), grade(s) and receipts for expenses at the end of either the initial sixty (60)calendar days or at the end of the extension of an additional sixty (60) calendar days (to 120calendar days total), the City will have the right to automatically make a payroll deduction fromthe employee's next regular payroll check in an amount equal to the amount of tuition fundsadvanced.42. TUITION REIMBURSEMENT - ENHANCED PROGRAMEmployees who have incurred otherwise reimbursable tuition cost in an amount greater than themaximum amount available shall be eligible to receive additional reimbursement to the extent thattuition reimbursement funds are available at the end of each fiscal year. No such distribution willbe made until the conclusion of the fiscal year in order to verify the number of employees makingapplication for the enhanced benefit. Employees must submit a tuition reimbursement invoice tothe Human Resources/Risk Management Department no later than May 1 stof each year in orderto participate in this Enhanced Program.It shall remain the individual employee’s responsibility to apply for and receive writtenauthorization to participate in a tuition reimbursable course prior to any such enrollment.19 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025AJune30‘2027

43.VACATIONLEAVE
MaximumaccrualofVacationisfourhundred(400)hours.UponseparationfromCity employment,accruedVacationwillbepaidattheemployee’sthenexistinghourlyrateofpay.

Newemployeeswithlessthansix(6)monthsofCityserviceareineligibletoreceiveVacation LeaveConversion.ltistheresponsibilityofemployeestoscheduleVacationtimeoffforrestand recuperationinorderthatearnedVacationtimeinexcessoffourhundred(400)hourswillnotbe removedfromtherecords.

44.VACTIONLEAVEBUYBACK
Atseparationorretirement,100%ofaccruedVacationLeave,toamaximumoffourhundred (400)hours,willbepaidattheemployee’sexistingbaserateofpay.Newemployeeswithlcss thansix(6)monthsofserviceareineligibletoreceiveVacationLeaveBuyBack.

45.VACATIONLEAVECONVERSION
Employeeswhohaveaccruedaminimumof120hoursofVacationLeavemayconvertamaximum ofeighty(80)hoursofVacationLeavetopayperfiscalyear.Six(6)monthspriortodateof conversion,halfthenumberofaccruedleavehoursrequested,excludingSickLeave,musthave beentakenastimeoff.EmployeesmayconvertleavetopayinApriland/orNovemberofeach year,calculatedattheemployee’shourlybaserateofpayatthetimeofconversion.Note:Usage requirementwaivedfor“activated”militarypersonnel.

46.WORKERS’COMPENSATIONPROGRAM
WheneveranyemployeeoftheCityisdisabledWhethertemporarilyorpermanentlybyinjuryor illnessarisingoutof,andinthecourseof,theirdutiestheemployeewillbecompensatedas follows:Onthefirst,second,andthirddayoftheinjuryemployeeswilluseaccruedSickLeave, VacationLeave,FloatingHolidayLeave,and/0rCompensatoryTimeoffforfullsalary continuance.

Commencingthefourthdayoftheinjury,theCitywillcontinuetheemployee’ssalaryatarateof 66—23%ofthecurrentmonthlysalary,lessanyapplicabledeductions(i.e.,creditunion,health insurancecoverage),foraperiodnottoexceedtwelve(l2)months.lfthedisabilityextendsfora periodbeyondfourteen(14)calendardaystheCitywillcredittheemployeeforthefirstthree(3) daysofSickLeaveused.Ifhospitalizationisrequiredthefirst,second,andthirddays”salaryis paidbytheCitythroughtheWorkers’Compensationprogram.

MonthsofCompletedService AnnualVacationAccrual
6mos—24mosofservice:12daysp/year(10.0000hoursp/month)
25mos—48mosofservice: 15daysp/year(12.5000hoursp/month) 49mos~108mosofservice:18daysp/year(15.0000hoursp/month) 109mos—120mosofservice:19daysp/year(15.8333hoursp/month) 121ormoremonthsofservice:20daysp/year(16.6666hoursp/month) Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 202743. VACATION LEAVEMaximum accrual of Vacation is four hundred (400) hours. Upon separation from Cityemployment, accrued Vacation will be paid at the employee’s then existing hourly rate of pay.New employees with less than six (6) months of City service are ineligible to receive VacationLeave Conversion. It is the responsibility of employees to schedule Vacation time off for rest andrecuperation in order that earned Vacation time in excess of four hundred (400) hours will not beremoved from the records.Months of Completed ServiceAnnual Vacation Accrual6 mos - 24 mos of service:12 days p/year (10.0000 hours p/month)25 mos - 48 mos of service:15 days p/year (12.5000 hours p/month)49 mos - 108 mos of service:18 days p/year (15.0000 hours p/month)109 mos - 120 mos of service:19 days p/year (15.8333 hours p/month)121 or more months of service:20 days p/year (16.6666 hours p/month)44. VACTION LEAVE BUY BACKAt separation or retirement, 100% of accrued Vacation Leave, to a maximum of four hundred(400) hours, will be paid at the employee’s existing base rate of pay. New employees with lessthan six (6) months of service are ineligible to receive Vacation Leave Buy Back.45. VACATION LEAVE CONVERSIONEmployees who have accrued a minimum of 1 20 hours of Vacation Leave may convert a maximumof eighty (80) hours of Vacation Leave to pay per fiscal year. Six (6) months prior to date ofconversion, half the number of accrued leave hours requested, excluding Sick Leave, must havebeen taken as time off. Employees may convert leave to pay in April and/or November of eachyear, calculated at the employee’s hourly base rate of pay at the time of conversion. Note: Usagerequirement waived for “activated” military personnel.46. WORKERS’ COMPENSATION PROGRAMWhenever any employee of the City is disabled whether temporarily or permanently by injury orillness arising out of, and in the course of, their duties the employee will be compensated asfollows: On the first, second, and third day of the injury employees will use accrued Sick Leave,Vacation Leave, Floating Holiday Leave, and/or Compensatory Time off for full salarycontinuance.Commencing the fourth day of the injury, the City will continue the employee’s salary at a rate of66-2/3% of the current monthly salary, less any applicable deductions (i.e., credit union, healthinsurance coverage), for a period not to exceed twelve (12) months. If the disability extends for aperiod beyond fourteen (14) calendar days the City will credit the employee for the first three (3)days of Sick Leave used. If hospitalization is required the first, second, and third days’ salary ispaid by the City through the Workers’ Compensation program.20 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025¥June30,2027

47.WORKERS’COMPENSATIONPREMIUMPAYMENT
Intheeventthatawork—relatedillnessorinjuryresultsinapennanentdisabilitysettlement,the Citywillprovideatenpercent(10%)premiumbenefitpaymentprovidedthefollowingoccurs:
0:. ThattheWorkers”CompensationAppealsBoardapprovesthetotalsettlement,including the10%premiumbenefit;
‘2'Thatneithera“NoticeofClaim”nor“ApplicationforAdjudicationofClaim”willhave beenfiledorservedagainsttheCityofChino;
6’Thattheinjuredemployeehasdiligentlysoughtmedicalattentionasprescribedbythe treatingphysician(s)approvedbytheCity;and
‘3ThattheinjuredemployeeandtheCityhaveemployedtheguidanceoftheState DepartmentofIndustrialRelationsOfficeofInformationandAssistancetoresolveany outstandingissuesormisunderstandings.

Representationisalegalrightrecognizedbystatutorylaw.Nothingprecludesanemployeefrom retaininglegalcounselorrepresentation;however,thepremiumbenefitofferedisonlyavailable incaseshandledwithouttheinvolvementoflegalcounsel.Thisisdoneinrecognitionofthecost savingsthatresultinnon—litigatedcasesthatcanbepassedontotheillorinjuredworker.

48.SAVINGSCLAUSE
ShouldanyclauseinthisMemorandumofUnderstandingbeheldinvalidbylawand/oracourtof competentjurisdiction,thenonlythatclausewillbestrickenandtheremainderofthe MemorandumofUnderstandingwillremaininfullforceandeffect.TheCityand CONFIDENTIALwillimmediatelycommencetonegotiateforthepurposeofreplacingany invalidorillegalprovision.However,nosuchreplacementismandated.

49.MAINTENANCEOFEXISTINGBENEFITS
Allwages,hoursandothertermsandconditionsofemploymentnotspecificallyalteredbythis Agreementandpresentlyenjoyedbytheemployeeswillremaininfullforceandeffectduringthe termofthisAgreementunlessmutuallyagreedtothecontrarybyboththeCityand CONFIDENTIALordeterminedbylawand/orbyacourtofcompetentjurisdictiontobeunlawful.

50.IMPLEMENTATION
ThetermsofthisMemorandumofUnderstandingaresubjecttoconsiderationandapprovalbythe CityManageroftheCityofChinoandwillonlybeimplementeduponadoptionbytheCity Council.

CONFIDENTIALproposalsforthenextAgreementarerequestedtobeservedontheCitybyno laterthanApril15ofeachyear.

51.TERMOFAGREEMENT
Exceptwhereexpresslystatedotherwiseherein,theCityandConfidentialUnitagreethatthe provisionsofthisMemorandumofUnderstandingshallbeeffectiveonJulyI,2025,andshall expireonJune30,2027.

Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 202747. WORKERS’ COMPENSATION PREMIUM PAYMENTIn the event that a work-related illness or injury results in a permanent disability settlement, theCity will provide a ten percent (10%) premium benefit payment provided the following occurs:❖ That the Workers’ Compensation Appeals Board approves the total settlement, includingthe 10% premium benefit;❖ That neither a “Notice of Claim” nor “Application for Adjudication of Claim” will havebeen filed or served against the City of Chino;❖ That the injured employee has diligently sought medical attention as prescribed by thetreating physician(s) approved by the City; and❖ That the injured employee and the City have employed the guidance of the StateDepartment of Industrial Relations Office of Information and Assistance to resolve anyoutstanding issues or misunderstandings.Representation is a legal right recognized by statutory law. Nothing precludes an employee fromretaining legal counsel or representation; however, the premium benefit offered is only availablein cases handled without the involvement of legal counsel. This is done in recognition of the costsavings that result in non-litigated cases that can be passed on to the ill or injured worker.48. SAVINGS CLAUSEShould any clause in this Memorandum of Understanding be held invalid by law and/or a court ofcompetent jurisdiction, then only that clause will be stricken and the remainder of theMemorandum of Understanding will remain in full force and effect. The City andCONFIDENTIAL will immediately commence to negotiate for the purpose of replacing anyinvalid or illegal provision. However, no such replacement is mandated.49. MAINTENANCE OF EXISTING BENEFITSAll wages, hours and other terms and conditions of employment not specifically altered by thisAgreement and presently enjoyed by the employees will remain in full force and effect during theterm of this Agreement unless mutually agreed to the contrary by both the City andCONFIDENTIAL or determined by law and/or by a court of competent jurisdiction to be unlawful.50. IMPLEMENTATIONThe terms of this Memorandum of Understanding are subject to consideration and approval by theCity Manager of the City of Chino and will only be implemented upon adoption by the CityCouncil.CONFIDENTIAL proposals for the next Agreement are requested to be served on the City by nolater than April 1 5 of each year.51. TERM OF AGREEMENTExcept where expressly stated otherwise herein, the City and Confidential Unit agree that theprovisions of this Memorandum of Understanding shall be effective on July 1, 2025, and shallexpire on June 30, 2027. 21 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
Signaturesonfollmvingpage.

Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027Signatures on following page. 22 W
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Memorandum of UnderstandingCONFIDENTIAL July 1 , 2025 - June 30, 2027Linda Reich, City ManagerCjZy of Chino7-/Az5~t Contreraz, Emee RepresentativeCONFIDENTIAL7// /arDate DateCONFIDENTIALTheresa Doyle,Director of Human Resources/Risk ManagementDate Date 23 AMENDMENT NO. 2 TO THE MEMORANDUM OF UNDERSTANDING BETWEEN

REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA, AND THE CHINO

CITY HALL CONFIDENTIAL EMPLOYEE ASSOCIATION
JULY 1, 2025 – JUNE 30, 2027

This Amendment No. 2 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Chino City Hall Confidential Employee Association covering the period of July 1, 2025 through June 30, 2027 (“CCHCEA MOU 2025-27”), is entered into by and between the City of Chino (“City”) and the Confidential Employee Association (“CCHCEA”).

RECITALS:

WHEREAS, CCHCEA is the recognized employee organization for all regular, full-time confidential, non-management employees within City Hall in the City of Chino as identified in the CCHCEA MOU 2025-27; and

WHEREAS, CCHCEA had agreed to defer 1% of its requested cost-of-living adjustment wage increase (“COLA”) from year one to year two of the CCHCEA MOU 2025-27 with the understanding that other bargaining groups were doing the same to relieve the immediate fiscal impact of the wage increases on the City, but other bargaining groups have since received the full 3% COLA in the first year of their labor contracts; and

WHEREAS, on November 4, 2025, the City Council approved Amendment No. 1 of the CCHCEA MOU 2025-27 which included a 3% COLA effective the first pay period beginning July 21, 2025; and

WHEREAS, it is the City’s and CCHCEA’s desire to amend the implementation schedule for the 3% COLA in the first year of the CCHCEA MOU 2025-27 to make the COLA effective the beginning of the pay period that includes July 1, 2025; and

WHEREAS, the labor representatives of the City and CCHCEA have determined that changing the implementation schedule of Article 10 on cost of living wage adjustments in the CCHCEA MOU 2025-27 would be in the best interests of the City and the parties for purposes of uniformity across bargaining units and commencing at the start of the successor CCHCEA MOU 2025-27 and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CCHCEA MOU 2025-27, signed by the parties and ratified by the members of CCHCEA, and approved and adopted by resolution of the City Council before becoming effective; and

THEREFORE, in consideration of the mutual covenants contained herein, and subject to City Council approval and adoption of this Amendment No. 2 to the CCHCEA MOU 2025-27, the parties hereto agree to the following updates and/or amendments made to the current/existing language in the CCHCEA MOU 2025-27 and where there is duplicative language or provisions this Amendment No. 2 language supersedes and governs.

Chino City CouncilNovember 18, 2025

Chino City Council
November 18, 2025