Colton City Council
October 6, 2026

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SECTION 4: NEPOTISM POLICY
Refer to the City of Colton Personnel System Rules and Regulations Rule VIII, Section 8.

SECTION 5: LAYOFF POLICY

1. General Provisions
A. Definition: A layoff is the involuntary separation or reduction of a regular employee to a position in a lower classification without fault of the employee. Layoff applies only to full-time positions. A layoff occurs only when a position is deleted from the authorized budget or when funds are withdrawn from a previously funded position.

B. Short-term Furlough: Furloughs for periods not to exceed 40 consecutive work hours may be made in any order for reasons approved by the City Manager. Such furloughs shall not exceed 80 hours per employee per fiscal year and every consideration will be given to seniority where appropriate. Employees who are furloughed shall be granted a leave without pay with the right to return to classification.

2. Notification
Whenever the Police Chief believes that a layoff will be necessary, the Police Chief will submit a layoff plan to the City Manager for approval. The layoff plan shall include the anticipated number, and job title(s) of employee(s) to be laid off and seniority list by classification of all affected employees. The affected employees and the employee Association shall be provided with a copy of the approved layoff plan at least two weeks prior to its effective date.

3. Order of Layoff
A. Layoffs shall be made on the basis of seniority determined by the employee's hire date of continuous service in a full-time position. In the event of a tie in total time of continuous service between two or more employees, the order of layoff shall be determined at the discretion of the City Manager.

B. Before any reduction in the work force of full-time employees occurs, all temporary, parttime, provisional, probationary, contract or other individuals without regular status in the affected classifications shall be terminated.

C. Probationary employees and employees in acting appointments, who have regular status in another classification, shall be returned to their former classification where they will be subject to layoff under provisions applicable to other employees in that classification.

D. If a regular employee is to be separated and has regular status in a lower classification, reduction in classification (bumping) within the City shall be approved. For purposes of bumping, the number of positions filled by the least senior employees in the affected

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classification(s) equal to the number of positions being deleted from the classification shall be identified. Additionally, all vacant positions in the affected classification shall be made available to the affected employees. This collective group of positions shall then be subject to the bumping process.

E. Regular employees whose positions have been deleted shall be allowed to exercise their options, based on seniority, to select either a vacant position or to bump into any one of the filled junior positions within their current classification. An employee who elects not to bump into any position within the collective group of vacant and filled junior positions, thereby retaining existing classification, shall be provided the opportunity to select from those options identified in Section G of this policy.

If an employee is authorized to bump, they will occupy the position held by the least senior employee on the priority list for that classification.

If an employee accepts a lower paying or less than full-time position, the employee does not waive recall rights to the former position pursuant to Section 5 below.

F. Reductions in classification shall only be approved when the employee has previously passed probation in the lower classification. Reductions in classification shall first be made to the next lower classification in which the employee has regular status. The employee being reduced may only replace a junior employee, or be placed in a vacant position, in the classification identified pursuant to Section D above. The junior employee being bumped will be separated or reduced in classification. If the employee does not have seniority in the classification to which is first considered for reduction, reduction shall then be made to the next lower classification in which the employee has previously achieved permanent status. This procedure shall continue until all reductions in classification and the ultimate separations are completed.

An employee may bump to a lower classification within a series in which they have achieved permanent status. Example:

Employee "A" is hired in as a Customer Service Representative II and achieves permanent status; however never worked as a Customer Service Representative I.

Employee "A" may bump employee "B" in the lower classification of Customer Service Representative I if employee "A" has more seniority.

G. If bumping results in an assignment which the employee considers to be undesirable, such employee may request:
i. a voluntary demotion to any vacant position in the City; or ii. a lateral transfer to a position in which they have previously held regular status and have seniority over the incumbent.

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H. If a classification title is changed due to a reclassification, the employee shall retain bumping rights to the previous classification and series.

Any of these options requires the approval of the City Manager.

4. Exception To Order of Layoff
Whenever the Police Chief believes that the best interest of the City requires the retention of an employee with special qualifications, characteristics, and fitness for the work, the Police Chief may request that such employee be exempted from the bumping procedures. Such requests must be in writing and approved by the City Manager. If approved the affected employee's labor representative shall be immediately provided with a copy of the request.

Generally, requests for exception to order of layoff will be limited to those employees who possess specific licenses and certificates, or other special qualifications which were identified during the recruitment for that particular position.

5. Employee's Rights While on Layoff
During the twelve (12) months following a layoff, laid-off employees shall be assured the right to reinstate into their former position.

6. Retraining
The City will make reasonable efforts to provide retraining opportunities to laid-off employees that will qualify them in classifications not related to their former classification, and will attempt to place said laid-off employees in vacant positions in the City for which they are qualified.

During the twelve (12) months following a layoff, laid-off employees shall be eligible to compete for in-house promotional examinations for positions for which they qualify.

SECTION 7: BENEFITS REVIEW COMMITTEE
The City agrees to the formation of a joint Labor/Management committee to review possible improvements in all areas of health, dental, life, disability, and vision benefits currently or potentially available to employees in this unit. The committee will be comprised of members appointed by the association and members appointed by management. The committee shall meet at times specified by the Human Resources Department. The Human Resources Director will be responsible for assigning staff to lead the committee.

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ARTICLE VI

GENERAL PROVISIONS
SECTION 1: SAVINGS CLAUSE
Should any provision of this MOU be held invalid by a court of competent jurisdiction, then the remaining provisions shall remain in full force and effect.

SECTION 2: CONCLUSIVENESS OF MEMORANDUM OF UNDERSTANDING The parties acknowledge that during the negotiations, which resulted in this MOU, each had the right and opportunity to make demands and proposals with respect to subjects within the scope of representation. The understandings arrived at after the exercise of that right are set forth in this MOU and constitute the complete and total contract between the City and CPCEA with respect to wages, hours, and other terms and conditions of employment. Accordingly, all wages, hours, and terms and conditions of employment in this MOU and in the consolidated MOU shall remain in full force and effect for the term of this MOU, provided, however, that the parties may, upon mutual agreement, re-negotiate any part or provisions of this MOU during its term. All practices enjoyed by the employees at the present time, which are not included in, or specifically changed by or contradictory to this MOU are subject to meet and confer prior to implementing any proposed change.

Any prior or existing Memoranda of Understanding between the parties regarding matters within the scope of representation are hereby superseded and terminated in their entirety. Moreover, all "side letter" agreement between the parties that have been entered into prior to the adoption of this MOU by the City Council shall automatically expire on the date this MOU is adopted. Any increases in compensation and/or benefits that were delayed, postponed, or provided by those side letter agreements are hereby waived.

SECTION 3: TERM OF AGREEMENT
The term of this agreement is from July 1, 2026and ending June 30, 2029.

SECTION 4: COUNCIL ADOPTION
If this MOU is acceptable to City Council, the City Council may adopt the MOU by appropriate action following the signing of a tentative agreement between the City and Union.

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FOR CITY OF COLTON: FOR COLTON POLICE CIVILIAN
EMPLOYEES ASSOCIATION:

Frank J. Navarro, Mayor Rachel Carnell, Association President Dated Dated

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MEMORANDUM OF UNDERSTANDING

BETWEEN

THE CITY OF COLTON
AND

THE COLTON POLICE DISPATCHERS ASSOCIATION
TERM
July 1, 2026 – June 30, 2029

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TABLE OF CONTENTS
ARTICLE I: EMPLOYER-EMPLOYEE RELATIONS ...................................................4 SECTION 1: RECOGNITION .................................................................................................4 SECTION 2: GRIEVANCE PROCEDURE.............................................................................4 A. Statement of Purpose ...................................................................................................4 B. Definitions ....................................................................................................................4 C. Informal Resolution Steps.............................................................................................5 D. Formal Resolution Steps...............................................................................................6 E. Arbitration ....................................................................................................................7 F. Representation ..............................................................................................................9 G. Time Limits ..................................................................................................................9 H. Withdrawal ...................................................................................................................10 I. Freedom From Reprisal ...............................................................................................10 SECTION 3: LAYOFF POLICY .............................................................................................10 A. General Provisions........................................................................................................10 B. Notification ...................................................................................................................10 C. Order of Layoff.............................................................................................................11 D. Exception to Order of Layoff........................................................................................12 E. Employee’s Rights While on Layoff ............................................................................12 F. Retraining......................................................................................................................12 SECTION 4: UNION MEMBERSHIP.....................................................................................13 SECTION 5: NEW EMPLOYEE ORIENTATION.................................................................13 SECTION 6: MANAGEMENT RIGHTS ................................................................................14 ARTICLE II: COMPENSATION.........................................................................................15 SECTION 1: SALARY.............................................................................................................15 SECTION 2: BILINGUAL PAY..............................................................................................15 SECTION 3: RETIREMENT ...................................................................................................15 SECTION 4: OVERTIME........................................................................................................16 A. Work Period..................................................................................................................16 B. Overtime Pay ................................................................................................................16 C. Compensatory Time Off ...............................................................................................16 D. Compensatory Time Off Cash Out ...............................................................................17 E. Overtime Authorization ................................................................................................17 F. Shift Differential ...........................................................................................................17 G. Clothes Changing .........................................................................................................17 H. Shift Trades ..................................................................................................................18 I. Standby .........................................................................................................................18 J. Early Relief...................................................................................................................18 K. Training Time ...............................................................................................................19 L. City Vehicle Use ..........................................................................................................19 M. Call Back Pay ...............................................................................................................19 N. Court Pay ......................................................................................................................19 O. Court Standby Pay ........................................................................................................19 SECTION 5: DISPATCHER TRAINING PAY.......................................................................20

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SECTION 6: CERTIFICATE PAY .........................................................................................20 SECTION 7: LONGEVITY PAY ............................................................................................20 SECTION 8: RETROACTIVE PAY CALCULATIONS ........................................................21 ARTICLE III: FRINGE BENEFITS....................................................................................21 SECTION 1: HEALTH INSURANCE.....................................................................................21 SECTION 2: RETIREE MEDICAL.........................................................................................22 SECTION 3: TERM LIFE INSURANCE................................................................................23 SECTION 4: SHORT-TERM AND LONG-TERM DISABILITY .........................................24 SECTION 5: UNIFORMS........................................................................................................24 SECTION 6: TUITION REIMBURSEMENT.........................................................................24 SECTION 7: SOCIAL SECURITY..........................................................................................25 SECTION 8: MEDICARE........................................................................................................25 ARTICLE IV: LEAVES ........................................................................................................25 SECTION 1: VACATION........................................................................................................25 A. Accrual..........................................................................................................................25 B. Use ................................................................................................................................26 C. Vacation Buy Back ......................................................................................................26 D. Accumulated Hours at Termination of Employment....................................................26 SECTION 2: HOLIDAYS........................................................................................................26 SECTION 3: SICK LEAVE .....................................................................................................27 A. Sick Leave Usage..........................................................................................................27 B. Accrual..........................................................................................................................28 C. Sell Back .......................................................................................................................28 D. Sick Leave Reports.......................................................................................................28 E. Family Attendance ........................................................................................................29 F. Rights of Victims of Domestic Violence ......................................................................29 G. Accumulated Hours at Termination..............................................................................29 SECTION 4: BEREAVEMENT LEAVE.................................................................................30 SECTION 5: LEAVE USAGE.................................................................................................30 ARTICLE V: GENERAL PROVISIONS ............................................................................30 SECTION 1: MAINTENANCE OF TERMS & CONDITIONS OF EMPLOYMENT ..........30 SECTION 2: NEPOTISM POLICY .........................................................................................30 SECTION 3: SAVINGS CLAUSE ..........................................................................................30 SECTION 4: TERM OF MEMORANDUM OF UNDERSTANDING ..................................31 SECTION 5: ASSOCIATION AND CITY PROPOSALS .....................................................31 SECTION 6: CONCLUSIVENESS OF MEMORANDUM OF UNDERSTANDING ..........31 SECTION 7: COUNCIL ACTION ..........................................................................................31

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ARTICLE I

EMPLOYER-EMPLOYEE RELATIONS
SECTION 1: RECOGNITION
The City of Colton (hereinafter "the City”) hereby recognizes the Colton Police Dispatchers Association (hereinafter "the Association") as the exclusive representative for the purpose of meet and confer with respect to wages, hours, terms and conditions of employment for all employees within the classifications as set forth below:

Police Dispatcher I
Police Dispatcher II
Senior Police Dispatcher
Supervising Communication Dispatcher
Should any valid Federal or State law or formal determination of any board or court of competent jurisdiction affect any provisions so affected shall be made to conform to the law or determination and otherwise this Memorandum of Understanding shall continue in full force and effect.

Nothing in the above shall be construed as requiring an employee to join the recognized Association nor to maintain membership in the recognized Association as a condition of employment.

SECTION 2: GRIEVANCE PROCEDURE
A. STATEMENT OF PURPOSE
The purpose and objectives of the grievance procedure are to:

1. Ensure fair and equitable treatment of all employees and to promote harmonious relations among employees and their supervisors.

2. Afford employees a simple means of obtaining consideration of their grievance by informal means at the supervisory level and review of the supervisor's decisions.

3. Resolve grievances as quickly as possible and to correct, if possible, the causes of grievances, thereby reducing the number of grievances and future similar complaints.

It is the spirit and intent of this procedure that all grievances be settled quietly and fairly without any subsequent discrimination against employees who may seek to adjust a grievance. Every effort shall be made to find an acceptable solution at the lowest level of supervision.

B. DEFINITIONS
For purposes of this procedure, the following definitions shall apply:

1. Day: A workday, except where otherwise stated. A workday is a day on which City Hall is open for business for its full normal working hours.

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2. Grievant: A current full-time member or former member of the bargaining unit employed full-time by the City. An Association may file a grievance on behalf of itself or its members.

3. Grievance: An alleged violation or non-compliance with the provisions of this MOU, any supplemental MOU, the City of Colton's personnel rules and regulations, departmental rules and regulations, and other policies and practices.

Only the following major disciplinary actions taken against permanent employees are appealable under this grievance procedure:
a. Suspensions in excess of 3 days;
b. Disciplinary salary reductions;
c. Demotions; and,
d. Discharges.

Any appeal of the above disciplinary actions shall be initiated Grievance Step Four.

4. Representative: A person who, at the request of the employee or supervisor, is invited to participate in the grievance or conferences.

5. Immediate Supervisor: The person having evaluation responsibility for the grievant.

6. Association: The legal entity elected to be the exclusive representative of the employee group.

7. Class Grievance: A grievance involving more than one employee. a. Each employee must submit their grievance in writing. Individual grievances may be treated as a single grievance or as a class at the discretion of the City. b. Resolution of a class grievance may not be consistent among all grievants in the class grievance due to differences in circumstances or occurrences which brought about the grievance.
c. Any grievant not satisfied with the decision at any procedural step shall retain their individual right to appeal to the next step in the grievance procedure.

8. Answer: The response to the grievance at Steps One, Two, and/or Three as outlined in this procedure. All answers shall be written. If an answer does not resolve the grievance to the grievant's satisfaction, the answer will inform the grievant of the next step in the grievance procedure, and the deadline by which the grievant must request the next Step.

C. INFORMAL RESOLUTION STEPS

1. STEP ONE: Immediate Supervisor
Within ten (10) business days after a grievant knew, or by reasonable diligence should have known, of the act or omission upon which a grievance may be based, the grievant shall request an informal resolution meeting with their immediate supervisor. Every effort shall be made to resolve a grievance through discussion between the grievant and the grievant's immediate supervisor. This step will be

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deemed waived if the immediate supervisor, or the immediate supervisor's action, is the subject of the grievance.

The supervisor shall prepare a written answer to the grievance within ten (10) business days after the informal resolution meeting.

D. FORMAL RESOLUTION STEPS

1. STEP TWO: Appeal to Division Head or Designee
If the grievance is not resolved at Step One, the employee may request a meeting to discuss the grievance with the division head, if one exists, or designee. The meeting must be requested in writing within ten (10) business days after the Step One decision has been rendered. The meeting will be scheduled within ten (10) business days of receipt of the grievant's written request for the meeting. The division head or designee shall prepare a written answer within ten (10) business days after meeting with the grievant.

If no division head exists, the grievant may proceed directly to Step Three.

2. STEP THREE: Appeal to the Police Chief or Designee
If the grievance is not resolved at Step Two, the employee may request a meeting to discuss the grievance with the Police Chief, or designee. The meeting must be requested in writing within ten (10) business days after the Step Two decision has been rendered.

The meeting will be scheduled within ten (10) business days of the employee submitting the request for the meeting. The Police Chief or designee shall render an answer within ten (10) business days of meeting with the grievant.

3. STEP FOUR: Appeal to the City Manager
If the grievant is not satisfied at Step Three, the employee may request an appeal meeting to discuss the grievance with the City Manager. The meeting must be requested in writing within ten (10) business days after the Step Three decision has been rendered.

The City Manager shall schedule a meeting with the grievant within ten (10) business days of receiving the appeal. The City Manager shall meet with the grievant and review the grievance and shall answer within ten (10) business days of discussing the grievance.

4. STEP FIVE: Appeal to Arbitrator
If the grievance is not resolved at Step Four, the grievant may submit a written request to the City Manager for the grievance to be heard by an arbitrator, as outlined in more detail in Section E of this procedure. This written request must be submitted within ten (10) business days after the Step Four decision has been rendered.

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In the case where a grievance is an appeal of major disciplinary action, the written request must be submitted within ten (10) business days after the employee has been notified of the final decision to impose disciplinary action.

E. ARBITRATION

1. Written Request for Arbitration
To request a Step Five appeal to an arbitrator, a grievant must timely submit a written request to the City Manager. The request shall be considered timely only if the City Manager receives it no later than ten (10) business days after the Step Four decision has been rendered. Such request may be in the form of a memorandum or letter to the City Manager from the employee or an authorized union representative, and must clearly state the provisions of the MOU and/or rules, regulations, past practices or procedures, which have allegedly been violated.

2. Private Hearing
Grievance arbitration hearings shall be private.

3. Selection of Arbitrator
Unless the parties agree to another method of selecting an arbitrator, following method shall apply:

The State Mediation and Conciliation Service shall be asked to submit a list of seven (7) persons qualified to act as arbitrators. Within five (5) business days following receipt of the list of arbitrators, the parties shall select an arbitrator. The parties shall alternately strike one name from the list until no name remains. The right to strike the first name is determined by coin toss.

4. Costs of Arbitration
To the extent permitted by applicable law, each party shall bear equally the cost of the fees and expenses of the arbitrator and court reporter, if any. Each party shall bear its own witness and attorney fees.

5. Demand for Exchange of Evidence
Upon written request by either of the opposing parties in a pending hearing given at least twenty (20) calendar days prior to the scheduled hearing date, each party shall supply to the other party copies of all documentary evidence to be used by that party at the hearing. Such evidence shall be provided no later than five (5) calendar days prior to the scheduled hearing date. Any evidence not so provided may not be admitted or offered as evidence at the subsequent hearing except that any such documentary evidence discovered by a party after such a request for copies but not soon enough to comply with the above time limits may be admitted providing it could not have been discovered sooner by reasonable means and provided further that a copy or copies of such evidence be afforded the requesting party as soon as practicable after such discovery. Nothing contained herein shall operate to prevent either party from presenting additional documents by way of rebuttal.

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6. Presentation of Evidence
At the arbitration hearing, both the grievant and the City shall have the right to be heard and to present evidence. The following rules shall apply:
a. Oral evidence shall be taken only on oath or affirmation. b. Each party shall have these rights: to call and examine witnesses, to introduce exhibits, to cross-examine opposing witnesses on any matter relevant to the issues even though that matter was not covered in the direct examination, to impeach any witness regardless of which party first called the witness to testify, and to rebut the evidence against the witness. If the employee does not testify on their own behalf, the employee may be called and examined as if under crossexamination. c. The arbitration hearing need not be conducted according to technical rules relating to evidence and witnesses. Any relevant evidence shall be admitted if it is the sort of evidence on which responsible persons are accustomed to relying on the conduct of serious affairs, regardless of the existence of any common law or statutory rule which might have made improper the admission of such evidence over objection in civil actions. Hearsay evidence may be used for the purpose of supplementing or explaining any direct evidence but shall not be sufficient in itself to support a finding, unless the arbitrator finds that it would be admissible over objection in civil actions. The rules of privilege shall be effective to the same extent that they know or hereafter may be recognized in civil actions, and irrelevant and unduly repetitious evidence shall be excluded.

7. Time for Arbitrator to Render Decision
The arbitrator shall render a decision, in writing, within thirty (30) calendar days of the close of the hearing or of the arbitrator's receipt of closing briefs, whichever is later.

8. Finding of Fact and Remedies for Disciplinary Appeal An arbitrator may sustain, modify, or rescind an appealed disciplinary action as follows and subject to the following restrictions:
a. For any type of disciplinary arbitration: If the arbitrator finds that a disciplinary action was taken for reasonable cause, the arbitrator shall sustain the action. b. For appeals of suspensions and reductions in class or salary: If the disciplinary action is modified or rescinded by the arbitrator, the grievant shall be entitled to restoration of pay and/or fringe benefits in a manner consistent with the arbitrator's decision. c. For discharges:
i. If the arbitrator finds that the order of discharge should be modified to another form of discipline, the grievant shall be restored to a position in their former class subject to forfeiture of pay and fringe benefits for all or a portion of the period of time the grievant was removed from duty, as determined by the arbitrator.

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ii. If the arbitrator finds that the order of discharge should be rescinded and no discipline imposed, the grievant shall be reinstated in a position of their former class and shall receive pay and fringe benefits for all of the period of time the employee was removed from duty.
d. Restrictions on remedies:
i. The City shall not be liable for restoring pay and fringe benefits for any period(s) of time the grievant was reduced or removed from duty which results from the appealing party's request for written briefs and/or a transcript of the arbitration proceedings or from any unreasonable delay in the issuance of the arbitrator's award. ii. Restoration of pay and benefits shall be subject to deduction of all unemployment insurance payments received. Outside earnings received since the date of discharge which grievant would not likely have earned but for the discharge shall also be deducted.

9. Arbitration Final and Binding
The decision by the arbitrator shall be final and binding and not subject to any administrative or judicial appeal or review of any kind except pursuant to California Code of Civil Procedure Section 1286.2.

F. REPRESENTATION

1. An employee may request representation of their choice and at their expense at any stage of the grievance procedure.

2. The grievant and their designated representative, if any, shall receive release time for the purpose of representing the grievant at any step. For purposes of this section, representation includes reasonable preparation and consultation.

3. Only the grievant and one other person from the bargaining unit may be on paid status while engaging in tasks related to the representation. Representation shall not unduly interfere with the normal course of City business.

G. TIME LIMITS

1. Failure by a grievant to meet any deadline set in this procedure shall terminate the grievance. The grievant shall not have a right to refile on the same set of facts, unless good cause is shown for the delay or the City notifies the grievant in writing that it will waive the deadline.

2. Failure by the City to meet a deadline set forth in this procedure shall give the grievant the right to proceed to the next Step.

3. Time limits in this procedure may be extended by mutual written agreement between the parties.

4. The grievant and designated representative, if any, will be given at least ten (10) business days written notice of any meeting scheduled pursuant to any Formal Resolution Step. This provision may be waived by mutual written agreement between

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the parties.

H. WITHDRAWAL
Any grievance may be withdrawn by the grievant at any time. Withdrawal of a grievance will be with prejudice and shall remove the right of the grievant to refile on the same set of facts.

I. FREEDOM FROM REPRISAL
No grievant shall be subject to coercion, discrimination, reprisal, or disciplinary action for discussing a complaint or grievance with their immediate supervisor, or for the good faith filing of a grievance.

SECTION 3: LAYOFF POLICY
The Association agrees to meet and confer with the City if layoffs are anticipated at any time during the terms of the agreement.

A. GENERAL PROVISIONS:

1. Definition: A layoff is the involuntary separation or reduction of a regular employee to a position in a lower classification without fault of the employee. Layoff applies only to full-time positions. A layoff occurs only when a position is deleted from the authorized budget or when funds are withdrawn from a previously funded position.

2. Short-term Furlough: Furloughs for periods not to exceed 40 consecutive work hours may be made in any order for reasons approved by the City Manager. Such furloughs shall not exceed 80 hours per employee per fiscal year and every consideration will be given to seniority where appropriate. Employees who are furloughed shall be granted a leave without pay with the right to return to classification.

B. NOTIFICATION:

Whenever a Department Director believes that a layoff will be necessary, the Department Director will submit a layoff plan to the City Manager for approval. The layoff plan shall include the anticipated number, job title(s) of employee(s) to be laid off, and seniority list by classification of all affected employees. The affected employees and the Association shall be provided with a copy of the approved layoff plan at least two (2) weeks prior to its effective date.

C. ORDER OF LAYOFF:

1. Layoffs shall be made on the basis of seniority determined by the employee's hire date of continuous service in a full-time position. In the event of a tie in total time of continuous service between two or more employees, the order of layoff shall be

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determined at the discretion of the City Manager.

2. Before any reduction in the work force of full-time employees occurs, all temporary part-time, provisional, probationary, contract or other individuals without regular status in the affected classifications shall be terminated.

3. Probationary employees and employees in acting appointments, who have regular status in another classification, shall be returned to their former classification where they will be subject to layoff under provisions applicable to other employees in that classification.

4. If a regular employee to be separated has regular status in a lower classification, reduction in classification (bumping) within the City shall be approved. For purposes of bumping, the number of positions filled by the least senior employees in the affected classification(s) equal to the number of positions being deleted from the classification shall be identified. Additionally, all vacant positions in the affected classification shall be made available to the affected employees. This collective group of positions shall then be subject to the bumping process.

5. Regular employees whose positions have been deleted shall be allowed to exercise their options, based on seniority, to select either a vacant position or to bump into any one of the filled junior positions within their current classification. An employee who elects not to bump into any position within the collective group of vacant and filled junior positions, thereby retaining his/her existing classification, shall be provided the opportunity to select from those options identified in (G) of this policy.

If an employee accepts a lower paying or less than full-time position, he/she does not waive recall rights to the former position pursuant to Section 5 below.

6. Reductions in classification shall only be approved when the employee has previously passed probation in the lower classification. Reductions in classification shall first be made to the next lower classification in which the employee has regular status. The employee being reduced may only replace a junior employee, or be placed in a vacant position, in the classification identified pursuant to Section D above. The junior employee being bumped will be separated or reduced in classification. If the employee does not have seniority in the classification to which the employee is first considered for reduction, reduction shall then be made to the next lower classification in which the employee has previously achieved permanent status. This procedure shall continue until all reductions in classifications, and the ultimate separations are completed.

An employee may bump to a lower classification within a series in which they achieved permanent status. Example:

Employee "A" is hired as a Customer Service Representative II and achieves permanent status; however never worked as a Customer Service Representative I.

Employee "A" may bump employee "B" in the lower classification of Customer

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Service Representative I if employee "A" has more seniority.

7. If bumping results in an assignment which the employee considers to be undesirable, such employee may request:
a. A voluntary demotion to any vacant position in the City; or a lateral transfer to a position in which they have previously held regular status and have seniority over the incumbent.

8. If a classification title is changed due to a reclassification, the employee shall retain bumping rights to the previous classification and series.

Any of these options require the approval of the City Manager.

D. EXCEPTION TO ORDER OF LAYOFF:

Whenever a Department Director believes that the best interest of the service requires the retention of an employee with special qualifications, characteristics, and fitness for work, the Department Director may request that such employee be exempted from the bumping procedures. Such requests must be in writing and approved by the City Manager. If approved the affected employee's labor representative shall be immediately provided with a copy of the request. Generally, requests for exception to order of layoff will be limited to those employees who possess specific licenses and certificates, or other special qualifications which are identified during the recruitment for that particular position.

E. EMPLOYEE'S RIGHTS WHILE ON LAYOFF:

During the twelve (12) months following a layoff, laid-off employees shall be assured the right to reinstate into their former position.

F. RETRAINING
The City will make reasonable efforts to provide retraining opportunities to laid-off employees that will qualify them in classifications not related to their former classification and will attempt to place said laid-off employees in vacant positions in the City for which they are qualified.

During the twelve (12) months following a layoff, laid-off employees shall be eligible to compete for in-house promotional examinations for positions for which they qualify.

SECTION 4: UNION MEMBERSHIP
Upon being notified by Colton Police Dispatchers Association, the City shall, on behalf of the Bargaining Unit, deduct monthly Bargaining Unit dues from the members' salary. The Bargaining Unit agrees to indemnify the City and to hold the City harmless against any and all claims,

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demands, suits or other forms of liability that may arise out of, or by reason of, any action taken by the City for the purposes of complying with the provisions of this article.

SECTION 5: NEW EMPLOYEE ORIENTATION
New employee orientation means an "in person" meeting designated as such and scheduled with representatives of the City of Colton to advise and inform new employees of their employment benefits, responsibilities, City Rules, and other similar related matters. Currently, the City performs new employee orientations on the first day of work, typically at the beginning of a pay period (Monday at 8am). However, there may be instances where orientations are held on a different date and/or time following their actual start date due to business needs. Typically, the orientation process lasts one (1) to two (2) hours.

Notice Requirements
The City of Colton will make every effort to provide written notice (by email, letter, or text) to the Union of all new employee orientations, which they represent, at least fifteen (15) calendar days, no less than ten (10), prior to the scheduled orientation. The new employee orientation notice provided to the Union shall include the date, time, and location of the orientation. This will allow for proper scheduling to ensure that representative(s) from the Union are available to meet with the employee prior to or following the orientation session. If the Union or its representative is not available on the day or time the City has scheduled its orientation, the City will allow the Union to meet with the new employee within a week of hire.

Colton Police Dispatchers Association will be provided the opportunity to have up to two (2) representatives to meet with the new employee for up to 45 minutes of uninterrupted private time prior to or following the new employee orientation. The Union may provide written materials, including a packet of information, to the new employee(s). The Union agrees in its portion of the orientation not to engage in speech that could cause substantial disruption or material interference with City business and activities and to comply with all City policies and procedures.

Union's presentation will be conducted during paid City time as a regular part of the new employee orientation. One (1) of the two Union representatives will be the Business Agent and the other may be a bargaining unit member (City employee). Approval from the Department Director shall be authorized prior to a bargaining unit member attending the new employee orientation. At no time shall the bargaining unit member (acting as a Union representative) meeting with the new employee result in any overtime or additional costs to the City. A bargaining unit member attending the orientation as a Union representative shall do so during their regular working hours so as to not incur additional costs to the City. The Union will provide the Human Resources Director, at least 48 working hours in advance notice, of the name(s) of the bargaining unit member(s) who they wish to attend the orientation.

During the new employee orientation, the City shall make every effort to provide a written statement, obtained from the Union, to each new employee hired into a position/classification represented by the Colton Police Dispatchers Association bargaining unit, that the employee's

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position is represented by the Union. To properly identify current leaders, the Union will provide a roster of representative(s) to the City prior to such orientation.

Reporting Requirements:

Within 30 days of hire or by the first pay period of the month following hire, the City of Colton shall provide Colton Police Dispatchers Association with the name, job title, department, work location, work, home and personal cellular telephone numbers, personal email addresses on file with the employer, as well as home address of all newly hired employees. While AB119 requires that the City of Colton provide the Union with this information for all employees in the bargaining unit at least every 120 days, CPDA agrees to receive this information twice a year on July 1st and January 1st, except as specified.

Employees who choose not to have their personal information (home address, home telephone number, personal cellular number, or personal email address) released to the Union can sign a Waiver of Informational Release form.

SECTION 6: MANAGEMENT RIGHTS
It is understood and agreed that the City retains all of its powers and authority to direct, manage, and control to the full extent of the law. Included in, but not limited, to those duties and powers are the rights to: determine its organization; direct the work of its employees; determine the times and hours of operation; determine the level, means, and kinds of services to be provided; establish its policies, goals, and objectives; determine staffing patterns; determine the number and kinds of personnel required; contract out work, transfer work out of the association, maintain the efficiency of City operations, build, move, or modify facilities; establish budget procedures and determine budgetary allocation; determine the methods of raising revenue and take action on any matter in the event of an emergency. Emergency is a sudden, generally unexpected, occurrence or occasion requiring immediate action which affects City facilities or equipment or otherwise involves an Act of God or specific governmental order requiring the City to take certain action or refrain from taking certain action. In addition, the City retains the right to hire, classify, assign, evaluate, promote, discipline, and terminate employees.

It is expressly agreed by both parties that the City's determination to exercise those rights described herein, shall not be subject to the meet and confer process. However, the impact of exercising said rights is subject to the meet and confer process.

It shall be the policy of the City that no employee shall be interfered with, intimidated, restrained, coerced, or discriminated against in matters of employment, appointments, promotions, or other actions requiring the application of the merit principle. The City's actions in exercising the rights described herein shall be based on merit and fitness, free of favoritism and personal and political considerations.

ARTICLE II

COMPENSATION

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SECTION 1: SALARY
All employees in the above-represented classifications shall receive a base salary as set forth in the Pay and Classification Plan for the City of Colton. Employees represented by the Association and the City agree to the following base salary increase:

Effective the first full pay period after July 1, 2026, the City will provide a 3% across the board salary increase for all represented classifications in this bargaining unit.

Effective the first full pay period after July 1, 2027, the City will provide a 3.5% across the board salary increase for represented classifications in this bargaining unit.

Effective the first full pay period after July 1, 2028, the City will provide a 4% across the board salary increase for represented classifications in this bargaining unit.

The Police Dispatcher I will be benchmarked 5% below the Police Dispatcher II; the Senior Police Dispatcher will be benchmarked 10% above the Police Dispatcher II; the Supervising Communication Dispatcher will be benchmarked 20% above the Senior Police Dispatcher. The aforementioned benchmark will be utilized for all salary increases or decreases.

For the purposes of salary surveys, the survey cities will be Chino, Fontana, Montclair, Ontario, Redlands, Rialto, San Bernardino, and Upland. Any such survey shall be for information purposes only. No cities shall be added to or removed from this list during the term of the MOU.

SECTION 2: BILINGUAL PAY
Bilingual pay is paid at the rate of $225.00 per month for employees who must perform bilingual translation as part of their job function and regular duties, who successfully complete a bilingual examination. Bilingual pay will be for employees who speak Spanish, perform sign language, or who speak any other language designated by the Chief of Police.

When the skill is no longer needed or the employee is not required to use it or ceases to possess it, the Police Chief shall terminate the bilingual compensation by written notice to Human Resources.

The bilingual pay is tied to the classification rather than the individual employee and will terminate if the employee moves to a new classification.

SECTION 3: RETIREMENT
The City shall provide retirement benefits through the California Public Employees Retirement System (CalPERS) as follows:

Each employee shall pay the full amount of the normal member contribution. Any Unit member that established CalPERS membership prior to the implementation of the Public Employees' Pension Reform Act of 2013 (PEPRA) in connection with City employment or that otherwise establishes "classic member" status, as defined in Section 579.1 of the California Code of Regulations, shall be subject to one of the following pre-PEPRA retirement formulas determined

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on the basis of their original date of hire: hired before June 1, 2012 is at 2.7% at 55, hired on or after June 1, 2012 is at 2.5% at 55. The normal member contribution applicable to members participating in these retirement formulas continues to be 8%. Any Unit member that is considered a "new member" as defined in PEPRA shall be subject to the PEPRA retirement formula for miscellaneous members hired on or after January 1, 2013 is at 2% at 62. The normal member contribution for "new members" will be determined by CalPERS in accordance with PEPRA.

The City will provide CalPERS 4th Level 1959 Survivor Benefits to all employees in the Association.

SECTION 4: OVERTIME
A. Work Period:

The work period for non-sworn employees is 7 days in length, 40 hours per week, consisting of three (3) twelve (12) hour shifts and one half of one (1) eight (8) hour shift; the work period shall being exactly four (4) hours after the start of the eight (8) hour shift.

The work schedule in a two-week period is six (6) twelve (12) hour shifts, and one (1) eight (8) hour shift.

B. Overtime Pay:

All non-sworn employees required to work in excess of their regularly scheduled shift or 40 hours per work period shall receive compensation at the rate of time and one-half the regular rate of pay. The regular rate of pay shall include (if applicable) educational incentive and special assignment pay in addition to base salary.

In determining an employee's eligibility for overtime at the regular rate of pay, paid leaves of absence shall be included in calculating the total hours worked.

There shall be no pyramiding of overtime. Hours worked by an employee on any workday or work period in which premium rates have once been allowed shall not be used again in any other overtime calculation other than computing total actual hours worked. Overtime shall be recorded and paid in minimum increments of 15 minutes.

C. Compensatory Time Off:

Each represented employee shall, at the employee's discretion, be entitled to payment of overtime compensation in the form of cash or compensatory time off. If the employee chooses to receive overtime compensation in the form of compensatory time off, then such compensatory time off shall be earned at the same rate, one and one-half times the employee's hourly rate, as in the case of overtime earned. The maximum number of compensatory time off hours which may be accumulated, after conversion, at one and onehalf. by a represented employee is 480 (320 hours worked times one-and-one-half). Once an employee has accumulated 480 hours, then all future overtime shall be paid in cash.

The number of compensatory time off hours which the employee has accumulated during any time period, shall carry over from year to year and month to month, and under no circumstance shall be deleted unless such action is in accord with this section of the MOU.

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No employee shall be involuntarily required to utilize all or part of their compensatory time off. Any employee desiring to utilize all or part of their accumulated compensatory time off shall make application to a supervisor with the authority to grant such application.

If, as a result of the needs of the organization, the supervisor, in their discretion, is unable to grant the use of such compensatory time off, then the application shall be denied.

D. Compensatory Time Off Cash Out:

Effective July 1, 2026, the employee can request a cash disbursement at the hourly rate existing at the time of disbursement up to 480 hours, subject to the following provisions:

Employees may make a written election to cash out some or all of the leave pay that the unit employee will accrue in the following year, subject to the provisions/limitations for cashouts/buy backs in this MOU. Such election to cash out leave pay must be made by the employee on or before December 31st of the year prior to the employee’s payout date for the leave pay being cashed out/bought back. Such election will be irrevocable once made.

The payout date for the cashed out/bought back leave pay will be in the first full pay period after December 1 of each year, and must be a date by which the unit employee will have accrued in such payroll year leave pay which equals or exceeds the amount of leave pay which the unit employee has elected to cash out.

E. Overtime Authorization:

All overtime requests must have the authorization of a supervisor prior to the commencement of such overtime work. Where prior written authorization is not feasible, explicit verbal authorization must be obtained. Calls for service beyond the end of duty time are considered as authorized. An employee's failure to obtain prior approval may result in disciplinary action and the denial of the overtime request.

F. Shift Differential:

The City will pay $2 per hour for shift differential for the hours worked between 7:00 p.m. through 7:00 a.m. This is only available to those employees covered by this MOU who are scheduled to work during these hours.

G. Clothes Changing:

Employees are not authorized to wear their uniforms or any part thereof that is distinguishable as such unless on duty. Each employee is provided with a locker for their own personal convenience. An employee may or may not utilize the locker for storage and changing purposes at their own discretion. Nothing herein prevents an employee from wearing uniforms to and/or from their residence to work. Time spent in changing clothes before or after a shift is not considered hours worked and is not compensable in any manner whatsoever.

H. Shift Trades:

The practice of shift trading shall be voluntary on behalf of each employee involved in the trade. An employee must have supervisory approval prior to being allowed to trade shifts.

The trade must be due to the employee's desire or need to attend to a personal matter and not due to the department's operations. The employee providing the trade shall not have

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compensable hours increased as a result of the trade; nor shall the employee receiving the trade have compensable hours decreased as a result of the trade. Any premium pay or other extra compensation will be waived for both individuals during the period they work for the other. Any hours worked beyond the normal work day will be credited to the individual actually doing the work.
"Paybacks" of shift trades are the obligation of the two employees involved in the trade.

Any dispute as to paybacks is to be resolved by the involved employees, and under no circumstances will the department be obligated for any further compensation whatsoever to any of the involved employees. The department is not responsible in any manner for hours owed to employees by other employees that leave the employment of the City or are assigned other duties.

If one individual fails to appear for the other (regardless of the reason), the person who "traded in" will be listed as absent without leave and may be subject to disciplinary action.

I. Standby:

Police Management may, at its discretion, place a Dispatcher in an on-call status when in the belief, it is in the best interest of the organization to do so. In the event that a Dispatcher is placed on-call, the employee will be compensated for a maximum of four (4) hours, at time and one-half (1.5) pay for an on-call period that will be determined based on the employee's work schedule during that on-call pay period (e.g. the employee will be on-call during their days off from the time they leave after completing their last scheduled shift until they return to work on their next regularly scheduled shift, excluding any previously scheduled overtime shifts).

Employees receiving on-call pay will be provided a City cell phone from the department, to report to work. Employees must be able to respond within one (1) hour of notification during any on-call period.

J. Early Relief:

The practice of early shift relief shall be voluntary on behalf of each employee involved in the relief. An employee must have the approval of the watch commander prior to being allowed early relief. The employee providing the early relief shall not have compensable hours increased as a result of the early relief; nor shall the employee relieved early have compensable hours decreased as a result of the early relief. "Paybacks" of early relief hours are the sole obligation of the two employees involved in the early relief. Any dispute is to be resolved by the involved employees. The department is not responsible in any manner for hours owed to employees by other employees that leave the employment of the City or are assigned other duties.

K. Training Time:

Training time outside normally scheduled work hours shall be compensated pursuant to Code of Federal Regulations 29 CFR. When feasible, the Department will adjust the employee's work schedule to minimize the impact of travel and training time.

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An employee attending mandatory training or called in to mandatory training shall receive credit for a minimum of one hour.

L. City Vehicle Use:

Employees who are provided with a City vehicle to travel to and from work shall not be compensated in any manner whatsoever for such travel time in the City vehicle. No employee, other than those on authorized standby duty, will be allowed to take a City vehicle home if the distance is greater than 15 miles one way.

City vehicles are an extension of City buildings. There is no smoking allowed in City buildings, or in City-owned vehicles. The employee is also required to wear a seat belt when driving and/or riding in City-owned vehicles, and follow all laws of the road.

M. Call Back Pay:

Call back duty occurs when an employee is ordered to return to duty on a non-regularly scheduled work shift. Call back does not occur when an employee is held over from their prior shift or asked to come in immediately prior to their regularly scheduled shift. An employee called back to duty shall be credited for actual hours worked, a minimum of one (1) hour shall be paid. Travel time shall not be considered hours worked and shall not be compensated in any manner whatsoever.

N. Court Pay:

When an employee is physically called to court, while off duty, they shall be credited on an hour-for-hour basis for the time actually spent in court. An employee shall be credited with a minimum of one (1) hour of the court appearance. Travel time shall not be considered hours worked and shall not be compensated in any manner whatsoever.

O. Court Standby Pay:

An employee may leave a telephone number or be provided with a City cell phone to be reached while on court standby. Such time is not considered hours worked under the Fair Labor Standards Act and will not be compensated except as set forth below.

Alternatively, an employee on court standby may, with the permission of the supervisor, report to the police department, in uniform, for assignment while awaiting court. An employee shall be credited on an hour-for-hour basis for time actually worked while on standby. Travel time to the police department shall not be considered hours worked and shall not be compensated in any manner whatsoever.

In recognition of the City's established practice, the City shall continue to compensate employees at the rate of four (4) hours pay at time and one-half when placed on standby by the District Attorney's Office. This payment is being made pursuant to the MOU, not pursuant under the FLSA. Time compensated in the above manner shall not constitute hours worked for purposes of the FLSA.

SECTION 5: DISPATCHER TRAINING PAY:

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Effective March 1, 2019, any employee assigned to train a new full-time or part-time Police Dispatcher shall receive $60 per week, or pro-rate portion thereof, while training.

SECTION 6: CERTIFICATE PAY
Each employee shall receive the following monthly amounts if the employee possesses the requisite POST Certificates. FLSA overtime will include POST Certificate pay.

Intermediate: 8%
Advanced: 9%
SECTION 7: LONGEVITY PAY
Effective the first full pay period after July 1, 2026, eligible employees shall receive a monthly longevity stipend as follows (Non-Stackable). Payment of the longevity stipend shall be issued on a bi-weekly schedule (26 payments per year) totaling the following amounts:

1. Upon completion of ten (10) years of City Service - $100 per month.

2. Upon completion of fifteen (15) years of City Service - $200 per month.

3. Upon completion of twenty (20) years of City Service - $300 per month.

4. Upon completion of twenty-five (25) years of City Service - $400 per month.

Eligible employees shall only receive one monthly longevity stipend. Longevity stipends shall not be cumulative.

For purposes of determining eligibility for the longevity stipend, the following shall qualify as “years of service”:

1. Total years of service with the City of Colton.

2. Total years of employment with another public agency while working in a similar public safety job classification.

SECTION 8: RETROACTIVE PAY CALCULATIONS
Retroactive pay calculations are paid on the base rate of pay as of the effective date of the increase.

However, the City and Association have agreed to a one-time bonus payment in lieu of retroactive payments for all Association members, including any retroactive payments for benchmarking, as referenced in Article II, Section 1 of the current and/or previous MOUs. It is agreed and understood that the one-time bonus payment shall be taxed but shall not be reported to CalPERS for retirement calculations or any other purposes. It is also agreed and understood that the one-time bonus

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payment is intended to avoid the tedious task of calculating each individual member’s retroactive pay effective July 1, 2026. It is further agreed and understood that no employee in this bargaining unit will receive a separate retroactive payment concerning any of the salary and/or incentive pay increases in this MOU effective July 1, 2026, including but not limited to, retroactive payments for any overtime worked between July 1, 2026 or for any payments concerning the Benchmarking provision in Article II, Section 1 of the current and/or previous MOUs and the implementation date of this MOU is expected to be the first full pay period after City Council approval on October 6, 2026. The following one-time bonus amount was agreed to with the understanding that this MOU will be reviewed and approved by City Council on October 6, 2026 and the MOU terms will be implemented the first full pay period after City Council approval: all Association members in this bargaining shall receive a one-time bonus of three thousand eight hundred and fifty-two dollars ($3,852).

ARTICLE III

FRINGE BENEFITS
SECTION 1: HEALTH INSURANCE
The City participates in a Section 125 Cafeteria Plan. Under the cafeteria plan, all participating bargaining unit employees will receive the following monthly allowance from which employees can choose medical, dental and/or vision insurance:
• Effective the first full pay period following ratification and approval of MOU: $1,800.00 per month
• Effective the first full pay period following January 1, 2027: $1,900.00 per month. • Effective the first full pay period following January 1, 2028: $2,000.00 per month.

In addition, supplemental insurance opportunities will be provided, in order for employees to purchase supplemental medical insurance and childcare coverage.

The City will adhere to the cafeteria plan requirements for all bargaining groups. Should the monthly allowance change, the City and the Association agree to meet and confer to discuss the impact of any changes.

Employees who provide the City with satisfactory proof of alternate group health coverage comparable to the City's offered health insurance plans can decline, in writing, coverage on the City's medical insurance plans. The alternative health coverage must meet all requirements of the Affordable Care Act (ACA) and related regulations for an eligible Opt-Out Arrangement. In those instances where the employee's medical insurance premium is less than the City's monthly contribution, the difference between said cafeteria dollar amounts shall be provided in the form of bi-monthly cash disbursements payable 24 times per year, subject to the limitations set forth below. Cash disbursements to the employee are subject to being taxed, pursuant to the appropriate tax codes.

EMPLOYEES HIRED BEFORE JULY 1, 2017
Employees hired before July 1, 2017, shall have a maximum cap of $1,225 per month for cash inPage 451 of 536

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lieu or for the difference between the medical insurance premium and the cafeteria dollar amount.

EMPLOYEES HIRED ON OR AFTER JULY 1, 2017
Employees hired on or after July 1, 2017, shall have a maximum cap of $500 per month for cash in-lieu or for the difference between the medical insurance premium and the cafeteria dollar amount.

SECTION 2: RETIREE MEDICAL
A. Effective October 1, 2003, members who retire from City employment may enroll in the City provided health insurance plan of the employee's choice. Employees, who retire, shall be eligible for City paid medical insurance coverage until Medicare age. After the employee reaches Medicare age, the employee can maintain health insurance with the City by paying for their premium and any related spouse or dependent premiums. If the retiree is ineligible for Medicare benefits, the City will continue to pay the premiums, as long as the employee remains insurable. The retired employee is responsible for any portion of the health care premium (including any applicable spouse or dependent coverage) not covered by this formula. At age 65, the retiree is responsible for coordinating the City provided health care plan with Medicare. Retirees will receive Cafeteria dollars based on the following:

Years of Service Percentage of
Cafeteria Dollars Years of Service Percentage ofCafeteria Dollars 5 30% 18 56%
6 32% 19 58%
7 34% 20 60%
8 36% 21 62%
9 38% 22 64%
10 40% 23 66%
11 42% 24 68%
12 44% 25 70%
13 46% 26 72%
14 48% 27 74%
15 50% 28 76%
16 52% 29 78%
17 54% 30 80%

1. The retiree may use the allotted dollar amount to purchase medical insurance for themselves and their legal dependents.

2. In the event the retiree premium exceeds the allowance amount per the above schedule/formula, the retiree shall pay the excess/difference on a monthly basis.

3. The City will provide the retiree’s health insurance benefit through City provided medical insurance as described above, to retirees who move outside of California and

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enroll in a City provided health insurance plan.

4. If the premium cost is less than the amount allocated by the formula, the retiree will not receive the difference. Additionally, there is no opt-out money paid to the retiree.

5. In the event that the city reduces the cafeteria plan allowance, retirees will not receive an amount of premium dollars that is less than their allowance at the time of the reduction.

6. In the event of the death of the retiree who is survived by a spouse or legal dependent, enrolled in a city health insurance plan at the time of the retiree’s death, may continue, to participate in the City’s provided medical insurance plan subject to CalPERS rules and process.

B. EMPLOYEES HIRED BEFORE JULY 1, 2017:

For employees hired before July 1, 2017 and who retire before July 1, 2023, their retiree medical premium dollars shall be based on the cafeteria dollars provided to active employees. The dollar amount may fluctuate in future years based on the Cafeteria Plan allowance determined by City Council. However, the dollar amount will never go below the amount the employee will receive when they retire.

C. EMPLOYEES HIRED BEFORE JULY 1, 2017 EFFECTIVE JULY 1, 2023:

For employees hired before July 1, 2017 and who retire on or after July 1, 2023, their retiree medical premium dollars shall be calculated based on a cap of $1,225 monthly cafeteria dollars (the 2023 level maximum cafeteria dollars) as applied to the years of service and percentage scale as detailed in Article III, Section 2 of the MOU. For example, an employee with 30 years of service would receive up to 80% of $1,225, or $980 a month, in retiree medical premium dollars.

D. EMPLOYEES HIRED ON OR AFTER JULY 1, 2017:

For employees in this unit who are hired on or after July 1, 2017; the City shall contribute the mandated minimum sum as required per month toward the payment of premiums for retiree medical insurance under the PEMHCA program. As the mandated minimum is increased, the City shall make appropriate adjustments.

SECTION 3: TERM LIFE INSURANCE
The City shall provide each unit member with term life insurance coverage in the amount of $100,000.

SECTION 4: SHORT-TERM AND LONG-TERM DISABILITY
Short-Term Disability
The City shall provide to each represented employee a short-term disability program with an eligibility period of 30 continuous days. The terms of the plan shall be more fully set forth in the plan documents; however, it shall provide for up to six (6) months of coverage at 66 2/3% of the first $2,425 of the employee’s weekly pre-disability earnings, reduced by any deductible income.

The elimination period is defined as the first 30 calendar days of each period of total disability.

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The employee may choose to supplement the disability allowance with accumulated paid leave up to a maximum of 100% of base salary including the disability allowance.

Long-Term Disability
The City shall provide to each represented full-time employee a long-term disability program. The terms of the plan shall be more fully set forth in the plan documents and shall provide coverage up to 66 2/3% of the first $15,750 of the employee's monthly pre-disability earnings, reduced by any deductible benefits. The elimination period is defined as the first 180 calendar days of each period of total disability. The employee may choose to supplement the disability allowance with accumulated paid leave up to a maximum of 100% of base salary including the disability allowance.

SECTION 5: UNIFORMS
A. Uniform Allowance: Each represented employee shall receive $100.00 per month for uniform allowance. Such allowance shall be paid on the last pay period in June. Such payment shall be for the prior year and shall be prorated for employees not working the full year.

B. Uniform Value: With respect to employees who qualify as "Classic Members" under the California Public Employees' Retirement System (CalPERS), the City shall report to CalPERS the monetary value of uniforms for those employees required to wear uniforms in the amount of $7.69 per pay period. The parties agree the reported value of uniforms is intended to reflect clothing such as pants, shirts, jackets, and related attire.

C. Boot Allowance: The City agrees to provide a boot allowance in the amount of two hundred twenty-five dollars ($225.00) per fiscal year. Employees shall not be required to submit a receipt to receive this allowance.

SECTION 6: TUITION REIMBURSEMENT
For permanent employees (new hire probationary employees ineligible), the City shall reimburse employees up to $2,500 per employee, per fiscal year, for 100% of costs for tuition and books incurred for job-related education. The City shall budget all necessary expenses to fund tuition reimbursements for the Unit. Such expenditure must enhance the furtherance of City or continuing educational goals. Requests for such reimbursement must be submitted after successful completion of the course(s) and must be approved first by the Police Chief, then by the Human Resources Director and City Manager. Employee initiated educational or area development shall not be considered as time actually worked for purposes of computing overtime and normally shall not occur during regular work hours. City Policy #4.05.310 shall be the procedure utilized during the term of this contract. This article shall not be construed to eliminate employer sponsored training for the maintenance of certifications required by the City or any other jurisdiction.

SECTION 7: SOCIAL SECURITY
The City no longer participates in the Social Security Administration as of December 31, 1979.

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However, in the event the City and its employees are required to participate in the Federal Social Security program, the contribution designated by law to be the responsibility of the employee shall be paid in full by the employee and the City shall not be obligated to pay or "pick up" any portion thereof.

SECTION 8: MEDICARE
Employees hired by the City on or after April 1, 1986, shall be required to pay the designated employee contribution to participate in the Medicare Program and the City shall be under no obligation to pay or "pick-up" any such contributions.

ARTICLE IV
LEAVES
SECTION 1: VACATION
A. Accrual
All employees shall accrue vacation time in accordance with the following:

Years of
Continuous Service
Hours of Accrual
Per Month of
Service
Annual Accrual Maximum
Accrual
Accumulation
0 months-5 6 2/3 80 160
6-10 10 120 240
11 10 2/3 128 256
12 11 1/3 136 272
13 12 144 288
14 12 2/3 152 304
15+ 13 1/3 160 320
Accruals shall be on a monthly basis in accordance with the above chart. Vacation leave accrual ceases when maximum accrual is reached. Vacation accrual may be accumulated to not more than the appropriate maximum accumulation except upon the written request of the affected employee and approval of the City Manager. In this event, an employee may be permitted to exceed the maximum accumulation by an amount not in excess of the accrual for a four (4) month period.

Previous City employment periods, during which vacation was accrued, may be considered as continuous service for the purpose of computing vacation rate upon the written request of the Police Chief and approval of the City Manager.

B. Use
It is the intent that vacation time be used in time increments sufficiently long enough to permit the employee an adequate period of rest. The use of vacation time in less than weekly increments is to be discouraged. In no event may vacation be taken in increments

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of less than one hour nor for a period exceeding the number of accrued whole days, except upon the recommendation of the Police Chief. The City Manager may authorize an eligible employee to incur a negative vacation balance of up to 40 hours. Vacation shall not be taken during the first six (6) months of service.

Vacations shall be taken at times determined by the Police Chief with due regard for the wishes of the employee and for the needs of the service.

No person shall be permitted to work for compensation, for the City, during vacation except with prior approval of the City Manager.

C. Vacation Buy Back
Effective July 1, 2026, each employee shall be allowed to buy back up to 40 hours of vacation one time each calendar year provided a minimum of 100 hours is retained after cashout, subject to the following provisions:

Employees may make a written election to cash -out some or all of the leave pay that the employee will accrue in the following year, subject to the provisions/limitations for cashouts/buy backs in this MOU. Such election to cashout leave pay must be made by the employee on or before December 31st of the year prior to the employee’s payout date for the leave pay being cashed out/bought back. Such election will be irrevocable once made.

The payout date for the cashed out/buy back leave pay will be in the first full pay period after December 1 of each year, and must be a date by which the employee will have accrued in such payroll year leave pay which equals or exceeds the amount of leave pay which the employee has elected to cash out.

D. Accumulated Hours at Termination of Employment
An employee who terminates employment shall be paid for all credited or accrued vacation.

SECTION 2: HOLIDAYS
Each unit member shall receive the following 10-hour holidays:

New Year's Day
Martin Luther King's Birthday
Presidents' Day
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans' Day (To be observed as the second Monday in November) Thanksgiving Day
Christmas Eve
Christmas Day

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New Year's Eve
20 hours Floating Holiday
Effective every July, all employees covered by the MOU shall accrue ten (10) hours of holiday leave each month during the pay period. Employees begin accruing at the first pay period of hire.

In addition to the accrual of holiday leave hours set forth above, employee shall receive 20 hours of floating holiday leave every July 1. The floating holiday leave hours shall be subject to same terms of use as the holiday leave hours set forth herein.

Any balance of accrued hours on the books each July 1 from the prior fiscal year may be paid off on July 1 at the employee's option. Employees who wish to exercise their option to sell back holiday hours on July 1 must process a written request to Finance no later than June 15 of the prior fiscal year.

SECTION 3: SICK LEAVE
Sick leave shall be used in cases of actual sickness or disability when the employee is unable to perform their normal work assignment or as otherwise allowed in this section.

A. Sick Leave Usage
In order to receive compensation while absent from duty on sick leave, the employee must notify or cause to be notified, their immediate supervisor prior to the time set for the beginning of the employee's regular daily duties. Physician's certificate or work release form may be requested by the immediate supervisor if a potential sick leave abuse pattern appears to be developing. In this situation, the City may ask for a physician’s certificate for sick leave absences of any duration. Employees may use their accumulated sick leave for absence due to the following specified reasons:
• Illness or injury to the employee;
• A family member for preventive care or care of an existing health condition; • Exposure of the employee to a contagious disease.
• For specified purposes if they are a victim of domestic violence, sexual assault or stalking.
• To maintain a full paycheck while the employee is receiving temporary total disability Workers’ Compensation benefits, after 4850 has been exhausted. • Other reasons as approved by the City Manager or designee.

Family members include the employee's parent (adoptive, biological, foster, stepparent, or legal guardian), child (adopted, biological, stepchild, legal ward, or child to whom employee stands in loco parentis), spouse, registered domestic partner, grandparent, grandchild, and sibling. Preventive care would include but are not limited to annual physicals or flu shots.

When absent for more than three (3) consecutively scheduled workdays, the employee may file a physician's certificate or work release indicating the employee was unable to perform

58226431.1/005761.00044
their duties during their absence. Failure to file the necessary documents within two (2) days following the return to work will be cause for such absence to be charged as leave without pay. Physician's certificate or work release form may be requested by the immediate supervisor if a potential sick leave abuse pattern appears to be developing. On a case-by-case basis, if an employee called out sick, and does not have enough accrual leave time in their sick leave bank, they will not be charged to any other accrual bank and be without pay. This does not apply to an employee on protective leave (i.e. workers’ comp, FMLA/CFRA, etc.)
B. Accrual
Sick leave shall be accrued at the rate of eight (8) hours for each calendar month of service.

Unused sick leave shall be accumulated at the rate of 96 hours a year. There shall be no limit on the amount which can be accumulated.

C. Sell Back
Each represented employee shall be allowed to sell back sick leave each calendar year.

The employee shall be compensated at their current salary at the time of request; Effective July 1, 2026, employees shall be allowed to cash out up to 96 hours per calendar year of unused sick leave. Members who do cash out their sick leave must maintain a minimum balance of 160 hours with the following provisions:

Employees may make a written election to cash-out some or all of the leave pay that the employee will accrue in the following year, subject to the provisions/limitations for cashouts/buy backs in this MOU. Such election to cashout leave pay must be made by the employee on or before December 31st of the year prior to the employee’s payout date for the leave pay being cashed-out/bought back. Such election will be irrevocable once made.

The payout date for the cashed-out/buy back leave pay will be in the first full pay period after December 1 of each year, and must be a date by which the employee will have accrued in such payroll year leave pay which equals or exceeds the amount of leave pay which the employee has elected to cash out.

D. Sick Leave Reports
In order to receive compensation while absent on sick leave, the employee shall notify the immediate supervisor prior to or within four (4) hours after the time set for beginning their daily duties, or as may be specified by the Police Chief. When absence is for more than three workdays, the employee shall file a physician's certificate or a personal affidavit with the Human Resources Department.

E. Family Attendance
Employees shall have the option of using sick leave for attendance to family members, or the employee may request to take leave without pay for attendance to family members.

Family members are defined in Section A above.

F. Rights of Victims of Domestic Violence
Employees are eligible to take time off and use their accrued sick leave if they are a victim

58226431.1/005761.00044
of domestic violence, sexual assault, stalking, a crime that caused physical injury or mental injury, or a crime involving threat of physical injury; or are someone whose immediate family member is deceased as a direct result of a crime; to obtain relief from a court, including obtaining a restraining order, to protect you and your children’s health, safety or welfare. In general, employees do not have to give employer proof to use leave for these reasons. However, employees should tell the City before taking time off. In some instances, the City may request proof, and in those instances, employees will not be disciplined if explaining the reason for your absence within a reasonable time. Proof can be a police report, a court order, a document from a licensed medical professional, a victim advocate, a licensed health care provider, or counselor showing that you were undergoing treatment for domestic violence related trauma, or a written statement signed by you, or an individual acting on your behalf, certifying that the absence is for an authorized purpose. Employees are encouraged to speak with Human Resources staff if or when the need arises. HR Staff will provide discretion and confidentiality to employees that need help.

G. Accumulated Hours at Termination
Except as otherwise herein stated, accumulated sick leave is lost when the employee is terminated for cause. In no event shall employees who have not worked for the City as regular salaried employees for more than five (5) years be entitled to use sick leave to defer termination of their employment by the City nor shall they be compensated for sick leave upon such termination for any reason including but not limited to retirement. In the event such employee applies for and consents to such retirement, then upon the retirement being accomplished, the employee shall be compensated for his/her accumulated unused sick leave (if the employee has five (5) years of regular paid City service) by payment in a lump sum. In the event such employee terminates employment, other than for cause, the employee shall be paid as full compensation for such sick leave as computed below. That sum is determined as follows:

The number of hours of sick leave accrued, multiplied by their gross hour earnings at the time of termination, multiplied by a percentage as follows:

If employed more than five (5) years, but less than ten (10) 10% If employed ten (10) years, but less than fifteen (15) 25% If employed fifteen (15) years, but less than twenty (20) 50% If employed twenty (20) or more years 75%
The cash value shall be computed at the employee's hourly rate in existence at the time the monies are disbursed.

SECTION 4: BEREAVEMENT LEAVE
Up to 40 hours per occurrence, two occurrences each fiscal year, may be taken by full-time employees with pay as bereavement leave in the case of the death of the eligible employee's father, stepfather, father-in-law, mother, stepmother, mother-in-law, brother, stepbrother, sister, stepsister, wife, husband, domestic partner, child, stepchild, grandchild, grandparent or grandparent of spouse, and reproductive loss. These hours shall not be eligible to be carried

58226431.1/005761.00044
forward beyond the fiscal year. The City reserves the right to require reasonable verification of the need for such leave.

Up to 20 hours per occurrence, up to four occurrences each fiscal year, (not to exceed 80 hours each fiscal year), may be taken by full-time employees with pay as bereavement leave in the case of the death of the eligible employee’s brother-in-law, sister-in-law, or grandparent of spouse, uncle, aunt or uncle and aunt of spouse, niece, nephew.

Employees may request up to an additional 40 hours of bereavement leave from accrued vacation, compensatory time, or administrative leave, subject to advance supervisor approval, which shall not be unreasonably denied.

SECTION 5: LEAVE USAGE
An employee, who is granted paid leave time off, other than sick leave, may choose which leave bank to take such leave from, namely vacation, holiday or compensatory time. Paid leave shall be scheduled off in accordance with procedures established by the Police Chief.

ARTICLE V

GENERAL PROVISIONS
SECTION 1: MAINTENANCE OF TERMS & CONDITIONS OF EMPLOYMENT All other terms and conditions of employment in existence immediately prior to the effective date of this MOU and not altered by this MOU, shall remain the same, unchanged, and in full force and effect unless altered by the mutual agreement of the City and the Association.

SECTION 2: NEPOTISM POLICY
Refer to the City of Colton Personnel System Rules and Regulations Rule VIII, Section 8.

SECTION 3: SAVINGS CLAUSE
Should any provision of this MOU be held invalid by a court of competent jurisdiction, then the remaining provisions shall remain in full force and effect.

Except as stated in other portions of this MOU, the City and the Association, each agrees that for the life of this MOU, the other shall not be obligated to meet and confer with respect to any subject or matter referred to or covered in this MOU. However, they may meet by mutual agreement or as required by Government Code.

SECTION 4: TERM OF MEMORANDUM OF UNDERSTANDING
The term of this agreement is effective July 1, 2026 through midnight June 30, 2029.

58226431.1/005761.00044
SECTION 5: ASSOCIATION AND CITY PROPOSALS
Association and City negotiation process will begin at least 90 days prior to the expiration of the MOU.

SECTION 6: CONCLUSIVENESS OF MEMORANDUM OF UNDERSTANDING Any prior or existing Memoranda of Understanding between the parties regarding matters within the scope of representation are hereby superseded and terminated in their entirety. Moreover, all "side letter" agreements between the parties that have been entered into prior to the adoption of this MOU by the City Council shall automatically expire on the date this MOU is adopted except as otherwise incorporated into this MOU. Any increases in compensation and/or benefits that were delayed, postponed, or provided by those side letter agreements are hereby waived.

SECTION 7: COUNCIL ACTION
If this MOU is acceptable to City Council, the City Council may adopt the MOU by appropriate action following the signing of a tentative agreement between the City and Union.

FOR THE CITY OF COLTON FOR THE COLTON POLICE

DISPATCHERS ASSOCIATION
Frank J. Navarro, Mayor Rocio Mull, Association President Labor Relations Representative
Kimberley George, Association Treasurer
Dated Dated

Letter of Agreement
Between City of Colton and
The Colton Police Dispatchers Association
WHEREAS, the City of Colton ("CITY") and the Colton Police Dispatchers Association ("CPDA") are parties to a Memorandum of Understanding ("MOU") that is in effect from July 1, 2026 to June 30, 2029, and generally governs the wages, hours and other terms and conditions of employment of the classifications represented by the CPDA; WHEREAS, Article II, Section 1 of the MOU provides for the terms of Salary for CPDA members;
WHEREAS, the Parties wish to clarify the benchmarking for CPDA classification “Senior Police Dispatcher” consistent with the salary increases implemented via the July 22, 2024 Side Letter of Agreement;
THEREFORE, IT IS AGREED AS FOLLOWS:

1. MOU Article II, Section 1 shall state:

All employees in the above-represented classifications shall receive a base salary as set forth in the Pay and Classification Plan for the City of Colton. Employees represented by the Association and the City agree to the following base salary increase:

Effective the first full pay period after July 1, 2026, the City will provide a 3% across the board salary increase for all represented classifications in this bargaining unit.

Effective the first full pay period after July 1, 2027, the City will provide a 3.5% across the board salary increase for represented classifications in this bargaining unit.

Effective the first full pay period after July 1, 2028, the City will provide a 4% across the board salary increase for represented classifications in this bargaining unit.

The Police Dispatcher I will be benchmarked no more than 5% below the Police Dispatcher II; the Senior Dispatcher will be benchmarked at least 10% above the Police Dispatcher II; and the Supervising Communication Dispatcher will be benchmarked at least 20% above the Senior Police Dispatcher. The aforementioned benchmark will be utilized for all salary increases or decreases.
[THIS PORTION INTENTIONALLY LEFT BLANK]

Letter of Agreement
Between City of Colton and
The Colton Police Dispatchers Association

2. No other terms and/or items in the MOU have been discussed and the economic enhancements, benefits, and language of the current MOU shall remain in full force and effect throughout the term of the MOU, ending on June 30, 2029.

WE AGREE TO THE ABOVE:

CITY OF COLTON
___________________________________ _________________________ Frank J. Navarro Date
Mayor

COLTON POLICE DISPATCHERS ASSOCIATION
___________________________________ _________________________ Rocio Mull Date
CPDA President
, Senior Dispatcher will be at least 10% above Dispatcher II, and the Supervisor will be at least 20% above Senior Dispatcher.

Letter of Agreement
Between City of Colton and
The Colton Police Dispatchers Association

COLTON POLICE DISPATCHERS ASSOCIATION
Rocio Mull
CPDA President
Date
0 71 'if21../

Letter of Agreement
Between City of Colton and
The Colton Police Dispatchers Association
2

Classification Title
Job Title Step A Step B Step C Step D Step E Step A Step B Step C Step D Step E Step A Step B Step C Step D Step E Account Technician I general 110 10/10/2026 24.8388 26.0808 27.3848 28.7540 30.1918 4,305.38 4,520.66 4,746.69 4,984.03 5,233.24 51,664.60 54,247.96 56,960.28 59,808.32 62,798.84 Account Technician II general 116 10/10/2026 29.8525 31.3451 32.9124 34.5580 36.2859 5,174.43 5,433.16 5,704.81 5,990.05 6,289.55 62,093.20 65,197.86 68,457.74 71,880.64 75,474.62 Accountant general 142 10/10/2026 35.8025 37.5926 39.4723 41.4459 43.5181 6,205.77 6,516.06 6,841.86 7,183.95 7,543.14 74,469.20 78,192.66 82,102.28 86,207.42 90,517.70 Administrative Analyst I midmngt 204 10/10/2026 37.5559 39.4336 41.4053 43.4755 45.6493 6,509.69 6,835.16 7,176.91 7,535.75 7,912.54 78,116.22 82,021.94 86,122.92 90,429.04 94,950.44 Administrative Analyst II midmngt 234 10/10/2026 44.4699 46.6934 49.0280 51.4794 54.0534 7,708.11 8,093.52 8,498.19 8,923.09 9,369.25 92,497.34 97,122.22 101,978.24 107,077.10 112,431.02 Administrative Assistant general 126 10/10/2026 27.0866 28.4410 29.8630 31.3561 32.9239 4,695.02 4,929.77 5,176.25 5,435.06 5,706.81 56,340.18 59,157.28 62,115.04 65,220.74 68,481.66 Animal Services Officer cpcea 506 10/10/2026 28.3000 29.7150 31.2008 32.7608 34.3988 4,905.33 5,150.60 5,408.13 5,678.53 5,962.45 58,864.00 61,807.20 64,897.56 68,142.36 71,549.40 Assistant City Manager executive 10/10/2026 151.2585 26,218.14 314,617.62 Assistant Director of Public Works & Engineering executive 838 10/10/2026 94.3000 99.0150 103.9658 109.1640 114.6223 16,345.33 17,162.60 18,020.73 18,921.76 19,867.86 196,143.95 205,951.20 216,248.76 227,061.12 238,414.28 Assistant Director of Utility Operations executive 841 10/10/2026 94.3000 99.0150 103.9658 109.1640 114.6223 16,345.33 17,162.60 18,020.73 18,921.76 19,867.86 196,143.95 205,951.20 216,248.76 227,061.12 238,414.28 Assistant Planner general 848 10/10/2026 36.2585 38.0714 39.9750 41.9738 44.0725 6,284.81 6,599.04 6,929.00 7,275.45 7,639.23 75,417.68 79,188.46 83,148.00 87,305.40 91,670.80 Assistant to the City Manager cnfdtl 801 10/10/2026 54.6155 57.3463 60.2136 63.2243 66.3855 9,466.69 9,940.02 10,437.03 10,958.87 11,506.82 113,600.24 119,280.20 125,244.34 131,506.44 138,081.84 Associate Engineer midmngt 263 10/10/2026 53.2280 55.8894 58.6839 61.6181 64.6990 9,226.19 9,687.49 10,171.87 10,680.48 11,214.49 110,714.24 116,249.90 122,062.46 128,165.70 134,573.92 Associate Planner midmngt 210 10/10/2026 42.4473 44.5696 46.7981 49.1380 51.5949 7,357.52 7,725.40 8,111.68 8,517.25 8,943.11 88,290.28 92,704.82 97,340.10 102,207.04 107,317.34 Battalion Chief Fire Marshal fire 310 7/1/2026 82.9956 87.1454 91.5026 96.0778 100.8816 14,385.91 15,105.20 15,860.46 16,653.48 17,486.15 172,630.90 181,262.38 190,325.46 199,841.72 209,833.78 Building Inspector I general 131 10/10/2026 32.3534 33.9710 35.6695 37.4530 39.3256 5,607.92 5,888.31 6,182.71 6,491.85 6,816.44 67,295.02 70,659.68 74,192.56 77,902.24 81,797.30 Building Inspector II general 179 10/10/2026 37.9325 39.8291 41.8206 43.9116 46.1073 6,574.97 6,903.72 7,248.91 7,611.35 7,991.92 78,899.60 82,844.58 86,986.90 91,336.18 95,903.08 Building Maintenance Supervisor midmngt 253 10/10/2026 41.6823 43.7664 45.9548 48.2525 50.6651 7,224.92 7,586.17 7,965.49 8,363.77 8,781.96 86,699.08 91,034.06 95,585.88 100,365.20 105,383.46 Building Official midmngt 093 10/10/2026 66.8986 70.2435 73.7556 77.4434 81.3155 11,595.76 12,175.54 12,784.31 13,423.52 14,094.69 139,149.14 146,106.48 153,411.70 161,082.22 169,136.24 Business Lic./Collections Ofcr. midmngt 206 10/10/2026 29.5658 31.0440 32.5963 34.2261 35.9374 5,124.73 5,380.96 5,650.02 5,932.53 6,229.15 61,496.76 64,571.52 67,800.20 71,190.34 74,749.74 Capital Project Manager midmngt 837 10/10/2026 52.2601 54.8731 57.6168 60.4976 63.5225 9,058.42 9,511.34 9,986.90 10,486.26 11,010.57 108,701.06 114,136.10 119,842.84 125,835.06 132,126.80 Chief Deputy City Clerk cnfdtl 278 10/10/2026 60.8779 63.9218 67.1179 70.4738 73.9975 10,552.17 11,079.77 11,633.77 12,215.45 12,826.23 126,625.98 132,957.24 139,605.18 146,585.40 153,914.80 City Clerk elected 12/21/2024 407.00 4,884.00
City Manager contract 812 8/5/2025 161.5384 28,000.00 336,000.00 City Treasurer elected 1/18/2025 407.00 4,884.00
Code Compliance Officer cpcea 138 10/10/2026 32.7574 34.3953 36.1150 37.9208 39.8168 5,677.95 5,961.84 6,259.93 6,572.93 6,901.57 68,135.34 71,542.12 75,119.20 78,875.16 82,818.84 Collection System Maintenance Supervisor midmngt 257 10/10/2026 48.7474 51.1848 53.7440 56.4313 59.2529 8,449.55 8,872.02 9,315.63 9,781.42 10,270.50 101,394.54 106,464.28 111,787.52 117,377.00 123,245.98 Collection System Maintenance Technician I ibew2 158 10/10/2026 27.2859 28.6501 30.0826 31.5868 33.1661 4,729.55 4,966.02 5,214.32 5,475.04 5,748.80 56,754.62 59,592.26 62,571.86 65,700.44 68,985.54 Collection System Maintenance Technician II ibew2 197 10/10/2026 29.8879 31.3823 32.9514 34.5990 36.3290 5,180.57 5,439.59 5,711.57 5,997.16 6,297.03 62,166.78 65,275.08 68,538.86 71,965.92 75,564.32 Community Child Care Admin. Asst. general 134 10/10/2026 27.0866 28.4410 29.8630 31.3561 32.9239 4,695.02 4,929.77 5,176.25 5,435.06 5,706.81 56,340.18 59,157.28 62,115.04 65,220.74 68,481.66 Community Service Officer cpcea 607 10/10/2026 28.2599 29.6729 31.1565 32.7144 34.3501 4,898.38 5,143.30 5,400.46 5,670.49 5,954.02 58,780.54 61,719.58 64,805.52 68,045.90 71,448.26 Community Services Director * executive 804 10/10/2026 130.5506 22,628.77 271,545.18 Consumer Service Field Rep. I ibew 971 1/1/2026 32.4813 34.1054 35.8106 37.6011 39.4811 5,630.08 5,911.60 6,207.18 6,517.53 6,843.40 67,561.00 70,939.18 74,486.10 78,210.34 82,120.74 Consumer Service Field Rep. II ibew 973 1/1/2026 37.3329 39.1995 41.1595 43.2175 45.3784 6,471.03 6,794.58 7,134.31 7,491.03 7,865.59 77,652.38 81,534.96 85,611.76 89,892.40 94,387.02 Crime Analyst cpcea 513 10/10/2026 39.5640 41.5423 43.6194 45.8004 48.0904 6,857.76 7,200.66 7,560.69 7,938.73 8,335.67 82,293.12 86,407.88 90,728.30 95,264.78 100,027.98 Customer Svc. Rep. I general 107 10/10/2026 22.1528 23.2604 24.4234 25.6445 26.9268 3,839.81 4,031.80 4,233.39 4,445.05 4,667.30 46,077.72 48,381.58 50,800.62 53,340.56 56,007.64 Customer Svc. Rep. II general 113 10/10/2026 23.9751 25.1739 26.4326 27.7543 29.1420 4,155.69 4,363.47 4,581.66 4,810.74 5,051.28 49,868.26 52,361.66 54,979.86 57,728.84 60,615.36 Customer Svc. Rep III general 411 10/10/2026 28.2796 29.6936 31.1783 32.7371 34.3740 4,901.80 5,146.90 5,404.23 5,674.44 5,958.16 58,821.62 61,762.74 64,850.76 68,093.22 71,497.92 Customer Service Manager midmngt 224 10/10/2026 63.4340 66.6058 69.9360 73.4328 77.1044 10,995.23 11,545.00 12,122.24 12,728.34 13,364.76 131,942.72 138,539.96 145,466.88 152,740.12 160,377.10 Customer Service Supervisor midmngt 452 10/10/2026 48.2080 50.6184 53.1493 55.8068 58.5971 8,356.05 8,773.85 9,212.54 9,673.17 10,156.84 100,272.64 105,286.22 110,550.44 116,078.04 121,882.02 Deputy City Clerk cnfdtl 173 10/10/2026 32.4979 34.1228 35.8289 37.6204 39.5014 5,632.97 5,914.61 6,210.34 6,520.87 6,846.91 67,595.58 70,975.32 74,524.06 78,250.38 82,162.86 Deputy Fire Chief executive 993 10/10/2026 94.3000 99.0150 103.9658 109.1640 114.6223 16,345.33 17,162.60 18,020.73 18,921.76 19,867.86 196,143.95 205,951.20 216,248.76 227,061.12 238,414.28 Development Services Director * executive 810 10/10/2026 130.5506 22,628.77 271,545.18 Early Care & Education Program Director midmngt 453 10/10/2026 49.8764 52.3703 54.9888 57.7383 60.6251 8,645.24 9,077.51 9,531.38 10,007.96 10,508.36 103,742.86 108,930.12 114,376.60 120,095.56 126,100.26 Early Care & Education Site Supervisor midmngt 260 10/10/2026 33.1645 34.8228 36.5639 38.3921 40.3118 5,748.51 6,035.94 6,337.74 6,654.64 6,987.37 68,982.16 72,431.32 76,052.86 79,855.62 83,848.44 Economic Development Manager midmngt 226 10/10/2026 60.7069 63.7423 66.9294 70.2759 73.7896 10,522.53 11,048.66 11,601.09 12,181.15 12,790.20 126,270.30 132,583.88 139,213.10 146,173.82 153,482.42 Economic Development Project Manager I midmngt 272 10/10/2026 39.9943 41.9940 44.0938 46.2985 48.6134 6,932.34 7,278.96 7,642.92 8,025.07 8,426.32 83,188.04 87,347.52 91,715.00 96,300.88 101,115.82 Economic Development Project Manager II midmngt 273 10/10/2026 47.7625 50.1506 52.6581 55.2910 58.0555 8,278.83 8,692.78 9,127.41 9,583.77 10,062.95 99,346.00 104,313.30 109,528.90 115,005.28 120,755.44 Electric Field Operations Foreman ibew 970 1/1/2026 79.6476 83.6300 87.8115 92.2021 96.8123 13,805.59 14,495.87 15,220.66 15,981.70 16,780.79 165,667.06 173,950.40 182,647.92 191,780.42 201,369.48 Electric Utility Director * executive 836 10/10/2026 151.2585 26,218.14 314,617.62 Electric Utility Inspector ibew 920 1/1/2026 44.3775 46.5964 48.9263 51.3726 53.9413 7,692.10 8,076.71 8,480.55 8,904.59 9,349.82 92,305.20 96,920.46 101,766.60 106,855.06 112,197.80 Electric Utility Systems Designer midmngt 250 10/10/2026 63.1460 66.3033 69.6184 73.0993 76.7543 10,945.31 11,492.56 12,067.19 12,670.54 13,304.07 131,343.68 137,910.76 144,806.22 152,046.44 159,648.84 Electrical Sys Engineer/GIS Project Manager midmngt 221 10/10/2026 46.2926 48.6073 51.0376 53.5895 56.2690 8,024.06 8,425.26 8,846.52 9,288.85 9,753.29 96,288.66 101,103.08 106,158.26 111,466.16 117,039.52 Electrical System Planning Engineer midmngt 449 10/10/2026 63.1460 66.3033 69.6184 73.0993 76.7543 10,945.31 11,492.56 12,067.19 12,670.54 13,304.07 131,343.68 137,910.76 144,806.22 152,046.44 159,648.84 Energy Services Specialist midmngt 231 10/10/2026 45.3261 47.5924 49.9720 52.4706 55.0941 7,856.53 8,249.35 8,661.81 9,094.91 9,549.65 94,278.34 98,992.14 103,941.76 109,138.90 114,595.78 Engineering Assistant midmngt 264 10/10/2026 41.3581 43.4260 45.5973 47.8771 50.2710 7,168.74 7,527.17 7,903.52 8,298.70 8,713.64 86,024.90 90,326.08 94,842.28 99,584.42 104,563.68 Engineering GIS Technician ibew 907 1/1/2026 42.5520 44.6796 46.9136 49.2593 51.7223 7,375.68 7,744.47 8,131.70 8,538.27 8,965.19 88,508.16 92,933.62 97,580.34 102,459.24 107,582.28 Engineering Manager midmngt 207 10/10/2026 52.1073 54.7126 57.4483 60.3206 63.3366 9,031.92 9,483.52 9,957.70 10,455.58 10,978.35 108,383.08 113,802.26 119,492.36 125,466.90 131,740.18 Engineering Technician I general 125 10/10/2026 28.4118 29.8324 31.3240 32.8903 34.5348 4,924.70 5,170.95 5,429.49 5,700.98 5,986.02 59,096.44 62,051.34 65,153.92 68,411.72 71,832.28 Engineering Technician II general 156 10/10/2026 34.4684 36.1918 38.0014 39.9015 41.8966 5,974.52 6,273.24 6,586.91 6,916.26 7,262.08 71,694.22 75,278.84 79,042.86 82,995.12 87,144.98 Environmental and Conservation Supervisor midmngt 238 10/10/2026 60.0508 63.0533 66.2059 69.5161 72.9919 10,408.80 10,929.23 11,475.69 12,049.46 12,651.93 124,905.56 131,150.76 137,708.22 144,593.54 151,823.10 Equipment Mechanic general 129 10/10/2026 29.1484 30.6058 32.1360 33.7428 35.4299 5,052.39 5,305.00 5,570.24 5,848.74 6,141.18 60,628.62 63,659.96 66,842.88 70,184.92 73,694.14 Equipment Operator II general 124 10/10/2026 29.1926 30.6523 32.1849 33.7941 35.4839 5,060.06 5,313.06 5,578.71 5,857.65 6,150.54 60,720.66 63,756.68 66,944.54 70,291.78 73,806.46 Executive Assistant midmngt 268 10/10/2026 30.7138 32.2495 33.8620 35.5551 37.3329 5,323.72 5,589.91 5,869.41 6,162.89 6,471.03 63,884.60 67,078.96 70,432.96 73,954.66 77,652.38 Executive Assistant to City Manager cnfdtl 819 10/10/2026 38.3970 40.3169 42.3328 44.4494 46.6719 6,655.48 6,988.26 7,337.68 7,704.56 8,089.79 79,865.76 83,859.10 88,052.12 92,454.70 97,077.50 ANNUAL

FULL TIME CLASSIFICATIONS

SALARY TABLE

HOURLY MONTHLY
Salary Group
FY 2026-27
Revised 10/10/26
Pay
Grade
Effective
Date

Classification Title
Job Title Step A Step B Step C Step D Step E Step A Step B Step C Step D Step E Step A Step B Step C Step D Step E ANNUAL

FULL TIME CLASSIFICATIONS

SALARY TABLE

HOURLY MONTHLY
Salary Group
FY 2026-27
Revised 10/10/26
Pay
Grade
Effective
Date
Executive Assistant to Police Chief midmngt 203 10/10/2026 34.2608 35.9738 37.7725 39.6611 41.6441 5,938.53 6,235.45 6,547.23 6,874.60 7,218.32 71,262.36 74,825.40 78,566.80 82,495.14 86,619.78 Finance Director * executive 807 10/10/2026 130.5506 22,628.77 271,545.18 Finance Manager cnfdtl 460 10/10/2026 63.4375 66.6094 69.9399 73.4369 77.1088 10,995.83 11,545.63 12,122.91 12,729.06 13,365.52 131,950.00 138,547.50 145,474.94 152,748.70 160,386.20 Fire Battalion Chief fire 309 7/1/2026 56.3384 59.1554 62.1131 65.2188 68.4797 13,671.45 14,355.03 15,072.79 15,826.42 16,617.75 164,057.40 172,260.40 180,873.42 189,917.00 199,412.98 Fire Captain fire 304 7/1/2026 43.3945 45.5642 47.8424 50.2346 52.7463 10,530.39 11,056.91 11,609.76 12,190.25 12,799.76 126,364.68 132,682.94 139,317.10 146,283.02 153,597.08 Fire Chief * executive 815 10/10/2026 151.2585 26,218.14 314,617.62 Fire Engineer fire 303 7/1/2026 37.2346 39.0963 41.0512 43.1038 45.2589 9,035.61 9,487.38 9,961.75 10,459.84 10,982.83 108,427.28 113,848.54 119,540.98 125,518.12 131,794.00 Fire Safety Specialist I general 157 10/10/2026 29.0120 30.4626 31.9858 33.5850 35.2643 5,028.75 5,280.19 5,544.20 5,821.40 6,112.47 60,344.96 63,362.26 66,530.36 69,856.80 73,349.64 Fire Safety Specialist II general 330 10/10/2026 33.9131 35.6088 37.3893 39.2588 41.2218 5,878.28 6,172.18 6,480.80 6,804.85 7,145.10 70,539.30 74,066.20 77,769.64 81,658.20 85,741.24 Firefighter Medic fire 308 7/1/2026 35.7700 37.5585 39.4364 41.4082 43.4787 8,680.19 9,114.19 9,569.91 10,048.39 10,550.82 104,162.24 109,370.30 114,838.88 120,580.72 126,609.86 GIS Specialist general 166 10/10/2026 34.2740 35.9878 37.7871 39.6765 41.6604 5,940.83 6,237.88 6,549.77 6,877.26 7,221.13 71,289.92 74,854.52 78,597.22 82,527.12 86,653.58 Human Resources Analyst cnfdtl 835 10/10/2026 39.5640 41.5423 43.6194 45.8004 48.0904 6,857.76 7,200.66 7,560.69 7,938.73 8,335.67 82,293.12 86,407.88 90,728.30 95,264.78 100,027.98 Human Resources & Risk Management Director * executive 994 10/10/2026 130.5506 22,628.77 271,545.18 Human Resources Specialist cnfdtl 149 10/10/2026 33.1156 34.7714 36.5100 38.3355 40.2523 5,740.04 6,027.04 6,328.40 6,644.82 6,977.06 68,880.50 72,324.46 75,940.80 79,737.84 83,724.68 Information Services Manager midmngt 245 10/10/2026 61.8336 64.9253 68.1715 71.5801 75.1591 10,717.83 11,253.71 11,816.39 12,407.22 13,027.58 128,613.94 135,044.52 141,796.72 148,886.66 156,330.98 Information Technology Coordinator midmngt 279 10/10/2026 45.4388 47.7108 50.0963 52.6011 55.2311 7,876.05 8,269.86 8,683.35 9,117.53 9,573.40 94,512.60 99,238.36 104,200.20 109,410.34 114,880.74 Joint Pole Coordinator ibew 969 1/1/2026 41.6605 43.7435 45.9306 48.2271 50.6385 7,221.15 7,582.21 7,961.31 8,359.37 8,777.34 86,653.84 90,986.48 95,535.70 100,312.42 105,328.08 Lead Code Compliance Officer cpcea 514 10/10/2026 37.4774 39.3513 41.3189 43.3849 45.5541 6,496.08 6,820.88 7,161.94 7,520.05 7,896.05 77,952.94 81,850.60 85,943.26 90,240.54 94,752.58 Lead Equipment Mechanic general 130 10/10/2026 35.5063 37.2816 39.1458 41.1030 43.1581 6,154.42 6,462.15 6,785.26 7,124.52 7,480.74 73,853.00 77,545.78 81,423.16 85,494.24 89,768.90 Library Manager midmngt 291 10/10/2026 51.6464 54.2288 56.9403 59.7873 62.7766 8,952.04 9,399.65 9,869.64 10,363.12 10,881.28 107,424.46 112,795.80 118,435.72 124,357.48 130,575.38 Line Crew Supervisor ibew 916 1/1/2026 72.3805 75.9995 79.7995 83.7895 87.9790 12,545.95 13,173.25 13,831.91 14,523.51 15,249.69 150,551.44 158,078.96 165,982.96 174,282.16 182,996.32 Maintenance Crew Leader general 178 10/10/2026 30.4038 31.9240 33.5203 35.1963 36.9561 5,269.98 5,533.49 5,810.18 6,100.68 6,405.73 63,239.80 66,401.92 69,722.12 73,208.20 76,868.74 Maintenance Electrician ibew 908 1/1/2026 40.9214 42.9675 45.1159 47.3716 49.7403 7,093.04 7,447.70 7,820.09 8,211.08 8,621.64 85,116.46 89,372.40 93,841.02 98,532.98 103,459.72 Maintenance Worker I general 111 10/10/2026 24.9781 26.2270 27.5384 28.9153 30.3610 4,329.54 4,546.01 4,773.32 5,011.98 5,262.57 51,954.50 54,552.16 57,279.82 60,143.72 63,150.88 Maintenance Worker I, Building general 117 10/10/2026 26.8406 28.1826 29.5918 31.0714 32.6250 4,652.38 4,884.99 5,129.24 5,385.71 5,655.00 55,828.50 58,619.86 61,550.84 64,628.46 67,860.00 Maintenance Worker II general 115 10/10/2026 26.2314 27.5430 28.9201 30.3661 31.8844 4,546.77 4,774.12 5,012.82 5,263.46 5,526.63 54,561.26 57,289.44 60,153.86 63,161.54 66,319.50 Maintenance Worker II, Building general 118 10/10/2026 28.1779 29.5868 31.0661 32.6194 34.2504 4,884.17 5,128.37 5,384.80 5,654.03 5,936.73 58,609.98 61,540.44 64,617.54 67,848.30 71,240.78 Maintenance Worker III general 153 10/10/2026 28.9224 30.3685 31.8869 33.4813 35.1554 5,013.21 5,263.87 5,527.06 5,803.42 6,093.60 60,158.54 63,166.48 66,324.70 69,641.00 73,123.18 Maintenance Worker III, Building general 132 10/10/2026 31.3340 32.9008 34.5458 36.2730 38.0866 5,431.23 5,702.80 5,987.93 6,287.32 6,601.68 65,174.72 68,433.56 71,855.16 75,447.84 79,220.18 Network Technician general 168 10/10/2026 33.3830 35.0521 36.8048 38.6450 40.5773 5,786.39 6,075.70 6,379.49 6,698.47 7,033.39 69,436.64 72,908.42 76,553.88 80,381.60 84,400.68 Office Specialist I general 186 10/10/2026 21.1904 22.2499 23.3624 24.5305 25.7570 3,673.00 3,856.65 4,049.48 4,251.95 4,464.55 44,075.98 46,279.74 48,593.74 51,023.44 53,574.56 Office Specialist II general 106 10/10/2026 22.4853 23.6095 24.7900 26.0295 27.3310 3,897.44 4,092.31 4,296.93 4,511.78 4,737.37 46,769.32 49,107.76 51,563.20 54,141.36 56,848.48 Payroll Analyst cnfdtl 839 10/10/2026 39.5640 41.5423 43.6194 45.8004 48.0904 6,857.76 7,200.66 7,560.69 7,938.73 8,335.67 82,293.12 86,407.88 90,728.30 95,264.78 100,027.98 Payroll Technician I general 121 10/10/2026 25.6714 26.9550 28.3028 29.7179 31.2038 4,449.71 4,672.20 4,905.81 5,151.10 5,408.65 53,396.46 56,066.40 58,869.72 61,813.18 64,903.80 Payroll Technician II general 170 10/10/2026 32.2323 33.8439 35.5361 37.3129 39.1785 5,586.92 5,866.27 6,159.60 6,467.57 6,790.94 67,043.08 70,395.26 73,915.14 77,610.78 81,491.28 Planning Manager midmngt 262 10/10/2026 61.5864 64.6658 67.8990 71.2940 74.8588 10,674.97 11,208.73 11,769.16 12,357.63 12,975.52 128,099.66 134,504.76 141,229.92 148,291.52 155,706.20 Planning/Building Technician general 193 10/10/2026 30.9510 32.4985 34.1234 35.8295 37.6210 5,364.84 5,633.07 5,914.72 6,210.45 6,520.97 64,378.08 67,596.88 70,976.62 74,525.36 78,251.68 Plans Examiner I general 840 10/10/2026 37.0273 38.8786 40.8225 42.8636 45.0068 6,418.06 6,738.96 7,075.90 7,429.70 7,801.17 77,016.68 80,867.54 84,910.80 89,156.34 93,614.04 Plans Examiner II general 342 10/10/2026 40.3943 42.4140 44.5348 46.7615 49.0996 7,001.67 7,351.76 7,719.36 8,105.33 8,510.60 84,020.04 88,221.12 92,632.28 97,263.92 102,127.22 Police Captain executive 402 10/10/2026 89.3803 93.8493 98.5418 103.4689 108.6424 15,492.58 16,267.20 17,080.57 17,934.61 18,831.35 185,910.92 195,206.44 204,966.84 215,215.26 225,976.14 Police Chief * executive 808 10/10/2026 151.2585 26,218.14 314,617.62 Police Corporal police 510 7/1/2026 51.2518 53.8144 56.5051 59.3304 62.2969 8,883.64 9,327.83 9,794.22 10,283.93 10,798.13 106,603.64 111,933.90 117,530.66 123,407.18 129,577.50 Police Dispatcher I dispatch 603 10/10/2026 28.8125 30.2531 31.7658 33.3540 35.0218 4,994.17 5,243.88 5,506.06 5,781.36 6,070.44 59,930.00 62,926.50 66,072.76 69,376.32 72,845.24 Police Dispatcher II dispatch 605 10/10/2026 30.3290 31.8455 33.4378 35.1096 36.8651 5,257.03 5,519.89 5,795.88 6,085.67 6,389.96 63,084.32 66,238.64 69,550.52 73,028.02 76,679.46 Police Lieutenant cpma 401 7/1/2026 75.9391 79.7361 83.7229 87.9090 92.3045 13,162.78 13,820.93 14,511.97 15,237.56 15,999.45 157,953.38 165,851.14 174,143.58 182,850.72 191,993.36 Police Officer police 508 7/1/2026 45.5133 47.7889 50.1784 52.6873 55.3216 7,888.96 8,283.41 8,697.59 9,132.46 9,589.08 94,667.56 99,400.86 104,371.02 109,589.48 115,068.98 Police Officer Trainee police2 507 7/1/2026 33.4303 35.1018 36.8569 38.6998 40.6348 5,794.58 6,084.30 6,388.53 6,707.96 7,043.36 69,534.92 73,011.64 76,662.30 80,495.48 84,520.28 Police Records Supervisor midmngt 610 10/10/2026 34.0710 35.7745 37.5633 39.4414 41.4135 5,905.64 6,200.91 6,510.96 6,836.51 7,178.34 70,867.68 74,410.96 78,131.56 82,038.06 86,140.08 Police Sergeant police 511 7/1/2026 61.9355 65.0323 68.2839 71.6981 75.2830 10,735.49 11,272.26 11,835.87 12,427.68 13,049.05 128,825.84 135,267.08 142,030.46 149,132.10 156,588.64 Police Services Clerk I cpcea 601 10/10/2026 22.5260 23.6523 24.8349 26.0766 27.3805 3,904.51 4,099.72 4,304.71 4,519.95 4,745.95 46,854.08 49,196.68 51,656.54 54,239.38 56,951.44 Police Services Clerk II cpcea 602 10/10/2026 25.6665 26.9499 28.2974 29.7123 31.1979 4,448.86 4,671.31 4,904.88 5,150.12 5,407.63 53,386.32 56,055.74 58,858.54 61,801.48 64,891.58 Police Support Services Manager midmngt 512 10/10/2026 63.4340 66.6058 69.9360 73.4328 77.1044 10,995.23 11,545.00 12,122.24 12,728.34 13,364.76 131,942.72 138,539.96 145,466.88 152,740.12 160,377.10 Power Line Helper ibew 905 1/1/2026 34.4860 36.2103 38.0208 39.9218 41.9179 5,977.57 6,276.44 6,590.26 6,919.77 7,265.77 71,730.88 75,317.32 79,083.16 83,037.24 87,189.18 Power Line Technician ibew 918 1/1/2026 62.9355 66.0823 69.3864 72.8558 76.4985 10,908.82 11,454.26 12,026.97 12,628.33 13,259.74 130,905.84 137,451.08 144,323.66 151,539.96 159,116.88 Power Line Technician Apprentice ibew 909 1/1/2026 53.5065 56.1819 58.9910 61.9405 65.0375 9,274.46 9,738.19 10,225.11 10,736.35 11,273.17 111,293.52 116,858.30 122,701.28 128,836.24 135,278.00 Public Works & Utilities Director * executive 842 10/10/2026 130.5506 22,628.77 271,545.18 Public Works & Utility Inspector ibew2 995 10/10/2026 37.5225 39.3986 41.3685 43.4369 45.6088 6,503.90 6,829.10 7,170.54 7,529.06 7,905.52 78,046.80 81,949.14 86,046.48 90,348.70 94,866.20 Public Works & Water/Wastewater Admin Manager midmngt 200 10/10/2026 63.0138 66.1645 69.4728 72.9464 76.8518 10,922.38 11,468.51 12,041.94 12,644.04 13,320.97 131,068.60 137,622.16 144,503.32 151,728.46 159,851.64 Public Works Director * executive 806 10/10/2026 130.5506 22,628.77 271,545.18 Public Works Equipment Operator II general 124 10/10/2026 24.6145 25.8453 27.1375 28.4944 29.9191 4,266.51 4,479.84 4,703.83 4,939.03 5,185.98 51,198.16 53,758.12 56,446.00 59,268.30 62,231.78 Public Works Supervisor midmngt 451 10/10/2026 44.7748 47.0135 49.3641 51.8324 54.4240 7,760.96 8,149.01 8,556.45 8,984.28 9,433.49 93,131.48 97,788.08 102,677.38 107,811.34 113,201.92 Purchasing Manager midmngt 209 10/10/2026 63.4340 66.6058 69.9360 73.4328 77.1044 10,995.23 11,545.00 12,122.24 12,728.34 13,364.76 131,942.72 138,539.96 145,466.88 152,740.12 160,377.10 Purchasing Technician general 410 10/10/2026 26.5008 27.8258 29.2170 30.6779 32.2118 4,593.46 4,823.13 5,064.28 5,317.50 5,583.37 55,121.56 57,877.56 60,771.36 63,809.98 67,000.44 Recreation Services Coordinator general 123 10/10/2026 26.3309 27.6474 29.0298 30.4813 32.0054 4,564.02 4,792.21 5,031.82 5,283.42 5,547.60 54,768.22 57,506.54 60,381.88 63,401.00 66,571.18 Recreation Services Manager midmngt 239 10/10/2026 52.9674 55.6158 58.3965 61.3164 64.3823 9,181.01 9,640.06 10,122.06 10,628.17 11,159.59 110,172.14 115,680.76 121,464.72 127,538.06 133,915.08

Classification Title
Job Title Step A Step B Step C Step D Step E Step A Step B Step C Step D Step E Step A Step B Step C Step D Step E ANNUAL

FULL TIME CLASSIFICATIONS

SALARY TABLE

HOURLY MONTHLY
Salary Group
FY 2026-27
Revised 10/10/26
Pay
Grade
Effective
Date
Recreation Services Supervisor midmngt 454 10/10/2026 36.0166 37.8175 39.7084 41.6938 43.7785 6,242.88 6,555.03 6,882.79 7,226.92 7,588.27 74,914.58 78,660.40 82,593.42 86,723.00 91,059.28 Senior Accountant midmngt 233 10/10/2026 41.5808 43.6598 45.8428 48.1349 50.5416 7,207.33 7,567.69 7,946.08 8,343.38 8,760.55 86,487.96 90,812.28 95,352.92 100,120.54 105,126.58 Senior Collection System Maintenance Technician ibew2 198 10/10/2026 31.3821 32.9513 34.5989 36.3289 38.1454 5,439.57 5,711.55 5,997.14 6,297.01 6,611.87 65,274.82 68,538.60 71,965.66 75,564.06 79,342.38 Senior Consumer Service Field Rep ibew 906 1/1/2026 41.0699 43.1234 45.2795 47.5435 49.9206 7,118.78 7,474.72 7,848.45 8,240.87 8,652.91 85,425.34 89,696.62 94,181.36 98,890.48 103,834.90 Senior Electric Utility Inspector ibew 982 1/1/2026 52.3861 55.0054 57.7556 60.6434 63.6755 9,080.26 9,534.27 10,010.98 10,511.52 11,037.09 108,963.14 114,411.18 120,131.70 126,138.22 132,445.04 Senior Energy Services Specialist midmngt 992 10/10/2026 49.9315 52.4281 55.0495 57.8020 60.6921 8,654.79 9,087.54 9,541.91 10,019.01 10,519.97 103,857.52 109,050.50 114,502.96 120,228.16 126,239.62 Senior Finance Analyst cnfdtl 461 10/10/2026 50.4945 53.0193 55.6703 58.4538 61.3765 8,752.38 9,190.00 9,649.51 10,131.98 10,638.59 105,028.56 110,280.04 115,794.12 121,583.80 127,663.12 Senior Human Resources Analyst cnfdtl 846 10/10/2026 50.4945 53.0193 55.6703 58.4538 61.3765 8,752.38 9,190.00 9,649.51 10,131.98 10,638.59 105,028.56 110,280.04 115,794.12 121,583.80 127,663.12 Senior Information System Coordinator midmngt 284 10/10/2026 52.2533 54.8659 57.6091 60.4896 63.5141 9,057.23 9,510.09 9,985.58 10,484.87 11,009.12 108,686.76 114,121.02 119,826.98 125,818.42 132,109.38 Senior Office Specialist general 120 10/10/2026 24.4086 25.6290 26.9105 28.2560 29.6688 4,230.83 4,442.36 4,664.49 4,897.71 5,142.58 50,769.94 53,308.32 55,973.84 58,772.48 61,711.00 Senior Planner midmngt 228 10/10/2026 51.1304 53.6869 56.3713 59.1899 62.1494 8,862.60 9,305.73 9,771.02 10,259.58 10,772.56 106,351.18 111,668.70 117,252.20 123,114.94 129,270.70 Senior Police Dispatcher dispatch 606 10/10/2026 34.5976 36.3275 38.1439 40.0511 42.0536 5,996.92 6,296.77 6,611.61 6,942.20 7,289.30 71,963.06 75,561.20 79,339.26 83,306.34 87,471.54 Senior Risk Management Analyst cnfdtl 847 10/10/2026 50.4945 53.0193 55.6703 58.4538 61.3765 8,752.38 9,190.00 9,649.51 10,131.98 10,638.59 105,028.56 110,280.04 115,794.12 121,583.80 127,663.12 Senior Substation Electrician ibew 978 1/1/2026 61.5361 64.6129 67.8435 71.2356 74.7974 10,666.26 11,199.57 11,759.54 12,347.51 12,964.88 127,995.14 134,394.78 141,114.48 148,170.10 155,578.54 Senior Utilities Financial Analyst midmngt 213 10/10/2026 48.0311 50.4326 52.9543 55.6020 58.3821 8,325.40 8,741.66 9,178.74 9,637.68 10,119.57 99,904.74 104,899.86 110,144.84 115,652.16 121,434.82 Senior Wastewater Treatment Plant Operator ibew2 161 10/10/2026 40.2703 42.2838 44.3980 46.6179 48.9488 6,980.18 7,329.18 7,695.65 8,080.43 8,484.45 83,762.12 87,950.20 92,347.84 96,965.18 101,813.40 Senior Water Conservation Specialist general 993 10/10/2026 37.7850 39.6743 41.6580 43.7409 45.9279 6,549.40 6,876.87 7,220.72 7,581.75 7,960.83 78,592.80 82,522.44 86,648.64 90,981.02 95,529.98 Senior Water Distribution Operator ibew2 137 10/10/2026 39.2564 41.2193 43.2803 45.4443 47.7165 6,804.44 7,144.67 7,501.91 7,877.00 8,270.86 81,653.26 85,736.04 90,022.92 94,524.04 99,250.32 Senior Water Production Operator ibew2 899 10/10/2026 44.0056 46.2059 48.5161 50.9419 53.4890 7,627.64 8,009.02 8,409.46 8,829.93 9,271.43 91,531.70 96,108.22 100,913.54 105,959.10 111,257.12 Service Crew Supervisor ibew 915 1/1/2026 69.2321 72.6938 76.3285 80.1449 84.1521 12,000.24 12,600.25 13,230.27 13,891.78 14,586.37 144,002.82 151,203.00 158,763.28 166,701.34 175,036.42 Storekeeper general 147 10/10/2026 25.6540 26.9368 28.2836 29.6978 31.1826 4,446.69 4,669.04 4,902.50 5,147.61 5,404.99 53,360.32 56,028.44 58,829.94 61,771.32 64,859.86 Substation Electrician ibew 977 1/1/2026 55.9393 58.7363 61.6731 64.7568 67.9946 9,696.14 10,180.95 10,690.01 11,224.50 11,785.74 116,353.64 122,171.40 128,280.10 134,694.04 141,428.82 Substation Electrician Apprentice ibew 976 1/1/2026 50.0084 52.5088 55.1343 57.8910 60.7855 8,668.12 9,101.52 9,556.60 10,034.44 10,536.15 104,017.42 109,218.20 114,679.24 120,413.28 126,433.84 Substation Operations Supervisor ibew 979 1/1/2026 68.1259 71.5321 75.1088 78.8643 82.8075 11,808.49 12,398.90 13,018.85 13,669.80 14,353.30 141,701.82 148,786.82 156,226.20 164,037.64 172,239.60 Substation Superintendent midmngt 225 10/10/2026 70.7290 74.2655 77.9788 81.8778 85.9716 12,259.69 12,872.69 13,516.32 14,192.14 14,901.75 147,116.32 154,472.24 162,195.80 170,305.72 178,820.98 Supervising Communication Dispatcher dispatch 608 10/10/2026 41.5245 43.6008 45.7808 48.0698 50.4733 7,197.58 7,557.46 7,935.33 8,332.09 8,748.70 86,370.96 90,689.56 95,223.96 99,985.08 104,984.36 Transmission/Distr. Superintendent midmngt 217 10/10/2026 65.4110 68.6815 72.1156 75.7214 79.5075 11,337.91 11,904.79 12,500.04 13,125.04 13,781.30 136,054.88 142,857.52 150,000.50 157,500.46 165,375.60 Utilities Business Systems Analyst midmngt 205 10/10/2026 50.7993 53.3393 56.0063 58.8066 61.7470 8,805.20 9,245.47 9,707.75 10,193.15 10,702.81 105,662.44 110,945.64 116,493.00 122,317.78 128,433.76 Utilities Engineer midmngt 297 10/10/2026 58.9826 61.9318 65.0284 68.2798 71.6938 10,223.66 10,734.84 11,271.59 11,835.16 12,426.92 122,683.86 128,818.04 135,259.02 142,021.88 149,123.00 Utilities Executive Assistant midmngt 998 10/10/2026 30.7138 32.2495 33.8620 35.5551 37.3329 5,323.72 5,589.91 5,869.41 6,162.89 6,471.03 63,884.60 67,078.96 70,432.96 73,954.66 77,652.38 Utilities Planning Manager midmngt 450 10/10/2026 77.0395 80.8915 84.9361 89.1829 93.6420 13,353.51 14,021.19 14,722.26 15,458.37 16,231.28 160,242.16 168,254.32 176,667.14 185,500.38 194,775.36 Utilities Plans Examiner midmngt 236 10/10/2026 33.1049 34.7601 36.4981 38.3230 40.2391 5,738.18 6,025.09 6,326.34 6,642.65 6,974.78 68,858.14 72,301.06 75,916.10 79,711.84 83,697.38 Utility Resource Analyst midmngt 497 10/10/2026 56.5626 59.3908 62.3603 65.4783 68.7521 9,804.19 10,294.40 10,809.11 11,349.56 11,917.04 117,650.26 123,532.76 129,709.32 136,194.76 143,004.42 Warehouse Supervisor midmngt 275 10/10/2026 35.6795 37.4635 39.3366 41.3035 43.3686 6,184.45 6,493.67 6,818.35 7,159.27 7,517.23 74,213.36 77,924.08 81,820.18 85,911.28 90,206.74 Wastewater Treatment Plant Mechanic I ibew2 155 10/10/2026 29.9949 31.4946 33.0694 34.7229 36.4590 5,199.11 5,459.07 5,732.03 6,018.63 6,319.56 62,389.34 65,508.82 68,784.30 72,223.58 75,834.72 Wastewater Treatment Plant Mechanic II ibew2 159 10/10/2026 35.1985 36.9584 38.8063 40.7466 42.7840 6,101.07 6,406.12 6,726.42 7,062.75 7,415.89 73,212.88 76,873.42 80,717.00 84,752.98 88,990.72 Wastewater Treatment Plant Operator I ibew2 133 10/10/2026 30.4661 31.9894 33.5889 35.2684 37.0318 5,280.80 5,544.83 5,822.07 6,113.19 6,418.84 63,369.54 66,537.90 69,864.86 73,358.22 77,026.04 Wastewater Treatment Plant Operator II ibew2 184 10/10/2026 35.0274 36.7788 38.6178 40.5486 42.5760 6,071.41 6,374.98 6,693.74 7,028.43 7,379.84 72,856.94 76,499.80 80,324.92 84,341.14 88,558.08 Wastewater Utilities Supervisor midmngt 255 10/10/2026 51.0006 53.5506 56.2281 59.0395 61.9915 8,840.11 9,282.11 9,746.21 10,233.51 10,745.19 106,081.30 111,385.30 116,954.50 122,802.16 128,942.32 Water & Wastewater Operations Manager midmngt 299 10/10/2026 71.8455 75.4378 79.2096 83.1701 87.3286 12,453.22 13,075.88 13,729.67 14,416.16 15,136.96 149,438.64 156,910.52 164,756.02 172,993.86 181,643.54 Water Conservation Specialist general 189 10/10/2026 34.2586 35.9715 37.7701 39.6586 41.6415 5,938.16 6,235.06 6,546.82 6,874.16 7,217.86 71,257.94 74,820.72 78,561.86 82,489.94 86,614.32 Water Distribution Foreperson ibew2 898 10/10/2026 41.3886 43.4580 45.6309 47.9124 50.3080 7,174.03 7,532.72 7,909.35 8,304.81 8,720.05 86,088.34 90,392.64 94,912.22 99,657.74 104,640.64 Water Distribution Operator I ibew2 100 10/10/2026 29.6425 31.1246 32.6809 34.3149 36.0306 5,138.03 5,394.94 5,664.69 5,947.91 6,245.31 61,656.40 64,739.22 67,976.22 71,374.94 74,943.70 Water Distribution Operator II ibew2 146 10/10/2026 33.7559 35.4436 37.2158 39.0765 41.0304 5,851.02 6,143.56 6,450.73 6,773.26 7,111.93 70,212.22 73,722.74 77,408.76 81,279.12 85,343.18 Water Distribution Operator III ibew2 181 10/10/2026 34.6679 36.4013 38.2214 40.1325 42.1391 6,009.10 6,309.55 6,625.04 6,956.30 7,304.12 72,109.18 75,714.60 79,500.46 83,475.60 87,649.38 Water Distribution Supervisor midmngt 448 10/10/2026 51.9443 54.5415 57.2686 60.1320 63.1386 9,003.67 9,453.86 9,926.56 10,422.88 10,944.03 108,044.04 113,446.32 119,118.74 125,074.56 131,328.34 Water Production Supervisor midmngt 447 10/10/2026 52.0166 54.6175 57.3484 60.2158 63.2265 9,016.22 9,467.03 9,940.39 10,437.40 10,959.26 108,194.58 113,604.40 119,284.62 125,248.76 131,511.12 Water Production Operator I ibew2 895 10/10/2026 32.6886 34.3230 36.0391 37.8411 39.7331 5,666.03 5,949.32 6,246.78 6,559.13 6,887.08 67,992.34 71,391.84 74,961.38 78,709.54 82,644.90 Water Production Operator II ibew2 896 10/10/2026 36.0923 37.8969 39.7918 41.7814 43.8705 6,255.99 6,568.79 6,897.24 7,242.11 7,604.22 75,071.88 78,825.50 82,766.84 86,905.26 91,250.64 Water Production Operator III ibew2 897 10/10/2026 42.3606 44.4786 46.7025 49.0376 51.4895 7,342.51 7,709.63 8,095.10 8,499.86 8,924.85 88,110.10 92,515.54 97,141.20 101,998.26 107,098.16 * Executive unit members on contract with maximum allowable salary amounts listed in Step E The City of Colton salary schedule may be updated intermittently to include salary revisions contractually provisioned by Council-approved MOUs

Resolution No. R-87-24

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RESOLUTION NO. R-87-26

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COLTON

AMENDING THE REGULATIONS GOVERNING COMPENSATION AND

BENEFITS OF NON-REPRESENTED CONFIDENTIAL GROUP EMPLOYEES WHEREAS, the City of Colton (“City”) through Resolution No. R-11-11 created a separate group of non-represented employees who perform “confidential” functions as defined by Government Code Sections 3515 and 3562;
WHEREAS, the City from time to may elect to make adjustments to the compensation and benefits for the Confidential Group consistent with practices for the City’s represented employees; and
WHEREAS, the City now desires the City Council to update the members of the Confidential Group regarding the classifications, salary and benefits for the Confidential Group.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF COLTON
DOES HEREBY RESOLVE AS FOLLOWS:

ARTICLE I
GENERAL PROVISIONS; EMPLOYER-EMPLOYEE RELATIONS
Section 1. Title of Resolution. This Resolution shall be known as the Compensation and Benefits Resolution for Non-Represented Confidential Group Employees of the City of Colton.

Section 2. Term of Resolution. This Resolution shall remain in full force and effect until modified or terminated by action of the City Council.

Section 3. Statement of Purpose. This Resolution is adopted to provide a comprehensive listing of compensation and benefits to be provided to Confidential Group employees.

Section 4. Members of Confidential Group. The Confidential Group is made up of employees holding the following positions in a full-time capacity:

Assistant to the City Manager
Chief Deputy City Clerk
Executive Assistant to the City Manager
Finance Manager
Human Resources Analyst
Human Resources Specialist
Payroll Analyst

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Senior Finance Analyst
Senior Human Resources Analyst
Senior Risk Management Analyst
In addition, any other position created by the City Council and specifically designated by the City Council to be included in the Confidential Group shall be included, even before this Resolution is amended accordingly.

Section 5. At-Will Employment; Agreements. Employees within the Confidential Group are at-will employees and are subject to termination with or without cause or notice and without right of appeal or hearing.

Section 6. Management Rights; Working Hours/Days. The City and City Manager retain all management rights and have no meet and confer obligations with the Confidential Group. Within management rights, the City Manager reserves the right to change the work schedule, working hours, and working days of any Confidential Group employee. Such changes include requiring Confidential Group employees to work a 9/80 (i.e., alternating Fridays off) or Monday through Friday. A two-week notice will be provided prior to said change(s) being made.

ARTICLE II

COMPENSATION
Section 1. Salary Table; Salaries. The salary ranges for Confidential Group employees shall be as provided in the City’s comprehensive salary table, as such table may be amended from time to time. The specific base salary to be paid to individual Confidential Group employees shall be set in accordance with applicable City policies and procedures. In the event that a salary increase or new position provided for in this Resolution causes the salary of an employee to exceed the approved salary range, City staff shall proceed with the implementation of the salary increase, and the approved salary range shall be amended as part of the next update to the comprehensive salary table.

Nonetheless, all employees in the above classifications shall receive the following across the board salary increases in accordance with the City’s comprehensive Salary table:
• Effective the first full pay period after City Council approval of the Resolution, employees in the above classifications shall receive a three percent (3%) across the board salary increase.
• Effective the first full period after July 1, 2027, employees in the above classifications shall receive a three and one half percent (3.5%) across the board salary increase.
• Effective the first full pay period after July 1, 2028, employees in the above classifications shall receive a four percent (4%) across the board salary increase.

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Section 2. Acting Pay. Any Confidential Group employee assigned to work in a higher classification for a period of thirty-nine (39) consecutive work hours or more, shall receive compensation from the first hour until the assignment is completed. The acting pay compensation shall be equal to the same step of the acting position’s pay range or five percent (5%) of their base salary, whichever is higher. Regularly scheduled holidays shall be counted as "work hours" for the purpose of qualifying for acting pay only. All other leave hours shall not count as "work hours" for the purpose of qualifying for acting pay. Administrative Policy

4.05.170 shall be followed with only the prescribed pay increase, and no increase in benefits provided to a Confidential Group employee in acting pay status.

Acting appointments shall be made based on the City's needs. Appointees shall meet the minimum qualifications for the position whenever possible. If they do not, it will be clearly noted on their Personnel Action Form (PAF) that their acting appointment does not automatically qualify them for any future recruitment to fill that position on a regular basis.

Eligible employees' experience and job knowledge shall receive major consideration before an appointment is made.

Section 3. Special Assignment Compensation. Confidential Group employees who have been given a temporary assignment involving the performance of more difficult duties and requiring a greater level of skill(s) or duties outside of their classification may be granted additional compensation.

The duration of such assignments is not intended to exceed one (1) year. This provision shall not be used to circumvent the merit system of promotion or the provisions for reclassification. The specific, temporary assignment duties must be identified in writing prior to the start of the assignment.

Special Assignment Compensation shall be awarded in pay period increments and in the form of a specified percentage of the employee's base pay. The Human Resources Director will determine the amount in increments of one percent (1%) from a minimum of two percent (2%) up to a maximum of five percent (5%).

The additional compensation will be computed at the specified percentage of the current base pay of the employee for each pay period. Such increases in pay shall not affect an employee's step advancement in the base range.

Requests for Special Assignment Compensation may be initiated by the City or by an employee via their supervisor.

The City is responsible for initiating the compensation request in a timely manner and adhering to the compensation provisions defined in this article. The employee's supervisor shall obtain review and approval of the request in advance of the date the employee begins the assignment.

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A special assignment will only begin with the Human Resources Manager's signed approval, written description of the assignment, agreement of the amount of additional compensation, anticipated duration of assignment, and signed acceptance by the employee.

Section 4. Bilingual Pay. The City agrees to pay one hundred dollars $100 per month (fifty dollars ($50) to be paid on the first two pay periods of the month) to Confidential Group employees who successfully complete a bilingual examination and who have been approved by the City Manager. When the skill is no longer needed, the employee is not required to use it, or the employee no longer possesses it, the Department Director shall terminate the bilingual compensation by written notice to the Human Resources Director and the employee. The Human Resources Director may also terminate the bilingual compensation if he/she makes a like determination and notify the Department Director. The bilingual pay is tied to the position rather than the individual employee and will terminate if the employee moves to a new position.

Section 5. Education Incentive. Effective May 4, 2021, employees with a degree above or beyond that which is required as part of the minimum requirements for the job will receive an additional five percent (5%) of base pay when it enhances an employee's ability to perform the normal job functions of their position. The incentive pay must be tied to the job description and is subject to confirmation by the City that the education enhances an employee's ability to perform the normal job functions of their position. • Master of Arts or Science degree from an accredited college or university, or • Doctoral degree from an accredited college or university, or • A professional, graduate-level certification or credential specific to their field of expertise (Law, Fire, Community Services, Finance, Public Works, Water, Electric, Development Services, and Human Resources) from an industry-recognized, sanctioning entity within their field of expertise as determined and approved by the City Manager to enhance an employee’s ability to perform the normal job functions of their position. This professional, graduate-level certification or credential should enhance furtherance of City or continuing educational and professional development goals. The certification shall be considered a "terminal certification" meaning it is the highest academic certification or credential that can be awarded in a particular field.

The above educational incentive is non-cumulative for multiple degrees, and employees shall only be eligible for a maximum of five percent (5%) of their regular base pay as educational incentive pay under this section.

Section 6. Longevity Pay. Employees who have 3 ½ years of City service and who have been at "E" Step for two years shall receive a one-time 2% longevity adjustment to base salary.

Effective the first full pay period after City Council approval of the Resolution, eligible employees shall receive a monthly longevity stipend as follows. Payment of the longevity

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stipend shall be issued on a bi-weekly schedule (26 payments per year) totaling the following amounts:
• Upon completion of 10th year of service = $100 per month (annual $1,200) • Upon completion of 15th year of service = $200 per month (annual $2,400) • Upon completion of 20th year of service = $300 per month (annual $3,600) • Upon completion of 25th year of service = $400 per month (annual $4,800) Eligible employees shall only receive one monthly longevity stipend. Longevity stipends shall not be cumulative.

For purposes of determining eligibility for the longevity stipend, the following shall qualify as “years of service”
A. Total years of service with the City of Colton.

B. Total years of employment with another public agency while working in a similar full-time public safety job classification.

Any employee who is promoted, transferred, and/or demoted within the Confidential Unit will retain his/her 2% longevity pay that he/she has earned in a prior position with the City.

Section 7. Utility Credit. Confidential Unit employees who reside within the City of Colton limits shall receive $100 per month per employee household as a credit against the cost of electric and water service during the time the employee resides in the City. To qualify for the credit, the employee must present proof of residency, and the utility bills must be under their name. The employee must recertify every year to remain eligible for the Utility Credit.

The method of receiving the Utility Credit will be through payroll deduction as taxable earnings.

ARTICLE III

BENEFITS
Section 1. Retirement CalPERS. The City shall provide Confidential Group employees with retirement benefits, as currently specified under the City’s applicable contracts with the Public Employees’ Retirement System (PERS) and consistent with the provisions of the Public Employees’ Pension Reform Act of 2013 (PEPRA). Each employee shall pay the full amount of the normal member contribution. Any Unit member that established CalPERS membership prior to the implementation of the Public Employees’ Pension Reform Act of 2013 (PEPRA) in connection with City employment or that otherwise establishes “classic member” status, as defined in Section 579.1 of the California Code of Regulations, shall be subject to one of the following pre-PEPRA retirement formulas determined on the basis of their original date of hire: 2.7% at 55 or 2.5% at 55. The normal member contribution

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applicable to members participating in these retirement formulas continues to be 8%. Any Unit member that is considered a “new member” as defined in PEPRA shall be subject to the PEPRA retirement formula for miscellaneous members is 2% at 62. The normal member contribution for “new members” will be determined by CalPERS in accordance with PEPRA.

Section 2. Retirement – PERS Forth Level 1959 Survivor Benefit. The City will provide PERS 1959 Forth Level Survivor benefits to all Confidential Group miscellaneous employees, as set forth in Sections 21571 - 21583 of the Government Code.

Section 3. Retirement – Retiree Medical.

A. Effective October 1, 2003, Confidential Group employees hired before July 1, 2017 who retire, with either a service or disability retirement, from City employment may, at the retiree's discretion, choose to enroll in any available City-provided health insurance plan.

Employees who retire shall be eligible for City-paid medical insurance coverage until eligible for Medicare based on the formula set forth below. Upon becoming eligible for Medicare, the employee may maintain medical insurance with the City by paying one hundred percent (100%) of his/her premium and any related spouse or dependent* premium. If the retiree is ineligible for Medicare benefits, the City will continue to pay the premiums under the formula set forth below, provided the employee remains eligible for coverage under the City-provided health insurance plan. The retiree is responsible for any portion of the health care premium (including any applicable spouse or dependent coverage) not covered by this formula.

Participation in any health insurance plan, whether at the City's or the employee's expense, is subject to any rules and conditions imposed by the carrier, as well as contingent upon the carrier's approval of the enrollment of the retiree and any applicable spouse or dependent.

Further, the retiree, spouse or dependent shall be financially responsible for complying with any carrier-imposed rule or condition. Retirees shall receive premium dollars based on the following:

Years of
Service
with
Colton
Percentage
of
Cafeteria
Dollars
Years of
Service
with
Colton
Percentage
of
Cafeteria
Dollars
5 40% 18 66%
6 42% 19 68%
7 44% 20 70%
8 46% 21 72%
9 48% 22 74%
10 50% 23 76%
11 52% 24 78%
12 54% 25 80%
13 56% 26 82%
14 58% 27 84%
15 60% 28 86%
16 62% 29 88%
17 64% 30 90%

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Effective June 30, 2024 the City’s contribution for Retiree Health Insurance for all employees hired prior to October 1, 2017, and who retire after the adoption of this Resolution shall be capped at $1,225 per month and adjusted by the sliding scale of years of service and associated Percentages set forth in the table above.

B. The retiree may use the allotted dollar amount to purchase medical insurance for himself or herself and their legal dependents. The percentage is based on the monthly Cafeteria Plan allowance for active City employees. The dollar amount may fluctuate in future years based on the Cafeteria Plan allowance determined by City Council. However, the dollar amount will never go below the amount the employee will receive when he/she retires.

C. EMPLOYEES HIRED ON OR AFTER JULY 1, 2017: For employees in this unit who are hired on or after July 1, 2017, the City shall contribute the mandated minimum sum as required per month toward the payment of premiums for retiree medical insurance under the PEMHCA program. As the mandated minimum is increased, the City shall make appropriate adjustments.

D. In the event the retiree moves out of state to an area where the City’s health insurance carriers do not provide coverage, the retiree must show proof of health insurance coverage and payment of monthly premiums before reimbursement, subject to the aforementioned formula limits.

E. If the premium cost is less than the amount allocated by the formula, the retiree does not receive the difference. Additionally, there is no opt-out money paid to the retiree.

F. In the event that the City reduces the cafeteria plan allowance, retirees will not receive an amount of premium dollars that is less than their allowance at the time of the reduction.

G. The retiree will provide the City with all documentation required for any qualifying event, in a timely manner, but never beyond thirty (30) days of said event.

H. Surviving Spouse and Dependent Coverage in the Event of Death of the Retiree. In the event of the death of the retiree who is survived by a spouse or legal dependent, enrolled in a City health insurance plan at the time of the retiree’s death, the City shall continue to provide health coverage subject to the aforementioned schedule/formula, subject to other terms and conditions that apply to the Medicare age excess billing, relocation, premiums, etc.
* Dependents are defined as spouse and/or any qualified legal dependent.

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Section 4. Retirement – Social Security. In the event the City and its employees are required to participate in the Federal Social Security Program, the contribution designated by law to be the responsibility of the employee shall be paid in full by the employee and the City shall not be obligated to pay or “pick up” any portion thereof.

Section 5. Medicare. Confidential Group employees hired by the City on or after April 1, 1986, shall be required to pay the designated employee contribution to participate in the Medicare Program, and the City shall be under no obligation to pay or “pick up” any such contributions.

Section 6. Health Insurance. Effective January 1, 2004, the City converted to a Section 125 Cafeteria Plan. Under the cafeteria plan, all participating Confidential Group employees will receive a monthly cafeteria allowance increase as follows:
• Effective the first full month after approval of resolution by City Council, increase the monthly cafeteria allowance by an additional $175 per month, resulting in the cafeteria allowance up to $1,800.00 per month.
• Effective January 1, 2027, the monthly cafeteria benefit will increase to $1,900.00 per month.
• Effective January 1, 2028, the monthly cafeteria benefit will increase to $2,000.00 per month.

The cafeteria allowance is established by the City Council. Any changes made to the cafeteria allowance shall be provided to the Confidential Group employees, as is required under IRS Section 125 rules and regulations.

Employees who provide the City with satisfactory proof of alternate group health coverage comparable to the City's offered health insurance plans can decline, in writing, coverage on the City's medical insurance plans. The alternative health coverage must meet all requirements of the Affordable Care Act (ACA) and related regulations for an eligible Opt-Out Arrangement. In those instances where the employee's medical insurance premium is less than the City's monthly contribution, the difference between said cafeteria dollar amounts shall be provided in the form of bi-monthly cash disbursements (payable 24 times per year). Cash disbursements to the employee are subject to being taxed, pursuant to the appropriate tax codes.

EMPLOYEES HIRED ON OR AFTER JULY 1, 2017: Employees hired on or after July 1, 2017, shall have a maximum cap of $500/mo. for cash in-lieu or for the difference between the medical insurance premium and the cafeteria dollar amount.

Section 7. Short-Term Disability. The City shall provide to each represented employee a short-term disability program with an eligibility period of 30 continuous days. The terms of the plan shall be more fully set forth in the plan documents; however, it shall provide for up to six (6) months of coverage at 66 2/3% of the first $2,425 of the employee’s weekly pre-disability earnings, reduced by any deductible income. The elimination period is defined as

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the first 30 calendar days of each period of total disability. The employee may choose to supplement the disability allowance with accumulated paid leave up to a maximum of 100% of base salary including the disability allowance.

Section 8. Long-Term Disability. The City shall provide each represented employee a long-term disability plan. The terms of the plan shall be more fully set forth in the plan documents; however, it shall provide coverage up to 66 2/3% of the first $15,750 of the employee’s weekly pre-disability earnings, reduced by any deductible income. The elimination period is defined as the first 180 calendar days of each period of total disability.

The employee may choose to supplement the disability allowance with accumulated paid leave up to a maximum of 100% of base salary, including the disability allowance.

Section 9. Tuition Reimbursement. All Confidential Group employees may be reimbursed up to seven thousand and five hundred dollars ($7,500.00) per employee, per fiscal year, for one hundred percent (100%) of tuition and textbook costs, so long as funds are available. Such expenditure must enhance furtherance of City or continuing educational goals.

Requests for such reimbursement must be approved by the City Manager after the successful completion of the course. Educational development shall not be considered time actually worked for purposes of computing overtime and normally shall not occur during regular work hours unless approved in advance by the City Manager.

Section 10. Annual Physical Examination/Medical Reimbursement. The City shall provide an annual (fiscal year) physical allowance of five hundred dollars ($500) to Confidential Group employees, to include reimbursement for non-covered medical, dental, or vision expenses and/or deductibles for employee and covered dependents.

Section 11. Term Life Insurance. The City shall provide a total of $50,000 term life insurance for each Confidential Group employee effective the first of the month following hire into a classification subject to this Resolution. Upon separation of employment, life insurance through the City discontinues.

ARTICLE IV
LEAVES
Section 1. Administrative Leave. Each Confidential Group employee shall receive eighty (80) hours annual administrative leave per fiscal year. An employee may not carry over unused leave from year to year. However, during each fiscal year, employees may elect to have the City buy back up to eighty (80) hours of unused administrative leave. The cash value shall be computed as the hourly equivalent of the employee’s base salary at the time of cashout.

Section 2. Vacation Leave - Accrual. All Confidential Group employees shall accrue vacation time in accordance with the following:

During Years of
Continuous
Hours of Accrual
Per Month of
Annual
Accrual
Maximum
Accrual

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Service Service Accumulation
1-5 8 1/3 100 200
6-10 11 2/3 140 280
11 12 1/3 148 296
12 13 156 312
13 13 2/3 164 328
14 14.3 172 344
15+ 15 180 360
Vacation leave accrual ceases when maximum accrual is reached.

Notwithstanding anything in this section to the contrary, employees do not accrue vacation time during the first six months of employment. Vacation time shall be deemed credited during this period with accrual effective upon employee’s monthly anniversary date.

Vacation accrual may be accumulated to not more than the appropriate maximum accumulation, except upon written request of the affected employee and approval of the City Manager. In this event, an employee may be permitted to exceed the maximum accumulation by an amount not in excess of his accrual for a four-month period.

No person whose employment is terminated before the completion of six calendar months of continuous service shall be entitled to any vacation or pay in lieu thereof. An employee who terminates after six months or more of continuous employment shall be paid for all credited or accrued vacation.

Previous City employment periods, during which vacation was accrued, may be considered as continuous service for the purpose of computing vacation rate upon the written request of the appointing authority and approval of the City Manager.

An employee who terminates at any time during their employment, including the probationary period, shall be paid for all credited or accrued vacation.

Section 3. Vacation Leave – Use. It is the intent that vacation time be used in time increments sufficiently long to permit the employee an adequate period of rest. The use of vacation time in less than weekly increments is to be discouraged. In no event may vacation be taken in increments of less than one hour or for a period exceeding the number of accrued whole days, except upon the recommendation of the Department Director and approval of the City Manager.

The City Manager may authorize an eligible employee to incur a negative vacation balance of up to forty (40) hours.

Vacation shall not be taken during the first six months of service. Vacations shall be taken at times determined by the Department Director with due regard for the wishes of the employee and for the needs of the service.

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In the event one or more City holidays fall within an annual vacation leave, such holidays shall not be charged as vacation leave and the vacation leave shall be extended accordingly.

No person shall be permitted to work for compensation for the City during his/her vacation, except with prior approval of the City Manager.

Section 4. Vacation Leave – Sell Back. Employees shall be allowed to sell back up to eighty (80) hours accrued vacation leave once per calendar year provided a minimum of one hundred (100) hours is retained after buy back and subject to the following provisions:

A. Employees may make a written election to cash-out some or all of the leave pay that the employee will accrue in the following year, subject to the provisions/limitations for cashouts/buy backs in this MOU. Such election to cashout leave pay must be made by the employee on or before December 31st of the year prior to the employee’s payout date for the leave pay being cashedout/bought back. Such election will be irrevocable once made.

B. The payout date for the cashed-out/buy back leave pay will be in the first full pay period after December 1 of each year, and must be a date by which the employee will have accrued in such payroll year leave pay which equals or exceeds the amount of leave pay which the employee has elected to cash out.

The cash value shall be computed as the hourly equivalent of 105% of the employee’s base salary at the time of cashout.

Section 5. Holiday Leave. Each Confidential Group employee working regularly scheduled 4/10 hour days shall receive the following ten (10) hour holidays, unless otherwise noted:

New Year’s Day
Martin Luther King’s Birthday
Presidents’ Day
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans’ Day (to be observed on second Monday in November) Thanksgiving Day
Christmas Eve
Christmas Day
New Year’s Eve

In addition, Confidential Group employees shall receive twenty (20) floating holiday hours, accrued each fiscal year on the first payroll period in July. Floating Holiday hours not used by the end of the fiscal year shall be cashed out and paid in the last pay period in June.

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The cash value shall be computed as the hourly equivalent of the employee’s base salary at the time of cashout.

When one of the fixed holidays falls on a Friday, the preceding Thursday shall be treated as a paid holiday; when a holiday falls on a Saturday, ten (10) hours shall be added to the employee’s floating holiday bank; when a holiday falls on a Sunday, the following Monday shall be treated as a paid holiday.

Section 6. Sick Leave - Accrual. All Confidential Group employees shall accrue sick leave with pay at the rate of eight (8) hours for each calendar month of service. Sick leave shall not be considered as a privilege, which an employee may use at his/her discretion, but shall be allowed only in case of necessity and actual sickness or disability. Unused sick leave shall be accumulated at the rate of ninety-six (96) hours a year for full-time employees. There shall be no limit on the amount that can be accumulated.

Section 7. Sick Leave - Reports. In order to receive compensation while absent on sick leave, the employee shall notify his/her immediate superior prior to or within four (4) hours after the time set for beginning his/her daily duties, or as may be specified by the City Manager. When absence is for more than three (3) workdays, the employee shall file a physician’s certificate or a personal affidavit with the City Manager, stating the cause of the absence.

Section 8. Sick Leave – Family Attendance. Employees shall have the option of using sick leave for attendance to family members, in an amount not to exceed the amount of six (6) months sick leave accrual, or the employee may elect to take leave without pay for attendance to family members. Family members include the employee’s father, stepfather, father-in-law, mother, stepmother, mother-in-law, brother, stepbrother, brother-in-law, sister, stepsister, sister-in-law, wife, husband, child, stepchild, grandparent, grandchild or domestic partner.

Section 9. Sick Leave - Accumulated Hours at Termination. Except as set forth below, all accrued sick leave is lost when the employee is terminated, retires, or otherwise separates from employment. In no event shall employees who have not worked for the City as regular full-time for more than five (5) continuous years be entitled to use sick leave to defer termination of their employment by the City, nor shall they be compensated for sick leave upon such termination for any reason, including, but not limited to retirement.

Notwithstanding the above, employees with more than five (5) consecutive years of City employment who apply for and receive either a service or disability retirement or who separate or are terminated for any reason other than a “for cause” termination shall be compensated for his/her accumulated, unused sick leave by payment in a lump sum. That sum is determined by the following formula:

The number of hours of sick leave accrued and unused, multiplied by his/her effective hourly rate at the time of termination, multiplied by a percentage as follows:

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If employed more than five (5) years, but less than ten (10) 10% If employed ten (10) years, but less than fifteen (15) 25% If employed fifteen (15) years, but less than twenty (20) 50% If employed twenty (20) years or more 75%
“Years” as used above means continuous years of employment with the City.

The cash value shall be computed at the employee’s hourly rate in existence at the time the monies are disbursed.

Employees terminated for cause shall not be entitled to cash out any accumulated, unused sick leave.

Section 10. Sick Leave – Sell Back. Employees shall be allowed to sell back up to one hundred twenty (120) hours accrued sick leave once per calendar year subject to the following provisions:

A. Employees may make a written election to cash-out some or all of the leave pay that the employee will accrue in the following year, subject to the provisions/limitations for cashouts/buy backs in this MOU. Such election to cashout leave pay must be made by the employee on or before December 31st of the year prior to the employee’s payout date for the leave pay being cashed-out/bought back. Such election will be irrevocable once made.

B. The payout date for the cashed-out/buy back leave pay will be in the first full pay period after December 1 of each year, and must be a date by which the employee will have accrued in such payroll year leave pay which equals or exceeds the amount of leave pay which the employee has elected to cash out.

C. The cash value shall be computed as the hourly equivalent of the employee’s base salary at the time of cashout;
D. The employee must have a minimum number of years of service with the City and a certain minimum number of hours must be retained after buy back; and E. The following number of hours may be bought back on a fiscal year basis:

Min. Years
Of Service
Number of Hours
Buy Back
Minimum Hours
Sick Leave Retention
3 20 100
4 30 100
5 40 100
6 50 100
7 60 100
8 70 100
9 80 100

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11 100 100
12 120 100
Section 11. Bereavement Leave. Confidential Group employees may be granted two (2) occurrences of up to forty (40) hours per occurrence per fiscal year as bereavement leave, with pay. Such leave may be used in the case of the death of the eligible employee’s father, stepfather, father-in-law, mother, stepmother, mother-in-law, brother, stepbrother, brother-in-law, sister, stepsister, sister-in-law, wife, husband, stepchild, grandchild, grandparent or grandparent of spouse. These hours shall not be eligible to be carried forward beyond the fiscal year. The City reserves the right to request reasonable verification of the need for such leave.

Section 12. Medical Leave. Medical leave of absence is defined as an approved medical leave (i.e., FMLA, CFRA, ADA, etc.) for employees. A medical leave of absence without pay is defined as employees who have exhausted all accrued leave and requested a leave of absence without pay. Employees on approved medical leave of absence shall continue to receive City-paid health, dental, vision, life, and long-term disability insurance provided they remain in paid status for a minimum of 80 hours in each calendar month. Any combination of accumulated vacation, holiday, administrative leave, or compensatory time may be used to meet the 80-hour requirement. Accrual of leave while on medical leave of absence shall be prorated based on the number of compensable hours paid during each pay period. Disability payments may not be applied towards this 80-hour minimum.

No Cafeteria Plan will be paid to an employee while on medical leave of absence after the employee exhausts all accrued leaves and is in “medical leave of absence without pay” status, unless required by applicable law.

If an employee on medical leave of absence is not in paid status for at least 80 hours in any month, City contribution towards the above-mentioned benefit programs will be suspended beginning the following month for the duration of the leave of absence. In this case, the employee may continue coverage under the City-sponsored programs by making the full premium payments to the Human Resources Department by the last working day of the month preceding the month for which coverage is desired. In no event will insurance premiums be pro-rated.

ARTICLE V

MISCELLANEOUS TERMS
Section 1. Severability. If any provision of this Resolution, or the application of such provision to any person or circumstance, shall be held invalid, the remainder of this

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Resolution, or the application of such provision to persons or circumstances other than those as to which it is held invalid, shall not be affected thereby.

Section 2. Notices. Any notices to be given under this Resolution shall be in writing and may be transmitted by personal delivery or mail, registered or certified, postage prepaid. Mailed notices shall be addressed to the City of Colton at 650 North La Cadena Drive, Colton, California, 92324, and shall be addressed to employees at the address the employee has provided to the City. Notices delivered personally shall be deemed communicated as of the date of actual receipt. Mailed notices shall be deemed communicated as of the date the notice is postmarked.

Section 3. Repeal of Prior Actions. By adoption of this Resolution, all prior resolutions or approved compensation and benefit documents for the employees in this Confidential Group shall be deemed repealed to the extent inconsistent with this Resolution.

Section 4. Certification. The City Clerk shall certify as to the adoption of this Resolution, and it shall be effective as of the date passed, approved and adopted.

PASSED, APPROVED AND ADOPTED this 6th day of October 2026

FRANK J. NAVARRO
Mayor
ATTEST:

ISAAC SUCHIL
City Clerk

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RESOLUTION NO. R-88-26

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

COLTON AMENDING THE REGULATIONS GOVERNING

COMPENSATION AND BENEFITS OF NON-REPRESENTED

EXECUTIVE GROUP EMPLOYEES
WHEREAS, the City Council first adopted a combined compensation and benefits resolution for the “executive unit”, a group of unrepresented employees, by Resolution R69A-01; WHEREAS, the City Council has since amended the executive unit compensation and benefits package, most recently on July 16, 2024, through the adoption of Resolution No.

R-60-24; and
WHEREAS, the City Council now desires to update the terms and the members of the Executive Group and to authorize the City Manager to enter into individual employment agreements with certain members.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF COLTON
DOES HEREBY RESOLVE AS FOLLOWS:

ARTICLE I
GENERAL PROVISIONS; EMPLOYER-EMPLOYEE RELATIONS
Section 1. Title of Resolution. This Resolution shall be known as the Compensation and Benefits Resolution for Non-Represented Executive Group Employees of the City of Colton.

Section 2. Term of Resolution. This Resolution shall remain in full force and effect until modified or terminated by action of the City Council.

Section 3. Statement of Purpose. This Resolution is adopted to provide a comprehensive list of compensation and benefits for Executive Group employees.

Section 4. Members of Executive Group. The Executive Group is made up of employees holding the following positions in a full-time capacity:

Assistant City Manager
Assistant Electric Utility Director
Assistant Director of Public Works and Engineering
Community Services Director
Deputy Fire Chief
Development Services Director
Electric Utility Director
Finance Director
Fire Chief
Human Resources and Risk Management Director

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Police Captain
Police Chief
Public Works and Utility Services Director
In addition, any other position created by the City Council and specifically designated by the City Council to be included in the Executive Group shall be included, even before this Resolution is amended accordingly.

Section 5. At-Will Employment; Agreements. With the exception of the City Engineer, who is subject to the City’s civil service system, Employees within the Executive Group are at-will employees as they have been excluded from the City’s civil service system pursuant to Colton Municipal Code Section 2.48.150, and as such are subject to termination with or without cause or notice, and without right of appeal or hearing. As provided for in Colton Municipal Code Section 2.16.070(B)(5), the City Manager may enter into at-will employment agreements with Executive Group employees to the extent that the terms and conditions of such employment agreements are not inconsistent with or contrary to the terms and conditions of this Resolution, any salary range adopted by the City Council, or any other City policy or procedure. The City Council also authorizes the City Manager to enter into an employment agreement with the Assistant Director of Public Works and Engineering and the Assistant Director of Utility Operations to the extent that the terms and conditions of such agreements are not inconsistent with or contrary to the terms and conditions of this Resolution, any salary range adopted by the City Council, the City’s civil service system, or any other City policy or procedure.

Section 6. Management Rights; Working Hours/Days. The City Council and City Manager retain all management rights and have no meet and confer obligations with the Executive Group. Within management rights, the City Manager reserves the right to change the work schedule, working hours, and working days of any Executive Group employee. Such changes include requiring Executive Group employees to work a 9/80 (i.e., alternating Fridays off) or Monday through Friday. A two-week notice will be provided prior to said change(s) being made.

Employees shall be required to work during such hours as necessary to carry out the duties of their position, as designated by the City Manager and such hours may be varied so long as the work requirements and efficient operations of the City are assured.

ARTICLE II

COMPENSATION
Section 1. Salary Table; Salaries. The salary ranges for Executive Group employees shall be as provided in the City’s comprehensive salary table, as such table may be amended from time to time. The specific base salary to be paid to individual Executive Group employees shall be provided in an at-will employment agreement executed between the City Manager and employee, which amount shall be within the approved salary range for their position.

Nonetheless, all employees in the above classifications shall receive the following across the board salary increases in accordance with the City’s Comprehensive Salary Table:

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• Effective the first full pay period after City Council approval of the Resolution, employees in the above classifications shall receive a three percent (3%) across the board salary increase.
• Effective the first full pay period after July 1, 2027, employees in the above classifications shall receive a three and one half percent (3.5%) across the board salary increase.
• Effective the first full pay period after July 1, 2028, employees in the above classifications shall receive a four percent (4%) across the board salary increase.

Section 2. Bilingual Pay. The City agrees to pay fifty dollars ($50) per month (twenty-five dollars ($25) to be paid on the first two pay periods of the month) to Executive Group employees who successfully complete a bilingual examination and who have been approved by the City Manager. When the skill is no longer needed, the employee is not required to use it, or ceases to possess it, the City Manager shall terminate the bilingual compensation by written notice to the Human Resources Director and employee. The bilingual pay is tied to the position rather than the individual employee, and will terminate if the employee moves to a new position.

Section 3. Longevity Pay. Effective the first full pay period after City Council approval of the Resolution, eligible employees shall receive a monthly longevity stipend as follows. Payment of the longevity stipend shall be issued on a bi-weekly schedule (26 payments per year) totaling the following amounts:
• Upon completion of 10th year of service = $100 per month (annual $1,200) • Upon completion of 15th year of service = $200 per month (annual $2,400) • Upon completion of 20th year of service = $300 per month (annual $3,600) • Upon completion of 25th year of service = $400 per month (annual $4,800) Eligible employees shall only receive one monthly longevity stipend. Longevity stipends shall not be cumulative.

For purposes of determining eligibility for the longevity stipend, the following shall qualify as “years of service”

1. Total years of service with the City of Colton.

2. Total years of employment with another public agency while working in a similar full-time public job classification.

Section 4. Education Incentive. Effective May 4, 2021, employees with a degree above or beyond that which is required as part of the minimum requirements for the job will receive an additional five percent (5%) of base pay when it enhances an employee's ability to perform the normal job functions of their position. The incentive pay must be tied to the job description and is subject to confirmation by the City that the education enhances an employee's ability to perform the normal job functions of their position. • Master of Arts or Science degree from an accredited college or university, or

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• Doctoral degree from an accredited college or university, or • A professional, graduate-level certification or credential specific to their field of expertise (Law, Fire, Community Services, Finance, Public Works, Water, Electric, Development Services, and Human Resources) from an industryrecognized, sanctioning entity within their field of expertise as determined and approved by the City Manager to enhance an employee’s ability to perform the normal job functions of their position. This professional, graduate-level certification or credential should enhance furtherance of City or continuing educational and professional development goals. The certification shall be considered a "terminal certification" meaning it is the highest academic certification or credential that can be awarded in a particular field.

The above educational incentive is non-cumulative for multiple degrees, and employees shall only be eligible for a maximum of five percent (5%) of their regular base pay as educational incentive pay under this section.

Section 5. Special Assignment Pay for Arson Investigator. Effective May 4, 2021, the City will provide Fire Arson Investigator Premium of $150 per month ($69.23 biweekly) for the Fire Chief, consistent with employees subject to the Colton Firefighters’ Association Memorandum of Understanding, because the Fire Chief routinely and consistently investigates the causes of destructive burning as a part of their normal full-time duties.

Section 6. Paramedic Incentive. The City will provide the Fire Chief with a paramedic incentive pay for obtaining and maintaining a paramedic certification in auxiliary medical techniques, consistent with the employees subject to the Colton Firefighters’ Association Memorandum of Understanding
• Effective the first full pay period after City Council approval of the Resolution, the paramedic incentive pay shall be $150 per month (69.23 bi-weekly). • Effective July 1, 2027, the paramedic incentive pay shall be $300.00 per month ($138.46 bi-weekly).
• Effective July 1, 2028, the paramedic incentive pay shall be $400.00 ($184.62 biweekly).

Section 7. Paramedic Re-Certification: Effective May 4, 2021, if the Fire Chief obtains and maintains a certification as a Paramedic by the appropriate local authority, they shall receive a sum equivalent to seven hundred fifty dollars ($750.00) per fiscal year ($28.85 bi-weekly) for each year that the certification is in effect, consistent with the employees subject to the Colton Firefighters’ Association Memorandum of Understanding. Payment shall be made upon each successful rectification and is paid in recognition of the certification’s impact to fire safety and prevention duties. Further, the City shall continue to pay the cost of all coursework and fees required for recertification

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ARTICLE III

BENEFITS
Section 1. Retirement. – PERS. The City shall provide Executive Group employees with retirement benefits, as currently specified under the city’s applicable contracts with the Public Employees’ Retirement System (PERS). Benefits shall include:

Employees hired before PERS’ Two-Tier Plan Amendment
3% at age 50 formula for Police Chief;
3% at age 50 formula for Fire Chief;

2.7% at age 55 formula for miscellaneous employees
One-year final compensation
Military buyback
Post-Retirement Survivor Allowance for Fire, and Police Chief Employees hired after PERS’ Two-Tier Plan Amendment
3% at age 55 formula for Police Chief;
3% at age 55 formula for Fire Chief;

2.5% at age 55 formula for miscellaneous employees
One-year final compensation
Military buyback
Post-Retirement Survivor Allowance for Fire, and Police Chief Notwithstanding the above, pursuant to the California Public Employees’ Reform Act of 2013 (“PEPRA”), retirement benefits are based on whether an employee is considered a “new member” or a “classic member.” For safety members, the Police and Fire Chiefs, a member will be considered a “new member” if: (i) he or she becomes a member of CalPERS for the first time on or after January 1, 2013, and he or she was not previously a member of any other public retirement system; (ii) he or she becomes a member of CalPERS for the first time on or after January 1, 2013 and he or she was a member of another public retirement system prior to January 1, 2013, but is not eligible for reciprocity pursuant to the Code Section 7522.02(c) and Section 579.3 of Title 2 of the California Code of Regulations; or (iii) he or she who was an active CalPERS member prior to January 1, 2013 with an employer other than the City, and then after a break in service lasting more than six months, is hired by the City after January 1, 2013. Employees who are not “new members” are considered “classic members.” A. Retirement Formulas and Contributions
(a) Classic Members.
(i) Employees Hired Before October 15, 2011. Classic members who are sworn employees hired before October 15, 2011 shall be enrolled in the City’s 3% at 50 retirement plan. The normal member contribution required by CalPERS, currently 9% of PERSable compensation, shall be paid by each employee via salary reduction. Final compensation shall be determined by using the “highest single year of compensation” pursuant to California Government Code section 20042.

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(ii) Employees Hired On or After October 15, 2011. Classic members who are sworn employees hired on or after October 15, 2011 shall be enrolled in the City’s 3% at 55 retirement plan. The normal member contribution required by CalPERS, currently 9% of PERSable compensation, shall be paid by each employee via salary reduction.

Final compensation shall be determined by using the “highest single year of compensation” pursuant to California Government Code section 20042.
(b) New Members.

Pursuant to PEPRA, new safety members hired on or after January 1, 2013 shall be enrolled in the 2.7% at 57 retirement plan. PEPRA requires new safety members to contribute fifty percent (50%) of the annual actuarially determined normal cost attributable to the applicable retirement plan in which they are enrolled (i.e., 2.7% at 57 retirement plan), rounded to the nearest quarter of 1 percent. This mandatory employee contribution amount is set by CalPERS on an annual basis. Final compensation shall be determined based on a period of thirty-six (36) consecutive months as required by PEPRA. PERSable compensation will be determined in accordance with PEPRA and regulations adopted by CalPERS.

For miscellaneous members, each member shall pay the full amount of the normal member contribution. Any Executive Group member that established CalPERS membership prior to the implementation of the PEPRA in connection with City employment or that otherwise establishes “classic member” status, as defined in Section 579.1 of the California Code of Regulations, shall be subject to one of the following pre-PEPRA retirement formulas determined on the basis of their original date of hire: 2.7% at 55 or 2.5% at 55. The normal member contribution applicable to members participating in these retirement formulas continues to be eight percent (8%). Any Executive Group member that is considered a “new member” as defined in PEPRA shall be subject to the PEPRA retirement formula for nonsafety “new members” which is: 2% at age 62, with a minimum benefit of 1% at age 52 and a maximum benefit of 2.5% at age 67. The normal member contribution for “new members” will be determined by CalPERS in accordance with PEPRA.

Section 2. Retirement – Employee Contributions. Effective the first pay period following March 1, 2011, Executive Group employees shall pay the full amount of the employee’s contribution to PERS (currently, eight percent (8%) for “miscellaneous” members and nine percent (9%) for “safety” members).

Section 3. Retirement – PERS Fourth Level Survivor Benefit. The City will provide PERS 1959 Fourth Level Survivor benefits to all Executive Group miscellaneous employees, as set forth in Sections 21571 - 21583 of the Government Code.

Section 4. Retirement – Retiree Medical.

A. Effective October 1, 2003, Executive Group employees who retire, with either a service or disability retirement, from City employment may, at the retiree's discretion, choose to enroll in any available City-provided health insurance plan. Employees who retire shall be eligible for City-paid medical insurance coverage until eligible for Medicare based on the formula set forth below. Upon becoming eligible for Medicare, the employee may maintain medical insurance with the City by paying one hundred percent (100%) of his/her

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premium and any related spouse or dependent* premium. If the retiree is ineligible for Medicare benefits, the City will continue to pay the premiums under the formula set forth below, provided the employee remains eligible for coverage under the City-provided health insurance plan. The retiree is responsible for any portion of the health care premium (including any applicable spouse or dependent coverage) not covered by this formula.

Effective June 30, 2024, the City’s contribution for Retiree Health Insurance for all employees hired prior to October 1, 2017 shall be capped at $1,225 per month. Retirees shall receive premium dollars based on the following:

Years of
Service
with
Colton
Percentage
of
Cafeteria
Dollars
Years of
Service
with
Colton
Percentage
of
Cafeteria
Dollars
5 40% 18 66%
6 42% 19 68%
7 44% 20 70%
8 46% 21 72%
9 48% 22 74%
10 50% 23 76%
11 52% 24 78%
12 54% 25 80%
13 56% 26 82%
14 58% 27 84%
15 60% 28 86%
16 62% 29 88%
17 64% 30 90%
B. The retiree may use the allotted dollar amount to purchase medical insurance for himself or herself and their legal dependents. The percentage is based on the monthly Cafeteria Plan allowance for active City employees. The dollar amount may fluctuate in future years based on the Cafeteria Plan allowance determined by City Council. However, the dollar amount will never go below the amount the employee will receive when he/she retires.

C. Notwithstanding the vesting schedule set forth in Subsection A above, the City Council may enter into an employment agreement with the City Manager to provide to pay up to 100% of the premium for any available City provided health insurance plan at the employee plus spouse level upon retirement until they become eligible for Medicare. In such event, participation in the health insurance plan will be subject to any rules and conditions imposed by the carrier, as well as contingent upon the carriers approving the enrollment of the retiree and any applicable spouse. Alternatively, the City may at its discretion provide such benefit under the terms of any retiree health reimbursement arrangement (RHRA) it has established.

D. EMPLOYEES HIRED ON OR AFTER OCTOBER 2017: Employees in this unit hired on or after October 1, 2017, the City’s contribution for Retiree Health Insurance shall be capped at $500 per month.

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E. If the premium cost is less than the amount allocated by the formula, the retiree does not receive the difference. Additionally, there is no opt-out money paid to the retiree.

F. In the event that the City reduces the cafeteria plan allowance, retirees will not receive an amount of premium dollars that is less than their allowance at the time of the reduction.

G. The retiree will provide the City with all documentation required for any qualifying event, in a timely manner, but never beyond thirty (30) days of said event.

H. Surviving Spouse and Dependent Coverage in the Event of Death of the Retiree. In the event of the death of the retiree who is survived by a spouse or legal dependent, enrolled in a City health insurance plan at the time of the retiree’s death, the City shall continue to provide health coverage subject to the aforementioned schedule/formula, subject to other terms and conditions that apply to the Medicare age excess billing, relocation, premiums, etc.
* Dependents are defined as spouse and/or any qualified legal dependent.

Section 5. Retirement – Social Security. In the event the City and its employees are required to participate in the Federal Social Security Program, the contribution designated by law to be the responsibility of the employee shall be paid in full by the employee and the City shall not be obligated to pay or “pick up” any portion thereof.

Section 6. Medicare. Executive Group employees hired by the City on or after April 1, 1986, shall be required to pay the designated employee contribution to participate in the Medicare Program, and the City shall be under no obligation to pay or “pick up” any such contributions.

Section 7. Automobile Allowance. Notwithstanding current employment agreements, City Manager, at his/her sole discretion, may provide automobile allowance to an Executive Group employee, up to an amount of $450 per month. In the absence of such an allowance, Executive Group employees may submit reimbursement requests for mileage used in a personal vehicle for official City business. The reimbursement rate shall be the I.R.S. allowable rate, and all reimbursements and documentation supporting the same shall be in accordance with City policy. The application of this section supersedes any at-will agreements which provide for a separate automobile allowance. At the City Manager’s option, the Assistant City Manager, Police Chief, Fire Chief, Electric Utility Director, and Public Works Director may be provided with an official City vehicle for their exclusive use. The City will maintain the vehicle and provide fuel for the vehicle at the City’s facilities. The vehicle shall not be operated by persons other than these assigned employees, except that other employees of the City may use the vehicle for official City business with the consent of the respective Chiefs, Assistant City Manager, Electric Director, or Public Works Director. The City understands that since the Assistant City Manager, Police Chief, Fire Chief, Electric Director, and Public Works Director will remain on-call at all times, the vehicle may be used for personal as well as official business; provided, however, the vehicle shall never be used for personal use outside of the seven Southern California counties consisting of San Bernardino,

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Riverside, Orange, Los Angeles, San Diego, Ventura and Santa Barbara. With the exception of qualified non-personal use vehicles as designated by the IRS, the City will report to the IRS any fringe benefits received for personal use of a City vehicle in accordance with Publication 15-B, Employer’s Tax Guide to Fringe Benefits.

Section 8. Severance Pay. As part of an at-will employment agreement, the City Manager may provide an Executive Group employee with a termination without cause severance payment. For Executive Group employees hired or promoted into the Executive Group on or after January 1, 2010, the City Manager’s ability to negotiate a “without cause” severance payment is limited as follows: The amount of the severance payment shall not initially exceed the value of three (3) months’ of base salary, except that the amount may be increased by an additional month for each full year of service in the Executive Group, up to a total of six (6) months. In no event shall the amount of severance exceed the value of six (6) months’ base salary or the value of base salary to be paid on the unexpired term of the employment agreement, whichever is less.

Section 9. Health Insurance. Effective January 1, 2004, the City converted to a Section 125 Cafeteria Plan. Under the cafeteria plan, all participating Confidential Group employees will receive a monthly cafeteria allowance increase as follows:
• Effective the first full pay period after approval of the resolution by City Council, increase the monthly cafeteria allowance by an additional $175 per month, resulting in the cafeteria allowance up to $1,800.00 per month.
• Effective January 1, 2027, the monthly cafeteria benefit will increase to $1,900.00 per month.
• Effective January 1, 2028, the monthly cafeteria benefit will increase to $2,000.00 per month.

Employees can choose health insurance, dental insurance, and vision. In addition, supplemental insurance opportunities will be provided for employees to purchase supplemental medical insurance and childcare coverage through pre-tax dollars.

The cafeteria allowance is established by the City Council. Any changes made to the cafeteria allowance shall be provided to the Executive Group employees, as is required under IRS Section 125 rules and regulations.

In those instances where the employee’s medical insurance premium is less than the City’s monthly contribution, the difference between said cafeteria dollar amounts shall be provided in the form of a bi-monthly cash disbursement (payable 24 times per year). Cash disbursement to the employee is subject to tax, pursuant to the tax codes.

Employees who provide the City with satisfactory proof of alternate group health coverage comparable to the City's offered health insurance plans can decline, in writing, coverage on the City's medical insurance plans. The alternative health coverage must meet all requirements of the Affordable Care Act (ACA) and related regulations for an eligible Opt-Out Arrangement. In those instances where the employee's medical insurance premium is less than the City's monthly contribution, the difference between said cafeteria dollar amounts shall be provided in the form of bi-monthly cash disbursements (payable 24 times

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per year). Cash disbursements to the employee are subject to being taxed, pursuant to the appropriate tax codes.

EMPLOYEES HIRED ON OR AFTER OCTOBER 1, 2017: Employees hired on or after October 1, 2017, shall have a maximum cap of $500/mo. for cash in-lieu or for the difference between the medical insurance premium and the cafeteria dollar amount.

Section 10. Term Life Insurance. The City shall provide Executive Group employees term life insurance coverage in the amount of one hundred thousand dollars ($100,000). A nominal monthly amount will be added as taxable income for the additional fifty thousand dollars ($50,000) coverage over the I.R.S. threshold for a taxable benefit.

Section 11. Short-Term Disability Insurance. The City shall provide to each represented employee a short-term disability program with an eligibility period of 30 continuous days. The terms of the plan shall be more fully set forth in the plan documents; however, it shall provide for up to six (6) months of coverage at 66 2/3% of the first $2,425 of the employee’s weekly pre-disability earnings, reduced by any deductible income. The elimination period is defined as the first 30 calendar days of each period of total disability.

The employee may choose to supplement the disability allowance with accumulated paid leave up to a maximum of 100% of base salary including the disability allowance. However, should the employee elect to use sick leave, the equivalent dollar value shall be deducted from the disability allowance.

Section 12. Long-Term Disability. The City shall provide to each represented fulltime employee a long-term disability program. The terms of the plan shall be more fully set forth in the plan documents; however, it shall provide coverage at 66 2/3% of the first $15,750 of the employee’s weekly pre-disability earnings, reduced by any deductible benefits.

The elimination period is defined as the first 180 calendar days of each period of total disability. The employee may choose to supplement the disability allowance with accumulated paid leave up to a maximum of 100% of base salary including the disability allowance. However, should the employee elect to use sick leave, the equivalent dollar value shall be deducted from the disability allowance.

Section 13. Tuition Reimbursement. All Executive Group employees may be reimbursed up to five thousand dollars ($5,000) per employee, per fiscal year, for one hundred percent (100%) of tuition and textbook costs, including fees for professional development classes, workshops and seminars, so long as funds are available. Such expenditure must enhance furtherance of City or continuing educational and professional development goals.

Requests for such reimbursement must be approved by the City Manager after the successful completion of the course. Educational development shall not be considered time actually worked for purposes of computing overtime and normally shall not occur during regular work hours unless approved in advance by the City Manager.

Section 14. Annual Physical Examination/Medical Reimbursement. The City shall provide an annual (fiscal year) physical allowance of one thousand dollars ($1,000) to Executive Group employees, to include reimbursement for non-covered medical, dental, or vision expenses and/or deductibles for employee and covered dependents.

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Section 15. Uniforms. The Police Chief shall receive seventy dollars ($70.00) per month for uniform allowance. Such allowance shall be paid on the last pay period in June.

Such payment shall be for the prior year and shall be prorated for employees not working the full year.

UNIFORM VALUE: With respect to safety employees who do not qualify as “new members” under the California Public Employees’ Pension Reform Act (PEPRA), the City shall report to CalPERS the monetary value of uniforms for those employees required to wear uniforms in the amount of $19.32 per pay period. The parties agree the reported value of uniforms intended to reflect clothing such as pants, shirts, jackets, and related attire.

Section 16. Management Incentive Pay. The Chief of Police shall receive an Executive Management Incentive pay of twelve thousand dollars ($12,000) per year payable in equal installments at the same time as payment of the base salary. Management Incentive Pay is provided to the Chief of Police in recognition of the unique nature of safety executive positions.

Section 17. Executive Fire Officer Program (EFO) Certificate Pay. Fire Chief possessing an Executive Fire Officer (EFO) Certificate from the National Fire Academy shall receive twelve thousand dollars ($12,000) per year for the EFO Certificate, payable in equal installments at the same time as payment of the base salary. Management Incentive Pay is provided to the Fire Chief in recognition of the unique nature of safety executive positions.

Section 18. Public Information Officer (PIO) Designation: At the discretion of the City Manager, an Executive Director may be designated as the City’s PIO for coordination/dissemination of City information or reactions to public events. With such designation the designated PIO shall receive an additional five percent (5%) of their regular base salary.

Section 19. For Safety Executive Group. Staff members promoted from another represented City of Colton position shall not realize a loss or reduction in benefits as a result of his/her promotion. The City Manager is authorized to approve benefits for staff members promoting into the Executive Group, which are equitable to those provided in the current Memorandum of Understanding between the applicable employee group and the City. Any shift overtime benefit is excluded.

ARTICLE IV
LEAVES
Section 1. Administrative Leave. Each Executive Group employee shall receive one hundred and forty (140) hours of annual administrative leave per fiscal year. An employee may not carry over unused leave from year to year. However, during each fiscal year, employees may elect to have the City buy back up to one hundred and forty (140) hours of unused administrative leave. The cash value shall be computed as the hourly equivalent of 105% of the employee’s base salary at the time of cashout.

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Section 2. Vacation Leave - Accrual. Subject to the City Manager’s rights provided for in Colton Municipal Code Section 2.16.070(B)(6), all Executive Group employees shall accrue vacation time in accordance with the following:

During Years of
Continuous
Service
Hours of Accrual
Per Month of
Service
Annual
Accrual
Maximum
Accrual
Accumulation
1-5 10 120 240
6-10 13 1/2 160 320
11 14 168 336
12 14 2/3 176 352
13 15 1/3 184 368
14 16 192 384
15+ 16 2/3 200 400
Vacation leave accrual ceases when maximum accrual is reached.

Notwithstanding anything in this section to the contrary, employees do not accrue vacation time during the first six months of employment. Vacation time shall be deemed credited during this period with accrual effective upon employee’s monthly anniversary date.

Vacation accrual may be accumulated to not more than the appropriate maximum accumulation, except upon written request of the affected employee and approval of the City Manager. In this event, an employee may be permitted to exceed the maximum accumulation by an amount not in excess of his accrual for a four-month period. The City Manager, at his discretion, may grant an initial balance of 80-hour accrual bank to a new onboarding executive.

Previous City or comparable public agency (governed by state law with an elected body) employment periods, during which vacation was accrued, may be considered as continuous service for the purpose of computing vacation rate upon the written request of the appointing authority and approval of the City Manager.

An employee who terminates at any time during their employment, including the probationary period, shall be paid for all credited or accrued vacation.

Section 3. Vacation Leave – Use. It is the intent that vacation time be used in time increments sufficiently long to permit the employee an adequate period of rest. In no event may vacation be taken in increments of less than one hour or for a period exceeding the number of accrued whole days, except upon the approval of the City Manager.

The City Manager may authorize an eligible employee to incur a negative vacation balance of up to forty (40) hours.

Vacation shall not be taken during the first six months of service. Vacations shall be taken at times determined by the City Manager with due regard for the wishes of the employee and for the needs of the service.

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In the event one or more City holidays fall within an annual vacation leave, such holidays shall not be charged as vacation leave and the vacation leave shall be extended accordingly.

Section 4. Vacation Leave – Sell Back. Employees shall be allowed to sell back up to one hundred (100) hours accrued vacation leave once per calendar year subject to the following provisions:

A. Employees may make a written election to cash-out some or all of the leave pay that the employee will accrue in the following year, subject to the provisions/limitations for cashouts/buy backs in this MOU. Such election to cashout leave pay must be made by the employee on or before December 31st of the year prior to the employee’s payout date for the leave pay being cashed-out/bought back. Such election will be irrevocable once made.

B. The payout date for the cashed-out/buy back leave pay will be in the first full pay period after December 1 of each year, and must be a date by which the employee will have accrued in such payroll year leave pay which equals or exceeds the amount of leave pay which the employee has elected to cash out.

The cash value shall be computed as the hourly equivalent of the employee’s base salary plus incentive pay at the time of cashout.

Section 5. Holiday Leave. Each Executive Group employee working regularly scheduled 4/10 hour days shall receive the following ten (10) hour holidays, unless otherwise noted:

New Year’s Day
Martin Luther King’s Birthday
Presidents’ Day
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans’ Day (to be observed on second Monday in November) Thanksgiving Day
Christmas Eve
Christmas Day
New Year’s Eve

Section 6. Sick Leave - Accrual. Subject to the City Manager’s rights provided for in Colton Municipal Code Section 2.16.070(B)(6), all Executive Group employees shall accrue sick leave with pay at the rate of eight (8) hours for each calendar month of service.

Sick leave shall not be considered as a privilege, which an employee may use at his/her discretion, but shall be allowed only in case of necessity and actual sickness or disability.

Unused sick leave shall be accumulated at the rate of ninety-six (96) hours a year for full-time employees. There shall be no limit on the amount that can be accumulated. The City

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Manager, at his discretion, may grant an initial balance of 100-hour accrual bank to a new onboarding executive.

Section 7. Sick Leave - Reports. In order to receive compensation while absent on sick leave, the employee shall notify the City Manager prior to or within four (4) hours after the time set for beginning his/her daily duties, or as may be specified by the City Manager. When absence is for more than three (3) workdays, the employee shall file a physician’s certificate or a personal affidavit with the City Manager, stating the cause of the absence.

Section 8. Sick Leave – Family Attendance. Employees shall have the option of using sick leave for attendance to family members, in an amount not to exceed the amount of six (6) months sick leave accrual, or the employee may elect to take leave without pay for attendance to family members. Family members include the employee’s father, father-in-law, mother, mother-in-law, stepparent, brother, stepbrother, brother-in-law, sister, stepsister, sister-in-law, wife, husband, child, stepchild, grandparent, grandchild or domestic partner.

Section 9. Sick Leave – Accumulated Hours at Termination. Except as set forth below, all accrued sick leave is lost when an employee is terminated, retires, or otherwise separates from employment. In no event shall employees who have not worked for the City as regular full-time employees for more than five (5) continuous years be entitled to use sick leave to defer termination of their employment by the City, nor shall they be compensated for sick leave upon such termination for any reason including but not limited to retirement.

Notwithstanding the above, bargaining unit members with more than five (5) consecutive years of City employment who apply for and receive either a service or disability retirement or who separate or are terminated for any reason other than a “for cause” termination shall be compensated for his/her accumulated, unused sick leave by payment in a lump sum. That sum is determined by the following formula:

The number of hours of sick leave accrued and unused, multiplied by his/her effective hourly rate at the time of termination, multiplied by a percentage as follows:

If employed more than five years, but less than ten: 10% If employed ten years, but less than fifteen: 25%
If employed fifteen years, but less than twenty: 50%
If employed twenty years or more: 75%
“Years” as used above means continuous years of employment with the City.

The cash value shall be computed at the employee's hourly rate in existence at the time the monies are disbursed.

Employees terminated for cause shall not be entitled to cash out any accumulated, unused sick leave.

Retiring employees in Safety (Fire and Police Chief) may be eligible to convert 100% of their accumulated sick leave to CalPERS service credit. Employees interested in electing

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this benefit shall submit a written request to Human Resources prior to his or her last date of employment. Eligibility for this benefit is determined by the City’s CalPERS contract and applicable CalPERS rules and regulations.

The Fire Chief and Police Chief, who by state law are entitled to up to one (1) year of salary while temporarily disabled due to job incurred injuries, shall not be entitled to use sick leave to defer their retirement for disability. Such personnel are not entitled to use sick leave for job incurred injuries. With regard to such personnel, they shall be retired as soon as it is determined that they are permanently disabled from performing the duties of their position.

Upon it being determined that such a person is permanently so disabled, if he/she immediately applies for and consents to his/her retirement, then and only then, shall he/she be entitled to payment for accumulated sick leave. Such payment shall be computed as described above.

Section 10. Sick Leave – Buy Back. Employees shall be allowed to sell back up to one hundred twenty (120) hours accrued sick leave once per calendar year subject to the following provisions:

A. Employees may make a written election to cash-out some or all of the leave pay that the employee will accrue in the following year, subject to the provisions/limitations for cashouts/buy backs in this MOU. Such election to cashout leave pay must be made by the employee on or before December 31st of the year prior to the employee’s payout date for the leave pay being cashedout/bought back. Such election will be irrevocable once made.

B. The payout date for the cashed-out/buy back leave pay will be in the first full pay period after December 1 of each year, and must be a date by which the employee will have accrued in such payroll year leave pay which equals or exceeds the amount of leave pay which the employee has elected to cash out.

C. The cash value shall be computed as 105% of the hourly equivalent of the employee’s base salary at the time of cashout;
D. The employee must have a minimum number of years of service with the City and a certain minimum number of hours must be retained after buy back.

E. The following number of hours may be bought back on a fiscal year basis:

Min. Years
Of Service
Number of Hours
Buy Back
Minimum Hours
Sick Leave Retention
3 20 100
4 30 100
5 40 100
6 50 100
7 60 100
8 70 100
9 80 100
10 90 100

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12 120 100
Section 11. Bereavement Leave. Two (2) occurrences of up to forty (40) hours per occurrence and a maximum of two (2) occurrences per fiscal year may be taken by Executive Group employees with pay as bereavement leave. Such leave may be used in the case of the death of the eligible employee’s father, stepfather, father-in-law, mother, stepmother, motherin-law, brother, stepbrother, brother-in-law, sister, stepsister, sister-in-law, wife, husband, child, stepchild, grandchild, grandparent or grandparent of spouse. These hours shall not be eligible to be carried forward beyond the fiscal year. The City reserves the right to require reasonable verification of the need for such leave.

Section 12. Medical Leave. A medical leave of absence is defined as an approved medical leave (i.e., FMLA, CFRA, ADA, etc.) for employees. A medical leave of absence without pay is defined as employees who have exhausted all accrued leaves and have requested leave of absence without pay. Employees on an approved medical leave of absence shall continue to receive City paid health, dental, vision, life and long-term disability insurance provided they remain on paid status for a minimum of 80 hours in each calendar month. Any combination of accumulated vacation, holiday, administrative leave, or compensatory time may be utilized in order to achieve the 80-hour requirement. Accrual of leave while on medical leave of absence shall be pro-rated based on the number of compensable hours paid during each pay period. Disability payments may not be applied towards this 80-hour minimum.

No Cafeteria Plan contributions will be paid to an employee while on medical leave of absence after the employee exhausts all accrued leaves and is on “medical leave of absence without pay” status.

If an employee on medical leave of absence is not on paid status for at least 80 hours in any month, City contribution towards the above-mentioned benefit programs will be suspended beginning the following month for the duration of the leave of absence. In this case, the employee may continue coverage under the City sponsored programs by making the full premium payments to the Human Resources Department by the last working day of the month preceding the month for which coverage is desired. In no event will insurance premiums be pro-rated.

ARTICLE V

MISCELLANEOUS TERMS
Section 1. Severability. If any provision of this Resolution, or the application of such provision to any person or circumstance, shall be held invalid, the remainder of this Resolution, or the application of such provision to persons or circumstances other than those as to which it is held invalid, shall not be affected thereby.

Section 2. Notices. Any notices to be given under this Resolution shall be in writing and may be transmitted by personal delivery or mail, registered or certified, postage

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prepaid. Mailed notices shall be addressed to the City of Colton at 650 North La Cadena Drive, Colton, California, 92324; and shall be addressed to employees at the address the employee has provided to the City. Notices delivered personally shall be deemed communicated as of the date of actual receipt. Mailed notices shall be deemed communicated as of the date the notice is postmarked.

Section 3. Repeal of Prior Actions. By adoption of this Resolution, all prior resolutions or approved compensation and benefit documents for the employees in this Executive Group shall be deemed repealed to the extent inconsistent with this Resolution.

Section 4. Certification. The City Clerk shall certify as to the adoption of this Resolution, and it shall be effective as of the date passed, approved and adopted.

PASSED, APPROVED, AND ADOPTED this 6th day of October 2026 ______________________________

FRANK J NAVARRO
Mayor
ATTEST:
___________________________
ISAAC T. SUCHIL
City Clerk

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RESOLUTION NO. R-86-26

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COLTON

ADOPTING CHANGES TO THE TERMS AND CONDITIONS OF

EMPLOYMENT OF EMPLOYEES IN THE BARGAINING UNIT
REPRESENTED BY TEAMSTERS LOCAL 1932 GENERAL EMPLOYEES

AND MID-MANAGERS, THE INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS (IBEW), LOCAL 47 WATER AND
WASTEWATER DIVISION, THE COLTON POLICE DISPATCHERS’

ASSOCIATION (CPDA) AND THE COLTON POLICE CIVILIAN
EMPLOYEES’ ASSOCIATION (CPCEA); AND AMENDING THE
FY2026/2027 BUDGET TO INCREASE APPROPRIATIONS TO EXECUTE THESE MOU’S
WHEREAS, the City of Colton (“City”) has met and conferred in good faith and fully communicated and exchanged information concerning working conditions, wages and benefits with the Teamsters Union, Local 1932 – General Employees and Mid-Managers Employees, the International Brotherhood of Electrical Workers (IBEW W/W), Local 47 Water and Wastewater Division, the Colton Police Dispatchers Association (CPDA) and the Colton Police Civilian Association (CPCEA) negotiating successor agreements to the Memorandum of Understandings covering these bargaining units, whose contracts expired on January 1, 2026 (IBEW W/W) and June 30, 2026 (Teamsters General and Mid-Managers, CPCEA and CPDA); and WHEREAS, the appointed representatives of the parties agreed on certain matters as stated in the attached staff report and MOU’s and recommend that the city and the bargaining units implement these agreements; and
WHEREAS, the City Council approves the Memorandum of Understanding for the contract period of the City of Colton and the Teamsters Local 1932 – General Employees and the Mid-Managers Employees - July 1, 2026 through June 30, 2029; the IBEW Local 47 Water/Wastewater Division - January 1, 2026 through December 31, 2029; the Colton Police Dispatchers Association and the Colton Police Civilian Association - July 1, 2026 through June 30, 2029; and
WHEREAS, the budget for the Fiscal Year commencing July 1, 2026 and ending June 30, 2027 was approved and adopted by resolution R–56-26 on June 2, 2026. Any amendments to the budget must be adopted by a resolution of the City Council; and NOW, THEREFORE, BE IT RESOLVED that the City Council of the city of Colton does hereby resolve as follows:

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SECTION 1: City Council hereby adopts the changes to the terms and conditions of employment for the Teamsters Union Local 1932 General Employees group and Teamsters MidManagers employee group, the International Brotherhood of Electrical Workers, Local 47 Water and Wastewater Division, the Colton Police Dispatchers Association and the Colton Police Civilian Employees Association effective immediately as prescribed in the respective MOUs.

These changes remain in effect until repealed or superseded; and SECTION 2: The estimated fiscal impacts of the five MOUs and related Confidential and Executive Employee resolutions are as follows:

Employee group FY 2026-27 cost Full agreement cost
IBEW Local 47 Water and Wastewater $492,869.00 $1,887,357.00 Teamsters Local 1932 General Employees $493,480.00 $2,170,797.00 Teamsters Local 1932 Mid Managers $502,866.00 $2,295,312.00 Colton Police Dispatchers Association $134,900.00 $539,507.00 Colton Police Civilian Employees Association $191,627.00 $834,463.00 Confidential Employees $55,396.00 $383,117.00
Executive Employees $88,347.00 $625,170.00
Total $1,959,485.00 $8,735,723.00
The estimated total cost is $1,959,485.00 in FY 2026-27 and $8,735,723.00 over the full term of the agreements. Of the FY 2026-27 cost, $1,148,392.90 is allocated to the General Fund. Costs allocated to other funds will be accommodated within existing appropriations.

SECTION 3: City Council hereby amends the FY2026-27 Budget to increase appropriations to account number 100-1000-1000-1010-0000-000 by $1,148,392.90 for implementation of the five MOUs and two employee resolutions. The appropriation increase shall be funded through a corresponding reduction in assigned General Fund balance for OPEB obligations. City Council hereby authorizes the Finance Department to reduce the amount assigned for OPEB reserves by $1,148,392.90.

PASSED, APPROVED AND ADOPTED this 6
th day of October 2026:

City of Colton
FRANK J. NAVARRO
Mayor
ATTEST:

ISSAC T. SUCHIL
City Clerk

Item: 10.

Staff Report
Meeting Date: October 6, 2026
To: City Council
From: Bill Smith, City Manager
Prepared By: Dawn Miller, Assistant to the City Manager Item Name: Resolution - Adopt a Resolution of the City Council of the City of Colton Supporting Proposition 1, the Veterans and Affordable Housing Bond Act of 2026, Resolution No. R-92-26.

Recommended Action:

Adopt Resolution No. R-92-26, supporting Proposition 1, the Veterans and Affordable Housing Bond Act of 2026, which authorizes $11.25 billion in state general obligation bonds to fund a range of housing affordability programs.

Background:

The State uses general obligation bonds to fund a variety of housing programs, allowing it to borrow money to cover the up-front costs of development, which is then repaid with interest over time. Proposition 1, placed on the November 3, 2026 statewide ballot by the Legislature, would authorize the State to sell $11.25 billion in general obligation bonds for housing purposes that includes, a $10 billion bond for a variety of housing programs repaid through the State's General Fund, and a $1.25 billion bond repaid through veterans' payments on their home loans. The measure would replenish existing state programs that fund the development, preservation, and rehabilitation of affordable housing, and would provide additional funding to support youth and veteran housing and promote homeownership statewide. Full text of the measure is available in Senate Bill 417. The nonpartisan Legislative Analyst's Office (LAO) has published an independent analysis which is attached to this report.

Issues/Analysis:

Proposition 1 directs its $11.25 billion in bond proceeds across a defined set of housing programs, led by $5.1 billion for the Multifamily Housing Program and $1.25 billion for veteran farm and home aid under the Veterans' Farm and Home Purchase Act of 1974. Additional allocations include $1.15 billion to the Housing Rehabilitation Loan Fund for supportive housing, $750 million to preserve existing affordable housing through the Portfolio

Reinvestment Program, $600 million to the CalHome Program, and $500 million each to the Home Purchase Assistance Fund and the Infill Infrastructure Grant Program. Smaller allocations fund farmworker housing ($450 million), student housing ($350 million), acquisition and rehabilitation of unrestricted units with new affordability restrictions ($200 million), the Affordable Housing Innovation Fund ($200 million), Tribal housing ($200 million), and youth housing for foster youth and homeless or at-risk youth ($150 million). According to the LAO, the measure could subsidize as many as 40,000 multifamily rental units and roughly 1,200 university student housing beds, and assist up to 40,000 households, including about 2,100 veterans, with homeownership.

Supporters, including the League of California Cities, argue the measure expands housing access for working families, veterans, people with disabilities, and seniors; helps prevent homelessness; expands homeownership opportunities; and does so without imposing new taxes. Cal Cities notes the measure would replenish programs cities rely on for affordable housing and infrastructure, fund innovative local tools such as regional housing trusts, and support cities in meeting current and future Regional Housing Need Assessment (RHNA) obligations. No argument in opposition to Proposition 1 was submitted to the California Secretary of State. The City of Colton continues to work toward its own RHNA obligations and toward expanding affordable housing access for working families, seniors, veterans, and residents experiencing or at risk of homelessness, and may be eligible to pursue funding from applicable programs authorized by the measure, subject to program requirements, funding availability, and the competitive application process. Adoption of Resolution No. R-92-26 would also be consistent with the City's existing support of Cal Cities' 2026 Advocacy Priority to secure investment in affordable housing.

Fiscal Impacts:

According to the LAO, the State General Fund cost to repay the bond would be approximately $500 million to $600 million annually for about 25 years, representing roughly one-quarter of one percent (0.25%) of the State's total General Fund budget.

Adoption of Resolution No. R-92-26 has no direct fiscal impact on the City of Colton's budget.

Alternatives:

Provide alternative direction to staff.

Attachments:

1. Resolution No. R-92-26

2. Legislative Analyst's Office Analysis of Proposition 1

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RESOLUTION NO. R-92-26

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COLTON, CALIFORNIA, SUPPORTING PROPOSITION 1: THE VETERANS AND AFFORDABLE HOUSING BOND ACT OF 2026
WHEREAS, Cal Cities and its member cities advocate for secure investments to increase the supply of affordable housing; and
WHEREAS, Proposition 1, the Veterans and Affordable Housing Bond Act of 2026, will appear on the November 3, 2026 statewide ballot and authorize the state to issue $11.25 billion in state general obligation bonds to provide funding to build and preserve affordable homes and expand homeownership opportunities across California; and WHEREAS, Proposition 1 is anticipated to provide funding to fast-track numerous already-approved, shovel-ready affordable homes, turning stalled projects into homes for families who need them; and
WHEREAS, Proposition 1 is anticipated to provide funding to build homes working families can afford, so that the teachers, firefighters, and nurses who serve City of Colton can afford to live in the community they serve; and
WHEREAS, Proposition 1 honors our veterans by dedicating $1.25 billion solely to veterans' housing and homeownership opportunities, including the CalVet Home Loan Program, which has already helped almost a million veterans and their families; and WHEREAS, Proposition 1 helps our most vulnerable neighbors by providing funding to create and preserve housing for low-income residents, seniors, those who are homeless or at risk of homelessness, foster youth experiencing homelessness, and people with disabilities; and
WHEREAS, Proposition 1 does not raise taxes, but may unlock matching federal funds, bringing tax dollars Californians send to Washington back home to California; and WHEREAS, Proposition 1 comes with strict accountability, public reporting, and clear requirements, so that voters can see how many homes get built, where, and at what cost; and
WHEREAS, Proposition 1 benefits veterans, seniors, low- and middle-income Californians, persons with disabilities, working families, farm workers, students, first-time homebuyers, and our youth; and
WHEREAS, the Mayor and Council Members of the City of Colton finds that the safe, affordable homes and veteran housing investments made possible by Proposition 1 are in the best interest of the residents of Colton.

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NOW, THEREFORE, BE IT RESOLVED THE CITY COUNCIL OF THE
CITY OF COLTON, SUPPORTS PROPOSITION 1, THE VETERANS AND AFFORDABLE HOUSING BOND ACT OF 2026.

PASSED, APPROVED AND ADOPTED this 6th day of October, 2026. ________________________________
FRANK J. NAVARRO, Mayor
ATTEST:

ISAAC T. SUCHIL, City Clerk

Item: 11.

Staff Report
Meeting Date: October 6, 2026
To: City Council
From: Bill Smith, City Manager
Prepared By: Stephanie Vargas, Chief Deputy City Clerk
Item Name: Resolution - Amendment of the Conflict of Interest Code of the City of Colton Pursuant to the Political Reform Act of 1974, Resolution No. R-85-26.

Recommended Action:

Adopt Resolution No. R-85-26 adopting and approving the amended Conflict of Interest Code of the City of Colton pursuant to the Political Reform Act, section 87303.

Background:

The Political Reform Act of 1974, Government Code section 81000, et seq. (the “Act”), requires all public agencies to adopt and maintain a conflict of interest code. The Act further requires that agencies regularly review and update their codes as directed by the code-reviewing body or when change is necessitated by changed circumstances (Sections 87306 and 87306.5). The City Council is the City’s code-reviewing body. As the code-reviewing body, the City Council directed that the Code be reviewed and, if a change in the Code was necessary, that a revised Code be prepared and submitted to the City Council for approval. During this review, staff found that certain amendments to the Code are necessary.

Attached is a legislative (redlined) version of the proposed amended Code. The proposed revisions are based on the need to include new positions that must be designated, revise disclosure categories, revises titles of existing positions and deletes titles of positions that have been abolished and/or positions that no longer make or participate in making governmental decisions.

Government Code section 87303 provides that no code or amendment to a code shall be effective until it has been approved by the code-reviewing body.

Issues/Analysis:

N/A

Fiscal Impacts:

There is no fiscal impact.

Alternatives:

Provide alternative direction to staff.

Attachments:

1. Notice of Intention

2. Resolution No. R-85-26

3. Conflict of Interest Code - RedLine Version

4. Conflict of Interest Code - Final

23152.06010\45397831.1

NOTICE OF INTENTION TO AMEND THE

CONFLICT OF INTEREST CODE OF THE

CITY OF COLTON
NOTICE IS HEREBY GIVEN that the City of Colton intends to amend the its Conflict of Interest Code (the “Code”) pursuant to Government Code Section 87306.

The Appendix of the Code designates those employees, members, officers, and consultants who make or participate in the making of decisions and are subject to the disclosure requirements of the City’s Code. The City’s proposed amendment includes new positions that must be designated, revise disclosure categories, revises titles of existing positions and deletes titles of positions that have been abolished and/or positions that no longer make or participate in making governmental decisions.

The proposed amended Code will be considered by the City Council on October 06, 2026, at 5:00 p.m. at the City of Colton, 650 N. La Cadena Drive, Colton, California. Any interested person may be present and comment at the public meeting or may submit written comments concerning the proposed amendment.

Any comments or inquiries should be directed to the attention of Stephanie M. Vargas, Chief Deputy City Clerk, City of Colton, 650 N. La Cadena Drive, Colton, CA 92324; (909) 370-5001. Written comments must be submitted no later than October 06, 2026, at 5:00 p.m.

Copies of the proposed amended Code may be obtained from, the Chief Deputy City Clerk.

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RESOLUTION NO. R-85-26

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COLTON,

CALIFORNIA, APPROVING AND ADOPTING AN AMENDED CONFLICT

OF INTEREST CODE PURSUANT TO THE POLITICAL REFORM ACT
OF 1974
WHEREAS, the State of California enacted the Political Reform Act of 1974, Government Code Section 81000, et seq. (the "Act"), which contains provisions relating to conflicts of interest which potentially affect all officers, employees and consultants of the City of Colton (the “City”), and which requires all public agencies to adopt and promulgate a conflict of interest code; and
WHEREAS, the City Council adopted a Conflict of Interest Code (the "Code"), which was amended on October 06, 2026, in compliance with the Act; and WHEREAS, subsequent changed circumstances within the City have made it advisable and necessary pursuant to Sections 87306 and 87307 of the Act to amend and update the City’s Code; and
WHEREAS, the potential penalties for violation of the provisions of the Act are substantial and may include criminal and civil liability, as well as equitable relief which could result in the City being restrained or prevented from acting in cases where the provisions of the Act may have been violated; and
WHEREAS, notice of the time and place of a public meeting on, and of consideration by the City Council of, the proposed amended Code was provided to each affected designated employee and was publicly posted for review; and
WHEREAS, a public meeting was held upon the proposed amended Code at a regular

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meeting of the City Council on October 06, 2026, at which all present were given an opportunity to be heard on the proposed amended Code.

NOW, THEREFORE, BE IT RESOLVED, by the City Council of the City of Colton that:

SECTION 1: The City Council does hereby approve and adopt the proposed amended Conflict of Interest Code, a copy of which is attached hereto and shall be on file with the City Clerk and available to the public for inspection and copying during regular business hours; SECTION 2: The said amended Conflict of Interest Code shall become effective immediately upon its adoption and approval.

PASSED, APPROVED AND ADOPTED at a regular meeting of the City Council of the City of Colton on this 6th day of October 2026.

FRANK J. NAVARRO
Mayor
ATTEST:

ISAAC T. SUCHIL
City Clerk

CONFLICT OF INTEREST CODE
OF THE

CITY OF COLTON

23152.06010\45397832.1

CONFLICT OF INTEREST CODE
OF THE

CITY OF COLTON
(Amended October 06, 2026)
The Political Reform Act (Government. Code § Section 81000, et seq.) requires state and local government agencies to adopt and promulgate conflict of interest codes. The Fair Political Practices Commission has adopted 2 California Code of Regulations Section 18730 which contains the terms of a standard conflict of interest code which can be incorporated by reference in an agency’s code. After public notice and hearing Regulation 18730 may be amended by the Fair Political Practices Commission to conform to amendments in the Political Reform Act. Therefore, the terms of 2 California Code of Regulations Section 18730 and any amendments to it duly adopted by the Fair Political Practices Commission are hereby incorporated by reference. This incorporation page, Regulation 18730 and the attached Appendix designating positions and establishing disclosure categories, shall constitute the conflict of interest code of the City of Colton (the "City").

The Mayor, Members of the City Council and Planning Commission, the City Manager, the City Attorney and the City Treasurer, shall electronically file their annual statements of economic interests directly with the Fair Political Practices Commission. All other officials and designated positions required to submit a statement of economic interests shall file their statements with the City Clerk as the City’s Filing Officer. The City Clerk shall retain the original statements filed by all other officials and designated positions and will make all retained statements available for public inspection and reproduction during regular business hours. (Gov. Code § 81008.) All officials and designated positions required to submit a statement of economic interests shall receive ethics training as required pursuant to Government Code section 53235 (AB 1234). The City’s Filing Officer shall annually provide all filers with information on training available to meet the requirements of Section 53235, and maintain required records indicating the dates that filers satisfied the training requirements and the entity that provided the training. These records shall be retained for five years after the date of training and are public records subject to disclosure under the California Public Records Act. (Gov. Code § 53235.2.)

APPENDIX

CONFLICT OF INTEREST CODE
OF THE

CITY OF COLTON
(Amended September 15, 2026)
PART “A”
The Mayor, Members of the City Council and Planning Commission, the City Manager, the City Attorney, the City Treasurer, and all other City Officials who manage public investments, as defined by 2 California Code of Regulations section 18700.3(b), are NOT subject to the City’s Code but must file disclosure statements under Government Code section 87200, et seq. [Regs. § 18730(b)(3)]

OFFICIALS WHO MANAGE PUBLIC INVESTMENTS
It has been determined that the positions listed below are Other City Officials who manage public investments.1 These positions are listed here for informational purposes only.

Finance Director
Financial Consultant
1 Individuals holding one of the above-listed positions may contact the Fair Political Practices Commission for assistance or written advice regarding their filing obligations if they believe that their position has been categorized incorrectly. The Fair Political Practices Commission makes the final determination whether a position is covered by § 87200.

DESIGNATED POSITIONS

GOVERNED BY THE CONFLICT OF INTEREST CODE
DESIGNATED POSITIONS’ DISCLOSURE CATEGORIES

TITLE OR FUNCTION ASSIGNED
Administrative Analyst I/II 5
Administrative Assistant 5
Assistant Director of Public Works & Engineering 2, 3, 5 Assistant Director of Utility Operations 2, 3, 5
Assistant City Manager 1, 2
Assistant to the City Manager 5
Associate Engineer 2, 3, 5
Associate Planner 2, 3, 5
Battalion Chief Fire Marshall 5, 6
Building Inspector (ALL) 6
Building Maintenance Supervisor 5
Building Official 5, 6
Business License/Collections Officer 5, 6
Capital Project Manager 2, 3, 5
Chief Deputy City Clerk 5
City Clerk 5
City Attorney (not filing under Gov. Code 87200) 1, 2
Code Compliance Officer 6
Community Services Director 2, 3, 5
Crime Analyst 5

Customer Service Manager 5
Customer Service Supervisor 4
Customer Service Representative III 4
Deputy City Clerk 5
Deputy Fire Chief 5
Development Services Director 1, 2
Early Care & Education Program Director 5
Early Care & Education Site Supervisor 5
Economic Development Manager 1, 2
Economic Development Project Manager I/II 2, 3, 5
Electric Field Operations Foreman 5
Electric Utility Director 1, 2
Electric Utilities Inspector (ALL) 6
Electric Utility Systems Designer 2, 3, 5
Electrical System Planning Engineer 2, 3, 5
Engineering Assistant 2, 3, 5, 6
Environment & Conservation Supervisor 2, 5, 7
Finance Manager 4
Fire Battalion Chief 5
Fire Captain 5
Fire Chief 5
Human Resources Analyst 5
Human Resources & Risk Management Director 4
Information Services Manager 5

Lead Code Compliance Officer 5
Library Manager 5
Planning Manager 2, 3, 5
Plans Examiner I/II 2, 3, 5, 6
Police Captain 2, 3, 5
Police Chief 5
Police Lieutenant 5
Police Support Services Manager 5
Police Records Supervisor 5
Public Works & Utility Services Director 2, 3, 5
Public Works Supervisor 5
Public Works & Utilities Inspector 6
Public Works Water/Wastewater Administrative Manager 2, 3, 5 Purchasing & Customer Service Manager 4
Purchasing Technician 4
Recreation Services Coordinator 5, 7
Recreation Services Manager 5
Recreation Services Supervisor 5
Senior Accountant 5, 7
Senior Electric Utility Inspector 6
Senior Energy Services Specialist 2, 5
Senior Finance Analyst 4
Senior Human Resource Analyst 5
Senior Info Systems Coordinator 5

Senior Planner 2, 3, 5, 6
Senior Risk Management Analyst 4
Senior Water Production Operator 5
Substation Superintendent 5
Utilities Executive Assistant 5
Utilities Planning Manager 5
Utility Resources Analyst 2, 3, 5
Warehouse Supervisor 5
Water & Waste Water Operations Manager 2, 3 ,5
Water Distribution Supervisor 5
Water Production Supervisor 5

MEMBERS OF BOARDS,

COMMITTEES & COMMISSIONS
Code Enforcement & Housing Advisory Appeals Board 2, 3, 5 General Fund Transfer Committee 1, 2
Library Board 2, 3, 5
Oversight Board to Successor Agency 1, 2
Parks & Recreation Foundation & Designee 1, 2
Recreation & Parks Commission 1, 2
Successor Agency 1, 2
Utilities Commission 1, 2
Consultants and New Positions 2

2 Individuals serving as a consultant as defined in FPPC Reg 18700.3(a) or in a new position created since this Code was last approved that makes or participates in making decisions must file under the broadest disclosure category set forth in this Code subject to the following limitation:

The City Manager may determine that, due to the range of duties or contractual obligations, it is more appropriate to assign a limited disclosure requirement. A clear explanation of the duties and a statement of the extent of the disclosure requirements must be in a written document. (Gov. Code Sec. 82019; FPPC Regulations 18219 and 18734.). The City Manager’s determination is a public record and shall be retained for public inspection in the same manner and location as this Conflict of Interest Code. (Gov. Code Sec. 81008.)

PART “B"

DISCLOSURE CATEGORIES
The disclosure categories listed below identify the types of economic investments that the designated position must disclose for each disclosure category to which the designated is assigned.3“Investment” means financial interest in any business entity (including a consulting business or other independent contracting business) and Such economic interests are reportable if they are either located in or doing business in the jurisdiction, are planning to do business in the jurisdiction, or have done business during the previous two years in the jurisdiction of the City.

Category 1: All investments, business positions in business entities, and sources of income, (including receipt of gifts, loans and travel payments), that do business or own real property within the jurisdiction of the City.

Category 2: All interests in real property which is located in whole or in part within, or not more than two 2) miles outside, the boundaries of the City, including any leasehold, beneficial or ownership interest or option to acquire property.

Category 3: All investments, business positions in business entities, and sources of income, (including receipt of gifts, loans and travel payments), that are engaged in land development, construction or the acquisition or sale of real property within the jurisdiction of the City.

Category 4: All investments, business positions in business entities, and sources of income, (including receipt of gifts, loans and travel payments), that provide services (including training or consulting services), products, materials, machinery, vehicles or equipment of a the type purchased or leased by the City.

Category 5: All investments, business positions in business entities, and sources of income, (including receipt of gifts, loans and travel payments), that provide services (including training or consulting services), products, materials, machinery, vehicles or equipment of a the type purchased or leased by the designated position’s department, unit or division.

Category 6: All investments, business positions in business entities, and sources of income, (including receipt of gifts, loans and travel payments), subject to the regulatory, permit, or licensing authority of the designated position’s department, unit or division.

Category 7: All investments, and business positions in business entities, and sources of income, (including receipt of gifts, loans and travel payments), or income from a nonprofit organization, if the source is of the type to receive grants or other monies from or through the City or its subdivisions.
3 This Conflict of Interest Code does not require the reporting of gifts from outside this agency’s jurisdiction if the source does not have some connection with or bearing upon the functions or duties of the position. (Reg. 18730.1)

CONFLICT OF INTEREST CODE
OF THE

CITY OF COLTON

23152.06010\45397832.1

CONFLICT OF INTEREST CODE
OF THE

CITY OF COLTON
(Amended October 06, 2026)
The Political Reform Act (Government Code Section 81000, et seq.) requires state and local government agencies to adopt and promulgate conflict of interest codes. The Fair Political Practices Commission has adopted 2 California Code of Regulations Section 18730 which contains the terms of a standard conflict of interest code which can be incorporated by reference in an agency’s code. After public notice and hearing Regulation 18730 may be amended by the Fair Political Practices Commission to conform to amendments in the Political Reform Act. Therefore, the terms of 2 California Code of Regulations Section 18730 and any amendments to it duly adopted by the Fair Political Practices Commission are hereby incorporated by reference. This incorporation page, Regulation 18730 and the attached Appendix designating positions and establishing disclosure categories, shall constitute the conflict of interest code of the City of Colton (the "City").

The Mayor, Members of the City Council and Planning Commission, the City Manager, the City Attorney and the City Treasurer, shall electronically file their statements of economic interests directly with the Fair Political Practices Commission. All other officials and designated positions required to submit a statement of economic interests shall file their statements with the City Clerk as the City’s Filing Officer. The City Clerk shall retain the original statements filed by all other officials and designated positions and will make all retained statements available for public inspection and reproduction during regular business hours. (Gov. Code § 81008.) All officials and designated positions required to submit a statement of economic interests shall receive ethics training as required pursuant to Government Code section 53235 (AB 1234). The City’s Filing Officer shall annually provide all filers with information on training available to meet the requirements of Section 53235, and maintain required records indicating the dates that filers satisfied the training requirements and the entity that provided the training. These records shall be retained for five years after the date of training and are public records subject to disclosure under the California Public Records Act. (Gov. Code § 53235.2.)

APPENDIX

CONFLICT OF INTEREST CODE
OF THE

CITY OF COLTON
(Amended September 15, 2026)
PART “A”
The Mayor, Members of the City Council and Planning Commission, the City Manager, the City Attorney, the City Treasurer, and all other City Officials who manage public investments, as defined by 2 California Code of Regulations section 18700.3(b), are NOT subject to the City’s Code but must file disclosure statements under Government Code section 87200, et seq. [Regs. § 18730(b)(3)]

OFFICIALS WHO MANAGE PUBLIC INVESTMENTS
It has been determined that the positions listed below are Other City Officials who manage public investments.1 These positions are listed here for informational purposes only.

Finance Director
Financial Consultant
1 Individuals holding one of the above-listed positions may contact the Fair Political Practices Commission for assistance or written advice regarding their filing obligations if they believe that their position has been categorized incorrectly. The Fair Political Practices Commission makes the final determination whether a position is covered by § 87200.

DESIGNATED POSITIONS

GOVERNED BY THE CONFLICT OF INTEREST CODE
DESIGNATED POSITIONS’ DISCLOSURE CATEGORIES

TITLE OR FUNCTION ASSIGNED
Administrative Analyst I/II 5
Administrative Assistant 5
Assistant Director of Public Works & Engineering 2, 3, 5 Assistant Director of Utility Operations 2, 3, 5
Assistant City Manager 1, 2
Assistant to the City Manager 5
Associate Engineer 2, 3, 5
Associate Planner 2, 3, 5
Battalion Chief Fire Marshal 5, 6
Building Inspector (ALL) 6
Building Maintenance Supervisor 5
Building Official 5, 6
Business License/Collections Officer 5, 6
Capital Project Manager 2, 3, 5
Chief Deputy City Clerk 5
City Clerk 5
City Attorney (not filing under Gov. Code 87200) 1, 2
Code Compliance Officer 6
Community Services Director 2, 3, 5
Crime Analyst 5

Customer Service Manager 5
Deputy City Clerk 5
Deputy Fire Chief 5
Development Services Director 1, 2
Early Care & Education Program Director 5
Early Care & Education Site Supervisor 5
Economic Development Manager 1, 2
Economic Development Project Manager I/II 2, 3, 5
Electric Field Operations Foreman 5
Electric Utility Director 1, 2
Electric Utilities Inspector (ALL) 6
Electric Utility Systems Designer 2, 3, 5
Electrical System Planning Engineer 2, 3, 5
Engineering Assistant 2, 3, 5, 6
Environment & Conservation Supervisor 2, 5, 7
Finance Manager 4
Fire Battalion Chief 5
Fire Captain 5
Fire Chief 5
Human Resources Analyst 5
Human Resources & Risk Management Director 4
Information Services Manager 5
Lead Code Compliance Officer 5
Library Manager 5

Planning Manager 2, 3, 5
Plans Examiner I/II 2, 3, 5, 6
Police Captain 2, 3, 5
Police Chief 5
Police Lieutenant 5
Police Support Services Manager 5
Police Records Supervisor 5
Public Works & Utility Services Director 2, 3, 5
Public Works Supervisor 5
Public Works & Utilities Inspector 6
Public Works Water/Wastewater Administrative Manager 2, 3, 5 Purchasing Manager 4
Recreation Services Coordinator 5, 7
Recreation Services Manager 5
Recreation Services Supervisor 5
Senior Accountant 5, 7
Senior Electric Utility Inspector 6
Senior Energy Services Specialist 2, 5
Senior Finance Analyst 4
Senior Human Resource Analyst 5
Senior Info Systems Coordinator 5
Senior Planner 2, 3, 5, 6
Senior Risk Management Analyst 4
Substation Superintendent 5

Utilities Executive Assistant 5
Utilities Planning Manager 5
Utility Resources Analyst 5
Warehouse Supervisor 5
Water & Waste Water Operations Manager 2, 3 ,5
Water Distribution Supervisor 5
Water Production Supervisor 5

MEMBERS OF BOARDS,

COMMITTEES & COMMISSIONS
Code Enforcement & Housing Advisory Appeals Board 2, 3, 5 General Fund Transfer Committee 1, 2
Library Board 2, 3, 5
Oversight Board to Successor Agency 1, 2
Parks & Recreation Foundation & Designee 1, 2
Recreation & Parks Commission 1, 2
Successor Agency 1, 2
Utilities Commission 1, 2
Consultants and New Positions 2
2 Individuals serving as a consultant as defined in FPPC Reg 18700.3(a) or in a new position created since this Code was last approved that makes or participates in making decisions must file under the broadest disclosure category set forth in this Code subject to the following limitation:

The City Manager may determine that, due to the range of duties or contractual obligations, it is more appropriate to assign a limited disclosure requirement. A clear explanation of the duties and a statement of the extent of the disclosure requirements must be in a written document. (Gov. Code Sec. 82019; FPPC Regulations 18219 and 18734.). The City Manager’s determination is a public record and shall be retained for public inspection in the same manner and location as this Conflict of Interest Code. (Gov. Code Sec. 81008.)

PART “B"

DISCLOSURE CATEGORIES
The disclosure categories listed below identify the types of economic investments that the designated position must disclose for each disclosure category to which the designated is assigned.3 Such economic interests are reportable if they are either located in or doing business in the jurisdiction, are planning to do business in the jurisdiction, or have done business during the previous two years in the jurisdiction of the City.

Category 1: All investments, business positions in business entities, and sources of income, (including receipt of gifts, loans and travel payments), that do business or own real property within the jurisdiction of the City.

Category 2: All interests in real property which is located in whole or in part within, or not more than two 2) miles outside, the boundaries of the City, including any leasehold, beneficial or ownership interest or option to acquire property.

Category 3: All investments, business positions in business entities, and sources of income, (including receipt of gifts, loans and travel payments), that are engaged in land development, construction or the acquisition or sale of real property within the jurisdiction of the City.

Category 4: All investments, business positions in business entities, and sources of income, (including receipt of gifts, loans and travel payments), that provide services (including training or consulting services), products, materials, machinery, vehicles or equipment of the type purchased or leased by the City.

Category 5: All investments, business positions in business entities, and sources of income, (including receipt of gifts, loans and travel payments), that provide services (including training or consulting services), products, materials, machinery, vehicles or equipment of the type purchased or leased by the designated position’s department, unit or division.

Category 6: All investments, business positions in business entities, and sources of income, (including receipt of gifts, loans and travel payments), subject to the regulatory, permit, or licensing authority of the designated position’s department, unit or division.

Category 7: All investments, business positions in business entities, and sources of income, (including receipt of gifts, loans and travel payments), or income from a nonprofit organization, if the source is of the type to receive grants or other monies from or through the City or its subdivisions.
3 This Conflict of Interest Code does not require the reporting of gifts from outside this agency’s jurisdiction if the source does not have some connection with or bearing upon the functions or duties of the position. (Reg. 18730.1)

Item: 12.

Staff Report
Meeting Date: October 6, 2026
To: City Council
From: Bill Smith, City Manager
Prepared By: Deb Farrar, Director
Item Name: Resolution - Approve and Adopt Resolution Accepting Donation to Improve Batting Cages/Field at Davis Park from the County of San Bernardino, Supervisor Joe Baca Jr.'s Office, Resolution No. R-84-26.

Recommended Action:

1. Approve and adopt Resolution No. R-84-26 accepting $31,650 from the County of San Bernardino for additional improvements to Elizabeth Davis Park.

2. Amend the Fiscal Year 2026-2027 budget to recognize $31,650 in additional revenue and appropriate $31,650 to expend the additional funds for the Elizabeth Davis Park Renovation Project.

3. Authorize the City Manager to execute any related documents and take the administrative actions necessary to incorporate the additional work into the Elizabeth Davis Park Renovation Project.

Background:

Elizabeth Davis Park is a 6.34-acre neighborhood park located at 1055 West Laurel Street, adjacent to Paul J. Rogers Elementary School. The park includes basketball and tennis courts, picnic shelters, a softball field, playground facilities, and other recreational amenities. Due to the age and condition of the park, the City developed a comprehensive renovation project to improve accessibility, safety, recreational opportunities, and the overall condition of the facility.

Through San Bernardino County Supervisor Joe Baca Jr., County-level American Rescue Plan Act (ARPA) Coronavirus Local Fiscal Recovery Funds (CLFRF) in the amount of $1,890,594 were allocated to the City for the renovation of Elizabeth Davis Park. The project was developed to address long-standing park needs and inequities highlighted during the COVID-19 pandemic, particularly the need for safe and accessible outdoor recreational opportunities. The original

project includes improvements to restrooms, sports facilities, parking, ADA accessibility, lighting, security, landscaping, pathways, picnic areas, and park furnishings.

On October 21, 2025, the City Council awarded the Design-Build Contract for the Elizabeth Davis Park Renovation Project to Three Peaks Corp. in the amount of $2,478,616. Council also approved an additional $835,833 from the City's Park Development Fund and authorized a 10% project contingency not to exceed $247,862. Construction of the larger park renovation is now underway with completion by December 1, 2026.

Issues/Analysis:

As the project has progressed, the City has continued to evaluate opportunities to maximize the overall investment in Elizabeth Davis Park and address related park improvements while construction is underway. Under the leadership of Supervisor Joe Baca Jr., the County of San Bernardino has offered an additional $31,650 contribution to expand the project to include improvements to the existing batting cages and baseball fields. This work was not included in the original renovation scope and will allow the City to address additional recreational infrastructure while the contractor is already mobilized at the park.

The additional scope of work includes improvements to the batting cage and ballfield areas, including removing and replacing existing batting cage chain-link fabric and overhead netting, grading the infields on both baseball fields using the existing infield mix, some fence line improvements, and resetting the baseball bases in both infields. The original Design-Build scope already includes several improvements to the softball area, including new electronic scoreboards, painting of the bleachers, concession stand and scoring hut, new bleacher railing, and dugout shade/cover. The additional County funding will allow the City to further improve the condition and functionality of the baseball facilities and batting cages as part of the larger renovation.

Completing the additional work during the current construction project is also operationally beneficial. Three Peaks Corp. is already mobilized at the site, allowing the added improvements to be coordinated with the ongoing work rather than addressed through a separate future project.

Acceptance of the County's additional $31,650 will allow the City to incorporate these improvements into the active project without requiring additional City funding for this added scope. Upon Council approval, staff will coordinate the additional work with Three Peaks Corp. and the County consistent with the requirements associated with the funding.

Fiscal Impacts:

The County of San Bernardino will provide an additional $31,650 for the Elizabeth Davis Park Renovation Project. Approval of the accompanying Resolution No. R-84-26 will amend the Fiscal Year 2026-2027 budget to increase revenues and appropriations in the Miscellaneous Grants Fund for the Elizabeth Davis Park Renovation Project as follows: Revenue Account 225- 5846-022 – $31,650; Expenditure Account 225-62200-6235-38900-0000-000 – Elizabeth Davis Park – $31,650.

The additional County contribution will be restricted to the batting cage and baseball field improvements described in this report. There is no additional General Fund impact associated with acceptance of these funds.

Alternatives:

Provide alternative direction to staff.

Attachments:

1. R-84-26 Additional Funds for Davis Park

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RESOLUTION NO. R-84-26

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COLTON, CALIFORNIA, ACCEPTING A $31,650 CONTRIBUTION FROM THE COUNTY OF

SAN BERNARDINO FOR ADDITIONAL IMPROVEMENTS TO THE ELIZABETH DAVIS PARK RENOVATION PROJECT; AMENDING THE FISCAL YEAR 2026-2027 BUDGET; AND AUTHORIZING RELATED ACTIONS
WHEREAS, the City of Colton is undertaking the comprehensive renovation of Elizabeth Davis Park, a 6.34-acre neighborhood park located at 1055 West Laurel Street; and WHEREAS, the Elizabeth Davis Park Renovation Project includes improvements to park accessibility, recreational facilities, parking, restrooms, landscaping, lighting, pathways, security, site furnishings, and other amenities intended to improve the safety, accessibility, and recreational value of the park; and
WHEREAS, the City Council previously awarded the Design-Build Contract for the Elizabeth Davis Park Renovation Project to Three Peaks Corp., and construction of the larger park renovation is currently underway; and
WHEREAS, under the leadership of San Bernardino County Supervisor Joe Baca Jr., the County of San Bernardino has offered an additional contribution of $31,650 to expand the project to include improvements to the existing batting cages and baseball fields; and WHEREAS, the additional improvements include removal and replacement of existing batting cage chain-link fabric and overhead netting, grading of the infields on both baseball fields using existing infield mix, related fencing and netting improvements, and resetting the baseball bases in both infields; and
WHEREAS, completing these improvements as part of the active Elizabeth Davis Park Renovation Project will allow the City to coordinate the additional work with the existing construction and improve the condition and functionality of the baseball facilities; and WHEREAS, acceptance of the County contribution requires the City to amend the Fiscal Year 2026-2027 budget to recognize the additional revenue and appropriate the funds for the specified improvements; and
WHEREAS, the County contribution is restricted to the additional park improvements described herein, and acceptance of the contribution will result in no additional impact to the City's General Fund.

NOW, THEREFORE, BE IT RESOLVED that the City Council hereby:

1. Authorizes the City Manager, or designee to conduct all negotiations, sign and submit all necessary contracts and reports; and

2. Amend the Fiscal Year 2026-2027 budget to reflect the additional appropriation of $31,650 for the Elizabeth Davis Park Renovation Project

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3. Amends the FY 26-27 budget to increase revenue and expenditure appropriations in the amounts below:

REVENUE 225-5846-022 $31,650

EXPENDITURE
225-6200-6235-3890-0000-000 Elizabeth Davis Park $31,650 PASSED, APPROVED AND ADOPTED this 6th day of October 2026. ________________________________________
FRANK J, NAVARRO, Mayor
ATTEST:

ISACC T. SUCHIL, City Clerk