Agenda packet — Compton City Council, April 28, 2026 (part 2 of 3)

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

SECTION 1. That the City Manager is hereby authorized to amend the existing professional services agreement between the City of Compton and Eadie and Payne LLP, to conduct professional audit services for the Fiscal Year Ended June 30, 2025 in the amount of Two Hundred Thirty-Two Thousand Eight Hundred Eighty-Five dollars ($232,885).

SECTION 2. That funds in the amount of Two Hundred Thirty-Two Thousand Eight Hundred Eighty-Five dollars ($232,885) are available in the City Controller’s Department budget for the Fiscal Year 2025-2026 in account number 1001-650-000-4266.

SECTION 3. That a purchase order shall be issued to Eadie and Payne, LLP from Account Number 1001-650-000-4266 in the amount of Two Hundred Thirty-Two Thousand Eight Hundred Eighty-Five dollars ($232,885).

SECTION 4. That a copy of this Resolution shall be filed in the offices of the City Clerk, City Attorney, City Manager, and City Controller.

SECTION 5. That the Mayor shall sign and the City Clerk shall attest to the adoption of this Resolution.

ADOPTED this 28th day of APRIL, 2026.
_______________________________

EMMA SHARIF

MAYOR OF THE CITY OF COMPTON
ATTEST:
_______________________________
SATRA D. ZURITA

CLERK OF THE CITY OF COMPTON

STATE OF CALIFORNIA

COUNTY OF LOS ANGELES
CITY OF COMPTON: ss
I, Satra D. Zurita, City Clerk of the City of Compton, hereby certify that the foregoing Resolution was adopted by the City Council of the City of Compton, signed by the Mayor and attested by the City Clerk at a regular meeting thereof held on this ___________ day of ________________, 2026.

Resolution No. _________

Page 3 ends

That said Resolution was adopted by the following vote, to wit:

AYES: COUNCILMEMBERS -
NOES: COUNCILMEMBERS -
ABSTAIN:COUNCILMEMBERS -
ABSENT: COUNCILMEMBERS -
___________________________________
SATRA D. ZURITA

CITY CLERK OF THE CITY OF COMPTON

FIRST AMENDMENT
TO

PROFESSIONAL SERVICES AGREEMENT

BETWEEN

CITY OF COMPTON
AND

EADIE & PAYNE, LLP
This FIRST AMENDMENT to the Professional Service Agreement is made by and between the CITY OF COMPTON, a municipal corporation of the State of California (hereinafter referred to as “City”) located at 205 South Willowbrook Avenue, Compton, California 90220, and EADIE & PAYNE, LLP. (hereinafter referred to as “INDEPENDENT AUDITOR”), located at 3880 Lemon Street, Suite 300, Riverside, CA 92501.

RECITALS:

WHEREAS, section 1419 of the Compton City Charter provides for the employment of a qualified accountant at the beginning of each fiscal year who shall examine the books, records, inventories and reports of all officers and employees who receive, handle or disburse public funds and of such other officers, employees and departments as the City Council may direct; and WHEREAS, an annual audit is also required to satisfy Federal legislation, State regulations, grant requirements, bond covenants and other applicable regulations; and WHEREAS, by Resolution # 25,857, adopted on the 27 th day of June 2023 the City Council authorized the City Manager to enter into an agreement with Eadie and Payne, LLP, a qualified and experienced independent auditor (Certified Public Accounting firm) to audit the City’s Annual Financial Statement Reports for fiscal years ending June 30, 2022, 2023, and 2024 and to perform the Single Audits (audits for federal grants) for the fiscal years ending June 30, 2022, 2023, and 2024; and
WHEREAS, during the audit committee meeting on March 18 2026, the Audit Committee recommended that the City Manager authorize an amendment to the existing contract to include auditing services for fiscal year ending June 30, 2025; and WHEREAS, Resolution # ##,### authorized the City Manager to open a Purchase Order in the amount of $232,885 for Certified Public Accountant Services provided the consultant; and NOW, THEREFORE, Consultant and City, for the consideration, terms and conditions herein described, do hereby mutually agree to amend the original Agreement as follows:

AMENDMENTS:

1.The parties agree to amend Section 1 – Services to be rendered by the Independent Auditor to those services listed in Exhibit 1, titled “City of Compton FY25 Proposed Fees” submitted by Eadie and Payne, LLP” dated February 19, 2026.

First Amendment to Professional Services Agreement – Eadie and Payne, LLP Resolution ##,###
2 2.The parties agree to amend Section 3 – Compensation of the original agreement to adjust to an additional $232,885 for Financial Statements, Single Audit, and Agreed-upon Procedures.

3.The parties agree that all other terms and conditions of the original Agreement and any amendments thereto between the City and the INDEPENDENT AUDITOR all remain in effect.

IN WITNESS WHEREOF, the authorized representatives of the parties have executed this FIRST AMENDMENT to the above-identified PROFESSIONAL SERVICES AGREEMENT.

EADIE AND PAYNE, LLP
Dated: _______________ By ___________________________________ EDEN CASARENO, CPA, Partner

CITY OF COMPTON
Recommended for Approval:

By __________________________________ Dated: ______________ City Controller
City Controller Department
Approved by:

Dated: _______________ By _________________________________ Willie A. Hopkins Jr., City Manager
Approved as to form:

By _________________________________ Dated: ______________ Law Division
ATTEST:

Dated: _______________ By __________________________________ Satra D. Zurita, City Clerk
City of Compton
Revised Proposal for Professional Auditing Services for FY 2024-2025 Submitted by Eadie and Payne, LLP
February 19, 2026

Scope of Services:
• Audit of the basic financial statements of the City in accordance with auditing standards generally accepted in the United States of America, U.S. Government Accountability Office’s Government Auditing Standards, the Single Audit Act and Title 2 CFR Part 200 Uniform Administrative Requirements, Cost Principles and Audit Requirements for Federal Awards (Uniform Guidance).

• Compliance audit of the major federal awards as required by the Single Audit Act, Uniform Guidance, and the OMB Compliance Supplement for the applicable fiscal year and issue the Single Audit Report.

• Issue an independent auditor’s report on the City’s basic financial statements, including an “in relation to” opinion on the supplementary information.

• Agreed-upon procedures pertaining to the City’s GANN Limit.

• Agreed-upon procedures on the City’s Sewer bond covenant requirements and the City’s compliance with such requirements and issue a report.
• Agreed-upon procedures pertaining to Section 8 submission to HUD (FASS-PH)

• Prepare and submit a letter to the Audit Committee and the City Council that summarizes the significant audit matters, including the management comments letter that contains recommendations for improvement of internal control and management’s responses.

• Preparation of the annual comprehensive financial report for the City and its component units (excluding MD&A), including the basic financial statements, required supplementary information, supplementary information.

• Attendance, participation, and presentation at audit committee and City Council meetings at the City’s request.

• Ongoing consultation related to governmental accounting, financial reporting, compliance, and internal controls.

Proposed Fees:
• Financial Statements, Single Audit, and Agreed-upon Procedures $232,885*

*Increased by $33,700 from $199,185 due to:
1) High audit risks caused by internal control deficiencies that require us to apply a high level of audit effort this year, similar to FY 2024.
2) The current vacancy in the City Controller position. Without a City Controller in place, we anticipate additional audit procedures, increased coordination, and more time required to obtain and verify financial information.
3) Proposed reduction in scope of services by excluding agreed-upon procedures for Measure P and investment policy. If these procedures were included in our scope of services, the cost would be increased by approximately $20,000.

APRIL 28, 2026
TO: HONORABLE MAYOR AND CITY COUNCIL MEMBERS
FROM: WILLIE A. HOPKINS, JR.

CITY MANAGER
SUBJECT: A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COMPTON

AUTHORIZING THE CITY MANAGER TO APPROVE AN AMENDMENT

TO THE POSITION CLASSIFICATION PLAN BY ADDING THE

CLASSIFICATIONS OF PUBLIC SAFETY SUPERVISOR AND

AMENDING THE CLASSIFICATIONS OF DEPUTY DIRECTOR OF

COMMUNITY IMPROVEMENT SERVICES AND DIRECTOR OF

COMMUNITY IMPROVEMENT SERVICES, AND RENAMING THE

COMMUNITY IMPROVEMENT DEPARTMENT TO THE PUBLIC SAFETY

DEPARTMENT

SUMMARY
This resolution recommends the amendment to the Position Classification Plan by adding the classification of Public Safety Supervisor and amending the classifications of Deputy Director of Community Improvement Services and Director of Community Improvement Services, and renaming the Community Improvement Department to the Public Safety Department.

BACKGROUND
On January 8, 2026, the City of Compton and representatives the American Federation of State, County, and Municipal Employees (AFSCME) Local 2325 met, conferred, and agreed to add the classification specification of Public Safety Supervisor and amend the classification specifications of Deputy Director of Community Improvement Services and Director of Community Improvement Services.

On February 19, 2026, the Personnel Board of the City of Compton approved the corresponding side letters per each meet and confer sessions. §1103 of the City of Compton Charter authorizes the Personnel Board to recommend changes to the classification plan to the City of Compton Council for consideration.

STATEMENT OF ISSUE
Each of the positions mentioned reflect organizational updates within the Community Improvement Department, including modifications to position titles, departmental alignment, general purpose statements, supervision received and exercised, primary duties and responsibilities, and minimum qualifications, accurately defining the scope, authority, and functional expectations of these roles.

20.20.20.20.20.20.20.20. STAFF REPORT – RESOLUTION TO AMEND THE POSITION CLASSIFICATION PLAN APRIL 28, 2026
PAGE 2
In addition, this resolution authorizes the renaming of the Community Improvement Department to the Public Safety Department. These adjustments are intended to modernize the City’s classification framework, support effective leadership and supervision, promote regulatory compliance, and position the Department to effectively address community improvement and enforcement responsibilities.

FISCAL IMPACT
The salary range for the position of Public Safety Supervisor for the Public Safety Department will be established at Range 153.

The salary range for the position of Deputy Director of Community Improvement Services, now Deputy Director of Public Safety for the Public Safety Department, will be adjusted and established from Range 171 to Range 191.

The salary range for the position of Director of Community Improvement Services, now Director of Public Safety for the Public Safety Department, will be adjusted and established from Range 189 to Range 227.

The department will fund the difference in the remaining fiscal year by using salary savings from vacancies within the Lead Parking Control Officer, Lead Security Officer and Code Enforcement Officer II classifications.

RECOMMENDATION
It is recommended that the City Council approve and adopt the attached Resolution to amend the Position Classification Plan per the AFSCME Local 2325 meet and confer side letters.

TAQUAN JONES

HUMAN RESOURCES DEPARTMENT
APPROVED FOR FORWARDING:

WILLIE A. HOPKINS, JR.

CITY MANAGER
RESOLUTION NO. _____________

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COMPTON AUTHORIZING

THE CITY MANAGER TO APPROVE AN AMENDMENT TO THE POSITION

CLASSIFICATION PLAN BY ADDING THE CLASSIFICATION OF PUBLIC SAFETY

SUPERVISOR AND AMENDING THE CLASSIFICATIONS OF DEPUTY DIRECTOR

OF COMMUNITY IMPROVEMENT SERVICES AND DIRECTOR OF COMMUNITY

IMPROVEMENT SERVICES, AND RENAMING THE COMMUNITY IMPROVEMENT

DEPARTMENT TO THE PUBLIC SAFETY DEPARTMENT
WHEREAS, on January 8, 2026, the City of Compton and representatives the American Federation of State, County, and Municipal Employees (AFSCME) Local 2325 met, conferred, and agreed to add the classification specification of Public Safety Supervisor and amend the classification specifications of Deputy Director of Community Improvement Services and Director of Community Improvement Services; and WHEREAS, on February 19, 2026, the Personnel Board of the City of Compton approved the corresponding side letters per each meet and confer sessions; and WHEREAS, §1103 of the City of Compton Charter authorizes the Personnel Board to recommend changes to the classification plan to the City of Compton Council for consideration; and
WHEREAS, each of the positions mentioned reflect organizational updates within the Community Improvement Department, including modifications to position titles, departmental alignment, general purpose statements, supervision received and exercised, primary duties and responsibilities, and minimum qualifications, accurately defining the scope, authority, and functional expectations of these roles; and WHEREAS, these adjustments are intended to modernize the City’s classification framework, support effective leadership and supervision, promote regulatory compliance, and position the Public Safety Department to effectively address community improvement and enforcement responsibilities; and
WHEREAS, the salary range for the position of Public Safety Supervisor for the Public Safety Department will be established at Range 153; and WHEREAS, the salary range for the position of Deputy Director of Community Improvement Services, now Deputy Director of Public Safety for the Public Safety Department, will be adjusted and established from Range 171 to Range 191; and WHEREAS, the salary range for the position of Director of Community Improvement Services, now Director of Public Safety for the Public Safety Department, will be adjusted and established from Range 189 to Range 227; and WHEREAS, the City Council finds it appropriate to rename the Community Improvement Department to the Public Safety Department to accurately reflect the department’s expanded scope of authority, responsibilities, and operational focus; and

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

SECTION 1. That the City Manager is hereby authorized to approve an amendment to the Position Classification Plan by adding the classification of Public Safety Supervisor and amending the classifications of Deputy Director of Community Improvement Services and Director of Community Improvement Services as referenced to the corresponding meet & confer side letters.

RESOLUTION NO. _____________
PAGE 2
SECTION 2. That the Community Improvement Department is hereby renamed to the Public Safety Department, effective upon adoption of this Resolution.

SECTION 3. That the positions of Public Safety Supervisor, Deputy Director of Public Safety, and Director of Public Safety are budgeted for in the Fiscal Year 2025- 2026 budget of the Department of Public Safety.

SECTION 4. That copies of this Resolution shall be filed in the offices of the City Manager, City Clerk, City Controller, Law Division/City Attorney, and Human Resources Department.

SECTION 5. That the Mayor shall sign, and the City Clerk shall attest to the adoption of this Resolution.

ADOPTED this 28TH day of APRIL, 2026.

_______________________________

EMMA SHARIF

MAYOR OF THE CITY OF COMPTON
ATTEST:
___________________________________
SATRA D. ZURITA

CITY CLERK OF THE CITY OF COMPTON

STATE OF CALIFORNIA

COUNTY OF LOS ANGELES
CITY OF COMPTON: ss
I, Satra D. Zurita, City Clerk of the City of Compton, hereby certify that the foregoing resolution was adopted by the City Council of the City of Compton, signed by the Mayor, and attested by the City Clerk at a regular meeting thereof held on the 28 th day of APRIL, 2026.

That said resolution was adopted by the following vote, to wit:

AYES: COUNCIL MEMBERS-
NOES: COUNCIL MEMBERS-
ABSTAIN: COUNCIL MEMBERS-
ABSENT: COUNCIL MEMBERS-
___________________________________
SATRA D. ZURITA

CITY CLERK OF THE CITY OF COMPTON

Traffic and Lighting Electrician

GENERAL PURPOSE:

Under executive direction, plans, organizes, directs, and administers the activities and operations of the Parking, Code Enforcem ent, Security, and Business License Divisions within the Community Improvement Services Department. Ensures departmental objectives and goals are met in accordance with City Manager and City Council guidelines.

PRIMARY DUTIES AND RESPONSIBILITIES:

The following essential functions are those that are critical, integral, necessary, crucial, primary and fundamental to the j ob.

Incumbents who possess the requisite skill, experience, education, and other job-related requirements of a position are expected to perform the essential functions of the job with or without a reasonable accommodation.

The following duties ARE NOT intended to serve as a comprehensive list of all duties performed by all employees in this classification, only a representative summary of the primary duties and responsibilities. Incumbent(s) may not be required to perform all duties listed and may be required to perform additional, position-specific duties.

• Assume full management responsibility for all Community Improvement Services Department personnel and activities.
• Manage the development and implementation of departmental goals, objectives, policies, and priorities for each division.
• Establish appropriate service and staffing levels; allocate resources effectively. • Continuously monitor and enhance the efficiency and effectiveness of service delivery methods and procedures.
• Assess workload, administrative, and support systems; identify improvement opportunities and direct implementation.
• Represent the Department to other City departments, elected officials, and outside agencies. • Explain and interpret Department programs, policies, and activities; address sensitive, significant, and controversial issues.
• Plan, develop, and present the Department budget; monitor expenditures. • Develop and implement long-term plans supporting the City’s mission and City Council objectives. • Provide leadership and work with supervisors to develop and retain a competent staff through selection, compensation, training, and management.
• Prepare, review, and approve performance evaluations; coach staff for improvement and development; initiate disciplinary action if necessary.
• Provide staff assistance to the City Manager and City Council. • Prepare and present staff reports, oral and written r eports to the City Council, City Manager, and other groups.
• Coordinate Department activities with other departments, outside agencies, and organizations.

City of Compton

Deputy Director of Community Improvement Services
Department: Community Improvement
Services
Class Code: 9489
Revised Date: November 2024 FLSA Status: Exempt
Personnel Board Approved:
01/02/2025
Bargaining Unit:

AFSCME 2325 - Executive
Council Approved: 03/18/2025
No. 26,215
City of Compton
Deputy Director of Community Improvement Services
Traffic and Lighting Electrician - Page 2 of 3
• Attend civic events, participate in boards and commissions, and stay abreast of new trends in community improvement services.
• Coordinate activities and administer the Parking, Code Enforcement, Security, and Business License Divisions.
• Ensure the security of facilities and staff; oversee security program development, monitoring, and training.
• Ensure compliance with zoning ordinances, municipal codes, and other related City codes. • Conduct inspections and enforcement activities; oversee alteration and repair orders for code violations. • Supervise business license enforcement operations; review citations, investigate complaints, and assist business owners with licensing.
• Oversee parking control operations; evaluate and implement necessary changes based on reports and observations.
• Consult with residents and businesses; serve as a point of contact for neighborhood concerns. • Assist in organizing neighborhood associations and events; support the City’s neighborhood preservation goals.
• Performs other duties as assigned or required.

MINIMUM QUALIFICATIONS:

Education and Experience:

Bachelor’s degree in Business Administration, Public Administration, or a related field; AND five (5) years of progressively responsible management experience in community improvement or a related field; OR an equivalent combination of education and experience.

Required Licenses or Certifications:
• Must possess a valid California Class C Driver’s License.

Required Knowledge of:
• City organization, operations, policies and procedures. • Effective management of professional staff.
• City’s Municipal Code, zoning ordinances, business licensing ordinances, and parking rules. • Investigative principles, methods, and case management for legal purposes. • Record keeping, report preparation, and open records regulations. • Geography, streets, zoning areas, and property documents related to the City. • Federal, State, and local laws pertaining to program areas and City Council goals.

Required Skill in:
• Organizing work, establishing priorities, meeting deadlines, and following up on assignments. • Effective verbal and written communication.
• Independent judgment and discretion during inspection activities. • Budget assembly and contract preparation.
• Policy direction and staff supervision.
• Interpreting laws, maintaining composure, and working under stress. • Engaging with diverse social, economic, and ethnic backgrounds. •
• Installing, troubleshooting, repairing and operating electronic and electrical equipment and related circuitry, computers, and other related equipment.
• Using hand, power and technical tools utilized in the electrical trade.

City of Compton
Deputy Director of Community Improvement Services
Traffic and Lighting Electrician - Page 3 of 3

Physical Demands / Work Environment:
• Work is performed in a standard office environment but may also be conducted outdoors in moderate to high temperatures.
• Requires lifting, carrying, driving, and occasional climbing. • Involves moderate finger dexterity and near vision.
• May include exposure to wet surfaces, occasional loud noise, and dust. •

Deputy Director of Community Improvement ServicesPublic Safety

GENERAL PURPOSE: Under executive direction, plans, organizes, directs, and administers the activities and operations of the Par king, Code Enforcement, Security, and Business License Divisions within the Community Improvement Services Public Safety Department. Ensures departmental objectives and goals are met in accordance with City Manager and City Council guidelines.

SUPERVISION R ECEIVED/EXERCISED: Works under the general supervision of the Director of Community Improvement Services ; directly supervises staff within the Parking, Code Enforcement, Security and Business License Divisions . Oversees the performance of Division Supervis ors and staff. Exercises direct supervision over Public Safety Supervisors, program managers, and assigned administrative staff. Indirectly oversees field personnel through subordinate supervisors.

PRIMARY DUTIES AND RESPONSIBILITIES:

The following essential functions are those that are critical, integral, necessary, crucial, primary and fundamental to the job.

Incumbents who possess the requisite skill, experience, education, and other job -related requirements of a position are expected to perform the essential functions of the job with or without a reasonable accommodation.

The following duties ARE NOT intended to serve as a comprehensive list of all duties performed by all employees in this classification, only a representative summary of the primary dut ies and responsibilities. Incumbent(s) may not be required to perform all duties listed and may be required to perform additional, position-specific duties.

• Assume full management responsibility for all Community Improvement Services Department personnel and activities.
• Manage the development and implementation of Assists the Public Safety Director in implementing departmental goals, objectives, policies, and priorities for each division. • Establish appropriate service and staffing levels; allocate resource s effectively. Recommends service and staffing levels and allocates resources through subordinate supervisors and managers . • Continuously monitor an d enhance the efficiency and effectiveness of service delivery methods and procedures.
• Assess workload, admini strative, and support systems; identify improvement opportunities and direct implementation.
• Represent the Department to other City departments, elected officials, and outside agencies. • Explain and interpret Department programs, policies, and activities; a ddress sensitive, significant, and controversial issues.
• Plan, develop, and present the Assists in the preparation and administration of the Department budget; monitor expenditures and resource utilization for assigned programs. • Develop and implement long-term plans supporting the City’s mission and City Council objectives. • Provide leadership and work with supervisors to develop and retain a competent staff through selection, compensation, training, and management.
• Prepare, review, and approve performance ev aluations; coach staff for improvement and development; initiate disciplinary action if necessary.

City of Compton

Deputy Director of Community Improvement ServicesPublic Safety Department: Public SafetyCommunity
Improvement Services
Class Code: 9489
Revised Date: November 2024January
2026
FLSA Status: Exempt
Personnel Board Approved:
02/02/2026
Bargaining Unit:

AFSCME 2325 - Executive
Council Approved:

City of Compton
Deputy Director of Community Improvement Services of Public Safety Deputy Director of Public Safetyof Community Improvement Services - Page 2 of 3 • Provide staff assistance to the City Manager and City Council. • Prepare and present staff reports, oral and written reports to the City Council, City Manager, and other groups.
• Coordinate Department activities with other departments, outside agencies, and organizations. • Attend civic events, participate in boards and commissions, and stay abreast of new trends in community improvement services.
• Coordinate activi ties and administer the Parking, Code Enforcement, Security, and Business License Divisions.Oversees assigned public safety programs through subordinate supervisors and m anagers to ensure consistent operations and policy implementation. • Ensure the securit y of facilities and staff; oversee security program development, monitoring, and training.Oversees security services programs to ensure compliance with departmental policies and risk management standards.
• Ensure compliance with zoning ordinances, municipa l codes, and other related City codes. Ensures departmental enforcement programs operate in compliance with applicable laws, ordinances, and regulations.
• Conduct inspections and enforcement activities; oversee alteration and repair orders for code violatio ns. • Supervise business license enforcement operations; review citations, investigate complaints, and assist business owners with licensing.
• Oversee parking control operations; evaluate and implement necessary changes based on reports and observations. Reviews program performance metrics and enforcement trends related to parking operations and directs operational improvements through supervisory staff. • Consult with residents and businesses; serve as a point of contact for neighborhood concerns.

Addresses complex or escalated community concerns related to public safety and regulatory services . • Assist in organizing neighborhood associations and events; support the City’s neighborhood preservation goals.
• Performs other duties as assigned or required.

MINIMUM QUALIFICATIONS:

Education and Experience:

Bachelor’s degree in Business Administration, Public Administration, or a related field ; AND five (5) years of progressively responsible management experience in community improvement or a related field ; OR an equivalent combination of education and experience.

Required Licenses or Certifications:
• Must possess a valid California Class C Driver’s License.

Formatted: Justified, Space After: 3 pt
City of Compton
Deputy Director of Community Improvement Services of Public Safety Deputy Director of Public Safetyof Community Improvement Services - Page 3 of 3 • Budget assembly and contract preparation.
• Policy direction and staff supervision.
• Interpreting laws, maintaining composure, and working under stress. • Engaging with diverse social, economic, and ethnic backgrounds. •
• Installing, troubleshooting, repairing and operating electronic and electrical equipment and related circuitry, computers, and other related equipment.
• Using hand, power and technical tools utilized in the electrical trade.

Formatted: No bullets or numbering

Deputy Director of Public Safety

GENERAL PURPOSE: Under executive direction, plans, organizes, directs, and administers the activities and operations of the Parking, Code Enforcement, Security, and Business License Divisions within t he Public Safety Department. Ensures departmental objectives and goals are met in accordance with City Manager and City Council guidelines.

SUPERVISION RECEIVED/EXERCISED: Exercises direct supervision over Public Safety Supervisors, program managers, and a ssigned administrative staff. Indirectly oversees field personnel through subordinate supervisors.

PRIMARY DUTIES AND RESPONSIBILITIES:

The following essential functions are those that are critical, integral, necessary, crucial, primary and fundamental to the job.

• Assists the Public Safety Director in implementing departmental goals, objectives, policies, and priorities for each division.
• Recommends service and staffing levels and allocates resources through subordinate supervisors and managers.
• Continuously monitor and enhance the efficiency and effectiveness of service delivery methods and procedures.
• Assess workload, administrative, and support systems; identify improvement opportunities and direct implementation.
• Represent the Department to other City departments, elected officials, and outside agencies. • Explain and interpret Department programs, policies, and activities; address sensitive, significant, and controversial issues.
• Assists in the preparation and administration of the Department budget; monitor expenditures and resource utilization for assigned programs
• Develop and implement long-term plans supporting the City’s mission and City Council objectives. • Provide leadership and work with supervisors t o develop and retain a competent staff through selection, compensation, training, and management.
• Prepare, review, and approve performance evaluations; coach staff for improvement and development; initiate disciplinary action if necessary.
• Prepare and pres ent staff reports, oral and written reports to the City Council, City Manager, and other groups.
• Coordinate Department activities with other departments, outside agencies, and organizations. • Attend civic events, participate in boards and commissions, and s tay abreast of new trends in community improvement services.

City of Compton

Deputy Director of Public Safety
Department: Public Safety Class Code: 9489
Revised Date: January 2026 FLSA Status: Exempt
Personnel Board Approved:
02/02/2026
Bargaining Unit:

AFSCME 2325 - Executive
Council Approved:

City of Compton
Deputy Director of Public Safety
Deputy Director of Public Safety - Page 2 of 2
• Oversees assigned public safety programs through subordinate supervisors and m anagers to ensure consistent operations and policy implementation.
• Oversees security services programs to ensure com pliance with departmental policies and risk management standards.
• Ensures departmental enforcement programs operate in compliance with applicable laws, ordinances, and regulations.
• Reviews program performance metrics and enforcement trends related to parking operations and directs operational improvements through supervisory staff. • Addresses complex or escalated community concerns related to public safety and regulatory services . • Assist in organizing neighborhood associations and events; support the Cit y’s neighborhood preservation goals.
• Performs other duties as assigned or required.

MINIMUM QUALIFICATIONS:

Education and Experience:

Required Licenses or Certifications:
• Must possess a valid California Class C Driver’s License.

Physical Demands / Work Environment:
• Work is performed in a standard office enviro nment but may also be conducted outdoors in moderate to high temperatures.
• Requires lifting, carrying, driving, and occasional climbing. • Involves moderate finger dexterity and near vision.
• May include exposure to wet surfaces, occasional loud noise, and dust.

Public Safety Supervisor

GENERAL PURPOSE: Under general supervision, plans, coordinates, and supervises day -to-day operations of assigned public safety programs, including Code Enforcement, Security Services, and Parking Enforcement. The Public Safety Supervisor ensures consistent application of City policies, ordinances, and operational procedures; supervises field staff; coordinates enforcement activities; responds to complex or sensitive issues; and serves as a key operational liaison betw een management and frontline personnel.

Performs related duties as required.

SUPERVISON RECEIVED/EXCERCISED : Receives general supervision from the Public Safety Director or designee. Exercises direct supervision over Code Enforcement Officers, Security Off icers, Parking Control Officers, and assigned support staff.

DISTINGUISHING CHARACTERISTICS: This is a first -line supervisory classification responsible for coordinating and supervising multiple public safety functions across enforcement disciplines. Incum bents are not department heads and do not establish Citywide policy, but are responsible for implementing policies, supervising staff, and ensuring operational consistency across programs. This classification replaces prior standalone supervisory roles within Code Enforcement and Security Services.

PRIMARY DUTIES AND RESPONSIBILITIES:

The following essential functions are those that are critical, integral, necessary, crucial, primary and fundamental to the j ob.

Incumbents who possess the requisite skill, e xperience, education, and other job-related requirements of a position are expected to perform the essential functions of the job with or without a reasonable accommodation.

The following duties ARE NOT intended to serve as a comprehensive list of all dut ies performed by all employees in this classification, only a representative summary of the primary duties and responsibilities. Incumbent(s) may not be required to perform all duties listed and may be required to perform additional, position-specific duties.

• Supervises, coordinates, and evaluates daily operations of Code Enforcement, Security Services, and Parking Enforcement programs.
• Assigns work, schedules staff, monitors workloads, and ensures adequate coverage for assigned shifts and geographic areas.
• Reviews enforcement activities to ensure consistency with City policy, Municipal Code provisions, and departmental procedures.
• Supervises, trains, and evaluates assigned staff; provides coaching, direction, and corrective guidance. • Reviews reports, citat ions, and documentation prepared by staff for accuracy, completeness, and compliance.
• Investigates minor personnel issues and recommends appropriate corrective action in accordance with City policies and labor agreements.
• Oversees field inspections, patrol activities, and enforcement actions conducted by assigned staff. • Responds to complex, sensitive, or escalated public complaints and enforcement issues. • Coordinates enforcement activities across Code Enforcement, Security, and Parking to ensure unified and consistent service delivery.
• Coordinates with the City Attorney’s Office regarding enforcement actions, abatement proceedings, and court-related matters.

City of Compton

PUBLIC SAFETY SUPERVISOR
Department: Public Safety Class Code: 8512
Revised Date: January 2026 FLSA Status: Non-Exempt
Personnel Board Approved: Bargaining Unit:

AFSCME 2325 Council Approved:

Resolution
Public Safety Supervisor
Public Safety Supervisor Page 2 of 3
• Works collaboratively with other City departments, outside agencies, and law enforcement partners on public safety and compliance matters.
• Ensures evidence, reports, and case documentation are properly prepared and maintained by staff. • Prepares and reviews operational reports related to enforcement activities, staffing, and workload metrics.
• Assists manag ement with operational planning, procedural improvements, and implementation of departmental initiatives.
• Ensures compliance with safety standards, training requirements, and use-of-equipment protocols. • Responds to public inquiries regarding enforcement ac tivities, procedures, and compliance requirements.
• Represents the Department in meetings with residents, business owners, and community stakeholders as assigned.
• Performs related duties as assigned.

MINIMUM QUALIFICATIONS:

Education and Experience:

Possession of an Associate’s Degree or equivalent; AND Four (4) years of progressively responsible experience in code enforcement, security services, parking enforcement, or a related regulatory or public safety field; AND One (1) year of lead or supervisory experience.

Education in Management or Criminal Justice is highly desirable.

Required Licenses or Certifications:
• Must possess a valid California Class C Driver’s License. • Possession of a valid PC 832 Arrest and Firearms Certificate issued by the California Commission on Peace Officer Standards and Training at the time of appointment.

Required Knowledge of:
• City, county, state and Federal laws, regulations, codes and ordinances. • Local community issues and regional community resources available to citizens . • Geography, roads, and landmarks of City and surrounding areas. • Principles and practices of municipal code enforcement, security operations, and parking enforcement. • Applicable local, state, and federal laws, ordinances, and regulations related to public safety and code compliance.
• Supervisory practices, employee performance management, and basic labor relations principles. • Investigative and inspection methods, documentation standards, and report preparation. • Public contact techniques and conflict resolution methods.

Required Skill in:
• Exercising controlled discretion in situations requiring diplomacy, fairness, and sound judgment. • Recognizing suspicious behavior patterns, mediating difficult situations, and using effective arrest and control techniques.
• Interacting with people of different social, economic, and ethnic backgrounds. • Remaining alert at all times and reacting quickly and calmly in emergency situations. • Operating motor vehicles and special equipment during emergency situations. • Interpreting laws and regulations, making decisions, maintaining composure, and working effectively under stressful conditions and emergency situations.
• Evaluating facts and evidence, drawing logical conclusions and making proper recommendations.

Public Safety Supervisor
Public Safety Supervisor Page 3 of 3
• Working as a team member with other law enforcement and multi-jurisdictional agencies. • Care, maintenance and safe operation of a variety of law enforcement tools and equipment. • Effective verbal and written communication.
• Establishing and maintaining effective working relationships with staff, City departments, elected officials, outside agencies, community groups, local businesses, and the general public.

Physical Demands / Work Environment:
• Work is performed indoors and outdoors with exposure to inclement weather; may be expos ed to physical attacks, hazardous chemicals, drugs, infectious and communicable diseases; required to physically restrain persons.
• Must be able to work in uniform during weekdays, weekends, and holidays on any assigned shift. • Work is performed in a primar ily outdoor setting and will require some work in high temperatures (above 80 degrees) and low temperatures (40-60 degrees).
• Work requires lifting, carrying, climbing and requires the ability to pursue and apprehend suspects. Work will require gross body coordination and mobility.
• Work involves exposure to wet surfaces, occasional loud noise and dust.

Community Improvement Services Director

GENERAL PURPOSE: Under executive direction, plans, organizes, directs, and administers the activities and operations of the Parking, Code Enforcement, Security, and Business License Divisions .

SUPERVISION RECEIVED/EXERCISED: The incumbent of this position is a Department Head under the direction of the City Manager , with responsibility for policy development, program planning, fiscal management, administration, and operational direction of the City’s Community Improvement Services Department . The incumbent is responsible for accomplishing Department objectives and goals within guidelines established by the City Manager and City Council, and exercises direct supervision o ver the Parking, Code Enforcement, Security , and Business License Divisions.

PRIMARY DUTIES AND RESPONSIBILITIES:

The following essential functions are those that are critical, integral, necessary, crucial, primary, and fundamental to the job. Incumbents who possess the requisite skill, experience, education, and other job-related requirements of a position are expected to perform the essential functions of the job with or without a reasonable accommodation.

The following duties ARE NOT intended to serve as a comprehensive list of all duties performed by all employees in this classification, only a representative summary of the primary duties an d responsibilities. Incumbents may not be required to perform all duties listed and may be required to perform additional, position- specific duties.

• Assumes full management responsibility for all Community Improvement Services Department personnel and activities.
• Manages the development and implementation of the Community Improvement Services Department goals, objectives, policies, and priorities for each division; establishes appropriate service and staffing levels within City policy; allocates resources accordingly.
• Continuously monitors and improves the efficiency and effectiveness of service delivery methods and procedures; assesses and monitors workload, administrative, and support systems, and internal reporting relationships; identifies opportunities for improvement and directs the implementation of changes. • Represents the Department to other City departments, elected officials and outside agencies; explains and interprets Department programs, policies, and activities; investigates and resolves sensitive, significant, and controversial issues.
• Plans, develops, and presents the Department budget; monitors expenditures; develops and implements long term plans, goals, and objectives focused on supporting the City’s mission and City Council’s objectives. • Provides leadership and works with supervisors to develop and retain highly competent staff through selection, compensation, training, and management practices that support the City’s mission and values. • Prepares, reviews, and approves the formal performance evalu ations of Department staff, and coaches staff for improvement and development; initiates disciplinary action up to and including dismissal as required to correct behavior.

City of Compton

Community Improvement Services Director
Department: Community Improvement
Services
Class Code: 9489
Revised Date: July 2020 FLSA Status: Exempt
Personnel Board Approved:
08/20/2020
Bargaining Unit:

AFSCME 2325
Council Approved: 03/22/2021
Resolution No. 25,422
City of Compton
Community Improvement Services Director
Community Improvement Services Director - Page 2 of 4
• Provides staff assistance to the City Manager and City Council; prepares and presents staff reports and other necessary correspondence; prepares and presents oral and written reports to the City Council, City Manager, and other groups.
• Coordinates Department activities with other departments, outside agencies, and organizations. • Attends various civic events as City representative; p articipates on a variety of boards and commissions; attends and participates in professional group meetings; stay s abreast of new trends and innovations in the field of community improvement services.
• Coordinates the activities, develops, and administers the Parking, Code Enforcement, Security, and Business License Divisions.
• Provides key communications between the City and its community by consulting with residents and businesses on access to government; consults with City officials and other Department Heads on strategies for effective policy implementation; and serv es as a point of contact within each geographic area to resolve neighborhood concerns.
• Works with departments and elected officials to organize self-sustaining neighborhood associations; provides staff support to local community associations as needed; provides assistance in the development of plans, organizations, and events; and participates in achieving the City’s neighborhood preservation goals. • Formulates strategies for the enhancement and preservation of neighborhoods by developing comprehensive strategic plans, service delivery programs , and solutions to neighborhood problems in collaboration with the community, advisory bodies, and other public and private partners. • Coordinates the Security Program to ensure safety of facilities and staff throughout the City; oversees , develops, and monitors security schedules, assignments, and training • Ensures compliance with zoning ordinances, munic ipal codes, and other related sections of the City’s Municipal Code by conducting inspection and enforcement activities pertaining to the Code Enforcement and Parking Enforcement Programs.
• Provides information to the public regarding enforcement activities, regulations, ordinances, and procedures; organizes and administers public education materials on code enforcement; and makes presentations before groups.
• Orders alteration and repair of residential structures and property in violation of State or City codes. • Assures inspection of work in progress and upon completion for compliance to requirements; identifies unsafe conditions; and informs key personnel of work in progress, operating problems, and schedule issues. • Participates in a variety of information collection activities; reviews operating problems, routine legal issues regarding code enforcement, and complaints; s erves as liaison between City and community organizations and associations.
• Supervises code compliance inspections of existing residential buildings and surrounding properties. • Initiates proceedings, mak es recommendations, and follows up to ensure satisfactory abatement has occurred.
• Assists the City Attorney’s Department with the presentation of cases. • Supervises daily business license enforcement operations; schedules, assigns , and reviews work, reviews and corrects citations for court proceedings ; approves employee leave requests; investigates personnel complaints and recommends appropriate course of action. • Patrols the City and monitors commercial properties for code violations pertaining to proper licensing, conforming uses, and illegal business operations.
• Assists business owners in obtaining or renewing business licenses. • Responds to and investigates public complaints regarding alleged business license violations. • Prepares and sends/presents notices of violation to offenders; responds to inquiries from business owners regarding violations; issues citations as necessary.
• Tracks and maintains documentation regarding complaints and violations; updates related records and logs. • Performs re-inspections of code violations and determines appropriate compliance actions. • Compiles and presents case documentation for prosecution as required; assists the City Attorney’s Office in the prosecution of code violations.

City of Compton
Community Improvement Services Director
Community Improvement Services Director - Page 3 of 4
• Oversees parking control operations and routinely reviews reports from Parking Control Lead Officer to evaluate parking control operations in the City and implement any necessary changes. • Conducts research and interprets City business licensing codes. • Assists with the preparation of the Business License Division budget, including revenue forecasting. • Drafts clear and concise written reports related to business licensing activities. • Performs other duties as assigned or required.

MINIMUM QUALIFICATIONS:

Education and Experience:

Possession of a Bachelor’s degree from an accredited college or university in Business Administration, Public Administration or a related field; AND seven (7) years progressively responsible management experience in community improvement or a related field; OR an equivalent combination of training and experience.

Required Licenses or Certifications:
• Must possess a valid California Class C Driver’s License.

Required Knowledge of:
• Ability to effectively manage a staff comprised of entry and upper level professionals engaged in carrying out Department functions.
• Thorough knowledge of the City’s Municipal Code, zoning ordinances, business licensing ordinances, and parking rules and regulations.
• Thorough knowledge of investigative princip les, methods, and techniques, and case management principles for the purpose of preserving evidence and establishing documentation and an audit trail for legal purposes. • Thorough knowledge of record keeping, report preparation, filing methods, records management techniques, and open records regulations.
• Thorough knowledge of the geography, streets, and principle locations of the City’s zoning areas or ability to acquire this knowledge rapidly.
• Practice of understanding and utilizing zoning maps, land use maps, plats, tax rolls , and other documents related to real property.
• Understanding and remaining current on all relevant Federal, State, and local laws pertaining to program areas.
• Understanding and remaining current on City Council’s goals and objectives.

Required Skill in:
• Organizing work, establish ing priorities, meet ing deadlines, and follow ing up on assignments in a timely manner.
• Effective verbal and written communication; and preparing clear and concise written reports. • Applying sound independent judgment and discretion during inspection activities. • Assembling and preparing the annual program budgets and contracts. • Providing policy direction and guidance to staff.
• Providing lead direction, supervision, and training to staff. • Ensuring City codes and ordinances are interpreted properly and updated regularly through research from professional organizations and other government entities. • Interacting with people of different social, economic, and ethnic backgrounds. • Interpreting laws and r egulations, making decisions, maintaining composure, and working effectively under stressful conditions.
• Dealing positively with controversial issues.

City of Compton
Community Improvement Services Director
Community Improvement Services Director - Page 4 of 4
Physical Demands/Work Environment:
• Work is primarily performed in a standard office environment. • Work may be performed outdoors with time spent in moderate to high temperatures (above 90 degrees). • Work requires lifting, carrying, driving, and on occasion climbing (up to 6 feet). • Moderate finger dexterity and near vision is required. • Work may involve exposure to wet surfaces, occasional loud noise, and dust.

Community Improvement ServicesPublic Safety Director

GENERAL PURPOSE : Under executive the general direction of the City Manager and/or designee , plans, organizes, directs, and administers the activities and operations of the public safety services for the City, Parking, Code Enforcement, Security, and Business License Divisi ons .and has oversight of the City’s contract with the Los Angeles Sheriff's Department. Assists, alongside the Fire Chief, the City's emergency response efforts and preparedness program. Provides liaison to all related public safety contract services, and other agencies; performs related duties as required.

SUPERVISION RECEIVED/EX ERCISED: The incumbent of this position is a Department Head under the direction of the City Manager , with responsibility for policy development, program planning, fiscal mana gement, administration, and operational direction of the City’s Community Improvement Services Public Safety Department. The incumbent is responsible for accomplishing Department objectives and goals within guidelines established by the City Manager and Ci ty Council, and exercises direct supervision o ver the Parking, Code Enforcement, Security, and Business License Divisions and assigned support staff.

PRIMARY DUTIES AND RESPONSIBILITIES:

The following duties ARE NOT intended to serve as a comprehensive list of all duties performed by all employees in this classification, only a representative summary of the primary duties an d responsibilities. Incumbents may not be required to perform all duties listed and may be required to perform additional, position -specific duties.

• Assumes full management responsibility for all Community Improvement Services Public Safety Department personnel, programs, and activities.
• Manages the development and implementation of the Community Improvement ServicesPublic Safety Department goals, objectives, policies, and priorities for each division; establishes appropriate service and staffing levels within City policy; allocates resources accordingly. • Administers and guides law enforcement services provide by the LA County Sherriff’s Department (LASD).

Review and mo nitor's the Sheriff’s annual contract operating budget and service deployment. Coordinate directly with the Sheriff Station Command to ensure law enforcement services meet the law enforcement service needs and expect ations of the community, in conjunction with the City Manager. oversees the City’s law enforcement services contract with the Los Angel es County Sheriff’s Department, including review of budgets, services levels, deployment strategies, and performance outcomes; coordinates with Sheriff command staff in conjunction with the City Manager.
• Confers with and represents the department and the City in meetings with members of the City Council, members of the Public Safety Commission, schools, various governmental agencies, community groups and a number of community-based organizations.
• Provide technical input and advice to the City Manager on all public safety related matters; propose strategies and programs to address challenges.

City of Compton

Community Improvement ServicesPublic Safety Director
Department: Community Improvement
ServicesPublic Safety
Class Code: 9489
Revised Date: July 2020January 2026 FLSA Status: Exempt Personnel Board Approved:
08/20/2020 02/02/2026
Bargaining Unit:

AFSCME 2325 – Chief Executive
Council Approved: 03/22/2021
Resolution No. 25,422
City of Compton
Community Improvement ServicesPublic Safety Director

Community Improvement ServicesPublic Safety Director - Page 2 of 4

• Review, consider, and/or initi ate various types of project proposals, agreements and recommendations; negotiate, draft, update, and monitor agreements; communicate with City staff, attorneys and external agents as needed to ensure legal and administrative compliance; participate in the preparation and administration of adopted plans and ordinances as required.
• Continuously monitors and improves the efficiency and effectiveness of service delivery methods and procedures; assesses and monitors workload, administrative, and support systems , and internal reporting relationships; identifies opportunities for improvement and directs the implementation of changes. • Represents the Department to other City departments, elected officials and outside agencies; explain s and interprets Department programs, policies, and activities; investigates and resolves sensitive, significant, and controversial issues.
• Plans, develops, and presents the Department budget; monitors expenditures; develops and implements long term plans, goals, and objectives focused on supporting the City’s mission and City Council’s objectives. • Provides leadership and works with supervisors to develop and retain highly competent staff through selection, compensation, training, and management practices that support the City’s mission and values. • Prepares, reviews, and approves the formal performance evaluation s of Department staff, and coaches staff for improvement and development; initiates disciplinary action up to and including dismissal as required to correct behavior.
• Provides staff assistance to the City Manager and City Council; prepares and presents staff reports and other necessary correspondence; prepares and presents oral and written reports to the City Council, City Manager, and other groups.
• Coordinates Department activities with other departments, outside agencies, and organizations. • Attends various civic events as City representative; p articipates on a variety of boards and commissions; attends and participates in professional group meetings; stay s abreast of new trends and innovations in the field of community improvement servicespublic safety.
• Coordinates the activities, develops, and administers the Parking, Code Enforcement, Security, and Business License Divisions.
• Provides key communications b etween the City and its community by consulting with residents and businesses on access to government; consults with City officials and other Department Heads on strategies for effective policy implementation; and serv es as a point of contact within each g eographic area to resolve neighborhood concerns. Oversees co mmunity engagement strategies related to public safety, code compliance, and neighborhood preservation.
• Works with departments and elected officials to organize self-sustaining neighborhood associations; provides staff support to local community associations as needed; provides assistance in the development of plans, organizations, and events; and participates in achieving the City’s neighborhood preservation goals.Supports neighborhood preservation initiatives and interdepartmental strategies addressing community safety concerns.
• Formulates strategies for the enhancement and preservation of neighborhoods by developing comprehensive strategic plans, service delivery programs, and solutions to neighborhood problems in collaboration with the community, advisory bodies, and other public and private partners. • Coordinates Oversees the City’s Security Program to ensure safety of facilities and staff throughout the City; oversees, develops, and monitors security schedules, assignments, and training • Ensures compliance enforcement with of zoning ordinances, municipal codes, and other related sections of the City’s Municipal Code by conducting inspection and enforcement activities pertaining to the Code Enforcement and Parking Enforcement Programs.through established departmental programs. • Provides information to the public regarding enforcement activities, regulations, ordinances, and procedures; organizes and administers public education materials on code enforcement; and makes presentations before groups.
• Orders alteration and repair of residential structures and property in violation of State or City codes. • Assures inspection of work in progress and upon completion for compliance to requirements; identifies unsafe conditions; and informs key personnel of work in progress, operating problems, and schedule issues.

City of Compton
Community Improvement ServicesPublic Safety Director

Community Improvement ServicesPublic Safety Director - Page 3 of 4

• Participates in a variety of information collection ac tivities; reviews operating problems, routine legal issues regarding code enforcement, and complaints; s erves as liaison between City and community organizations and associations.Reviews enforcement trends, operational issues, and legal risks related to code enforcement programs.
• Develops and implements contemporary and innovative outreach to foster and establish positive partnerships between public safety, law enforcement, neighborhood groups, schools, the business community, community- based organizations and support groups.
• Plans, organizes, and develops, in a cooperative manner, crime and fire prevention, investigation, inspection activities, and department services.
• Supervises code compliance inspections of existing residential buildings and surrounding properties. • Initiates proceedings, mak es recommendations, and follows up to ensure satisfactory abatement has occurred.Oversees abatement strategies and ensures appropriate follow-up through enforcement programs. • Assists Coordinates the City Attorney’s Department with the presentation of cases. with all legal counsel regarding enforcement actions and compliance matters.
• Supervises daily business license enforcement operations; schedules, assigns , and reviews work, reviews and corrects cit ations for court proceedings ; approves employee leave requests; investigates personnel complaints and recommends appropriate course of action. • Patrols the City and monitors commercial properties for code violations pertaining to proper licensing, conforming uses, and illegal business operations.
• Assists business owners in obtaining or renewing business licenses. • Responds to and investigates public complaints regarding alleged business license violations. • Prepares and sends/presents notices of violation to o ffenders; responds to inquiries from business owners regarding violations; issues citations as necessary.
• Tracks and maintains documentation regarding complaints and violations; updates related records and logs. • Performs re-inspections of code violations and determines appropriate compliance actions. • Compiles and presents case documentation for prosecution as required; assists the City Attorney’s Office in the prosecution of code violations.
• Oversees parking control operations and routinely reviews reports from Parking Control Lead Officer to evaluate parking control operations in the City and implement any necessary changes. Reviews department- level performance metrics related to parking enforcement and directs operational improvements through management staff as needed.
• Oversee security at City facilities, including the transportation, City parks, library and park-and-ride lots. • Coordinates and works with the City's Emergency Management team for implementation and operations of respective programs.
• Prepares and presents departmental report and special presentations to the City Council . • Conducts research and interprets City business licensing codes. Provides executive guidance on the interpretation and application of business licensing regulations in coordina tion with • Assists with the preparation of the Business License Division budget, including revenue forecasting. • Drafts clear and concise written reports related to business licensing activities. Prepares and presents executive-level reports, recommendations, and presentations to the City Manager, City Council, and commissions regarding public safety programs and regulatory activities. • Designated staff liaison for the Public Safety commission. • Performs other duties as assigned or required.

MINIMUM QUALIFICATIONS:

Education and Experience:

Possession of a Bachelor’s degree from an accredited college or university in Business Administration, Public Administration or a related field; AND seven (7) years progressively responsible management experience in community improvement law enforcement, public safety, municipal law enforcement, or a related field; OR an equivalent combination of training and experience.

City of Compton
Community Improvement ServicesPublic Safety Director

Community Improvement ServicesPublic Safety Director - Page 4 of 4

Required Licenses or Certifications:
• Must possess a valid California Class C Driver’s License. • Must pass the California Law Enforcement Telecommunications Systems (CLETS) background through the LA County Sherriff’s Department.
• Possession of a POST Intermediate or POST Management Certificate is preferred .

Required Knowledge of:
• Ability to effectively manage a staff comprised of entry and upper level professionals engaged in carrying out Department functions.
• Thorough knowledge of the City’s Municipal Code , zoning ordinances, business licensing ordinances, and parking rules and regulations.
• Thorough knowledge of investigative princip les, methods, and techniques, and case management principles for the purpose of preserving evidence and establishing documentation and an audit trail for legal purposes. • Thorough knowledge of record keeping, report preparation, filing methods, records management techniques, and open records regulations.
• Thorough knowledge of the geography, streets, and principle locations of the City’s zoning areas or ability to acquire this knowledge rapidly.
• Practice of understanding and utilizing zoning maps, land use maps, plats, tax rolls , and other documents related to real property.
• Understanding and remaining current on all relevant Federal, State , and local laws pertaining to program areas.
• Understanding and remaining current on City Council’s goals and objectives.

Required Skill in:
• Organizing work, establish ing priorities, meet ing deadlines, and follow ing up on assignments in a timely manner.
• Effective verbal and written communication; and preparing clear and concise written reports. • Applying sound independent judgment and discretion during inspection activities. • Assembling and preparing the annual program budgets and contracts. • Providing policy direction and guidance to staff.
• Providing lead direction, supervision, and training to staff. • Ensuring City codes and ordinances are interpreted properly and updated regularly through research from professional organizations and other government entities. • Interacting with people of different social, economic, and ethnic backgrounds. • Interpreting laws and regulations, making decisions, maintaining composure, and working effectively under stressful conditions.
• Dealing positively with controversial issues.

Physical Demands/Work Environment:
• Work is primarily performed in a standard office environment. • Work may be performed outdoors with time spent in moderate to high temperatures (above 90 degrees). • Work requires lifting, carrying, driving, and on occasion climbing (up to 6 feet). • Moderate finger dexterity and near vision is required. • Work may involve exposure to wet surfaces, occasional loud noise, and dust.

Public Safety Director

GENERAL PURPOSE: Under the general direction of the City Manager and/or designee, plans, organizes, directs, and administers the activities and operations of the public safety services for the City, Parking, Code Enforcement, Security, and Business License Divisions and has oversight of the City’s contract with the Los Angeles Sheriff's Department. Assists, alongside the Fire Chief, the City's emergency response efforts and preparedness program. Provides liaison to all related public safety contract services, and other agencies; performs related duties as required.

SUPERVISION RECEIVED/EXERCISED: The incumbent of this position is a Department Head under the direction of the City Manager , with responsibility for policy development, program planning, fiscal management, administration, and operational direction of the City’s Public Safety Department. The incumbent is responsible for accomplishing Department objectives and goals within guidelines established by the City Manager and City Council, and exercises direct supervision over the Parking, Code Enforcement, Security , Business License Divisions and assigned support staff.

PRIMARY DUTIES AND RESPONSIBILITIES:

The following duties ARE NOT intended to serve as a comprehensive list of all duties performed by all employees in this classification, only a representative summary of the primary duties an d responsibilities. Incumbents may not be required to perform all duties listed and may be required to perform additional, position-specific duties.

• Assumes full management responsibility for all Public Safety Department personnel, programs, and activities. • Manages the development and implementation of the Public Safety Department goals, objectives, policies, and priorities for each division; establishes appropriate service and staffing levels within City policy; allocates resources accordingly.
• Administers and oversees the City’s law enforcement services contract with the Los Angeles County Sheriff’s Department, including review of budgets, services levels, deployment strategies, and performance outcomes; coordinates with Sheriff command staff in conjunction with the City Manager. • Confers with and represents the department and t he City in meetings with members of the City Council, members of the Public Safety Commission, schools, various governmental agencies, community groups and a number of community-based organizations.
• Provide technical input and advice to the City Manager on all public safety related matters; propose strategies and programs to address challenges.
• Review, consider, and/or initiate various types of project proposals, agreements and recommendations; negotiate, draft, update, and monitor agreements; communicate with City staff, attorneys and external agents as needed to ensure legal and administrative compliance; participate in the preparation and administration of adopted plans and ordinances as required.

City of Compton

Public Safety Director
Department: Public Safety Class Code: 9489
Revised Date: January 2026 FLSA Status: Exempt
Personnel Board Approved:
02/02/2026
Bargaining Unit:

AFSCME 2325 – Chief Executive
Council Approved:

Resolution No.

City of Compton
Public Safety Director

Public Safety Director - Page 2 of 4

• Continuously monitors and improves the efficiency and effectiveness of service delivery methods and procedures; assesses and monitors workload, administrative, and support systems, and internal reporting relationships; identifies opportunities for improvement and directs the implementation of changes. • Plans, develops, and presents the Department budget; monitors expenditures; develops and implements long term plans, goals, and objectives focused on supporting the City’s mission and City Council’s objectives. • Provides leadership and works with supervisors to develop and retain highly competent staff through selection, compensation, training, and management practices that support the City’s mission and values. • Prepares, reviews, and approves the formal performance evaluations of D epartment staff, and coaches staff for improvement and development; initiates disciplinary action up to and including dismissal as required to correct behavior.
• Provides staff assistance to the City Manager and City Council; prepares and presents staff reports and other necessary correspondence; prepares and presents oral and written reports to the City Council, City Manager, and other groups.
• Coordinates Department activities with other departments, outside agencies, and organizations. • Attends various civic events as City representat ive; p articipates on a variety of boards and commissions; attends and participates in professional group meetings; stay s abreast of new trends and innovations in the field of public safety.
• Oversees community engagement strategies related to public safety, code compliance, and neighborhood preservation.
• Supports neighborhood preservation initiatives and interdepartmental strategies addressing community safety concerns.
• Formulates strategies for the enhancement and preservation of neighborhoods by developing comprehensive strategic plans, service delivery programs , and solutions to neighborhood problems in collaboration with the community, advisory bodies, and other public and private partners. • Oversees the City’s Security Program to ensure safety of facili ties and staff throughout the City; oversees , develops, and monitors security schedules, assignments, and training • Ensures enforcement of zoning ordinances, municipal codes, and other related sections of the City’s Municipal Code through established departmental programs.
• Provides information to the public regarding enforcement activities, regulations, ordinances, and procedures; organizes and administers public education materials on code enforcement; and makes presentations before groups.
• Reviews enforcement trends, operational issues, and legal risks related to code enforcement programs. • Develops and implements contemporary and innovative outreach to foster and establish positive partnerships between public safety, law enforcement, neighborhood groups, schools, the business community, community- based organizations and support groups.
• Plans, organizes, and develops, in a cooperative manner, crime and fire prevention, investigation, inspection activities, and department services.
• Oversees abatement strategies and ensures appropriate follow-up through enforcement programs. • Coordinates with all legal counsel regarding enforcement actions and compliance matters. • Reviews department -level performance metrics related to parking enforc ement and directs operational improvements through management staff as needed.
• Oversee security at City facilities, including the transportation, City parks, library and park-and-ride lots. • Coordinates and works with the City's Emergency Management team for implementation and operations of respective programs.
• Prepares and presents departmental report and special presentations to the City Council . • Provides executive guidance on the interpretation and application of business licensing regulations in coordination with
• Prepares and presents executive- level reports, recommendations, and presentations to the City Manager, City Council, and commissions regarding public safety programs and regulatory activities.

City of Compton
Public Safety Director

Public Safety Director - Page 3 of 4

• Designated staff liaison for the Public Safety commission. • Performs other duties as assigned or required.

MINIMUM QUALIFICATIONS:

Education and Experience:

Possession of a Bachelor’s degree from an accredited college or university in Business Administration, Public Administration or a related field; AND seven (7) years progressively responsible management experience in law enforcement, public safety, municipal law enforcement, or a related field; OR an equivalent combination of training and experience.

Required Knowledge of:
• Ability to effectively manage a staff comprised of entry and upper level professionals engaged in carrying out Department functions.
• Thorough knowledge of the City’s Municipal Code, zoning ordinances, business licensing ordinances, and parking rules and regulations.
• Thorough knowledge of investigative principles, methods, and techniques, and case management principles for the purpose of preserving evidence and establishing documentation and an audit trail for legal purposes. • Thorough knowledge of record keeping, report preparation, filing methods, records management techniques, and open records regulations.
• Thorough knowledge of the geography, streets, and principle locations of the City’s zoning areas or ability to acquire this knowledge rapidly.
• Practice of understanding and utilizing zoning maps, land use maps, plats, tax rolls , and other documents related to real property.
• Understanding and remaining current on all relevant Federal, State, and local laws pertaining to program areas.
• Understanding and remaining current on City Council’s goals and objectives.

Required Skill in:
• Organizing work, establish ing priorities, meet ing deadlines, and follow ing up on assignments in a timely manner.
• Effective verbal and written communication; and preparing clear and concise written reports. • Applying sound independent judgment and discretion during inspection activities. • Assembling and preparing the annual program budgets and contracts. • Providing policy direction and guidance to staff.
• Providing lead direction, supervision, and training to staff. • Ensuring City codes and ordinances are interpreted properly and updated regularly through research from professional organizations and other government entities. • Interacting with people of different social, economic, and ethnic backgrounds. • Interpreting laws and regulations, making decisions, maintaining composure, and working effectively under stressful conditions.
• Dealing positively with controversial issues.

City of Compton
Public Safety Director

Public Safety Director - Page 4 of 4

APRIL 28, 2026
TO: MAYOR AND CITY COUNCIL MEMBERS
FROM: WILLIE A. HOPKINS JR.

CITY MANAGER
SUBJECT: A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COMPTON

APPROVING A MEMORANDUM OF AGREEMENT (MOA) BETWEEN

THE CITY OF COMPTON AND THE COMPTON MANAGEMENT
EMPLOYEES ASSOCIATION, CMEA/AFSCME, LOCAL 2325, AFL-CIO, COUNCIL 36, FOR FISCAL YEARS 2024-2029

SUMMARY
The City Council will consider this Resolution adopting a five-year employment contract (Memorandum of Agreement) MOA between the City of Compton and Compton Management Employees Association, CMEA/AFSCME, Local 2325, AFL- CIO, Council

36. BACKGROUND
The City of Compton has four (4) union locals representing most miscellaneous (non- sworn) employees. The proposed Memorandum of Agreement (MOA) is for Compton Management Employees Association, CMEA/AFSCME, Local 2325, AFL- CIO, Council 36 employees in the City of Compton.

The previous union agreement between the City and Compton Management Employees Association, CMEA/AFSCME, Local 2325, AFL- CIO, Council 36 expired on June 30, 2019. Compton Management Employees Association, CMEA/AFSCME, Local 2325, AFL- CIO, Council 36 and the City of Compton came to a Tentative Agreement modifying the terms of the MOA for a period of five years.

STATEMENT OF ISSUE
Over the past months, the City negotiated with Compton Management Employees Association, CMEA/AFSCME, Local 2325, AFL- CIO, Council 36 regarding salary and benefits, and have reached an agreement. Compton Management Employees Association, CMEA/AFSCME, Local 2325, AFL- CIO, Council 36 has met with its members and voted to approve the terms of contract agreed to during negotiations. The proposed ratified MOA must now be approved by the City Council, at which point the MOA can be executed and implemented.

21.21.21. Staff Report – Amending the Salary Schedule
April 28, 2026, Page 2

FISCAL IMPACT
The estimated fiscal impact of the 7% base pay increase for Compton Management Employees Association, CMEA/AFSCME, Local 2325, AFL- CIO, Council 36 for fiscal year 2024-2025 is $654,985.

The estimated fiscal impact of the 7% base pay increase for Compton Management Employees Association, CMEA/AFSCME, Local 2325, AFL- CIO, Council 36 for fiscal year 2025-2026 is $1,120,610.

The estimated fiscal impact of the 5% base pay increase for Compton Management Employees Association, CMEA/AFSCME, Local 2325, AFL- CIO, Council 36 fiscal year 2026-2027 is $372,455.

The estimated fiscal impact of the 4% base pay increase for Compton Management Employees Association, CMEA/AFSCME, Local 2325, AFL- CIO, Council 36 for fiscal year 2027-2028 is $312,854.

The estimated fiscal impact of the 2% base pay increase for Compton Management Employees Association, CMEA/AFSCME, Local 2325, AFL- CIO, Council 36 for fiscal year 2028-2029 is $162,684.

RECOMMENDATION
Staff recommends approval of the attached Resolution adopting the MOAs for Compton Management Employees Association, CMEA/AFSCME, Local 2325, AFL- CIO, Council 36 TAQUAN J. JONES

INTERIM HUMAN RESOURCES DIRECTOR
APPROVED FOR FORWARDING:

WILLIE A. HOPKINS JR.

CITY MANAGER
RESOLUTION NO. _____________

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COMPTON APPROVING

A MEMORANDUM OF AGREEMENT (MOA) BETWEEN THE CITY OF COMPTON

AND THE COMPTON MANAGEMENT EMPLOYEES ASSOCIATION, CMEA/AFSCME, LOCAL 2325, AFL-CIO, COUNCIL 36, FOR FISCAL YEARS 2024-2029 WHEREAS, the City of Compton has fulfilled its meet-and-confer obligations as required by the Meyers-Milias-Brown Act (MMBA); and
WHEREAS, the negotiations have resulted in an agreement between the City of Compton and Compton Management Employees Association, CMEA/AFSCME, Local 2325, AFL- CIO, Council 36.

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

SECTION 1. That the City Council of the City of Compton does hereby approve the Memorandum of Understanding (MOU) executed by the representatives of Compton Management Employees Association, CMEA/AFSCME, Local 2325, AFL- CIO, Council

36., a copy of which is attached hereto and incorporated herein by reference.

SECTION 2. That the City Manager is hereby directed to execute and implement the MOAs in accordance with the provisions of this resolution.

SECTION 3. That this resolution and the MOAs referenced herein supersede any provisions of previously adopted City policies that conflict with the provisions of these MOUs.

SECTION 4. That the monthly salary range for each of the classifications covered by Compton Management Employees Association, CMEA/AFSCME, Local 2325, AFL- CIO, Council 36. MOAs are hereby fixed and established in accordance with Article 40 of these MOAs, as follows:
- Seven Percent (7%) increase effective July 1, 2024
- Seven Percent (7%) increase effective July 1, 2025
- Five Percent (5%) increase effective July 1, 2026
- Four Percent (4%) increase effective July 1, 2027
- Two Percent (2%) increase effective July 1, 2028
SECTION 5. That the health, dental, vision, and vacation benefits remain the same.

SECTION 6. That the monthly retirement contribution for each of the classifications covered by the Compton Management Employees Association, CMEA/AFSCME, Local 2325, AFL- CIO, Council 36. MOA is hereby established in accordance with Article 29 of this MOA.

SECTION 7. That copies of this Resolution shall be filed in the offices of the City Manager, City Clerk, City Controller, Legal Division/City Attorney, and Human Resources Department.

SECTION 8. That the Mayor shall sign, and the City Clerk shall attest to the adoption of this Resolution.

RESOLUTION NO. _____________
PAGE 2
ADOPTED this 28th, day of APRIL, 2026.

_______________________________

EMMA SHARIF

MAYOR OF THE CITY OF COMPTON
ATTEST:
___________________________________
SATRA D. ZURITA

CITY CLERK OF THE CITY OF COMPTON

STATE OF CALIFORNIA

COUNTY OF LOS ANGELES
CITY OF COMPTON:ss
I, Satra D. Zurita, City Clerk of the City of Compton, hereby certify that the foregoing resolution was adopted by the City Council of the City of Compton, signed by the Mayor, and attested by the City Clerk at a regular meeting thereof held on the 28 TH, day of APRIL, 2026.

That said resolution was adopted by the following vote, to wit:

AYES: COUNCIL MEMBERS-
NOES: COUNCIL MEMBERS-
ABSTAIN: COUNCIL MEMBERS-
ABSENT: COUNCIL MEMBERS-
___________________________________
SATRA D. ZURITA

CITY CLERK OF THE CITY OF COMPTON
CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 1 MEMORANDUM
OF

AGREEMENT
City of Compton
and

COMPTON MANAGEMENT EMPLOYEES
ASSOCIATION AFSCME LOCAL 2325, AFL-CIO,
COUNCIL 36
July 1, 2024
to
June 30, 2029
CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 1 TABLE OF CONTENTS
ARTICLE 1. RECOGNITION ................................................................................3 ARTICLE 2. UNIT OF REPRESENTATION .........................................................3 ARTICLE 3. NON-DISCRIMINATION ..................................................................3 ARTICLE 4. SCOPE OF REPRESENTATION.....................................................3 ARTICLE 5. DUES DEDUCTION .........................................................................4 ARTICLE 6. PREVAILING RIGHTS .....................................................................4 ARTICLE 7. RIGHTS OF CITY.............................................................................4 ARTICLE 8. SEVERABILITY................................................................................5 ARTICLE 9. REASONABLE NOTICE ..................................................................5 ARTICLE 10. STEWARDS .....................................................................................6 ARTICLE 11. UNION BUSINESS...........................................................................6 ARTICLE 12. ACCESS TO WORK STATION........................................................7 ARTICLE 13. BULLETIN BOARDS/CITY EMAIL ...................................................7 ARTICLE 14. SICK LEAVE/SEVERANCE POLICY ...............................................7 ARTICLE 15. HEALTH AND WELFARE BENEFITS..............................................9 ARTICLE 16. HEALTH INSURANCE CONTINUATION WHILE ON LEAVE

DUE TO UNDISPUTED / DISPUTED WORK-RELATED
INJURY/ILLNESS...........................................................................11 ARTICLE 17. OVERTIME (Non-Exempt Supervisory Technical & Professional Classifications Only) ..................................................11 ARTICLE 18. BEREAVEMENT LEAVE................................................................11 ARTICLE 19. STRIKE PROHIBITION ..................................................................12 ARTICLE 20. WORK SCHEDULES .....................................................................13 ARTICLE 21. NIGHT SHIFT DIFFERENTIAL ......................................................13 ARTICLE 22. AUTO ALLOWANCE/CITY CAR (Chief Executives and Executive Classifications Only) ......................................................13 CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 2 ARTICLE 23. VACATION .....................................................................................14 ARTICLE 24. HOLIDAYS .....................................................................................15 ARTICLE 25. PURGING OF FILES......................................................................16 ARTICLE 26. UNIFORM ALLOWANCE ...............................................................16 ARTICLE 27. GRIEVANCE PROCEDURE ..........................................................17 ARTICLE 28. GRIEVANCE ARBITRATION .........................................................18 ARTICLE 29. BASE PAY......................................................................................19 ARTICLE 30. LONGEVITY PAY...........................................................................21 ARTICLE 31. RETIREMENT ................................................................................21 ARTICLE 32. PERSONAL DEVELOPMENT (Chief Executives and
Executive Classifications Only) ......................................................22 ARTICLE 33. PERSONAL LEAVE DAYS (Chief Executives and Executive Classifications Only).......................................................................22 ARTICLE 34. EDUCATIONAL REIMBURSEMENT .............................................22 ARTICLE 35. BILINGUAL ASSIGNMENT – (Supervisory, Technical, & Professional Classifications Only) ..................................................24 ARTICLE 36. LICENSES AND CERTIFICATIONS (Certain Supervisory, Technical, & Professional Classifications Only) .............................24 ARTICLE 37. MOVE-UP ASSIGNMENT (Supervisory, Technical, & Professional Classifications Only) ..................................................25 ARTICLE 38. EMPLOYMENT VACANCIES ........................................................26 ARTICLE 39. CONTRACTING AND SUBCONTRACTING (Supervisory, Technical, & Professional Classifications Only) .............................26 ARTICLE 40. STANDBY/CALL BACK..................................................................26 ARTICLE 41. ZIPPER CLAUSE ...........................................................................27 ARTICLE 42. EMPLOYEE TITLES ......................................................................28 ARTICLE 43. TERM AND EFFECT OF AGREEMENT........................................34 ARTICLE 44. NEW EMPLOYEE ORIENTATION.................................................34 CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 3 ARTICLE 1.RECOGNITION
Compton Management Employees Association, CMEA/AFSCME, Local 2325, AFL- CIO, Council 36, is hereby acknowledged by the City of Compton as the recognized employee organization representing the employment classifications within the Unit as may be established by the CITY. The Unit, as presently established, consists of the classifications shown in Article 40.

ARTICLE 2.UNIT OF REPRESENTATION
CMEA provides employee representation in matters related to working conditions and compensation for the following groups:

A. CHIEF EXECUTIVE EMPLOYEES
B. EXECUTIVE EMPLOYEES
C. SUPERVISORY EMPLOYEES
D. PROFESSIONAL AND TECHNICAL EMPLOYEES
ARTICLE 3.NON-DISCRIMINATION
A Neither the CITY nor CMEA shall discriminate against any employee represented by the CMEA on the basis of race, creed, color, sex, sexual preference, national origin, ancestry, religion, disability, political belief, political activity or membership in any employee organization or labor organization, as defined by applicable sections of California Government Code (MMBA).

B Whenever the masculine gender is used in the Agreement, it shall be understood to include the feminine gender.

ARTICLE 4.SCOPE OF REPRESENTATION
The scope of representation shall include all matters relating to employment conditions and employer/employee relations, including, but not limited to, wages, hours and other terms and conditions of employment, except, however, that the scope of representation shall not include consideration of the merits, necessity or organization of any service or activity provided by law or executive order.

CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 4 ARTICLE 5.DUES DEDUCTION
Upon receipt of a CMEA/AFSCME authorization card, on the union form, membership dues of CMEA/AFSCME members shall be deducted by the CITY from the paycheck of the member. Dues so deducted shall be remitted to CMEA/Local 2325 in a timely manner.

Maintenance of membership shall be in effect within the window period for withdrawing.

The CMEA agrees to indemnify and hold the CITY harmless against any and all claims, suits, orders, or judgments brought or issued against the CITY as a result of the dues deductions or transmittal of such funds to the CMEA.

ARTICLE 6.PREVAILING RIGHTS
To the extent that they are not expressly or by necessary interpretation and application covered by the purposes, intents and language of this Agreement, all rights, privileges, obligations, and working conditions of employment within the scope of representation presently enjoyed by the employees within the bargaining unit shall remain in effect and be operative during the terms of this Agreement, unless eliminated, enlarged or otherwise modified after the Meet and Confer Process to the extent that such procedures are required by the laws of the State of California.

ARTICLE 7.RIGHTS OF CITY
The City Manager has the exclusive right and authority to schedule work as required in the manner most advantageous to the CITY.

The City Manager reserves the right to discipline or discharge employees for cause, subject to Civil Service procedures. The CITY reserves the right to lay off personnel of the CMEA in accordance with the City Charter and established Civil Service procedures.

The City Manager shall have the right to transfer employees within the CITY in a manner most advantageous to the CITY, subject to the provisions of this Agreement. The City Manager reserves the right to formulate, change or modify departmental rules, regulations and procedures, except that no departmental rule, regulation, or procedure shall be formulated, changed or modified in a manner contrary to the provisions of this Agreement.

Those inherent managerial functions, prerogatives and policy making rights, whether listed above or not, which the CITY has not expressly modified or restricted by a specific provision of this Agreement, are not in any way (directly or indirectly) subject to the CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 5 grievance and arbitration procedures contained herein. Except as otherwise specifically provided in this Agreement, the CITY shall retain all rights and authority which by law it is entitled. The CMEA recognizes that the CITY has statutory and charter rights and obligations in contracting for matters relating to municipal operations. The right of contracting is vested exclusively in the CITY.

Any and all rights concerning the management, organization, and direction of the CITY, shall be exclusively the right of the CITY and the City Manager, unless otherwise provided by the express term of this Agreement as permitted by law.

The inherent and express rights of the CITY, including those herein specifically referred to, which are not expressly modified or restricted by a specific provision of this Agreement, are not in any way (directly or indirectly) subject to the grievance procedure herein.

Where required by law, the CITY agrees prior to implementation, to meet and confer with the CMEA over the impact of the exercise of these rights, upon wages, hours, and other terms and conditions of employment.

ARTICLE 8.SEVERABILITY
Should any part of this Memorandum of Agreement be rendered or declared illegal or invalid by legislation or decree of a court of competent jurisdiction, or of an administrative tribunal or board, such invalidation during the life of this Agreement shall not affect the remaining portions thereof. Notwithstanding any other provision of this MOA, the CITY and the CMEA agree to meet and confer upon the request of either party to address the identifiable impacts, if any, that such illegality or invalidity has upon the terms and conditions of employment.

ARTICLE 9.REASONABLE NOTICE
All communications or notices required to be served upon the CMEA by the CITY, pursuant to the terms of this Agreement, or State or Federal law, shall be delivered to the President and Secretary or designee of the CMEA at his/her current email or physical mailing address on file in the City Manager’s Office by electronic, U.S. Mail or hand delivery, whichever is most convenient to the CITY.

ARTICLE 10.STEWARDS
It is agreed that CMEA may select a reasonable number of stewards to represent this Union, but not to exceed one (1) steward for every ten (10) members. The Union agrees CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 6 to give the CITY a “written list” of employees who have been selected as stewards by November 1, of every even numbered year. and the written list shall be updated and kept current by the CMEA at all times. Stewards on the written list may spend a reasonable amount of time to promptly represent its members, and expeditiously investigate and process grievances without loss of pay or benefits of any kind. Stewards on the written list shall be free from reprisal and shall not in any way be coerced, intimidated or discriminated against as a result of their activities and role as stewards. When anticipating the need to leave their work station/location to transact such investigations or processing, Stewards on the written list shall first obtain, with as much notice as possible, prior permission from their immediate supervisor and inform them of the nature of the business. Permission to leave will be granted unless such absence would cause interference to departmental operations. If such permission cannot be granted at the time of request, the steward on the written list will be informed as soon as possible as to the earliest available time.

Upon entering a work location, Stewards on the written list or the designated Business Representative from AFSCME shall obtain permission from the responsible supervisor prior to speaking with the union member. Permission to leave the job will be granted to the employee involved, unless such absence would cause an undue interruption or interference in operations. If the employee cannot be made available, the steward will be informed as to the time he/she will be made available.

The CMEA agrees that a Steward on the written list shall not log compensatory time spent performing Union Business. The role of a Steward on the written list is to provide timely grievance representation at the first step of the grievance process in an effort to resolve the grievance at the lowest possible step and increase communications between the CITY and the Union.

ARTICLE 11.UNION BUSINESS
Elected CMEA Officers or designated union members, such as stewards, shall be granted time off to perform business including conferences, conventions, seminars, and training.

This time, to be granted without loss of pay, shall not to exceed an aggregate of 200 per fiscal contract year, and 300 hours per fiscal contract year, during “even years” (i.e., ’22, ’24, etc.) wherein it is an election year. The balance of the unused release time at the end of the fiscal year will rollover to the next fiscal year but must be used during that fiscal year or it will be forfeited. The City will be responsible for keeping an account of the time used per fiscal year and will notify the CMEA of the time used, accrued and forfeited in accordance with the notice requirements in Article 9.

CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 7 Up to six (6) members of the negotiating team shall be granted paid time off for negotiations which shall be mutually set by the City and CMEA, and such employer/employee meetings shall not be charged against Union business time.

ARTICLE 12.ACCESS TO WORK STATION
The CITY agrees to grant official representatives of the CMEA the access and the right to discuss grievances, administrative interviews, or other matters of CMEA representation with employees of this Unit during working hours. It is agreed that there will be as little interference as possible by the CMEA’s business representatives and Stewards on the list shall be permitted to utilize a reasonable amount of time during work hours without loss of pay to specifically address representation matters if: 1) such time will not interfere with departmental operations; and 2) with the prior approval from the department manager.

The CITY agrees to permit the CMEA to use CITY facilities to conduct business meetings when such facilities are available and requested in a timely manner.

ARTICLE 13.BULLETIN BOARDS/CITY EMAIL
The CITY agrees to furnish and maintain space for suitable bulletin boards in convenient places to be used by the CMEA. The CMEA shall limit its posting of notices and bulletins to such areas. The City also agrees to allow the CMEA to send emails to its unit members at their official City email addresses regarding official CMEA related communication and notifications.

ARTICLE 14.SICK LEAVE/SEVERANCE POLICY
Sick leave shall be earned and accumulated on an annual basis of twelve (12) days/one hundred and twenty (120) hours per year from January 1 through December 31. Accrual and use of sick leave shall be in accordance with Rule 7.5(D)(1) of the Personnel Rules and Regulations, except that probationary employees may be allowed to use accrued holiday and/or compensatory time while on probation and are unable to work due to illness or non-industrial injury. Said sick leave accumulation shall be credited to the employee's records on a monthly basis. Accumulation of unused sick leave shall be unlimited. Employees shall not accrue sick leave while on suspension, or other unpaid leaves of absence.

A.Employees hired prior to the ratification and City Council adoption of this Agreement shall be entitled to a payoff of accumulated sick leave in accordance with the following schedule upon termination in good standing after five years of service:

CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 8 LENGTH OF SERVICE SEVERANCE PAY / PROPORTION OF ACCRUED SICK LEAVE
OVER 800 HOURS UP TO 800 HOURS
0 through 4 years 0% 0%
5 through 9 years 25% 0%
10 through 14 years 50% 25%
15 through 19 years 75% 50%
20 through 24 years 100% 75%
25 years or more 100% 100%
B. Any bargaining unit member employee hired after the ratification and approval by City Council of this Agreement, upon separation from service due to termination for any reason other than disciplinary causes, shall be entitled to receive as severance pay (calculated at the final level of compensation), a proportion of sick leave bank credits representing accumulated and unused sick leave accrual as follows:

1. Any member with 25 years or more years of service will be paid a maximum of 500 hours of accumulated and unused sick leave.

2. Any member with 15-24 years of service will be paid a maximum of 300 hours of accumulated and unused sick leave.

3. Any member with 10-14 years of service will be paid a maximum of 200 hours of accumulated and unused sick leave.

After payment of the severance amount is calculated as prescribed above, all accumulated sick leave shall be permanently lost, and no other payments shall be made in lieu thereof, except in cases of reinstatement within one year or due to layoffs or as prescribed by law.

Total severance within the lifetime of City service will not exceed the amounts listed above.

The payoff shall be made in a lump sum unless other arrangements are agreed to by the employee and CITY.

CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 9 ARTICLE 15.HEALTH AND WELFARE BENEFITS
Medical Insurance Coverage
For the term of this Agreement, the CITY shall continue to pay an amount equal to the Los Angeles Region Kaiser family rate. The CITY shall continue to contribute the cost of medical insurance coverage to any Unit member who prior to ratification of this MOA who currently resides outside of Los Angeles County in the amount designated by PERS as "Other Southern California Region" HMO Health Plan for Employee + 2 or more dependents. It is understood, and agreed, that this CITY contribution shall not be increased for Unit members who relocated outside of Los Angeles County after July 1, 2014, nor shall this contribution apply to Unit members hired after the date of ratification of this MOA.

The CITY'S actual contribution toward the monthly premium for each employee in classification covered by the bargaining unit shall be based upon the unit member's enrollment in a plan provided through the CITY'S contract with the California Public Employees Retirement System, hereafter referred to as CALPERS and status as:
Employee only
Employee and 1 dependent
Employee and 2 or more dependents
At the CITY'S request, employees in classification covered by the bargaining unit shall submit verifiable proof of dependency for anyone they seek to cover.

Dental Insurance
The CITY shall continue to provide full payment for a City-wide pre-paid dental plan.

Dental coverage is available for employees in classifications covered by this bargaining unit and eligible dependents.

Vision Plan
The CITY shall provide a City-wide vision plan. Vision coverage is available for employees and eligible dependents.

Life Insurance
The CITY shall provide life insurance for the Chief Executive Employees in the amount of $85,000.00, and the CITY shall in turn provide life insurance for the CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 10 Executive employees in the amount of $80,000. For Supervisory classifications, the CITY shall provide life insurance to Unit members in the amount of $80,000.00.

State Disability Insurance
The CITY shall provide State Disability Insurance (SDI) at no cost to Unit members.

Administration of Fringe Benefits
The CITY reserves the right to select, change, administer or fund any fringe benefits program involving insurance that now exists or may exist in the future during the term of this Agreement. In the administration of fringe benefits programs involving insurance, the CITY shall have the right to select any insurance carrier or other method providing coverage to fund insurance benefits herein during the term of this Agreement. The CITY shall meet and confer with the CMEA prior to any change of insurance carrier or method of funding coverage for fringe benefits which adversely impact employees during the term of this Agreement. Changes in insurance carrier or methods of funding coverage which result in reduction in the level of benefits shall not be affected until completion of the Meet and Confer Process, as required by law.

When the new insurance coverage is substantially comparable to the old insurance coverage, the CITY shall have the right to change insurance carriers upon notice to the CMEA and employees.

G. During the term of this MOU, the City agrees to meet and confer with the Union upon either party’s request to explore alternative dental/vision plans.

ARTICLE 16.HEALTH INSURANCE CONTINUATION WHILE ON

LEAVE DUE TO UNDISPUTED / DISPUTED WORK-RELATED

INJURY/ILLNESS
It is mutually agreed that the CITY shall continue to pay the CITY’S contribution toward the premium for health insurance coverage, in the case of employees who are disabled and unable to work due to undisputed work-related injury/illness.

Employees who have filed a claim(s) for compensation as a result of an injury/illness which is in dispute, shall pay the entire amount of the premium for health insurance while in no pay status, beginning with the first premium due after onset of the injury/illness. If it is later determined that the injury/illness is work-related, the CITY shall refund all premiums paid by the employee.

CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 11 ARTICLE 17.OVERTIME (Non-Exempt Supervisory Technical & Professional Classifications Only)
Whenever an employee is required by the CITY to work on a recognized holiday, the CITY agrees to compensate holiday pay at two-and-one-half times the employee’s regular hourly rate for all hours worked on the specified holiday, provided that the employee is not absent or on sick leave within 48 hours after such time worked. If an employee uses sick leave within 48 hours, a doctor's verification shall be necessary to qualify for the holiday premium. If the employee does not provide verification of sickness, he will be paid at double the employee's regular hourly rate for all hours worked on the specified holiday. Members of this unit will receive cash payment at the rate of one-and-one-half times the employee's regular rate for all hours in paid status over forty (40) hours per week or at the employee's discretion by compensatory time off (up to a maximum of 100 hours). Employees who have accumulated compensatory time in excess of 100 hours as of the ratification of this agreement will not be allowed to accumulate any compensatory time until their accumulated compensatory time has been reduced below 100 hours. A week shall be defined as beginning at 12:01 a.m. Sunday and ending at 12:00 midnight on the following Saturday. Given reasonable notice, employees of this unit shall perform overtime work as requested by the department manager. Request for the use of compensatory time accrued under previous agreements must be submitted in writing in advance of intended use and will be granted upon mutual agreement between the employee and the supervisor.

ARTICLE 18.BEREAVEMENT LEAVE
In the event of a death in the immediate family ("immediate family" shall mean spouse, father, current father-in-law, mother, current mother-in-law, grandfather, grandmother, son, daughter, brother, or sister of employee, stepmother, stepfather, stepson, and stepdaughter, registered domestic partner, spouse’s brother, spouse’s sister, spouse’s parents, spouse’s grandparents, spouse’s son-in-law, spouse’s daughter-in-law, foster child and foster parents), an employee shall be entitled to up to five (5) non-consecutive days within three (3) months of the death, so long as they have been employed with the City for at least thirty (30) days prior to the commencement of leave.

Of the five (5) days, the City shall pay three (3) days as paid bereavement leave. The remaining two (2) days may be charged against the employee’s accrued sick leave. If the employee has no accrued sick leave available, vacation time may be used in accordance with applicable leave procedures. For employees assigned to 56-hour shifts, the equivalent of two (2) shifts shall apply in lieu of the day-based calculation.

CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 12 If the employee provides documented proof of out-of-state travel in connection with the bereavement, up to five (5) days of leave shall be fully paid by the City.

In the event of the death of a relative not considered in the immediate family, an employee shall be entitled to take the necessary time to attend the funeral. Such leave may be charged against accrued sick leave. If there is no accrued sick leave, the employee should then request vacation time in accordance with the vacation procedures.

The CITY reserves the right to verify any leave taken pursuant to this Section.

ARTICLE 19.STRIKE PROHIBITION
The CMEA and its members, as individuals or as a group, will not initiate, cause, permit, participate or join in any strike, work stoppage, or slowdown, picketing, or any other restriction of work at any location in the CITY.

Employees in the bargaining unit, while acting in the course of their employment, shall not honor any picket line established in the CITY by the CMEA or by any other labor organization when called upon to cross picket lines in the line of duty.

Disciplinary action, including discharge, may be taken by the CITY against any employee(s) engaging in violation of this Article. Such disciplinary action may be undertaken selectively at the option of the CITY and shall not preclude or restrict recourse to any other remedies, including an action for damages, which may be available to the CITY.

ARTICLE 20.WORK SCHEDULES
For all temporary changes to work schedules (i.e., training) the City shall provide employees with ten (10) calendar days advance notice of any change in the employee’s regularly scheduled work hours.

The City shall provide employees with ten (10) calendar days advance notice of a non- temporary change in the employee’s regularly scheduled work hours. This shall not preclude the employee and the City from agreeing that the employee’s schedule change shall take effect prior to or following the end of the ten (10) day calendar notice period.

In the event that the need for a temporary or non-temporary change in work schedule is unforeseeable (i.e., emergencies), the City may make the change to an employee’s work schedule with less than the ten (10) calendar day notice to the employee.

CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 13 Nothing in this provision negates the City’s obligation under the MMBA and other applicable laws.

ARTICLE 21.NIGHT SHIFT DIFFERENTIAL
The City will pay a night differential at the rate of ten (10%) percent above base salary to bargaining unit members outside of specific night classifications of this Unit who work between the hours of 11:00 P.M. and 7:00 A.M. subject to the following conditions:

A.Any bargaining unit member with a regular/scheduled assignment of a shift between 11:00 P.M. and 7:00 A.M. shall receive the night differential for their entire shift if they work their entire eight (8) hour shift (hours must be worked between 11:00 P.M. and 7:00 A.M.). In the event the bargaining unit member is in paid leave status for more than ten (10) days, the City shall discontinue the differential payment for the remainder of the employee’s leave.

B.Any bargaining unit member with a regular/scheduled assignment of a shift outside of 9:30 P.M. and 7:00 A.M., who works four (4) or more hours between the hours of 9:30 P.M. and 7:00 A.M. via overtime, will only receive night differential for the actual hours worked, which excludes standby.

ARTICLE 22.AUTO ALLOWANCE/CITY CAR (Chief Executives and Executive Classifications Only)
Upon ratification of this agreement, designated unit members shall continue to receive the auto allowance, in the amount of $390.00 per month.

Upon ratification of this agreement, designated unit members currently assigned a CITY owned automobile shall continue to be provided an automobile in accordance with the current policies and procedures of the CITY.

It is the sole discretion of the City Manager as to the eligibility of any unit member currently receiving an automobile allowance or use of a CITY owned car.

ARTICLE 23.VACATION
A. Hours of vacation leave entitlement shall be accrued on the basis of each calendar month of service as follows.

B. The Supervisory, Technical & Professional Employees of this Unit may use vacation leave after the satisfactory completion of six (6) months of continuous service with the City. Vacation accrual shall be as follows:

CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 14 Service Time

HOURS ACCRUED PER MONTH

6 months to 5 years of service 7.334
(Supervisory, Technical, & Professional Classifications Only)

Less than 5 years of service 7.334
(Chief Executive & Executive Classifications Only)

5 years but less than 10 10.667

10 years but less than 15 14

15 years and over 17.334
C.Accumulated vacation leave shall not exceed 24 times the current rate of each employee, as set out above.

D. Accumulated vacation time shall not be used so as to cause an employee to be absent more than a maximum of four (4) consecutive weeks, unless prior written approval is granted by the City Manager or designee Vacation Cash Out
Cash Out Selection Procedure
Unit members may convert to cash, up to 120 hours of unused vacation leave each year.

An employee must have hours of accrued vacation at the time of the declaration.

For any cash outs beginning in the 2027 calendar year, on or before the pay period which includes December 15 of each prior calendar year, an employee may make an irrevocable election to cash out accrued vacation (in whole hour increments) which will be earned in the following calendar year at the employee’s base rate of pay.

The parties agree to meet and confer within sixty (60) days of adoption of this Agreement regarding the Vacation to Cash Conversion Request Form process and implementation.

CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 15 E. Sworn safety members (fire) covered by this contract, shall continue to accrue vacation as previously provided for.

F. Supervisory, Technical, & Professional employees may use accrued vacation time on an incremental basis of not less than one (1) hour at a time.

ARTICLE 24.HOLIDAYS
During the term of this Agreement, Unit members shall receive paid holidays in accordance with the City Council resolution establishing a holiday schedule each fiscal year. Employees covered under this Agreement and assigned to the Three-Platoon Fire Department work schedule shall not be eligible and shall fall under Section B of this Article.

Independence Day (observed)
Labor Day
Admissions Day Floater
Veteran's Day
Thanksgiving Day
Day Following Thanksgiving Day
Christmas Day/Christmas Day (observed)
New Year's Day/New Year’s Day (observed)
Dr. Martin Luther King Jr.'s Birthday
Lincoln's Birthday
Washington's Birthday (President’s Day)
Cesar Chavez’s Birthday
Cinco de Mayo
Memorial Day
CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 16 Juneteenth
Employee's Birthday (Birthday Floater)
An “Employee's Birthday Holiday” must be used before the employee’s next birthday (ex. employee’s birthday on 2/1/24 must be used before 1/31/25).

ARTICLE 25.PURGING OF FILES
It is agreed that the CITY shall review personnel files when requested by employees covered under this Agreement, annually, before January 1st of each year in order to seal and/or destroy any reprimands or infractions (excluding serious disciplinary matters, i.e. suspensions, demotions and dismissals) which are citizens' complaints which are at least five years old and have not been repeated in a two year period, or which are internally generated complaints, which are at least two years old and have not been repeated within that time. It is agreed that any notice of deficiency or letter of reprimand not involving serious disciplinary matters, shall be destroyed after one year provided there are no similar occurrences which are repeated.

ARTICLE 26.UNIFORM ALLOWANCE
Effective upon ratification of this Agreement, safety members covered by this agreement shall continue to receive a uniform allowance at $1,500.00 per year paid quarterly. All other members covered by this agreement that are required to wear a uniform shall receive a uniform allowance at $1000.00 per year paid per quarter.

Supervisory employees who are required to be in the field where safety boots are required one or more times per week shall receive a $275.00 annual boot allowance.

ARTICLE 27.GRIEVANCE PROCEDURE
A "grievance" shall be defined as a dispute or a disagreement raised by an employee against the employer involving the interpretation or application of the specific provisions of this Agreement. It is specifically understood that any matters governed by the Personnel Rules and Regulations, statutory provisions, and appeals of discipline shall not be considered grievances and subject to the grievance procedure hereinafter set forth.

Nor shall any disciplinary actions which may be appealed to the Civil Service Board be considered grievances and subject to the grievance procedure herein. Grievances as herein defined, shall be processed as outlined in Section 10.1 C-D of the Personnel Rules and Regulations.

CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 17 Severe Discipline Determination and Appeal Procedures The procedures for handling severe discipline and appeal shall be those outlined in Section 10.2 of the Personnel Rules and Regulations.

Grievance Procedures
Grievances shall be processed in the following manner:

Step 1
An employee must submit a grievance in writing, including the facts supporting the grievance and the specific provisions alleged to have been violated, signed and dated by the employee, or the employee representative on behalf of employee(s), and present to the Department Head within fifteen (15) business days of the event giving rise to the grievance, or notice thereof.

A copy of the grievance shall be given to the Director of Human Resources. If the grievance is against Human Resources, or pertains to compensation or benefits, then the first level grievance shall be filed directly with Human Resources, and the Human Resources Director or designee shall conduct the meeting referenced below.

A meeting with the employee and the employee’s representative, if any, and the Department Head will be arranged to review and discuss the grievance. Such meeting will take place within ten (10) business days from the date the Department Head receives the grievance. The Department Head may invite other members of management to be present as such meeting. The Department Head will give a written reply within ten (10) business days following the date of the meeting, and the giving of such reply will terminate step 1.

Step 2
If the grievance is not settled in Step 1, the employee and the employee’s representative, if any, shall within ten (10) business days after the termination of Step 1, appeal in writing to the City Manager or designee. The City Manager or designee shall schedule a meeting place within ten (10) business days from the date the grievance is referred to Step 2. The City Manager or designee may invite other management employees to be present at such meeting. The City Manager or designee will give a written reply by the end of the fifteenth (15th) business day following the date of the meeting, and provision of such reply will terminate Step 2.

Grievance timelines may be extended by mutual agreement of the parties.

CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 18 Business days are defined as days that City Hall is open to the public.

ARTICLE 28.GRIEVANCE ARBITRATION
Grievances which are not settled pursuant to the established procedures above, and where all other informal, internal means of settlement have been exhausted unsuccessfully, and which either party desire to contest further, shall be submitted to arbitration as provided below:

B. As soon as possible, and in any event not later than ten (10) days after either party received written notice from the other of the desire to arbitrate, the parties shall agree upon an arbitrator. If no agreement is reached within said ten (10) days, an arbitrator shall be selected from a list of seven (7) arbitrators submitted by the State Mediation and Conciliation Service by alternate striking of names until one name remains. The City shall be responsible for requesting the list. The party who strikes the first name from the panel shall be determined by lot.

C. The arbitrator shall have no power to amend, change, add to or subtract from any of the terms of this Agreement. The decision of the arbitrator shall be based solely upon the evidence and arguments presented to him by the respective parties in the presence of each other.

D. The award of the arbitrator shall be binding for all grievances as defined by this Agreement.

E. The arbitrator may hear and determine only one grievance at a time without the expressed agreement of the CITY and the grievant representative.

F. The parties shall share equally the expense of the cost of arbitration, except that parties shall be responsible for their own Counsel's fees and witness service. Also, any copies of transcripts of the proceedings other than that provided to the arbitrator, shall be paid solely by the requesting party ARTICLE 29.BASE PAY
A. Salary Adjustment
Unit members shall receive the following salary adjustment:

CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 19 For the 2024-2025 fiscal year, there will be a seven (7) percent wage increase to base pay for unit members, which shall be reflected in the City’s salary ranges.

For the 2025-2026 fiscal year, there will be a seven (7) percent wage increase to base pay for unit members, which shall be reflected in the City’s salary ranges. The adjustment to wages will be reflected within two (2) pay periods of City Council adoption of this Agreement.

Regarding the aforementioned fiscal year payments, only employees employed by the City on the date of ratification shall receive a compensation increase. All retroactive compensation payments shall be issued no later than the end of the 2025-2026 fiscal year.

For the 2026-2027 fiscal year, there will be a five (5) percent wage increase to base pay for unit members, which shall be reflected in the City’s salary ranges.

For the 2027-2028 fiscal year, there will be a four (4) percent wage increase to base pay for unit members, which shall be reflected in the City’s salary ranges.

For the 2028-2029 fiscal year, there will be a two (2) percent wage increase to base pay for unit members, which shall be reflected in the City’s salary ranges.

Only employees employed by the City on the date of ratification shall receive a compensation increase. All retroactive compensation payments shall be issued no later than the end of the 2025-2026 fiscal year, June 30, 2026.

B. Parity
If any bargaining unit receives a total on schedule base compensation package exceeding the total percentage that AFSCME Local 2325 agrees to, the City agrees to compensate the difference to Local 2325 members.

C. Fire Department Classifications
Bachelor's Degree Incentive
A Battalion Chief who obtains a Bachelor’s Degree shall be eligible for a salary increase of five percent (5%) in addition to base pay.

Battalion Chief Base Salary Compaction
The City will maintain the same base salary compaction percentage between the Fire Captain classification and Battalion Chief classification as exists between the Firefighter and Fire Engineer positions and between the Fire Engineer and Fire Captain positions.

CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 20 Deputy Fire Chief Compaction
The City agrees that within 60 days of the City’s completion of the classification and compensation study initiated in 2024, the City will meet and confer with Local 2325 to address compaction between the Battalion Chief and Deputy Fire Chief classifications.

D. Classification and Compensation Study
The parties agree that within 60 days of the City’s completion of the classification and compensation study initiated in 2024, the parties will reopen this MOU for the limited purpose of meeting and conferring regarding compensation in relation to the results of the study. Any changes to this MOU shall be subject to the mutual written agreement of the parties.

The City agrees to either initiate a Request for Proposals from vendors or contract with a vendor to complete a classification and compensation study no later than January 30, 2029.

ARTICLE 30.LONGEVITY PAY
A.Employees with fifteen (15) years of continuous service with the City shall receive a one-time longevity bonus of 2% of their base pay as of the date of their employment anniversary.

Employees with twenty (20) years of continuous service with the City shall receive a one- time longevity bonus of 2% of their base pay as of the date of their employment anniversary.

C.Employees with twenty-five (25) years of continuous service with the City shall receive a one-time longevity bonus of 2% of their base pay as of the date of their employment anniversary.

CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 21 D.Employees with thirty (30) years of continuous service with the City shall receive a one-time longevity bonus of 2% of their base pay as of the date of their employment anniversary.

A. Employees who have at least thirty (30) years of continuous service with the City on the date City Council adopts this Agreement shall receive a one-time longevity bonus of 2%.

E.Employees who reached their 15, 20, 25, or 30 -year anniversary between July 1, 2024 and the date City Council adopts this Agreement shall receive a 2% one-time longevity bonus.

ARTICLE 31.RETIREMENT
The CITY shall provide Classic California Public Employees’ Retirement System (CalPERS) members 1 who are covered by this MOA, the 2.7% at 55-retirement plan of CalPERS. The CITY shall provide employees who are new CalPERS members 2 who are covered by this MOA, the 2% at 62-retirement plan of CalPERS. The CITY shall continue to pay the employee’s portion of retirement contributions to CalPERS for Classic CalPERS members who are employed in a classification represented by the CMEA through the life of this agreement. The amount paid by the CITY to defray the cost of an employee’s portion of retirement contributions shall not exceed 8% of the employee’s monthly earnings from the CITY, except for Fire Protection Specialists II, which shall not exceed 9%. The CITY shall provide for all safety personnel/sworn members of the City Fire Department, who are covered by this MOA, and who are eligible for the CALPERS 3% at 50-retirement plan of CalPERS. This plan is codified at California Government Code section 21362.2. Employees defined as new CalPERS members shall pay their portion of contribution to the CalPERS retirement. The City shall continue to utilize one-year final compensation for PERS classic members.

ARTICLE 32.PERSONAL DEVELOPMENT (Chief Executives and
Executive Classifications Only)
Chief Executive Employees shall receive an annual personal development benefit that may be used for activities that are determined by the City Manager to mutually benefit 1 Classic members are defined as current CalPERS members who were active prior to January 1, 2013 or individuals from reciprocal agencies who were active prior to January 1, 2013. 2 New members are defined as new hires who are brought into CalPERS membership for the first time on or after January 1, 2013, and who have no prior membership in any other California public retirement system.

CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 22 the employee and the CITY. Effective upon ratification of this agreement, seven (7) Executive employees per calendar year shall receive an annual personal development benefit on a rotating basis.

ARTICLE 33.PERSONAL LEAVE DAYS (Chief Executives and
Executive Classifications Only)
Unit members shall accrue Personal Leave days as follows:

Chief Executive Employees 8 days per year
Executive Employees 8 days per year
Personal leave days shall be accrued at the beginning of each calendar year.

Personal leave days are not cumulative in nature and cannot be carried into the following year.

ARTICLE 34.EDUCATIONAL REIMBURSEMENT
The CITY shall continue to provide an educational reimbursement benefit of $5,000.00 per fiscal year.

A. Payment

1. Employees enrolling in courses eligible for tuition reimbursement may be required to apply, for funds for said purpose from alternate sources, if available.

Such sources may include, but is not limited to, State and Federal governments, inclusive of scholarship monies and Veteran’s benefits programs.

2. Reimbursement shall cease whenever an employee is promoted to a position with the CITY where the education level earned is an established prerequisite for the position.

3.Whenever an employee is required by the CITY to enroll in a course in order to obtain the requisite skills which have been determined to be necessary in order to effectively function in the job, he/she shall be fully reimbursed by the CITY.

B. All Course Eligible for Payment under this Section Shall

1. Be reviewed and approved by the employing department and the Human Resources Department prior to enrollment in the course.

2. Be initiated and completed while in the employ of the City of Compton.

3. Be completed at the minimum letter grade of “C” or with a “pass” if enrolled on a pass/fail basis.

CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 23 4. Reimbursement shall be made only for course work, which is completed at accredited high schools, junior colleges, colleges or universities, trade schools, or through other institutions approved by the Human Resources Department.

5. Approval of an application for reimbursement is contingent upon availability of funds and the employee’s successful completion of the course as specified in these provisions.

C. Procedure
1) The employee should make every effort to obtain an “After Hours Education” application at least one month prior to enrolling classes. Employee requests are to be placed on an eligibility list for this program. The employee submits the application to the department manager.
2) The department notes whether the course is job related or promotion related, then approves or disapproves the application and forwards such to the Human Resources Department. 3) The Human Resources Department examines the application noting the department manager’s recommendation and secures a cost estimation of the course. 4) If the application is disapproved, notice is sent to employee, stating the reasons for disapproval. If approved, the Human Resources Department briefs the employee on the reimbursement procedure. The employee submits receipts for tuition, books, and application fees to the Human Resources Department within three weeks after beginning classes.
5) The Human Resources Department records and returns the receipts to the employee. 6) Upon successful completion of the course, the employee submits to the Human Resources Department a transcript of the course grade (or completion certificates). 7) The Human Resources Department records and returns the grade (or certificate of completion) to the employee and submits a request for warrant to cover the expenses allowed by the policy statements.
8) The Human Resources Department sends a congratulatory letter to the employees for successful completion of the course.
9) A record of the courses completed and grades attained are prepared; one copy is placed in the employee’s personnel file, and a copy is forwarded to the department manager.

CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 24 ARTICLE 35.BILINGUAL ASSIGNMENT – (Supervisory, Technical, & Professional Classifications Only)
A.The CITY agrees to pay $46.15 bi-weekly ($100.00/monthly) to Unit members when assigned to provide bilingual services. Employees shall be required to pass a qualifying examination administered by the CITY to determine proficiency for bilingual assignment.

B.Employees committed to the bilingual assignments shall be obligated to provide such service to the CITY as needed.

C.A differential of $92.31 bi-weekly ($200.00 per month) will be paid to the unit members who obtain a certificate showing oral and written competence in Spanish from an institution in the state of California approved by the Human Resources Department, when assigned to provide bilingual services.

D. Unit members currently receiving bilingual pay under the provisions of "A" above will be eligible to receive payment of $92.31 bi-weekly if they can demonstrate written competence in Spanish as determined by the Human Resources Director.

ARTICLE 36.LICENSES AND CERTIFICATIONS (Certain
Supervisory, Technical, & Professional Classifications Only) A.Fire Protection Specialists I and IIs who are formally assigned to an Arson Investigator assignment by the Fire Chief shall be eligible for premium pay. Eligible Fire Protection Specialists I and II’s shall receive premium pay in the amount of three hundred fifty dollars ($350.00) per month for the duration of the assignment. The premium pay shall be effective beginning the first full pay period following the assignment and shall continue on a monthly basis as long as the Fire Protection Specialist remains assigned to Arson Investigator duties. The Fire Chief retains the discretion to assign and remove Fire Protection Specialists from Arson Investigator duties based on operational needs.

Removal from the assignment shall result in the discontinuation of premium pay effective at the end of the pay period in which the removal occurs.

B.A Fire Protection Specialist who obtains a Hazardous Material Technician as issued by Cal-OES/Cal-EMA shall receive a bonus of 5% per month. In order to retain this bonus, the Fire Protection Specialist must maintain the certification and continue to serve and participate in the City’s Hazardous Material Unified Program.

C.Fire Protection Specialist who obtains an Industrial Waste Inspector certification as issued by CalEPA shall receive a bonus of $200.00 per month. In order to retain this CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 25 bonus, the Fire Protection Specialist must maintain the certification and continue to serve and participate in the City’s Industrial Waste Fat Oil and Grease Program.

D.Fire Protection Specialist who obtains an EMT-B certification and uses such certification while performing the duties of a Fire Protection Specialists shall receive a monthly bonus of $300.00 per month. In order to retain this certification, the Fire Protection Specialist must maintain this certification.

ARTICLE 37.MOVE-UP ASSIGNMENT (Supervisory, Technical, & Professional Classifications Only)
When assigned by the department head, an acting or move-up assignment must be initiated by a Personnel Action form and must be for a minimum of eighty (80) hours.

Whenever an employee of the Unit is given an acting assignment to that position the employee shall receive compensation fixed by the employee's department manager. The compensation shall be fixed within the higher salary range of the position moved-up to and shall be an increase of no less than seven (7%) percent of the employee's regular base salary. The employee shall receive a City-issued cell phone while serving in the acting/move-up assignment and must return the phone when the acting/move-up assignment ends. 3 Employees shall receive the car allowance on a pro-rated basis in accordance with Article 21 (Car Allowance) of the MOU.

Employees shall receive personal leave days on a pro-rated basis after six (6) months in a move up assignment.

Whenever the Fire Protection Specialist II is required to work the duties normally assigned to the Fire Marshall classification - move-up pay shall be granted equivalent to the Fire Captain - Step A.

ARTICLE 38.EMPLOYMENT VACANCIES
Vacancies in the Classified Service shall be filled by the method prescribed in Rule 6.2a and 6.6a of the City of Compton’s Personnel Rules and Regulations. 3 The employee’s use of the City issued cellphone is subject to the standard City Rules & Regulations regarding use of City Technology. Employee has no expectation of privacy regarding the City issued cellphone.

CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 26 ARTICLE 39.CONTRACTING AND SUBCONTRACTING
(Supervisory, Technical, & Professional Classifications Only) CMEA recognizes that the CITY has statutory and charter rights and obligations in contracting for matters relating to municipal operations. The right of contracting and subcontracting is vested in the CITY. The right to contract or subcontract shall not be used for the purpose or intention of undermining CMEA nor to discriminate against any of its members. The CITY further agrees that it will not lay off any employees who have completed their probationary periods and have regular civil service status at the time of the execution of this Agreement because of the exercise of its contracting or subcontracting rights, except in the event of an emergency, strike or work stoppage, or essential public need where it is uneconomical for City employees to perform said work.

ARTICLE 40.STANDBY/CALL BACK
A. Fire Protection Specialist
Unit members in the Fire Protection Specialist classification shall be granted a minimum of two hours compensatory time each time they are called back to work during periods other than normal working hours.

The intent here is for a unit member to earn minimum of two hours for each time called back; however, if the employee is called back and works two or more hours, they will be paid for the actual hours worked. This provision only applies when the employee is called back and required to work less than two full hours.

B. Other Classifications
The following additional classifications shall be eligible for standby and call back pay:

1. Street Maintenance Supervisor

2. Traffic & Lighting Foreman

3. Cross Connection Control Investigator

4. Water Construction and Maintenance Supervisor

5. Water Production and Distribution Supervisor

6. Water Operations and Division Supervisor

7. Building Maintenance Supervisor
CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 27 8. Parks Maintenance Supervisor

9. Custodian Foreman
Additional compensation shall be paid to bargaining unit members under this section assigned to be on call for emergency maintenance or repair work during periods other than normal working hours. The rate of pay for a bargaining unit member on standby status who responds to all Calls shall be thirty ($30.00) per day or fifty-five ($55.00) dollars per day for legally recognized holidays during the standby period.

Overtime work performed during a callback period shall be paid at the rate of one and one-half limes the straight time hourly rate for the time worked, but not less than two (2) hours regardless of the actual time worked, exclusive or such standby premium.

During the standby period (provided the bargaining unit member makes themselves available and responds to all calls for emergency work), the bargaining unit member so assigned will receive the weekly standby premium for the entire period. Bargaining unit employees of this Unit shall serve standby assignments when requested by the department manager. A bargaining unit member who is found to be unavailable, or who does not respond to an emergency call, shall not qualify for standby pay for the entire standby period except in cases where he has notified his supervisor in advance of an emergency which will prevent his responding. In that event, the bargaining unit member shall be compensated only for the prorated portion of the entire weekly standby period for which he was available. The City will furnish a cellular phone for use by bargaining unit members serving standby duty.

ARTICLE 41.ZIPPER CLAUSE
The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter removed by law from the area of collective bargaining, and that the understandings and agreement arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the CITY and the CMEA, for the life of this Agreement, each agrees that the other shall not be obligated to bargain collectively with respect to any subject matter referred to or covered in this Agreement pertaining to rates, wages, hours, and terms and conditions of employment or any subject or matter not specifically referred to or covered in this Agreement, even though such subject or matter may not have been within the knowledge or contemplation of either or both of the parties at the time that they negotiated or signed this Agreement.

CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 28 ARTICLE 42.EMPLOYEE TITLES

CHIEF EXECUTIVE EMPLOYEES

CLASSIFICATION TITLE SALARY RANGE / EFFECTIVE DATE
7/1/2023 7/1/2024 7/1/2025 7/1/2026 7/1/2027 7/1/2028
Budget Officer 177 184 191 196 200 202
Chief Building Official 222 229 236 241 245 247
Chief of Staff 202 209 216 221 225 227
City Engineer 222 229 236 241 245 247
Community Improvement Services Director 189 196 203 208 212 214 Community Services Director 202 209 216 221 225 227
Deputy Director of Public Works and Municipal
Utilities 194 201 208 213 217 219
Director of Community Development 223 230 237 242 246 248 Director of Public Works and Municipal Utilities 194 201 208 213 217 219 Director of Economic and Grants Management
Services 202 209 216 221 225 227
Director of Employment and Training Services 182 189 196 201 205 207 Director of General Services 194 201 208 213 217 219
Director of Information Systems 184 191 198 203 207 209 Director of Municipal Law Enforcement Services 180 187 194 199 203 205 Director of Parks and Recreation 206 213 220 225 229 231 Director of Planning and Economic Development 205 212 219 224 228 230 Director of Recreation 194 201 208 213 217 219
Director of Redevelopment 190 197 204 209 213 215
Fire Chief 227 234 241 246 250 252
Housing Director 190 197 204 209 213 215
Municipal Services Director 202 209 216 221 225 227
Planning Director 186 193 200 205 209 211
Police Chief 244 251 258 263 267 269
Special Services Supervisor 151 158 165 170 174 176
CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 29 CLASSIFICATION TITLE SALARY RANGE / EFFECTIVE DATE
Street Superintendent 178 185 192 197 201 203
Superintendent of Recreation 152 159 166 171 175 177
Water Department General Manager 222 229 236 241 245 247

EXECUTIVE EMPLOYEES

CLASSIFICATION TITLE SALARY RANGE / EFFECTIVE DATE
7/1/2023 7/1/2024 7/1/2025 7/1/2026 7/1/2027 7/1/2028
Assistant City Engineer 180 187 194 199 203 205
Assistant Director of Employment and Training
Services 155 162 169 174 178 180
Assistant Police Chief 205 212 219 224 228 230
Assistant Water Department General Manager 168 175 182 187 191 193 Cable and Public Affairs Manager 180 187 194 199 203 205 Chief Deputy City Attorney 205 212 219 224 228 230
Chief Deputy City Clerk 151 158 165 170 174 176
Chief Deputy City Treasurer 151 158 165 170 174 176
Chief Executive Assistant 212 219 226 231 235 237
Community Development and Planning
Coordinator 168 175 182 187 191 193
Data Processing Division Supervisor 181 188 195 200 204 206 Deputy City Attorney I 160 167 174 179 183 185
Deputy City Attorney II 175 182 189 194 198 200
Deputy City Attorney III 190 197 204 209 213 215
Deputy City Controller 178 185 192 197 201 203
Deputy Director of Community Improvement
Services 171 176 180 182
Deputy Director of General Services 155 162 169 174 178 180 Deputy Director of Redevelopment 180 187 194 199 203 205 Deputy Director of Public Works & Municipal
Utilities 192 199 206 211 215 217
Deputy Fire Chief 199 206 213 218 222 224
CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 30 CLASSIFICATION TITLE SALARY RANGE / EFFECTIVE DATE
Deputy Housing Director 158 165 172 177 181 183
Deputy Planning Director 171 178 185 190 194 196
Fire Battalion Chief 188 195 202 207 211 213
Grants Compliance Manager 169 176 183 188 192 194
Grants Manager 169 176 183 188 192 194
Housing Manager 168 175 182 187 191 193
Housing Services Supervisor 148 155 162 167 171 173
Human Resources Analyst 158 165 172 177 181 183
Internal Auditor 161 168 175 180 184 186
Legal Analyst/Police Inspector 187 194 201 206 210 212
Planning Manager 170 177 184 189 193 195
Police Records Supervisor 173 180 187 192 196 198
Purchasing Manager 185 192 199 204 208 210
Redevelopment Manager 170 177 184 189 193 195
Risk Manager 196 203 210 215 219 221
Special Assistant to the City Manager 156 163 170 175 179 181 Special Services Manager 180 187 194 199 203 205
Superintendent of Parks 152 159 166 171 175 177
Workers Compensation Claims Administrator 179 186 193 198 202 204

SUPERVISORY, TECHNICAL & PROFESSIONAL EMPLOYEES

CLASSIFICATION TITLE SALARY RANGE / EFFECTIVE DATE
7/1/2023 7/1/2024 7/1/2025 7/1/2026 7/1/2027 7/1/2028
Accounting Supervisor 168 175 182 187 191 193
Assistant Recycling Coordinator 129 136 143 148 152 154 Associate Civil Engineer 145 152 159 164 168 170
Associate Traffic Engineer 136 143 150 155 159 161
Building Inspector II 142 149 156 161 165 167
CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 31 CLASSIFICATION TITLE SALARY RANGE / EFFECTIVE DATE
Building Maintenance Supervisor 151 158 165 170 174 176 Business Licensing Supervisor 142 149 156 161 165 167
Cable Production Supervisor 139 146 153 158 162 164
Claims Examiner 140 147 154 159 163 165
Code Enforcement Manager 179 186 193 198 202 204
Code Enforcement Officer II 141 148 155 160 164 166
Community Center Supervisor 99 106 113 118 122 124
Community Development Block Grant Coordinator 155 162 169 174 178 180 Community Development Specialist 143 150 157 162 166 168 Computer Technician 141 148 155 160 164 166
Construction and Maintenance Supervisor 160 167 174 179 183 185 Contract Administrator 160 167 174 179 183 185
Contract Compliance Officer 135 142 171 176 180 182
Cross Connection Control Investigator 139 146 153 158 162 164 Custodian Foreman 131 138 145 150 154 156
Customer Services Supervisor 135 142 149 154 158 160
Data Processing Equipment Supervisor 126 133 140 145 149 151 Deputy City Clerk 135 142 149 154 158 160
Deputy City Treasurer 135 142 149 154 158 160
Development Services Coordinator 147 154 161 166 170 172 Economic Development Specialist 140 147 154 159 163 165 Emergency Management Coordinator 155 162 169 174 178 180 Equipment Maintenance Supervisor 148 155 162 167 171 173 Executive Assistant 135 142 149 154 158 160
Financial Analyst 153 160 167 172 176 178
Fire Protection Specialist I 130 137 144 149 153 155
Fire Protection Specialist II 145 152 159 164 168 170
Fiscal Coordinator 140 147 154 159 163 165
CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 32 CLASSIFICATION TITLE SALARY RANGE / EFFECTIVE DATE
Grants Coordinator 140 147 154 159 163 165
Help Desk Technician 114 121 128 133 137 139
Housing Rehabilitation Supervisor 149 156 163 168 172 174 Housing Services Supervisor 148 155 162 167 171 173
Information Systems Engineer/Administrator 178 185 192 197 201 203 Legislative Analyst 141 148 155 160 164 166
Liability Claims Coordinator 154 161 168 173 177 179
Liability Claims Examiner 140 147 154 159 163 165
Maintenance Superintendent 149 156 163 168 172 174
Mechanic Foreman 131 138 145 150 154 156
Neighborhood Center Manager 128 135 142 147 151 153
Paralegal 148 155 162 167 171 173
Parks Maintenance Supervisor 146 153 160 165 169 171
Payroll Services Supervisor 141 148 155 160 164 166
Printing Services Supervisor 151 158 165 170 174 176
Programmer Analyst 140 147 154 159 163 165
Project Manager 162 169 176 181 185 187
Purchasing Officer 152 159 166 171 175 177
Recreation Supervisor 130 137 144 149 153 155
Recycling Coordinator 141 148 155 160 164 166
Security Services Supervisor 141 148 155 160 164 166
Senior Administrative Analyst 153 160 167 172 176 178
Senior Building Inspector 168 175 182 187 191 193
Senior Civil Engineer 167 174 181 186 190 192
Senior Community Development Specialist 158 165 172 177 181 183 Senior Economic Development 155 162 169 174 178 180
Senior Housing Specialist 141 148 155 160 164 166
Senior Personnel Technician 126 133 140 145 149 151
CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 33 CLASSIFICATION TITLE SALARY RANGE / EFFECTIVE DATE
Senior Planner 168 175 182 187 191 193
Senior Program Development Specialist 160 167 174 179 183 185 Senior Rehabilitation Loan Officer 142 149 156 161 165 167 Special Events Coordinator 114 121 128 133 137 139
Street Foreman 130 137 144 149 153 155
Street Maintenance Supervisor 146 153 160 165 169 171
Systems Coordinator 160 167 174 179 183 185
Traffic and Lighting Foreman 144 151 158 163 167 169
Traffic Engineer 160 167 174 179 183 185
Water Construction and Maintenance Supervisor 153 160 167 172 176 178 Water Operations and Division Supervisor 160 167 174 179 183 185 Water Production and Distribution Supervisor 160 167 174 179 183 185 Within 60-days of execution of this Tentative Agreement, the parties shall meet and confer, on a mutually agreed upon schedule, to continue discussions regarding the inclusion of certain classification titles in this Article.

The parties agree the revised salary ranges will be included in this Article prior to the ratification of the MOA.

ARTICLE 43.TERM AND EFFECT OF AGREEMENT
This Agreement shall be in full force and effect, commencing July 1 st, 2024, and concluding on June 30 th, 2029. All terms and conditions agreed to in this Memorandum of Agreement shall remain in effect until a successor Memorandum of Agreement is agreed to, or until such time as the City may implement changes in this Memorandum of Agreement by unilateral implementation through impasse.

This Agreement constitutes the total and entire agreement between the parties, except as otherwise provided for by side-letter, and no verbal statement shall supersede any of its provisions.

CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 34 ARTICLE 44.NEW EMPLOYEE ORIENTATION
“New Employee Orientation” means the onboarding process of a group of newly hired public employees, whether in person, online, or through other means and mediums, in which employees are advised of their employment status, rights, benefits, duties and responsibilities, or any other employment-related matter.

During each calendar month, the City shall inform the CMEA if any employees have been hired into the bargaining unit during that respective month. If any employee(s) have been hired, the City shall provide Union access to any new employee orientations that may be held. The CMEA shall receive not less than ten (10) calendar days’ notice in advance of a monthly orientation, except that shorter notice may be provided in a specific instance where there is an urgent need critical to the City’s operations that was not reasonably foreseeable. The notice shall be sent via email to the President, Vice-President, and Secretary at email addresses provided by the Union.

The City will provide CMEA representatives up to thirty (30) minutes exclusive time (without City management representatives present) with any new bargaining unit employees to explain the coverage of this Agreement, obligations and benefits of CMEA membership and provide all other pertinent information to the employees regarding the CMEA. Such time may be scheduled in a meeting room or other space provided by the City.

Release time shall be granted for stewards to participate in the new employee orientations.

CITY OF COMPTON – AFSCME LOCAL 2325 MOA – JULY 1, 2024 TO JUNE 30, 2029 35 Subject to the foregoing, this Memorandum of Agreement is hereby executed by the authorized representatives of the City of Compton and the Union, and entered into this ____________ day of _________ 2026.

FOR CITY FOR AFSCME 2325
__________________________________ _________________________ Willie Hopkins Jr., City Manager Enrique Benitez, President, AFSCME Local 2325
__________________________________ _________________________ TaQuan J. Jones, Interim
Human Resources Director Yesenia Garcia, Vice President, AFSCME Local 2325
__________________________________ _________________________ Gabriella A. Kamran, Legal Counsel Bob Adams, Business
Representative/AFSCME Council
36 APRIL 28, 2026
TO: MAYOR AND CITY COUNCIL MEMBERS
FROM: WILLIE A. HOPKINS JR.

CITY MANAGER
SUBJECT: A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COMPTON

APPROVING A MEMORANDUM OF AGREEMENT (MOA) BETWEEN

THE CITY OF COMPTON AND THE AMERICAN FEDERATION OF

STATE, COUNTY AND MUNICIPAL EMPLOYEES (AFSCME) LOCAL
3947, FOR FISCAL YEARS 2024-2029

SUMMARY
The City Council will consider this Resolution adopting a five-year employment contract (Memorandum of Agreement) MOA between the City of Compton and American Federation of State, County and Municipal Employees (AFSCME) Local 3947 Non- Supervisory Union.

BACKGROUND
The City of Compton has four (4) union locals representing most miscellaneous (non- sworn) employees. The proposed Memorandum of Agreement (MOA) is American Federation of State, County and Municipal Employees (AFSCME) Local 3947 Non- Supervisory Union employees in the City of Compton.

The previous union agreement between the City and Compton Management Employees Association, CMEA/AFSCME, Local 2325, AFL- CIO, Council 36 expired on June 30, 2024. American Federation of State, County and Municipal Employees (AFSCME) Local 3947 Non-Supervisory Union and the City of Compton came to a Tentative Agreement modifying the terms of the MOA for a period of five years.

STATEMENT OF ISSUE
Over the past months, the City negotiated with American Federation of State, County and Municipal Employees (AFSCME) Local 3947 Non-Supervisory Union regarding salary and benefits, and have reached an agreement. American Federation of State, County and Municipal Employees (AFSCME) Local 3947 Non-Supervisory Union has met with its members and voted to approve the terms of contract agreed to during negotiations.

The proposed ratified MOA must now be approved by the City Council, at which point the MOA can be executed and implemented.

22.22.22. Staff Report – Amending the Salary Schedule
April 28, 2026, Page 2

FISCAL IMPACT
The estimated fiscal impact of the 7% base pay increase American Federation of State, County and Municipal Employees (AFSCME) Local 3947 Non-Supervisory Union for fiscal year 2024-2025 is $283,605.

The estimated fiscal impact of the 7% base pay increase for American Federation of State, County and Municipal Employees (AFSCME) Local 3947 Non-Supervisory Union for fiscal year 2025-2026 is $781,850.

The estimated fiscal impact of the 5% base pay increase for American Federation of State, County and Municipal Employees (AFSCME) Local 3947 Non-Supervisory Union fiscal year 2026-2027 is $333,227.

The estimated fiscal impact of the 4% base pay increase for American Federation of State, County and Municipal Employees (AFSCME) Local 3947 Non-Supervisory Union for fiscal year 2027-2028 is $279,910.

The estimated fiscal impact of the 2% base pay increase for American Federation of State, County and Municipal Employees (AFSCME) Local 3947 Non-Supervisory Union for fiscal year 2028-2029 is $145,553.

RECOMMENDATION
Staff recommends approval of the attached Resolution adopting the MOAs for American Federation of State, County and Municipal Employees (AFSCME) Local 3947 Non- Supervisory Union.

TAQUAN J. JONES

INTERIM HUMAN RESOURCES DIRECTOR
APPROVED FOR FORWARDING:

WILLIE A. HOPKINS JR.

CITY MANAGER
RESOLUTION NO. _____________

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COMPTON APPROVING

A MEMORANDUM OF AGREEMENT (MOA) BETWEEN THE CITY OF COMPTON

AND THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES (AFSCME) LOCAL 3947, FOR FISCAL YEARS 2024-2029 WHEREAS, the City of Compton has fulfilled its meet-and-confer obligations as required by the Meyers-Milias-Brown Act (MMBA); and
WHEREAS, the negotiations have resulted in an agreement between the City of Compton and American Federation of State, County and Municipal Employees (AFSCME) Local 3947 Non-Supervisory Union.

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

SECTION 1. That the City Council of the City of Compton does hereby approve the Memorandum of Agreement (MOA) executed by the representatives of American Federation of State, County and Municipal Employees (AFSCME) Local 3947 Non- Supervisory Union, a copy of which is attached hereto and incorporated herein by reference.

SECTION 2. That the City Manager is hereby directed to execute and implement the MOAs in accordance with the provisions of this resolution.

SECTION 3. That this resolution and the MOAs referenced herein supersede any provisions of previously adopted City policies that conflict with the provisions of these MOAs.

SECTION 4. That the monthly salary range for each of the classifications covered by American Federation of State, County and Municipal Employees (AFSCME) Local 3947 Non-Supervisory Union. MOAs are hereby fixed and established in accordance with Article 40 of these MOAs, as follows:
- Seven Percent (7%) increase effective July 1, 2024
- Seven Percent (7%) increase effective July 1, 2025
- Five Percent (5%) increase effective July 1, 2026
- Four Percent (4%) increase effective July 1, 2027
- Two Percent (2%) increase effective July 1, 2028
SECTION 5. That the health, dental, vision, and vacation benefits remain the same.

SECTION 6. That the monthly retirement contribution for each of the classifications covered by the American Federation of State, County and Municipal Employees (AFSCME) Local 3947 Non-Supervisory Union. MOA is hereby established in accordance with Article 19 of this MOA.

SECTION 7. That copies of this Resolution shall be filed in the offices of the City Manager, City Clerk, City Controller, Law Division/City Attorney, and Human Resources Department.

SECTION 8. That the Mayor shall sign, and the City Clerk shall attest to the adoption of this Resolution.

ADOPTED this 28th, day of APRIL, 2026.

RESOLUTION NO. _____________
PAGE 2

_______________________________

EMMA SHARIF

MAYOR OF THE CITY OF COMPTON
ATTEST:
___________________________________
SATRA D. ZURITA

CITY CLERK OF THE CITY OF COMPTON

STATE OF CALIFORNIA

COUNTY OF LOS ANGELES
CITY OF COMPTON:ss
I, Satra D. Zurita, City Clerk of the City of Compton, hereby certify that the foregoing resolution was adopted by the City Council of the City of Compton, signed by the Mayor, and attested by the City Clerk at a regular meeting thereof held on the 28 TH, day of APRIL, 2026.

That said resolution was adopted by the following vote, to wit:

AYES: COUNCIL MEMBERS-
NOES: COUNCIL MEMBERS-
ABSTAIN:COUNCIL MEMBERS-
ABSENT: COUNCIL MEMBERS-
___________________________________
SATRA D. ZURITA

CITY CLERK OF THE CITY OF COMPTON
43772235.1

MEMORANDUM OF AGREEMENT

CITY OF COMPTON, A MUNICIPAL

CORPORATION
AND

AMERICAN FEDERATION OF STATE,

COUNTY AND MUNICIPAL EMPLOYEES
(AFSCME) LOCAL 3947
JULY 1, 2024
TO
JUNE 30, 2029
CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2024 – June 30, 2029 1 43772235.1
Article 1 RECOGNITION ......................................................................................................3 Article 2 SCOPE OF REPRESENTATION ...........................................................................3 Article 3 PAYROLL DEDUCTIONS.....................................................................................3 Article 4 NONDISCRIMINATION........................................................................................4 Article 5 BULLETIN BOARDS.............................................................................................4 Article 6 CONTRACT DISTRIBUTION...............................................................................4 Article 7 SICK LEAVE/SEVERANCE POLICY ..................................................................5 Article 8 HEALTH/WELFARE BENEFITS..........................................................................6 Article 9 OVERTIME.............................................................................................................8 Article 10 EDUCATION REIMBURSEMENT.......................................................................8 Article 11 GRIEVANCE PROCEDURE................................................................................10 Article 12 ARBITRATION ....................................................................................................11 Article 13 LAYOFF AND RETRENCHMENT PROCEDURES..........................................12 Article 14 LIMITED DUTY ASSIGNMENT ........................................................................16 Article 15 ACCESS TO WORK STATION........................................................................... 16 Article 16 UNION BUSINESS............................................................................................... 17 Article 17 STEWARDS.......................................................................................................... 17 Article 18 REASONABLE NOTICE ..................................................................................... 18 Article 19 WAGES/BASEPAY.............................................................................................. 18 Article 20 EMPLOYER RIGHTS .......................................................................................... 25 Article 21 SEPARABILITY PROVISION............................................................................. 26 Article 22 STRIKE PROHIBITION....................................................................................... 26 Article 23 QUARTERLY MEETINGS .................................................................................. 27 Article 24 SAFETY AGREED REVISIONS ......................................................................... 27 CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2024 – June 30, 2029 2 43772235.1
Article 25 UNPAID LEAVES OF ABSENCE....................................................................... 28 Article 26 HEATH INSURANCE CONTINUATION WHILE ON LEAVE DUE TO UNDISPUTED/DISPUTED WORK-RELATED INJURY/ILLNESS.............................28 Article 27 BILINGUAL ASSIGNMENT............................................................................... 28 Article 28 HOLIDAYS ...........................................................................................................29 Article 29 PERSONAL LEAVE............................................................................................. 30 Article 30 BEREAVEMENT LEAVE.................................................................................... 30 Article 31 VACATION........................................................................................................... 31 Article 32 EMPLOYMENT OPPORTUNITIES.................................................................... 31 Article 33 MOVE-UP ASSIGNMENT .................................................................................. 32 Article 34 Membership List/New Employee Orientation....................................................... 32 Article 35 ZIPPER CLAUSE NO CHANGE ...................................................................... 33 Article 36 CONTRACTING AND SUBCONTRACTING.................................................... 33 Article 37 UNIFORM ALLOWANCE................................................................................... 33 Article 38 RETIREMENT ...................................................................................................... 34 Article 39 DURATION OF AGREEMENT........................................................................... 35 Article 40 PURGING OF FILES............................................................................................ 35 Article 41 REDUCED WORK SCHEDULE IN LIEU OF UNPAID LEAVE...................... 35 CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 3 43772235.1

PREAMBLE
This Agreement is entered into by and between the City of Compton, California, hereinafter referred to as the EMPLOYER, and American Federation of State, County and Municipal Employees (AFSCME) Local 3947, hereinafter referred to as the UNION, pursuant to the terms of Council Resolution of the City of Compton, and has been executed by the City Manager, on behalf of the management officials of the City of Compton. It is, however, the mutual understanding of all parties hereto, that such Agreement is of no force or effect whatsoever unless or until ratified and approved by resolution duly adopted by the City Council of the City of Compton. All references to employees in this Agreement designate both sexes, and wherever the male gender is used, it shall be construed to include both male and female employees.

ARTICLE 1 RECOGNITION
American Federation of State, County and Municipal Employees (AFSCME) Local 3947, AFL-CIO is hereby acknowledged by the City of Compton as the recognized employee organization representing the employment classifications within the Unit as may be established by the City. The Unit, as presently established, consists of the classifications identified in Article 18.

ARTICLE 2 SCOPE OF REPRESENTATION
The scope of representation shall include all matters relating to employment conditions and employer-employee relations, including, but not limited to, wages, hours and other terms and conditions of employment, except, however, that the scope of representation shall not include consideration of the merits, necessity or organization of any service or activity provided by law or executive order.

ARTICLE 3 PAYROLL DEDUCTIONS
It is mutually agreed that the City will deduct dues and assessments twice each month, and other monies, provided there is not more than one deduction per pay period, in an amount certified to be current and correct by the Union, from the pay of those employees the Union also certifies have individually requested in writing that such deductions be made. The total amount of all such deductions shall be remitted by the City to the Union.

The Union also agrees to maintain the individual employees’ current written authorization forms to make such deductions. This process for making payroll dues CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 4 43772235.1
deductions authorization shall remain in full force and effect during the term of this Agreement, as specified in Council Resolution [insert #].

The City shall not be responsible for failure to terminate a dues deduction absent advance written notice of such revocation by the Union. The Union will be responsible for refunding any deductions to non-member employees whom the City has already remitted to the Union after such cancellation or revocation. AFSCME Local 3947 agrees to indemnify and hold the City harmless against any and all claims, suits, orders or judgments brought or issued against the City as a result of dues deductions or transmittal of such funds to AFSCME Local 3947, including claims for deductions made in reliance on the Union’s representations and certifications regarding valid written employee dues deduction authorizations.

ARTICLE 4 NONDISCRIMINATION
The parties mutually reaffirm their respective policies of nondiscrimination in the treatment of any employees because of race, religious opinions or affiliations, creed, color, sex, age, physical handicap, national origin, ancestry, political affiliation, or union activities as defined by applicable sections of California Government Code (1v.MBA).

The parties mutually reaffirm their respective policies of nondiscrimination in the treatment of any employees because of race, religious opinions or affiliations, creed, color, sex, sexual orientation, age, physical handicap, national origin, ancestry, political affiliation, or on any basis or classification protected by law, or union activities as defined by applicable sections of the Meyers-Milias-Brown Act (California Government Code section 3500, et seq.).

ARTICLE 5 BULLETIN BOARDS
The City agrees to furnish and maintain space for suitable bulletin boards in convenient places to be used by the Union. The Union shall limit its posting of notices and bulletins to such areas.

ARTICLE 6 CONTRACT DISTRIBUTION
The City agrees to post the newly adopted Agreement on the City website. The City shall also provide to newly hired employees in this unit a copy of the current MOA, welcome CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 5 43772235.1
letter from the Union and Union membership card during the onboarding process contingent upon being provided this information in advance by the Union.

ARTICLE 7 SICK LEAVE/SEVERANCE POLICY
Upon separation from service due to termination for any reason other than disciplinary causes, employees hired before May 1, 2026, shall be entitled to receive as severance pay (calculated at the final level of compensation) a portion of sick leave bank credits representing accumulated and unused sick leave accrual in accordance with the following schedule:

Severance Pay Proportion of Sick Leave Bank
Length of Service Up to 800 hours Over 800 hours
1-4 years 10% 0%
5-9 years 25% 0%
10-14 years 50% 25%
15-19 years 75% 50%
20-24 years 100% 75%
25+ years 100% 100%
Upon separation from service due to termination for any reason other than disciplinary causes, employees hired after May 1, 2026, shall be entitled to receive as severance pay (calculated at the final level of compensation) a portion of sick leave bank credits representing accumulated and unused sick leave accrual in accordance with the following schedule:

Article I.After payment of the severance amount calculated as prescribed above, all accumulated sick leave shall be permanently lost and no other payments shall be made to any other employee in lieu thereof.

Length of Service Maximum Hours
5-9 years 96 hours
10-19 years 192 hours
20+ years 288 hours
CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 6 43772235.1
Article II.Severance pay will be granted only one time during the lifetime of any one employee unless in such case re-employment occurs.

The total severance pay to which each employee may be entitled, based upon this Article, shall be actually paid in installments on each regular City pay day in an amount not in excess of the compensation to which the employee would have been entitled if still employed, until the entire severance pay entitlement has been exhausted.

ARTICLE 8 HEALTH/WELFARE BENEFITS
A. Medical Insurance Coverage
For the term of this Agreement, the City shall pay an amount up to the Los Angeles Region Kaiser Family Rate, based on the current City Council resolution, for each Unit member.

The City's actual contribution for each unit member shall be based upon the Unit member's enrollment in a plan provided through the City's contract with Public Employees' Retirement System (PERS) and status as:
1) employee only
2) employee and one dependent
3) employee and 2 or more dependents
The City shall continue to contribute the cost of medical insurance coverage to any Unit member who at the time of ratification of this Memorandum of Agreement (MOA) who currently resides outside of Los Angeles County in the amount designated by PERS as "Other Southern California Region" HMO Health Plan for Employee +2 or more dependents. It is understood and agreed that this City contribution shall not be expanded by Unit members who relocate outside of Los Angeles County after ratification of this MOA, nor shall this contribution apply to Unit members hired after the date of ratification of this MOA.

CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 7 43772235.1
At the City's request, Unit members shall submit verifiable proof of dependency for anyone they seek to cover. Acceptable proof includes, but not limited to: Driver license, last IRS Form 1040, and certificate of birth. This shall apply to all unit members who are currently enrolled, as well as to new hires.

B. Dental Insurance
For the term of this Agreement, the City shall provide the City-Wide pre-paid dental plan or an equivalent plan selected by the City. Dental coverage is available for employees and eligible dependents at no cost to unit members.

C. State Disability Insurance
The City agrees to provide State Disability Insurance (SDI) at no cost to unit members.

D. Life Insurance
The City shall provide life insurance for unit members in the amount of $45,000.

E. Vision Insurance
The City shall provide a City-wide vision plan. Vision coverage is available for employees and eligible dependents at no cost to unit members.

F. Administration of Fringe Benefits
The City reserves the right to select, change, administer or fund any fringe benefits program involving insurance that now exists or may exist in the future during the tern.1 of this Agreement. In the administration of fringe benefits programs involving insurance, the City shall have the right to select insurance carrier or other method of providing coverage to fund insurance benefits described herein during the term of this agreement.

The City shall meet and confer with the Union prior to any change of insurance carrier or method of funding coverage for any fringe benefits duri.ng the term of this Agreement.

No change in insurance carrier or methods of funding coverage shall result in the reduction of benefits to any employee covered by this Agreement, unless agreed to by both parties.

G. Parity
CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 8 43772235.1
If any other employee organization that the City has formally recognized pursuant to Resolution No. 10,471 negotiates an increase in the health insurance benefits described in this Article for another City bargaining unit, the City will provide the increased benefit to Unit members on the same terms and conditions that apply to the other unit.

ARTICLE 9 OVERTIME
Whenever an employee is required by the City to work on a recognized holiday, the City agrees to compensate holiday pay at two-and-one-half times t.1-ie employee's regular hourly rate for all hours worked on the specified holiday, provided that the employee is not absent, or on sick leave within 48 hours after such time worked.

If an employee uses sick leave within 48 hours, a doctor's verification shall be necessary' to qualify for the holiday premium. If the employee does not provide verification of sickness, he or she will be paid at double the employee's regular hourly rate for all hours worked on the specified holiday.

Members of this unit will receive cash payment at the rate of one-and-one-half times the employee's regular rate for all hours in paid status over forty (40) hours per week, or at the employee’s discretion by compensatory time off (up to a maximum of 100 hours).

Employees who have accumulated comp time in excess of 100 hours as of the ratification of this agreement will not be allowed to accumulate any comp time until reduced below 100 hours. A week shall be defined as beginning at 12:01 a.m. Sunday and ending at 12:00 midnight on the following Saturday. Given reasonable notice, employees of this unit shall perform overtime work as requested by the department manager. Request for the use of compensatory time accrued under previous agreements must be submitted in writing in advance of intended use and will be granted upon mutual agreement between the employee and the supervisor.

ARTICLE 10 EDUCATION REIMBURSEMENT
The City will agree to reimburse employees for tuition and books, up to a maximum of $3,000.00 per fiscal year, provided the employees enrolled in educational institutions comply with the provisions listed herein. In no case shall employees receive reimbursement above actual costs on any expenditure, nor will Veterans be eligible to participate while receiving financial remuneration through the GI Bill.

A. Payment
CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 9 43772235.1

1. Employees enrolling in courses eligible for tuition reimbursement may be required to apply for funds for said purpose from alternate sources, available.

Such sources may include, but are not limited to, State and Federal governments, inclusive of scholarship monies and Veteran's benefits programs.

2. Reimbursement shall cease whenever an employee is promoted to a position with the City where the educational courses the employee is enrolled in, or plans to enroll in, serve to obtain the educational level that is an established prerequisite for the position.
3 Whenever an employee is required by the City to enroll in a course in order to obtain the requisite skills which have been determined to be necessary in order to effectively function in the job, he/she shall be fully reimbursed by the City for the rest of the course, but the employee shall not be paid for the time to take the course and any studying or preparation.

B. To receive reimbursement for enrolling in courses eligible for reimbursement under this article, an employee shall ensure the course is:

1. Be reviewed and approved by the employing department and the Human Resources Department prior to enrollment in the course in response to a timely “After Hours Education” application, as described below

2. Be initiated and completed while in the employ of the City of Compton.

3. Be completed at the minimum letter grade of "C" or with a "pass"' if enrolled on a pass/fail basis.

Approval of an application for reimbursement is contingent upon availability of funds and the employee's successful completion of the course as specified in these provisions.

C. Procedure for Applying for and Obtaining Reimbursement for Participating in Eligible Courses

1. The employee should make every effort to obtain an "After Hours Education" application at least one month prior to enrolling in classes. Employee requests are to be placed on an eligibility list for this program. The employee submits the application to the department manager.

CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 10 43772235.1

2. The department notes whether the course is job related or promotion related; then approves or disapproves the application and forwards such to the Human Resources Department.

3. The Human Resources Department examines the application noting the department manager's recommendation and secures a cost estimation of the course.

4. If the application is disapproved, notice is sent to the employee, stating the reasons for disapproval. If approved, the Human Resources Department briefs the employee on the reimbursement procedure. The employee submits receipts for tuition, books, and application/enrollment fees to the Human Resources Department within three weeks after beginning classes.

5. The Human Resources Department records and returns the receipts to the employee.

6. Upon successful completion of the course, the employee submits to the Human Resources Department a transcript of the course grade (or completion certificates).

7. The Human Resources Department records and returns the grade (or certificate of completion) to the employee and submits a request for warrant to cover the expenses allowed by the policy statements.

8. The Human Resources Department sends a congratulatory letter to the employees for successful completion of the course.

9. A record of the courses completed and grades attained are prepared. One copy is placed in the employee's personnel file, and a copy is forwarded to the department manager.

ARTICLE 11 GRIEVANCE PROCEDURE
A. This grievance procedure establishes a means by which an employee's grievance may be considered, discussed and resolved in timely manner, and at the closest possible level to the point of origin.

B. A "grievance" shall be defined as a dispute or a disagreement raised by an employee against the employer involving the interpretation or application of the specific provisions of this Agreement. It is specifically understood that any matters governed by Civil Service rules or statutory provisions shall not be considered CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 11 43772235.1
grievances and subject to the grievance procedure hereinafter set forth. Nor shall any disciplinary actions which may be appealed to the Civil Service Board be considered grievances and subject to the grievance procedure herein. Grievance as herein defined shall be processed as outlined in Section 10.1 C-D of the Personnel Rules and Regulations.

C. Severe Discipline Determination and Appeal Procedures The procedures for handling severe discipline and appeal shall be that outlined in Section 10.2 of the Personnel Rules and Regulations. However, Employer and Union agree that prior to the effectuation of the appeal procedures set forth in Section 10.2 B(2), members of the Union shall first submit appeal to arbitrator. The decision of the arbitrator shall be advisory to the City Manager. If the member is not satisfied with the advised determination made by the City Manager, the member may proceed with the appeal as set forth in Section 10.2 B(2).

ARTICLE 12 ARBITRATION
Grievances which are not settled pursuant to the established procedures above, and where all other informal, internal means of settlement have been exhausted unsuccessfully, and which either party desire to contest further, shall be submitted to arbitration as provided below.

A. The matter will go to arbitration if either party files with the other in writing, a demand for such further proceedings within 15 calendar days after the decision provided for by Step 3 of the G1ievance Procedure. As soon as possible, and in any event not later than ten (10) days after either party received written notice from the other of the desire to arbitrate, the pa1iies shall agree upon an arbitrator. If no agreement is reached within said ten (10) days, an arbitrator shall be selected from a list of seven (7) arbitrators submitted by the State Mediation and Conciliation Service by alternate striking of names until one name remains. Lot shall determine the party who strikes the first name from the panel.

B. The arbitrator shall have no power to amend, change, add to or subtract from any of the terms of this Agreement. The decision of the arbitrator shall be based solely upon the evidence and arguments presented to him by the respective parties in the presence of each other.

C. The award of the arbitrator shall be binding for all grievances as defined by this Agreement. Grievances resulting from suspensions, dismissals, and demotion, may be CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 12 43772235.1
submitted to advisory arbitration, and the decision and award is advisory to the City Manager and City Council.

D. The arbitrator may hear and determine only one grievance at a time without the expressed agreement of the City and the grievant representative.

E. Parties shall share equally the expense of the cost arbitration, with the exception of their own Council's fees and witness service. Also, any copies of transcripts of the proceedings other than that provided to the arbitrator, shall be paid solely by the requesting party.

ARTICLE 13 LAYOFF AND RETRENCHMENT PROCEDURES
A. General Statement
Any employee in the Classified Service may be laid off for lack of funds through action of the City Council, as set forth in Section 1107 of the City Charter Article XL Section 1107
Abolition of Position. Layoffs
Whenever it becomes necessary, in the opinion of the City Council, to abolish a position, or to reduce the number of employees in a given class, in the Classified Service, the City Council may do so, by stating in its proceedings its reasons thereof Should such position, or positions be renewed or any position or positions involving substantially the same duties be created or filled within one year, the employee or employees discharged shall be entitled to be appointed thereto. All layoffs occasioned by the abolishment of a position or the reduction in number of employees in a given class shall be governed by seniority in service and shall be in the reverse order of employment. Re- employment shall be in the reverse order of the layoffs.

Interpretation
B. Service Seniority is interpreted and defined as length of continuous service m the respective classification or in a promotional classification within the same occupational family group.

C. Order of Separation Seniority in classification shall govern the order of layoff so that positions remaining which are not abolished or are to be staffed after layoff will be occupied by employees with greatest length of continuous service in the classification.

CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 13 43772235.1

1. In cases where temporary employees are holding the same classification or performing similar duties as permanent Classified employees laid off, all temporary persons within the same classification and department/division are affected by the layoff and must be (a) transfe1Ted to a non-affected position or (b) laid off, or (c) placed in a classification that substantially differs in name and function.

2. Whenever seniority in classification is equal, the following criteria shall be applied in the order below:
a. Service within that occupational group.
b. Total City service
c. Relative position on eligibility list
d. Drawing of lots
D. Voluntary Reduction In lieu of Layoff Any Classified employee serving in a permanent or promotional probationary status who is scheduled to be laid off may not later than five working days after notice of layoff, request a reduction to a lower class, regardless if he or she has previously served in that position, so long as the class to which he or she reverts is within the same occupational or family group. When an employee reverts to a position where they have not previously served, a 90-day probationary period will be required. If the employee does not receive a satisfactory evaluation, he or she then reverts to the lower position within the group in which they have accrued seniority. Employees may revert to positions outside of the family group only when they have previously served in the respective position, and there is a vacancy, or there is an incumbent in such position who has less total service therein than the employee requesting the demotion in lieu of layoff. The employee displaced shall be considered as laid off for the same reason as the person who displaced him or her and shall employ the same procedures. The employee laid off shall be given written notice of layoff not less than 30 calendar days prior to the effective date of the layoff and shall be informed of his or her reinstatement status in writing. The employee laid off or displaced as a result of another employee's reversion to a lower classification shall receive written notice of layoff not less than 20 days prior to the effective date of such action.

CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 14 43772235.1
The employee laid off as a result of a displaced employee's reversion to lower classification shall receive written notice of layoff not less than ten days prior to the effective date of the layoff.

The names of permanent employees who have been laid off due to reduction in force shall be placed on an appropriate layoff reinstatement list according to the date of separation and shall be based on: last employee laid off is the first employee on the list with other employees eligible in sequential order thereafter. The appointing officer shall use said list when a vacancy for that class is to be filled before certification.

E. Order of Recall Employees in the Classified Service who have been laid off shall be placed on an appropriate layoff reinstatement list according to the date of separation and classification of position. Said list shall be used by the appointing officer when a vacancy exists for the class or position of former employment. Recall from layoff shall be in the reverse order of layoff within the class and in accordance with the reinstatement list compiled for such purposes.

F. Notice of Recall from layoff shall be by return-receipt requesting mail and shall specify the date for reporting to work, which shall not be more than two weeks from the date the notice is received. Notice shall be deemed to have been received when sent to the last known address on file with the City and delivery or attempted delivery is certified by the Postal Service. Notice of recall will also be forwarded to the respective employee organization. Employees to be laid off shall submit to the Human Resources Department their current address at the time of separation. Upon receiving notice, the person on layoff shall have five days to accept or decline the recall opportunity.

1. If an employee fails to respond in writing within five days of recall, the City will proceed to the next senior person on the reinstatement list and follow the same notice and response procedure. This process will continue through the list until recall needs are met, or the list is exhausted.

2. Any employee who refuses recall or fails to report on the prescribed date within the two-week maximum, thereby waives all remaining rights to recall and reinstatement as an employee.

G. Reinstatement/Restoration

1. No Accruals
During layoff status, no person shall be entitled to accrue any additional benefits, rights, privileges or obligations of employment, nor be entitled to any employer CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 15 43772235.1
contributions for health, retirement or any other benefit plan, except as may be restored upon recall and reinstatement as herein set forth. Employees reinstated under the provisions of this Rule shall begin accruing benefits at the level they had attained prior to displacement.

2. Restoration of Benefits
Any employee who has been laid off and who is reinstated in a permanent position within one year from the date of layoff shall receive the following considerations and benefits:
a. All sick leave credited to the employees' account for which the employee was not compensated when laid off shall be restored;
b. All seniority held at the time of layoff shall be restored; c. All prior active duty time shall be credited for the purpose of determining vacation accrual rates and service awards.
d. The probationary status of any employee who is interrupted by layoff must be completed upon reinstatement; however, a new probationary period of not less than 90 days will be required in all cases where the probation has been interrupted by layoff for a period of six months or more, as well as in situations where recall is to a different class or department from which displaced by layoff.

3. Resignation in Lieu of Recall
An employee who elects to resign in lieu of layoff or while laid off shall forfeit all rights to reinstatement and be entitled only to those rights related to severance from the service.

4. Assignment of Other Duties to Another
The duties performed by any employee laid off may be assigned to any other employee or employees handling positions in appropriate classes.

H. Separation After Recall Layoff for more than one year will terminate all reinstatement rights. The employee will be entitled to the same severance benefits and pay as are provided in the case of other separations or retirements.

I. Checkout Upon Layoff. Separation or Termination Any employee who is laid off, terminated or who separates from the service for any reason shall not receive his final paycheck until he or she has turned in all City owned equipment to his or her CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 16 43772235.1
supervisor, including his or her City identification card, has cleared with his or her department head, the disposition of any clothing, tools, or other working materials, which have been provided to him or her by the City, and has completed all exit interviews a.11d forms which may be required by the City Manager. The employee who is separated from the service is entitled to receive, in lieu of any other severance payments other than the benefits of a vested retirement program, those accumulations of unused and accrued vacation and sick leave credits as are provided for in this Memorandum of Agreement. Employees may elect to withdraw all compensation due at the time of layoff or at their discretion, may request to be compensated on a weekly basis, not to exceed one year. If an employee elects to withdraw all compensation at the time of layoff, he or she must request in writing, total and final severance pay from the City Controller at least ten days prior to the effective date of the layoff. Upon receipt of final severance pay for accumulated vacation and sick leave credit, all rights to such accumulated vacation and sick leave shall cease, and under no circumstances shall that accrued and accumulated credit nor any lump sum payment in lieu thereof, be counted as sick credit nor be deemed as compensation for purposes of computing service credit for retirement benefits under any retirement plan then in force and effect. Unless, however, after reinstatement an employee elects to restore time for which he or she was compensated by remitting to the City any monies he or she received.

J. Notice of Layoff
The City shall provide 45 days’ notice to the Union prior to it implementing any layoff decision involving members of this bargaining unit. Within the 45-day period, the Union may meet with the City.

Manager or designee to explore options other than layoffs or reduction in status of its Unit members. The City shall be under no obligation to implement the alternatives suggested by the Union. It is understood and agreed that any meeting scheduled by the City for the purpose of exploring options or otherwise shall not be considered a "Meet and Confer" session concerning the City's decision to implement layoffs.

ARTICLE 14 LIMITED DUTY ASSIGNMENT
Whenever an employee of this unit is released from performing specific duties due to injuries not associated with the job, such employee may work a limited duty assignment, provided such assignment is available, if substantiated by the reviewing physician that such limited assignment will not impair the health or welfare of the employee. Any employee not in agreement with the City's physician may have his case CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 17 43772235.1
reviewed by a physician jointly selected by the City and the Union, and such decision will be binding. If the parties are unable to agree on a doctor, a physician shall be chosen from a list of seven furnished by the American Medical Association. Limited Duty assignments to employees with injuries shall be consistent with the provisions of the State of California Workers’ Compensation laws relative to such matters.

ARTICLE 15 ACCESS TO WORK STATION
The City agrees to grant official representatives of the Union the access and right to discuss grievances or problems arising under the terms of this Agreement with employees of this unit during working hours. It is agreed that there will be as little interference as possible by the Union's business representatives, and they shall be permitted to conduct a reasonable amount of time toward Union business relative to grievances during working hours without loss of pay, if such time will not interfere with departmental operations and with approval from the employing department manager. The City agrees to permit the Union to use City facilities to conduct business meetings when such facilities are available and requested in a timely matter.

ARTICLE 16 UNION BUSINESS
Employees elected to union office shall be granted time off to perform Union functions, inclusive of conferences, conventions and seminars, without loss of pay, not to exceed one hundred sixty (160) hours per fiscal year for all such employees and functions. Up to four members of the negotiating team shall be granted time off for negotiations which shall be mutually set by the employer and the Union, and such employer employee meetings shall not be charged against Union business time.

ARTICLE 17 STEWARDS
It is agreed that AFSCME Local 3947 may select a reasonable amount of stewards to represent this Unit, but not to exceed one steward for every ten (10) members. The Union agrees to give to the City, a written list of employees who have been selected as stewards, and such list shall be kept current by AFSCME Local 3947.

After receiving City approval for release time, stewards may spend a reasonable amount of time to promptly and expeditiously investigate and process grievances they are assigned to without loss of pay or benefits of any kind.

Stewards shall be free from reprisal and shall not in any way be coerced, intimidated or discriminated against as a result of his or her activities and role as a steward.

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Stewards, when leaving their work station/location to transact such investigations or processing shall first obtain permission from their immediate supervisor and inform him or her of the nature of the business. Permission to leave will be granted unless such absence would cause interference in departmental operations. If such permission cannot be granted at the time of request, the steward will be informed immediately as to the earliest available time. Upon entering a work location, the steward shall get permission from the responsible supervisor prior, to speaking with a unit member. Reasonable release time will be granted to the employee involved in a grievance, unless such absence would cause an undue interruption or interference in operations. If the employee cannot be released, the steward will be informed as to the time he or she will be available.

AFSCME Local 3947 agrees that a steward shall not log compensatory time spent performing Union business. The role of a steward is to provide timely grievance representation at the earliest step of the grievance process in an effort to resolve the grievance at the lowest possible step and increase communications between the City and the Union.

ARTICLE 18 REASONABLE NOTICE
All communications or notices required to be served upon the Union by the City, as required by state or federal law, shall be delivered to the primary officer of the Union and designated staff representative at their current email address or physical mailing address on file in the City Manager's office by United States Mail (provided the Union provides a sufficient supply of stamped, self-addressed envelopes to the City Manager's Office) or hand delivered, whichever is most convenient. All communications with the City shall be addressed and delivered to the City Manager, 205 South Willowbrook Avenue, Compton, California 90220, in which case, a copy shall be addressed and delivered as above.

ARTICLE 19 WAGES/BASEPAY
A. Retirement Contribution
The CITY shall provide Classic California Public Employees' Retirement System (CalPERS) members who are covered by this MOA, the 2.7% at 55-retirement plan of CalPERS. The CITY shall provide employees who are new CalPERS members 2 who are covered by this MOA, the 2% at 62-retirement plan of CalPERS. The CITY shall continue CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 19 43772235.1
to pay the employee's portion of retirement contributions to CalPERS for Classic CalPERS members who are employed in a classification represented by the AFSCME Local 3947.

The amount paid by the CITY to defray the cost of an employee's portion of retirement contributions shall not exceed 8% of the employee's monthly earnings from the CITY.

Employees defined as new CalPERS members shall pay their portion of contribution to the CalPERS retirement adjustments to Compensation.

B. Salary Adjustment
Unit members shall receive the following salary adjustment:

For the 2024-2025 fiscal year, there will be a seven (7) percent wage increase to base pay for unit members, which shall be reflected in the City’s salary ranges.

For the 2026-2027 fiscal year, there will be a five (5) percent wage increase to base pay for unit members, which shall be reflected in the City’s salary ranges.

For the 2027-2028 fiscal year, there will be a four (4) percent wage increase to base pay for unit members, which shall be reflected in the City’s salary ranges.

For the 2028-2029 fiscal year, there will be a two (2) percent wage increase to base pay for unit members, which shall be reflected in the City’s salary ranges.

The Receptionist Clerk classification shall be included in the AFSCME Local 3947 bargaining unit and shall be subject to all applicable terms and conditions of this Memorandum of Agreement.

CLASSIFICATION TITLE SALARY RANGE/EFFECTIVE DATE

7/1/2023 7/1/2024 7/1/2025 7/1/2026 7/1/2027 7/1/2028
Account Clerk I 84 91 98 103 107 109
CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 20 43772235.1
Account Clerk II 98 105 112 117 121 123
Accountant I 140 147 154 159 163 165
Accountant II 156 163 170 175 179 181
Accounting Specialist 106 113 120 125 129 131
Administrative Analyst I 122 129 136 141 145 147
Administrative Analyst II 140 147 154 159 163 165
Administrative Assistant 114 121 128 133 137 139
Administrative Specialist 106 113 120 125 129 131
Assistant Building Inspector 105 112 119 124 128 130
Assistant Civil Engineer 135 142 149 154 158 160

CLASSIFICATION TITLE SALARY RANGE/EFFECTIVE DATE

7/1/2023 7/1/2024 7/1/2025 7/1/2026 7/1/2027 7/1/2028
Assistant Planner 139 146 153 158 162 164
Associate Planner 153 160 167 172 176 178
Benefits Coordinator 140 147 154 159 163 165
Building and Permit Technician 88 95 102 107 111 113
Building Inspector I 130 137 144 149 153 155
Business License Inspector 131 138 145 150 154 156
Cable TV Production Specialist 123 130 137 142 146 148
Case Manager 109 116 123 128 132 134
Cashier/Clerk 75 82 89 94 98 100
Claims Technician 106 113 120 125 129 131
Code Enforcement Aide 66 73 80 85 89 91
Code Enforcement Officer I 131 138 145 150 154 156
Collections Officer I 119 126 133 138 142 144
Collections Officer II 149 156 163 168 172 174
Community Liaison Officer 100 107 114 119 123 125
Community Outreach Specialist 98 105 112 117 121 123
Computer Operator 110 117 124 129 133 135
Customer Service Representative 110 117 124 129 133 135 Data Entry Operator Clerk 96 103 110 115 119 121
Data Entry Operator Clerk, Senior 110 117 124 129 133 135 Draftsperson Assistant 87 94 101 106 110 112
Eligibility and Occupancy Interviewer 90 97 104 109 113 115 CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 21 43772235.1
Employment and Training Program Specialist 96 103 110 115 119 121 Employment and Training Program Specialist, Sr. 126 133 140 145 149 151 Engineering Clerk 85 92 99 104 108 110
Family Self-Sufficiency Project Coordinator 130 137 144 149 153 155 Financial Counselor 102 109 116 121 125 127
Graphics Designer 111 118 125 130 134 136
Housing Eligibility Specialist 128 135 142 147 151 153
Housing Rehabilitation Inspector 131 138 145 150 154 156 Housing Rehabilitation Specialist 128 135 142 147 151 153 Identification Technician 92 99 106 111 115 117

CLASSIFICATION TITLE SALARY RANGE/EFFECTIVE DATE

7/1/2023 7/1/2024 7/1/2025 7/1/2026 7/1/2027 7/1/2028
Information Systems Analyst 107 114 121 126 130 132
Keypunch Operator 80 87 94 99 103 105
Leased Housing Assistant 112 119 126 131 135 137
Leased Housing Specialist 128 135 142 147 151 153
Legal Assistant 122 129 136 141 145 147
Legal Technician 106 113 120 125 129 131
Office Aide 51 58 65 70 74 76
Office Assistant I 67 74 81 86 90 92
Office Assistant II 78 85 92 97 101 103
Office Assistant III 88 95 102 107 111 113
Para-Transit Dispatcher 69 76 83 88 92 94
Para-Transit Driver 112 119 126 131 135 137
PBX Operator/Clerk I 66 73 80 85 89 91
PBX Operator/Clerk II 83 90 97 102 106 108
Personnel Technician 108 115 122 127 131 133
Planning Technician 117 124 131 136 140 142
Printing and Duplicating Technician 83 90 97 102 106 108 Program Development Coordinator 112 119 126 131 135 137 Program Development Specialist 139 146 153 158 162 164
Project Coordinator 112 119 126 131 135 137
Property Inspector 107 114 121 126 130 132
Public Affairs Specialist 113 120 127 132 136 138
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Purchasing Agent 116 123 130 135 139 141
Receptionist Clerk 68 75 82 87 91 93
Recreation Leader 91 98 105 110 114 116
Recreation Leader/Senior Citizens Program 91 98 105 110 114 116 Redevelopment Aide 60 67 74 79 83 85
Redevelopment Assistant 92 99 106 111 115 117
Redevelopment Technician I 123 130 137 142 146 148
Redevelopment Technician II 139 146 153 158 162 164
Rehabilitation Assistant 102 109 116 121 125 127

CLASSIFICATION TITLE SALARY RANGE/EFFECTIVE DATE

7/1/2023 7/1/2024 7/1/2025 7/1/2026 7/1/2027 7/1/2028
Relocation Specialist 97 104 111 116 120 122
Reprographics Equipment Operator I 87 94 101 106 110 112 Reprographics Equipment Operator II 105 112 119 124 128 130 Statistical Clerk 76 83 90 95 99 101
Substance Abuse Counselor 113 120 127 132 136 138
Tenant Relations Assistant 106 113 120 125 129 131
Tenant Relations Specialist 112 119 126 131 135 137
Training and Services Assistant 84 91 98 103 107 109
Training and Services Coordinator 126 133 140 145 149 151 Utility Billing Specialist 110 117 124 129 133 135
Video Production Specialist 78 85 92 97 101 103
C. Definition of "Periodic"
City Charter section 1103 indicates that the City Manager will make "periodic" studies of the classification and grading of provisions. The Union and the City agree that "periodic" means every five to seven years. Nothing in this provision amends the City Charter, nor limits in any way any amendment or modification of the City Charter.

D. Working Out of Class
CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 23 43772235.1
The Union may recommend that the City Manager review up to eight Unit represented positions a year to determine if the incumbent is working out of class, meaning they are assigned to perform duties outside the scope of their job classification for a minimum of ten (10) business days.

An employee who is working out of class shall receive a five percent (5%) pay differential on the days on which they are assigned out-of-class duties, inclusive of the initial ten (10) business days.

This provision applies to the assignment of supervisory duties to a non- supervisory employee. This provision also applies when an employee is assigned to train a newly hired employee who is not in their line of supervision.

The Human Resources Director shall determine whether an employee is performing duties outside the scope of their job classification following the recommendation of the Department Head. A Department Head shall submit a request for Out of Class pay to the Human Resources Director five (5) business days in advance of the assignment.

E. Shift Differential Pay
It is agreed that the City pay a night differential at the rate of ten percent (10%) above base salary exclusively to bargaining unit members of this Unit with a regular/scheduled assigned work shift that begins between the hours of 6:00 P.M. and 12:00 A.M. subject to the following conditions:
Any bargaining unit member with a regular/scheduled assignment that begins between the hours of 6:00 P.M. and 12:00 A.M. shall receive the night differential for their entire shift, only if they work their entire scheduled shift (hours must be worked between 5:00 P.M. and 7:00 A.M.)
Any bargaining unit member with a regular/scheduled assignment that begins outside of the hours of 6:00 P.M. and 12:00 A.M., who works 4 or more hours between the hours of 6:00 P.M. and 12:00 A.M. (via overtime), will only receive night differential for the hours worked between 6:00 P.M. and 12:00 A.M.

CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 24 43772235.1
Any bargaining unit member employee who works 2-4 hours between the hours of 6:00 P.M. and 5:00 A.M. will only receive night differential for the hours worked between 6:00 P.M. and 5:00 A.M.
The night differential shall be continued on days that the bargaining unit member does not work but is on paid status; however, the City shall discontinue the differential payment when the bargaining unit member is in paid status but absent from work more than ten (10) working days. This subsection exclusively applies to bargaining unit members with a regular/scheduled assignment that begins between the hours of 6:00 P.M. and 12:00 A.M.

F. Compensation Study
Within ninety (90) days of completion of the City’s Class and Compensation Study that commenced in 2023, the City and the Union shall meet and confer over the implementation of the results of that study.

G. Incentives
The City Manager may authorize $200/month additional premium compensation to an employee who possesses a specialized license or certification which is not required by their job classification. The City may require that the employee submit proof of the license/certification. Premium pay for a license/certification shall cease upon the expiration of the license/certification.

This provision does not apply to (a) academic degrees or (b) licenses/certifications for which the employee received education reimbursement from the City.

Certificate/License Pay shall not exceed $200/month per employee H.

H. Parity
If, during the term of this Agreement, any bargaining unit, except Firefighters (Local 2216), receives an on-schedule salary increase greater than 4% in any fiscal CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 25 43772235.1
year and exceeding the percentage amount AFSCME Local 3947 agrees to, the difference shall be provided to the unit members.

I. Longevity
A. Employees with fifteen (15) years of continuous service with the City shall receive a one-time longevity bonus of 2% of their base pay as of the date of their employment anniversary.

B. Employees with twenty (20) years of continuous service with the City shall receive a one-time longevity bonus of 2% of their base pay as of the date of their employment anniversary.

Employees with thirty (30) years of continuous service with the City shall receive a one-time longevity bonus of 2% of their base pay as of the date of their employment anniversary.

Employees who have at least thirty (30) years of continuous service with the City at the time this Agreement is adopted by City Council shall receive a one-time longevity bonus of 2%.

ARTICLE 20 EMPLOYER RIGHTS
Except as explicitly limited by a specific provision of this Agreement, the City shall have the exclusive right to take any action it deems appropriate in the management of the City and the direction of work force in accordance with its judgment. All inherent statutory and common law management functions and prerogatives which employer has not expressly modified or restricted by specific provision of this Agreement are retained and vested exclusively with the employer. The employer shall have the sole and exclusive right to determine the functions and programs of the City, its overall budget, utilization of technology, the organizational structure and selection, direction and number of personnel. In addition, the employer specifically reserves the exclusive right in accordance with its judgment to: reprimand and otherwise discipline employees, hire, promote, transfer, and assign employees to work; determine the starting and quitting time and number of hours and days to be worked; maintain the efficiency of employees; close down buildings or any buildings or any part thereof; expand, reduce, alter, combine, transfer or cease any job, department, operation or service; subcontract any CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 26 43772235.1
work done by the employees consistent with the City Charter; control and regulate the use. of the equipment and other property of the City; determine the number, location and operation of buildings, divisions, and departments thereof, the assignment of work and the size and composition of the work force; make or change rules, policies, or provisions of this Agreement; introduce new or improved research, development, maintenance, service methods, materials or otherwise generally manage the City; direct the employees and establish terms and conditions of employment, except as expressly modified or restricted by specific provisions of this Agreement.

The City's non-exercise of any function hereby reserved to it, or its exercising any such function in a particular way shall not be deemed a waiver of its rights to exercise such function or to preclude the City from exercising the same in some other way not in conflict with the express provisions of this Agreement. The Union agrees that it shall not establish or attempt to enforce upon the City, or any employee, any rule or regulation which would interfere with the recognized right of management to carry out the foregoing provisions.

The City hereby agrees to meet and confer on matters relating to wages, hours and other terms and conditions of employment, as required by (Section 3505 of the Government Code).

EFFECTS OF LAWS. RULES AND REGULATIONS
The Union recognizes that all employees covered by this Agreement shall perform the services prescribed by the Employer and shall be governed by the laws of the State of California, and by the Employer's rules, regulations, directives and orders, issued by properly designated officials. The Union also recognizes the right, obligation and duty of the Employer and its duly designated officials to promulgate rules, regulations, directives and orders from time to time, as deemed necessary by the City insofar as such rules, regulations, directives and orders do not conflict with the express terms of this Agreement.

ARTICLE 21 SEPARABILITY PROVISION
This Memorandum of Agreement is subject to all applicable Federal, State, County, and City laws and regulations, and any lawful rules and regulations enacted by the City's Personnel Board. If any part or provision of this Memorandum of Agreement is in conflict or inconsistent with such applicable provisions of Federal, State, County or City laws, rules or regulations, or is otherwise held to be invalid or unenforceable by any tribunal of competent jurisdiction, such part or provisions shall be suspended and superseded by CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 27 43772235.1
such applicable law or regulations, and the remainder of this Memorandum of Agreement shall not be affected thereby.

Notwithstanding any provision of this Agreement, the City and the Union agree to meet and confer upon the request of either party to address any impact that such invalidity or unenforceability of laws may have upon the terms and conditions of employment.

ARTICLE 22 STRIKE PROHIBITION
The Union and its represented bargaining unit members, as individuals or as a group, will not initiate, cause, permit, or participate or join in any authorized strike, work stoppage, or slow down, picketing, or any other restriction of work at any location in the City. Employees in the Bargaining Unit, while acting in the course of their employment, shall not honor any picket line established in the City by the Union or by any other labor organization when called upon to cross picket lines in the line of duty. Disciplinary action, including discharge, may be taken by the City against any employee or employees engaged in a violation of this Article. Such disciplinary action may be undertaken selectively at the option of the City and shall not preclude or restrict recourse to any other remedies, including an action for damages, which may be available to the City.

In the event of an unauthorized strike, work stoppage, slowdown, picketing, observance of a picket line, or other restriction of work in any form, either on the basis of individual choice or collective employee conduct, the Union will promptly, upon notification, attempt to secure an immediate and orderly return to work. This obligation and the obligations set forth in the paragraph above shall not be affected or led by the subject matter involved in the dispute giving rise to the stoppage, or by whether such subject matter is or is not subject to the grievance and arbitration provision of this Agreement.

STRIKES AND LOCKOUTS
The Union agrees that during the life of this Agreement, neither the Union, its agents, nor represented bargaining unit members will authorize, instigate, aid or engage in a work stoppage, slowdown or strike. The City agrees that during the same period, there will be no lockouts. Individual employees or groups of employees who instigate, aid, or engage in a work stoppage slowdown or strike, may be disciplined or discharged at the sole discretion of Management. Accordingly, and in pursuance with this Article, the City agrees not to violate any of the express terms of this Agreement throughout its duration.

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ARTICLE 23 QUARTERLY MEETINGS
The Union agrees to meet quarterly with the City to discuss and prepare tentative productivity standards for the various job classifications. These discussions will serve as the basis of intended standards to be set at the expiration of this Agreement and shall be incorporated into the terms and conditions of a succeeding agreement. Further, the Union and the City agree to discuss the Administration of the Contract during these quarterly meetings. The intent here is for the parties to keep one another abreast of the day to day problems with respect to application of the MOA. It is not intended that any collective bargaining is to take place at these quarterly meetings. Both parties agree that the added purpose of these meetings is to foster improved employer-employee relations, reduce the number of conflicts between the Union and Management through improved communications and set the tone for negotiations at the expiration of the MOA.

ARTICLE 24 SAFETY AGREED REVISIONS
Management will make every reasonable effort to provide safe working conditions. The Union will encourage all members in the Unit to perform their work in a safe manner.

Each employee should stay alert to unsafe practices, equipment and conditions, and should report any hazardous condition promptly to his or her immediate supervisor. Said supervisor must:

A. Correct or eliminate the hazardous condition if correction or elimination thereof is within the authority and capability of the supervisor, or B. Safeguard a hazardous condition in such a manner as to preclude injury to personnel and/or property damage, and promptly report the nature and location of the hazardous condition to the next level of supervision designated by departmental management for said purpose.

If elimination of the hazardous condition is not within the capability of the second level of supervision to correct, he or she shall promptly report the problem to the next designated level of supervision or inform the Risk Manager about the problem.

The CITY is willing to further address safety concerns and engage in a serious discussion regarding the use of safety equipment.

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ARTICLE 25 UNPAID LEAVES OF ABSENCE
Employees of the Unit who request and receive approval for an unpaid leave of absence for medical reasons must exhaust all accumulated sick leave prior to the effective date of the unpaid leave; however, if the leave is not for medical reasons all accumulated compensatory time must be exhausted prior to the effective date of said leave.

ARTICLE 26 HEATH INSURANCE CONTINUATION WHILE ON

LEAVE DUE TO UNDISPUTED/DISPUTED WORK-RELATED

INJURY/ILLNESS
It is mutually agreed that the City shall continue to pay the City's contribution toward the premium for health insurance coverage, in the case of employees who are disabled and unable to work due to undisputed work-related injury/illness. Employees who have filed a claim(s) for compensation as a result of an injury/illness which is in dispute, shall pay the entire amount of the premium for health insurance while in no pay status, beginning with the first premium due after onset on the injury/illness. If it is later determined that the injury/illness is work-related, the City shall refund all premiums paid by the employee.

ARTICLE 27 BILINGUAL ASSIGNMENT
A. The CITY agrees to pay $75.00 bi-weekly ($150.00/monthly) to unit members when assigned to provide bilingual services. Employees shall be required to pass a qualifying examination conducted by an independent agency to determine fitness for periodic bilingual assignments Employees committed to the bilingual assignments shall be obligated to provide such service to the City as needed.

B. The CITY agrees to a differential of $92.31 bi-weekly ($200.00/monthly) to be paid to Unit members who obtain a certificate showing oral and written competence in Spanish from an institution in the State of California approved by the Human Resources Department, when assigned to provide bilingual services.

Unit members currently receiving bilingual pay under the provisions of "A" above will be eligible to receive a total payment of $92.31 biweekly if they demonstrate written competence in Spanish as determined by the Human Resources Director.

ARTICLE 28 HOLIDAYS
The City agrees to provide the following paid holidays to employees of this Unit: • CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 30 43772235.1
Independence Day
Labor Day
Admissions Day
Day Veteran's Day
Thanksgiving Day
Day Following Thanksgiving Day
Christmas Day/Christmas Day (observed)
New Year's Day/ New Year's Day (observed)
Dr. Martin Luther King Jr.'s Birthday
Lincoln's Birthday
Washington's Birthday (President’s Day)
Cesar Chavez Day
Cinco de Mayo
Memorial Day
Juneteenth
Employee's Birthday
December 25 (floating holiday)
(Resolution 24370 adopted by the City Council on June 28. 2016, established legal holidays for City employees). When the employee's birthday or holiday falls on a weekend, or during his or her scheduled vacation, employee will receive another day off, when requested, subject to approval of his or her supervisor. When an employee's birthday falls on a designated holiday, the employee will receive another day off, when requested, subject to the approval of his or her supervisor.

ARTICLE 29 PERSONAL LEAVE
Each unit member shall be allowed to designate up to three (3) days or 24 hours of accrued sick leave as personal leave per calendar year. Unit members shall be allowed to use this leave for personal business. Unit members shall give at least one (1) days’ CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 31 43772235.1
notice, where possible, of any intended use of personal leave. The only specific prohibition for the use of personal leave is that it cannot be used to provide for the three-(3) day waiting period for worker's compensation claims. Personal leave days may not be accumulated from year to year.

ARTICLE 30 BEREAVEMENT LEAVE
In the event of death in the immediate family (immediate family shall mean spouse, mother, father, son, daughter, sister, brother, grandmother, grandfather, current mother- in-law, current father-in-law, stepchild, stepbrother, stepsister, stepmother, stepfather, registered domestic partner, spouse's/ registered domestic partner’s son-in-law and spouse's/ registered domestic partner’s daughter-in-law), foster child and foster parents, an employee of the Unit shall be entitled to bereavement leave of three days with pay or if the services of these family members takes place outside of California, five days with pay (proof of "out of state" service may be required). In the event of the death of a relative not considered in the immediate family, an employee shall be entitled to take the necessary time to attend the funeral. This leave shall be charged against accrued sick time.

If there is no accrued sick time, the employee should then request vacation time in accordance with the vacation procedures. The City reserves the right to verify the qualifying event for paid pursuant to this Article.

ARTICLE 31 VACATION
Employees of this Unit may use vacation leave after the satisfactory completion of six months of continuous service with the City. All other provisions for vacation as prescribed in Rule 7.5B of the Compton Personnel Rules and Regulations shall apply.

A. Accruals
Effective the first pay period after the adoption of the resolution ratifying this agreement, all unit members with ten (10) years of service or more will receive an additional four (4) hours per month in vacation earnings per the AFSCME LOCAL 3947 MOA dated 07/1/1995 -12/31/1996 ratified January 25, 1996. This provision is a modification of Rule 7.5B (3) of the Compton Personnel Rules and Regulations.

Employees may use vacation in increments of less than ten (10) hours. Accumulated vacation leave shall not exceed 24 times the current rate of each employee.

CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 32 43772235.1
Length of Service Hours Accrued
6 months to 4 years 6.667 hours per month
5 years to 9 years 10.00 hours per month
10-14 years 14.00 per month
15+ years 17.333 hours per month
B. Vacation Usage-Cash Out Program

1. Cash Out Selection Procedure
On or before the pay period which includes November 15 of each calendar year, an employee may make an irrevocable election to cash out accrued vacation (in whole hour increments) in the following calendar year at the employee’s base rate of pay. The employee shall submit the irrevocable election to the Human Resources Director.

As a condition of cashing out vacation hours, the employee is required to use the equivalent number of vacation hours (1:1 ratio) or more during the twelve (12) months following their irrevocable election. The employee must submit a fully executed copy of a vacation request for the following calendar year, approved by their supervisor, to the Human Resources Director along with their irrevocable election.

2. Cash Out Options
During the term of this Agreement, upon approval of the Human Resources Director, unit members with at least 400 available hours of vacation leave may convert to cash up to 80 hours of accrued and unused vacation leave each fiscal year.

During the term of this Agreement, upon approval of the Human Resources Director, unit members with at least 200 available hours of vacation leave may convert to cash up to 40 hours of accrued and unused vacation leave each fiscal year.

ARTICLE 32 EMPLOYMENT OPPORTUNITIES
Vacancies in the Classified Service shall be filled by the method prescribed in rule 6.2A and 6.6A of the City of Compton's Personnel Rules and Regulations. If an Unclassified position is created and is comparable to a Classified position within the bargaining unit, employees of the Unit shall be considered for the position. The City agrees to post CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 33 43772235.1
an employment opportunity bulletin for at least ten (10) working days to announce vacancies for any newly created Unclassified positions which are deemed comparable or similar to any position represented by AFSCME LOCAL 3947 (excluding positions created in the following offices: Mayor and Council, City Manager and City Attorney).

ARTICLE 33 MOVE-UP ASSIGNMENT
All unit members shall receive move-up pay after a one-time completion of a ten (10) day training period, or a total often (10) days worked, in any higher job classification.

Prior work in an acting assignment for the same classification will be counted toward the satisfaction of the 10-day training requirement. An acting or move-up assignment must be initiated by a Personnel Action form. Personnel Action forms showing the completion of a minimum ten (10) days move-up or acting in any/each higher job classification will satisfy the requirement of the training. After successful completion of the ten (10} day training period, whenever an employee of the Unit is given an acting assignment to that position the employee shall receive compensation fixed by the employee's department manager. The compensation shall be fixed within the higher salary range of the position moved-up to and shall be an increase of not less than 5% of the employee's regular base salary.

ARTICLE 34 MEMBERSHIP LIST/NEW EMPLOYEE ORIENTATION
“New Employee Orientation” means the onboarding process of a group of newly hired public employees, whether in person, online, or through other means and mediums, in which employees are advised of their employment status, rights, benefits, duties and responsibilities, or any other employment-related matter.

During each calendar month, the City shall inform the Union if any employees have been hired into the bargaining unit during that respective month. If any employee(s) have been hired, the City shall provide Union access to any new employee orientations that may be held. The Union shall receive not less than ten (10) calendar days’ notice in advance of a monthly orientation, except that shorter notice may be provided in a specific instance where there is an urgent need critical to the City’s operations that was not reasonably foreseeable. The notice shall be sent via email to the AFSCME 3947 President Worksite Organizer (WSO) and to AFSCME Business Representative.

The Union will be permitted a half hour (30 min.) to meet with new unit employees.

CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 34 43772235.1
Within 30 days of hire or by the first pay period of the month following hire, the City shall provide the Union with the following information regarding the new employee:
name, job title, department, work location, work, home, personal cellular telephone number, personal email address, and home address.

ARTICLE 35 ZIPPER CLAUSE
This Agreement sets forth the full and entire understanding of the parties regarding matters set forth herein, and any and all prior or existing Memoranda of Agreement, understandings, or agreements that conflict with the matters set forth herein, whether formal or informal, are hereby superseded and terminated in their entirety. Existing policies, rules, ordinances and resolutions that do not conflict with the matters set forth herein remain in effect. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter appropriate for collective bargaining and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Thereafter, the City and the Union, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter, even though such subjects or matters may not have been within the knowledge or contemplation of either or both of the parties at the time that they negotiated or signed this Agreement. All terms and conditions of employment not covered by this Agreement shall continue to be subject to the City's direction and control.

ARTICLE 36 CONTRACTING AND SUBCONTRACTING
The City recognizes that its ability to discontinue or "contract out" [subcontract] Bargaining Unit work concerning matters related to municipal operations is subject to its rights and obligations under the State of California Public Policy [State Constitution and Status, including the MBA]. The City shall not contract out Bargaining Unit work for the purpose or intention of undermining the Union, nor to discriminate against any of its unit members. Nor will the City "contract out" Bargaining Unit work that will result in the layoff of any employees who have completed their initial probationary period and have regular civil service status.

CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 35 43772235.1
ARTICLE 37 UNIFORM ALLOWANCE
'The City agrees to provide an annual uniform allowance of $1,000.00, subject to tax withholdings, to be paid semi-annually (November and May) each year during this Agreement to Code Enforcement Officers. In lieu of providing a uniform allowance to Parks & Recreation employees, the City agrees to provide to them five (5) shirts and five (5) pair of pants or shorts (or combination thereof) in January of each year during the term of this Agreement (or upon hire if after January of each year) at no cost to the employee,"
The City agrees to provide an annual safety footwear allowance of $275.00, subject to tax withholdings, to be paid annually (January) each year during this Agreement to each employee of this unit who is required to wear safety footwear.

For recreation employees who are required to wear athletic footwear as part of their uniforms, reimbursement for approved footwear of up to $275 annually per employee will be provided, with the footwear to be purchased up to twice per year (January and July) for an amount not to exceed $137.50 per purchase. This amount will be treated as a reimbursement, not an allowance. Employees shall be required to wear their uniforms at all times while on duty, unless written request for waiver is approved by the Department Manager or his or her designee. In order to qualify for uniform allowance, employees must have worked no less than four months of the six-month period preceding the payment of the semi-annual uniform allotment. If less than said time is worked, the allowance will be prorated accordingly, on a month-by-month basis.

ARTICLE 38 RETIREMENT
The CITY shall provide Classic California Public Employees' Retirement System (CalPERS) members 1 who are covered by this MOA, the 2.7% at 55-retirement plan of CalPERS. The CITY shall provide employees who are new CalPERS members 2 who are covered by this MOA, the 2% at 62-retirement plan of CalPERS. The CITY shall continue to pay the employee's portion of retirement contributions to CalPERS for Classic CalPERS members who are employed in a classification represented by AFSCME Local 3947 through the life of this agreement the amount paid by the CITY to defray the cost of an employee's portion of retirement contributions shall not exceed 8% of the employee's monthly earnings from the CITY. This plan is codified at California Government Code 1 Classic members are defined as current CalPERS members who were active prior to January 1, 2013 or individuals from reciprocal agencies who were active prior to January 1, 2013. 2 New members are defined as new hires who are brought into CalPERS membership for the first time on or after January 1, 2013, and who have no prior membership in any other California public retirement system.

CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 36 43772235.1
section 21362.2. Employees defined as new CalPERS members shall pay their portion of contribution to the CalPERS retirement.

Classic Members only shall continue to receive the following retirement incentives:

1. One Year Final Compensation

2. Military Service Credit

3. Increased Non-Industrial Disability

4. Industrial Disability Retirement
ARTICLE 39 DURATION OF AGREEMENT
The foregoing and any executed and ratified side letters attached hereto constitutes an entire agreement between the parties and no verbal statement shall supersede its provisions.

The term of this Agreement shall be effective July 1, 2024, and shall remain in full force and effect until June 30, 2029, at which time, all terms and conditions agreed to in this Memorandum of Agreement shall be terminated.

ARTICLE 40 PURGING OF FILES
The City agrees to review the personnel files of unit members annually, if requested, and to remove and/or seal any minor reprimands or infractions, excluding serious disciplinary matters (i.e., suspensions, dismissals and demotions) as follows: Minor infractions or reprimands (as defined above) which are four years or older and those which have not been repeated within a two-year period.

ARTICLE 41 REDUCED WORK SCHEDULE IN LIEU OF UNPAID
LEAVE
Pursuant to Personnel Rules and Regulations 7.43, the City Manager may grant any permanent employee a leave of absence without pay for one continuous period of time.

Not to exceed one calendar year, based upon specified terms and conditions. In lieu of a full-time unpaid leave of absence, the City Manager may grant a permanent employee a reduced work schedule for a continuous period not to exceed one calendar year provided that: a) the employee expects at the time the leave is requested to return to work; and b) employee works no less than 32 hours a week. The employee shall continue to receive full health insurance benefits while on such reduced work schedule, CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 37 43772235.1
but shall earn sick, vacation and holiday leave benefits on a pro-rated basis. All other provisions of Personnel Rules and Regulations 7.4B shall also apply.

Subject to the foregoing, this Memorandum of Agreement is hereby executed by the authorized representatives of the City of Compton and the Union, and entered into this ____________ day of _________ 2026.

FOR THE CITY: FOR THE UNION:

Willie Hopkins Jr., City Manager Lupita Gomez Duran, President Triphenia Simmons, Assistant City
Attorney
Luis Schmidt, Business Representative,
AFSCME Local 3947
Eric J. Perrodin, City Attorney
CITY OF COMPTON-AFSCME 3947 MOA, July 1, 2019 – June 30, 2024 38 43772235.1
APRIL 28, 2026
TO: MAYOR AND CITY COUNCIL MEMBERS
FROM: WILLIE A. HOPKINS JR.

CITY MANAGER
SUBJECT: A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COMPTON

APPROVING A MEMORANDUM OF AGREEMENT (MOA) BETWEEN

THE CITY OF COMPTON AND THE COMPTON FIREFIGHTERS, LOCAL 2216, INTERNATIONAL ASSOCIATION OF FIREFIGHTERS (IAFF), FOR FISCAL YEARS 2024-2029

SUMMARY
The City Council will consider this Resolution adopting a five-year employment contract (Memorandum of Agreement) MOA between the City of Compton and the Compton Firefighters, Local 2216, International Association of Firefighters (IAFF).

BACKGROUND
The Compton Fire Department is represented by the Compton Firefighters, Local 2216, affiliated with the International Association of Firefighters (IAFF). The proposed Memorandum of Agreement (MOA) covers sworn fire personnel — Fire Captains, Fire Engineers, and Firefighters — employed by the City of Compton.

The previous union agreement between the City and Compton Firefighters, Local 2216 expired on June 30, 2024. The Compton Firefighters, Local 2216 and the City of Compton came to a Tentative Agreement modifying the terms of the MOA for a period of five years.

STATEMENT OF ISSUE
Over the past months, the City negotiated with the Compton Firefighters, Local 2216 regarding salary and benefits, and have reached an agreement. The Compton Firefighters, Local 2216 has met with its members and voted to approve the terms of the contract agreed to during negotiations. The proposed ratified MOA must now be approved by the City Council, at which point the MOA can be executed and implemented.

FISCAL IMPACT
The estimated fiscal impact of the 7% base pay increase Fire Local 2216 for fiscal year 2024-2025 is $679,695.

The estimated fiscal impact of the 7% base pay increase Fire Local 2216 for fiscal year 2025-2026 is $1,449,865.

23.23.23. Staff Report – Amending the Salary Schedule
April 28, 2026, Page 2
The fiscal impact of the 5% base pay increase Fire Local 2216 for fiscal year 2026-2027 is $572,792.

The fiscal impact of the 4% base pay increase Fire Local 2216 for fiscal year 2027-2028 is $481,145.

The fiscal impact of the 2% base pay increase Fire Local 2216 for fiscal year 2028-2029 is $250,196.

RECOMMENDATION
Staff recommends approval of the attached Resolution adopting the MOAs Firefighters, Local 2216, International Association of Firefighters (IAFF).

TAQUAN J. JONES

INTERIM HUMAN RESOURCES DIRECTOR
APPROVED FOR FORWARDING:

WILLIE A. HOPKINS JR.

CITY MANAGER
RESOLUTION NO. _____________

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COMPTON APPROVING

A MEMORANDUM OF AGREEMENT (MOA) BETWEEN THE CITY OF COMPTON AND THE COMPTON FIREFIGHTERS, LOCAL 2216, INTERNATIONAL ASSOCIATION OF FIREFIGHTERS (IAFF), FOR FISCAL YEARS 2024-2029 WHEREAS, the City of Compton has fulfilled its meet-and-confer obligations as required by the Meyers-Milias-Brown Act (MMBA); and
WHEREAS, the negotiations have resulted in an agreement between the City of Compton and the Compton Firefighters, Local 2216, International Association of Firefighters (IAFF).

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

SECTION 1. That the City Council of the City of Compton does hereby approve the Memorandum of Understanding (MOU) executed by the representatives of the Compton Firefighters, Local 2216, International Association of Firefighters (IAFF), a copy of which is attached hereto and incorporated herein by reference.

SECTION 2. That the City Manager is hereby directed to execute and implement the MOAs in accordance with the provisions of this resolution.

SECTION 3. That this resolution and the MOAs referenced herein supersede any provisions of previously adopted City policies that conflict with the provisions of these MOUs.

SECTION 4. That the monthly salary range for each of the classifications covered by the Compton Firefighters, Local 2216, International Association of Firefighters (IAFF).

MOAs are hereby fixed and established in accordance with Article 30 of these MOAs, as follows:
- Seven Percent (7%) increase effective July 1, 2024
- Seven Percent (7%) increase effective July 1, 2025
- Five Percent (5%) increase effective July 1, 2026
- Four Percent (4%) increase effective July 1, 2027
- Two Percent (2%) increase effective July 1, 2028
SECTION 5. That the health, dental, vision, and vacation benefits remain the same.

SECTION 6. That the monthly retirement contribution for each of the classifications covered by the Compton Firefighters, Local 2216, International Association of Firefighters (IAFF) MOA is hereby established in accordance with Article 19 of this MOA.

SECTION 7. That copies of this Resolution shall be filed in the offices of the City Manager, City Clerk, City Controller, Law Division/City Attorney, and Human Resources Department.

SECTION 8. That the Mayor shall sign, and the City Clerk shall attest to the adoption of this Resolution.

ADOPTED this 28th, day of April, 2026.

RESOLUTION NO. _____________
PAGE 2

_______________________________

EMMA SHARIF

MAYOR OF THE CITY OF COMPTON
ATTEST:
___________________________________
SATRA D. ZURITA

CITY CLERK OF THE CITY OF COMPTON

STATE OF CALIFORNIA

COUNTY OF LOS ANGELES
CITY OF COMPTON:ss
I, Satra D. Zurita, City Clerk of the City of Compton, hereby certify that the foregoing resolution was adopted by the City Council of the City of Compton, signed by the Mayor, and attested by the City Clerk at a regular meeting thereof held on the _______ day of _________________, 2026.

That said resolution was adopted by the following vote, to wit:

AYES: COUNCIL MEMBERS-
NOES: COUNCIL MEMBERS-
ABSTAIN: COUNCIL MEMBERS-
ABSENT: COUNCIL MEMBERS-
___________________________________
SATRA D. ZURITA

CITY CLERK OF THE CITY OF COMPTON
CO080\105\12553957.v3

MEMORANDUM
OF

AGREEMENT

CITY OF COMPTON
AND

COMPTON FIREFIGHTERS,
LOCAL 2216
JULY 1, 2024
TO
JUNE 30, 2029
i
CO080\105\12553957.v3

MEMORANDUM OF AGREEMENT
INDEX

ARTICLE TITLE PAGE
PREAMBLE ..................................................................................................................................................1 ARTICLE 1. RECOGNITION ................................................................................................................1 ARTICLE 2. SCOPE OF REPRESENTATION .....................................................................................2 ARTICLE 3. JOB DESCRIPTIONS AND CLASSIFICATIONS..........................................................2 ARTICLE 4. PAYROLL DEDUCTIONS...............................................................................................2 ARTICLE 6. DISCRIMINATION ..........................................................................................................3 ARTICLE 7. BULLETIN BOARDS .......................................................................................................3 ARTICLE 8. RULES AND REGULATIONS.........................................................................................4 ARTICLE 9. SICK LEAVE/SEVERANCE PAY...................................................................................4 ARTICLE 10. BEREAVEMENT LEAVE................................................................................................6 ARTICLE 11. VACATION LEAVE.........................................................................................................6 ARTICLE 12. MOVE-UP ASSIGNMENTS ............................................................................................7 ARTICLE 13. REASONABLE NOTICE..................................................................................................8 ARTICLE 14. ACCESS TO WORK STATION.......................................................................................8 ARTICLE 15. HOLIDAYS .......................................................................................................................9 ARTICLE 16. HOURS OF WORK...........................................................................................................9 ARTICLE 17. UNION BUSINESS...........................................................................................................9 ARTICLE 18. TUITION REIMBURSEMENT ......................................................................................10 ARTICLE 19. PREVAILING RIGHTS ..................................................................................................13 ARTICLE 20. SENIORITY AND TEMPORARY APPOINTMENTS..................................................13 ARTICLE 21. MEDICAL INSURANCE COVERAGE.........................................................................14 ARTICLE 22. DAILY FIRE COMPANY STAFFING ..........................................................................14 ARTICLE 23. DENTAL INSURANCE COVERAGE...........................................................................15 ARTICLE 24. EDUCATIONAL INCENTIVE PAY..............................................................................15 ARTICLE 25. UNIFORM ALLOWANCE..............................................................................................16 ARTICLE 26. PREMIUM PAY...............................................................................................................16 ARTICLE 27. LEAVE OF ABSENCE ...................................................................................................18 ARTICLE 28. GRIEVANCE PROCEDURE..........................................................................................19 ARTICLE 29. ARBITRATION ..............................................................................................................21 ARTICLE 30. BASE PAY ......................................................................................................................27 ARTICLE 31. MANAGEMENT RIGHTS .............................................................................................28 ii
CO080\105\12553957.v3
ARTICLE 32. ZIPPER CLAUSE ............................................................................................................29 ARTICLE 33. SEVERABILITY PROVISION......................................................................................30 ARTICLE 34. RETIREMENT PLAN .....................................................................................................31 ARTICLE 35. ACTING ASSIGNMENT................................................................................................31 ARTICLE 36. LIFE INSURANCE .........................................................................................................31 ARTICLE 37. STRIKE PROHIBITION.................................................................................................32 ARTICLE 38. LAYOFF AND RETRENCHMENT PROCEDURES ....................................................33 ARTICLE 39. PURGING OF PERSONNEL FILES ..............................................................................39 ARTICLE 40. FLSA/OVERTIME..........................................................................................................39 ARTICLE 41. QUARTERLY MEETING ..............................................................................................40 ARTICLE 42. DURATION.....................................................................................................................41 ARTICLE 43. WORKDOWNS ...............................................................................................................41 ARTICLE 44. RATIFICATION AND EXECUTION............................................................................41 ARTICLE 45. LONGEVITY PAY ........................................................................................................41 ARTICLE 46. PERSONAL LEAVE......................................................................................................42 1 CO080\105\12553957.v3

MEMORANDUM OF AGREEMENT
City of Compton, a Municipal Corporation
And
Compton Firefighters, Local 2216
Affiliated with the International
Association of Firefighters

PREAMBLE
This Memorandum of Agreement (“Agreement”), is entered into by and between the City of COMPTON, CALIFORNIA, (“CITY”), and LOCAL 2216 INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, (“UNION” or “LOCAL 2216”), pursuant to the terms of Council Resolution No. 10,471 of the City of Compton and has been executed by the City Manager, on behalf of the employees of the Compton Fire Department. It is, however, the mutual understanding of all parties hereto, that such Agreement is of no force or effect whatsoever unless or until ratified by Local 2216 and approved by resolution duly adopted by the City Council of the City of Compton.

ARTICLE 1. RECOGNITION
The Compton Firefighters, Local 2216, affiliated with the International Association of Firefighters, is hereby acknowledged by the City of Compton as the recognized employee organization representing the employment classifications in this Unit as may be established by the City. The Unit as presently established, consists of the following classifications:

A) Fire Captain
B) Fire Engineer
C) Firefighter
2 CO080\105\12553957.v3
For the term of the Agreement, no other employee organization may seek representation, nor may the City recognize another employee organization for an election not consistent with City Council Resolution No. 10,471, of the City of Compton or California State Law.

ARTICLE 2. SCOPE OF REPRESENTATION
The scope of representation shall include all matters relating to employment conditions and employer/employee relations, including, but not limited to wages, hours and other terms and conditions of employment, except, however, that the scope of representation shall not include consideration of the merits, necessity, or organization of any service or activity provided by law.

ARTICLE 3. JOB DESCRIPTIONS AND CLASSIFICATIONS
In the event a new job classification is created, which is determined to be within the internal and occupational community of interest of Local 2216, the Union will be consulted on the proposed classification pay and job description.

ARTICLE 4. PAYROLL DEDUCTIONS
It is mutually agreed that the City will deduct dues once each month provided there is not more than one deduction per pay period. The Treasurer of the Union shall certify to the City the current Unit employees who have provided written authorization for payroll deductions to the Union and the correct amount to be deducted from the pay of those employees who individually request in writing that such deductions be made. The total amount of all such deductions shall be remitted by the City to the Treasurer of the Union. The Union also agrees to maintain the individual employees’ current written authorization forms to make such deductions. This process for making payroll dues 3 CO080\105\12553957.v3
deductions shall remain in full force and effect during the term of this Agreement as specified in Council Resolution No. 10,471.

The City shall not be responsible for failure to terminate a dues deduction absent advance written notice of such revocation by the Union. The Union will be responsible for refunding any deductions to non-member employees whom the City has already remitted to the Union after such cancellation or revocation. Local 2216 agrees to indemnify and hold the City harmless against all claims, suits, orders or judgments brought or issued against the City as a result of dues deductions or transmittal of such funds to Local 2216, including claims for deductions made in reliance on the Union’s representations and certifications regarding valid written employee dues deduction authorizations (exclusive of errors in computation made by the Controller's Department).

ARTICLE 6. DISCRIMINATION
The City shall not discriminate against any employee for activity on behalf of, or membership in the Union, and the Union shall not permit members in supervisory capacities to discriminate against non-Union employees in matters relating, but not limited to, duty assignments. Neither the Union nor City shall discriminate against any employee because of race, sex, sexual orientation, creed, age, handicap, religion, political affiliations or any other basis or classification protected by law.

ARTICLE 7. BULLETIN BOARDS
The City will provide the Union with space on available bulletin boards on which the Firefighters, Local 2216, may post its official notices. The Union shall submit a copy of each notice to the 4 CO080\105\12553957.v3
Fire Chief or the Fire Chief’s designated representative prior to posting in order to keep the City informed of the material which is being posted.

ARTICLE 8. RULES AND REGULATIONS
The Union agrees that its members shall comply with all applicable City and departmental rules and regulations, including those relating to conduct and work performance.

The City agrees that the application of unreasonable departmental rules and regulations which affect working conditions and performance shall be subject to the established grievance procedures.

New departmental rules or changes in departmental rules and regulations shall be thoroughly discussed with Union representatives prior to implementation.

ARTICLE 9. SICK LEAVE/SEVERANCE PAY
A. Unit employees, scheduled to work 56 hours shall earn 12 hours of sick leave for each month of service. All other Unit employees shall earn nine hours of sick leave for each month of service. Said sick leave accumulation shall be credited to the employee's records on a monthly basis. Accumulation of unused sick leave shall be unlimited.

B. Upon separation from service for any reason other than disciplinary causes, employees hired before May 1, 2026 who have five years of continuous service receive as severance pay (calculated at the final level of compensation) a portion of 5 CO080\105\12553957.v3
sick leave bank credits representing accumulated and unused sick leave in accordance with the following schedule:

AMOUNT OF PAY-OFF
Time of Service Up to 800 hrs. Over 800 hrs.
0 up to 5 years 5 0% 0%
Up to 10 years 10 25% 0%
Up to 15 years 50% 25%
15 up to 20 years 75% 50%
20 up to 25 years 100% 75%
25 years or more 100% 100%
C. Upon separation from service for any reason other than disciplinary causes, employees hired on or after May 1, 2026 shall be entitled to receive as severance pay (calculated at the final level of compensation) a portion of sick leave bank credits representing accumulated and unused sick leave in accordance with the following schedule:

AMOUNT OF PAY-OFF
Time of Service Hours
5 to 9 years 96
10 to 19 years 192
20+ years 288

D. In the event of an economic lay-off, or should the City contract fire services, employees will receive pay-off of accumulated sick leave in accordance with the following schedule:

Time of Service Up to 800 hrs. Over 800 hrs.
3 up to 10 years 25% 25%
10 up to 15 years 75% 50%
15 up to 20 years 100% 75%
20 years or more 100% 100%
6 CO080\105\12553957.v3
E. Notwithstanding any other provision in this Agreement, in the event of an economic layoff, or should the City contract fire services, the City will provide the sick leave pay- off in two equal installments with the first installment paid at the time of separation, and the second installment paid on the first pay period after May 1 or January 1, whichever date comes first after the first installment.

ARTICLE 10. BEREAVEMENT LEAVE
In the event of a death in the immediate family of a Unit employee, the employee shall be granted up to two shifts of paid bereavement leave and up to three shifts of unpaid bereavement leave.

Employees may use any of their accumulated leave balances to receive pay during unpaid bereavement leave. The immediate family shall be defined as spouse, child, parent, stepparent, stepchild, sibling, grandparent, registered domestic partner, spouse's sibling, spouse's parents, spouse's grandparents, spouse's son-in-law and spouse's sister-in-law. In addition, the Fire Chief has the discretion to approve additional days off beyond five shifts. Bereavement leave may be used on a nonconsecutive basis but must be completed within three (3) months of the date of the family member’s death.

ARTICLE 11. VACATION LEAVE
A. Consistent with present City policy, vacation leave shall be earned on a monthly basis, depending on length of continuous service as follows:

Three Platoon Personnel
Less than 5 years’ service 14.000 hours
7 CO080\105\12553957.v3
5 years, but less than 15 years’ service 20.000 hours
15 years’ service and over 26.000 hours
All Others Within the Unit
Less than 5 years’ service 10.000 hours
5 years, but less than 15 years’ service 14.000 hours
15 years’ service and over 19.000 hours
B. Vacation in excess of three shifts may be compensated for by payment at straight time in lieu of time off, contingent upon departmental scheduling of available time and at the City Manager’s discretion.

Vacation schedules shall comply with the department's current vacation bulletin.

ARTICLE 12. MOVE-UP ASSIGNMENTS
Unit employees will be compensated for move-up assignments as follows:

A. The qualifying period shall be in excess of 24 (meaning 24 1/2) scheduled hours per calendar quarter. The calendar quarters are: January — March; April — June; July — September; and October — December.

B. Payment for higher classification shall be as follows:

From Firefighter to Engineer $40.00 per shift
From Firefighter to Captain $45.00 per shift
From Firefighter to paramedic $50.00 per shift
From Engineer to Captain $45.00 per shift
From Captain to Battalion Chief $50.00 per shift
To Specialty assignment $20.00 per day
8 CO080\105\12553957.v3
C. There will be retroactive payment upon the completion of the qualifying period.

D. Only permanent, certified Unit employees will be eligible for higher classification pay.

E. Qualifications and ability shall be considered in selecting Unit employees to fill assignments in higher classifications: when qualifications and ability are equal, seniority in rank within the station in which the vacancy occurs shall govern. Move-up assignments outside the Unit (Battalion Chief, Deputy Fire Chief and Fire Chief) shall be decided by the Fire Chief or the City Manager.

F. Unit employees shall not be assigned to a higher classification unless they possess the minimum requirements for the position.

ARTICLE 13. REASONABLE NOTICE
All communication or notice required to be served upon the Union by the City shall be delivered to a designated space within the Fire Department. All communication with the City shall be addressed and delivered to the City Manager's Office or designee, with copies to the Fire Chief and the Human Resources Department via email, unless otherwise specified herein.

ARTICLE 14. ACCESS TO WORK STATION
The City will grant official representatives of the Union the access and right to discuss any grievance or problem arising under the terms of this Agreement with any employee during working hours. There will be as little interference as possible by the Union's Business Representative and/or Shift steward during the working hours of such employee or employees.

The Shift Steward shall be permitted to conduct a reasonable amount of Union business regarding grievances during working hours without loss of pay. The Union may use City 9 CO080\105\12553957.v3
facilities to conduct meetings when such facilities are available, with express permission from the Fire Chief or the Fire Chief’s designee.

ARTICLE 15. HOLIDAYS
All three Platoon Personnel shall be compensated for holidays by payment in addition to base pay rate of 8% of base pay.

All other personnel in the Unit shall observe holidays in the same manner as miscellaneous City employees.

ARTICLE 16. HOURS OF WORK
The three Platoon duty schedule shall be an average 56-hour week. Whenever Federal or State laws (or policies) dictate a different schedule from that stated above, the City shall retain the right to alter the schedule to meet budgetary limits.

ARTICLE 17. UNION BUSINESS
A. Firefighters elected to Union offices (and other Unit employees appointed by the Union President) shall be granted time off to perform Union duties and attend Union functions without loss of pay. Time off, however, is not to exceed an aggregate of 500 hours per fiscal year for the total of all such employees. Time off for Union functions may include, but is not limited to, attending conferences, conventions and seminars. Approval to take time off must be obtained from the Fire Chief or the Fire Chief’s designee before such time is taken.
10 CO080\105\12553957.v3
B. Pursuant to Government Code Section 3505.3, up to four members of the negotiating team shall be allowed reasonable time off without loss of compensation or benefits, exclusive of Union business hours when formally meeting and conferring with the City on matters within the scope of representation, provided their release shall not result in engine companies being out of service.

ARTICLE 18. TUITION REIMBURSEMENT
The City shall reimburse bargaining unit members for tuition and books up to a maximum of $750.00 per fiscal year, providing that the bargaining unit members enrolled in educational institutions comply with the provisions listed herein. In no case shall bargaining unit members receive reimbursement above actual costs on any expenditure or grant reimbursement, nor will veterans be eligible to participate while receiving financial remuneration through the GI Bill.

A. Payment

1. Employees enrolling in courses eligible for tuition reimbursement may be required to apply for funds for said purpose from alternate sources, available. Such sources may include, but are not limited to, State and Federal governments, inclusive of scholarship monies and Veteran's benefits programs.

3. Whenever an employee is required by the City to enroll in a course in order to obtain the requisite skills which have been determined to be necessary in order to effectively 11 CO080\105\12553957.v3
function in the job, he/she shall be fully reimbursed by the City for the course, but the employee shall not be paid for the time to take the course and any studying or preparation.

B. To receive reimbursement for enrolling in courses eligible for reimbursement under this article, an employee shall ensure the course is:

1. Reviewed and approved by the employing department and the Human Resources Department prior to enrollment in the course in response to a timely "After Hours Education" application, as described below.

2. Initiated and completed while in the employ of the City of Compton.

3. Completed at the minimum letter grade of "C" or with a "pass"' if enrolled on a pass/fail basis.

Reimbursement shall be made only for course work, which is completed at accredited high schools, junior colleges, colleges or universities, trade schools, or through other institutions approved by the Human Resources Department. Approval of an application for reimbursement is contingent upon availability of funds and the employee's successful completion of the course as specified in these provisions.

C. Procedure for Applying for and Obtaining Reimbursement for Participating in Eligible Courses

2. The department notes whether the course is job related or promotion related; then approves or disapproves the application and forwards such to the Human Resources Department.

3. The Human Resources Department examines the application noting the department manager's recommendation and secures a cost estimation of the course.

5. The Human Resources Department records and returns the receipts to the employee.

6. Upon successful completion of the course, the employee submits to the Human Resources Department a transcript of the course grade (or completion certificates).

8. The Human Resources Department sends a congratulatory letter to the employees for successful completion of the course.

9. A record of the courses completed and grades attained are prepared. One copy is placed in the employee's personnel file, and a copy is forwarded to the department manager. 13 CO080\105\12553957.v3
ARTICLE 19. PREVAILING RIGHTS
All rights, privileges and working conditions enjoyed by Unit employees at the present time which are not included in this Agreement shall remain in full force, unchanged and unaffected in any manner unless changed by mutual agreement or arbitration decision. In the event an agreement cannot be reached by the parties, any unresolved issue may be submitted by either party directly to arbitration in accordance with the arbitration provisions herein.

ARTICLE 20. SENIORITY AND TEMPORARY APPOINTMENTS
A. Seniority shall be the determining factor in all temporary appointments and transfers within the Unit. As used herein, seniority shall be defined as the date of permanent appointment to current rank or classification with the City of Compton and as applied shall consist of the following factors:

1. Length of service

2. Qualifications and ability

3. Physical fitness
B. Seniority shall be terminated by discharge for cause or resignation. When (2) and (3) are relatively equal, length of service shall govern.

C. When it is determined that a position within the Unit will be vacant for a period in excess of 30 days, and the Fire Chief or the Fire Chief’s designee elects to fill it, the following procedures will apply:

Temporary appointment using the certified current eligibility list, certified by the Personnel Board and selecting from the three highest-ranking candidates.

When no eligibility list is available and the position must be filled, then seniority, 14 CO080\105\12553957.v3
as defined above, shall govern.

Such appointments shall remain in effect until the employee who caused the temporary vacancy returns to work or the appropriate eligibility list is established, but not to exceed the duration which governs temporary appointments. All temporary Appointments or Assignments must be approved by the departmental process, and are subject to City Manager approval.

ARTICLE 21. MEDICAL INSURANCE COVERAGE
A. The City shall pay 100% of the cost for coverage for the employee plus two or more dependents based upon the cost of the premium for Kaiser- Los Angeles Region (Los Angeles, San Bernardino, Ventura Counties) medical plan or the equivalent dollar amount toward any plan provided by the City. The City shall increase the contribution toward the health insurance premium by the equivalent amount of the Kaiser-Los Angeles Region increase for the duration of this Agreement.

ARTICLE 22. DAILY FIRE COMPANY STAFFING
The minimum daily Fire Company staffing of 22 is as follows:

Engine 41 1 Fire Captain, 1 Fire Engineer,1 Firefighter Engine 42 1 Fire Captain, 1 Fire Engineer,1 Firefighter Engine 43 1 Fire Captain, 1 Fire Engineer,1 Firefighter Engine 44 1 Fire Captain, 1 Fire Engineer,1 Firefighter Truck 411 1 Fire Captain, 1 Fire Engineer,1 Firefighter Paramedic Rescue 441 2 Firefighter/paramedics
Paramedic Rescue 442 2 Firefighter/paramedics
Paramedic Rescue 443 2 Firefighter/paramedics
The 22nd position shall be assigned to Fire Suppression emergency services. 15 CO080\105\12553957.v3
If activation of more than four (4) engines is necessary in order to respond to situational emergencies, the City reserves the right to make operational adjustments that differ from the above staffing levels.

ARTICLE 23. DENTAL INSURANCE COVERAGE
A. For the term of this Agreement, the City shall continue to provide full payment for a City- wide pre-paid plan.

B.It is specifically understood that employees shall pay any and all additional premium increases related to the orthodontic benefits and additional options not provided for in or in excess of the City-wide basic plan through monthly payroll deductions.

ARTICLE 24. EDUCATIONAL INCENTIVE PAY
A. Employees within the Unit hired prior to January 1, 2001, who have received the following certificates or degrees, shall be eligible for compensation in addition to base pay as follows:
% of Base Pay
24 or more college semester units in Fire Science/Technology 2.5% "Fire Officers' Certificate", State of California 2.5%
Associate of Science or Arts Degree 5.0%
B. In no case shall an employee be eligible for an Education Incentive in excess of 5% of his base pay.

C. Any employee hired as of January 1, 2001 shall receive $300.00 per month for an Associate of Science or Arts degree or higher. Any employee who possesses 24 units in Fire Science/Technology shall receive $150.00 per month. The amounts are not cumulative. 16 CO080\105\12553957.v3
ARTICLE 25. UNIFORM ALLOWANCE
A. After successful completion of initial probation, Unit employees shall receive an uniform allowance of $1,500 per year. Payment to be made in quarterly payments of $375.00.

B. If an employee of this Unit is absent from work for more than two consecutive quarters of a year, the employee shall not be eligible for uniform allowance.

ARTICLE 26. PREMIUM PAY
Unit employees assigned to work requiring specified duties which require skills and abilities not contemplated in the employee's normal assignments in the areas described in this section shall receive premium pay only while so assigned.

Such premium pay shall be for the hours actually worked in the assignment. Assignment and reassignment shall be made by the department head, subject to the approval of the City Manager.

A.FIRE PREVENTION AND SPECIAL ASSIGNMENT:

Fire Prevention, Paramedic Coordinator and other special 40-hour assignments shall receive a 10% premium per month additional compensation.

B.PARAMEDIC ASSIGNMENT

1. Any Firefighter regularly assigned to serve as a paramedic shall receive, upon certification, 10% of base pay per month additional compensation, as long as the firefighter maintains competent performance as a paramedic.

2. Firefighters shall receive 9% of base pay per month additional compensation at the beginning of the second year of paramedic assignment as long as: (1) the certification remains current, and (2) the firefighter maintains an evaluation of competent 17 CO080\105\12553957.v3
performance as a paramedic, and (3) the firefighter must be assigned to paramedic duty.

The maximum additional compensation for a paramedic assignment is 19% (10% in Section (B)(1) + 9% in Section (B(2)) of base pay.

C.Any Fire Captain or Fire Engineer who maintains a current paramedic certification shall receive $ 1000 per month additional compensation.

D.Any Fire Captain, Fire Engineer or Firefighter who maintains a current EMT-paramedic certification who is not assigned as a paramedic shall receive $300.00 per month additional compensation. If a Department need arises, any Fire Captain, Fire Engineer or Firefighter maintaining a current EMT-paramedic certification and who receives the $300.00 per month additional compensation can be required to work a paramedic shift.

If a Fire Captain, Fire Engineer or Firefighter is regularly assigned as a paramedic, they will no longer receive the $300.00 per month additional compensation in this section and instead will receive the additional compensation pursuant to Sections B. and C. above.

E.Any Fire Captain, Fire Engineer or Firefighter who maintains a current EMT-Basic (“EMT-B”) certification shall receive $300.00 per month additional compensation. No employee shall receive both an EMT-B certification bonus and the EMT-Paramedic certification bonus provided in Section D above.

F.Any Fire Captain, Fire Engineer or Firefighter who maintains a current Hazardous Materials First Responder Operational certification shall receive $200.00 per month additional compensation.
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G.Any Fire Captain, Fire Engineer or Firefighter regularly assigned to a specialty Urban Search and Rescue, Hazardous Materials, Swiftwater or Arson Team shall receive $200.00 per month additional compensation.

H.Any Unit employee who is assigned to a USAR taskforce and responds and participates in an actual emergency event shall receive $50 per day while committed to that event.

I.BILINGUAL ASSIGNMENT

1. The City recognizes that certain employees having bilingual speaking skills and are called upon from time to time to perform oral or written bilingual services. It is further recognized that certain of these employees may be called away from their normal duties to perform bilingual services. To recognize the specialized services provided by these employees, the City will pay $34.62 bi-weekly ($75.00/monthly) to Unit employees when assigned to provide oral or written bilingual services. Employees shall be required to pass a qualifying examination administered by the City to determine proficiency for bilingual assignment.

2. Employees committed to the bilingual assignments shall be obligated to provide such service to the City as needed.

3. The languages covered are Spanish and American Sign Language (ASL) and any other language as approved by the City Manager or designee.

ARTICLE 27. LEAVE OF ABSENCE
The City Manager may grant a permanent employee leave of absence without pay not to exceed one year. No leave without pay shall be granted except upon written request of the employee.

Whenever granted, such leave shall be in writing and signed by the City Manager, and a copy 19 CO080\105\12553957.v3
filed with the Human Resources Director. Upon expiration of a regularly approved leave without pay, the employee shall be reinstated in the position held at the time leave was granted; provided the employee is in physical condition to properly carry out the duties of such position. Failure on the part of an employee on leave to return to work promptly at its expiration shall be cause for discharge. A leave of absence granted to any employee shall not create a vacancy in the employee’s position. For the duration of any such leave of absence, the duties of the position may be performed by another employee in the Classified Service on an acting assignment approved by the City Manager, provided that an employee so assigned shall possess the minimum qualifications for such position.

ARTICLE 28. GRIEVANCE PROCEDURE
The following procedure shall be applicable to Unit employees:

A. Purpose of Grievance Procedures:

1. To promote improved employer/employee relations.

2. To provide that grievances shall be settled as near as possible to the point of origin.

3. To provide that the grievance procedures shall be as informal as possible.

B. A "grievance" is defined as the expression of an employee's complaint regarding the interpretation and application of one or more provisions of this Agreement between the City and the Union.

C. Grievances, as herein defined, shall be processed in the following manner:

1. Step 1
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An employee's grievance must be submitted to the employee’s first line non-unit supervisor or management representative immediately in charge of the aggrieved employee within ten calendar days after the event giving rise to the grievance. The grievance shall identify the specific section(s) of the Agreement alleged to be violated. The supervisor or management representative will give an answer to the employee by the end of the fifteenth business day following the presentation of the grievance. The giving of such answer will terminate Step 1.

2. Step 2
If the grievance is not settled in Step 1, the employee and the employee’s representative, if any, shall within five working days after the termination of Step 1, appeal in writing to the department head. The department head shall schedule a meeting place within ten calendar days from the date the grievance is referred to Step 2. The department head may invite other management employees to be present at such meeting. The department head will give a written reply by the end of the fifteenth business day following the date of the meeting, and giving of such reply will terminate Step 2.

3. Step 3
If Step 2 does not resolve the grievance, the employee may appeal the grievance in writing to the Human Resources Department. The grievance shall be submitted within ten calendar days of the receipt of the response given in Step 2. The Human Resources Director or designee will respond to the employee within fifteen business days of receipt of the grievance. Such response shall terminate Step 3. 21 CO080\105\12553957.v3

4. Step 4
If Step 3 does not resolve the grievance, the employee may appeal the grievance in writing to the City Manager's Office, with a copy to the Human Resources Director. The grievance shall be submitted within ten calendar days of the receipt of the response given in Step 3. The City Manager or designee will respond to the employee within fifteen business days of receipt of the grievance.

The decision of the City Manager shall terminate Step 4.

Business days are defined as days that City Hall is open to the public. If a grievance is not presented within the time limits set forth above, it shall be considered "waived." If a grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, it shall be considered settled on the basis of the City's last answer. If the City does not answer a grievance within the specified time limits, the employee may elect to treat the grievance as denied at that step and immediately appeal the grievance to the next level. The time limit in each step may be extended by prior mutual written agreement of the City and the employee at each step.

ARTICLE 29. ARBITRATION
A. Grievance Arbitration: The City or Local 2216 may request that a grievance be submitted to arbitration if the orderly procedures provided herein do not resolve the matter to the mutual satisfaction of both parties. However, only those grievances which directly concern or involve the interpretation or application of the specific terms and provisions of this Agreement shall be submitted to arbitration.
22 CO080\105\12553957.v3

1. Selection of Arbitrator: As soon as possible, and in any event not later than ten business days after either party received written notice from the other of the desire to arbitrate, the parties shall agree upon an arbitrator. If no agreement is reached within said ten days, an arbitrator shall be selected from a list of seven arbitrators submitted by the State or Federal Mediation and Conciliation Service by alternate striking of names until one name remains. The party who strikes the first name from the panel shall be determined by lot.

2. Witnesses: Either the City or the Union may call any employee as a witness, and the City agrees to release said witness from work, if the employee is on duty. If an employee witness is called by the City, the City will pay the employee's salary for time released from normal work duties. If an employee witness is called by the Union, the City will release the employee from normal work duties and the salary for time released will be paid by the Union and not by the City.

3. Jurisdiction of the Arbitrator: The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this Agreement. The arbitrator shall consider and decide only the specific issue submitted to them in writing by the Employer and the Union, and shall have no authority to make a decision on any other issue not so submitted to them.

3. The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the applicable laws, rules and regulations having the force and effect of the law. The arbitrator shall have no power to establish a rate or change the existing wage rate structure, establish new jobs, or 23 CO080\105\12553957.v3
change existing job content. The arbitrator shall consider and decide only the specific issue submitted in writing by the City and the Union, and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shall submit in writing the arbitrator’s decision within 30 days following close of the hearing or submission of briefs by the parties, whichever is later, unless the parties agree to an extension thereof. The arbitrator's decision shall be based solely upon the arbitrator’s interpretation of the meaning or application of the express terms of this Agreement to the facts of the grievance presented. A decision of the arbitrator rendered in accordance with the foregoing shall be binding upon the parties.

4. One Grievance at a Time: The arbitrator may hear and determine only one grievance at a time, unless the City and Local 2216 expressly agree otherwise.

5. Costs and Fees: It is agreed that the party determined by the ruling arbitrator to be in violation shall pay the total cost of arbitration with the exception of counsel's fees and witness services.

B. Arbitration of Severe Discipline: Disciplinary actions which may or do result in a suspension, demotion, termination from active City employment, a reduction in pay, and a disputed personnel transfer, constitute "severe discipline" for purposes of this Article.

Local 2216 may appeal the City's decision to impose severe discipline through the procedures described below. Notwithstanding anything in this Agreement, the procedures described below: 1) do not apply in the case of any dispute or personnel action other than "severe discipline” as defined here; 2), do not apply in the case of a demotion because of 24 CO080\105\12553957.v3
failure to pass probation; and 3) do not apply in the case of a termination of a probationary firefighter because of failure to pass probation.

1. Method of Appeal: On or before the tenth business day after the date of written notice of severe discipline, the disciplined employee may invoke this appeal procedure by delivering written notice of such appeal to the City Manager. An employee's failure to timely deliver written notice of appeal waives these appeal procedures, and makes the discipline final and binding. Such notice of appeal shall contain a statement of the grounds upon which it is based.

2. Selection of Arbitrator: As soon as possible, and in any event not later than ten business days after the City Manager receives a timely written notice of appeal from the employee, the parties shall agree upon an arbitrator. If no agreement is reached within said ten business days, the parties shall jointly request a list of seven arbitrators from the State Mediation and Conciliation Service. If no agreement is reached on the selection of an arbitrator from the list, the parties will select an arbitrator by alternate striking of names from the list until one name remains. The party who strikes the first name from the list shall be determined by lot.

3.Employee Status Pending Appeal: Severe disciplinary actions shall be effective upon the completion of the pre-determination procedures set out in Compton Personnel Rules and Regulations 10.2A. No employee shall be entitled to compensation after the effective date of the action and during any period of appeal.

4.Right to Representation: At any stage of the proceedings described in Article 29B, an employee shall have the right to the assistance of a representative at the employee's own expense. The City has no obligation to provide or compensate any such representative. 25 CO080\105\12553957.v3

5.Appeal Hearings: The following requirements shall apply to appeal hearings:
a. Cost and Fees: The parties shall share equally the expenses of the arbitrator and court reporter. Each party bears its own counsel's fees, costs, witness services, and any other costs that the party unilaterally incurs. Also, any copies of transcripts of the proceedings other than that provided to the arbitrator will be paid solely by the requesting party. The cost of the arbitrator shall be borne equally by the City and the employee.
b. Court Reporter: A reporter shall be ordered and shall be present during the entire proceedings. The cost of a reporter and of one copy of the transcript of the hearing shall be borne equally by the City and the employee.
c. Witnesses: The arbitrator shall have the power, upon request of either party, to issue subpoenas to compel the attendance of any witness. The arbitrator shall administer oaths or affirmations in conjunction with testimony given at such hearings. When employees of the City are called to testify on behalf of the City's case during non- working hours, they will be compensated for all time required of them during such non-duty hours at their regular rate of pay in the form of additional pay or compensatory time, as the City may decide in its discretion. If called by the aggrieved employee, an employee's normal pay for time released from normal work duties will be paid by the aggrieved employee and not by the City. Non-employee witnesses called by the City to testify on its behalf may be reimbursed for their actual loss of earnings and any expense incurred, in the discretion of the City. d. Jurisdiction of the Arbitrator: The arbitrator shall have no power to alter, amend, change, add to, or subtract from any of the terms of this Memorandum of 26 CO080\105\12553957.v3
Agreement or the City's Personnel Rules and Regulations, or any other City Council Resolution bearing upon the matter. The arbitrator shall have authority to determine only whether the City has proven the charges by the preponderance of the evidence and what level of discipline is appropriate. The arbitrator may rescind the aggrieved employee's suspension, demotion, termination, or disputed personnel transfer. If the arbitrator finds that the action was taken without cause, the arbitrator may direct that the employee be paid all or a portion of the wages or salary to which the employee would have been entitled had the employee not been disciplined. Under no circumstances does the arbitrator have authority to award damages, attorney's fees or costs. The decision of the arbitrator shall be based solely upon the evidence and arguments presented by the respective parties at the hearing, on any stipulations entered into by them in writing, and by the arguments presented in their written briefs, if any. Findings of fact and conclusions drawn therefrom, that support the determination or award resulting from the hearing, will be issued in writing within the time limits agreed to between the employee, the City and the arbitrator at the conclusion of the hearing.
e. Effect of Arbitration Decision: The written decision of the arbitrator shall be final and binding on the employee, the Union, and the City, provided that the decision is within the arbitrator's jurisdiction, is limited to the agreed-upon issue(s), and is consistent with the preponderance of the evidence.
f. One Appeal at a Time: The arbitrator may hear and determine only one appeal of severe discipline at a time, unless the City and Local 2216 expressly agree otherwise.
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ARTICLE 30. BASE PAY
A. The monthly salary range for each of the classifications covered by this Agreement shall be set as follows:

Classification Range 7/1/2024 7/1/2025 7/1/2026 7/1/2027 7/1/2028 Firefighter 150 157 164 169 173 175
Fire Engineer 166 173 180 185 189 191
Fire Captain 182 189 196 201 205 207
B. Adjustments to Compensation
1) For the 2024-2025 fiscal year, effective retroactive July 1, 2024, there will be a seven (7) percent wage increase to base pay for Unit employees, which shall be reflected in the City’s salary ranges.
2) For the 2025-2026 fiscal year, there will be a seven (7) percent wage increase to base pay for Unit employees, which shall be reflected in the City’s salary ranges. The adjustment to wages will be reflected within two (2) pay periods of City Council adoption of this Agreement.

Only employees employed by the City on the date of City Council adoption of this Agreement shall receive the above compensation. All retroactive compensation payments shall be issued no later than the end of the 2025-2026 fiscal year.
3) For the 2026-2027 fiscal year, there will be a five (5) percent wage increase to base pay for unit members, which shall be reflected in the City’s salary ranges. 28 CO080\105\12553957.v3
4) For the 2027-2028 fiscal year, there will be a four (4) percent wage increase to base pay for unit members, which shall be reflected in the City’s salary ranges. 5) For the 2028-2029 fiscal year, there will be a two (2) percent wage increase to base pay for unit members, which shall be reflected in the City’s salary ranges.

The parties agree that within sixty (60) days of the City’s completion of the classification and compensation study initiated in the 2023-2024 fiscal year, the parties will reopen this Agreement for the limited purpose of meeting and conferring regarding compensation in relation to the results of the study. Any changes to this Agreement shall be subject to the mutual written agreement of the parties.

ARTICLE 31. MANAGEMENT RIGHTS
It is recognized that, except as expressly stated in this Agreement, the department shall retain whatever rights and authority are necessary for it to operate and direct the affairs of the department, including, but not limited to, the right to direct the working forces; to plan, direct and control all the operations and services of the department; to determine the methods, means, organization by which such operations and services are to be conducted; to assign and transfer employees; to schedule working hours and to assign overtime; to hire, promote, in accordance with the applicable provisions of the City Charter and Personnel Rules and Regulations or relieve employees due to lack of work or other legitimate reasons; to demote, suspend, discipline, discharge for just cause; to control the department's budget, to take whatever actions necessary in emergencies in order to assure proper functions of the department.
29 CO080\105\12553957.v3
Effect of Laws, Rules and Regulations
The Union recognizes that all employees covered by this Agreement shall perform the services prescribed by the City and shall be governed by the laws of the State of California, and by the City's rules, regulations, directives and orders, issued by properly designated officials. The Union also recognizes the City's rights and obligations to promulgate rules, regulations, directives and orders from time to time, as deemed necessary by the City, insofar as such rules, regulations, directives and orders do not conflict with the express terms of this Agreement.

Reservation of Management Rights
The enumeration of the rights and duties of the City in this Agreement shall not be deemed to exclude other inherent management rights and management functions not expressly reserved herein; and all management rights and management functions not expressly delegated in this Agreement are reserved to the City.

ARTICLE 32. ZIPPER CLAUSE
This Agreement sets forth the full and entire understanding of the parties regarding matters set forth herein, and any and all prior or existing Agreements, understandings, or agreements that conflict with the matters set forth herein, whether formal or informal, are hereby superseded and terminated in their entirety. Existing policies, rules, ordinances and resolutions that do not conflict with the matters set forth herein remain in effect.

The parties acknowledge that during the negotiations which resulted in this Agreement, each had the right and opportunity to make demands and proposals with respect to any subject or matter 30 CO080\105\12553957.v3
appropriate for collective bargaining and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement.

Therefore, the City and the Union, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to wages, hours, and working conditions, even though such subjects or matters may not have been within the knowledge or contemplation of either or both of the parties at the time that they negotiated or signed this Agreement.

Notwithstanding the above, the parties agree to meet and confer upon mutual agreement. Any additions or changes in this Agreement shall not be effective unless reduced to writing and properly ratified and signed by both parties.

ARTICLE 33. SEVERABILITY PROVISION
This Agreement is subject to all applicable Federal, State, County and City laws and regulations, and any lawful rules and regulations enacted by the City's Personnel Board. If any part or provision of this Agreement is in conflict or inconsistent with such applicable provisions of Federal, State, or County laws, or is otherwise held to be invalid or unenforceable by any tribunal of competent jurisdiction, such part or provisions shall be suspended and superseded by such applicable law or regulations, and the remainder of this Agreement shall not be affected thereby.

Notwithstanding the above, the City and the Union agree to meet and confer to address any impact that such invalidity or unenforceability of laws may have upon the terms and conditions of employment.
31 CO080\105\12553957.v3
ARTICLE 34. RETIREMENT PLAN
A. The City shall provide Classic California Public Employees’ Retirement System (CalPERS) members1 who are covered by this Agreement, the 3.0% at 50-retirement plan of CalPERS. The City shall continue to pay the employee's portion of retirement contributions to CalPERS for Classic CalPERS members who are employed in a classification represented by the Compton Firefighters Local 2216. The amount paid by the City to defray the cost of an employee's portion of retirement contributions shall not exceed 9% of the employee's monthly earnings from the City.

B. The City shall provide employees who are new CalPERS members 2 who are covered by this Agreement, the 2.7% at 57-retirement plan of CalPERS. Employees defined as new CalPERS members shall pay their portion of contribution to the CalPERS retirement.

ARTICLE 35. ACTING ASSIGNMENT
When an employee of this Unit is given an acting assignment to a position allocation in a higher salary range, the rate of compensation shall be fixed by the City Manager at a step within such higher salary range which shall represent an increase in compensation of not less than five percent.

ARTICLE 36. LIFE INSURANCE
The City shall provide life insurance for Unit employees in the amount of $50,000.00. 1 Classic members are defined as current CalPERS members who were active prior to January 1, 2013 or individuals from reciprocal agencies who were active prior to January 1, 2013. 2 New members are defined as new hires who are brought into CalPERS membership for the first time on or after January 1, 2013, and who have no prior membership in any other California public retirement system. 32 CO080\105\12553957.v3
ARTICLE 37. STRIKE PROHIBITION
The Union and its members, as individuals or as a group, will not initiate, cause, permit or participate or join in any unauthorized strike, work stoppage or slowdown, or any other restriction of work at any location in the City. Unit employees, while acting in the course of their employment, shall not honor any picket line established in the City by the Union or by any other labor organization when called upon to cross picket lines in the line of duty. Disciplinary action, including discharge, may be taken by the City against any employee engaged in a violation of this Article. Such disciplinary action may be undertaken at the option of the City and shall not preclude or restrict recourse to any other remedies, including an action for damage, which may be available to the City.

In the event of an unauthorized strike, work stoppage, slowdown, picketing/observance of a picket line, or other restriction of work in any form, either on the basis of individual choice or collective employee conduct, the Union will immediately, upon notification, attempt to secure an immediate and orderly return to work. This obligation and the obligations set forth in the paragraph above shall not be affected or limited by the subject matter involved in the dispute giving rise to the stoppage or whether such subject matter is or is not subject to the grievance and arbitration provision of this Agreement.

STRIKES AND LOCKOUTS
The Union agrees that during the life of this Agreement, neither the Union, its agents, nor its members will authorize, instigate, aid or engage in a work stoppage, slowdown or strike. The City agrees that during the same period, there will be no lockouts. 33 CO080\105\12553957.v3
Individual employees or groups of employees who instigate, aid, or engage in a work stoppage, slowdown or strike, may be disciplined or discharged. Accordingly, and in pursuance with this Article, the City agrees not to violate any of the express terms of this Agreement throughout its duration.

ARTICLE 38. LAYOFF AND RETRENCHMENT PROCEDURES
Any employee in the Classified Service may be laid off for lack of work or lack of funds through action of the City Council, as set forth in Section 1107 of the City Charter.

City Charter. Article XL Section 1107.

Abolition of Position Layoffs
Whenever it becomes necessary, in the opinion of the City Council, to abolish a position, or to reduce the number of employees in a given class in the Classified Service, the City Council may do so by stating in its proceedings its reasons therefor. Should such positions involving substantially the same duties be created or filled within one year, the employee or employees discharged shall be entitled to be appointed thereto.

All layoffs occasioned by the abolishment of a position or the reduction in number of employees in a given class shall be governed by seniority in service and shall be in the reverse order of employment. Re-employment shall be in the reverse order of layoff.

Interpretation
“Service Seniority” is defined as length of continuous service in the respective classification or in a promotional classification within the same occupational family group.

A. Order of Separation
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Seniority in classification shall govern the order of layoff so that positions remaining which are not abolished or are to be staffed after layoff will be occupied by employees with greatest length of continuous service in the classification.

1. Wherever seniority in classification is equal; the following criteria shall be applied in the order below:
a. Service within that occupational group
b. Total City service
c. Relative position on Eligibility List
d. Drawing of lots
B. Voluntary Reduction in Lieu of Layoff

1. Any classified employee serving in a permanent or promotional probationary status who is scheduled to be laid off may, not later than five working days after notice of layoff, request a reduction to a lower class regardless of whether the employee has previously served in that position, so long as the class to which the employee reverts is within the same occupational or family group. When an employee reverts to a position in which the employee has not previously served, a 90-day probationary period will be required. If the employee does not receive a satisfactory evaluation, the employee then reverts to the next lower position within the occupational or family group in which the employee has accrued seniority. Employees may revert to positions outside of the family group only when they have previously served in the respective position, and there is a vacancy or an incumbent in such position who has less total service therein than the employee requesting the demotion in lieu of layoff. A displaced employee requesting the demotion in lieu of layoff shall be considered laid off for the same reason as the person who displaced the employee, and shall employ the same procedures. 35 CO080\105\12553957.v3

2. Employees laid off shall be given written notice of layoff not less than thirty (30) calendar days prior to the effective date of the layoff and shall be informed of their reinstatement status in writing.

3. The employee laid off or displaced as a result of another employee's reversion to a lower classification shall receive written notice of layoff not less than twenty (20) days prior to the effective date of such action.

4. The employee laid off as a result of a displaced employee's reversion to a lower classification shall receive written notice of layoff not less than ten (10) days prior to the effective date of the layoff.

5. The names of permanent employees who have been laid off due to reduction in force shall be placed on an appropriate layoff/reinstatement list according to the date of separation and shall be based on: last employee laid off is the first employee on the list with other employees eligible in sequential order thereafter.

Said list shall be used by the appointing officer when a vacancy for that class is to be filled before certification.

C. Order of Recall
Employees in the Classified Service who have been laid off shall be placed on an appropriate layoff/reinstatement list according to the date of separation and classification of position. Said list shall be used by the appointing officer when a vacancy exists for the class or position of former employment.

Recall from layoff shall be in the reverse order of layoff within the class and in accordance with the reinstatement list compiled for such purposes.

D. Notice of Recall
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Notice of recall from layoff shall be by return-receipt-requested mail and shall specify' the date for reporting to work, which shall not be more than two weeks from the date the notice is received. Notice shall be deemed to have been received when sent to the last known address on file with the City and delivery or attempted delivery is certified by the Postal Service. Notice of recall will also be forwarded to the respective employee organization.

Employees to be laid off shall submit to the Human Resources Department their current address at the time of separation. Upon receiving notice, the person on layoff shall have five business days to accept or decline the recall opportunity.

1. If an employee fails to respond in writing within the five business days of recall, the City proceed to the next senior person on the reinstatement list and follow the same notice and response procedure. This process will continue through the list until recall needs are met or the list is exhausted.

2. Any employee who fails to respond in five business days, refuses recall, or fails to report on the date specified thereby waives all remaining rights to recall and reinstatement as an employee.

3. An employee who has been recalled may be required to successfully complete a medical or psychological examination prior to being appointed to the position.

E. Reinstatement/Restoration

1. No Accruals
During layoff status, no person shall be entitled to accrue any additional benefits, rights, privileges or obligations of employment, nor be entitled to any employer contributions for health, retirement or any other benefit plan, except as may be restored upon recall and reinstatement as herein set forth. Employees reinstated 37 CO080\105\12553957.v3
under the provisions of this Rule shall begin accruing benefits at the level they had attained prior to displacement.

2. Restoration of Benefits
Any employee who has been laid off and who is reinstated in a permanent position within one year from the date of layoff shall receive the following considerations and benefits:
a. All sick leave credited to the employee's account for which the employee was not compensated when laid off, shall be restored;
b. All seniority held at the time of layoff shall be restored; c. All prior active duty time shall be credited for the purpose of determining vacation accrual rates and service awards.
d. The probationary status of any employee that is interrupted by layoff must be completed upon reinstatement; however a new probationary period of not less than 90 days will be required in all cases where the probation has been interrupted by layoff for a period of six months or more as well as in situations where recall is to different class or department from which displaced by layoff.

3. Resignation in Lieu of Recall
An employee who elects to resign in lieu of layoff or while laid off shall forfeit all rights to reinstatement, and be entitled only to those rights related to severance from service.

4. Assignment of Duties to Another
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The duties performed by any employee laid off may be assigned to any other employee or employees holding positions in appropriate classes.

F. Separation After Layoff Without Recall
Layoff for more than one year will terminate all reinstatement rights. The employee will be entitled to the same severance benefits and pay as are provided in the case of other separations or retirements.

G. Checkout Upon Layoff Separation or Terminations
Any employee who is laid off, terminated, or separates from the service for any reason shall not receive a final pay check until the employee has turned in to the employee’s supervisor all City-owned equipment, including the employee’s City identification card; has cleared with the employee’s department head the disposition of any clothing, tools, or other working materials provided by the City; and has completed all exit interviews and forms which may be required by the City Manager.

H. Severance Benefits Upon Termination of Employment
The employee who is separated from the service is entitled to receive, in lieu of any other severance payments other than the benefits of a vested retirement program, those accumulations of unused and accrued vacation and sick leave credits as are provided for in this Agreement. Employees may elect to withdraw all compensation due at the time of layoff or at their discretion, may request to be compensated on a biweekly basis not to exceed one year. If an employee elects to withdraw all compensation at the time of layoff, the employee must request, in writing, total and final severance pay from the City Controller at least ten days prior to the effective date of the layoff. If an employee elects to restore time for which the employee was compensated, the employee must remit any 39 CO080\105\12553957.v3
monies received to the City. Upon receipt by an employee of such amounts of accumulation, all rights to any further severance pay shall cease and under no circumstances shall accrued and accumulated credit for unused vacation or sick leave time, nor any lump payment in lieu thereof be counted as sick credit nor be deemed as compensation for purposes of establishing the level of retirement benefits under any retirement plan then in force and effect.

ARTICLE 39. PURGING OF PERSONNEL FILES
The City agrees to review the Fire Department's personnel files annually and to remove and/or seal any minor reprimands or infractions (excluding serious disciplinary matters, i.e., suspensions, dismissals and demotions) as follows:

Minor infractions or reprimands which are five years or older (as defined above) and those which have not been repeated within a two- year period.

ARTICLE 40. FLSA/OVERTIME
The City and the Union agree to the following application of the Fair Labor Standards Act (FLSA):

1. The City and the Local agree to a 207(k) FLSA 14-day work period, which begins on Sunday and ends fourteen days later on Saturday. For FLSA overtime purposes Unit employees must be paid overtime in cash at a rate of one and one-half (1 1/2) the Unit employee’s regular rate of pay for all hours worked in excess of 106 hours for each 14-day work period.
40 CO080\105\12553957.v3

2. For purposes of overtime computation, all non-work hours shall be excluded from the hours a Unit employee accrues with the exception of time granted for Union business and bereavement leave.

3. In the event that the City is exempted from the requirements of the Fair Labor Standards Act, then the City and the Union agree that the above provisions of this Article are rescinded. The City would resume overtime computation for Unit employees under the provision of the previous contract.

ARTICLE 41. QUARTERLY MEETING
The Union agrees to meet quarterly with the City to discuss and prepare tentative productivity standards for the various job classifications.

These discussions will serve as the basis of intended standards to be set at the expiration of this agreement and shall be incorporated into the terms and conditions of succeeding agreements.

Further, the Union and the City agree to discuss the Administration of the Contract during these quarterly meetings. The intent here is for the parties to keep one another abreast of the day to day problems with respect to application of this Agreement. It is not intended that any collective bargaining is to take place at these quarterly meetings.

Both parties agree that the added purpose of these meetings is to foster improved employer- employee relations, reduce the number of conflicts between the Union and Management through improved communications and set the tone for negotiations at the expiration of this Agreement. 41 CO080\105\12553957.v3
ARTICLE 42. DURATION
This Agreement shall be effective July 1, 2024, and shall remain in full force and effect through June 30, 2029, unless amended by mutual consent, at which time, all terms and conditions agreed to in this Agreement shall be terminated.

ARTICLE 43. WORKDOWNS
A higher ranking position may work down in a lower rank to prevent a mandatory callback or the shut down of a suppression apparatus at the pay rate of the lower ranking position being filled.

The higher ranking employee must possess the minimum qualifications of the lower ranking position.

ARTICLE 44. RATIFICATION AND EXECUTION
The City and the Union acknowledge that this Agreement shall not be in full force and effect until ratified by the Union and adopted by the City Council of the City of Compton. Subject to the foregoing, this Agreement is hereby executed by the authorized representatives of the City and the Union and entered into this ____ day of April, 2026.

ARTICLE 45. LONGEVITY PAY
A. Employees with ten (10) years of continuous service with the City shall receive a one- time longevity bonus of 3.5% of their base pay as of the date of their employment anniversary.

B. Employees with fifteen (15) years of continuous service with the City shall receive a one-time longevity bonus of 3.5% of their base pay as of the date of their employment anniversary.
42 CO080\105\12553957.v3
C. Employees with twenty (20) years of continuous service with the City shall receive a one-time longevity bonus of 4% of their base pay as of the date of their employment anniversary.

D. Employees with twenty-five (25) years of continuous service with the City shall receive a one-time longevity bonus of 5% of their base pay as of the date of their employment anniversary.

E. Employees who have at least twenty-five (25) years of continuous service with the City at the time this Agreement is adopted by City Council shall receive a one-time longevity bonus of 5%.

F. Employees who have between ten (10) and twenty-five (25) years of continuous service with the City at the time this Agreement is adopted by City Council shall receive a one-time longevity bonus of $1500. No employee shall receive both a one-time $1500 longevity bonus and the 5% longevity bonus provided in Section E above.

ARTICLE 46. PERSONAL LEAVE
Effective upon City Council approval of this Agreement, each Unit employee shall be allowed to designate up to 112 hours of accrued sick leave as personal leave per calendar year. Unit employees shall be allowed to use this leave for personal business. Unit employees shall give at least one (1) day’s notice of any intended use of personal leave. Personal leave days may not be accumulated from year to year.
43 CO080\105\12553957.v3

CITY OF COMPTON COMPTON LOCAL FIREFIGHTERS
LOCAL 2216
By: ______________________________ By:_____________________________ Willie Hopkins
City Manager
Mike McGill
Ferrone Law Group
By:________________________________ By: ____________________________ TaQuan Jones
Acting Human Resources Director
Daniel Salazar
President, Local 2216
April 28, 2026
TO: HONORABLE MAYOR AND CITY COUNCIL MEMBERS
FROM: CITY MANAGER
SUBJECT: A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COMPTON

APPROVING THE ZERO-EMISSION BUS ROLLOUT PLAN AND

AUTHORIZING ITS SUBMITTAL TO CALIFORNIA AIR RESOURCES

BOARD (CARB) AS REQUIRED BY THE INNOVATIVE CLEAN TRANSIT (ICT) REGULATION

SUMMARY
Adoption of the proposed Resolution will approve the City’s Zero-Emission Bus Rollout Plan (Rollout Plan) for the Compton Renaissance Transit Fixed Route and Dial-A-Ride services and authorize its submittal to California Air Resources Board (CARB) as required by the Innovative Clean Transit (ICT) Regulation.

The Rollout Plan establishes the City’s long-term strategy for transitioning the municipal transit fleet from conventional fuel vehicles to zero-emission bus (ZEB) technology while maintaining transit service reliability for the community.

BACKGROUND
The CARB Innovative Clean Transit (ICT) regulation became effective on October 1, 2019 and requires all public transit agencies in California that own, operate, or lease buses with a gross vehicle weight rating greater than 14,000 pounds to transition to zero-emission technologies over time.

The regulation requires:
 Gradual transition of transit bus fleets to zero-emission technologies;  Increasing percentages of new bus purchases to be zero-emission buses; and  Beginning in 2029, 100% of all new bus purchases must be zero-emission buses, with a statewide goal of full fleet transition by 2040.

Each affected transit agency is required to prepare and adopt a Zero-Emission Bus Rollout Plan approved by its governing body prior to implementation of the ZEB purchase requirements and submit the adopted plan to CARB for compliance purposes.

The City of Compton operates the Compton Renaissance Fixed Route Transit System and the Dial-A-Ride Transit Program, which currently utilize compressed natural gas (CNG) and conventional fuel vehicles for transit operations. The City’s transit fleet currently consists of five (5) buses in annual maximum service.

24.24.24. Staff Report – Zero-Emission Bus Rollout Plan April 28, 2026, Page 2 of 3
The Rollout Plan establishes the City’s intent to transition to:
100 percent battery-electric buses (BEBs) by 2040; and Procurement of zero-emission cutaway buses utilizing plug-in charging infrastructure as existing vehicles reach the end of their useful life.

Implementation of this transition will require:
Electrical infrastructure upgrades at the Public Works City Yard; Installation of charging infrastructure at the Martin Luther King, Jr. Transit Center located at 404 North Tamarind Avenue; and
Workforce training for transit operations and maintenance staff to support ZEB deployment.

The Rollout Plan further identifies that:
The City’s transit services operate within disadvantaged communities as defined by CalEnviroScreen; and
Deployment of zero-emission vehicles will provide cleaner and quieter transit service to local ridership as vehicles are replaced over time.

STATEMENT OF ISSUE
Failure to approve and submit the Rollout Plan to CARB may result in the City being out of compliance with the ICT Regulation, which requires governing body approval of the Rollout Plan prior to implementation of the future zero-emission bus purchase requirements.

ALTERNATIVE
No alternatives are recommended. Approval of the Rollout Plan by the City Council is required for submittal to CARB pursuant to the ICT Regulation.

FISCAL IMPACT
There are no direct fees associated with adoption of the proposed Resolution. Adoption itself does not commit the City to capital expenditure, and future acquisitions are subject to separate Council approval.

Future capital costs associated with procurement of zero-emission buses and installation of charging infrastructure are anticipated to be funded through eligible local transportation sales tax revenues and other external funding sources identified in the Rollout Plan, subject to future Council budget appropriations.

Staff Report – Zero-Emission Bus Rollout Plan
April 28, 2026, Page 3 of 3

RECOMMENDATION
Staff recommends that the City Council adopt the attached Resolution approving the City of Compton’s Zero-Emission Bus Rollout Plan and authorizing its submittal to California Air Resources Board (CARB) as required by the Innovative Clean Transit (ICT) Regulation.

JACK GONG, P.E., SE, PMP

CITY ENGINEER
APPROVED FOR FORWARDING:

WILLIE A. HOPKINS, JR.

CITY MANAGER
RESOLUTION NO._________

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COMPTON

APPROVING THE ZERO-EMISSION BUS ROLLOUT PLAN AND AUTHORIZING

ITS SUBMITTAL TO CALIFORNIA AIR RESOURCES BOARD (CARB) AS

REQUIRED BY THE INNOVATIVE CLEAN TRANSIT (ICT) REGULATION WHEREAS,the California Air Resources Board (CARB) adopted the Innovative Clean Transit (ICT) Regulation, which became effective on October 1, 2019 and requires public transit agencies to transition their bus fleets to zero-emission technologies over time; and
WHEREAS,the ICT Regulation requires transit agencies that own, operate, or lease buses with a gross vehicle weight rating greater than 14,000 pounds to prepare and submit a Zero-Emission Bus Rollout Plan to CARB prior to implementation of zero- emission bus purchase requirements; and
WHEREAS,the City of Compton operates the Compton Renaissance Fixed Route Transit System and the Dial-A-Ride Transit Program, which are subject to the ICT Regulation; and
WHEREAS,the City of Compton has prepared a Zero-Emission Bus Rollout Plan for its transit services in accordance with the requirements of the ICT Regulation; and WHEREAS,there are no direct fees associated with adoption of the proposed Resolution and adoption itself does not commit the City to capital expenditure, and future acquisitions are subject to separate Council approval; and WHEREAS,the ICT Regulation requires governing body approval of the Zero- Emission Bus Rollout Plan prior to submittal to CARB.

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

SECTION 1.That the City Council hereby approves the City of Compton’s Zero- Emission Bus Rollout Plan, dated April 28, 2026, prepared for the City of Compton’s transit services pursuant to the Innovative Clean Transit (ICT) Regulation adopted by the California Air Resources Board (CARB).

SECTION 2.That the City Council hereby authorizes the submittal of the approved Zero-Emission Bus Rollout Plan to the California Air Resources Board for compliance with the Innovative Clean Transit (ICT) Regulation.

SECTION 3.That the City Clerk shall certify to the adoption of this Resolution and shall forward a copy of this Resolution to the California Air Resources Board.

SECTION 4.That copies of this Resolution shall be filed in the offices of the City Manager, City Controller, City Clerk, Law Division/City Attorney, and the Public Works Engineering Department.

SECTION 5.That the Mayor shall sign and the City Clerk shall attest to the adoption of this Resolution.

ADOPTED this 28TH, day of APRIL 2026.

Resolution No. __________

Page 2 ends

Compton City CouncilApril 28, 2026

Compton City Council
April 28, 2026