City of Corona
Staff Report
File #: 22-0155
REQUEST FOR CITY COUNCIL ACTION
DATE: 03/02/2022
TO: Honorable Mayor and City Council Members
FROM: Human Resources Department
SUBJECT:
Memorandums of Understanding with the Corona Public Service Employees Association (formerly known as Corona General Employees Association), Corona Police Employees Association, and Corona Police Supervisors Association, as well as Management/Confidential Group and Executive Group Resolutions, and Amended and Restated Employment Agreements for the City Manager and the City Attorney/Legal & Risk Management Director.
EXECUTIVE SUMMARY:
City Council consideration of the updated Memorandums of Understanding with the Corona Public Service Employees Association, Corona Police Employees Association, and Corona Police Supervisors Association, as well as Management/Confidential Group and Executive Group Resolutions, Amended and Restated Employment Agreements for the City Manager and the City Attorney/Legal & Risk Management Director. The updated Memorandums of Understanding and Resolutions include base pay increases, medical allowance changes, changes to current opt-out amounts, addition of the Juneteenth holiday, changes to the merit increase date, discipline process, grievance procedure, and other Memorandums of Understanding re-writes to clarify the current language. The City Council will also consider approval of the updated Position Library and Compensation Plan and repealing all prior plans, including Resolution No. 2021-137, and budgetary adjustments associated with the proposed changes. The updated Memorandums of Understanding will be effective January 1, 2022, through December 31, 2024. The updated resolutions and employment agreements will be effective January 1, 2022 until repealed or revised.
RECOMMENDED ACTION:
That the City Council:
a. Adopt the Corona Public Service Employees Association Memorandum of Understanding effective January 1, 2022, through December 31, 2024.
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File #: 22-0155
b. Adopt the Corona Police Employees Association Memorandum of Understanding effective January 1, 2022, through December 31, 2024.
c. Adopt the Corona Police Supervisors Association Memorandum of Understanding effective January 1, 2022, through December 31, 2024.
d. Adopt Resolution No. 2022-014, governing compensation, and benefits of nonrepresented Management/Confidential Group employees. e. Adopt Resolution No. 2022-015, governing compensation, and benefits of nonrepresented Executive Group employees. f. Adopt Resolution No. 2022-016, adopting the City of Corona Position Library and Compensation Plan and repealing prior plans, including Resolution No. 2021-137 to implement salary range increases for members of the Corona Police Supervisors Association, Corona Police Employees Association, Corona Public Service Employees Association, Management/Confidential Group employees, Executive Group employees, a correction for the Deputy Fire Chief position, and removal of positions no longer needed.
g. Approve the Amended and Restated Employment Agreement for the City Manager. h. Approve the Amended and Restated Employment Agreement for the City Attorney/Legal & Risk Management Director.
BACKGROUND & HISTORY:
The California Meyers-Milias-Brown-Act (MMBA) requires the City to meet and confer, in good faith, with its bargaining groups on all matters relating to employment conditions and employer-employee relations, including, but not limited to wages, hours, and other terms and conditions of employment.
Accordingly, pursuant to the MMBA, the City began negotiations with the employee associations in April 2021.
The Corona Public Service Employees Association (CPSEA) represents all non-supervisory, miscellaneous, non-sworn positions.
The Corona Police Employees Association (CPEA) represents all sworn personnel in the classifications of Police Officer, Corporal, and Detective.
The Corona Police Supervisors Association (CPSA) represents all sworn personnel in the classifications of Sergeant, Lieutenants, and Captain.
The original MOUs for CPSEA, CPEA, CPSA expired on June 30, 2021. The CPSEA MOU was extended through November 15, 2021. The MOUs for CPEA and CPSA were extended through December 31, 2021. These contracts were extended in July 2021 to allow time to perfom significant re-writes to certain MOU provisions and for consideration of a classification and compensation study the City had City of Corona Page 2 of 13 Printed on 2/28/2022
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certain MOU provisions and for consideration of a classification and compensation study the City had a consultant prepare in anticipation of negotiations.
Pursuant to the MMBA, the City has been negotiating with the CPSEA, CPEA, and CPSA for a successor MOU. After meeting and conferring in good faith, the City has reached an agreement with CPSEA, CPEA, and CPSA for new MOUs that will expire on December 31, 2024.
Through the negotiations process, the resolutions that govern compensation and benefits for the non -represented groups were updated, similar to the terms of the CPSEA MOU.
ANALYSIS:
The negotiation process with CPSEA, CPEA, and CPSA involved multiple meetings to discuss terms and conditions of employment. Significant re-writes of the MOU language were completed to: (1) simplify and clarify language, (2) incorporate prior side letters as needed, and (3) to reorganize the structure of the MOU documents.
In addition, the City had a classification and compensation study completed of all positions throughout the organization. The study results were used as the basis for determining salary adjustments for all classifications.
Highlights of the Terms of New CPSEA Memorandum of Understanding:
a. Term of the Contract: The new agreement is for a three (3) year term, beginning January 1, 2022, through December 31, 2024.
b. Salary: With approval of the agreement, a new salary table will be implemented for the association with five (5) distinctive steps for each of the positions. The new salary table will be updated each year to reflect the following base pay increases:
i. Effective the pay period following City Council approval, each position that is 4.01% or more below the 60th percentile of the market comparators, according to the compensation study (updated for salary adjustments provided to other agencies in July 2021), will receive half of the amount of the difference to get them to the 60th percentile. Classifications in the dispatcher series (Public Safety Dispatcher I, Public Safety Dispatcher II, and Senior Public Safety Dispatcher), will increase based on half of the market difference to get them to the 70th percentile. For those positions less than 4% out of market, the base pay will be increased by 2%.
Changes are effective March 12, 2022 (pay date of April 1, 2022). ii. Effective the beginning of the pay period following January 1, 2023, base pay adjustments will be made as follows: (1) positions 4% or more below the 60th percentile of the market comparators will receive the second half of the amount of the difference to get them to the 60th percentile, (2) classifications in the dispatcher series (Public Safety Dispatcher I, Public Safety Dispatcher II, and Senior Public Safety Dispatcher) will receive the City of Corona Page 3 of 13 Printed on 2/28/2022
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Safety Dispatcher II, and Senior Public Safety Dispatcher) will receive the second half of the amount to get them to the 70th percentile, and (3) positions less than 4% out of market will receive a 2% base pay increase. iii. Effective the beginning of the pay period following January 1, 2024, a base pay increase of 2.50% will be implemented.
c. Medical Allowance: Effective the first full pay period following January 1, 2022, the City’s maximum contribution toward medical coverage will be $2,048.39 per month for employee plus two or more dependents coverage, $1,546.10 per month for employee plus one dependent coverage, and $773.17 per month for employee-only coverage. d. Opt-Out: For employees that provide evidence of alternative medical coverage and opt-out of the City’s medical plan, the monthly cash payments will be reduced as follows:
Employee + 2 or more dependents - from $1,000 to $600, Employee + 1 dependent - from $750 to $400, and Employee Only - from $450 to $200. Employees who opt out in 2022 and 2023 will receive additional annual leave hours to be paid in two payments.
Hours earned from approval of the agreement through December 16, 2022, will be paid on December 22, 2022. Hours earned from December 16, 2022, through December 29, 2023, will be paid on January 5, 2024. The additional leave hours provision will sunset on December 29, 2023.
e. Holidays:
i. Approval of the new agreement includes observance of the Juneteenth holiday.
f. Promotion/Merit Increase Date: Effective with promotions on or after January 1, 2022, the agreement includes changing the current process for employee merit increases. For an employee promoted to a higher classification within the bargaining unit, their anniversary date shall change to the effective date of the promotion. g. Discipline and Grievance Process: The discipline and grievance process has been updated to include advisory arbitration.
h. Bilingual: Available to those who pass the bilingual test. Re-certification every 3 years for all members.
i. Shift Differential: Updated the shift differential section to revise the start times of the swing and graveyard shifts and to provide compensation based on the employee’s shift start time. This will change the current practice of compensating for hours working during the day and changing the rate when hours cross into a different shift. Base pay increases were applied to the following classifications to minimize any negative financial impacts from the revisions. The additional base pay increases will be effective March 12, 2022 and will not be phased in over two years, like the classification and compensation study.
Base Pay Increase Classification
1.0% Increase Jailer Public Safety Dispatcher I and II Senior Public Safety Dispatcher
1.5% Increase Lead Water Operator Lead Water Reclamation OtWtOtIIId III Wt
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Base Pay Increase Classification
1.0% Increase Jailer Public Safety Dispatcher I and II Senior Public Safety Dispatcher
1.5% Increase Lead Water Operator Lead Water Reclamation Operator Water Operators I, II, and III Water
Reclamation Operators I, II, and III
3.0% Increase Community Service Officers I and II Police Records Technicians I and II
j. Convert longevity to a per pay period amount to assist with reporting requirements from California Public Employees Retirement System (CalPERS). Longevity is currently paid on an annual basis in September of each year. This item will be changed to 1/26th per payroll.
Uniform allowance is currently paid on a quarterly basis for qualifying positions. This will be converted to 1/26th per payroll.
k. Special Compensation - Emergency Medical Dispatch (EMD) Certification Pay:
Classifications in the dispatcher series (Public Safety Dispatcher I, Public Safety Dispatcher II, and Senior Public Safety Dispatcher) currently receive a flat rate of $242.08 per month above base salary for EMD certification pay. The EMD certification is a minimum qualification for positions in the series. The additional compensation will be eliminated and incorporated into the base pay. The full adjustment will be effective March 12, 2022 and will not be phased in over two years, like the classification and compensation study.
Highlights of the Terms of New CPEA Memorandum of Understanding:
a. Term of the Contract: The new agreement is for a three (3) year term, beginning January 1, 2022, through December 31, 2024.
b. Salary: With the approval of the agreement, a new salary table will be implemented for the association with six (6) distinctive steps for each of the positions. The new salary table will be updated each year to reflect the following base pay increases:
i. Effective at the beginning of the pay period following the March 2, 2022, City Council approval, a base pay increase of 3.24% will be implemented.
Changes are effective March 12, 2022 (pay date of April 1, 2022). ii. Effective at the beginning of the pay period following January 1, 2023, a base pay increase of 3.24% will be implemented.
iii. Effective the beginning of the pay period following January 1, 2024, a 2.5% COLA will be implemented.
c. Medical Allowance: Effective January 1, 2022, the City’s maximum contribution toward medical coverage will be $2,048.39 per month for employee plus two or more dependents City of Corona Page 5 of 13 Printed on 2/28/2022
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medical coverage will be $2,048.39 per month for employee plus two or more dependents coverage, $1,546.10 per month for employee plus one dependent coverage, and $773.17 per month for employee only coverage.
d. Opt-Out: For employees that provide evidence of alternative medical coverage and opt-out of the City’s medical plan, the monthly cash payments will be reduced as follows:
Employee + 2 of more dependents - from $1,000 to $600, Employee + 1 dependent - from $750 to $400, and Employee Only - from $450 to $200. Employees who opt out in 2022 and 2023 will receive additional annual leave hours to be paid in two payments. Hours earned from approval of the agreement through December 16, 2022, will be paid on December 22, 2022. Hours earned from December 16, 2022, through December 29, 2023, will be paid on January 5, 2024. The additional leave hours provision will sunset on December 29, 2023.
e. Holidays:
i. Approval of the new agreement includes observance of the Juneteenth holiday.
f. Promotion/Merit Increase Date: Effective with promotions on or after January 1, 2022, the agreement includes changing the current process for employee merit increases. For an employee promoted to a higher classification within the bargaining unit, their anniversary date shall change to the effective date of the promotion. g. Discipline and Grievance Process: The discipline and grievance process has been updated to include advisory arbitration.
h. Bilingual: Update of the bilingual provision to allow all employees that can pass the assessment exam be qualified to receive bilingual pay. All new employees qualifying for bilingual pay after approval of the agreement will be required to recertify every three years.
i. Convert items to a per pay period amount to assist with reporting requirements from California Public Employees Retirement System (CalPERS). Longevity is currently paid on an annual basis in September of each year. This item will be changed to 1/26th per payroll. Marksmanship and uniform allowance are currently paid on a quarterly basis.
These items will be converted to 1/26th per payroll.
Highlights of the Terms of New CPSA Memorandum of Understanding:
a. Term of the Contract: The new agreement is for a three (3) year term, beginning January 1, 2022, through December 31, 2024.
b. Salary: With approval of the agreement, a new salary table will be implemented for the association with six (6) distinctive steps for each of the positions. The new salary table will be updated each year to reflect the following base pay increases:
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i. Effective at the beginning of the pay period following the March 2, 2022, City Council approval, a base pay increase of 3.24% will be implemented.
Changes are effective March 12, 2022 (pay date of April 1, 2022). ii. Effective at the beginning of the pay period following January 1, 2023, a base pay increase of 3.24% will be implemented.
iii. Effective the beginning of the pay period following January 1, 2024, a 2.5% COLA will be implemented.
c. Medical Allowance: Effective the first full pay period following January 1, 2022, the City’s maximum contribution toward medical coverage will be $2,048.39 per month for employee plus two or more dependents coverage, $1,546.10 per month for employee plus one dependent coverage, and $773.17 per month for employee only coverage. d. Opt-Out: For employees that provide evidence of alternative medical coverage and opt-out of the City’s medical plan, the monthly cash payments will be reduced as follows:
Employee + 2 of more dependents - from $1,000 to $600, Employee + 1 dependent - from $750 to $400, and Employee Only - from $450 to $200. Employees who opt out in 2022 and 2023 will receive additional annual leave hours to be paid in two payments. Hours earned from approval of the agreement through December 16, 2022, will be paid on December 22, 2022. Hours earned from December 16, 2022, through December 29, 2023, will be paid on January 5, 2024. The additional leave hours provision will sunset on December 29, 2023.
e. Holidays:
i. Approval of the new agreement includes observance of the Juneteenth holiday.
f. Promotion/Merit Increase Date: Effective with promotions on or after January 1, 2022, the agreement includes changing the current process for employee merit increases. For an employee promoted to a higher classification within the bargaining unit, their anniversary date shall change to the effective date of the promotion. g. Discipline and Grievance Process: The discipline and grievance process has been updated to include advisory arbitration.
h. Bilingual: Update of the bilingual provision to allow all employees that can pass the assessment exam be qualified to receive bilingual pay. All new employees qualifying for bilingual pay after approval of the agreement will be required to recertify every three years.
i. Convert items to a per pay period amount to assist with reporting requirements from CalPERS. Longevity is currently paid on an annual basis in September of each year. This item will be changed to 1/26th per payroll. Marksmanship and uniform allowance are City of Corona Page 7 of 13 Printed on 2/28/2022
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item will be changed to 1/26th per payroll. Marksmanship and uniform allowance are currently paid on a quarterly basis. These items will be converted to 1/26th per payroll.
Highlights of the Terms of New Management/Confidential Group Resolution:
a. Salary: With approval of the resolution, a new salary table will be implemented for the group with five (5) distinctive steps for each of the positions. The new salary table will be updated each year to reflect the following base pay increases:
i. Effective the pay period following March 2, 2022, City Council approval, each position that is 4.01% or more below the 60th percentile of the market comparators, according to the compensation study, will receive half of the amount of their difference to get them to the 60th percentile. For those positions less than 4% out of market, the base pay of those positions will be increased by 2%. Changes are effective March 12, 2022 (pay date of April 1, 2022).
ii. Effective at the beginning of the pay period following January 1, 2023, base pay adjustments will be made as follows: (1) positions 4% of more below the 60th percentile of the market comparators will receive the second half of the amount of the difference to get them to the 60th percentile and (2) positions less than 4% out of market will receive a 2% base pay increase. iii. Effective the beginning of the pay period following January 1, 2024, a base pay increase of 2.50% will be implemented.
b. Medical Allowance: Effective the first full pay period following January 1, 2022, the City’s maximum contribution toward medical coverage will be $2,048.39 per month for employee plus two or more dependents coverage, $1,546.10 per month for employee plus one dependent coverage, and $773.17 per month for employee only coverage. c. Opt-Out: For employees that provide evidence of alternative medical coverage and opt-out of the City’s medical plan, the monthly cash payments will be reduced as follows:
Employee + 2 of more dependents - from $1,000 to $600, Employee + 1 dependent - from $750 to $400, and Employee Only - from $450 to $200. Employees who opt out in 2022 and 2023 will receive additional annual leave hours to be paid in two payments. Hours earned from approval of the agreement through December 16, 2022, will be paid on December 22, 2022. Hours earned from December 16, 2022, through December 29, 2023, will be paid on January 5, 2024. The additional leave hours provision will sunset on December 29, 2023.
d. Holidays:
i. Approval of the new agreement includes observance of the Juneteenth holiday.
ii. Holiday hours valued at 10 hours instead of 8, matching the 4/10 work City of Corona Page 8 of 13 Printed on 2/28/2022
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schedule.
e. Promotion/Merit Increase Date: Effective with promotions on or after January 1, 2022, the agreement includes changing the current process for employee merit increases. For an employee promoted to a higher classification within the bargaining unit, their anniversary date shall change to the effective date of the promotion. f. Bilingual: Available to those who pass the bilingual test. Re-certification every 3 years. g. Longevity: Convert longevity to a per pay period amount to assist with reporting requirements from California Public Employees Retirement System (CalPERS). Longevity is currently paid on an annual basis in September of each year. This item will be changed to 1/26th per payroll.
Highlights of the Terms of New Executive Group Resolution:
a. Salary: With approval of the resolution, a new salary table will be implemented for the group with five (5) distinctive steps for each of the positions. The new salary table will be updated each year to reflect the following base pay increases:
i. Effective the pay period following March 2, 2022, City Council approval, each position that is 4.01% or more below the 60th percentile of the market comparators, according to the compensation study conducted (updated for salary adjustments provided to other agencies in July 2021) will receive half of the amount of their difference to get them to the 60th percentile. For those positions less than 4% out of market, the base pay of those positions will be increased by 2%. Changes are effective March 12, 2022 (pay date of April 1, 2022).
ii. Effective at the beginning of the pay period following January 1, 2023, base pay adjustments will be made as follows: (1) positions 4% of more below the 60th percentile of the market comparators will receive the second half of the amount of the difference to get them to the 60th percentile and (2) positions less than 4% out of market will receive a 2% base pay increase. iii. Effective the beginning of the pay period following January 1, 2024, a base pay increase of 2.50% will be implemented.
b. Medical Allowance: Effective the first full pay period following January 1, 2022, the City’s maximum contribution toward medical coverage will be $2,048.39 per month for employee plus two or more dependents coverage, $1,546.10 per month for employee plus one dependent coverage, and $773.17 per month for employee only coverage. c. Opt-Out: For employees that provide evidence of alternative medical coverage and optout of the City’s medical plan, the monthly cash payments will be reduced as follows:
Employee + 2 of more dependents - from $1,000 to $600, Employee + 1 dependent - from City of Corona Page 9 of 13 Printed on 2/28/2022
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Employee + 2 of more dependents - from $1,000 to $600, Employee + 1 dependent - from $750 to $400, and Employee Only - from $450 to $200. Employees who opt out in 2022 and 2023 will receive additional annual leave hours to be paid in two payments. Hours earned from approval of the agreement through December 16, 2022, will be paid on December 22, 2022. Hours earned from December 16, 2022, through December 29, 2023, will be paid on January 5, 2024. The additional leave hours provision will sunset on December 29, 2023.
d. Holidays:
i. Approval of the new agreement includes observance of the Juneteenth holiday.
ii. Holiday hours valued at 10 hours instead of 8, matching the 4/10 work schedule.
e. Promotion/Merit Increase Date: Effective with promotions on or after January 1, 2022, the agreement includes changing the current process for employee merit increases. For an employee promoted to a higher classification within the bargaining unit, their anniversary date shall change to the effective date of the promotion. f. Bilingual: Available to those who pass the bilingual test. Re-certification every 3 years. g. Longevity: Convert longevity to a per pay period amount to assist with reporting requirements from California Public Employees Retirement System (CalPERS). Longevity is currently paid on an annual basis in September of each year. This item will be changed to 1/26th per payroll.
Amended and Restated Employment Agreement for City Manager The Amended and Restated Employment Agreement for the City Manager would modify his existing Employment Agreement as follows: (1) effective March 12, 2022, annual base salary shall be equal to $296,322.89 (Range 432, Step 5), effective January 14, 2023, annual base salary shall be equal to $344,149.43 (Range 462, Range 5); (2) increase annual leave accrual to 11.38 hours per pay period; (3) in lieu of any direct or matching deferred compensation contributions in the Executive Group Employee Resolution, provide for a City contribution of $5,125 per quarter to the City Manager’s deferred compensation account; (4) upon employee’s fifth (5th) year of full-time service with the City of Corona, provide longevity pay of $7,500 per year, to be paid 1/26th per payroll, ,commencing on November 25, 2024 and increasing to $10,000 per year, after ten (10) years of full-time service, to be paid 1/26th per payroll, commencing on November 25, 2029; and (5) update the reference in the Employment Agreement to the version of the Executive Group Employee Resolution that is presented for approval as part of this agenda item (i.e., Resolution No. 2022-015) so that the benefit changes apply to the City Manager.
Amended and Restated Employment Agreement for City Attorney/Legal & Risk Management Director The Amended and Restated Employment Agreement for the City Attorney/Legal & Risk Management Director would modify his existing Employment Agreement as follows: (1) effective March 12, 2022, annual base salary shall be equal to $268,190.85 (Range 412, Step 5), effective January 14, 2023, City of Corona Page 10 of 13 Printed on 2/28/2022
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annual base salary shall be equal to $268,190.85 (Range 412, Step 5), effective January 14, 2023, annual base salary shall be equal to $294,848.65 (Range 431, Step 5); (2) in lieu of any direct deferred compensation contributions in the Executive Group Employee Resolution, provide for a City contribution of $3,150 per quarter to the City Attorney/Legal & Risk Management Director’s deferred compensation account (a similar benefit was voluntarily waived by the City Attorney/Legal & Risk Management Director in 2017); and (3) update the reference in the Employment Agreement to the version of the Executive Group Employee Resolution that is presented for approval as part of this agenda item (i.e., Resolution No. 2022-015) so that the benefit changes apply to the City Attorney/Legal & Risk Management Director.
Position Library and Classification and Compensation Plan:
State regulations for public employers require disclosure of position classifications and corresponding compensation. In an effort to ensure compliance, and for even greater transparency, the City Council has previously adopted and updated the Position Library and Compensation Plan, a document which includes a list of all authorized employment positions for the City and their corresponding compensation ranges (Plan).
The Plan provides added organizational efficiency and permits departments to continue streamlining operations without impacting service levels. Additionally, it allows members of the public to see what any given position, even those not currently filled, would be paid. To this end, it is important to note that this document is strictly a resource document of available employment positions, as the positions listed will not necessarily be budgeted or funded in any given fiscal year. A current list of full-time budgeted positions can be located on the City’s website.
Revisions to the Plan are highlighted on the attached redline version with the highlight colors varying based on the reason for the change. Revisions to compensation ranges are highlighted in green.
Revisions to both the classification title and range are highlighted with yellow. New positions are highlighted in blue. The compensation range changes will be effective the first full pay period following City Council approval, effective March 12, 2022. Along with the represented groups and non-represented groups discussed above, part-time positions that share the same title as a full-time position will be adjusted accordingly. Additionally, there is a correction to the Deputy Fire Chief range included in the Position Library. The adjusted salary is to address a compaction issue that exists after the recent approval of the Corona Firefighters Association.
FINANCIAL IMPACT:
The implementation of the new agreements, resolutions, and contracts will result in an estimated cost of $2,179,407 for the remainder of Fiscal Year 2022. The department budgets will be adjusted accordingly based on City Council approval.
Estimated fiscal impacts are shown below by fiscal year and by group, through December 2024.
Costs are estimated as employees filling the positions will change during that time period.
By Group and Fiscal Year:
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Recurring Costs and General Fund Portion:
ENVIRONMENTAL ANALYSIS:
This action is exempt pursuant to Section 15061(b)(3) of the Guidelines for the California Environmental Quality Act (CEQA), which states that a project is exempt from CEQA if the activity is covered by the general rule that CEQA applies only to projects that have the potential for causing a significant effect on the environment. Where it can be seen with certainty that there is no possibility that the activity in question may have a significant effect on the environment, the action is not subject to CEQA. This approves the memorandums of understanding with the Corona Public Service Employees Association, Corona Police Employees Association, Corona Police Supervisors Association, as well as Resolutions for the Management/Confidential and Executive Groups, and Amendments to employment agreements for the City Manager and the City Attorney/Legal & Risk Management Director, and there is no possibility that the approval of these items will have a significant effect on the environment. Therefore, no environmental analysis is required.
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PREPARED BY: ANGELA RIVERA, CHIEF TALENT OFFICER
REVIEWED BY: JACOB ELLIS, CITY MANAGER
Attachments:
1. Exhibit 1 - CPSEA MOU - Redline Version
2. Exhibit 2 - CPSEA MOU - Clean
3. Exhibit 3 - CPEA MOU - Redline Version
4. Exhibit 4 - CPEA MOU - Clean
5. Exhibit 5 - CPSA MOU - Redline Version
6. Exhibit 6 - CPSA MOU - Clean
7. Exhibit 7 - Management/Confidential Group Resolution - Redline Version
8. Exhibit 8 Resolution 2022-014 Management/Confidential Group Resolution
9. Exhibit 9 - Executive Employee Group Resolution - Redline Version
10.Exhibit 10 Resolution 2022-015 Executive Employee Group Resolution
11.Exhibit 11 - Resolution 2022-016 Position Library and Compensation Plan
12.Exhibit 12 - Position Library and Compensation Plan - Redline Version
13.Exhibit 13 - Amended and Restated Employment Agreement - City Manager
14.Exhibit 14 - Amended and Restated Employment Agreement - City Attorney/Legal and Risk Management Director
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