Corona City Council
December 18, 2024

City of Corona Page 7 of 11
$978 per month for employee-only coverage). These contributions will increase again in 2026 and 2027 by 5% each year.
 Eliminating Tiers 3 and 4: As previously noted for the other groups, this MOU eliminates both Tiers 3 and 4, leaving just two tiers of hires – those prior to 1/1/1999 (Tier 1), and those hired after that date (Tier 2). All Tier 2 employees will now receive the same RHS contributions and deferred compensation account contributions, improving those benefits for the City’s newer employees and future hires. Other than these changes, there are no changes to retiree medical benefits.
 Annual Leave benefit improvement: MOU language has been adjusted to eliminate prior restrictions for the use of annual leave during the first year of employment.  Other Adjustments: Other adjustments include increasing the City’s contribution to RHS accounts from $600 to $1,000 annually; decreasing In Lieu Leave (formerly Executive Leave) from 108 hours per year to 80, recognizing that this group less frequently works outside normal working hours; and adjusting other language for clarity.

Management Group:
 Term: The new resolution addresses salaries and benefits for a three (3) year term, beginning January 1, 2025, through December 31, 2027.
 Base pay increases: Employee salaries will be adjusted each year over the three year term, as indicated in Attachment A of the resolution. In the first two years, salary adjustments to each position vary based on the market compensation data that was considered during the bargaining process and used to inform the salary placements. In Year 3 of the agreement, all employees will receive a 3% increase in base pay.
 Cafeteria Allowance: Effective January 1, 2025, the City’s maximum contribution toward medical coverage will be equal to the current Kaiser rates for the City’s plan for this region plus vision and dental coverage ($2,579 per month for employee plus two or more dependents coverage, $1,956 per month for employee plus one dependent coverage, and $978 per month for employee-only coverage). These contributions will increase again in 2026 and 2027 by 5% each year.
 Eliminating Tiers 3 and 4: As previously noted for the other groups, this MOU eliminates both Tiers 3 and 4, leaving just two tiers of hires – those prior to 1/1/1999 (Tier 1), and those hired after that date (Tier 2). All Tier 2 employees will now receive the same RHS contributions and deferred compensation account contributions, improving those benefits for the City’s newer employees and future hires. Other than these changes, there are no changes to retiree medical benefits.
 Early Retirement Notification Incentive: This resolution would establish a new incentive for employees that provide early notice of their intent to retire. Additional notice to the City is beneficial to the organization, as it allows for a more effective leadership transition and for the City to do appropriate succession planning. Under this incentive provision, an employee

City of Corona Page 8 of 11
will receive 10 hours of annual leave for every full calendar month of notice provided prior to the retirement date, up to a maximum of 60 hours credited for a six months of early notice.  Other Adjustments: Other adjustments include increasing the yearly and maximum annual leaves; elimination of restrictions on use of annual leave in the first year; increasing the City’s contribution to RHS accounts from $600 to $1,500 annually; providing one floating holiday annually; increasing In Lieu Leave (formerly Executive Leave) from 108 hours per year to 120, and adjusting other language for clarity.

Executive Group:
 Term: The new resolution addresses salaries and benefits for a three (3) year term, beginning January 1, 2025, through December 31, 2027.
 Base pay increases: Employee salaries will be adjusted each year over the three year term.

In the first two years, salary adjustments to each position vary based on the market compensation data that was considered during the bargaining process and used to inform the salary placements. In Year 3 of the agreement, all employees will receive a 3% increase in base pay.
 Cafeteria Allowance: L i k e t h e C o n f i d e n t i a l a n d M a n a g e m e n t g r o u p s , e ffective January 1, 2025, the City’s maximum contribution toward medical coverage will be equal to the current Kaiser rates for the City’s plan for this region plus vision and dental coverage ($2,579 per month for employee plus two or more dependents coverage, $1,956 per month for employee plus one dependent coverage, and $978 per month for employeeonly coverage). These contributions will increase again in 2026 and 2027 by 5% each year.  Eliminating Tiers 3 and 4: As previously noted for the other groups, this MOU eliminates both Tiers 3 and 4, leaving just two tiers of hires – Tiers 1 and 2. Other than these changes, there are no changes to retiree medical benefits.
 Early Retirement Notification Incentive: As included in the Management Group resolution, an early retirement notification incentive would be provided for participating Executive Employees. Under this incentive provision, an employee will receive 10 hours of annual leave for every full calendar month of notice provided prior to the retirement date, up to a maximum of 120 hours credited for a full year of early notice.
 Other Adjustments: Other adjustments include increasing the accruals for yearly and maximum annual leave; elimination of restrictions on use of annual leave for first year employees; increasing the City’s contribution to RHS accounts from $600 to $2,000 annually; providing one floating holiday annually; increasing In Lieu Leave (formerly Executive Leave) from 108 hours per year to 160; and adjusting other language for clarity.

Other Changes:

City of Corona Page 9 of 11
 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 December 28, 2024, the monthly base salary shall be equal to $30,600.22; effective December 27, 2025, it shall be equal to $32,487.58; and effective December 26, 2026, it shall be equal to $33,474.47.
 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 December 28, 2024, the monthly base salary shall be equal to $26,216.62; effective December 27, 2025, it shall be equal to $27,972.77; and effective December 26, 2026, it shall be equal to $28,822.51; (2) in lieu of any direct deferred compensation contributions in the Executive Group Employee Resolution, provide for a City contribution to the City Attorney/Legal & Risk Management Director’s deferred compensation account up to the maximum deferral limit set by the IRS, which for 2025 is $5,875 per quarter.
 Part-time Salaries:

Part-time employee compensation will also be adjusted through changes to those salaries in the Position Library. Where applicable, salaries were adjusted to correspond to the salary of the full-time equivalent position. For other positions, compensation has been increased by 3%. In addition, the range for the Parking Enforcement Officer was also adjusted to one range above the Police Cadet.  Resolution 2024-117 – Delegating Authority for Final Disciplinary Determinations:

The existing CFA MOU provides as follows regarding disciplinary procedures:

Following receipt of the proposed decision, the City Council, or any designee (e.g., the City Manager) to the extent authorized by law, may take any of the actions set forth in Government Code § 11517(c)(2) A through E.

This proposed resolution will allow the City Council to delegate its authority under this Section to the City Manager.

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 periodically adopts an updated Position Library and Compensation Plan, a document which includes a list of all employee classifications for the City and their corresponding compensation ranges (Plan).

This document is a resource document of available employment classifications, as the c l a s s i f i c a t i o n s 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.

The compensation changes in the Plan will be effective December 28, 2024.

City of Corona Page 10 of 11
FINANCIAL IMPACT:

Implementing the new agreements, resolutions, and contracts will cost an estimated $4.8 million for the remainder of Fiscal Year 2025. The department budgets will be adjusted based on the City Council’s approval.

The following table shows the estimated financial impacts by employee group, fiscal year, and funding sources through December 2027. Costs are estimated as employees filling the positions will change during that time period.

By Group and Fiscal Year:
6 months 6 months General Utilities Other
Group FY 2025 FY 2026 FY 2027 FY 2028 Fund Funds Funds
CFA 1,003,321 2,752,051 3,992,199 2,243,469 100% -- --
CITY ATTNY 18,141 49,646 69,478 37,972 100% -- --
CITY MGR 16,879 48,000 70,098 38,977 100% -- --
CPEA-CPSA 1,151,588 3,409,630 5,190,176 2,932,133 100% -- -- CPSEA 1,181,870 3,288,101 4,868,153 2,761,922 64% 25% 11% CSA 353,609 952,461 1,356,704 757,852 62% 26% 12%
EXEC 311,758 890,564 1,244,194 665,387 80% 11% 8%
MGMT-CONF 734,293 1,893,350 2,567,873 1,408,816 69% 13% 18% PART TIME 61,334 122,667 126,347 63,174 79% 5% 16%
Totals $ 4,832,792 $ 13,406,470 $19,485,220 $10,909,702 86% 10% 7%

City of Corona Page 11 of 11
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.

PREPARED BY: LORI SASSOON, CHIEF TALENT OFFICER
REVIEWED BY: BRETT CHANNING, ASSISTANT CITY MANAGER
ATTACHMENTS:

1. Exhibit 1 - CPSEA MOU

2. Exhibit 2 - CSA MOU

3. Exhibit 3 - CPEA MOU

4. Exhibit 4 - CPSA MOU

5. Exhibit 5 - CFA MOU

6. Exhibit 6 - Resolution No. 2024-116 Confidential Employee Group

7. Exhibit 7 - Resolution No. 2024-115 Management Employee Group

8. Exhibit 8 - Resolution No. 2024-118 Executive Employee Group

9. Exhibit 9 - Amended and Restated Employment Agreement - City Manager

10.Exhibit 10 - Amended and Restated Employment Agreement - City Attorney/Legal and Risk Management Director

11.Exhibit 11 - Resolution No. 2024-117 Delegating Authority Under Section

31.3(2)(h) of the CFA MOU to the City Manager

12.Exhibit 12 - Resolution No. 2024-112 Position Library

CORONA

PUBLIC SERVICE

EMPLOYEES ASSOCIATION

MEMORANDUM

OF UNDERSTANDING
January 1, 2025
Through
December 31, 2027

Corona Public Service Employees Association (CPSEA) MOU 2025-2027

TABLE OF CONTENTS
Page
CHAPTER 1 – INTRODUCTION........................................................................................................................ 1 ARTICLE 1 – RECOGNITION – PREAMBLE................................................................................................. 1 ARTICLE 2 – TERM OF THE MEMORANDUM OF UNDERSTANDING........................................................ 1 ARTICLE 3 – BEGINNING OF NEGOTIATIONS............................................................................................ 1 CHAPTER 2 – COMPENSATION ...................................................................................................................... 1 ARTICLE 4 – COMPENSATION..................................................................................................................... 1 Section 4.1 – Salary Range and Merit Increases .................................................................................... 1 Section 4.2 – Classification Studies ........................................................................................................ 2 Section 4.3 – Total Compensation/Benchmark Positions..................................................................... 2 ARTICLE 5 – ADDITIONAL COMPENSATION.............................................................................................. 2 Section 5.1 – Certification Pay ................................................................................................................. 2

5.1.1 − California Registration as a Professional Engineer............................................................... 3

5.1.2 – Utilities Department Employees............................................................................................... 3 Section 5.2 – Assignment Pay.................................................................................................................. 4

5.2.1 – Library – Circulation in Charge & Librarian in Charge........................................................... 4

5.2.2 − Police Department – Relief Dispatch Supervisors ................................................................. 4

5.2.3 − Police Department − Training Officers .................................................................................... 4 Section 5.3 – Standby Pay ........................................................................................................................ 5

5.3.1 – Standby Pay Employees Who Receive a Weekly Amount..................................................... 5

5.3.2 – Hourly Standby Pay ................................................................................................................... 6

5.3.2.1 – Animal Control Officers.......................................................................................................... 6

5.3.2.2 – Employees on Standby for Court.......................................................................................... 6 Section 5.4 – Callback Pay........................................................................................................................ 6 Section 5.5 – Longevity............................................................................................................................. 7 Section 5.6 − Shift Differential Pay .......................................................................................................... 7

5.6.1 – Definition of Shifts ..................................................................................................................... 7

5.6.2 – Pay for Swing and Graveyard Shift.......................................................................................... 7 Section 5.7 – Bilingual Pay ....................................................................................................................... 8 Section 5.8 – Working Out of Class Pay.................................................................................................. 8 Section 5.9 – Uniforms .............................................................................................................................. 8

5.9.1 – Employees Provided Uniforms................................................................................................. 8

5.9.2 – Uniform Allowance – Animal Control Officer, Animal Care Technician, Community Services Officer Jailer, and Lead Animal Control Officer.................................................................. 9

5.9.3 – Maternity Uniforms .................................................................................................................... 9 ARTICLE 6 – DEFFERED COMPENSATION................................................................................................. 9 ARTICLE 7 – WORK SCHEDULES..............................................................................................................10 Section 7.1 – The Defined FLSA Work Period ......................................................................................10 Section 7.2 – Work Schedules................................................................................................................10 Section 7.3 – Accurately Reporting Time Worked ...............................................................................11 ARTICLE 8 – OVERTIME..............................................................................................................................11 Section 8.1 − Overtime Authorization....................................................................................................11 Section 8.2 − Hours Worked...................................................................................................................11 Section 8.3 – Calculation of Overtime ...................................................................................................11 Section 8.4 – Compensatory Time Off...................................................................................................12 CHAPTER 3 – BENEFITS................................................................................................................................12 ARTICLE 9 – TIERS FOR CERTAIN BENEFITS IN THE MOU ...............................................................................12 ARTICLE 10 – CAFETERIA INSURANCE BENEFITS............................................................................................12

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
Section 10.1 – Family Medical Leave Act/California Family Rights Act.............................................13 Section 10.2 – Medical Insurance Opt Out............................................................................................13 ARTICLE 11 – IRS SECTION 125 CAFETERIA PLAN WITH FLEXIBLE SPENDING ACCOUNTS...............................13 ARTICLE 12 – RETIREE MEDICAL INSURANCE.................................................................................................14 Section 12.1 – Retiree Health Alternative..............................................................................................14 ARTICLE 13 – RETIREMENT HEALTH SAVINGS ACCOUNT................................................................................15 ARTICLE 14 – SHORT-TERM DISABILITY INSURANCE PLAN .............................................................................15 ARTICLE 15 – LONG-TERM DISABILITY INSURANCE PLAN ...............................................................................15 ARTICLE 16 – LIFE INSURANCE & ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE PLANS...................15 Section 16.1 – Retiree Life Insurance ....................................................................................................16 ARTICLE 17 − RETIREMENT ...........................................................................................................................16 ARTICLE 18 – TUITION REIMBURSEMENT........................................................................................................17 Section 18.1 – Pre-Approval ...................................................................................................................17 Section 18.2 – Reimbursable Costs.......................................................................................................17 Section 18.3 – Administration ................................................................................................................18 Section 18.4 – Procedure........................................................................................................................18 ARTICLE 19 – REST AND MEAL PERIOD .........................................................................................................18 Section 19.1 – Rest Period......................................................................................................................18 Section 19.2 – Meal Periods....................................................................................................................18 ARTICLE 20 – ADDITIONAL BENEFIT PROVISIONS ...........................................................................................19 Section 20.1 – Employee Assistance Program (EAP)..........................................................................19 Section 20.2 – Medicare Contribution ...................................................................................................19 Section 20.3 – Safety Boots/Shoes........................................................................................................19 Section 20.4 – Tools ................................................................................................................................19 CHAPTER 4 – LEAVES OF ABSENCE ..........................................................................................................19 ARTICLE 21 – ANNUAL LEAVE.......................................................................................................................19 Section 21.1 – Definition .........................................................................................................................19 Section 21.2 – Accrual of Annual Leave................................................................................................19

21.2.1 – Full-Time Regular Employees...............................................................................................19

21.2.2 – Employees on Initial Hire Probation ....................................................................................20 Section 21.3 – Use of Annual Leave ......................................................................................................20 Section 21.4 – Cash Out or Conversion of the Value of Annual Leave..............................................20

21.4.1 – Maximum Accrual of Annual Leave – Conversion above 584 Hours ...............................21

21.4.2 – Separation from the City .......................................................................................................21

21.4.3 – Annual Leave Cash Out.........................................................................................................21

21.4.4 − Donating Annual Leave .........................................................................................................22

21.4.5 – Annual Leave Tier I Employees............................................................................................22 ARTICLE 22 – HOLIDAYS ...............................................................................................................................22 Section 22.1 – How Holidays are Observed and Paid..........................................................................22 ARTICLE 23 – COMPASSIONATE LEAVE..........................................................................................................24 ARTICLE 24 – JURY DUTY AND WITNESS LEAVE ............................................................................................24 Section 24.1 – Jury Duty .........................................................................................................................24 Section 24.2 – Witness Leave.................................................................................................................24 CHAPTER 5 – EMPLOYER – EMPLOYEE RELATIONS ...............................................................................24 ARTICLE 25 – ASSOCIATION REPRESENTATIVES & ACTIVITIES........................................................................24 Section 25.1 – Association Representatives – Conducting CPSEA Business..................................24 Section 25.2 – President/Alternative Release Time .............................................................................25 Section 25.3 – Negotiations and Grievances........................................................................................25 Section 25.4 – Training for Association Representatives ...................................................................26 Section 25.5 – Time Bank........................................................................................................................26 Section 25.6 – Access to City Facilities and Use of City Email ..........................................................26 Section 25.7 – Employee Orientations ..................................................................................................27 Section 25.8 – Authority to Deduct Dues from Members’ Paychecks ...............................................27

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
ARTICLE 26 – MANAGEMENT RIGHTS.............................................................................................................27 ARTICLE 27 – PROBATIONARY PERIOD ..........................................................................................................28 Section 27.1 – Length of Probationary Period......................................................................................28 Section 27.2 – Extension of Probation ..................................................................................................28 ARTICLE 28 – LAYOFF PROCEDURE...............................................................................................................28 Section 28.1 – Order of Layoff................................................................................................................28 Section 28.2 – Bumping Rights..............................................................................................................29 Section 28.3 − Notice of Layoff ..............................................................................................................29 Section 28.4 – Reemployment................................................................................................................29 ARTICLE 29 – DISCIPLINE..............................................................................................................................30 Section 29.1 – Pre-Action Due Process for Discipline Resulting in Loss of Pay (Termination,......30 Demotion, Suspension, and Reduction in Pay)....................................................................................30 Section 29.2 – Appeal of Discipline Resulting in Loss of Pay – Advisory Arbitration .....................31 ARTICLE 30 – GRIEVANCE PROCEDURE.........................................................................................................31 ARTICLE 31 – FITNESS FOR DUTY..................................................................................................................33 ARTICLE 32 − NO STRIKE CLAUSE/CONCERTED ACTION ................................................................................33 ARTICLE 33 – ENTIRE AGREEMENT AND SEVERABILITY ..................................................................................33 Section 33.1 – Entire Agreement............................................................................................................33 Section 33.2 – Severability......................................................................................................................34

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
1 CHAPTER 1 – INTRODUCTION
ARTICLE 1 – RECOGNITION – PREAMBLE
The City of Corona (hereinafter referred to as “City”), and the Corona Public Service Employees Association, a recognized non-supervisory unit which represents employees (who within this MOU shall be referred to as “Employees” or “Members”) in classifications set forth below in Appendix A (hereinafter referred to as “CPSEA”), have met and conferred in good faith regarding those matters provided for in Section 3505 of the California Government Code. The below sets forth the parties’ agreement.

ARTICLE 2 – TERM OF THE MEMORANDUM OF UNDERSTANDING
The City and CPSEA agree that the term of this Memorandum of Understanding (“MOU”) shall be from January 1, 2025 to December 31, 2027.

ARTICLE 3 – BEGINNING OF NEGOTIATIONS
The City and CPSEA agree to endeavor to begin the meet and confer process for a successor MOU no later than six (6) months prior to the expiration of this MOU.

CHAPTER 2 – COMPENSATION
ARTICLE 4 – COMPENSATION
Section 4.1 – Salary Range and Merit Increases
Effective December 28, 2024, the City agrees to increase the base salary for each member of each classification in the bargaining unit as set forth on the spreadsheet attached to this MOU as Appendix A.

Effective December 27, 2025, the City agrees to increase the base salary for each member of each classification in the bargaining unit as set forth on the spreadsheet attached to this MOU as Appendix A.

Effective December 26, 2026, the City agrees to increase the base salary for each member of each classification in the bargaining unit by three percent (3.0%) as set forth on the spreadsheet attached to this MOU as Appendix A.

If during the term of this MOU, the City determines that for any classification it needs to increase base salary, the Association agrees it will promptly (within two weeks) meet and confer.

Each classification shall be assigned a salary range. The minimum time that an employee may advance within the assigned salary range is one (1) year, except that the City Manager, within their discretion may advance an employee sooner if it is determined that such advancement is appropriate.

An employee whose overall performance evaluation rating is “Satisfactory“ or better shall be advanced 5% each year up to the top of the classification’s range. An employee who does not receive an evaluation within thirty (30) days of their anniversary date (i.e., the date the evaluation is due) will receive their merit increase effective the pay period including the employee’s anniversary date regardless of the evaluation rating on an evaluation received after that date. If the evaluation is provided within thirty (30) days of the employee’s anniversary date, if it is “Satisfactory” or better the merit increase will be effective the pay period including the employee’s anniversary date. If the overall performance evaluation rating is less than “Satisfactory”, the employee will not receive a merit increase.

An employee who is promoted within or out of the bargaining unit to a classification with a higher top of salary range, upon promotion, their performance evaluation date (i.e., the date they may be eligible for a

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
2 merit increase) shall change to the effective date of the promotion. The City shall place the employee on the salary range (in the classification into which the employee is promoting) at a step that is no less five percent (5%) (base salary) higher (but no higher than top step of the new range) than the base salary they were receiving in the classification from which they promoted.

Section 4.2 – Classification Studies
If the City undertakes a classification or compensation study for any represented class, a copy shall be provided to the CPSEA.

Section 4.3 – Total Compensation/Benchmark Positions
Prior to the start of each labor negotiations for a successor MOU, the City will conduct a total compensation survey to evaluate how certain benchmark classifications are paid in the marketplace. The marketplace is the agencies the City will survey. Those agencies are the cities of Anaheim, Fontana, Fullerton, Moreno Valley, Ontario, Orange, Pomona, Rancho Cucamonga, Riverside, and San Bernardino.

The total compensation survey is not binding on the City or the Association. Rather, it will be conducted to provide the parties with information related to how the surveyed agencies compensate the benchmark classifications. The parties acknowledge that marketplace compensation is a relevant factor in determining appropriate compensation for employees in the unit. However, compensation surveys have limited value as the elements of compensation and survey agencies chosen by the parties are not an exact science as to the best comparators. Rather, they are the parties’ agreement on comparison agencies and elements of compensation. Both parties are free to make proposals in their labor negotiations that are not tied to the results of the compensation survey.

The following are the elements of compensation that will be included in the total compensation survey:

1. Salary: Top Step or Top of Range Base Salary.

2. Retirement: A reduction from total compensation for the percentage of base salary that employees pay for their retirement. For example, if an employee pays the eight percent (8%) member contribution and 1.5% for cost sharing, the reduction will be 9.5% of base salary.

3. Retirement: Any agency-paid member contributions toward Retirement; and separately, if the agency-paid member contributions are reported to CalPERS as “Special Compensation”.

4. Benefits: The City’s contribution to Medical, Dental and Vision Insurance at the family (or employee +2) level.

5. Benefits: The City’s cost of life insurance provided to employees in the classification.

6. Deferred Compensation: Deferred Compensation provided to all members of a classification with or without the requirement for an employee to provide a matching or minimum contribution.

7. Longevity Pay – The highest amount available for employees with 10 years of service.

8. Bilingual Pay – The highest amount paid for bilingual pay.

9. Water Certifications – For benchmark classifications surveyed that require either a Water Treatment or Distribution Certification, pay provided for certifications that are minimally required for the job.

The City will utilize benchmark positions from a cross-section of the bargaining unit. The parties agree that if either side wishes to modify the benchmark positions or internal relationships, the other side will agree to promptly meet and confer.

ARTICLE 5 – ADDITIONAL COMPENSATION
Section 5.1 – Certification Pay
Employees shall be eligible for certification pay as follows:

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
3 5.1.1 − California Registration as a Professional Engineer The City shall agree to pay a member of the Association a one-time payment of $400.00 for having obtained a California State registration as Professional Engineer while a regular employee of the City, provided the registration is used to the benefit of the City and is not a requirement for the job position held by the employee.

5.1.2 – Utilities Department Employees
Employees in the classifications listed below shall receive $500.00 per month for earning a grade four (4) Wastewater Treatment Plant Operator certification. Employees in these classifications shall receive $1,025.00 per month for earning a grade five (5) Wastewater Treatment Plant Operator Certification. These amounts are not cumulative. An employee who earns a grade five (5) certification will no longer receive pay for having previously earned the grade four (4) certification. These certifications are earned from the State of California’s Water Resources Control Board:
• Water Reclamation Operator I/II/III FLEX
• Lead Water Reclamation Operator
Employees in the classifications listed below shall receive $500.00 per month for earning either a grade four (4) Water Distribution Operator certification or grade four (4) Water Treatment Operator Certification. An employee can be paid for only one grade four (4) certification. Employees in these classifications shall receive $1,025.00 per month for earning a grade five (5) Water Treatment Operator certification or a grade five (5) Water Distribution Operator certification earned from the State of California. An employee can be paid for only one grade five (5) certification. These amounts are not cumulative. An employee who earns either grade five (5) certification will no longer receive pay for having previously earned either grade four (4) certification. • Water Operator I/II/III FLEX
• Lead Water Operator
Employees in the classifications listed below shall receive $500.00 per month for earning a grade four (4) Water Distribution Operator certification. Employees in these classifications shall receive $1,025.00 per month for a grade five (5) Water Distribution Operator Certification earned from the State of California. These amounts are not cumulative. An employee who earns a grade five (5) certification will no longer receive pay for having previously earned the grade four (4) certification. • Utility Service Worker I/II FLEX
• Senior Utility Service Worker
• Lead Utility Service Worker
• Utility Maintenance Technician I/II FLEX
• Senior Utility Maintenance Technician
• Lead Utility Maintenance Technician
• SCADA Engineer
• Maintenance Planner
• Project Coordinator
• Utility Service Worker Crew Leader
• Meter Services Technician
Employees in this section who earn a certification and become eligible to receive the pay shall receive a pro-rated amount (depending on when they earn the certification) in the first calendar month unless earned on the first day of the month. Similarly, when an employee leaves City employment or no longer maintains one of the certifications, they too should receive a pro-rated amount for the last

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
4 month they either maintain the certification or are employed by the City unless that day is the last day of the month.

The City will not pay for tuition, books, transportation, and mileage for course work leading to receipt of the certifications described in this section but shall reimburse employees of the Utilities Department for the State certification fee and re-certification fee upon proof of the employee's successful completing the certifications described in this section.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation the monetary value of the certification pays in this section shall be reported to CalPERS as Special Compensation. The parties agree that this pay is described in Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as “Water Certification Premium” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

Section 5.2 – Assignment Pay

5.2.1 – Library – Circulation in Charge & Librarian in Charge

Librarians and Library Specialists shall receive a special compensation of five percent (5%) of base hourly rate of pay when assigned as Circulation in Charge or Librarian in Charge.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation, the monetary value of this pay for Librarians and Library Specialists shall be reported to CalPERS as Special Compensation. The parties agree that this pay is described in Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as “Library Reference Desk Premium” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

5.2.2 − Police Department – Relief Dispatch Supervisors Public Safety Dispatcher I/II Flex will receive $484.17 per month when assigned as Relief Dispatch Supervisors. If such assignment is for less than a full month, the pay shall be pro- rated accordingly.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation, the monetary value of this pay to Public Safety Dispatcher I/II Flex shall be reported to CalPERS as Special Compensation. The parties agree that this pay is described in Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as “Lead Worker/Supervisor Premium” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

5.2.3 − Police Department − Training Officers
Community Service Officer I/II Flex, Jailers, Public Safety Dispatcher I/II Flex, and Animal Control Trainers shall receive $120.83 per month when assigned as Training Officers. If such assignment is for less than a full month, the pay shall be pro-rated accordingly.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation, the monetary value of this pay to Community Service Officer I/II Flex, Jailers, Public Safety Dispatcher I/II Flex, and Animal Control Trainers shall be reported to CalPERS as Special Compensation. The parties agree that this pay is described in Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as “Training Premium” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
5 Section 5.3 – Standby Pay
Being on standby means that an employee is required to promptly return to work after being called and be fit for duty and able to respond. Employees on standby are not permitted to drink alcohol or use any substance that will affect their ability to return to work. Being on standby does not constitute hours worked since employees are off-duty and permitted to engage in personal pursuits. However, since employees on standby are waiting to be engaged to work, the parties agree that employees are entitled to compensation as provided in this Section.

Employees on standby are required to respond to a phone call as quickly as possible, generally within a few minutes. Upon responding, the employee will be instructed as to whether they are required to return to work (it is possible that the issue could be resolved by talking to the employee on the phone or using a computer to resolve the issue) and if so, will be informed of the location to which they must respond.

Response time will generally be the employee’s normal commute time and any additional minimal time necessary to get ready to return to work. Some employees may, based on their department head’s discretion, be provided with a City vehicle while on standby. Unless the employee is provided a take home vehicle, the employee shall report to their normal work location to obtain a city vehicle prior to reporting for any “field work”.

Employees who call in sick for a day while on standby shall not receive standby pay for the day if they are unable to respond to a call for service. Employees will be eligible to receive standby pay on a day they call in sick if at the time they call in, they notify their supervisor that they are able to respond to calls for service after regular scheduled hours.

5.3.1 – Standby Pay Employees Who Receive a Weekly Amount The employees listed below shall receive standby pay as described for being on standby for a week (seven (7) 24-hour periods). If one of these standby assignments is for less than a full week, the weekly Standby Pay shall be pro-rated accordingly. Employees other than those listed herein shall not be placed in a standby capacity.

If employees are contacted while on standby and required to respond back to work, they shall receive a minimum of two hours of pay, paid portal to portal. As such, the time is measured from the time the employee leaves their residence (or other location closer to the City if they are closer to the City) and returns to their residence (or other location closer to the City if the employee returns to a location closer to the City). In addition, assuming the time worked is overtime per Article 8, the pay will be paid at overtime rates as described in Article 8.

Employees contacted on standby who are not required to return to work will be paid for their actual time worked and will not receive the two-hour minimum.

1. The following employees shall receive four hundred dollars ($400) per week while on standby:
a. Utilities Department Employees: Employees in the classifications of Water Operator I/II/III Flex, Water Reclamation Operator I/II/III Flex, Lead Water Operator, Lead Water Reclamation Operator, Senior Utility Maintenance Technician, Lead Utility Technician, Maintenance Planner, Utility Maintenance Technician I/II Flex , Utility Service Worker I/II Flex, Senior Utility Service Worker, Lead Utility Service Worker, Water Resources Field Representative, Meter Services Technician, Utility Service Worker Crew Leader, Senior SCADA Engineer and any other classification in the Utilities Department designated by the City Manager.
b. Information Technology Department Employees: Applications Analyst, Senior Applications Analyst, Public Safety Technical Support Engineer, Systems Engineer, Radio Technician,

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
6 Senior System Engineer, Junior Network Analyst, Network Analyst, Public Safety Emergency Communications Support Specialist, Senior Public Safety Technical Support Engineer and Junior Applications Analyst.
c. Community Services Department Employees: Facilities Maintenance Technician I/II Flex, Lead Facilities Maintenance Technician, Park & Landscape Technician I/II Flex, Senior Parks & Landscape Technician, Lead Parks & Landscape Technician. d. Public Works Department Employees: Fleet Services Technician I/II, Senior Fleet Services Technician, Lead Fleet Services Technician, Street Maintenance Worker I/II Flex, Senior Street Maintenance Worker, Street Maintenance Crew Leader, Traffic Maintenance Technician, Traffic Signal Coordinator, Street Sign Maintenance Tech. e. Planning and Development Department Employees: Employees in the classification of Code Enforcement Officer I/II.

2. Employees in the classification of Forensic Specialist working in the Police Department shall receive five hundred dollars ($500) per week while on standby.

5.3.2 – Hourly Standby Pay

5.3.2.1 – Animal Control Officers

As directed by the Police Department, Animal Control Officers can be required to be on standby.

They shall be compensated for each six-hour standby period with two (2) hours at their base hourly rate of pay, or 10 hours per standby day. If these employees are contacted while on standby and required to respond back to work, they shall receive a minimum of two hours of pay, paid portal to portal, at time and one-half the applicable hourly rate of pay.

A Standby schedule shall be posted at the Animal Shelter and distributed to each Animal Control Officer II.

5.3.2.2 – Employees on Standby for Court
Employees who are off duty shall receive standby pay of two (2) hours at their current hourly base rate for each half of the court day (morning or afternoon) that they are required to be available to appear in court in connection with a work related matter. If employees in these classifications are on standby for court for both the morning and afternoon of the same day, they shall receive four (4) hours of pay at their current base hourly rate.

If employees are contacted while on standby and required to respond to court, they shall receive a minimum of two hours of pay, paid portal to portal. As such, the time is measured from the time the employee leaves their residence (or other location closer to the City if they are closer to the City) and returns to their residence (or other location closer to the City if the employee returns to a location closer to the City). The employee will receive the pay for the time worked (with a minimum of two hours) but will not also receive the standby pay for the same hours. For example, if an employee is on standby for both the morning and afternoon, they will receive the standby pay for the morning and the time worked for the afternoon.

Section 5.4 – Callback Pay
An employee called to work while off duty during hours that do not overlap their regular work hours shall be paid for all hours actually worked with a minimum of two (2) hours of paid at overtime rates, paid portal to portal. However, if the hours when the employee is called back overlap their regular work hours, they shall receive their regular pay for those hours and only receive overtime pay for the time that is not

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
7 overlapping their regular work hours. If an employee is only required to communicate electronically and not report to work, they will be paid for their actual time worked if time worked is eight (8) minutes or longer.

Section 5.5 – Longevity
In recognition of an employee’s length of service to the City of Corona, employees who qualify under the following schedule will receive one twenty-sixth (1/26th) of the following amounts paid biweekly as part of the regular payroll:

After five (5) years of full-time service $500.00
After ten (10) years of full-time service $700.00
After fifteen (15) years of full-time service $800.00
After twenty (20) years of full-time service $1,000.00
In addition to the longevity benefit set forth above, Tier I (as defined in Article 9) members shall receive an additional three percent (3%) of base hourly rate for Longevity Pay, paid biweekly as part of the regular payroll.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation the monetary value of Longevity Pay shall be reported to CalPERS as compensation earnable or pensionable compensation per Title 2 CCR, Section 571(a)(1) and 571.1(b)(1) as “Longevity Pay:” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

Section 5.6 − Shift Differential Pay

Shift differential pay is available to employees as described in this section.

5.6.1 – Definition of Shifts

1. Swing shift – a shift that begins between 12:00 p.m. and 4:59 p.m.

2. Graveyard shift − a shift that begins between 5:00 p.m. and 4:59 a.m.

If an employee who is working a shift that does not qualify for shift differential is asked to work a part of the next shift in place of an employee who would receive shift differential, the hours worked for the next shift will qualify for shift differential. However, if that employee is just working additional hours on their shift (not as a replacement for an employee who would receive shift differential) those additional hours will not qualify for shift differential.

Similarly, if an employee working a shift that qualifies for shift differential is asked to work a part of the next shift in place of an employee who would not receive shift differential, the hours worked for the next shift will not qualify for shift differential. However, if that employee is just working additional hours on their shift (not as a replacement for an employee who would not receive shift differential) those additional hours will qualify for shift differential.

5.6.2 – Pay for Swing and Graveyard Shift

1. Swing Shift: An employee shall receive shift differential pay of seven and one-half percent (7.5%) of base hourly rate for being assigned to work a swing shift.

2. Graveyard Shift: An employee shall receive shift differential pay of ten percent (10%) of base hourly rate for being assigned to work a graveyard shift.

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
8 In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation the monetary value of shift Differential shall be reported to CalPERS as compensation earnable or pensionable compensation per Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as a “Shift Differential” However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

Section 5.7 – Bilingual Pay
The City shall pay $189.58 per month to employees for Bilingual pay. If an employee becomes eligible for bilingual pay for less than a full month, the monthly amount shall be pro-rated accordingly. All unit employees are eligible to test for bilingual pay, and to receive bilingual pay for Spanish upon successful completion of the testing process. For languages other than Spanish, whether an employee can test for bilingual pay will be determined based on operational need as determined by the City Manager or their designee. An employee receiving bilingual pay will be required to speak the alternate language in the course and scope of their employment and may be asked to assist in translating even if unrelated to their specific job duties.

To receive bilingual pay employees must pass a certification test (an oral conversational test) established and administered by the Human Resources Department in Spanish and/or such other language the City has determined is desirable. Employees must re-certify every three (3) years to be eligible to receive bilingual pay by passing the certification test.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation the monetary value of bilingual pay shall be reported to CalPERS as compensation earnable or pensionable compensation per Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as “Bilingual Pay” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

Section 5.8 – Working Out of Class Pay
For operational reasons, employees may be assigned to work in a classification with a higher salary range than their own classification if the employee concurs. If such an assignment is made the employee shall be paid at the "first" step of the higher classification’s salary range or five percent (5%) more than the employee’s actual compensation salary, whichever is greater, for the entire time served in the higher classification. However, in no case shall the salary paid to the employee working out of class be higher than "top" step of the classification being worked. Unit employees working out of class shall be entitled to all benefits under the terms of this MOU, including the entitlement to overtime compensation.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation the monetary value of pay for working out of class shall be reported to CalPERS as Special Compensation for classic members as defined under the Public Employees’ Pension Reform Act (PEPRA) of 2013. The parties agree that pay for working out of class is described in Title 2 CCR, Section 571(a)(3) as “Temporary Upgrade Pay” – a type of reportable special compensation. This pay is not reportable as special compensation for employees defined as “new members” under PEPRA.

However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

Section 5.9 – Uniforms

5.9.1 – Employees Provided Uniforms
Employees in classifications who are maintenance members assigned to Facilities Maintenance, Park Rangers, Fleet Services, Water, Water Reclamations, Street Maintenance, Traffic Signal Technician, Park Maintenance, Janitor and Warehouse divisions shall be provided eleven (11) sets of uniforms, which shall be laundered by the City’s vendor.

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
9 Employees in the classifications of Police Records Technician, Public Safety Dispatcher, Crime Prevention Specialist, Property and Evidence Technician, and Rangemaster, shall be provided with four (4) sets of pants and four (4) sets of shirts per year.

Employees in all other classifications who are required to wear uniforms will receive seven (7) sets of uniforms. Cleaning of such uniforms will be the responsibility of the employee while replacement of such uniforms as deemed necessary by the City will be the responsibility of the City. For each classification who is provided with a uniform, the monetary value for the purchase, rental and/or maintenance of required clothing (which will be reported to CalPERS for classic members) is set forth in Attachment B to this MOU. These amounts will be reviewed and adjusted annually as the amounts change.

5.9.2 – Uniform Allowance – Animal Control Officer, Animal Care Technician, Community Services Officer Jailer, and Lead Animal Control Officer Employees in the classifications of Animal Control Officer, Animal Care Technician, Community Services Officer, Jailer, and Lead Animal Control Officer shall receive a voucher for four sets of required uniforms to include one (1) jacket, one (1) Class A uniform and necessary equipment upon hire into these classifications.

Upon completing one-year of employment in the classification, employees in these classifications shall receive thirty-two dollars and thirty-one cents ($32.31) per pay period. These employees are required to use their uniform allowance to clean their uniforms and purchase new uniforms if directed by their supervisor to replace an existing uniform.

5.9.3 – Maternity Uniforms
Upon request by an employee, the City shall provide maternity uniforms for employees who are otherwise entitled to receive uniforms.

ARTICLE 6 – DEFFERED COMPENSATION
All employees in the unit may open a deferred compensation account (per IRS Code section 457) and make pre-tax contributions into it up the maximum permitted by law based on their age. Employees may also make a contribution to a Roth IRA.

A. For employees in Tiers I and II, who set up a deferred compensation account, the City shall make a matching contribution into their deferred compensation account at the end of each quarter in an amount equal to that deposited by the employee, but not to exceed $500.00 per calendar year. The City match contribution shall be made to a single provider only and cannot be split between providers.

Employees who do not open a deferred compensation account will not receive a city contribution.

B. Employees in Tier II shall receive an additional City contribution into their deferred compensation account of $150.00 per quarter. These employees must select one deferred compensation account provider into which this City contribution will be deposited.

C. Loans to employees from their deferred compensation accounts shall be regulated by applicable laws and pursuant to the rules and regulations of the deferred compensation plan administrator.

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
10 ARTICLE 7 – WORK SCHEDULES
Section 7.1 – The Defined FLSA Work Period
The workweek for all members of the unit shall be 168 regularly recurring hours. For employees working a schedule other than the 9/80 or 3/12-4/12 work schedule, the workweek shall begin on Saturday at 12:00 a.m. and end at 11:59 p.m. the following Friday.

For employees working the 9/80 work schedule, each employee's designated FLSA workweek (168 hours in length) shall begin exactly four (4) hours after the start time of their eight (8) hour shift on the day of the week that corresponds with the employee's alternating regular day off.

Employees assigned to work the 3/12 – 4/12 work schedule are scheduled to work 84 hours per pay period. The FLSA workweek for these employees shall end exactly six (6) hours after the start time of the first shift in the employee’s workweek in which the employee is scheduled to work four consecutive shifts in the workweek.

Employees assigned to work the 7/12 work schedule are scheduled to work 84 hours per pay period. The FLSA workweek for these employees shall end exactly six (6) hours after the start time of the fourth shift in the employee’s workweek.

Section 7.2 – Work Schedules
The following types of work schedules exist for employees in the unit:
• A 5/40 schedule consists of a weekly work schedule of five (5) consecutive workdays of eight (8) consecutive hours each.
• A 9/80 schedule consists of alternate weeks of four (4) consecutive workdays of nine (9) consecutive hours each, followed by five (5) consecutive workdays, four of which consist of nine (9) consecutive hours each and one (1) day of eight (8) consecutive hours. • A 4/10 schedule consists of a weekly work schedule of four (4) consecutive workdays of 10 consecutive hours each.
• A 2/12 – 2/8 schedule consists of a weekly work schedule of four consecutive work days, consisting of two (2) work shifts of 12-consecutive hours each and two (2) work shifts of 8- consecutive hours each.
• A 3/12 – 4/12 schedule consists of alternate weeks of 3 consecutive workdays of 12 consecutive hours each, followed by 4 consecutive workdays of 12 consecutive hours each. • A 7/12 schedule consists of 7 consecutive work days of 12 consecutive hours each, followed by 7 consecutive days off.
• Where the term “consecutive hours” is used herein may be inclusive or exclusive of a paid meal period depending on whether the classification receives a paid or unpaid meal period.

A department head retains the right to make de minimis changes (30 minutes or less change to start and end time) to the shift schedule (i.e., start and end time of an employee’s work shift), provided the employee is given at least ten (10) calendar days’ notice of such change. The intent of the parties is not to allow multiple de minimis changes to consistently push an employee’s start and end time forward or backward.

Any other changes to an employee’s work schedule or shift schedule are subject to meet and confer.

However, if an employee requests to have their work or shift schedule changed and their supervisor

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
11 agrees, the Human Resources Department and the Association shall be notified prior to the schedule change, and both must agree thereto. The Association agrees that if requested to meet and confer over a work or shift schedule change, it will do so promptly.

Section 7.3 – Accurately Reporting Time Worked
Employees are required to accurately report all time worked on their time sheets. An employee may not work any time in addition to their regular work hours before or after work or on an unpaid meal break without first receiving approval in advance from their supervisor. Thus, all overtime requires advanced approval. In addition, since no supervisor is permitted to require an employee to work overtime without it being reported on their time sheet, if an employee works such time, it will be recorded.

Unit members shall record hours worked in one-quarter (1/4) of an hour increment of time. This is illustrated by the following:
0-7 Minutes = No additional time should be recorded
8-22 Minutes = one quarter of an hour
23-37 Minutes = one-half of an hour
38-52 Minutes = three quarters of an hour
53 Minutes – 1 hour and 7 Minutes = one-hour
For example, if an employee whose work schedule is 7:30 a.m. to 5:30 p.m. (with a one-hour unpaid lunch) works until 5:38 p.m., they would record 9.25 hours for the day.

ARTICLE 8 – OVERTIME
Section 8.1 − Overtime Authorization
All employees shall receive overtime compensation paid at time and one-half for all approved overtime hours worked in excess of forty (40) hours worked in a seven (7) day work period.

Section 8.2 − Hours Worked
In determining whether an employee is eligible for overtime pay (i.e., have they worked more than 40 hours in their defined FLSA workweek), the City shall include the employee’s actual hours worked as well as all paid leaves of absence.

Section 8.3 – Calculation of Overtime
There are two types of overtime provided by the City: FLSA overtime and MOU overtime. • FLSA overtime is overtime earned for actually working more than 40 hours in the employee’s defined FLSA workweek. FLSA overtime is paid at time and one-half the regular rate of pay. • MOU overtime is overtime that is earned when the employee’s actual work hours plus paid leaves exceed 40 hours in the defined FLSA workweek, but the employee has not actually worked in excess of 40 hours.
• The regular rate of pay is determined by dividing the employee’s total remuneration earned for the workweek by 40. MOU overtime rate is determined by dividing the employee’s total

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
12 remuneration earned for the workweek by 40, but does not include any sums an employee may receive for opting out of health insurance.

Section 8.4 – Compensatory Time Off
Employees working overtime shall receive either pay or compensatory time off (CTO), at the employee’s option. Employees can accumulate up to 120 hours of compensatory time. Once an employee has earned 120 hours of accumulated CTO, they cannot accumulate any additional CTO until their bank is below 120 hours. Any overtime worked when an employee has 120 hours of accumulated CTO will be paid to the employee and not banked as CTO.

An employee wishing to use their accumulated CTO must provide reasonable notice to their supervisor.

If reasonable notice is provided, the request will only be denied if the request is unduly disruptive to the operations of the employee’s department. The requirement to backfill on overtime behind an employee is not considered “unduly disruptive”. Reasonable notice is defined as at least two calendar weeks. If an employee wishes to use compensatory time without providing reasonable notice, the decision to grant or deny that request will be at the discretion of the employee’s supervisor.

Employees will be cashed out of any accumulated CTO at their then current regular rate of pay when they leave employment with the City, or when they are promoted into a classification in the City that does not have CTO. In addition, each year (on the first pay period in November) employees will be cashed out at their then current regular rate of pay of all their accrued CTO, unless the employee notifies the City in writing by December 31 of the prior calendar year of their desire to carryover CTO into the subsequent calendar year. Employees may pre-designate to carryover up to (40) hours. For example, in December 2024 an employee would have to pre-designate that in November 2025 the employee wished to carryover up to 40 hours into calendar year 2026.

CHAPTER 3 – BENEFITS
ARTICLE 9 – TIERS FOR CERTAIN BENEFITS IN THE MOU
Some of the benefits in this MOU are provided per a tiered structure based on date of hire. There are two (2) tiers. Whenever there is a reference to a tier in this MOU, the particular tier is defined as follows:

Tier I – Employees hired as full-time employees before January 1, 1999 Tier II – Employees hired as full-time employees on or after January 1, 1999 ARTICLE 10 – CAFETERIA INSURANCE BENEFITS
The City contracts with the California Public Employees’ Retirement System (CalPERS) for the provision of medical insurance. All employees in the bargaining unit shall receive the CalPERS statutory minimum (i.e., the amount required under the Public Employees’ Medical and Hospital Care Act (PEMHCA) which is $158.00 for calendar year 2025 and a yet to be determined amount for subsequent calendar years).

The City contracts with Delta Dental to provide Dental Insurance with both an HMO and PPO plan option available for employees to choose.

The City contracts with EyeMed to provide Vision Insurance for employees to choose.

If the City needs to change Dental and/or Vision carriers, the Association agrees to meet promptly so that the negotiations can be resolved expeditiously.

All employees in the bargaining unit shall receive the amounts below for the purchase of cafeteria insurance.

This includes medical, dental and vision insurance. These amounts include the CalPERS statutory minimum as well as an additional amount provided under the City’s Section 125 Cafeteria Plan.

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
13 Effective January 1, 2025, the amounts above will increase to the following:
$978.00 per month for Members electing Employee only coverage; $1,646.00 per month for Members electing Employee plus one dependent coverage; or $2,173.00 per month for Members electing Employee plus two or more dependents coverage.

Effective January 1, 2026, the amounts above will increase to the following:
$1,003.00 per month for Members electing Employee only coverage; $1,721.00 per month for Members electing Employee plus one dependent coverage; or $2,273.00 per month for Members electing Employee plus two or more dependents coverage.

Effective January 1, 2027, the amounts above will increase to the following:
$1,028.00 per month for Members electing Employee only coverage; $1,796.00 per month for Members electing Employee plus one dependent coverage; or $2,373.00 per month for Members electing Employee plus two or more dependents coverage.

The City’s provision of funds for health insurance is provided through the Cafeteria Plan. If an employee enrolls in health benefits that cost more than the amount provided by the City above, the employee will be responsible for payment of such additional sum.

Section 10.1 – Family Medical Leave Act/California Family Rights Act The City will pay to CalPERS the medical insurance premiums normally paid on behalf of that member, for up to 12 weeks, when a member qualifies for leave per the Family Medical Leave Act (FMLA) and/or the California Family Rights Act (CFRA).

Section 10.2 – Medical Insurance Opt Out
Eligible Opt-Out Arrangement: Upon providing reasonable evidence of alternative coverage as required by the Affordable Care Act (ACA)’s Eligible Opt-Out Arrangement rules (below), employees shall be entitled to the following dollars in the first two pay periods each month in taxable cash, in lieu of the amount provided in Section 10.2 above:
(a) $300.00 ($600 per month) for Employee + 2 or more dependents (b) $200.00 ($400 per month) for Employee + 1 dependent (c) $100.00 ($200 per month) for Employee Only
The employee may choose to allocate any portion of the Opt-Out Amount toward dental and/or vision insurance premiums for enrollment in a City dental and/or vision plan or take the Opt-Out Amount or any portion thereof in taxable cash. If the employee uses any portion of the Opt-Out Amount toward the City’s dental and/or vision insurance, such payment will be pre-tax.

ARTICLE 11 – IRS SECTION 125 CAFETERIA PLAN WITH FLEXIBLE SPENDING ACCOUNTS Section 125 of the Internal Revenue Code authorizes an employee to reduce taxable income for payment of allowable expenses such as dependent care and medical expenses through flexible spending accounts (“FSAs”). The City has enabled employees to participate in a health care flexible spending account (“Health Care FSA”) (which qualifies as a self-insured medical reimbursement plan under IRC section 105) and a dependent care flexible spending account under IRC section 129 (“Dependent Care FSA”). Employees are not required to participate in either FSA, but the City has provided employees with an opportunity to do so. A unit member who participates in either FSA, may submit claims for eligible medical or eligible dependent care expenses, accordingly, to be paid or reimbursed on a pre-tax basis. The taxable salary of the employee will be

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
14 reduced by the amount an employee elects to direct to their Health Care FSA and/or Dependent Care FSA, up to the maximum limits permitted by law.

An employee will have the opportunity to make such elections during open enrollment each year.

Upon the conclusion of the open enrollment period, the employee’s election shall not be subject to change during the plan (i.e., calendar) year. Any amounts remaining in the FSAs after the expiration of the time permitted to submit claims as set forth in the plan documents shall be handled as provided by law.

ARTICLE 12 – RETIREE MEDICAL INSURANCE
(A) Tier I Retirees: The City agrees to provide medical insurance premium payments for employees who retire from the City of Corona for the Retiree and their eligible dependents.

1. Employees Who Retired Before January 1, 2006: The premium payment shall be paid to the Retiree as a direct deposit each month. The City pays the CalPERS statutory minimum ($58 per month for 2025 and a yet unknown amount beyond 2025) directly to CalPERS and then direct deposits the difference between the statutory minimum and the cost of the monthly premium for the medical insurance plan chosen by the Retiree. The payment for medical is then deducted from the employee’s retirement check. The payment shall include reimbursement for premiums paid to Social Security for health insurance through Medicare once a year at the end of the year.

2. Employees Who Retired After January 1, 2006, or Who Will Retire in the Future: The premium payment shall be paid to the Retiree as a direct deposit each month. The City pays the CalPERS statutory minimum ($158 per month for 2025 and a yet unknown amount beyond 2025) directly to CalPERS and then direct deposits the difference between the statutory minimum and plan chosen by the employee. The payment for medical is then deducted from the employee’s retirement check. The maximum the City will pay is equal to the monthly premium for the second highest costing family plan available under PEMHCA for Riverside County (currently Region 3) and the Medicare Part B cost once enrolled in Medicare (which is done by CalPERS at age 65). The payment shall include reimbursement for premiums paid to Social Security for health insurance through Medicare once a year. If the employee chooses a plan that costs less than the second highest (in cost) plan, the City will pay the difference between the CalPERS statutory minimum and the plan chosen. If the Retiree enrolls in the highest cost medical plan, the City will direct deposit the difference between the statutory minimum and the second highest cost medical plan, and the Retiree will be responsible for payment of the premium between the second highest and highest cost plan.

The City hereby affirms its intent to protect the retirement health benefits of Tier I Retirees and employees who remain continuously employed by the City.

Tier I lifetime health benefits will not be revoked or negotiated away by future members of management, Association representatives or City Councils.
(B) Tier II Retirees: These employees who retire from the City of Corona and enroll in a medical plan offered through PEMHCA shall have the City pay the CalPERS annual statutory minimum (toward their retiree medical benefit). These employees will be responsible for paying the remainder of any premiums for medical plans to which such employees (who will then be retirees) enroll. The City will not reimburse Tier II Retirees for premiums paid to Social Security for health insurance through Medicare.

Section 12.1 – Retiree Health Alternative
In lieu of receiving the City’s retiree medical benefit described above, a Tier I Retiree shall have the option of receiving an annual $6,000 contribution, at a rate of $500 per month, paid to a City-provided health care

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
15 reimbursement plan on behalf of such Tier I Retiree for the purpose of receiving reimbursements of qualifying health care expenses under Sections 105(b) and 213(d) of the Internal Revenue Code. To receive this benefit, a Tier I Retiree must forfeit participating in any of the health benefit plans available to retirees of the City of Corona for the plan year in which such Tier I Retiree elects to receive the contribution.

Tier I Retirees needing to re-enroll because of a COBRA “qualifying event” may do so on the first day of the month following that event, while those choosing to re-enroll in the absence of a “qualifying event” may re-enroll during the next open enrollment period, unless the Tier I Retiree has never participated in a CalPERS health plan. Tier II Retirees shall not be eligible for this alternative.

ARTICLE 13 – RETIREMENT HEALTH SAVINGS ACCOUNT
Unit members in Tier II shall receive a quarterly payment of $50 to the Nationwide Retirement Healthcare Savings Account.

ARTICLE 14 – SHORT-TERM DISABILITY INSURANCE PLAN
The City shall provide a short-term disability insurance plan to each employee in the unit, who, due a medical condition, qualifies for benefits under the plan. This plan shall contain the following provisions:
• Benefit level shall be 55% of pre-disability earnings as defined by the carrier. • 90 calendar day benefit period (Includes 7 calendar day benefit waiting period before benefits are provided).
• Monthly maximum benefit of $10,000.00
Employees may use accrued paid leaves (including probationary sick leave) to supplement payments received by the plan. However, employees may not receive more than 100% of their gross regular wages.

Any disputes regarding eligibility for benefits shall be dealt with between the employee and the carrier. To the extent that an employee’s leave of absence while receiving short-term disability insurance also qualifies as qualifying leave per the Family and Medical Care Leave Act, the California Family Rights Act of per the California Pregnancy Disability Leave, the leave will run concurrently with those Acts and employees will receive the benefits of those Acts.

ARTICLE 15 – LONG-TERM DISABILITY INSURANCE PLAN
The City shall provide a long-term disability insurance plan to each employee in the unit, who, due a medical condition, qualifies for benefits under the plan. This insurance plan shall contain the following provisions:
• Benefit level shall be 66 2/3% of pre-disability earnings as defined by the carrier. • Monthly maximum benefit of $10,000.00
• Elimination Period (Waiting period): 90 days
Employees may use accrued paid leaves (including probationary sick leave) to supplement payments received by the plan. However, employees may not receive more than 100% of their gross regular wages.

Any disputes regarding eligibility for benefits shall be dealt with between the employee and the carrier.

ARTICLE 16 – LIFE INSURANCE & ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE PLANS The City shall provide life insurance coverage for unit members equal to five and one-half times the member's annual basic earnings up to a maximum of $750,000.

The City shall provide unit members with an accidental death and dismemberment policy in an amount equal up to the member’s’ (potential) life insurance benefit - five and one-half times the member's annual basic earnings to a maximum of $750,000.

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
16 Any disputes regarding eligibility for benefits shall be dealt with between the employee and the carrier.

Unit members shall be provided the carrier’s Certificate of Coverage upon request.

Section 16.1 – Retiree Life Insurance
The City shall provide a Life Insurance policy of $50,000.00 to all employees who retire from the City. This policy shall remain in force until the retiree reaches the age of 70.

ARTICLE 17 − RETIREMENT

The City contracts with CalPERS for retirement benefits.

A. For “Classic Member” Employees

1. Retirement Formula: 2.7% at 55 retirement formula set forth in California Government Code Section 21354.5.

2. Single Highest Year: "Single Highest Year" retirement benefit per Government Code section 20042.

3. Payment of Employee/Member Contribution: Classic Members pay eight percent (8%) compensation earnable as their Member Contribution. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

B. For “New Members” As Defined by the Public Employees’ Pension Reform Act of 2013 (PEPRA)

1. Retirement Formula: 2% at 62 formula provided per Government Code section 7522.20(a).

2. Retirement Benefit Calculation Period: Highest annual average compensation earnable during the three consecutive years of employment immediately preceding the effective date of their retirement or any other three consecutive year period chosen by the employee, per Government Code section 7522.32(a).

3. Payment of Employee/Member Contribution: One-half of the total normal cost of the plan, as defined by CalPERS. This amount is determined by CalPERS each year in its annual valuation.

The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

C. Additional Optional Benefits for All Employees
The following list of optional benefits is listed here in the MOU for the convenience of the parties to reflect what is currently in the City’s contract with CalPERS.

1. 1959 Survivor's Benefit: The City’s contract with CalPERS provides Level 4 coverage under the 1959 Survivor's Benefit per Government Code section 21574. Employees pay the employee premium for this benefit and the employer cost for the difference between the Level 3 and Level 4 survivor benefits.

2. Pre-Retirement Option 2W Benefit: The City’s contract with CalPERS provides for Pre-Retirement Optional 2W Benefit as set forth in Government Code Section 21548.

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
17 3. Military Service Credit: The City’s contract with CalPERS provides the Military Service Credit option set forth in Government Code section 21024.

4. Cost of Living Allowance: The City’s contract with CalPERS provides the benefit known as the 2% Cost of Living Allowance Increase as set forth in Government Code section 21329.

5. Retired Death Benefit: The City’s contract with CalPERS provides the $500 Retired Death benefit as set forth in Government Code section 21620.

6. Two Years Additional Service Credit: The City’s contract with CalPERS provides the Additional Service Credit (Golden Handshake) – Two Years Additional Service Credit as set forth in Government Code section 20903.

7. Two Years Additional Service Credit: The City’s contract with CalPERS provides the Public Service” – Layoff Period – as set forth in Government Code section 21022. All associated costs are borne by the member electing to purchase the service credit.

8. Post Retirement Survivor Allowance: The City’s contract with CalPERS provides the Post Retirement Survivor Allowance as set forth in Government Code sections 21624, 21626, and 21628.

9. Post Retirement Survivor Allowance to Continue After Remarriage: The City’s contract with CalPERS provides the Post Retirement Survivor Allowance as set forth in Government Code section 21635.

10. Pre-Retirement Death Benefits to Continue After Remarriage of Survivor: The City’s contract with CalPERS provides the Pre-Retirement Death Benefits to Continue After Remarriage of Survivor as set forth in Government Code sections 21551.

11. Prior Service: The City’s contract with CalPERS provides the prior service benefit as set forth in Government Code section 20055.

ARTICLE 18 – TUITION REIMBURSEMENT
The City recognizes the value of an educated workforce and encourages employees to pursue higher education. This Section provides reimbursement to unit members for tuition and textbooks for college courses leading to a job-related degree or certificate. Employees shall use their off-duty hours in the pursuit of higher education.

Subject to satisfaction of all criteria set forth in this Section, for education plans approved in writing by the City, the City shall reimburse Members for the costs described in Section 18.2 up to a lifetime maximum amount of $10,000 per employee.

Section 18.1 – Pre-Approval

Unit members must apply for and receive written approval from Human Resources prior to enrolling in classes at an educational institution with accreditation granted by an institutional or specialized accrediting body recognized by the U.S. Department of Education or the Council for Higher Education Accreditation.

Section 18.2 – Reimbursable Costs

The costs eligible for reimbursement are limited to tuition and books (including e-books and e-library fees) required for the course.

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
18 Section 18.3 – Administration
A unit member who voluntarily leaves employment with the City within one year of receiving a reimbursement per this section shall be required to repay the City for any reimbursement received during the 12 months preceding the employee’s termination date.

Section 18.4 – Procedure

1. Prior approval must be obtained by completing the College Tuition & Textbook Reimbursement Request available from the Human Resources Department, and a plan indicating the requisite course work leading to the degree or certificate approved by the educational institution. (The request shall be submitted through the employee’s Department Head for recommendation and to the Human Resources Department for approval. The Human Resources Department shall review and pre-approve requests for job relatedness and its decision shall be final.)

2. Subject to the lifetime maximum, if applicable, the City will reimburse eligible employees for completion of job-related formal education leading to a job-related degree or certificate at a rate equivalent to the California State University fee schedule for tuition.

3. An employee receiving funds for tuition and books paid for from other sources, including, but not limited to, grants, scholarships, and veteran's educational benefits, shall first apply [deduct] the amount of those funds to the amount being reimbursed by the City.

4. Upon satisfactory completion of the course, the employee must attach an official grade report and relevant receipts/bills to the request and submit it to the Human Resources Department for approval. Reimbursement will be made as soon as practical.

5. Employees must attain a grade of "C” or better for undergraduate courses and a grade of "B” or better for graduate courses. Those undergraduate courses taken for "credit" will be reimbursed so long as units are accrued at the rate of a "C" grade for undergraduate courses.

6. City vehicles shall not be used for transportation to and from courses.

ARTICLE 19 – REST AND MEAL PERIOD
Section 19.1 – Rest Period
Employees shall be allowed but not required to take a rest period of fifteen (15) minutes during the first half of their shift and another rest period of fifteen (15) minutes during the second half of their shift.

Rest periods shall be considered hours worked and employees may be required to perform duties, if necessary.

Section 19.2 – Meal Periods
Employees are required to take a meal period of thirty (30) minutes or (60) minutes, each shift. The determination of which classifications have (30) minutes, and which have (60) minutes shall be established through the meet and confer process.

Those employees who were receiving a paid meal period at the time of the approval of this MOU (Jailers, Public Safety Dispatchers (I/II Flex), Water Operators (I/II/III Flex), and Water Reclamation Operators (I/II/III Flex)), will continue to do so. For all other employees, meal periods are unpaid. An employee with an unpaid meal period who is required by their supervisor to work through their meal period shall be paid for such work.

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
19 ARTICLE 20 – ADDITIONAL BENEFIT PROVISIONS
Section 20.1 – Employee Assistance Program (EAP)
The City will provide an Employee Assistance Program to all employees free of charge. This counseling service will provide immediate 24-hour assistance in crisis situations, as well as counseling and referral services for employees and immediate family members who are experiencing personal, marriage, family, work, substance abuse, or financial problems.

Section 20.2 – Medicare Contribution
The City shall pay the employee’s Medicare contribution of 1.45% of salary.

Section 20.3 – Safety Boots/Shoes
Any unit employee required to wear safety boots/shoes shall be reimbursed up to $300 per calendar year for the purchase of safety boots/shoes. Employees in classifications regularly assigned to standby duty shall be eligible for up to $600 in annual reimbursement. The shoes/boots which are purchased, must be for the employee to use for work for the City of Corona and the boots cannot be resold. In lieu of reimbursement, employees can purchase up to $300 or $600 (only those employees regularly on standby) for safety boots/shoes on the City’s account at its contracted vendor.

Section 20.4 – Tools
All City employees shall be provided with tools to perform their job.

CHAPTER 4 – LEAVES OF ABSENCE
ARTICLE 21 – ANNUAL LEAVE
Section 21.1 – Definition
Annual Leave is compensated absence for employees who are absent from duty because of illness injury, medical or dental care appointments, or personal vacation.

Section 21.2 – Accrual of Annual Leave

21.2.1 – Full-Time Regular Employees

Full-Time Regular Employees: Each biweekly pay period, Annual Leave hours earned are posted to the account of each employee. Employees shall accrue Annual Leave according to the following:

Years of
Service With
the City
Each
Pay
Period
Annual
1-5 6.46 168 Hours
6-8 7.08 184 Hours
9-15 8.00 208 Hours
16+ 9.54 248 Hours
The above chart shall be interpreted as follows: completion of one year of service to completion of five years of service is the first level. Beginning of the sixth year to completion of the eighth year is

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
20 the second level. Beginning of the ninth year to completion of the fifteenth year is the third level. The fourth level starts at the beginning of the employee’s sixteenth year.

21.2.2 – Employees on Initial Hire Probation
During an employee’s initial hire probationary period, the employee shall accrue Annual Leave as follows:
• 3.23 hours as Probationary Sick Leave per pay period. During the first six months, such leave may be used for sick leave, only.
• 3.23 hours of Annual Leave per pay period. At six (6) months, the probationary employee may request to use up to one week of Annual Leave for vacation purposes with the permission of their supervisor. Under extenuating circumstances and with Department Head approval, this leave can be used prior to six months of employment. • When the employee completes one year of service, the Annual Leave accrued as Probationary Sick Leave will be converted to regular Annual Leave. If an employee’s probation is extended, even though still on probation, once they are employed for one year all Annual Leave they accrue will be regular Annual Leave.

Section 21.3 – Use of Annual Leave
a. Employees schedule Annual Leave for themselves by submitting requests to use their Annual Leave to their Department Head or designee. Department Heads or their designees responsible for approving Annual Leave being requested in advance (as opposed to it being used for illness and injury where advance notice is not possible) shall grant the request if it is operationally feasible (i.e., services can still be provided without the employee) to do so. In each department where a bid process exists for the use of Annual Leave as vacation, that process shall be followed. If there is no bid process in existence, selection of vacation (i.e., when employees can use Annual Leave for vacation) shall be made using a process that is fair to the employees, based on seniority or some other equitable method.
b. Employees who use Annual Leave time for illness or injury are required to call, text or email their supervisor at least 30 minutes prior to the start of their shift to inform the supervisor that the employee will not be coming to work that day. If a supervisor suspects that an employee is abusing their use Annual Leave as sick leave, the supervisor may request documentation from a medical provider supporting the use of leave. Requests for documentation cannot be for leave used prior to the date the request was made.
c. An employee who files a workers’ compensation claim where the question of industrial causation is delayed or the claim is not accepted by the City, may use their Annual Leave for the time they are unable to work because of their injury or illness.
d. An employee may not use more Annual Leave than they have accrued on the day prior to its first use. Employees will continue to accrue Annual Leave while the employee is on any paid leave in a pay period, but do not accrue Annual Leave if on an unpaid leave for the entire pay period. e. Employees may use Annual Leave for the illness of a child, parent, spouse, registered domestic partner, sibling, grandchild, grandparent, or designated person per Labor Code sections 233 and 245.5.

Section 21.4 – Cash Out or Conversion of the Value of Annual Leave There are three situations described below when an employee may have their Annual Leave cashed

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
21 out or converted to deferred compensation or their Retirement Health Savings Account (RHS) by the City.

All Annual Leave cashed out or converted to deferred compensation or RHS in this section will be valued at employees’ base hourly rate of pay for employees in Tiers II and base hourly rate of pay plus the 3% Longevity Pay for employees in Tier I.

21.4.1 – Maximum Accrual of Annual Leave – Conversion above 584 Hours

At the end of the last day of the last pay period that ends in each calendar year, if an employee has accrued more than 584 hours of Annual Leave, the Annual Leave hours in excess of 584 hours will be converted to the monetary equivalent as described in Section 21.4 and the employee shall have the following choice:

1. To have the dollar value placed in the Nationwide Retirement Health Savings Account on the employee’s behalf; or

2. To have the dollar value placed in the employee’s deferred compensation account (set up per IRS code section 457) or Roth IRA up to the maximum permitted by law. Any employee who chooses this option must advise Human Resources no later than December 1 each year. If the employee does not advise the City of this option by December 1, the value of the excess Annual Leave will be placed in the employee’s RHS account.

For employees who have informed the City that they will be retiring at the end of the calendar year, they will have the option to allow the hours above 584 to be converted to the RHS or have the hours above 584 subject to section 21.4.2.

21.4.2 – Separation from the City

Employees separating from the City have the following options regarding their accrued Annual Leave:

1. Paid in cash: Employees can be paid (as taxable wages) for their accrued Annual Leave as described in Section 21.4

2. Deferred Compensation/Roth IRA: Employees may make an irrevocable election prior to the first day of the month of separation to contribute the value of accrued Annual Leave to the employee’s deferred compensation account provided under the City’s 457(b) plan or Roth IRA. Contributions of Annual Leave to the 457(b) plan may not cause the employee to exceed the maximum annual deferral limitation for the year in which the contribution is made. If an employee chooses this option, any accrued Annual Leave that exceeds the maximum annual deferral limitations will be paid to the employee as a taxable cash payment.

3. Split between Cash and Deferred Compensation: Employees elect to receive any portion of the value of their accrued Annual Leave as taxable cash with the remainder going into their deferred compensation account or Roth IRA, up to the maximum amount permitted under the IRS Code.

21.4.3 – Annual Leave Cash Out

On or before the pay period which includes December 15 of each calendar year, an employee may make an irrevocable election to cash out up to 160 hours of Annual Leave that will be earned in the following calendar year. The employee can elect to receive the cash out in the one week after the pay day for the pay period that includes December 1.

In addition to the above, an employee who has an “unforeseen emergency” (defined as an unanticipated emergency that is caused by an event beyond the control of The employee and that

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
22 would result in severe financial hardship to the employee if early withdrawal were not permitted) shall be entitled to make a request to the Chief Talent Officer for a payoff of accrued Annual Leave. The amount of Annual Leave which may be cashed out is limited to the amount necessary to meet the emergency. If there is an unforeseen emergency, an employee can cash out Annual Leave at any time in the year.

21.4.4 − Donating Annual Leave
Employees may donate annual leave to their fellow employees per requirements of the City’s Voluntary Donation of Annual Leave Policy.

21.4.5 – Annual Leave Tier I Employees

For Tier I employees, cash out or donation of Annual Leave shall be at a rate that includes both their base rate and their Tier I Longevity Pay.

ARTICLE 22 – HOLIDAYS
All unit members shall observe the following holidays:

1. January 1st, New Year’s Day

2. Third Monday in January, Martin Luther King Day

3. Third Monday in February, President’s Day

4. Last Monday in May, Memorial Day

5. Juneteenth – June 19th

6. July 4th, Independence Day

7. First Monday in September, Labor Day

8. November 11th, Veterans Day

9. Fourth Thursday in November, Thanksgiving Day

10. Friday immediately after Thanksgiving Day

11. December 24th, Christmas Eve

12. December 25th, Christmas Day

13. December 31st, New Year’s Eve

14. Every day appointed by the President, Governor, or Mayor as a holiday, with the consent of the City Council, except for every day on which an election is held throughout the State.

Section 22.1 – How Holidays are Observed and Paid
Employees in the unit work either “with regard to holidays” or “without regard to holidays”. Employees who work “with regard to holidays” have holidays off and employees who work “without regard to holidays” work in positions where the employee is required to work on a holiday.

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
23 Employees who work with regard to holidays: (Employees in all classifications, except those listed below)
All holidays in the above list will be observed on the actual day of the holiday except for holidays that occur on a Sunday. For holidays that occur on a Sunday the observed day shall be the following Monday.

If the observed holiday falls on an employee’s regular workday, and the employee does not work on that day, they shall be paid for their regularly scheduled hours, up to ten hours. For employees who work schedules in excess of ten (10) hours per day, they can use annual leave or accrued compensatory time to be paid for the hours above ten (10) hours on a holiday. Employees without such leave will only be paid for ten hours for the holiday.

If the employee is required to work on a holiday due to an emergency or other unintended event, the employee shall be paid time and one-half for all hours worked, plus accrue 10 hours of Annual Leave.

For holidays that fall on the employee’s regular day off, employees shall accrue Annual Leave hours equal to the number of hours of their regular shift, up to a maximum of ten (10) hours per day. These Annual Leave hours may be used by the employee (including employees on their initial probationary period) as Annual Leave.

Employees who work without regard to holidays: (Employees in the following classifications): Public Safety Dispatchers I/II Flex, Animal Control Officer, Senior Public Safety Dispatcher, Forensic Specialist I/II Flex, Jailer, Police Records Technicians I/II Flex, Water Operator I/II Flex, Water Reclamation Operator I/II Flex, Lead Water Reclamation Operator, Lead Water Operator, Senior Reclamation Operator, Senior Utility Service Worker, Lead Utility Service Worker, Utility Service Worker I/II Flex, Community Service Officer I/II Flex, and Utility Service Worker Crew Leader.

For employees who work “without regard to holidays”, a holiday will be observed on the actual dates above. Since those employees typically work on a holiday, the employee shall be paid time and one- half for all hours worked on the holiday, plus receive pay for 10 hours in lieu of holiday leave.

If the holiday falls on the employee’s regular day off, the employee shall accrue 10 hours of Annual Leave.

If the holiday falls on the employee’s regular work day but the employee does not work on that day, then the employee will paid for their regular shift, up to 10 hours. If the employee’s regular shift is longer than 10 hours the employee may supplement Annual Leave or CTO to receive a full paycheck for that day.

Rules Applicable to All Employees Whether They Work With or Without Regard to Holidays Employees that work on the day of an observed holiday shall be paid at time and one-half for all time worked on the holiday, plus holiday pay equal to the number of hours of their regular shift on that day, with a maximum of ten (10) hours.

An employee is deemed to “work” on the day their shift starts. For example, if the holiday falls on Thursday, an employee working a shift that begins Wednesday night and ends on Thursday morning is not considered to work on the holiday; however, an employee whose shift begins Thursday night and ends Friday morning is considered to work on the holiday.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation the additional compensation paid to employees who are normally required to work on holidays because they work positions that require scheduled staffing without regard to holidays shall be reported to CalPERS as compensation earnable or pensionable compensation per Title 2 CCR, Section 571(a)(5) and 571.1(b)(4) as a “Holiday Pay”. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
24 ARTICLE 23 – COMPASSIONATE LEAVE
Compassionate Leave: Paid leave for up to (5) days, not to exceed 40 hours, may be granted to a regular employee in the case of death in their family. For the purposes of clarification, family is defined as: spouse, parents (natural, adopted or step), legal guardians, siblings, children (natural, adopted or step), grandparents, grandchildren, current in-laws (brother, sister, mother, father, son, daughter, or grandparents). Compassionate leave does not need to be used consecutively, but may be broken up over multiple, non-consecutive days, not to exceed six months after the death of the family member.

ARTICLE 24 – JURY DUTY AND WITNESS LEAVE
Section 24.1 – Jury Duty

1. An employee who is called for jury duty shall be compensated (as though they were working) for those hours of absence due to the jury duty that occurs during the employee’s regularly scheduled working hours. Employees are required to provide documentation to Human Resources that they are on jury duty and once completed, provide documentation from the court that they have completed their jury duty service. This documentation is necessary for employees to receive pay for jury duty.

2. If a unit member is required to be absent from work to report for jury duty, the employee will notify their supervisor of the absence as soon as possible, including, a phone message the night before if the employee finds out via a phone recording that they must report the next day.

3. An employee on jury duty must either return to work after the jury service is done for the day if there are still four hours or more left on their shift or call in to their supervisor and ask to use leave to cover the rest of their shift.

4. An employee who is called to jury duty on a non-working day will not receive compensation or be authorized to change their schedule as a result of being called to jury duty.

5. An employee who is scheduled for a swing or graveyard shift on a day they are called to jury service will be authorized to change their work hours in order to report to jury service under the same provisions of 1-3 above.

Section 24.2 – Witness Leave
Any employee who is required to serve as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding in a manner related to City business shall be allowed time off without loss of pay to perform such duties. All fees to which the employee is entitled by law for such services shall be paid (less transportation allowance, if any) to the City. Per California Labor Code Section 230(b), an employee shall be allowed time off without pay (unless approved Annual Leave is used) to appear at a matter outside the scope of their employment in which the employee is a party.

CHAPTER 5 – EMPLOYER – EMPLOYEE RELATIONS
ARTICLE 25 – ASSOCIATION REPRESENTATIVES & ACTIVITIES
Section 25.1 – Association Representatives – Conducting CPSEA Business A. Stewards

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
25 The CPSEA may select representatives who will be eligible to receive paid release time (i.e., time away from work during regular work hours) to conduct CPSEA business. The Stewards and alternates shall be selected as follows:

1. (1) Planning & Development, (2) Finance, (3) IT and (4) At Large (any Department); and 2 primary and two alternate from: (5-6) Community Services, (7-8) Public Works, (9-10) Utilities (11-12) Police.

2. 2 primary and 2 alternates from the Police Department, as long as the primary representatives works different shift than the other and the alternate representatives work a different shift than the other.

Employees designated by the CPSEA as “representatives” (or for a particular week, their alternate) shall be permitted to use up to a maximum of two (2) hours per week of paid release time to conduct CPSEA business during their regular working hours provided that permission has been granted in advance from the representative’s department head or designee. Such approval shall not be unreasonably withheld.

Employees using release time shall code their time when they submit their time worked as “CPSEA Time Pres/Rep”.

B. Officers of the Association
CPSEA positions designated as officers of the association (as set forth below) who shall be eligible to receive paid release time (i.e., time away from work during regular work hours) to conduct CPSEA business of ten (10) hours per month provided that permission has been granted in advance from the representative’s department head or designee. Such approval shall not be unreasonably withheld.

Employees using release time shall code their time when they submit their time worked as “CPSEA Time Pres/Rep”. The officer positions are in addition to the stewards listed above, and will not be considered as a representative of the work unit from which they come.

There shall be seven (7) officers of the association, which shall consist of the President, first vice president, second vice president, secretary, treasurer, sergeant at arms and clerk. CPSEA shall give the City a written list of employees who have been selected as representatives. This list shall be kept current by CPSEA.

Section 25.2 – President/Alternative Release Time
In addition to the above paid release in Section 25.1, The City agrees to permit the CPSEA President and one (1) other representative each up to ten (10) hours per week of paid release time to conduct CPSEA business during their regular working hours, provided that permission has been granted in advance from these employees’ department heads or designees. Such permission shall not be unreasonably withheld. It is the responsibility of the employees using this time to record it on their time sheet to ensure that accurate records of the use of this time are maintained.

Any employee addressed above may request additional release time if needed subject to approval by the City Manager.

Section 25.3 – Negotiations and Grievances
Time spent in labor negotiations and time spent investigating and processing grievances during an employee’s assigned working hours shall not be deducted from Association paid release time, above.

If release time is requested to attend negotiations or to investigate or process a grievance representatives shall obtain permission from their immediate supervisor by letting the supervisor know that release time is needed to investigate and/or process a grievance or to attend negotiations. If permission to use release

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
26 time cannot be granted when requested, the representative will be informed when the time will be made available.

If the representative needs to meet with another employee to effectively investigate or process a grievance, permission shall be obtained from the immediate supervisor in the employee’s work location.

Permission to leave the job will be granted promptly to the employee unless such absence would cause undue interruption of work. If the employee cannot be made available, the representative will be informed when the employee will be made available.

Section 25.4 – Training for Association Representatives The City agrees to allow representatives or alternates, without charge to leave or loss of pay to attend training programs sponsored by CPSEA for a reasonable time, but not to exceed forty (40) hours per representative, on an annual basis, provided that the subject matter of the training session is of mutual concern to the City and CPSEA and the City's interest will be served by the employee's attendance.

Attendance at such training programs cannot interfere with the workflow and operations of the City.

Employees shall notify their supervisor at least seven (7) calendar days prior to the training Employees who attend these training programs will only be paid for the hours that cut across their regular work schedule.

Section 25.5 – Time Bank
The City agrees to establish a “Time Bank” funded by CPSEA members’ donation of annual leave for use by members of CPSEA to attend seminars, classes, and conferences. Additionally, any member of CPSEA may receive time off for the welfare of CPSEA members, community service, and any lawful activity of CPSEA with pay drawn from the Time Bank, provided that the employee first receives approval for use of Time Bank funds from the Board of Directors of CPSEA, and subject to the approval of their department head or designee consistent with the operational needs of the employee’s department.

Section 25.6 – Access to City Facilities and Use of City Email Reasonable access to employee work locations shall be granted to officers of CPSEA and their officially designated representatives for the purpose of processing grievances or contacting members of the organization concerning business within the scope of representation. Such officers or representatives shall not enter any work location without the consent of the Department Head or the Chief Talent Officer. Access shall be restricted so as not to interfere with the normal operations of the department or with established safety or security requirements.

CPSEA may use the City’s e-mail system to communicate with its members. Except for de minimis time to send and respond to emails, emails shall be sent by CPSEA representatives utilizing release time per Section 25.1.

CPSEA shall have the right to use City facilities at reasonable times, provided such use does not interfere with City operations and/or programs or duties of the CPSEA members and other City employees.

Requests for use of facilities shall be submitted to the appropriate City agent and no reasonable request will be denied. There will be no charge for use of any City facility, except for any additional expense incurred by the City because of such usage.

CPSEA shall be granted use of bulletin boards where they exist in work locations for purposes of posting union-related information only. Material posted shall not contain personal attacks on any City official or employee, and indicate that CPSEA posted it.

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
27 Section 25.7 – Employee Orientations
The City shall inform CPSEA of each employee orientation for new employees whose classifications are represented by CPSEA. Per Government Code section 3556, CPSEA is entitled to at least ten (10) days' notice of each employee orientation. While the City will provide CPSEA with at least ten (10) days' notice when it can reasonably do so, there may be circumstances where the City cannot provide the ten (10) days' notice. In those situations, the City will provide as much notice as possible. CPSEA may have up to two representatives attend the employee orientation who shall be provided with up to 30 minutes on paid time to meet with the new employee to discuss the Association.

Section 25.8 – Authority to Deduct Dues from Members’ Paychecks The City will deduct dues and other CPSEA authorized deductions from members of the Association and will remit them to the Association. It is the Association’s responsibility to inform the City’s Human Resources Department as to which members of the bargaining unit are members of the Association. The Association shall inform the Human Resources Department in writing of any changes in the membership status of any Association members.

The Human Resources Department shall notify CPSEA of separations or unpaid leaves of absence of any CPSEA member.

ARTICLE 26 – MANAGEMENT RIGHTS
The City retains all its exclusive rights and authority under State law, and expressly and exclusively retains its management rights, which include, but are not limited to, the exclusive right to determine the mission of its constituents, departments, commissions, and boards; set standards and levels of service; determine the procedures and standards of selection for employment and promotions; direct its employees; establish and enforce dress and grooming standards; determine the means and methods to relieve its employees from duty because of lack of work or other lawful reasons; maintain the efficiency of governmental operations; determine the methods, means and numbers and kinds of personnel by which governmental operations are to be conducted(including the creation of any classifications; determine the content and intent of job classifications; determine methods of financing; determine style and/or types of City issued wearing apparel, equipment or technology to be used; determine and/or change facilities, methods, technology, means, organizational structure and size and composition of the work force and allocate and assign work by which the City operations are to be conducted; determine and change the number of locations, relocations and types of operations, processes and materials to be used in carrying out all City functions; to assign work in accordance with requirements as determined by the City; establish and modify productivity and performance programs and standards; discharge, suspend, demote, reprimand, withhold salary increases, or otherwise discipline employees in accordance with applicable law; establish employee performance standards, and to require compliance therewith; take all necessary actions to carry out its mission in emergencies; and exercise complete control and discretion over its organization and the technology of performing its work.

In addition to the foregoing, the parties agree that the City may demand to meet and confer over the subject of furloughs.

The exercise by the City through its Council and management representatives of its rights hereunder shall not, in any way, directly or indirectly, be subject to the grievance procedure.

Except in emergencies, or where the City is required to make changes in its operations because of the requirements of law, whenever the exercise of management's rights shall impact employees of the Association in their wages, hours or other conditions of employment, the City agrees to meet and confer with the Association regarding the impact of the exercise of such rights, unless the matter of the exercise of such rights is provided for in this MOU or in personnel rules and salary resolutions. By agreeing to meet and confer with the Association

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
28 as to the impact of the exercise and of the foregoing City rights, management's discretion in the exercise of these rights shall not be diminished.

ARTICLE 27 – PROBATIONARY PERIOD
Section 27.1 – Length of Probationary Period

The probationary period for all positions in the bargaining unit shall be one year. Employees on their initial hire probationary period are at-will employees. If an employee passes their probationary period, they shall become regular employees. If an employee is rejected from probation, they are not entitled a hearing to challenge the decision to reject them from probation, but may be entitled to a name clearing hearing, if applicable.

Employees promoted to a higher classification within CPSEA shall be subject to a six-month probationary period. If an employee is rejected from probation having previously passed probation in the classification from which they promoted; they shall be entitled to return to their prior position.

Section 27.2 – Extension of Probation

An employee’s probationary period can be extended for three reasons:

1. The employee was on a leave of absence without pay during probation. The employee’s probationary period may be extended for the number of workdays the employee was on the leave of absence without pay by providing the employee written notice of the extension prior to the expiration of probation.

2. The employee was unable to work due to an industrially caused injury or illness. The employee’s probationary period may be extended for the number of workdays the employee was unable to work due to the industrially caused injury or illness by providing the employee written notice of the extension prior to the expiration of probation.

3. Based on the discretion of the employee’s department head with the approval of the Human Resources Department, the employee’s probationary period may be extended up to six (6) months in three-month increments. If this decision is made, the City will inform the probationary employee in writing that their probation has been extended prior to expiration of any original or extended probation and will inform the employee of the new date upon which their probationary period will end.

ARTICLE 28 – LAYOFF PROCEDURE
An employee could be subject to lay off for economic reasons:

Section 28.1 – Order of Layoff
No permanent full-time employee shall be laid off while there are emergency, probationary, part-time, or temporary employees (not including federally funded) serving in the same classification. Employees shall be laid off in inverse order of their seniority in their current job classification (plus any time they may have in a higher job classification).

If two employees have equivalent in-class seniority, ties will be broken using their overall full-time City seniority. If there is still a tie, the employee who shall receive a layoff notice shall be the one with the lowest overall rating on their most recent performance evaluation.

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
29 Section 28.2 – Bumping Rights
An employee subject to layoff shall be entitled to bump to a position in a classification they previously held if they have more seniority in the classification to which they are bumping, plus any seniority in a higher classification. The employee must have held regular status (i.e., they passed probation) in the classification to which they are bumping. The employee being displaced by the employee exercising bumping rights shall be the employee with the least in-class seniority (including any seniority from a higher classification).

The employee seeking to bump must meet the current minimum qualifications for the position into which they seek to bump and be capable of performing the duties of the position, including the physical and mental demands. The bumped employee shall be laid off unless they have the ability to bump another employee subject to the same requirements of the initial employee who was able to bump.

An employee who is subject to lay off whose former position has been re-titled or reclassified who is denied bumping rights may appeal the decision to deny bumping rights. The employee shall submit a written request to the CPSEA President within three (3) working days of the denial of bumping rights. The CPSEA Board will screen each request. The CPSEA Board has discretion to request a review by an Appeals Committee within one week of receiving the request from the employee. The Appeals Committee shall consist of the CPSEA President or designee, a member of the Human Resources Department, and the Department Director or designee of the department to which the employee seeks to bump. The Appeals Committee shall render a decision within one week, and notification of the Committee’s decision will be made to the employee by CPSEA. If the decision of the Appeals Committee is not unanimous, the majority’s decision (of the three members) shall be final. However, if the CPSEA representative is the minority, the Association can appeal to the City Manager, whose decision shall be final and not subject to the filing of a grievance.

Section 28.3 − Notice of Layoff
Each employee laid off shall be given written notice of layoff not less than one month prior to the effective date or shall be paid severance. Severance for employees laid off shall be in the amount of 160 hours Employees who are laid off shall be advised of their reemployment rights. Employees who have accrued Annual Leave will be permitted to remain in paid status and exhaust all Annual Leave.

Section 28.4 – Reemployment
Laid off employees shall be placed on a reemployment list for the classification held at the time of layoff.

The reemployment list shall be maintained with the employee with the greatest classification seniority at the top of the list and others in order of classification seniority following. The reemployment list shall exist for two (2) years at which time it will expire.

If a vacancy in that classification from which the employee was laid off becomes available, an employee on the reemployment list will be offered the position. If there is more than one employee on the list, the City may select from the top two (on the list) using seniority and previously received performance evaluations to determine to whom to offer the position. Any employee offered to be reemployed from the reemployment list must respond to the offer within seven (7) calendar days of the offer being made and be available to report to work within fourteen (14) calendar days. An employee who is offered a position off the reemployment list who fails to respond within seven (7) days or is unable to report to work with fourteen (14) days shall be removed from the list. If no former employee on the list decides to accept reemployment, the list shall expire at that time.

An employee who has been laid off and is re-employed within two (2) years from the effective date of their layoff shall be entitled to:

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
30 1. Restoration of seniority accrued prior to layoff.

2. The same Annual Leave accrual rate that was in effect prior to layoff.

3. Placement on the salary step held prior to layoff if the employee is reinstated to the same job classification from which they were laid off.

If the person who is re-employed had not satisfactorily completed the required probationary period in the classification prior to layoff, they shall serve a new probationary period upon re-employment.

ARTICLE 29 – DISCIPLINE
Although probationary employees may be rejected from probation for any lawful reason, once an employee passes their probationary period, they shall only be subjected to discipline resulting in the loss of pay (defined as termination, demotion, suspension, or reduction in pay). If the City can support its position by a preponderance of the evidence, such disciplinary action will be subject to the pre-action process described in section 29.1.

Section 29.1 – Pre-Action Due Process for Discipline Resulting in Loss of Pay (Termination, Demotion, Suspension, and Reduction in Pay)
Prior to being subject to any discipline that results in the loss of pay, an employee will first be served with a notice of intent to discipline by their supervisor, manager or department head. This document will set forth the grounds for discipline, the facts supporting the grounds and all evidence to which the employee is entitled by law. The notice of intent to discipline will also advise the employee of any prior discipline which the City representative issuing the notice believes is relevant to the current discipline. In addition, the notice of intent will advise the employee of their right to respond to the proposed discipline either in writing or orally at a meeting. If the employee does not respond within the time limits, the discipline will be imposed.

If the employee chooses to respond in writing, they must ensure their response is received by the representative who issued the notice of intent to discipline within 15 calendar days of receiving the notice of intent to discipline. If the employee wishes to respond orally, they notify the City representative who issued the notice of intent to discipline within 15 calendar days of receiving the notice of intent to discipline informing the representative that they wish to have an oral response. The City representative will advise the employee when the meeting (known as a Skelly meeting) will take place.

At the Skelly meeting (assuming the employee wants to respond orally) the employee has the right to be represented. The Skelly meeting is not a hearing. It is an opportunity for the employee and/or their representative to respond to the notice of intent to discipline.

The City representative who will hear the response shall be the department head or Chief Talent Officer.

The decision will either be to impose the proposed discipline, impose no discipline or to impose a lesser discipline. The City representative hearing the response does not have authority to impose discipline that is greater than that which was proposed.

If the discipline is imposed or if it is reduced but there is still some discipline imposed, the City representative shall issue a notice of discipline. Like the notice of intent, the notice of discipline shall set forth the grounds, and facts supporting the discipline as well as any prior discipline relied on by the City representative in imposing the discipline. The notice of discipline will also set forth the employee’s appeal rights advising the employee that if they wish to appeal the discipline, they must do so in writing by serving a notice of appeal to the Chief Talent Officer within 15 calendar days.

The Notice of Discipline will set forth the effective date of the discipline.

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
31 Section 29.2 – Appeal of Discipline Resulting in Loss of Pay – Advisory Arbitration

If an employee desires to appeal a disciplinary action, they (or their representative) shall submit a written notice of appeal. A representative of the City shall contact either the employee or their identified representative within ten (10) calendar days of receipt of the notice of appeal to determine whether the parties can agree on an advisory arbitrator to hear the appeal. If the parties can agree, the representative for the City shall contact the agreed upon arbitrator to determine their availability for the hearing. If the parties cannot reach agreement on an arbitrator, the Chief Talent Officer or designee will send a letter to the State Mediation and Conciliation Service requesting a list of seven (7) arbitrators. Once the list is received, the representatives of the parties shall strike names until an arbitrator is chosen. The parties shall toss a coin to determine who shall strike the first name. Once the arbitrator is selected, the parties will contact the arbitrator to schedule a hearing.

During the hearing, the formal rules of evidence do not apply. The cost of the list of arbitrators, the arbitrator themselves, and the court reporter shall be split between the City and the Association unless the Association is not financially supporting the appeal by providing paid (i.e., non-city employee) representation for the employee. Once the arbitrator issues their advisory recommendation, they will submit it to the City Manager as well as both parties’ representatives.

The Arbitrator’s Decision: The arbitrator shall issue their advisory recommendation within thirty (30) calendar days from the conclusion of the hearing.

The City Manager’s Role: Within thirty-five days of receipt of the advisory arbitrator’s recommendation the City Manager shall issue and send their final written decision to the parties. The City Manager may accept, reject or modify the advisory arbitrator's recommendation or any part thereof. In no case, however, may the City Manager increase the penalty above that imposed by the department head. The City Manager's decision shall be final and binding. In reaching their decision, the City Manager shall review the advisory arbitrator's recommendation and the evidence, both documentary and testimonial, and arguments presented to the advisory arbitration.

Right to File In Court: The employee has the right to appeal the City Manager’s decision in accordance with California Code of Civil Procedure section 1094.6 that provides a 90-day statute of limitations.

ARTICLE 30 – GRIEVANCE PROCEDURE
The Grievance Procedure is established to provide a consistent process for the fair and expeditious resolution of grievances.

A. Definition of a Grievance: A grievance is an allegation by one or more employees or the CPSEA that there has been a misinterpretation, misapplication, or violation of the MOU.

B. Steps in the Grievance Process

1. Informal Step - (Immediate Supervisor)
a. An employee(s) who believes that they have grievance related to their rights under the MOU should present the grievance to their immediate supervisor, orally. If the Association is the grievant, it shall submit the grievance at step 2 as provided below in step 2.

2. Formal Grievance - Step One (Department Head) – Employee or Association a. The employee or their representative shall present the grievance in writing to their Department Head within 60 days of the event giving rise to the grievance. The grievance

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
32 must state the nature of the grievance (e.g., Article and Section of the MOU alleged to be violated).
b. Within seven (7) calendar days of the submission of the grievance, the Department Head, shall meet with the grievant and the grievant’s representative, if any. Within seven (7) days of the meeting, the Department Head or designee shall provide a written decision regarding the grievance and send it to the grievant.

3. Formal Step Two - Chief Talent Officer
a. If the grievant is not satisfied with the decision of the Department Head, the grievant or their representative shall present the grievance in writing to the Chief Talent Officer within 15 calendar days of the response from the Department Head. b. Within ten (10) calendar days of the presentation of the grievance the Chief Talent Officer and, if necessary, other City representatives, will meet with the grievant and the grievant’s representatives to discuss the grievance. The meeting will take place during regular City Hall business hours at a mutually agreeable time.

The Chief Talent Officer shall, within ten (10) calendar days, provide a written decision regarding the grievance and send it to the grievant.

4. Formal Step Three - (Advisory Arbitration)
a. If the grievance has not been resolved in the foregoing steps, the grievant or the grievant’s representative shall advise the Chief Talent Officer in writing within fifteen (15) calendar days following receipt of the written decision from the Chief Talent Officer that the matter is being appealed to advisory arbitration.
b. The Chief Talent Officer, within ten (10) calendar days, will request a list of seven arbitrators from the office of State Mediation and Conciliation and the parties will either mutually select an arbitrator or exercise an alternate striking process of the names on the list provided by SMCS with the parties flipping a coin as to which party will make the first strike. c. The arbitrator will conduct an arbitration in such manner as they deem appropriate, provided however, each party shall have the right to make opening statements, examine and cross examine witnesses and introduce evidence.
d. Within 45 days of conclusion of the arbitration, the arbitrator will issue an advisory recommendation to the City Manager and the parties.
e. The City and the grievant shall share equally the costs of the arbitrator and the court reporter. Each party shall bear their own costs of representation and shall pay the cost of transcripts, if desired.
f. The City Manager will issue their final decision on the grievance within twenty (20) days of receipt of the advisory recommendation of the arbitrator. g. The grievant has the right to appeal the City Manager’s decision in accordance with California Code of Civil Procedure section 1094.6 that provides a 90-day statute of limitations.

C. Rules regarding the Grievance Procedure

1. No employee shall be subject to any adverse actions or consequences for filing of a grievance.

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
33 2. A grievant is entitled to representation in the preparation and presentation of a grievance at any step in the grievance procedure.

3. Grievances must be filed as described in the steps. Unless there is an agreement in writing to extend any of the time timelines, if the grievance is not timely filed, it shall be deemed to be either untimely or abandoned and no grievance shall be deemed to exist.

4. Grievances involving the same or similar issues may be consolidated for presentation at the discretion of the City.

5. Any grievance may be withdrawn by the grievant at any time.

6. Any step or steps in this grievance procedure can be waived by agreement between the grievant and the City Manager.

ARTICLE 31 – FITNESS FOR DUTY
An employee may be required to participate in a fitness for duty medical examination with City physician if a determination is made that the examination is job-related and consistent with business necessity. The examination may only be requested by the department head, with approval of the Human Resources Department. Such an examination will only be required if it is determined based on objective evidence that the employee is suffering from an injury or illness that may be rendering them unable to perform the essential functions of their job.

ARTICLE 32 − NO STRIKE CLAUSE/CONCERTED ACTION
The parties to this MOU recognize their mutual responsibility to provide the citizens uninterrupted municipal services.

During the term of the MOU no employee of the Unit shall instigate, participate, afford leadership to a strike against the City, or engage in any form of concerted action to withhold service from the City. During the term of the MOU, the City will not lockout any member of the unit from coming to work during their regularly scheduled hours.

ARTICLE 33 – ENTIRE AGREEMENT AND SEVERABILITY
Section 33.1 – Entire Agreement
Except as herein modified, there shall be no change in wages, hours, working conditions or previously agreed to rights, obligations and relationships expressed in any previous MOU and all rights, privileges, benefits and terms and conditions of employment and the obligations between the parties as of the date of the MOU which are not specifically set forth, shall remain in full force, unchanged and unaffected during the term of this agreement unless changed by mutual consent.

The parties agree that each has had full and unrestricted right and opportunity to make, advance and discuss all matters properly within the province of meeting and conferring. This Memorandum constitutes the full and complete agreement of the parties and there are no others, oral or written, except as herein contained. However, each party may seek the mutual cooperation of the other party in reopening meet and confer regarding wages, hours and other terms and conditions of employment.

The parties acknowledge that there may be terms and conditions of employment not specifically included in this MOU, that may qualify as a past practice. If such past practices exist, notwithstanding the provision above, they cannot be changed without completing the meet and confer process.

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
34 Section 33.2 – Severability
If any provision of this MOU is deemed by a court of competent jurisdiction to be illegal or otherwise unenforceable, the remaining provisions of this MOU shall remain in full force and effect. In the event of such invalidation, the City and the Association shall meet and confer in good faith concerning such invalidation.

FOR THE CITY OF CORONA
_________________________ __________________________
Brett Channing Date
Assistant City Manager
_________________________ __________________________
Lori Sassoon Date
Chief Talent Officer
_________________________ __________________________
Kim Sitton Date
Finance Director
_________________________ __________________________
Julie Kennicutt Date
Budget Manager
_________________________ __________________________
Peter J. Brown Date
Chief Labor Negotiator
FOR THE CORONA PUBLIC SERVICE EMPLOYEES’ ASSOCIATION
_________________________ __________________________
Lynsey Walker Date
President, CPSEA
_________________________ __________________________
Paul DeLaHoya Date
First Vice President, CPSEA

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
35 _________________________ __________________________ Jerry Ferguson Date
Second Vice President, CPSEA
_________________________ __________________________
Lidia Duarte Date
Treasurer, CPSEA
_________________________ __________________________
Nicole Auck Date
Secretary, CPSEA
_________________________ __________________________
Robert Wexler Date
Chief Labor Negotiator

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
36 Appendix A – Salary Ranges
Title Range
Bottom
Monthly
Salary
Top
Monthly
Salary Range
Bottom
Monthly
Salary
Top
Monthly
Salary Range
Bottom
Monthly
Salary
Top
Monthly
Salary
Accounting/Grants Specialist 165 5,364 $ $ 6,520 188 6,016 $ $ 7,312 194 6,199 $ $ 7,535 Accounting Assistant 75 3,424 $ $ 4,162 98 3,840 $ $ 4,668 104 3,957 $ $ 4,810 Accounting Technician I Flex 105 3,977 $ $ 4,834 128 4,460 $ $ 5,421 134 4,596 $ $ 5,586 Accounting Technician II Flex 125 4,394 $ $ 5,341 148 4,928 $ $ 5,990 154 5,078 $ $ 6,172 Administrative Assistant 126 4,416 $ $ 5,367 139 4,712 $ $ 5,727 145 4,855 $ $ 5,901 Animal Care Technician 96 3,802 $ $ 4,622 105 3,977 $ $ 4,834 111 4,098 $ $ 4,981 Animal Control Officer 116 4,201 $ $ 5,106 125 4,394 $ $ 5,341 131 4,527 $ $ 5,503 Applications Analyst 202 6,451 $ $ 7,841 205 6,548 $ $ 7,960 211 6,747 $ $ 8,201 Applications Analyst (Limited Term) 202 6,451 $ $ 7,841 205 6,548 $ $ 7,960 211 6,747 $ $ 8,201 Assistant Engineer 227 7,308 $ $ 8,883 240 7,797 $ $ 9,478 246 8,034 $ $ 9,766 Assistant Engineer - Traffic 227 7,308 $ $ 8,883 240 7,797 $ $ 9,478 246 8,034 $ $ 9,766 Assistant Planner 188 6,016 $ $ 7,312 197 6,292 $ $ 7,648 203 6,483 $ $ 7,881 Assistant Project Manager 227 7,308 $ $ 8,883 240 7,797 $ $ 9,478 246 8,034 $ $ 9,766 Associate Engineer 247 8,074 $ $ 9,814 260 8,615 $ $ 10,472 266 8,877 $ $ 10,790 Associate Engineer - Traffic 247 8,074 $ $ 9,814 260 8,615 $ $ 10,472 266 8,877 $ $ 10,790 Associate Engineer - Transportation 247 8,074 $ $ 9,814 260 8,615 $ $ 10,472 266 8,877 $ $ 10,790 Associate Planner 208 6,647 $ $ 8,080 217 6,952 $ $ 8,450 223 7,163 $ $ 8,707 Building Inspector I Flex 161 5,258 $ $ 6,391 175 5,638 $ $ 6,853 181 5,810 $ $ 7,062 Building Inspector II Flex 181 5,810 $ $ 7,062 195 6,230 $ $ 7,572 201 6,419 $ $ 7,802 Building Permit Technician I Flex 122 4,329 $ $ 5,261 138 4,688 $ $ 5,699 144 4,831 $ $ 5,872 Building Permit Technician II Flex 142 4,783 $ $ 5,813 158 5,180 $ $ 6,296 164 5,337 $ $ 6,488 CIP Engineer 251 8,237 $ $ 10,012 268 8,966 $ $ 10,898 274 9,238 $ $ 11,229 Code Compliance Inspector I Flex 148 4,928 $ $ 5,990 161 5,258 $ $ 6,391 167 5,418 $ $ 6,585 Code Compliance Inspector II Flex 168 5,445 $ $ 6,618 181 5,810 $ $ 7,062 187 5,986 $ $ 7,276 Code Compliance Technician 128 4,460 $ $ 5,421 141 4,759 $ $ 5,784 147 4,903 $ $ 5,960 Combination Plans Examiner 247 8,074 $ $ 9,814 260 8,615 $ $ 10,472 266 8,877 $ $ 10,790 Community Outreach Specialist 137 4,665 $ $ 5,670 145 4,855 $ $ 5,901 151 5,002 $ $ 6,080 Community Services Officer I Flex 102 3,918 $ $ 4,762 110 4,077 $ $ 4,956 116 4,201 $ $ 5,106 Community Services Officer II Flex 122 4,329 $ $ 5,261 130 4,505 $ $ 5,476 136 4,642 $ $ 5,642 Community Services Program Coordinator 170 5,499 $ $ 6,685 172 5,555 $ $ 6,752 178 5,723 $ $ 6,957 Crime & Intelligence Analyst 188 6,016 $ $ 7,312 197 6,292 $ $ 7,648 203 6,483 $ $ 7,881 Customer Care Specialist I Flex 86 3,617 $ $ 4,397 98 3,840 $ $ 4,668 104 3,957 $ $ 4,810 Customer Care Specialist II Flex 116 4,201 $ $ 5,106 128 4,460 $ $ 5,421 134 4,596 $ $ 5,586 Digital Media Specialist 136 4,642 $ $ 5,642 140 4,735 $ $ 5,756 146 4,879 $ $ 5,930 Electric Utility Analyst 205 6,548 $ $ 7,960 208 6,647 $ $ 8,080 214 6,849 $ $ 8,325 Emergency Services Assistant 113 4,139 $ $ 5,030 117 4,222 $ $ 5,132 123 4,350 $ $ 5,288 Engineering Technician 172 5,555 $ $ 6,752 185 5,927 $ $ 7,204 191 6,107 $ $ 7,423 Environmental Compliance Coordinator 185 5,927 $ $ 7,204 185 5,927 $ $ 7,204 191 6,107 $ $ 7,423 Facilities Maintenance Technician I Flex 110 4,077 $ $ 4,956 122 4,329 $ $ 5,261 128 4,460 $ $ 5,421 Facilities Maintenance Technician II Flex 130 4,505 $ $ 5,476 142 4,783 $ $ 5,813 148 4,928 $ $ 5,990 Fleet Technician I Flex 89 3,672 $ $ 4,463 101 3,898 $ $ 4,738 107 4,017 $ $ 4,882 Fleet Technician II Flex 119 4,264 $ $ 5,183 131 4,527 $ $ 5,503 137 4,665 $ $ 5,670 Forensic Specialist I Flex 157 5,154 $ $ 6,265 176 5,667 $ $ 6,888 182 5,839 $ $ 7,097 Forensic Specialist II Flex 177 5,695 $ $ 6,922 196 6,261 $ $ 7,610 202 6,451 $ $ 7,841 GIS Analyst 202 6,451 $ $ 7,841 205 6,548 $ $ 7,960 211 6,747 $ $ 8,201 Help Desk I 91 3,709 $ $ 4,508 103 3, $ 937 $ 4,786 109 4,057 $ $ 4,931 Help Desk II 111 4,098 $ $ 4,981 123 4,350 $ $ 5,288 129 4,482 $ $ 5,448 Help Desk III 141 4,759 $ $ 5,784 153 5,052 $ $ 6,141 159 5,206 $ $ 6,328 Jailer 148 4,928 $ $ 5,990 156 5,129 $ $ 6,234 162 5,284 $ $ 6,423 Janitor 52 3,053 $ $ 3,711 64 3,241 $ $ 3,940 70 3,340 $ $ 4,059 Junior Applications Analyst 178 5,723 $ $ 6,957 181 5,810 $ $ 7,062 187 5,986 $ $ 7,276 Junior Data Analyst 178 5,723 $ $ 6,957 181 5,810 $ $ 7,062 187 5,986 $ $ 7,276 Junior Network Analyst 178 5,723 $ $ 6,957 181 5,810 $ $ 7,062 187 5,986 $ $ 7,276 Landscape Maintenance District (LMD) Inspector 194 6,199 $ $ 7,535 206 6,581 $ $ 7,999 212 6,781 $ $ 8,242 Lead Animal Control Officer 156 5,129 $ $ 6,234 165 5,364 $ $ 6,520 171 5,527 $ $ 6,718 Lead Customer Care Specialist 194 6,199 $ $ 7,535 206 6,581 $ $ 7,999 212 6,781 $ $ 8,242 Lead Facilities Maintenance Technician 190 6,076 $ $ 7,386 202 6,451 $ $ 7,841 208 6,647 $ $ 8,080 Lead Fleet Technician 179 5,752 $ $ 6,991 191 6,107 $ $ 7,423 197 6,292 $ $ 7,648 Lead Parks & Landscape Technician 190 6,076 $ $ 7,386 202 6,451 $ $ 7,841 208 6,647 $ $ 8,080 Effective December 28, 2024 Effective December 27, 2025 Effective December 26, 2026

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
37 Appendix A – Salary Ranges
Title Range
Bottom
Monthly
Salary
Top
Monthly
Salary Range
Bottom
Monthly
Salary
Top
Monthly
Salary Range
Bottom
Monthly
Salary
Top
Monthly
Salary
Lead Police Records Technician 139 4,712 $ $ 5,727 152 5,027 $ $ 6,111 158 5,180 $ $ 6,296 Lead Public Works Inspector 240 7,797 $ $ 9,478 254 8,361 $ $ 10,163 260 8,615 $ $ 10,472 Lead Purchasing Specialist 219 7,022 $ $ 8,535 237 7,681 $ $ 9,337 243 7,915 $ $ 9,621 Lead Utility Maintenance Technician 236 7,643 $ $ 9,290 247 8,074 $ $ 9,814 253 8,320 $ $ 10,113 Lead Utility Service Worker 206 6,581 $ $ 7,999 217 6,952 $ $ 8,450 223 7,163 $ $ 8,707 Lead Warehouse Specialist 125 4,394 $ $ 5,341 137 4,665 $ $ 5,670 143 4,807 $ $ 5,842 Lead Water Operator 247 8,074 $ $ 9,814 247 8,074 $ $ 9,814 253 8,320 $ $ 10,113 Lead Water Reclamation Operator 247 8,074 $ $ 9,814 247 8,074 $ $ 9,814 253 8,320 $ $ 10,113 Librarian I Flex 144 4,831 $ $ 5,872 156 5,129 $ $ 6,234 162 5,284 $ $ 6,423 Librarian II Flex 164 5,337 $ $ 6,488 176 5,667 $ $ 6,888 182 5,839 $ $ 7,097 Library Specialist I Flex 81 3,528 $ $ 4,288 91 3,709 $ $ 4,508 97 3,821 $ $ 4,645 Library Specialist II Flex 101 3,898 $ $ 4,738 111 4,098 $ $ 4,981 117 4,222 $ $ 5,132 Maintenance Planner 216 6,918 $ $ 8,408 227 7,308 $ $ 8,883 233 7,530 $ $ 9,152 Meter Service Technician 131 4,527 $ $ 5,503 138 4,688 $ $ 5,699 144 4,831 $ $ 5,872 Network Analyst 222 7,128 $ $ 8,664 225 7,235 $ $ 8,794 231 7,455 $ $ 9,062 Nurse Educator 268 8,966 $ $ 10,898 270 9,056 $ $ 11,007 276 9,331 $ $ 11,342 Office Assistant 71 3,356 $ $ 4,080 83 3,563 $ $ 4,331 89 3,672 $ $ 4,463 Park Planner 208 6,647 $ $ 8,080 217 6,952 $ $ 8,450 223 7,163 $ $ 8,707 Parks & Landscape Technician I Flex 110 4,077 $ $ 4,956 122 4,329 $ $ 5,261 128 4,460 $ $ 5,421 Parks & Landscape Technician II Flex 130 4,505 $ $ 5,476 142 4,783 $ $ 5,813 148 4,928 $ $ 5,990 Plan Check Engineer 247 8,074 $ $ 9,814 260 8,615 $ $ 10,472 266 8,877 $ $ 10,790 Planning Technician 138 4,688 $ $ 5,699 147 4,903 $ $ 5,960 153 5,052 $ $ 6,141 Police Program Coordinator 157 5,154 $ $ 6,265 165 5,364 $ $ 6,520 171 5,527 $ $ 6,718 Police Records Technician I Flex 79 3,493 $ $ 4,246 92 3,727 $ $ 4,530 98 3,840 $ $ 4,668 Police Records Technician II Flex 99 3,859 $ $ 4,691 112 4,118 $ $ 5,005 118 4,243 $ $ 5,158 Project Coordinator 228 7,344 $ $ 8,927 230 7,418 $ $ 9,017 236 7,643 $ $ 9,290 Project Manager 247 8,074 $ $ 9,814 260 8,615 $ $ 10,472 266 8,877 $ $ 10,790 Property & Evidence Technician 123 4,350 $ $ 5,288 139 4,712 $ $ 5,727 145 4,855 $ $ 5,901 Public Safety Dispatch Call Taker 126 4,416 $ $ 5,367 139 4,712 $ $ 5,727 145 4,855 $ $ 5,901 Public Safety Dispatcher I Flex 157 5,154 $ $ 6,265 165 5,364 $ $ 6,520 171 5,527 $ $ 6,718 Public Safety Dispatcher II Flex 177 5,695 $ $ 6,922 185 5,927 $ $ 7,204 191 6,107 $ $ 7,423 Public Safety Emergency Communications Support
Specialist 202 6,451 $ $ 7,841 205 6,548 $ $ 7,960 211 6, $ 747 $ 8,201 Public Safety Information Coordinator 212 6,781 $ $ 8,242 216 6,918 $ $ 8,408 222 7,128 $ $ 8,664 Public Safety Technical Support Engineer 222 7,128 $ $ 8,664 225 7,235 $ $ 8,794 231 7,455 $ $ 9,062 Public Works Inspector I Flex 161 5,258 $ $ 6,391 175 5,638 $ $ 6,853 181 5,810 $ $ 7,062 Public Works Inspector II Flex 181 5,810 $ $ 7,062 195 6,230 $ $ 7,572 201 6,419 $ $ 7,802 Public Works Permit Technician I Flex 122 4,329 $ $ 5,261 138 4,688 $ $ 5,699 144 4,831 $ $ 5,872 Public Works Permit Technician II Flex 142 4,783 $ $ 5,813 158 5,180 $ $ 6,296 164 5,337 $ $ 6,488 Purchasing Assistant 99 3,859 $ $ 4,691 117 4,222 $ $ 5,132 123 4,350 $ $ 5,288 Purchasing Specialist I Flex 139 4,712 $ $ 5,727 157 5,154 $ $ 6,265 163 5,311 $ $ 6,455 Purchasing Specialist II Flex 159 5,206 $ $ 6,328 177 5,695 $ $ 6,922 183 5,868 $ $ 7,132 Range Master 177 5,695 $ $ 6,922 196 6,261 $ $ 7,610 202 6,451 $ $ 7,841 Real-Time Information Center Operator 161 5,258 $ $ 6,391 175 5,638 $ $ 6,853 181 5,810 $ $ 7,062 Recreation Specialist 123 4,350 $ $ 5,288 125 4,394 $ $ 5,341 131 4,527 $ $ 5,503 Recycling & Program Analyst 175 5,638 $ $ 6,853 177 5,695 $ $ 6,922 183 5,868 $ $ 7,132 Regulatory Compliance Specialist I Flex 131 4,527 $ $ 5,503 138 4,688 $ $ 5,699 144 4,831 $ $ 5,872 Regulatory Compliance Specialist II Flex 171 5,527 $ $ 6,718 178 5,723 $ $ 6,957 184 5,897 $ $ 7,168 SCADA Engineer 227 7,308 $ $ 8,883 240 7,797 $ $ 9,478 246 8,034 $ $ 9,766 Security Analyst 202 6,451 $ $ 7,841 205 6,548 $ $ 7,960 211 6,747 $ $ 8,201 Senior Accounting Technician 155 5,103 $ $ 6,203 178 5,723 $ $ 6,957 184 5,897 $ $ 7,168 Senior Administrative Assistant 146 4,879 $ $ 5,930 159 5,206 $ $ 6,328 165 5,364 $ $ 6,520 Senior Building Inspector 211 6,747 $ $ 8,201 225 7,235 $ $ 8,794 231 7,455 $ $ 9,062 Senior Building Permit Technician 172 5,555 $ $ 6,752 188 6,016 $ $ 7,312 194 6,199 $ $ 7,535 Senior Code Compliance Inspector 198 6,324 $ $ 7,686 211 6,747 $ $ 8,201 217 6,952 $ $ 8,450 Senior Customer Care Specialist 146 4,879 $ $ 5,930 158 5,180 $ $ 6,296 164 5,337 $ $ 6,488 Senior Facilities Maintenance Technician 160 5,232 $ $ 6,359 172 5,555 $ $ 6,752 178 5,723 $ $ 6,957 Senior Fleet Technician 149 4,953 $ $ 6,020 161 5,258 $ $ 6,391 167 5,418 $ $ 6,585 Senior Librarian 184 5,897 $ $ 7,168 196 6,261 $ $ 7,610 202 6,451 $ $ 7,841 Effective December 28, 2024 Effective December 27, 2025 Effective December 26, 2026

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
38 Appendix A – Salary Ranges
Title Range
Bottom
Monthly
Salary
Top
Monthly
Salary Range
Bottom
Monthly
Salary
Top
Monthly
Salary Range
Bottom
Monthly
Salary
Top
Monthly
Salary
Senior Office Assistant 86 3,617 $ $ 4,397 98 3,840 $ $ 4,668 104 3,957 $ $ 4,810 Senior Park Ranger 138 4,688 $ $ 5,699 140 4,735 $ $ 5,756 146 4,879 $ $ 5,930 Senior Parks & Landscape Technician 160 5,232 $ $ 6,359 172 5,555 $ $ 6,752 178 5,723 $ $ 6,957 Senior Public Safety Dispatcher 197 6,292 $ $ 7,648 205 6,548 $ $ 7,960 211 6,747 $ $ 8,201 Senior Public Safety Technical Support Engineer 232 7,492 $ $ 9,107 235 7,605 $ $ 9,244 241 7,836 $ $ 9,525 Senior Public Works Inspector 211 6,747 $ $ 8,201 225 7,235 $ $ 8,794 231 7,455 $ $ 9,062 Senior Public Works Permit Technician 172 5,555 $ $ 6,752 188 6,016 $ $ 7,312 194 6,199 $ $ 7,535 Senior Purchasing Specialist 189 6,046 $ $ 7,349 207 6,614 $ $ 8,039 213 6,815 $ $ 8,284 Senior Regulatory Compliance Specialist 211 6,747 $ $ 8,201 218 6,987 $ $ 8,493 224 7,199 $ $ 8,751 Senior SCADA Engineer 257 8,487 $ $ 10,316 270 9,056 $ $ 11,007 276 9,331 $ $ 11,342 Senior Street Maintenance Worker 149 4,953 $ $ 6,020 161 5,258 $ $ 6,391 167 5,418 $ $ 6,585 Senior Sustainability Specialist 211 6,747 $ $ 8,201 218 6,987 $ $ 8,493 224 7,199 $ $ 8,751 Senior Systems Engineer 222 7,128 $ $ 8,664 225 7,235 $ $ 8,794 231 7,455 $ $ 9,062 Senior Utility Maintenance Technician 216 6,918 $ $ 8,408 227 7,308 $ $ 8,883 233 7,530 $ $ 9,152 Senior Utility Service Worker 166 5,391 $ $ 6,553 177 5,695 $ $ 6,922 183 5,868 $ $ 7,132 Social Media Specialist 136 4,642 $ $ 5,642 140 4,735 $ $ 5,756 146 4,879 $ $ 5,930 Software Developer 232 7,492 $ $ 9,107 235 7,605 $ $ 9,244 241 7,836 $ $ 9,525 Storm Water Compliance Specialist 185 5,927 $ $ 7,204 185 5,927 $ $ 7,204 191 6,107 $ $ 7,423 Street Light Maintenance Technician 147 4,903 $ $ 5,960 158 5,180 $ $ 6,296 164 5,337 $ $ 6,488 Street Maintenance Crew Leader 179 5,752 $ $ 6,991 191 6,107 $ $ 7,423 197 6,292 $ $ 7,648 Street Maintenance Worker I Flex 89 3,672 $ $ 4,463 101 3,898 $ $ 4,738 107 4,017 $ $ 4,882 Street Maintenance Worker II Flex 119 4,264 $ $ 5,183 131 4,527 $ $ 5,503 137 4,665 $ $ 5,670 Street Sign Maintenance Technician 147 4,903 $ $ 5,960 158 5,180 $ $ 6,296 164 5,337 $ $ 6,488 Sustainability Specialist I Flex 131 4,527 $ $ 5,503 138 4,688 $ $ 5,699 144 4,831 $ $ 5,872 Sustainability Specialist II Flex 171 5,527 $ $ 6,718 178 5,723 $ $ 6,957 184 5,897 $ $ 7,168 Systems Engineer 202 6,451 $ $ 7,841 205 6,548 $ $ 7,960 211 6,747 $ $ 8,201 Traffic Engineering Technician 153 5,052 $ $ 6,141 164 5,337 $ $ 6,488 170 5,499 $ $ 6,685 Traffic Maintenance Technician 147 4,903 $ $ 5,960 158 5,180 $ $ 6,296 164 5,337 $ $ 6,488 Traffic Management Technician I 187 5,986 $ $ 7,276 198 6,324 $ $ 7,686 204 6,516 $ $ 7,920 Traffic Management Technician II 207 6,614 $ $ 8,039 218 6,987 $ $ 8,493 224 7,199 $ $ 8,751 Traffic Signal Coordinator 227 7,308 $ $ 8,883 238 7,720 $ $ 9,384 244 7,954 $ $ 9,669 Traffic Signal Technician 187 5,986 $ $ 7,276 198 6,324 $ $ 7,686 204 6,516 $ $ 7,920 Trails Planner 208 6,647 $ $ 8,080 217 6,952 $ $ 8,450 223 7,163 $ $ 8,707 Utility Maintenance Technician I Flex 176 5,667 $ $ 6,888 187 5,986 $ $ 7,276 193 6,168 $ $ 7,497 Utility Maintenance Technician II Flex 196 6,261 $ $ 7,610 207 6,614 $ $ 8,039 213 6,815 $ $ 8,284 Utility Service Worker I Flex 106 3,997 $ $ 4,858 117 4,222 $ $ 5,132 123 4,350 $ $ 5,288 Utility Service Worker II Flex 126 4,416 $ $ 5,367 137 4,665 $ $ 5,670 143 4,807 $ $ 5,842 Utility Service Worker Crew Leader/Equipment
Operator 186 5,956 $ $ 7,240 197 6,292 $ $ 7,648 203 6,483 $ $ 7,881 Warehouse Specialist 95 3,783 $ $ 4,599 107 4,017 $ $ 4,882 113 4,139 $ $ 5,030 Water Operator I Flex 151 5,002 $ $ 6,080 151 5,002 $ $ 6,080 157 5,154 $ $ 6,265 Water Operator II Flex 191 6,107 $ $ 7,423 191 6,107 $ $ 7,423 197 6,292 $ $ 7,648 Water Operator III Flex 231 7,455 $ $ 9,062 231 7,455 $ $ 9,062 237 7,681 $ $ 9,337 Water Reclamation Operator I Flex 151 5,002 $ $ 6,080 151 5,002 $ $ 6,080 157 5,154 $ $ 6,265 Water Reclamation Operator II Flex 191 6,107 $ $ 7,423 191 6,107 $ $ 7,423 197 6,292 $ $ 7,648 Water Reclamation Operator III Flex 231 7,455 $ $ 9,062 231 7,455 $ $ 9,062 237 7,681 $ $ 9,337 Water Resources Field Representative 131 4,527 $ $ 5,503 138 4,688 $ $ 5,699 144 4,831 $ $ 5,872 Effective December 28, 2024 Effective December 27, 2025 Effective December 26, 2026

Corona Public Service Employees Association (CPSEA) MOU 2025-2027
39 Appendix B – Uniform Value
Dept Position Uniform Group
0 Annual
Value
Police Community Services Officer (I and II) Police Other $ 200 Com Svcs Facilities Maintenance Technician (I and II) Facilities - CPSEA $ 330 Pub Wks Fleet Technician (I and II) Fleet - CPSEA $ 270 Com Svcs Lead Facilities Maintenance Technician Facilities - CPSEA $ 330 Pub Wks Lead Fleet Technician Fleet - CPSEA $ 270
Com Svcs Lead Parks & Landscape Technician Parks - CPSEA $ 360 Police Lead Police Records Technician Records $ 310
Utilities Lead Utility Maintenance Technician Utilities - CPSEA $ 330 Utilities Lead Utility Service Worker Utilities - CPSEA $ 330 Utilities Lead Water Operator Utilities - CPSEA $ 330
Utilities Lead Water Reclamation Operator Utilities - CPSEA $ 330 Utilities Maintenance Planner Utilities - CPSEA $ 330
Com Svcs Parks & Landscape Technician (I and II) Parks - CPSEA $ 360 Police Police Records Technician (I and II) Records $ 310 Police Property Administrator Police Other $ 200
Police Public Safety Dispatch Call Taker Dispatch $ 240 Police Public Safety Dispatcher (I and II) Dispatch $ 240 Police Range Master Police Other $ 200
Utilities SCADA Engineer Utilities - CPSEA $ 330
Pub Wks Senior Fleet Technician Fleet - CPSEA $ 270
Com Svcs Senior Parks & Landscape Technician Parks - CPSEA $ 360 Police Senior Public Safety Dispatcher Dispatch $ 240
Utilities Senior SCADA Engineer Utilities - CPSEA $ 330 Pub Wks Senior Street Maintenance Worker Streets/Traffic $ 300 Utilities Senior Utility Maintenance Technician Utilities - CPSEA $ 330 Utilities Senior Utility Service Worker Utilities - CPSEA $ 330 Pub Wks Street Light Maintenance Technician Streets/Traffic $ 300 Pub Wks Street Maintenance Crew Leader Streets/Traffic $ 300 Pub Wks Street Maintenance Worker (I and II) Streets/Traffic $ 300 Pub Wks Street Sign Maintenance Technician Streets/Traffic $ 300 Pub Wks Traffic Maintenance Technicina Streets/Traffic $ 300 Utilities Utility Maintenance Technician (I and II) Utilities - CPSEA $ 330 Utilities Utility Service Worker (I and II) Utilities - CPSEA $ 330 Utilities Utility Service Worker Crew Leader/Equipment Operator Utilities - CPSEA $ 330 Utilities Water Operator (I, II and III) Utilities - CPSEA $ 330 Utilities Water Reclamation Operator (I, II and III) Utilities - CPSEA $ 330 Utilities Water Resources Field Representative Utilities - CPSEA $ 330

CORONA SUPERVISORS

ASSOCIATION

MEMORANDUM OF
UNDERSTANDING ______________________________________________________________________ January 1, 2025 – December 31, 2027

Corona Supervisors Association (CSA) MOU
2025 – 2027
i

TABLE OF CONTENTS
PAGE
CHAPTER 1 – INTRODUCTION ................................................................................................1 PREAMBLE ........................................................................................................................... 1 ARTICLE I – TERM OF THE MEMORANDUM OF UNDERSTANDING................................. 1 CHAPTER 2 – COMPENSATION...............................................................................................1 ARTICLE 2 – COMPENSATION............................................................................................ 1 Section 2.1 – Salary Range and Merit Increases............................................................. 1 Section 2.2 - Compaction Adjustments........................................................................... 2 ARTICLE 3 - ADDITIONAL COMPENSATION ...................................................................... 2 Section 3.1 - Certification Pay.......................................................................................... 2

3.1.1 - Professional Engineer Registration .................................................................. 2

3.1.2 – Utilities Department Employees Certification Pay........................................... 2 Section 3.2 - Call Back Pay............................................................................................... 3 Section 3.3 - Longevity Pay.............................................................................................. 3 Section 3.4 - Shift Differential Pay ................................................................................... 4

3.4.1 – Definition of Shifts............................................................................................. 4

3.4.2 – Pay for Swing and Graveyard Shift................................................................... 4 Section 3.5 - Bilingual Pay................................................................................................ 4 Section 3.6 – Pay for Working in a Higher Classification............................................... 5

3.6.1 – Supervisory Position......................................................................................... 5

3.6.2 – Management Position........................................................................................ 5 Section 3.7 - Uniforms ...................................................................................................... 5

3.7.1 – Employees Provided Uniforms ......................................................................... 5

3.7.2 – Uniform Allowance ............................................................................................ 5

3.7.3 – Safety Boot Allowance ...................................................................................... 6 ARTICLE 4 – DEFERRED COMPENSATION........................................................................ 6 ARTICLE 5 – WORK SCHEDULES....................................................................................... 6 Section 5.1 – The Defined FLSA Work Period................................................................. 6 Section 5.2 – Work Schedules.......................................................................................... 7 Section 5.3 – Accurately Reporting Time Worked .......................................................... 7 ARTICLE 6 – OVERTIME ...................................................................................................... 8 Section 6.1 – Overtime Authorization.............................................................................. 8

6.1.1 – Exempt Employees............................................................................................ 8

6.1.2 – Non-Exempt Employees.................................................................................... 8 Section 6.2 – Hours Worked............................................................................................. 8 Section 6.3 – Calculation of Overtime ............................................................................. 9 CHAPTER 3 – BENEFITS..........................................................................................................9 ARTICLE 7 – TIERS FOR CERTAIN BENEFITS IN THIS MOU ............................................ 9

Corona Supervisors Association (CSA) MOU
2025 – 2027
ii
ARTICLE 8 – HEALTH INSURANCE..................................................................................... 9 Section 8.1 – Medical Insurance Opt Out .......................................................................10 ARTICLE 9 – IRS SECTION 125 CAFETERIA PLAN WITH FLEXIBLE SPENDING ACCOUNTS..........................................................................................................................11 ARTICLE 10 – RETIREE MEDICAL INSURANCE................................................................11 Section 10.1 – Tier I Retiree Health Alternative..............................................................12 ARTICLE 11 – RETIREMENT HEALTHCARE SAVINGS ACCOUNT ..................................12 ARTICLE 12 – SHORT-TERM DISABILITY PLAN ...............................................................12 ARTICLE 13 – LONG-TERM DISABILITY PLAN .................................................................13 ARTICLE 14 – LIFE INSURANCE & ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE PLANS............................................................................................................13 Section 14.1 – Retiree Life Insurance .............................................................................13 ARTICLE 15 – RETIREMENT...............................................................................................13 ARTICLE 16 – TUITION REIMBURSEMENT........................................................................16 Section 16.1 – Pre-Approval............................................................................................16 Section 16.2 – Reimbursable Costs................................................................................16 Section 16.3 – Administration .........................................................................................16 Section 16.4 – Procedure.................................................................................................16 ARTICLE 17 – REST AND MEAL PERIODS........................................................................17 Section 17.1 – Rest Periods ............................................................................................17 Section 17.2 – Meal Periods ............................................................................................17 ARTICLE 18 – ADDITIONAL BENEFIT PROVISIONS .........................................................18 Section 18.1 – Employee Assistance Program (EAP)....................................................18 Section 18.2 – Medicare Contribution.............................................................................18 CHAPTER 4 – LEAVES OF ABSENCE ...................................................................................18 ARTICLE 19 – ANNUAL LEAVE ..........................................................................................18 Section 19.1 – Definition..................................................................................................18 Section 19.2 – Accrual of Annual Leave.........................................................................18

19.2.1 – Annual Leave during the First Year of Service with the City .......................18 Section 19.3 – Use of Annual Leave ...............................................................................19 Section 19.4 – Cash Out or Conversion of the Value of Annual Leave ........................19

19.4.1 – Maximum Accrual of Annual Leave – Conversion above 600 Hours ..........20

19.4.2 – Separation from the City ................................................................................20

19.4.3 – Annual Leave Cash Out..................................................................................20

19.4.4 – Donating Annual Leave ..................................................................................21 ARTICLE 20 – HOLIDAYS....................................................................................................21 Section 20.1 – Holiday Schedule.....................................................................................21 Section 20.2 – How Holidays are Observed and Paid....................................................22 ARTICLE 21 – COMPASSIONATE LEAVE..........................................................................23 ARTICLE 22 – IN LIEU LEAVE.............................................................................................23 Section 22.1 – Accrual of In Lieu Leave .........................................................................23

Corona Supervisors Association (CSA) MOU
2025 – 2027
iii
Section 22.2 – Use of In Lieu Leave................................................................................23 ARTICLE 23 – JURY DUTY AND WITNESS LEAVE............................................................24 Section 23.1 – Jury Duty..................................................................................................24 Section 23.2 – Witness Leave..........................................................................................24 CHAPTER 5 – EMPLOYER-EMPLOYEE RELATIONS............................................................25 ARTICLE 24 – ASSOCIATION ACTIVITIES.........................................................................25 Section 24.1 – Association Dues ....................................................................................25 Section 24.2 – Use of City Equipment and Facilities .....................................................25 Section 24.3 – Time for Processing Grievances ............................................................25 Section 24.4 – Preparation for Negotiations for a Successor MOU..............................25 ARTICLE 25 – NOTIFICATION TO THE ASSOCIATION .....................................................25 Section 25.1 – Notification Regarding Reclassification ................................................25 Section 25.2 – Notification of Separation.......................................................................25 ARTICLE 26 – MANAGEMENT RIGHTS..............................................................................26 ARTICLE 27 – NON-DISCRIMINATION ...............................................................................26 ARTICLE 28 – PROBATIONARY PERIOD...........................................................................26 Section 28.1 – Length of Probationary Period ...............................................................26 Section 28.2 – Extension of Probation ...........................................................................27 ARTICLE 29 – LAYOFF PROCEDURE ................................................................................27 Section 29.1 – Order of Layoff.........................................................................................27 Section 29.2 – Bumping Rights.......................................................................................27 Section 29.3 – Notice of Layoff .......................................................................................28 Section 29.4 – Reemployment.........................................................................................28 Section 29.5 – Furlough...................................................................................................28 ARTICLE 30 – DISCIPLINE..................................................................................................28 Section 30.1 – Pre-Action Due Process for Discipline Resulting in Loss of Pay (Termination, Demotion, Suspension, and Reduction in Pay)......................................29 Section 30.2 – Appeal of Discipline Resulting in Loss of Pay – Advisory Arbitration 30 ARTICLE 31 – GRIEVANCE PROCEDURE .........................................................................30 ARTICLE 32 – FITNESS FOR DUTY EXAMINATIONS........................................................32 ARTICLE 33 – NO STRIKE CLAUSE/CONCERTED ACTION .............................................33 ARTICLE 34 – ENTIRE AGREEMENT AND SEVERABILITY ..............................................33 Section 34.1 – Entire Agreement.....................................................................................33 Section 34.2 – Severability ..............................................................................................33 APPENDIX A – BASE PAY INCREASES.............................................................................34 APPENDIX B – UNIFORM VALUE.......................................................................................35

Corona Supervisors Association (CSA) MOU
2025 – 2027
1 CHAPTER 1 – INTRODUCTION

PREAMBLE
The City of Corona (hereinafter referred to as “City”), and the Corona Supervisors Association, a recognized supervisory unit that represents employees (who with in this MOU shall be referred to as “Employees” or “Members”) in classifications set forth below in Appendix A (hereinafter referred to as “CSA”), have met and conferred in good faith regarding those matters provided for in Section 3500 et seq. of the California Government Code.

ARTICLE I – TERM OF THE MEMORANDUM OF UNDERSTANDING
The City and CSA agree that the term of this Memorandum of Understanding (“MOU”) shall be from January 1, 2025, to December 31, 2027. In the event an agreement is not completed for a new MOU prior to, June 30, 2027, the provisions of this MOU shall remain in force until the successor MOU is approved.

CHAPTER 2 – COMPENSATION
ARTICLE 2 – COMPENSATION
Section 2.1 – Salary Range and Merit Increases
Effective December 28, 2024, the City agrees to increase the base salary for each member of each classification in the bargaining unit as set forth on the spreadsheet attached to this MOU as Appendix A.

Effective December 27, 2025, the City agrees to increase the base salary for each member of each classification in the bargaining unit as set forth on the spreadsheet attached to this MOU as Appendix A.

Effective December 26, 2026, the City agrees to increase the base salary for each member of each classification in the bargaining unit by three percent (3.0%) as set forth on the spreadsheet attached to this MOU as Appendix A.

If during the term of this MOU, the City or the Association determines that for any classification it needs to increase base salary, the Association and the City agrees it will promptly (within two weeks) meet and confer.

Each classification shall be assigned a salary range. Employees may advance annually within the salary range, except that the City Manager within their discretion may advance an employee sooner if it is determined that such advancement is appropriate.

An employee whose overall performance evaluation rating is “Satisfactory “ or better shall be advanced 5% each year up to the top of the classification’s range. An employee who does not receive an evaluation within thirty (30) days of their anniversary date (i.e., the date the evaluation is due) will receive their merit increase effective the pay period including the employee’s anniversary date regardless of the evaluation rating on an evaluation received after that date. If the evaluation is provided within thirty (30) days of the employee’s anniversary date, if it is “Satisfactory” or better the

Corona Supervisors Association (CSA) MOU
2025 – 2027
2 merit increase will be effective the pay period including the employee’s anniversary date. If the overall performance evaluation rating is less than “Satisfactory”, the employee will not receive a merit increase.

An employee who is promoted within or out of the bargaining unit to a classification with a higher top of salary range, upon promotion, their anniversary date shall change to the effective date of the promotion.

Section 2.2 - Compaction Adjustments
The base salary range for CSA members will at all times be greater than the highest paid non-CSA employee whom they supervise by at least 12.5% exclusive of any other compensation. This will be measured using base pay only and the top step of the range of both classifications.

If it is determined that the top step of the range of CSA member is less than 12.5% more than the top step of the range of a non-CSA employee to whom they supervise, modification to the range of the CSA classification (which will impact all employees in the department in the same classification) will be made effective on the date the top step of the range of the employee’s classification was less than 12.5% higher than the top step of the range of the non-CSA employee to whom they supervise.

ARTICLE 3 - ADDITIONAL COMPENSATION
Section 3.1 - Certification Pay
Employees who have earned certain certifications have achieved a specified level of competency related to their classification for which the parties have agreed (as set forth in this section) the City will pay Certification Pay.

3.1.1 - Professional Engineer Registration
The City shall pay a member a one-time payment of $400.00 for initially obtaining a registration from the State of California Board of Registration for Professional Engineers and Land Surveyors.

3.1.2 – Utilities Department Employees Certification Pay Employees employed in the Utilities Department in the following classifications shall receive $1,467.08 per month for earning a grade five (5) certification in Water Treatment, Wastewater Treatment, or Water Distribution earned and received from the State of California. An employee can be paid for only one grade five (5) certification.
• Chief Reclamations Operator
• Chief Water Operator
• Chief Distribution Operator
• Deputy Chief Water Operator
• Deputy Chief Water Reclamation Operator
• Utility Maintenance Superintendent
Employees in this section who earn a certification and become eligible to receive the pay shall receive a pro-rated amount (depending on when they earn the certification) in the first calendar month unless earned on the first day of the month. Similarly, when an employee leaves City employment or no longer maintains one of the certifications, they too should receive a pro-rated amount for the last

Corona Supervisors Association (CSA) MOU
2025 – 2027
3 month they either maintain the certification or are employed by the City unless that day is the last day of the month.

The City will not pay for tuition, books, transportation, and mileage for course work leading to receipt of the grade 5 certifications described above, but shall reimburse employees of the Department of Water and Power for the State certification fee and re-certification fee upon proof of the employee's successful completing the grade 5 certification.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation, the monetary value of the certification pays in this section shall be reported to CalPERS as Special Compensation. The parties agree that this pay is described in Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as ”Water Certification Premium” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

Section 3.2 - Call Back Pay
A non-exempt employee called to work while off duty during hours that do not overlap their regular work hours shall be paid for all hours actually worked with a minimum of two (2) hours paid portal to portal.

However, if the hours when the employee is called back overlap their regular work hours, they shall receive their regular pay for those hours and only receive pay for the time that is not overlapping their regular work hours. If an employee is only required to communicate electronically and not report to work, they will be paid for their actual time worked.

Section 3.3 - Longevity Pay
In recognition of an employee’s length of service to the City of Corona employees who qualify under the following schedule will receive one twenty-sixth (1/26th) of the following amounts paid biweekly as part of the regular payroll:

Consecutive Years of Service Longevity Pay
After five (5) years of full-time service $1,400.00
After ten (10) years of full-time service $1,600.00
After fifteen (15) years of full-time service $1,800.00 After twenty (20) years of full-time service $2,000.00
Tier I (as defined in Article 7) members shall receive an additional three percent (3%) of base hourly rate for Longevity Pay paid bi-weekly as part of the regular payroll.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation, the monetary value of Longevity Pay shall be reported to CalPERS as Special Compensation. The parties agree that shift differential is described in Title 2 CCR, Section 571(a)(1) and 571.1(b)(1) as “Longevity Pay:” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

Corona Supervisors Association (CSA) MOU
2025 – 2027
4 Section 3.4 - Shift Differential Pay
Shift differential pay is available to employees whose regular shifts (in 24 hour / 7 day per week operations) are in the classifications of Police Records Supervisor and Public Safety Dispatch Supervisor.

3.4.1 – Definition of Shifts

1. Swing shift: a shift that begins between 12:00 p.m. and 4:59 p.m.

2. Graveyard shift: a shift that begins between 5 p.m. and 4:59 a.m.

If an employee who is working a shift that does not qualify for shift differential is asked to work a part of the next shift in place of an employee who would receive shift differential, the hours worked will qualify for shift differential. However, if that employee is just working additional hours on their shift (not as a replacement for an employee who would receive shift differential) those additional hours will not qualify for shift differential.

Similarly, if an employee working a shift that qualifies for shift differential is asked to work a part of the next shift in place of an employee who would not receive shift differential, the hours worked will not qualify for shift differential. However, if that employee is just working additional hours on their shift (not as a replacement for an employee who would not receive shift differential) those additional hours will qualify for shift differential.

3.4.2 – Pay for Swing and Graveyard Shift

1. Swing Shift: An employee shall receive shift differential pay of seven and one-half percent (7.5%) of base hourly rate for being assigned to work a swing shift.

2. Graveyard Shift: An employee shall receive shift differential pay of ten percent (10%) of base hourly rate for being assigned to work a graveyard shift.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation, the monetary value of Shift Differential shall be reported to CalPERS as Special Compensation. The parties agree that shift differential is described in Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as a “Shift Differential” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

Section 3.5 - Bilingual Pay
The City shall pay $293.33 per month to employees for Bilingual pay. If an employee becomes eligible for bilingual pay for less than a full month, the monthly amount shall be pro-rated accordingly. All unit employees are eligible to receive bilingual pay. An employee receiving bilingual pay will be required to speak the alternate language in the course and scope of their employment and may be asked to assist in translating even if unrelated to their specific job duties.

To receive bilingual pay employees must pass a certification test (an oral conversational test) established and administered by the Human Resources Department in Spanish and/or such other language the City has determined is desirable. Employees must re-certify every three (3) years to be eligible to receive bilingual pay by passing the certification test.

Corona Supervisors Association (CSA) MOU
2025 – 2027
5 In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation, the monetary value of bilingual pay shall be reported to CalPERS as Special Compensation. The parties agree that this pay is described in Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as ”Bilingual Pay” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

Section 3.6 – Pay for Working in a Higher Classification For operational reasons, employees may be assigned to work in a classification with a higher salary range than their own classification. If such an assignment is made for more than one hundred twenty (120) consecutive working hours, and a Personnel Action Form is completed, employees shall be compensated for all those hours worked in the higher classification as follows:

3.6.1 – Supervisory Position
The first step of that position or 7.5%, whichever is higher, except that in no case shall the base salary exceed the top step for the higher range.

3.6.2 – Management Position

7.5% above the top step of their current range, not to exceed the top step of the Management classification to which the employee is assigned, unless a higher amount is authorized by the City Manager.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation, the monetary value of pay for working out of class shall be reported to CalPERS as Special Compensation for classic members as defined under the Public Employees’ Pension Reform Act (PEPRA) of 2013. The parties agree that pay for working out of class is described in Title 2 CCR, Section 571(a)(3) as “Temporary Upgrade Pay” – a type of reportable special compensation. This pay is not reportable as special compensation for employees defined as “new members” under PEPRA.

However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

Section 3.7 - Uniforms
Employees who are required to wear uniforms on duty will either be provided with uniforms or will be provided a uniform allowance as provided below.

3.7.1 – Employees Provided Uniforms
Employees in classifications who are required to wear uniforms shall be provided eleven (11) sets of uniforms. For each classification who is provided with a uniform, the monetary value for the purchase, rental and/or maintenance of required clothing (which will be reported to CalPERS for classic members as described above) is set forth in Appendix B to this MOU. These amounts will be reviewed and adjusted annually as the amounts change.

3.7.2 – Uniform Allowance
Employees in the classifications of Police Records Supervisor, Public Safety Dispatch Supervisor, Animal Control Supervisor shall receive a uniform allowance of seventy dollars and seventy-seven

Corona Supervisors Association (CSA) MOU
2025 – 2027
6 cents ($70.77) per pay period for a uniform allowance. These employees are required to use their uniform allowance to clean their uniforms and purchase new uniforms if directed by their supervisor to replace an existing uniform.

Employees must have worked at least one day during the quarter during which the Uniform Allowance is paid and must be on the City payroll (or on Annual Leave or workers’ compensation status) on the day Uniform Allowance is paid in order to receive it. An employee shall not be paid their uniform allowance if on an unpaid (i.e., did not use Annual Leave) FMLA or CFRA leave for the entire quarter and if they worked no days during that quarter.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation (2 CCR §571), for “classic members” as defined by the Public Employees’ Pension Reform Act of 2013, the monetary value of the purchase, rental or maintenance of the required uniforms shall be reported to CalPERS as Special Compensation. The parties agree that this pay is described in Title 2 CCR, Section 571(a)(5) as a “statutory item” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

3.7.3 – Safety Boot Allowance
Any unit employee required to wear safety boots/shoes shall be reimbursed up to $300 per calendar year for the purchase of safety boots/shoes. The shoes/boots which are purchased must be for the employee to use for work for the City of Corona and the boots cannot be resold. In lieu of reimbursement, employees can purchase up to $300 for safety boots/shoes on the City’s account at its contracted vendor.

ARTICLE 4 – DEFERRED COMPENSATION
All employees in the unit may open a deferred compensation account (per IRS Code section 457) and make contributions into it up the maximum permitted by law based on their age.

A. Employees who set up a deferred compensation account, the City shall make a matching contribution into their deferred compensation account (457 or 401(a)) at the end of each quarter in an amount equal to that deposited by the employee, but not to exceed $1,900 per calendar year.

Employees who do not open a deferred compensation account will not receive a city contribution.

B. Employees in Tier II (as defined in Article 7) shall receive an additional City contribution into their deferred compensation account of $150 per quarter. These employees must select one deferred compensation account provider into which this City contribution will be deposited.

C. Loans to employees from their deferred compensation accounts shall be regulated by applicable laws and pursuant to the rules and regulations of the deferred compensation plan administrator.

ARTICLE 5 – WORK SCHEDULES
Section 5.1 – The Defined FLSA Work Period
The workweek for all members of the unit shall be 168 regularly recurring hours. For employees working a schedule other than the 9/80 work schedule and 3/12 – 4/12 work schedule, the workweek shall begin on Saturday at 12:00 a.m. and end at 11:59 p.m. the following Friday.

Corona Supervisors Association (CSA) MOU
2025 – 2027
7 For employees working the 9/80 work schedule, each employee's designated FLSA workweek (168 hours in length) shall begin exactly four (4) hours after the start time of their eight (8) hour shift on the day of the week that corresponds with the employee's alternating regular day off.

For employees assigned to work the 3/12 – 4/12 work schedule, they are scheduled to work 84 hours per pay period. The FLSA workweek for these employees shall end exactly six (6) hours after the start time of the first shift in the employee’s workweek in which the employee is scheduled to work four consecutive shifts in the workweek.

Section 5.2 – Work Schedules
The following types of work schedules exist for employees in the unit:
• A 5/40 schedule consists of a weekly work schedule of five (5) consecutive workdays of eight (8) consecutive hours each.
• A 9/80 schedule consists of alternate weeks of four (4) consecutive workdays of nine (9) consecutive hours each, followed by five (5) consecutive workdays, four of which consist of nine (9) consecutive hours each and one (1) day of eight (8) consecutive hours. • A 4/10 schedule consists of a weekly work schedule of four (4) consecutive workdays of 10 consecutive hours each.
• A 2/12 – 2/8 schedule consists of a weekly work schedule of two (2) 12-hour shifts and two (2) 8-hour shifts in the workweek. The four workdays are consecutive. • A 3/12 – 4/12 schedule consists of alternate weeks of 3 consecutive workdays of 12 consecutive hours each, followed by 4 consecutive workdays of 12 consecutive hours each. • Where the term “consecutive hours” is used herein, it is exclusive of unpaid meal breaks.

The City may modify employees’ hours, e.g. implementation of flexible working schedules, especially as it relates to exceptionally uncomfortable temperatures. A department head retains the right to make de minimis changes (30 minutes or less) to the shift schedule (i.e., start and end time of an employee’s work shift). The intent of the parties is not to allow multiple de minimis changes to consistently push an employee’s start and end time forward or backward. Any other changes to an employee’s work schedule or shift schedule are subject to meet and confer. However, if an employee requests to have their work or shift schedule changed and their supervisor agrees, the Human Resources Department and the Association shall be notified prior to the schedule change. The Association agrees that if requested to meet and confer over a work or shift schedule change, it will do so promptly, no later than two weeks after the request.

Section 5.3 – Accurately Reporting Time Worked
Employees are required to accurately report all time worked on their time sheets. Non-exempt employees may not work any time in addition to their regular work hours before or after work or on an unpaid meal break without first receiving approval in advance from their supervisor. Thus, all overtime requires advanced approval. In addition, since no supervisor or manager is permitted to require an

Corona Supervisors Association (CSA) MOU
2025 – 2027
8 employee to work overtime without it being reported on their time sheet, if an employee works such time it will be recorded.

Unit members shall record hours worked in one-quarter (1/4) of an hour increments of time. This is illustrated by the following:
0-7 Minutes = No additional time should be recorded
8-22 Minutes = one quarter of an hour
23-37 Minutes = one-half of an hour
38-52 Minutes = three quarters of an hour
53 Minutes = 1 hour and 7 Minutes = one-hour
For example, if an employee whose work schedule is 7:30 a.m. to 5:30 p.m. (with a one-hour unpaid lunch) works until 5:38 p.m., they would record 9.25 hours for the day.

ARTICLE 6 – OVERTIME
It is recognized that as leaders in the organization, the City’s supervisory employees provide key oversight and direction for city personnel and operations at all times. For responding outside of regular working hours, employees may be provided with a cell phone upon request and will be generally expected to respond to phone calls and/or text messages outside their normal working hours. The nature of the phone call could necessitate the employee’s return to a work location depending on the circumstances. In some departments, rotation may be developed to ensure such coverage, at the discretion of the Department Director. Salary placement determined during the labor negotiations process will take into consideration employees who are routinely called outside of regular working hours. The City and Association agree there will be no additional compensation provided for these duties.

Section 6.1 – Overtime Authorization

6.1.1 – Exempt Employees
Most of the employees in CSA work in classifications that have been designated as exempt from overtime under the FLSA. Non-Exempt Employees in CSA have been designated in Section 6.1.2.

6.1.2 – Non-Exempt Employees
Public Safety Dispatch Supervisors, the Animal Control Supervisor, and the Real-Time Information Center Supervisor are eligible to earn overtime compensation paid at time and one-half for all approved overtime hours worked in excess of forty (40) hours worked in the seven (7) day work period.

Section 6.2 – Hours Worked
In determining whether a non-exempt employee is eligible for overtime pay (i.e., have they worked more than 40 hours in their defined FLSA workweek), the City shall include the employee’s actual hours worked as well as all paid leaves of absences.

Corona Supervisors Association (CSA) MOU
2025 – 2027
9 Section 6.3 – Calculation of Overtime
There are two types of overtime provided by the City to non-exempt employees, MOU and FLSA overtime. FLSA overtime is overtime earned for actually working more than 40 hours in the employee’s defined FLSA workweek. FLSA overtime is paid at time and one-half the regular rate of pay as required by the FLSA. MOU overtime is overtime that is earned when the employee’s actual work hours plus leaves exceed 40 hours in the defined FLSA workweek, but the employee has not actually worked in excess of 40 hours.

MOU overtime is calculated in the same manner as FLSA overtime except that the rate at which it is calculated does not include any dollars an employee may receive for opting out of health insurance.

CHAPTER 3 – BENEFITS
ARTICLE 7 – TIERS FOR CERTAIN BENEFITS IN THIS MOU
Some of the benefits in this this MOU are provided per a tiered structure based on date of hire. There are two (2) tiers. Whenever there is a reference to a tier in this MOU, the particular tier is defined as follows:

Tier I – Employees hired as a full-time employee before January 1, 1999 Tier II – Employees hired as a full-time employee on or after January 1, 1999 ARTICLE 8 – HEALTH INSURANCE
The City contracts with the California Public Employees’ Retirement System (CalPERS) for the provision of medical insurance. All employees in the bargaining unit shall receive the CalPERS statutory minimum (i.e., the amount required under the Public Employees’ Medical and Hospital Care Act (PEMHCA) which is $158.00 for calendar year 2025 and a yet to be determined amount for subsequent calendar years).

The City contracts to provide Dental Insurance (currently with Delta Dental) with both an HMO and PPO plan option available for employees to choose.

The City contracts to provide Vision Insurance (currently with EyeMed) for employees to choose.

Effective January 1, 2025, all employees shall receive the amounts below for the purchase of cafeteria plan benefits. This includes medical, dental and vision insurance. These amounts include the CalPERS statutory minimum as well as an additional amount provided under the City’s Section 125 Cafeteria Plan:
(1) $978 coverage;
(2) $1,956 per month for Members electing Employee plus one dependent coverage; or (3) $2,579 per month for Members electing Employee plus two or more dependents coverage.

Effective January 1, 2026, all employees shall receive the amounts below for the purchase of cafeteria plan benefits. This includes medical, dental and vision insurance. These amounts include the CalPERS statutory minimum as well as an additional amount provided under the City’s Section 125 Cafeteria Plan:
(1) $1,027 per month for Members electing Employee only coverage; (2) $2,053 per month for Members electing Employee plus one dependent coverage; or (3) $2,708 per month for Members electing Employee plus two or more dependents

Corona Supervisors Association (CSA) MOU
2025 – 2027
10 coverage.

Effective January 1, 2027, all employees shall receive the amounts below for the purchase of cafeteria plan benefits. This includes medical, dental and vision insurance. These amounts include the CalPERS statutory minimum as well as an additional amount provided under the City’s Section 125 Cafeteria Plan:
(1) $1,078 per month for Members electing Employee only coverage; (2) $2,156 per month for Members electing Employee plus one dependent coverage; or (3) $2,843 per month for Members electing Employee plus two or more dependents coverage.

The City’s provision of funds for health insurance is provided through the Cafeteria Plan. If an employee enrolls in a health benefits that cost more than provided above, they will be responsible for payment of any additional dollars for the benefits chosen.

Section 8.1 – Medical Insurance Opt Out
Eligible Opt-Out Arrangement: Upon providing reasonable evidence of alternative coverage as required by the ACA’s Eligible Opt-Out Arrangement rules (below), employees shall be entitled to the following dollars in the first two pay periods each month in taxable cash, in lieu of the amount provided in Article 8 above:
(a) $300.00 ($600 per month) for Employee + 2 or more dependents (b) $200.00 ($400 per month) for Employee + 1 dependent (c) $100.00 ($200 per month) for Employee Only
An employee who opts out will not receive the City’s health insurance contribution in Article 8, but those employees who satisfy the Eligible Opt-Out Arrangement rules, will receive the amounts above in Section 8.1 (a), (b), or (c), as applicable based on an Employees number of dependents (“Opt-Out Amount”). The employee may choose to allocate any portion of the Opt-Out Amount toward dental and/or vision insurance premiums for enrollment in a City dental and/or vision plan, or take the Opt-Out Amount or any portion thereof in taxable cash. If the employee uses any portion of the Opt-Out Amount toward the City’s dental and/or vision insurance, such payment will be pre-tax.

Pursuant to the Affordable Care Act (ACA) Employer Mandate “affordability” determination, an Eligible Opt-Out Arrangement requires the following for employees who opt-out of employer-provided health coverage and receive cash in lieu:

1. Employee must provide reasonable evidence that the employee and each member of the employee’s expected tax family (individuals the employee expects to claim personal exemption deduction) have or will have minimum essential coverage (other than coverage in the individual market, whether or not obtained through Covered California) during the period of coverage to which the opt-out arrangement applies;

2. The opt-out payment may not be made if the employer knows or has reason to know that the employee or any other member of the employee’s expected tax family does not have or will not have the alternative coverage;

3. The evidence of alternative coverage must be provided every plan year to which the eligible opt-out arrangement applies; and

4. The reasonable evidence will be an attestation signed by the employee, attesting to the above, and must be provided no earlier than a reasonable period of time before each plan year begins.

Corona Supervisors Association (CSA) MOU
2025 – 2027
11 In order to qualify for this election, the Member must meet all of the following requirements:

1. An employee who opts out of medical insurance must sign a waiver of City offered medical insurance coverage and an agreement to hold the City harmless for any consequences, whatsoever, that result from the waiver of City offered medical insurance coverage; and

2. Sign a statement acknowledging that the Employee and the Employee’s eligible dependents will not be allowed to re-enroll in the medical insurance coverage offered by the City until the next open enrollment period, and that re-enrollment will be subject to all conditions imposed by the insurance provider at the time of reenrollment. However, in the event of a COBRA “qualifying event” such Employee would be allowed to re-enroll in health insurance effective the beginning of the following month without having to wait for the next open enrollment period.

If an employee who is currently opting out fails to make an election for opt out during open enrollment, the employee will be enrolled in a medical insurance plan, lowest cost employee only plan. This default allocation shall not be subject to change.

ARTICLE 9 – IRS SECTION 125 CAFETERIA PLAN WITH FLEXIBLE SPENDING ACCOUNTS Section 125 of the Internal Revenue Code authorizes an employee to reduce taxable income for payment of allowable expenses such as dependent care and medical expenses through flexible spending accounts (“FSAs”). The City has enabled employees to participate in a health care flexible spending account (“Health Care FSA”) (which qualifies as a self-insured medical reimbursement plan under IRC section 105) and a dependent care flexible spending account under IRC section 129 (“Dependent Care FSA”). Employees are not required to participate in either FSA, but the City has provided employees with an opportunity to do so.

A unit member who participates in either FSA, may submit claims for eligible medical or eligible dependent care expenses, accordingly, to be paid or reimbursed on a pre-tax basis. The taxable salary of the employee will be reduced by the amount an employee elects to direct to their Health Care FSA and/or Dependent Care FSA, up to the maximum limits permitted by law. Each year during open enrollment. Human Resources will notify employees of the maximum amount allowable.

An employee will have the opportunity to make such elections during open enrollment each year.

ARTICLE 10 – RETIREE MEDICAL INSURANCE
A. Tier I Retirees: For Tier I Retirees the City shall pay a medical insurance premium equal to or less than the monthly premium for the second highest (in cost) PERS family plan at the PERSdesignated classification for Riverside County (currently Region 3) and the Medicare Part B cost once enrolled in Medicare (which is done by CalPERS at age 65). The payment for medical is actually deducted from the employee’s retirement check and the City then reimburses the employee for the cost.

If a Tier I retiree enrolls in the highest cost medical plan, they will be responsible for payment of the premium between the second highest and highest cost plan.

Tier I lifetime health benefits will not be revoked or negotiated away by future members of management, union representatives or City Councils.

B. Tier II Retirees: These employees who retire from the City of Corona and enroll in a medical plan offered through PEMHCA shall have the City pay the CalPERS annual statutory minimum (toward

Corona Supervisors Association (CSA) MOU
2025 – 2027
12 their retiree medical benefit). These employees will be responsible for paying the remainder of any premiums for medical plans to which such employees (who will then be retirees) enroll. The City will not reimburse Tier II Retirees for premiums paid to Social Security for health insurance through Medicare.

Section 10.1 – Tier I Retiree Health Alternative
In lieu of receiving the City’s retiree medical benefit in Article 10 above, a Tier I Retiree shall have the option of receiving an annual $6,000 contribution, at a rate of $500 per month, paid to a City-provided health care reimbursement plan on behalf of such Tier I Retiree for the purpose of receiving reimbursements of qualifying health care expenses under Sections 105(b) and 213(d) of the Internal Revenue Code. To receive this benefit, a Tier I Retiree must forfeit participating in any of the health benefit plans available to retirees of the City of Corona for the plan year in which such Tier I Retiree elects to receive the contribution.

Tier I Retirees needing to re-enroll as a result of a COBRA “qualifying event” may do so on the first day of the month following that event, while those choosing to re- enroll in the absence of a “qualifying event” may re-enroll during the next open enrollment period, unless the Tier I Retiree has never participated in a CalPERS health plan. Tier II, III and IV Retirees shall not be eligible for this alternative.

ARTICLE 11 – RETIREMENT HEALTHCARE SAVINGS ACCOUNT
Unit members in Tier II shall receive a quarterly payment of $150 to the Nationwide Retirement Healthcare Savings Account.

ARTICLE 12 – SHORT-TERM DISABILITY PLAN
The City shall provide a short-term disability insurance plan (provided by an outside carrier) to each employee in the unit who, due a medical condition, qualifies for benefits under the plan. This plan shall contain the following provisions:
• Benefit level shall be 55% of base monthly earnings (i.e., each month the employee shall earn 55% of their base hourly rate for all hours scheduled in the month) • 90-calendar day benefit period (Includes 7-calendar day benefit waiting period before benefits are provided)
• Monthly maximum benefit of $10,000.00
Employees may use accrued Annual Leave to supplement payments received by the plan. However, employees may not receive more than 100% of their regular wages.

The carrier shall have the discretionary authority both to determine eligibility for benefits and to construe the terms of the policy.

To the extent that an employee’s leave of absence while receiving short-term disability insurance also qualifies as qualifying leave per the Family and Medical Care Leave Act, the California Family Rights Act of per the California Pregnancy Disability Leave, the leave will run concurrently with those Acts and employees will receive the benefits of those Acts.

Corona Supervisors Association (CSA) MOU
2025 – 2027
13 ARTICLE 13 – LONG-TERM DISABILITY PLAN
The City shall provide a long-term disability insurance plan (provided by an outside carrier) to each employee in the unit, who, due a medical condition, qualifies for benefits under the plan. This insurance plan shall contain the following provisions:
• Benefit level shall be 66 2/3% of base salary monthly earnings (i.e., each month the employee shall earn 66 2/3% of their base hourly rate for all hours scheduled in the month) • Monthly maximum benefit of $10,000.00
• Elimination Period (Waiting period): 90 days
Employees may use accrued Annual Leave to supplement payments received by the plan. However, employees may not receive more than 100% of their regular wages.

The carrier shall have the discretionary authority both to determine eligibility for benefits and to construe the terms of the policy.

ARTICLE 14 – LIFE INSURANCE & ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE PLANS
The City shall provide life insurance coverage for unit members equal to five and one-half times the member's annual basic earnings up to a maximum of $750,000.

The City shall provide unit members with an accidental death and dismemberment policy in an amount equal up to the member’s’ (potential) life insurance benefit - five and one-half times the member's annual basic earnings to a maximum of $750,000.

The carrier shall have the discretionary authority both to determine eligibility for benefits and to construe the terms of both the life insurance and accidental death and dismemberment policy.

Section 14.1 – Retiree Life Insurance
The City shall provide a Life Insurance policy of $50,000.00 to all employees who retire from the City.

This policy shall remain in force until the retiree reaches the age of 70.

ARTICLE 15 – RETIREMENT
The City contracts with CalPERS for retirement benefits. The definitions of “new member” and “classic member” are set forth below.

A. For “Classic Member” Employees

1. Retirement Formula: The City contracts with CalPERS to provide the 2.7% at 55 retirement formula set forth in California Government Code Section 21354.5.

2. Single Highest Year: The City's contract with CalPERS provides for the "Single Highest Year" retirement benefit for miscellaneous employees of which “classic member” employees in the unit are included per Government Code section 20042. The

Corona Supervisors Association (CSA) MOU
2025 – 2027
14 retirement benefit is based on the highest annual compensation for the one year during the employee's membership in CalPERS.

3. Payment of Employee/Member Contribution: Classic Members pay eight percent (8%) compensation earnable as their Member Contribution. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

B. For “New Members” As Defined By the Public Employees’ Pension Reform Act of 2013 (PEPRA)

1. Retirement Formula: Unit members who are defined as “new members” under the PEPRA, are covered by the 2% at 62 formula provided for by the Public Employees’ Retirement Law at Government Code section 7522.20(a).

2. Retirement Benefit Calculation Period: For unit members defined as “new members” under the PEPRA such employees’ final compensation will be based on the highest annual average compensation earnable during the three consecutive years of employment immediately preceding the effective date of their retirement or any other three consecutive year period chosen by the employee as set forth in Government Code section 7522.32(a).

3. Payment of Employee/Member Contribution: New member employees are responsible for paying the employee contribution of one-half of the total normal cost of the plan, as defined by CalPERS, through a payroll deduction. This amount is determined by CalPERS each year in its annual valuation. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

Additional Optional Benefits for All Employees
The following list of optional benefits is listed here in the MOU for the convenience of the parties to reflect what is currently in the City’s contract with CalPERS. It is the City’s contract with CalPERS and the Public Employees’ Retirement Law that determines the application of these benefits to members of the Association.

1. 1959 Survivor's Benefit: The City’s contract with CalPERS provides Level 4 coverage under the 1959 Survivor's Benefit per Government Code section 21574.

Employees pay the employee premium for this benefit and the employer cost for the difference between the Level 3 and Level 4 survivor benefits.

2. Pre-Retirement Option 2W Benefit: The City’s contract with CalPERS provides for Pre-Retirement Optional 2W Benefit as set forth in Government Code Section 21548.

3. Military Service Credit: The City’s contract with CalPERS provides the Military Service Credit option set forth in Government Code section 21024.

4. Cost of Living Allowance: The City’s contract with CalPERS provides the benefit known as the 2% Cost of Living Allowance Increase as set forth in Government Code section 21329.

Corona Supervisors Association (CSA) MOU
2025 – 2027
15 5. Retired Death Benefit: The City’s contract with CalPERS provides the $500 Retired Death benefit as set forth in Government Code section 21620.

6. Two Years Additional Service Credit: The City’s contract with CalPERS provides the Additional Service Credit (Golden Handshake) – Two Years Additional Service Credit as set forth in Government Code section 20903.

7. Two Years Additional Service Credit: The City’s contract with CalPERS provides the Public Service” – Layoff Period – as set forth in Government Code section 21022. All associated costs are borne by the member electing to purchase the service credit.

8. Post Retirement Survivor Allowance: The City’s contract with CalPERS provides the Post Retirement Survivor Allowance as set forth in Government Code sections 21624, 21626, and 21628.

9. Post Retirement Survivor Allowance to Continue after Remarriage: The City’s contract with CalPERS provides the Post Retirement Survivor Allowance as set forth in Government Code section 21635.

10. Pre-Retirement Death Benefits to Continue after Remarriage of Survivor: The City’s contract with CalPERS provides the Pre-Retirement Death Benefits to Continue after Remarriage of Survivor as set forth in Government Code sections 21551.

11. Prior Service: The City’s contract with CalPERS provides the prior service benefit as set forth in Government Code section 20055.

C. Definitions of “New Member” and “Classic Member per the Public Employees’ Pension Reform Act of 2013 – PEPRA
The parties acknowledge that the PEPRA controls over definitions such as “new member” and “classic member” and put their understanding of the definitions in their MOU for informational purposes so that employees understand their retirement benefits.

New Member
Government Code section 7522.04(f) defines “new member” as follows:
"New member" means any of the following:
(1) An individual who becomes a member of any public retirement system for the first time on or after January 1, 2013, and who was not a member of any other public retirement system prior to that date.
(2) An individual who becomes a member of a public retirement system for the first time on or after January 1, 2013, and who was a member of another public retirement system prior to that date, but who was not subject to reciprocity under subdivision (c) of Section 7522.02.

Corona Supervisors Association (CSA) MOU
2025 – 2027
16 (3) An individual who was an active member in a retirement system and who, after a break in service of more than six months, returned to active membership in that system with a new employer.

Classic Member
CalPERS refers to all members who do not fit the definition of new member as a classic member.

ARTICLE 16 – TUITION REIMBURSEMENT
The City recognizes the value of an educated workforce and encourages employees to pursue higher education. This Section provides reimbursement to unit members for tuition and textbooks for job-related college courses leading to a job-related degree or certificate. Employees shall use their off-duty hours in the pursuit of higher education.

Subject to satisfaction of all criteria set forth in this Article 16, for education plans approved in writing by the City the City shall reimburse Members for the costs described in Section 16.2 up to a lifetime maximum amount of $10,000 per employee (“Lifetime Maximum”).

Section 16.1 – Pre-Approval
Unit members must apply for and receive written approval from their supervisor and Human Resources prior to enrolling in classes at an accredited educational institution with full accreditation status granted by an institutional or specialized accrediting body recognized by the U.S. Department of Education or the Council for Higher Education Accreditation.

Section 16.2 – Reimbursable Costs
The costs eligible for reimbursement are limited to tuition and books required for the course. Supplies, optional textbooks, mileage on the employee’s car, parking fees, lab fees, student fees, health fees, all other fees and costs are not reimbursable.

Section 16.3 – Administration
A unit member who voluntarily leaves employment with the City within one year of receiving a reimbursement per this Section shall be required to repay the City for any reimbursement received for during the 12 months preceding the employee’s termination date.

Section 16.4 – Procedure

1. Prior approval must be obtained by completing the College Tuition & Textbook Reimbursement Request available from the Human Resources Department, and a plan indicating the requisite course work leading to the degree or certificate approved by the educational institution. (The request shall be submitted through the employee’s Department Head for recommendation and to the Human Resources Department for approval. The Human Resources Department shall review and pre-approve requests for job relatedness and its decision shall be final.)

Corona Supervisors Association (CSA) MOU
2025 – 2027
17 2. Subject to the Lifetime Maximum, the City will reimburse eligible employees for completion of job related formal education leading to a job related degree or certificate at a rate equivalent to the California State University fee schedule for tuition.

3. An employee receiving funds for tuition and books paid for from other sources, including, but not limited to, grants, scholarships, and veteran's educational benefits, shall first apply [deduct] the amount of those funds to the amount being reimbursed by the City.

4. Upon satisfactory completion of the course, the employee must attach an official grade report and relevant receipts/bills to the request and submit it to the Human Resources Department for approval. Reimbursement will be made as soon as practical.

5. Employees must attain a grade of "C” or better for undergraduate courses and a grade of "B” or better for graduate courses. Those undergraduate courses taken for "credit" will be reimbursed so long as units are accrued at the rate of a "C" grade for undergraduate courses.

6. City vehicles shall not be used for transportation to and from courses.

ARTICLE 17 – REST AND MEAL PERIODS
Section 17.1 – Rest Periods
Employees shall be allowed but not required to take a rest period of fifteen (15) minutes during the first half of their shift and another rest period of fifteen (15) minutes during the second half of their shift.

Such rest periods shall be scheduled in accordance with the requirements of the Department, but in no case shall rest periods be scheduled within one (1) hour of the beginning or the ending of a work shift or lunch period unless pre-approved by a supervisor on an occasional basis. Rest periods may not be combined with meal periods to extend an employee’s meal period unless pre-approved by a supervisor on an occasional basis.

Rest periods shall be considered hours worked and employees may be required to perform duties, if necessary.

Section 17.2 – Meal Periods
Employees are required to take a meal period of at least thirty (30) minutes. The time off for meal periods shall not extend beyond the employee’s designated meal period without supervisor approval.

1. Except as otherwise provided by this MOU, meal periods are unpaid unless an employee is required by their supervisor to work through their meal period.

2. The procedure for taking a meal period shall be determined by the department director or their designee.

Corona Supervisors Association (CSA) MOU
2025 – 2027
18 ARTICLE 18 – ADDITIONAL BENEFIT PROVISIONS
Section 18.1 – Employee Assistance Program (EAP)
The City will provide an Employee Assistance Program to all employees free of charge. This counseling service will provide immediate 24-hour assistance in crisis situations, as well as counseling and referral services for employees and immediate family members who are experiencing personal, marriage, family, work, substance abuse, or financial problems.

Section 18.2 – Medicare Contribution
The City shall pay the employee’s Medicare contribution of 1.45% of salary.

CHAPTER 4 – LEAVES OF ABSENCE
ARTICLE 19 – ANNUAL LEAVE
Section 19.1 – Definition
Annual Leave is compensated absence, for employees who are absent from duty because of illness, injury, medical or dental care appointments, or personal vacation.

Section 19.2 – Accrual of Annual Leave
Full-time Employees: Each biweekly pay period, Annual Leave hours earned are posted to the account of each full-time employee as follows:

Years of Service
with the City
Accrual per
Pay Period
Annual Accrual
1 – 5 years 7.69 hrs. 200 hrs.
6 – 8 years 8.31 hrs. 216 hrs.
9 – 15 years 9.23 hrs. 240 hrs.
16 or more years 10.77 hrs. 280 hrs.

The above chart shall be interpreted as follows: completion of one year of service to completion of five years of service is the first level. Beginning of the sixth year to completion of the eighth year is the second level. Beginning of the ninth year to completion of the fifteenth year is the third level. The fourth level starts at the beginning of the employee’s sixteenth year.

Employees promoted into CSA who have one or more years of service with the City shall accrue Annual Leave based on their years of full-time service with the City, not based on time in service in a CSA classification.

Employees will continue to accrue Annual Leave while the employee is on any paid leave in a workweek, but do not accrue Annual Leave if on an unpaid leave for the entire pay period.

19.2.1 – Annual Leave during the First Year of Service with the City For probationary employees employed less than one full year with the City, they shall accrue Annual Leave as follows:

Corona Supervisors Association (CSA) MOU
2025 – 2027
19 During their initial probationary period, they shall accrue Annual Leave as Probationary Sick Leave at one-half the rate of a 1-5 year full time regular employee. They shall accrue the one-half of the Annual Leave at the rate of a 1-5 year full time regular employee as Annual Leave.

When the employee completes one year of service, any hours that the employee has accrued as Probationary Sick Leave shall be rolled into their Annual Leave account and their Probationary Sick Leave account will be eliminated.

At six (6) months, the probationary employee may request up to one week of “Advanced Annual Leave” for vacation purposes with the permission of their supervisor.

If an employee’s probation is extended, even though still on probation, once they are employed for one year they will accrue Annual Leave per the chart above as an employee who has completed one year of service.

Section 19.3 – Use of Annual Leave
a. Employees schedule Annual Leave for themselves by submitting requests to use their Annual Leave. Department Heads or their designees responsible for approving Annual Leave being requested in advance (as opposed to it being used for illness and injury where advance notice is not possible) shall grant the request if it is operationally feasible (i.e., services can still be provided without the employee) to do so. In each department, selection of vacation (i.e., when employees can use Annual Leave for vacation) shall be made using a process that is fair to the employees.

This can include seniority or some other equitable method. b. Employees who use Annual Leave time for illness or injury (i.e., like sick leave) are required to call into their supervisor at least 30 minutes prior to the start of their shift to inform the supervisor that the employee will not be coming to work that day. If the employee is unable to reach their supervisor by phone, the employee is required to send a text message or email to the supervisor that they are using Annual Leave as sick. The employee’s department head or designee may require the employee to furnish satisfactory evidence justifying the use of Annual Leave used as sick leave.

This may, for example, include a doctor’s note.
c. An employee who files a workers’ compensation claim where the question of industrial causation is delayed or the claim is not accepted by the City, may use their Annual Leave for the time they are unable to work because of their injury or illness. If the claim is accepted, the annual leave the employee used will be restored to their account.
d. An employee may not use more Annual Leave than they have accrued on the day prior to its first use.
e. Employees may use Annual Leave for the illness of a family member as described in Labor Code sections 233 and 245.5 – child, parent, spouse, registered domestic partner, sibling, grandchild, grandparent or designated person as well as for family emergencies.

Section 19.4 – Cash Out or Conversion of the Value of Annual Leave There are three situations described below when an employee may have their Annual Leave cashed out or converted to deferred compensation, Roth IRA or their Retirement Health Savings Account (RHS) by the City. All Annual Leave cashed out or converted to deferred compensation or RHS in this section

Corona Supervisors Association (CSA) MOU
2025 – 2027
20 will be valued at employees’ base hourly rate of pay for employees in Tier II, and base hourly rate of pay plus the 3% Longevity Pay for employees in Tier I.

19.4.1 – Maximum Accrual of Annual Leave – Conversion above 600 Hours On the last day of the last pay period that ends in each calendar year, if an employee has accrued more than 600 hours of Annual Leave, the Annual Leave hours in excess of 600 hours will be converted to the monetary equivalent as described in Section 19.4 and the employee shall have the following choice:
1) to have the dollar value placed in the Nationwide Retirement Health Savings Account on the employee’s behalf; or
2) to have the dollar value placed in the employee’s deferred compensation account (set up per IRS code section 457) or Roth IRA up to the maximum permitted by law. Any employee who chooses this option must advise Human Resources no later than December 1 each year. If the employee does not advise the City of this option by December 1, the value of the excess Annual Leave will be placed in the employee’s RHS account.

For employees who have informed the City that they will be retiring at the end of the calendar year, they will have the option to allow the hours above 600 to be converted to the RHS or have the hours above 600 subject to section 19.4.2.

19.4.2 – Separation from the City
Employees separating from the City have the following options regarding their accrued Annual Leave.

1. Employees can be paid (as taxable wages) for their accrued Annual Leave as described in Section 19.4.

2. Employees may make an irrevocable election prior to the first day of the month of separation to contribute accrued Annual Leave to the employee’s account provided under the City’s 457(b) plan. Contributions of Annual Leave to the 457(b) plan may not cause the employee to exceed the maximum annual deferral limitation for the year in which the contribution is made. If an employee chooses this option, any accrued Annual Leave that exceeds the maximum annual deferral limitations will be paid to the employee as a taxable cash payment.

3. Employees may also receive any amount of the value of their accrued Annual Leave as taxable cash with the remainder going into their deferred compensation account, up to the maximum amount permitted under the IRS Code.

19.4.3 – Annual Leave Cash Out
On or before the pay period which includes December 15 of each calendar year, an employee may make an irrevocable election to cash out up to 160 hours of Annual Leave that will be earned in the following calendar year. The employee can elect to receive the cash out in the one week after the pay day for the pay period that includes December 1.

Corona Supervisors Association (CSA) MOU
2025 – 2027
21 In addition to the above, an employee who has an “unforeseen emergency” (defined as an unanticipated emergency that is caused by an event beyond the control of the employee and that would result in severe financial hardship to the employee if early withdrawal were not permitted) shall be entitled to make a request to the Chief Talent Officer for a payoff of accrued flex leave.

The amount of Annual Leave which may be cashed out is limited to the amount necessary to meet the emergency. If there is an unforeseen emergency, an employee can cash out Annual Leave earlier in the year than described above.

19.4.4 – Donating Annual Leave
Employees may donate annual leave to their fellow employees per requirements of the City’s Voluntary Donation of Annual Leave Policy.

ARTICLE 20 – HOLIDAYS
Section 20.1 – Holiday Schedule
All unit members shall observe the following holidays.

1. January 1st, New Year's Day

2. Third Monday in January, Martin Luther King Jr. Day

3. Third Monday in February, President’s Day

4. Last Monday in May, Memorial Day

5. Juneteenth – June 19

6. July 4, Independence Day

7. First Monday in September, Labor Day

8. November 11, Veteran's Day

9. Fourth Thursday in November, Thanksgiving Day

10. Friday immediately after Thanksgiving Day

11. December 24, Christmas Eve

12. December 25, Christmas Day

13. December 31, New Year's Eve

14. Every day appointed by the President, or Governor or Mayor, with the consent of the City Council, except for every day on which an election is held throughout the State.

Corona Supervisors Association (CSA) MOU
2025 – 2027
22 Section 20.2 – How Holidays are Observed and Paid
Employees in the unit work either “with regard to holidays” or “without regard to holidays”. Employees who work “with regard to holidays” have holidays off and employees who work “without regard to holidays” work in positions where the employee is required to work on a holiday.

Employees who work with regard to holidays: (Employees in all classifications, except those listed below):

All holidays in the above list will be observed on the actual day of the holiday except for holidays that occur on a Sunday. For holidays that occur on a Sunday the observed day shall be the following Monday. If July 4th falls on a Sunday and an employee wishes to treat July 4th as the holiday (as opposed to the following Monday July 5th), the rules will apply to July 4th and the employee would need to use Annual Leave to cover July 5th.

If the observed holiday falls on an employee’s regular workday, and the employee does not work on that day, they shall be paid for their regularly scheduled hours, up to ten hours. For employees who work schedules in excess of ten (10) hours per day, they can use annual leave to be paid for the hours above ten (10) hours on a holiday. Employees without such leave will only be paid for ten hours for the holiday.

For holidays that fall on the employee’s regular day off, employees shall accrue Annual Leave hours equal to the number of hours of their regular shift, up to a maximum of ten (10) hours per day. These Annual Leave hours may be used by the employee (including employees on their initial probationary period) as Annual Leave.

If the employee is required to work on a holiday due to an emergency, other unintended event, or as assigned by the employee’s supervisor or manager (whether it is their regularly scheduled workday or day off) the employee shall be paid time and one-half for all hours worked, plus accrue 10 hours of Annual Leave.

Employees who work without regard to holidays. Employees who work as Public Safety Dispatch Supervisors:

For employees who work “without regard to holidays”, a holiday will be observed on the actual dates above. Since those employees typically work on a holiday, the employee shall be paid time and one-half for all hours worked on the holiday, plus receive pay for 10 hours in lieu of holiday leave.

If the holiday falls on the employee’s regular day off, the employee shall accrue 10 hours of Annual Leave.

If the holiday falls on the employee’s regular workday but employee does not work on that day, then the employee will paid for their regular shift, up to 10 hours. If the employee’s regular shift is longer than 10 hours the employee may supplement Annual Leave to receive a full paycheck for that day.

Rule Applicable to All Employees Whether They Work With or Without Regard to Holidays An employee is deemed to “work” on the day their shift starts. For example, if the holiday falls on Thursday, an employee working a shift that begins Wednesday night and ends on Thursday

Corona Supervisors Association (CSA) MOU
2025 – 2027
23 morning is not considered to work on the holiday; however, an employee whose shift begins Thursday night and ends Friday morning is considered to work on the holiday.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation the additional compensation paid to employees who are normally required to work on holidays because they work positions that require scheduled staffing without regard to holidays shall be reported to CalPERS as compensation earnable or pensionable compensation per Title 2 CCR, Section 571(a)(5) and 571.1(b)(4) as a “Holiday Pay”. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

ARTICLE 21 – COMPASSIONATE LEAVE
Compassionate Leave: Paid leave for up to (5) days, not to exceed 40 hours, may be granted to a regular employee in the case of death in their family. For the purposes of clarification, family is defined as: spouse, parents (natural, adopted or step), legal guardians, siblings, children (natural, adopted or step), grandparents, grandchildren, current in-laws (brother, sister, mother, father, son, daughter or grandparents).

ARTICLE 22 – IN LIEU LEAVE
Employees in CSA employed in classifications designated as exempt from overtime under the Fair Labor Standards Act (FLSA) shall have the ability to use In Lieu Leave.

Section 22.1 – Accrual of In Lieu Leave
Employees eligible to accrue In Lieu Leave accrue twenty-seven (27) hours of In Lieu Leave per quarter (July 1 – September 30, October 1 – December 31, January 1 – March 31 and April 1 – June 30) based on a fiscal year. Up to eighty (80) hours of In Lieu Leave not used by the last day of the last pay period ending in June or scheduled to be used (by that same date) by June 30 of each fiscal year will carry over to the next fiscal year. As permitted by Labor Code section 227.3, any In Lieu Leave in excess of eighty (80) hours (i.e., since employees can accrue twenty-seven (27) hours per quarter, they accrue 104 hours per fiscal year) not used by the last day of the last pay period ending in June or scheduled to be used (by that same date) by June 30 of each fiscal year will not carry over to the next fiscal year and will be lost as part of the last payroll period of the fiscal year. Employees will start each new fiscal year with a new accrual of 27 hours of In Lieu Leave as well as any In Lieu Leave hours (up to 80 hours) carried over from the prior fiscal year. In Lieu Leave cannot be cashed out, as it has no cash value.

Employees who become eligible for In Lieu Leave in the middle of a quarter (i.e., they are hired or promoted into CSA in the middle of a quarter) shall earn 4.16 hours of In Lieu Leave per pay period until the end of the quarter. At the beginning of the next quarter, they shall accrue 27 hours of In Lieu Leave.

Section 22.2 – Use of In Lieu Leave
A. In Lieu Leave must be used in quarter hour increments. Employees must request and obtain approval by their department head to use In Lieu Leave as they would request Annual Leave.

Requests will be approved if the department’s schedule can accommodate the request.

Corona Supervisors Association (CSA) MOU
2025 – 2027
24 B. Employees shall only use In Lieu Leave hours that have been previously accrued during the fiscal year. Employees shall not be permitted to have a negative balance in their In Lieu Leave hour balance or use In Lieu Leave they have not yet accrued.

C. In Lieu Leave cannot be donated to another employee.

D. Employees cannot use unused In Lieu Leave upon separation from employment or retirement, in order to extend the employee’s date of separation or date of retirement.

ARTICLE 23 – JURY DUTY AND WITNESS LEAVE
Section 23.1 – Jury Duty
An employee who is called for jury duty shall be compensated (as though they were working) for those hours of absence due to the jury duty that occurs during the employee’s regularly scheduled working hours. Employees are required to provide documentation to Human Resources that they are on jury duty and once completed, provide documentation from the court that they have completed their jury duty service. This documentation is necessary for employees to receive pay for jury duty.

If a unit member is required to be absent from work to report for jury duty, the employee will notify their supervisor of the absence as soon as possible, including, a phone message or email the night before if the employee finds out via a phone recording that they must report the next day.

An employee on jury duty must return to work after the jury service is done for the day if there are still four hours or more left on their shift or supervisors may approve an employee work the remainder of their shift remotely, or the employee may also ask their supervisor to use leave to cover the rest of their shift.

An employee who is called to jury duty on a non-working day will not receive compensation or be authorized to change their schedule as a result of being called to jury duty.

An employee who is scheduled for a swing or graveyard shift on a day they are called to jury service will be authorized to change their work hours in order to report to jury service under the same provisions of 1-3 above.

Section 23.2 – Witness Leave
Any employee who is required to serve as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding in a manner related to City business shall be allowed time off without loss of pay to perform such duties. All fees to which the employee is entitled by law for such services shall be paid (less transportation allowance, if any) to the City. Per California Labor Code Section 230(b), an employee shall be allowed time off without pay (unless approved Annual Leave is used) to appear at a matter outside the scope of their employment in which the employee is a party.

Corona Supervisors Association (CSA) MOU
2025 – 2027
25 CHAPTER 5 – EMPLOYER-EMPLOYEE RELATIONS
ARTICLE 24 – ASSOCIATION ACTIVITIES
Section 24.1 – Association Dues
The City will deduct dues from members of the Association and will remit it to the Association. It is the Association’s responsibility to inform the City’s Human Resources Department as to which members of the bargaining unit are members of the Association. The Association shall inform the Human Resources Department in writing of any changes in the membership status of any Association members.

No deductions will be made when the salary, after taxes, retirement, garnishments or other deductions authorized by the member or required by law is insufficient to pay the dues, etc. The Association agrees to defend, 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 any action taken or not taken by the City under this provision.

Section 24.2 – Use of City Equipment and Facilities
CSA will be allowed to use City office equipment for CSA business, subject to reasonable approval of the City Manager. Additionally, CSA will be allowed the use of City meeting rooms for membership meetings, as available.

Section 24.3 – Time for Processing Grievances
Members of the CSA’s Board of Directors and its officers, not to exceed three, may be allowed reasonable time away from their City duties to investigate and assist in the processing of grievances without loss of pay.

Section 24.4 – Preparation for Negotiations for a Successor MOU Beginning five months prior to the expiration of this MOU, up to seven CSA members will be permitted to use up to two hours per month to prepare for negotiations for a successor MOU. A list of the seven members shall be provided to the Human Resources Department. Permission to use the time shall be requested from each employee’s department head and such permission shall be granted promptly unless an employee’s absence would cause undue interruption of work.

ARTICLE 25 – NOTIFICATION TO THE ASSOCIATION
Section 25.1 – Notification Regarding Reclassification
If the City reclassifies a classification in CSA thereby causing the classification to no longer be a supervisor, and therefore no longer appropriate for representation by CSA, the City will provide at least thirty (30) days written notice to CSA.

Section 25.2 – Notification of Separation
The City Human Resources Department will notify CSA of the separation of any member.

Corona Supervisors Association (CSA) MOU
2025 – 2027
26 ARTICLE 26 – MANAGEMENT RIGHTS
The Association recognizes that the City has and will continue to retain, whether exercised or not, the unilateral and exclusive right to operate, administer, and manage its municipal services and work force performing those services in all respects subject to this MOU. The City Manager and department heads have and will continue to retain exclusive decision-making authority on matters not specifically and expressly modified by specific provisions of this MOU, and such decision- making shall not be in any way, directly or indirectly, subject to the grievance procedure.

The exclusive rights of the City shall include, but not be limited to: the right to determine the organization of the City government and the purpose and mission of its constituent agencies; (including the creation of any classifications to be added to this bargaining unit); determine the content and intent of job classifications; changes in classifications, including reclassifications, to set standards of service to be offered to the public, and through its management officials to exercise control and discretion over its organization and operation; to establish and effect administrative regulations and employment rules and regulations consistent with law and the specific provisions of this MOU; to direct its Association members; to take disciplinary action for just cause; to relieve its Association members from duty because of lack of work or for other legitimate reasons; to determine whether goods or services shall be made, purchased, or contracted for; to determine the methods, means, and personnel by which the City's services are to be provided, including the right to schedule and assign work and overtime and to otherwise act in the interest of efficient service to the community.

Although parties acknowledge the management rights as outlined in this article, parties agree the Association does not waive its right to bargain the impacts and effects of decisions as provided under the law.

The parties agree to establish a joint Labor-Management Committee that will meet per a mutually agreeable schedule. Participation in these meetings is at the discretion of the parties.

ARTICLE 27 – NON-DISCRIMINATION
The parties mutually reaffirm their respective policies of non-discrimination in the treatment of any employee because of race, religion, sexual orientation, medical condition, gender, gender identity, gender expression, color, sex, age, disability, national origin, ancestry, or any other protected classification recognized by the law.

ARTICLE 28 – PROBATIONARY PERIOD
Section 28.1 – Length of Probationary Period
The probationary period for all positions in the bargaining unit shall be one year. Employees on their initial probationary period are at-will employees. If an employee passes their probationary period, they shall become regular employees. If an employee is rejected from probation, they are not entitled to due process to challenge the decision to reject them from probation.

Employees promoted into CSA from another classification in the City or promoted to a higher classification within CSA shall be subject to a six-month probationary period. If an employee is rejected from probation having previously passed probation in the classification from which they promoted, they shall be entitled to return to their prior position if it is still not filled or to a comparable position (i.e., meets the minimum qualifications and is at or below the level of the employee’s prior position. If below,

Corona Supervisors Association (CSA) MOU
2025 – 2027
27 the employee will be Y-rated at the level of their prior position) if their prior position is no longer available.

Section 28.2 – Extension of Probation
An employee’s probationary period can be extended for three reasons:
1) The employee was on a leave of absence without pay for any workdays during probation.

The employee’s probationary period shall be extended for the number of workdays the employee was on the leave of absence without pay.
2) The employee was unable to work due to an industrially caused injury or illness. The employee’s probationary period shall be extended for the number of workdays the employee was unable to work due to the industrially caused injury or illness. 3) Based on the discretion of the employee’s department head with the approval of the Human Resources Department, the employee’s probationary period may be extended up to six (6) months in three-month increments. If this decision is made, the City will inform the probationary employee in writing that their probation has been extended prior to any extension and will inform the employee of the new date upon which their probationary period will end.

ARTICLE 29 – LAYOFF PROCEDURE
An employee could be subject to lay off for lack of work, budgetary reasons, technological changes or other City actions that necessitate a reduction in the work force. This Article will address the layoff procedures the City will follow.

Section 29.1 – Order of Layoff
No regular full-time unit member shall be laid off from any department while there are any non-regular employees (not including federally funded) serving in the same classification in the same department.

In each department in which there is to be a layoff, employees shall be laid off as follows:

A list shall be created of the employees in the affected classification (in the same department) based upon years of service in the classification with the least senior employee at the top of the list. If there is just one employee in this classification, this is the employee subject to layoff. If there is more than one employee in the same classification in the department, the order of layoffs will be based on seniority in the classification.

Section 29.2 – Bumping Rights
An employee subject to layoff shall be entitled to bump to a position in a classification they previously held if they have more overall City seniority in such classification (which includes time in the previous held classification and time in class as a supervisor) and held regular status (i.e., they passed probation) in such classification. The employee seeking to bump must meet the current minimum qualifications for the classification into which they seek to bump and be capable of performing the duties of the classification. The bumped employee shall be laid off unless they have the ability to bump another employee subject to the same requirements of the initial employee who was able to bump.

Corona Supervisors Association (CSA) MOU
2025 – 2027
28 Section 29.3 – Notice of Layoff
Each unit member laid off shall be given written notice of layoff not less than one month prior to the effective date, or shall be paid severance pay of 160 hours at the employee’s base hourly rate and shall be advised of their reemployment rights. Employees who have accrued Annual Leave will be paid off for their accrued annual leave on their final check.

Section 29.4 – Reemployment
Laid off employees or those who used bumping rights shall be placed on a reemployment list for the classification they held at the time they were laid off. If more than one employee in the classification (in the same department) is on the reemployment list, the employee with the greatest seniority in the classification shall be at top of the list. The remainder of employees on the list shall be on the list in the order of their seniority in the classification. The reemployment list shall exist for two (2) years at which time it will expire.

If a vacancy occurs in the classification in the department from which the employee was laid off, an employee on the reemployment list shall be offered the position. If there is more than one employee on the reemployment list, the City shall select the employee with the most seniority in the classification.

Any employee offered reemployment from the reemployment list must respond to the offer within fourteen (14) calendar days of the offer being made, and be available to report to work within thirty (30) calendar days. An employee who is offered a position off the reemployment list who fails to respond within fourteen (14) days or is unable to report to work with thirty (30) days shall be removed from the list. If no former unit member on the list accepts reemployment, the list shall expire at that time.

An employee who has been laid off and is re-employed within two (2) years from the effective date of their layoff shall be entitled to:

1. Restoration of seniority accrued prior to layoff.

2. The same Annual Leave accrual rate that was in effect prior to layoff.

3. Placement on the salary range at the same location held prior to layoff if the employee is reinstated to the same job classification from which they were laid off.

If the person who is re-employed had not satisfactorily completed the required probationary period in the classification prior to layoff, they shall serve a probationary period upon re-employment.

Section 29.5 – Furlough
The City shall not reduce an employee’s work hours (i.e., furlough) without first meeting and conferring with the CSA. If the City proposes to reduce any employee’s hours, CSA will promptly meet and confer with the City.

ARTICLE 30 – DISCIPLINE
Although probationary employees may be rejected from probation for any lawful reason, once an employee passes their probationary period, they shall only be subjected to discipline resulting in the loss of pay (defined as termination, demotion, suspension, or reduction in pay) if the City can support its position by a

Corona Supervisors Association (CSA) MOU
2025 – 2027
29 preponderance of the evidence. Such disciplinary action will be subject to the pre-action process described in Section 30.1 below and the disciplinary appeal process in Section 30.2 below.

Any time an employee is asked to meet with a City representative and the employee has a reasonable basis to believe that the meeting itself may lead to discipline, the employee has the right to have a CSA representative (which may also include a second non-City employee representative) present at the meeting.

Per the law, employees have access to their personnel files. In addition, prior to the entrance of anything derogatory into an employee’s personnel file, the employee shall be provided a copy of the document. The employee will then have 30 days in which to place any comments on the document or otherwise respond to the document.

An employee, or a CSA representative with the written consent of the employee, may inspect the employee’s personnel files. The inspection shall be made in the presence of a staff member from Human Resources. If requested by the employee, copies of the record, or any portion thereof, may be provided to the employee, or anyone designated by the employee.

Written reprimands are not subject to the pre-action process and may not be appealed. However, an employee may submit a written response (within 30 calendar days of receipt of the document) to receiving any of these documents. The employee’s response shall be attached to the document in the employee’s personnel file.

Section 30.1 – Pre-Action Due Process for Discipline Resulting in Loss of Pay (Termination, Demotion, Suspension, and Reduction in Pay)
Prior to being subject to any discipline that results in the loss of pay, an employee will first be served with a notice of intent to discipline by their supervisor, manager or department head. This document will set forth the grounds for discipline, the facts supporting the grounds and all evidence to which the employee is entitled by law. The notice of intent to discipline will also advise the employee of any prior discipline which the City representative issuing the notice believes is relevant to the current discipline.

In addition, the notice of intent will advise the employee of their right to respond to the proposed discipline either in writing or orally at a meeting. If the employee does not respond within the time limits, the discipline will be imposed.

If the employee chooses to respond in writing, they must insure their response is received by the representative who issued the notice of intent to discipline within seven (7) calendar days of receiving the notice of intent to discipline. If the employee wishes to respond orally, they must call or write the City representative who issued the notice of intent to discipline within seven (7) calendar days of receiving the notice of intent to discipline informing the representative that they wish to have an oral response. The City representative will advise the employee when the meeting (known as a Skelly meeting) will take place.

At the Skelly meeting (assuming the employee wants to respond orally) the employee has the right to be represented. The Skelly meeting is not a hearing. It is an opportunity for the employee and/or their representative to respond to the notice of intent to discipline. The employee may be represented at the Skelly meeting by a representative of their choice.

The City representative who will hear the response may or may not be the person who issued the notice of intent to discipline. The decision will either be to impose the proposed discipline, impose no discipline or to impose a lesser discipline. The City representative hearing the response does not have authority to impose discipline that is greater than that which was proposed.

Corona Supervisors Association (CSA) MOU
2025 – 2027
30 If the discipline is imposed or if it is reduced but there is still some discipline imposed, the City representative shall issue a notice of discipline. Like the notice of intent, the notice of discipline shall set forth the grounds, and facts supporting the discipline as well as any prior discipline relied on by the City representative in imposing the discipline. The notice of discipline will also set forth the employee’s appeal rights advising the employee that if they wish to appeal the discipline, they must do so in writing by serving a notice of appeal to the Chief Talent Officer within seven (7) calendar days.

The Notice of Discipline will set forth the effective date of the discipline.

Section 30.2 – Appeal of Discipline Resulting in Loss of Pay – Advisory Arbitration If an employee desires to appeal a disciplinary action, they (or their representative) shall submit a written notice of appeal. A representative of the City shall contact either the employee or their identified representative within ten (10) calendar days of receipt of the notice of appeal to determine whether the parties can agree on an advisory arbitrator to hear the appeal. If the parties can agree, the representative for the City shall contact the agreed upon arbitrator to determine their availability for the hearing. If the parties cannot reach agreement on an arbitrator, the Chief Talent Officer or designee will send a letter to the State Mediation and Conciliation Service requesting a list of seven (7) arbitrators.

Once the list is received, the representatives of the parties shall strike names until an arbitrator is chosen. The parties shall toss a coin to determine who shall strike the first name. Once the arbitrator is selected, the parties will contact the arbitrator to schedule a hearing.

During the hearing, the formal rules of evidence do not apply. The cost of the list of arbitrators, the arbitrator themselves, and the court reporter shall be split between the City and the Association unless the Association is not financially supporting the appeal by providing representation for the employee.

Once the arbitrator issues their advisory recommendation, they will submit it to the City Manager as well as both parties’ representatives.

The arbitrator shall provide copies to both parties’ representatives. Within ten (10) calendar days from the receipt of the advisory arbitration's recommendation, both parties’ representatives may submit to the City Manager a brief statement, not exceeding three (3) double-spaced pages, stating whether they believe the advisory arbitrator's recommendation is correct or not and why. Within thirty-five (35) days of receipt of the advisory arbitrator's recommendation, the City Manager shall issue and send their final written decision to the parties.

The City Manager may accept, reject or modify the advisory arbitrator's recommendation or any part thereof. In no case, however, may the City Manager increase the penalty above that imposed by the department head. The City Manager's decision shall be final and binding. In reaching their decision, the City Manager shall review the advisory arbitrator's recommendation, the brief statement (if any) on the advisory arbitrator's recommendation submitted by the parties to the City Manager, and the evidence, both documentary and testimonial, and arguments presented to the advisory arbitrator.

The employee has the right to appeal the City Manager’s decision in accordance with California Code of Civil Procedure section 1094.6 that provides a 90-day statute of limitations.

ARTICLE 31 – GRIEVANCE PROCEDURE
The Grievance Procedure is established to provide a consistent process for the fair and expeditious resolution of grievances.

Corona Supervisors Association (CSA) MOU
2025 – 2027
31 A. Definition of a Grievance: A Grievance an allegation by one or more an employee or the CSA that there has been a misinterpretation, misapplication or violation of the MOU.

B. Steps in the Grievance Process

1. Informal Step - (Immediate Supervisor)
a. An employee(s) who believes that they have grievance related to their rights under the MOU should present the grievance to their immediate supervisor, orally. If the Association is the grievant, it shall submit the grievance at step 2 as provided below in step 2.

2. Formal Grievance - Step One (Department Head) – Employee or Association a. The employee or their representative shall present the grievance in writing to their Department Head within 60 days of the event giving rise to the grievance.

The grievance must state the nature of the grievance (e.g., Article and Section of the MOU alleged to be violated).
b. Within seven (7) calendar days of the submission of the grievance, the Department Head, shall meet with the grievant and the grievant's representative, if any. Within seven (7) days of the meeting, the Department Head or designee shall provide a written decision regarding the grievance and send it to the grievant.

3. Formal Step Two - Chief Talent Officer
a. If the grievant is not satisfied with the decision of the Department Head, the grievant or their representative shall present the grievance in writing to the Chief Talent Officer within 15 calendar days of the response from the Department Head. b. Within ten (10) calendar days of the presentation of the grievance the Chief Talent Officer and, if necessary, other City representatives, will meet with the grievant and the grievant’s representatives to discuss the grievance. The meeting will take place during regular City Hall business hours at a mutually agreeable time.

The Chief Talent Officer shall, within ten (10) calendar days provide a written decision regarding the grievance and send it to the grievant.

4. Formal Step Three - (Advisory Arbitration)
a. If the grievance has not been resolved in the foregoing steps, the grievant or the grievant's representative shall advise the Chief Talent Officer in writing within fifteen (15) calendar days following receipt of the written decision from the Chief Talent Officer that the matter is being appealed to advisory arbitration.
b. The Chief Talent Officer, within ten (10) calendar days, will request a list of seven arbitrators from the office of State Mediation and Conciliation and the parties will either mutually select an arbitrator or exercise an alternate striking process of the names on the list provided by SMCS with the parties flipping a coin as to which party will make the first strike.

Corona Supervisors Association (CSA) MOU
2025 – 2027
32 c. The arbitrator will conduct an arbitration in such manner as they deem appropriate, provided however, each party shall have the right to make opening statements, examine and cross examine witnesses and introduce evidence.
d. Within 45 days of conclusion of the arbitration, the arbitrator will issue an advisory recommendation to the City Manager and the parties.
e. The City and the grievant shall share equally the costs of the arbitrator and the court reporter. Each party shall bear their own costs of representation and shall pay the cost of transcripts, if desired.
f. The City Manager will issue their final decision on the grievance within twenty (20) days of receipt of the advisory recommendation of the arbitrator. g. The grievant has the right to appeal the City Manager’s decision in accordance with California Code of Civil Procedure section 1094.5 that provides a 90-day statute of limitations.

C. Rules regarding the Grievance Procedure

1. No employee shall be subject to any adverse actions or consequences for filing of a grievance in good faith.

2. An employee is entitled to representation in the preparation and presentation of a grievance at any step in the grievance procedure.

3. Grievances must be filed as described in the steps. Unless there is an agreement in writing to extend any of the time timelines, if the grievance is not timely filed, it shall be deemed to be either untimely or abandoned and no grievance shall be deemed to exist.

4. Grievances involving the same or similar issues may be consolidated for presentation at the discretion of the City.

5. Any grievance may be withdrawn by the grievant at any time.

6. Any step or steps in this grievance procedure can be waived by agreement between the grievant and the City Manager or their designee.

7. This grievance procedure is the sole and exclusive method for alleging a violation, misinterpretation or misapplication of any provision of this MOU. This provision does not preclude the filing of any court action for a violation of law, an unfair practice charge at the Public Employment Relations Board, or the filing of a writ of administrative mandamus, per Code of Civil Procedure section 1094.5 following the City Council’s decision on the grievance.

ARTICLE 32 – FITNESS FOR DUTY EXAMINATIONS
An employee may be required to participate in a fitness for duty medical examination with City physician if a determination is made that the examination is job-related and consistent with business necessity. The examination may only be requested by the department head, with the approval of the Human Resources Department. Such an examination will only be required if it is determined based on objective evidence that the employee is having difficulty performing their job.

Corona Supervisors Association (CSA) MOU
2025 – 2027
33 ARTICLE 33 – NO STRIKE CLAUSE/CONCERTED ACTION
The parties to this MOU recognize their mutual responsibility to provide the citizens municipal services.

During the term of the MOU, no employee of the Unit shall not instigate, participate, afford leadership to a strike against the City, or engage in any form of concerted action to withhold service from the City. Upon determination that an employee willfully engaged in a strike or concerted action, the employee(s) may be separated from employment.

ARTICLE 34 – ENTIRE AGREEMENT AND SEVERABILITY
Section 34.1 – Entire Agreement
This MOU supersedes all prior agreements, whether written or oral, unless expressly stated to the contrary herein, and constitutes the complete and entire agreement between the parties, and concludes collective bargaining for its term unless otherwise expressly provided herein.

The City and the CSA, for the duration of this MOU, 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 covered in this MOU, including the impact of the City’s exercise of its rights as set forth herein on wages, hours or terms and conditions of employment. The parties acknowledge that there may be terms and conditions of employment not specifically included in this MOU, that may qualify as a past practice. If such past practices exist, they cannot be changed without completing the meet and confer process. This section does not waive the right to bargain over any subject or matter not covered in this MOU which is a mandatory subject of bargaining.

Section 34.2 – Severability
If any provision of this MOU is deemed by a court of competent jurisdiction to be illegal or otherwise unenforceable, the remaining provisions of this MOU shall remain in full force and effect. In the event of such invalidation, the City and the Association shall meet and confer in good faith concerning such invalidation.

Corona Supervisors Association (CSA) MOU
2025 – 2027
34 APPENDIX A – CSA MEMBERS AND SALARIES
Title Range
Bottom
Monthly
Salary
Top Monthly
Salary Range
Bottom
Monthly
Salary
Top Monthly
Salary Range
Bottom
Monthly
Salary
Top Monthly
Salary
Animal Control Supervisor 201 $ 6,419 $ 7,802 210 $ 6,714 $ 8,161 216 $ 6,918 $ 8,408 Building Inspection Supervisor 263 $ 8,745 $ 10,630 286 $ 9,808 $ 11,922 292 $ 10,106 $ 12,284 Building Official 320 $ 11,621 $ 14,125 346 $ 13,230 $ 16,081 352 $ 13,631 $ 16,569 Business Supervisor 239 $ 7,758 $ 9,430 248 $ 8,115 $ 9,863 254 $ 8,361 $ 10,163 Chief Distribution Operator 312 $ 11,166 $ 13,572 322 $ 11,737 $ 14,266 328 $ 12,094 $ 14,700 Chief Reclamation Operator 312 $ 11,166 $ 13,572 322 $ 11,737 $ 14,266 328 $ 12,094 $ 14,700 Chief Water Operator 312 $ 11,166 $ 13,572 322 $ 11,737 $ 14,266 328 $ 12,094 $ 14,700 CIP Supervisor 311 $ 11,110 $ 13,505 328 $ 12,094 $ 14,700 334 $ 12,461 $ 15,146 Code Compliance Supervisor 225 $ 7,235 $ 8,794 236 $ 7,643 $ 9,290 242 $ 7,875 $ 9,573 Construction Manager 302 $ 10,623 $ 12,912 311 $ 11,110 $ 13,505 317 $ 11,448 $ 13,915 Construction Superintendent 287 $ 9,857 $ 11,981 296 $ 10,310 $ 12,531 302 $ 10,623 $ 12,912 Customer Care Supervisor 239 $ 7,758 $ 9,430 248 $ 8,115 $ 9,863 254 $ 8,361 $ 10,163 Deputy Chief Operator - Water 292 $ 10,106 $ 12,284 302 $ 10,623 $ 12,912 308 $ 10,945 $ 13,304 Deputy Chief Operator - Water Reclamation 292 $ 10,106 $ 12,284 302 $ 10,623 $ 12,912 308 $ 10,945 $ 13,304 Development Services Manager 312 $ 11,166 $ 13,572 329 $ 12,154 $ 14,773 335 $ 12,523 $ 15,222 Environmental Compliance Supervisor 225 $ 7,235 $ 8,794 225 $ 7,235 $ 8,794 231 $ 7,455 $ 9,062 Facilities Maintenance Supervisor 246 $ 8,034 $ 9,766 246 $ 8,034 $ 9,766 252 $ 8,278 $ 10,062 Fleet Superintendent 247 $ 8,074 $ 9,814 265 $ 8,833 $ 10,736 271 $ 9,101 $ 11,062 Library Supervisor 219 $ 7,022 $ 8,535 236 $ 7,643 $ 9,290 242 $ 7,875 $ 9,573 Maintenance Manager 309 $ 11,000 $ 13,371 318 $ 11,505 $ 13,985 324 $ 11,855 $ 14,410 Park Ranger Supervisor 202 $ 6,451 $ 7,841 202 $ 6,451 $ 7,841 208 $ 6,647 $ 8,080 Parks Supervisor 246 $ 8,034 $ 9,766 246 $ 8,034 $ 9,766 252 $ 8,278 $ 10,062 Plan Check Manager 302 $ 10,623 $ 12,912 321 $ 11,679 $ 14,196 327 $ 12,033 $ 14,627 Planning Manager 312 $ 11,166 $ 13,572 329 $ 12,154 $ 14,773 335 $ 12,523 $ 15,222 Police Records Supervisor 206 $ 6,581 $ 7,999 219 $ 7,022 $ 8,535 225 $ 7,235 $ 8,794 Principal Civil Engineer 311 $ 11,110 $ 13,505 328 $ 12,094 $ 14,700 334 $ 12,461 $ 15,146 Principal Engineer 311 $ 11,110 $ 13,505 328 $ 12,094 $ 14,700 334 $ 12,461 $ 15,146 Public Safety Communications Manager 279 $ 9,472 $ 11,513 292 $ 10,106 $ 12,284 298 $ 10,413 $ 12,657 Public Safety Dispatch Supervisor 241 $ 7,836 $ 9,525 249 $ 8,155 $ 9,913 255 $ 8,403 $ 10,214 Public Works Inspection Supervisor 263 $ 8,745 $ 10,630 286 $ 9,808 $ 11,922 292 $ 10,106 $ 12,284 Real-Time Information Center Supervisor 217 $ 6,952 $ 8,450 225 $ 7,235 $ 8,794 231 $ 7,455 $ 9,062 Recreation Supervisor 212 $ 6,781 $ 8,242 212 $ 6,781 $ 8,242 218 $ 6,987 $ 8,493 Senior Engineer 281 $ 9,566 $ 11,628 298 $ 10,413 $ 12,657 304 $ 10,729 $ 13,042 Senior Engineer-Traffic 291 $ 10,056 $ 12,223 308 $ 10,945 $ 13,304 314 $ 11,278 $ 13,708 Senior Planner 264 $ 8,789 $ 10,683 289 $ 9,956 $ 12,101 295 $ 10,258 $ 12,469 Support Services Manager 279 $ 9,472 $ 11,513 292 $ 10,106 $ 12,284 298 $ 10,413 $ 12,657 Sustainability Supervisor 239 $ 7,758 $ 9,430 248 $ 8,115 $ 9,863 254 $ 8,361 $ 10,163 Utility Billing and Administration Manager 304 $ 10,729 $ 13,042 318 $ 11,505 $ 13,985 324 $ 11,855 $ 14,410 Utility Maintenance Superintendent 287 $ 9,857 $ 11,981 296 $ 10,310 $ 12,531 302 $ 10,623 $ 12,912 Effective December 28, 2024 Effective December 27, 2025 Effective December 26, 2026

Corona Supervisors Association (CSA) MOU
2025 – 2027
35 APPENDIX B – UNIFORM VALUE
Dept Position Uniform Group
2024
Annual
Value
Utilities Chief Distribution Operator Utilities - CSA $ 425 Utilities Chief Reclamation Operator Utilities - CSA $ 425 Utilities Chief Water Operator Utilities - CSA $ 425
Pub Wks Construction Superintendent Public Works - CSA $ 850 Utilities Deputy Chief Operator - Water Utilities - CSA $ 425 Utilities Deputy Chief Operator - Water Reclamation Utilities - CSA $ 425 Pub Wks Fleet Superintendent Fleet - CSA $ 400
Com Svcs Maintenance Supervisor Facilities - CSA $ 535
Com Svcs Park Ranger Supervisor Parks - CSA $ 420
Com Svcs Parks Supervisor Parks - CSA $ 420
Utilities Utility Maintenance Superintendent Utilities - CSA $ 425

Corona Supervisors Association (CSA) MOU
2025 – 2027
36 FOR THE CITY OF CORONA
Brett Channing
Assistant City Manager
Date
Lori Sassoon
Chief Talent Officer
Date
Kim Sitton
Finance Director
Date
Julie Kennicutt
Budget Manager
Date

FOR THE CORONA SUPERVISORS ASSSOCIATION
Jeff Nelson
President CSA
Date
Chris-Tina Smith
Vice President CSA
Date
Kyle Delaney
Membership Coordinator
Date

CORONA

POLICE EMPLOYEES

ASSOCIATION

MEMORANDUM

OF UNDERSTANDING
JANUARY 1, 2025 THROUGH
DECEMBER 31, 2027
Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
i

TABLE OF CONTENTS
Page
CHAPTER 1 – INTRODUCTION .................................................................................... 1 PREAMBLE ................................................................................................................ 1 ARTICLE 1 – TERM OF THE MEMORANDUM OF UNDERSTANDING.................... 1 Section 1.1 – Beginning of Negotiations ........................................................................ 1 CHAPTER 2 – COMPENSATION................................................................................... 1 ARTICLE 2 – COMPENSATION................................................................................. 1 Section 2.1 – Base Rate Schedule................................................................................... 1 ARTICLE 3 – ADDITIONAL COMPENSATION.......................................................... 2 Section 3.1 – Assignment Pay:........................................................................................ 2 Section 3.2 – Court Assignment Pay .............................................................................. 2 Section 3.3 – Longevity Pay ............................................................................................ 3 Section 3.4 – Marksmanship Proficiency Pay ................................................................ 4 Section 3.5 – P.O.S.T. Certificate Pay ............................................................................. 4 Section 3.6 – Bilingual Pay .............................................................................................. 4 Section 3.7 – Canine Officer Pay..................................................................................... 5 Section 3.8 – School Resource Officer Pay.................................................................... 5 Section 3.9 – Acting Pay.................................................................................................. 5 Section 3.10 – Uniform Allowance and Ballistic Safety Vest......................................... 5 ARTICLE 4 – DEFERRED COMPENSATION ............................................................ 6 ARTICLE 5 – PROMOTIONS...................................................................................... 6 Section 5.1 – Promotions................................................................................................. 6 ARTICLE 6 – WORK SCHEDULES............................................................................ 6 Section 6.1 – The Defined FLSA Work Period................................................................ 6 Section 6.2 – Work Schedules......................................................................................... 6 Section 6.3 – Accurately Reporting Time Worked ......................................................... 7 Section 6.4 – Clothes Changing and Briefing ................................................................ 8 Section 6.5 – Meal Period / Code 7 Time......................................................................... 8 ARTICLE 7 – OVERTIME ........................................................................................... 8 Section 7.1 – Calculation of Overtime............................................................................. 8 Section 7.2 – Compensatory Time .................................................................................. 8

7.2.1 – Earning Compensatory Time Off........................................................... 8

7.2.2 – Using Compensatory Time Off.............................................................. 9

7.2.3 – Cashing Out Compensatory Time Off................................................... 9 CHAPTER 3 – BENEFITS .............................................................................................. 9 ARTICLE 8 – TIERS FOR CERTAIN BENEFITS IN THIS MOU................................. 9 ARTICLE 9 – HEALTH INSURANCE ......................................................................... 9 Section 9.1 – Medical Insurance Opt Out.......................................................................10 ARTICLE 10 – IRS SECTION 125 CAFETERIA PLAN WITH FLEXIBLE SPENDING ACCOUNTS .............................................................................................................. 11 ARTICLE 11 – RETIREE MEDICAL INSURANCE ................................................... 11 Section 11.1 – Retiree Health Alternative ......................................................................12 Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
ii
ARTICLE 12 – RETIREMENT HEALTHCARE SAVINGS ACCOUNT ..................... 12 ARTICLE 13 – SHORT-TERM DISABILITY PLAN................................................... 12 ARTICLE 14 – LONG-TERM DISABILITY PLAN..................................................... 13 ARTICLE 15 – LIFE INSURANCE & ACCIDENTAL DEATH AND
DISMEMBERMENT INSURANCE PLANS ............................................................... 13 Section 15.1 – Retiree Life Insurance ............................................................................13 ARTICLE 16 – RETIREMENT................................................................................... 13 ARTICLE 17 – TUITION REIMBURSEMENT ........................................................... 15 Section 17.1 – Pre-Approval ...........................................................................................15 Section 17.2 – Reimbursable Costs ...............................................................................15 Section 17.3 – Repayment Upon Separation.................................................................15 Section 17.4 – Procedure................................................................................................15 ARTICLE 18 – ADDITIONAL BENEFIT PROVISIONS............................................. 16 Section 18.1 – Employee Assistance Program (EAP)...................................................16 Section 18.2 – Medicare Contribution............................................................................16 Section 18.3 – Fallen or Retired Officers .......................................................................16 Section 18.4 – Take Home Vehicles ...............................................................................16 CHAPTER 4 – LEAVES OF ABSENCE ....................................................................... 17 ARTICLE 19 – ANNUAL LEAVE .............................................................................. 17 Section 19.1 – Accrual of Annual Leave ........................................................................17 Section 19.2 – Employees on Initial Probation..............................................................18 Section 19.3 – Use of Annual Leave...............................................................................18 Section 19.4 – Cash Out or Conversion of the Value of Annual Leave........................19

19.4.1 – Maximum Accrual of Annual Leave – Conversion above 624 Hours ........................................................................................................................... 19

19.4.2 – Separation from the City.................................................................... 19

19.4.3 – Annual Leave Cash Out ..................................................................... 19

19.4.4 – Donating Annual Leave...................................................................... 20

19.4.5 – Using Leave Prior to Retirement....................................................... 20 ARTICLE 20 – HOLIDAYS........................................................................................ 20 Section 20.1 – Holidays...................................................................................................20 Section 20.2 – Payment and/or Accrual of Annual Leave for Certain Holidays ..........20 ARTICLE 21 – COMPASSIONATE LEAVE.............................................................. 21 CHAPTER 5 – EMPLOYER-EMPLOYEE RELATIONS ............................................... 21 ARTICLE 22 – ASSOCIATION ACTIVITIES............................................................. 21 Section 22.1 – Time Bank ...............................................................................................22 ARTICLE 23 – MANAGEMENT RIGHTS.................................................................. 22 ARTICLE 24 – PROBATIONARY PERIOD .............................................................. 22 Section 24.1 – Length of Probationary Period...............................................................22 Section 24.2 – Extension of Probation...........................................................................22 ARTICLE 25 – NOTICE REGARDING LAYOFFS .................................................... 23 ARTICLE 26 – DISCIPLINE...................................................................................... 23 Section 26.1 – Disciplinary Actions Defined .................................................................23 Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
iii
Section 26.2 – Pre-Disciplinary Procedure....................................................................24 Section 26.3 – Disciplinary Appeals Procedure ............................................................24 ARTICLE 27 – GRIEVANCE PROCEDURE............................................................. 26 ARTICLE 28 – FITNESS FOR DUTY EXAMINATIONS ........................................... 28 ARTICLE 29 – NO STRIKE / CONCERTED ACTIVITIES ........................................ 28 ARTICLE 30 – NO SMOKING OR VAPING.............................................................. 28 ARTICLE 31 – SEVERABILITY................................................................................ 28 Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
1 CHAPTER 1 – INTRODUCTION

PREAMBLE
The City of Corona (hereinafter referred to as “City”), and the Corona Police Employees Association, (hereinafter referred to as “CPEA” or Association), a recognized non-supervisory Association that represents employees (who within this MOU shall be referred to as “Employees” or “Members”) in the classifications of Police Officer, Corporal and Detective have met and conferred in good faith regarding those matters provided for in Section 3500 et seq. of the California Government Code.

ARTICLE 1 – TERM OF THE MEMORANDUM OF UNDERSTANDING
The City and CPEA agree that the term of this Memorandum of Understanding (“MOU”) shall be from January 1, 2025, through December 31, 2027. In the event agreement is not made for a new MOU prior to December 31, 2027, the provisions of this MOU shall remain in force until the successor MOU is approved.

Section 1.1 – Beginning of Negotiations
The City and the members of the Corona Police Employees bargaining unit agree to meet and confer in good faith for the purposes of beginning negotiations no later than six months prior to the expiration of this Memorandum of Understanding.

CHAPTER 2 – COMPENSATION
ARTICLE 2 – COMPENSATION
Section 2.1 – Base Rate Schedule: During the term of the MOU, salaries will be adjusted each year as follows:

Effective December 28, 2024, the City agrees to increase the base salary for each member of each classification in the bargaining unit as set forth on the spreadsheet attached to this MOU as Appendix A.

Effective December 27, 2025, the City agrees to increase the base salary for each member of each classification in the bargaining unit as set forth on the spreadsheet attached to this MOU as Appendix A.

Effective December 26, 2026, the City agrees to increase the base salary for each member of each classification in the bargaining unit by three percent (3.0%) as set forth on the spreadsheet attached to this MOU as Appendix A.

The following chart summarizes those adjustments:

Effective 12/28/24 Effective 12/27/25 Effective 12/26/26 Police Officers,
Corporals, Detectives 5.6% 5.6% 3%
a. Each classification shall be assigned a salary range. An employee may advance annually within the salary range. An employee whose overall performance rating is “Satisfactory“ or better shall be advanced one or more steps up to the top of the classification’s range. An employee who does not receive an evaluation within thirty (30) days of the date the evaluation is due will receive their merit step increase effective the pay period including the employee’s performance evaluation date regardless of the evaluation rating if received after that date. If the evaluation is provided within Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
2 thirty (30) days of the employee’s performance evaluation date, and if it is “Satisfactory” or better, the merit increase will be effective the pay period including the employee’s performance evaluation date. If the overall performance evaluation rating on a timely-provided evaluation is less than “Satisfactory”, the employee will not receive a merit increase. b. An employee who is promoted within or out of the bargaining unit to a classification with a higher top of salary range, upon promotion, their performance evaluation date (i.e., the date they may be eligible for a merit increase) shall change to the effective date of the promotion.

ARTICLE 3 – ADDITIONAL COMPENSATION
Section 3.1 – Assignment Pay:
a. The Chief of Police has the authority and discretion to assign employees to the below listed assignments. If the Chief of Police creates any additional assignments during the term of this MOU, the Association agrees that if they have any impacts over the creation of the assignment, it will identify them promptly so that the assignment can be promptly filled. The City shall pay such employees five percent (5%) of base pay for being assigned to these assignments:

A. Any employee assigned to a task force or team comprised of personnel from multiple agencies
B. Canine (See Section 3.7 Re: pay for off-duty activities) C. Domestic Violence Response Team
D. Drone First Responder assignment pay
E. Field Training
F. FLEX Team
G. Employees in the Police Officer classification assigned to the Investigative Services Division (ISD) and employees in any classification assigned to ISD outside of the detective bureau.

H. Motor Officer, Accident Investigator, Commercial Enforcement Officer, or Corporal in the Traffic Division (understood to be “hazard pay”). Employees are not expected to perform any work related to their Motor while off duty.

I. School Resources
J. Personnel and Training
K. Professional Standards Unit
L. Youth Diversion Team – which is reported as Juvenile Officer Premium M. H.O.P.E. Team (Homeless Outreach & Psychological Evaluation) N. Tactical Flight Officer
b. The City agrees to pay five percent (5%) of base pay to Detectives working as a Senior Detective.

To become a Senior Detective an employee must work for five (5) years as a Detective and meet competency standards as determined by the Chief of Police. c. Any employees assigned to an assignment as set forth in A-N above (excluding Senior Detective) shall only be eligible to receive one five percent (5%) assignment pay. This does not apply to employees who were receiving more than one five percent (5%) assignment pay prior to January 1, 2022.

Section 3.2 – Court Assignment Pay
a. Employees who are required to appear and/or testify in connection with work-related matters outside of their scheduled work hours, (pursuant to a lawful subpoena relating to events occurring during the course and scope of their employment), shall receive overtime compensation for the actual time of their appearance, with a minimum of four (4) hours of overtime. Employees may Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
3 choose to be paid or receive CTO. A member is considered in attendance when they are enroute to and from court. Employees will be paid based on actual travel time to and from any courthouse from their residence, as long as the travel time does not exceed what would be travel time from the station to the court in which they attend. For example, travel time from the station to Riverside Court is 30 minutes.
b. When, prior to leaving for court, an employee contacts (or is contacted by) the district attorney, the subpoena clerk, or police department supervision, and their immediate attendance in court is not requested; they can be put on "stand-by" and their time off is restricted. The member will be compensated two hours of straight time for the morning. Should the condition continue into the afternoon, the member will be compensated another two hours straight time for the afternoon.

Members may elect, in lieu of stand-by pay, to receive compensatory time off (CTO). If an employee on standby reports to court prior to the start of their shift and the time in court continues into the start of the employee’s shift, the employee shall be paid for the actual time in court (plus travel) at time and one half.
c. If the employee is called to court in the morning/afternoon, they shall receive the four-hour minimum as described in the paragraph above and shall not receive court standby for the morning/afternoon.

Standby pay for the morning/afternoon will only be paid if the employee does not need to report to court in the morning/afternoon. An employee on standby for the morning court session and who is subsequently called to court during the afternoon session shall receive standby pay (2 hrs.) for the morning session and court appearance pay for the afternoon session. This would apply equally for an employee who appears in court in the morning and is told to remain on standby for the afternoon session.

Section 3.3 – Longevity Pay
a. In recognition of an employee’s length of full-time service to the City of Corona, employees who qualify under the following schedule will receive one twenty-sixth (1/26th) of the following amounts paid biweekly as part of the regular payroll:

Police Officer
▪ After five (5) years of service: $2,320.00
▪ After ten (10) years of service: $3,720.00
▪ After fifteen (15) years of service: $5,120.00
▪ After twenty (20) years of service: $5,645.00
▪ After twenty-five (25) years of service: $6,627.00
Corporal
▪ After five (5) years of service: $2,320.00
▪ After ten (10) years of service: $3,720.00
▪ After fifteen (15) years of service: $5,120.00
▪ After twenty (20) years of service: $5,846.00
▪ After twenty-five (25) years of service: $6,877.00
Detective
▪ After five (5) years of service: $2,320.00
▪ After ten (10) years of service: $3,720.00
▪ After fifteen (15) years of service: $5,120.00
▪ After twenty (20) years of service: $5,950.00
▪ After twenty-five (25) years of service: $7,008.00
Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B