2024-06-24_ATT_Resolution Ratifying Salary Schedules for Fiscal Years 2019-2020 through 2023-2024.pdf — City Council Meeting Agenda, June 24, 2024 (part 3 of 7)

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
CCEA SAFETY OFFICER (444) 4 40.2896 6,983.54 83,802.42
CCEA SAFETY OFFICER (444) 5 42.3478 7,340.28 88,083.32
CCEA SAFETY SERVICES COMM OPER (225) 1 27.1987 4,714.45 56,573.40 CCEA SAFETY SERVICES COMM OPER (225) 2 28.5654 4,951.33 59,415.98 CCEA SAFETY SERVICES COMM OPER (225) 3 30.0250 5,204.33 62,452.00 CCEA SAFETY SERVICES COMM OPER (225) 4 31.5598 5,470.36 65,644.28 CCEA SAFETY SERVICES COMM OPER (225) 5 33.1722 5,749.86 68,998.28 CCEA SANITATION COLLECTOR (301) 1 21.7419 3,768.59 45,223.10 CCEA SANITATION COLLECTOR (301) 2 22.8539 3,961.34 47,536.06 CCEA SANITATION COLLECTOR (301) 3 24.0218 4,163.77 49,965.24 CCEA SANITATION COLLECTOR (301) 4 25.2503 4,376.71 52,520.52 CCEA SANITATION COLLECTOR (301) 5 26.5428 4,600.74 55,208.92 CCEA SANITATION DISPATCH (226) 1 27.8718 4,831.10 57,973.24 CCEA SANITATION DISPATCH (226) 2 29.2866 5,076.35 60,916.18 CCEA SANITATION DISPATCH (226) 3 30.7836 5,335.83 64,029.94 CCEA SANITATION DISPATCH (226) 4 32.3563 5,608.42 67,301.00 CCEA SANITATION DISPATCH (226) 5 34.0098 5,895.02 70,740.28 CCEA SANITATION DISPATCH-REG PT (226R) 1 27.8718 4,831.10 57,973.24 CCEA SANITATION DISPATCH-REG PT (226R) 2 29.2866 5,076.35 60,916.18 CCEA SANITATION DISPATCH-REG PT (226R) 3 30.7836 5,335.83 64,029.94 CCEA SANITATION DRIVER (306) 1 24.6274 4,268.75 51,224.94 CCEA SANITATION DRIVER (306) 2 25.8880 4,487.25 53,847.04 CCEA SANITATION DRIVER (306) 3 27.1987 4,714.45 56,573.40 CCEA SANITATION DRIVER (306) 4 28.5654 4,951.33 59,415.98 CCEA SANITATION DRIVER (306) 5 30.0250 5,204.33 62,452.00 CCEA SANITATION DRIVER-REG PT (306R) 1 24.6274 4,268.75 51,224.94 CCEA SANITATION DRIVER-REG PT (306R) 2 25.8880 4,487.25 53,847.04 CCEA SANITATION DRIVER-REG PT (306R) 3 27.1987 4,714.45 56,573.40 CCEA SANITATION ROLL-OFF DRIVER (311) 1 25.1234 4,354.72 52,256.62 CCEA SANITATION ROLL-OFF DRIVER (311) 2 26.4102 4,577.78 54,933.32 CCEA SANITATION ROLL-OFF DRIVER (311) 3 27.7359 4,807.55 57,690.62 CCEA SANITATION ROLL-OFF DRIVER (311) 4 29.1415 5,051.19 60,614.32 CCEA SANITATION ROLL-OFF DRIVER (311) 5 30.6307 5,309.33 63,711.96 CCEA SCOUT VEHICLE OPERATOR (212) 1 22.1796 3,844.47 46,133.62 CCEA SCOUT VEHICLE OPERATOR (212) 2 23.3121 4,040.77 48,489.22 CCEA SCOUT VEHICLE OPERATOR (212) 3 24.5041 4,247.38 50,968.58 CCEA SCOUT VEHICLE OPERATOR (212) 4 25.7588 4,464.85 53,578.20 CCEA SCOUT VEHICLE OPERATOR (212) 5 27.0663 4,691.48 56,297.80 CCEA SCOUT VEHICLE OPERATOR-REG PT (212R) 1 22.1796 3,844.47 46,133.62 CCEA SCOUT VEHICLE OPERATOR-REG PT (212R) 2 23.3121 4,040.77 48,489.22

Page 14 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
CCEA SCOUT VEHICLE OPERATOR-REG PT (212R) 3 24.5041 4,247.38 50,968.58 CCEA SECRETARY (216) 1 23.5463 4,081.35 48,976.20
CCEA SECRETARY (216) 2 24.7510 4,290.17 51,482.08
CCEA SECRETARY (216) 3 26.0181 4,509.81 54,117.70
CCEA SECRETARY (216) 4 27.3324 4,737.61 56,851.34
CCEA SECRETARY (216) 5 28.7084 4,976.12 59,713.42
CCEA SECRETARY Y-RATE (295) 1 31.2810 5,422.04 65,064.48 CCEA SERVICE DESK TECHNICIAN (403) 1 27.7359 4,807.55 57,690.62 CCEA SERVICE DESK TECHNICIAN (403) 2 29.1415 5,051.19 60,614.32 CCEA SERVICE DESK TECHNICIAN (403) 3 30.6307 5,309.33 63,711.96 CCEA SERVICE DESK TECHNICIAN (403) 4 32.1962 5,580.68 66,968.20 CCEA SERVICE DESK TECHNICIAN (403) 5 33.8408 5,865.73 70,388.76 CCEA SEWER LIFT STATION ELECTRO MEC (318) 1 28.0080 4,854.72 58,256.64 CCEA SEWER LIFT STATION ELECTRO MEC (318) 2 29.4330 5,101.72 61,220.64 CCEA SEWER LIFT STATION ELECTRO MEC (318) 3 30.9380 5,362.59 64,351.04 CCEA SEWER LIFT STATION ELECTRO MEC (318) 4 32.5185 5,636.54 67,638.48 CCEA SEWER LIFT STATION ELECTRO MEC (318) 5 34.1801 5,924.56 71,094.66 CCEA SOLID WASTE & RECYC CRW SPVR (405) 1 32.9298 5,707.82 68,493.88 CCEA SOLID WASTE & RECYC CRW SPVR (405) 2 34.6091 5,998.92 71,986.98 CCEA SOLID WASTE & RECYC CRW SPVR (405) 3 36.3780 6,305.52 75,666.24 CCEA SOLID WASTE & RECYC CRW SPVR (405) 4 38.2366 6,627.68 79,532.18 CCEA SOLID WASTE & RECYC CRW SPVR (405) 5 40.1913 6,966.48 83,597.80 CCEA SR & SOCIAL SERVICES SPEC (408) 1 29.2866 5,076.35 60,916.18 CCEA SR & SOCIAL SERVICES SPEC (408) 2 30.7836 5,335.83 64,029.94 CCEA SR & SOCIAL SERVICES SPEC (408) 3 32.3563 5,608.42 67,301.00 CCEA SR & SOCIAL SERVICES SPEC (408) 4 34.0098 5,895.02 70,740.28 CCEA SR & SOCIAL SERVICES SPEC (408) 5 35.7480 6,196.32 74,355.84 CCEA SR ACCOUNT CLERK (217) 1 23.7828 4,122.34 49,468.12 CCEA SR ACCOUNT CLERK (217) 2 24.9990 4,333.16 51,997.92 CCEA SR ACCOUNT CLERK (217) 3 26.2788 4,554.98 54,659.80 CCEA SR ACCOUNT CLERK (217) 4 27.5998 4,783.96 57,407.48 CCEA SR ACCOUNT CLERK (217) 5 28.9965 5,026.06 60,312.72 CCEA SR COMP PROGRAMMER ANALYST (442) 1 45.6356 7,910.18 94,922.10 CCEA SR COMP PROGRAMMER ANALYST (442) 2 47.9682 8,314.50 99,773.96 CCEA SR COMP PROGRAMMER ANALYST (442) 3 50.4193 8,739.34 104,872.04 CCEA SR COMP PROGRAMMER ANALYST (442) 4 52.9953 9,185.84 110,230.12 CCEA SR COMP PROGRAMMER ANALYST (442) 5 55.7038 9,655.32 115,863.80 CCEA SR ENGINEERING TECHNICIAN (416) 1 31.7174 5,497.68 65,972.14 CCEA SR ENGINEERING TECHNICIAN (416) 2 33.3378 5,778.54 69,342.52 CCEA SR ENGINEERING TECHNICIAN (416) 3 35.0418 6,073.90 72,886.84

Page 15 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
CCEA SR ENGINEERING TECHNICIAN (416) 4 36.8326 6,384.32 76,611.86 CCEA SR ENGINEERING TECHNICIAN (416) 5 38.7148 6,710.56 80,526.68 CCEA SR FLEET SERVICES TECHNICIAN (321) 1 28.5654 4,951.33 59,415.98 CCEA SR FLEET SERVICES TECHNICIAN (321) 2 30.0250 5,204.33 62,452.00 CCEA SR FLEET SERVICES TECHNICIAN (321) 3 31.5598 5,470.36 65,644.28 CCEA SR FLEET SERVICES TECHNICIAN (321) 4 33.1722 5,749.86 68,998.28 CCEA SR FLEET SERVICES TECHNICIAN (321) 5 34.8681 6,043.81 72,525.70 CCEA SR FORENSIC SPECIALIST (448) 1 38.9329 6,748.37 80,980.38 CCEA SR FORENSIC SPECIALIST (448) 2 40.9220 7,093.15 85,117.76 CCEA SR FORENSIC SPECIALIST (448) 3 43.0136 7,455.70 89,468.34 CCEA SR FORENSIC SPECIALIST (448) 4 45.2111 7,836.60 94,039.14 CCEA SR FORENSIC SPECIALIST (448) 5 47.5217 8,237.10 98,845.24 CCEA SR JAILER (404) 1 28.1451 4,878.49 58,541.86
CCEA SR JAILER (404) 2 29.5804 5,127.27 61,527.18
CCEA SR JAILER (404) 3 31.0922 5,389.32 64,671.88
CCEA SR JAILER (404) 4 32.6808 5,664.66 67,975.96
CCEA SR JAILER (404) 5 34.3516 5,954.28 71,451.38
CCEA SR PUBLIC WORKS INSPECTOR (445) 1 35.7480 6,196.32 74,355.84 CCEA SR PUBLIC WORKS INSPECTOR (445) 2 37.5742 6,512.87 78,154.44 CCEA SR PUBLIC WORKS INSPECTOR (445) 3 39.4953 6,845.84 82,150.12 CCEA SR PUBLIC WORKS INSPECTOR (445) 4 41.5135 7,195.67 86,348.08 CCEA SR PUBLIC WORKS INSPECTOR (445) 5 43.6346 7,563.34 90,760.02 CCEA SR WELDER (340) 1 30.2914 5,250.51 63,006.06
CCEA SR WELDER (340) 2 31.8397 5,518.89 66,226.68
CCEA SR WELDER (340) 3 33.4664 5,800.84 69,610.06
CCEA SR WELDER (340) 4 35.3512 6,127.55 73,530.60
CCEA SR WELDER (340) 5 36.9742 6,408.87 76,906.44
CCEA STAFF ASST/SOLID WASTE OPS (421) 1 34.6944 6,013.69 72,164.30 CCEA STAFF ASST/SOLID WASTE OPS (421) 2 36.4669 6,320.93 75,851.10 CCEA STAFF ASST/SOLID WASTE OPS (421) 3 38.3307 6,644.00 79,727.96 CCEA STAFF ASST/SOLID WASTE OPS (421) 4 40.2896 6,983.54 83,802.42 CCEA STAFF ASST/SOLID WASTE OPS (421) 5 42.3478 7,340.28 88,083.32 CCEA STORES SPECIALIST (211) 1 22.1785 3,844.27 46,131.28 CCEA STORES SPECIALIST (211) 2 23.3132 4,040.96 48,491.56 CCEA STORES SPECIALIST (211) 3 24.5044 4,247.43 50,969.10 CCEA STORES SPECIALIST (211) 4 25.7578 4,464.68 53,576.12 CCEA STORES SPECIALIST (211) 5 27.0761 4,693.20 56,318.34 CCEA STREET LIGHTS TECHNICIAN (331) 1 31.5598 5,470.36 65,644.28 CCEA STREET LIGHTS TECHNICIAN (331) 2 33.1722 5,749.86 68,998.28 CCEA STREET LIGHTS TECHNICIAN (331) 3 34.8681 6,043.81 72,525.70 CCEA STREET LIGHTS TECHNICIAN (331) 4 36.6497 6,352.62 76,231.48

Page 16 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
CCEA STREET LIGHTS TECHNICIAN (331) 5 38.5217 6,677.10 80,125.24 CCEA STREET MAINTENANCE CREW LEADER (323) 1 30.0250 5,204.33 62,452.00 CCEA STREET MAINTENANCE CREW LEADER (323) 2 31.5598 5,470.36 65,644.28 CCEA STREET MAINTENANCE CREW LEADER (323) 3 33.1722 5,749.86 68,998.28 CCEA STREET MAINTENANCE CREW LEADER (323) 4 34.8681 6,043.81 72,525.70 CCEA STREET MAINTENANCE CREW LEADER (323) 5 36.6497 6,352.62 76,231.48 CCEA STRUCTURAL REHAB SPECIALIST (334) 1 36.2492 6,283.20 75,398.44 CCEA STRUCTURAL REHAB SPECIALIST (334) 2 38.1020 6,604.35 79,252.16 CCEA STRUCTURAL REHAB SPECIALIST (334) 3 40.0483 6,941.70 83,300.36 CCEA STRUCTURAL REHAB SPECIALIST (334) 4 42.0953 7,296.51 87,558.12 CCEA STRUCTURAL REHAB SPECIALIST (334) 5 44.2456 7,669.24 92,030.90 CCEA SUBDRAIN CREWLEADER (324) 1 30.0250 5,204.33 62,452.00 CCEA SUBDRAIN CREWLEADER (324) 2 31.5598 5,470.36 65,644.28 CCEA SUBDRAIN CREWLEADER (324) 3 33.1722 5,749.86 68,998.28 CCEA SUBDRAIN CREWLEADER (324) 4 34.8681 6,043.81 72,525.70 CCEA SUBDRAIN CREWLEADER (324) 5 36.6497 6,352.62 76,231.48 CCEA SUBDRAIN WORKER (302) 1 22.9670 3,980.95 47,771.36 CCEA SUBDRAIN WORKER (302) 2 24.1419 4,184.59 50,215.10 CCEA SUBDRAIN WORKER (302) 3 25.3759 4,398.49 52,781.82 CCEA SUBDRAIN WORKER (302) 4 26.6754 4,623.73 55,484.78 CCEA SUBDRAIN WORKER (302) 5 28.0080 4,854.72 58,256.64 CCEA TELECOMMUNICATIONS ANALYST (430) 1 40.5159 7,022.75 84,273.02 CCEA TELECOMMUNICATIONS ANALYST (430) 2 42.5863 7,381.62 88,579.40 CCEA TELECOMMUNICATIONS ANALYST (430) 3 44.7624 7,758.81 93,105.74 CCEA TELECOMMUNICATIONS ANALYST (430) 4 47.0503 8,155.38 97,864.52 CCEA TELECOMMUNICATIONS ANALYST (430) 5 49.4537 8,571.98 102,863.80 CCEA TRAFFIC PAINTER (308) 1 24.9990 4,333.16 51,997.92 CCEA TRAFFIC PAINTER (308) 2 26.2788 4,554.98 54,659.80 CCEA TRAFFIC PAINTER (308) 3 27.5998 4,783.96 57,407.48 CCEA TRAFFIC PAINTER (308) 4 28.9965 5,026.06 60,312.72 CCEA TRAFFIC PAINTER (308) 5 30.4788 5,282.98 63,395.80 CCEA TRAFFIC PAINTING CREWLEADER (325) 1 30.4788 5,282.98 63,395.80 CCEA TRAFFIC PAINTING CREWLEADER (325) 2 32.0351 5,552.76 66,633.06 CCEA TRAFFIC PAINTING CREWLEADER (325) 3 33.6728 5,836.61 70,039.32 CCEA TRAFFIC PAINTING CREWLEADER (325) 4 35.3938 6,134.92 73,619.00 CCEA TRAFFIC PAINTING CREWLEADER (325) 5 37.2018 6,448.30 77,379.64 CCEA TRAFFIC SIGNAL TECHNICIAN (336) 1 37.2018 6,448.30 77,379.64 CCEA TRAFFIC SIGNAL TECHNICIAN (336) 2 39.1033 6,777.90 81,334.76 CCEA TRAFFIC SIGNAL TECHNICIAN (336) 3 41.1011 7,124.20 85,490.34 CCEA TRAFFIC SIGNAL TECHNICIAN (336) 4 43.2015 7,488.26 89,859.12 CCEA TRAFFIC SIGNAL TECHNICIAN (336) 5 45.4093 7,870.94 94,451.24

Page 17 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
CCEA TRAINING & SAFETY INSTRUCTOR (414) 1 34.0098 5,895.02 70,740.28 CCEA TRAINING & SAFETY INSTRUCTOR (414) 2 35.7480 6,196.32 74,355.84 CCEA TRAINING & SAFETY INSTRUCTOR (414) 3 37.5742 6,512.87 78,154.44 CCEA TRAINING & SAFETY INSTRUCTOR (414) 4 39.4953 6,845.84 82,150.12 CCEA TRAINING & SAFETY INSTRUCTOR (414) 5 41.5135 7,195.67 86,348.08 CCEA TRANSIT OPERATIONS SUPERVISOR (407) 1 33.9741 5,888.85 70,666.18 CCEA TRANSIT OPERATIONS SUPERVISOR (407) 2 35.7103 6,189.78 74,277.32 CCEA TRANSIT OPERATIONS SUPERVISOR (407) 3 37.5354 6,506.13 78,073.58 CCEA TRANSIT OPERATIONS SUPERVISOR (407) 4 39.4529 6,838.50 82,061.98 CCEA TRANSIT OPERATIONS SUPERVISOR (407) 5 41.4701 7,188.16 86,257.86 CCEA URBAN FORESTER (316) 1 28.7087 4,976.18 59,714.20
CCEA URBAN FORESTER (316) 2 30.1762 5,230.55 62,766.60
CCEA URBAN FORESTER (316) 3 31.7170 5,497.61 65,971.36
CCEA URBAN FORESTER (316) 4 33.3380 5,778.59 69,343.04
CCEA URBAN FORESTER (316) 5 35.0420 6,073.95 72,887.36
CCEA VAN DRIVER (300) 1 20.2745 3,514.25 42,170.96
CCEA VAN DRIVER (300) 2 21.2058 3,675.66 44,107.96
CCEA VAN DRIVER (300) 3 22.2905 3,863.69 46,364.24
CCEA VAN DRIVER (300) 4 23.4297 4,061.16 48,733.88
CCEA VAN DRIVER (300) 5 24.6274 4,268.75 51,224.94
CCEA WAREHOUSE SUPERVISOR (401) 1 27.7980 4,818.32 57,819.84 CCEA WAREHOUSE SUPERVISOR (401) 2 29.2206 5,064.91 60,778.90 CCEA WAREHOUSE SUPERVISOR (401) 3 30.6781 5,317.54 63,810.50 CCEA WAREHOUSE SUPERVISOR (401) 4 32.2427 5,588.74 67,064.92 CCEA WAREHOUSE SUPERVISOR (401) 5 33.8906 5,874.38 70,492.50 CCEA WEBMASTER (441) 1 44.9579 7,792.70 93,512.38
CCEA WEBMASTER (441) 2 47.2562 8,191.08 98,293.00
CCEA WEBMASTER (441) 3 49.6709 8,609.62 103,315.42
CCEA WEBMASTER (441) 4 52.2090 9,049.56 108,594.72
CCEA WEBMASTER (441) 5 54.8765 9,511.93 114,143.12
CCEA WELDER (320) 1 28.8490 5,000.49 60,005.92
CCEA WELDER (320) 2 30.3236 5,256.10 63,073.14
CCEA WELDER (320) 3 31.8727 5,524.61 66,295.32
CCEA WELDER (320) 4 33.6678 5,835.74 70,028.92
CCEA WELDER (320) 5 35.2136 6,103.70 73,244.34
CCEA WELDER-REG PT (320R) 1 28.8490 5,000.49 60,005.92
CCEA WELDER-REG PT (320R) 2 30.3236 5,256.10 63,073.14
CCEA WELDER-REG PT (320R) 3 31.8727 5,524.61 66,295.32

Page 18 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021

CCMG ACCOUNTG & INVESTMENTS MANAGER
(837) 1 54.0895 9,375.51 112,506.16

CCMG ACCOUNTG & INVESTMENTS MANAGER
(837) 2 56.8540 9,854.69 118,256.32

CCMG ACCOUNTG & INVESTMENTS MANAGER
(837) 3 59.7582 10,358.10 124,297.16

CCMG ACCOUNTG & INVESTMENTS MANAGER
(837) 4 62.8125 10,887.50 130,650.00

CCMG ACCOUNTG & INVESTMENTS MANAGER
(837) 5 66.0218 11,443.77 137,325.24
CCMG ACCOUNTING OPERATIONS MANAGER (803) 1 49.1722 8,523.19 102,278.28 CCMG ACCOUNTING OPERATIONS MANAGER (803) 2 51.6854 8,958.80 107,505.58 CCMG ACCOUNTING OPERATIONS MANAGER (803) 3 54.3257 9,416.46 112,997.56 CCMG ACCOUNTING OPERATIONS MANAGER (803) 4 57.1022 9,897.72 118,772.68 CCMG ACCOUNTING OPERATIONS MANAGER (803) 5 60.0199 10,403.45 124,841.34 CCMG ADVANCE PLANNING MANAGER (826) 1 63.7185 11,044.54 132,534.48 CCMG ADVANCE PLANNING MANAGER (826) 2 66.9754 11,609.07 139,308.78 CCMG ADVANCE PLANNING MANAGER (826) 3 70.3978 12,202.28 146,427.32 CCMG ADVANCE PLANNING MANAGER (826) 4 73.9951 12,825.82 153,909.86 CCMG ADVANCE PLANNING MANAGER (826) 5 77.7754 13,481.07 161,772.78 CCMG ASSISTANT CITY ATTORNEY (818) 1 81.5611 14,137.26 169,647.14 CCMG ASSISTANT CITY ATTORNEY (818) 2 85.7305 14,859.95 178,319.44 CCMG ASSISTANT CITY ATTORNEY (818) 3 90.1105 15,619.15 187,429.84 CCMG ASSISTANT CITY ATTORNEY (818) 4 94.7143 16,417.14 197,005.64 CCMG ASSISTANT CITY ATTORNEY (818) 5 99.5533 17,255.90 207,070.76 CCMG ASST CHIEF FINANCIAL OFFICER (824) 1 66.9754 11,609.07 139,308.78 CCMG ASST CHIEF FINANCIAL OFFICER (824) 2 70.3978 12,202.28 146,427.32 CCMG ASST CHIEF FINANCIAL OFFICER (824) 3 73.9951 12,825.82 153,909.86 CCMG ASST CHIEF FINANCIAL OFFICER (824) 4 77.7754 13,481.07 161,772.78 CCMG ASST CHIEF FINANCIAL OFFICER (824) 5 81.7501 14,170.02 170,040.26 CCMG ASST CHIEF TRNSPRTN OFFICER (821) 1 61.8406 10,719.04 128,628.50 CCMG ASST CHIEF TRNSPRTN OFFICER (821) 2 65.0007 11,266.80 135,201.56 CCMG ASST CHIEF TRNSPRTN OFFICER (821) 3 68.3217 11,842.44 142,109.24 CCMG ASST CHIEF TRNSPRTN OFFICER (821) 4 71.8128 12,447.54 149,370.52 CCMG ASST CHIEF TRNSPRTN OFFICER (821) 5 75.4823 13,083.59 157,003.08 CCMG ASST ENVRN PROGAMS/OPS MGR (832) 1 51.1713 8,869.68 106,436.20 CCMG ASST ENVRN PROGAMS/OPS MGR (832) 2 53.7871 9,323.10 111,877.22 CCMG ASST ENVRN PROGAMS/OPS MGR (832) 3 56.5357 9,799.53 117,594.36 CCMG ASST ENVRN PROGAMS/OPS MGR (832) 4 59.4243 10,300.20 123,602.44 CCMG ASST ENVRN PROGAMS/OPS MGR (832) 5 62.4598 10,826.36 129,916.28 CCMG ASST MAINT OPERATIONS MANAGER (823) 1 45.4026 7,869.79 94,437.46 CCMG ASST MAINT OPERATIONS MANAGER (823) 2 47.7223 8,271.86 99,262.28 CCMG ASST MAINT OPERATIONS MANAGER (823) 3 50.1607 8,694.53 104,334.36 CCMG ASST MAINT OPERATIONS MANAGER (823) 4 52.7241 9,138.85 109,666.18

Page 19 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
CCMG ASST MAINT OPERATIONS MANAGER (823) 5 55.4191 9,605.98 115,271.78 CCMG BUDGET & FINANCIAL OPS MANAGER (804) 1 54.0895 9,375.51 112,506.16 CCMG BUDGET & FINANCIAL OPS MANAGER (804) 2 56.8540 9,854.69 118,256.32 CCMG BUDGET & FINANCIAL OPS MANAGER (804) 3 59.7582 10,358.10 124,297.16 CCMG BUDGET & FINANCIAL OPS MANAGER (804) 4 62.8125 10,887.50 130,650.00 CCMG BUDGET & FINANCIAL OPS MANAGER (804) 5 66.0218 11,443.77 137,325.24 CCMG BUDGET MANAGEMENT ANALYST (709) 1 41.3005 7,158.75 85,905.04 CCMG BUDGET MANAGEMENT ANALYST (709) 2 43.4115 7,524.66 90,295.92 CCMG BUDGET MANAGEMENT ANALYST (709) 3 45.6298 7,909.16 94,909.88 CCMG BUDGET MANAGEMENT ANALYST (709) 4 47.9612 8,313.28 99,759.40 CCMG BUDGET MANAGEMENT ANALYST (709) 5 50.4114 8,737.97 104,855.66 CCMG BUILDING MAINTENANCE SUPV (706) 1 38.7104 6,709.80 80,517.58 CCMG BUILDING MAINTENANCE SUPV (706) 2 40.6886 7,052.70 84,632.34 CCMG BUILDING MAINTENANCE SUPV (706) 3 42.7681 7,413.14 88,957.70 CCMG BUILDING MAINTENANCE SUPV (706) 4 44.9537 7,791.98 93,503.80 CCMG BUILDING MAINTENANCE SUPV (706) 5 47.2500 8,190.00 98,280.00 CCMG BUILDING OFFICIAL (817) 1 65.6523 11,379.72 136,556.68 CCMG BUILDING OFFICIAL (817) 2 69.0072 11,961.26 143,535.08 CCMG BUILDING OFFICIAL (817) 3 72.5334 12,572.45 150,869.42 CCMG BUILDING OFFICIAL (817) 4 76.2378 13,214.54 158,574.52 CCMG BUILDING OFFICIAL (817) 5 80.1358 13,890.20 166,682.36 CCMG CITY CLERK (828) 1 66.9754 11,609.07 139,308.78
CCMG CITY CLERK (828) 2 70.3978 12,202.28 146,427.32
CCMG CITY CLERK (828) 3 73.9951 12,825.82 153,909.86
CCMG CITY CLERK (828) 4 77.7754 13,481.07 161,772.78
CCMG CITY CLERK (828) 5 81.7501 14,170.02 170,040.26
CCMG CLAIMS & SAFETY COORDINATOR (711) 1 41.9230 7,266.65 87,199.84 CCMG CLAIMS & SAFETY COORDINATOR (711) 2 44.0655 7,638.02 91,656.24 CCMG CLAIMS & SAFETY COORDINATOR (711) 3 46.3175 8,028.37 96,340.40 CCMG CLAIMS & SAFETY COORDINATOR (711) 4 48.6837 8,438.52 101,262.20 CCMG CLAIMS & SAFETY COORDINATOR (711) 5 51.1713 8,869.68 106,436.20 CCMG COMMUNICATION SUPERVISOR (830) 1 41.9629 7,273.57 87,282.78 CCMG COMMUNICATION SUPERVISOR (830) 2 44.1083 7,645.43 91,745.16 CCMG COMMUNICATION SUPERVISOR (830) 3 46.3619 8,036.06 96,432.70 CCMG COMMUNICATION SUPERVISOR (830) 4 48.7299 8,446.51 101,358.14 CCMG COMMUNICATION SUPERVISOR (830) 5 51.2209 8,878.29 106,539.42 CCMG CULTURAL AFFAIRS MANAGER (724) 1 54.0895 9,375.51 112,506.16 CCMG CULTURAL AFFAIRS MANAGER (724) 2 56.8540 9,854.69 118,256.32 CCMG CULTURAL AFFAIRS MANAGER (724) 3 59.7582 10,358.10 124,297.16 CCMG CULTURAL AFFAIRS MANAGER (724) 4 62.8125 10,887.50 130,650.00 CCMG CULTURAL AFFAIRS MANAGER (724) 5 66.0218 11,443.77 137,325.24

Page 20 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
CCMG CURRENT PLANNING MANAGER (831) 1 63.7185 11,044.54 132,534.48 CCMG CURRENT PLANNING MANAGER (831) 2 66.9754 11,609.07 139,308.78 CCMG CURRENT PLANNING MANAGER (831) 3 70.3978 12,202.28 146,427.32 CCMG CURRENT PLANNING MANAGER (831) 4 73.9951 12,825.82 153,909.86 CCMG CURRENT PLANNING MANAGER (831) 5 77.7754 13,481.07 161,772.78 CCMG DEP CMTY DEV DIR/ECON DEV MGR (819) 1 66.9754 11,609.07 139,308.78 CCMG DEP CMTY DEV DIR/ECON DEV MGR (819) 2 70.3978 12,202.28 146,427.32 CCMG DEP CMTY DEV DIR/ECON DEV MGR (819) 3 73.9951 12,825.82 153,909.86 CCMG DEP CMTY DEV DIR/ECON DEV MGR (819) 4 77.7754 13,481.07 161,772.78 CCMG DEP CMTY DEV DIR/ECON DEV MGR (819) 5 81.7501 14,170.02 170,040.26 CCMG DEP CMTY DEV DIR/PLANNING MGR (816) 1 63.7185 11,044.54 132,534.48 CCMG DEP CMTY DEV DIR/PLANNING MGR (816) 2 66.9754 11,609.07 139,308.78 CCMG DEP CMTY DEV DIR/PLANNING MGR (816) 3 70.3978 12,202.28 146,427.32 CCMG DEP CMTY DEV DIR/PLANNING MGR (816) 4 73.9951 12,825.82 153,909.86 CCMG DEP CMTY DEV DIR/PLANNING MGR (816) 5 77.7754 13,481.07 161,772.78 CCMG DEPUTY BUILDING OFFICIAL (835) 1 54.0895 9,375.51 112,506.16 CCMG DEPUTY BUILDING OFFICIAL (835) 2 56.8540 9,854.69 118,256.32 CCMG DEPUTY BUILDING OFFICIAL (835) 3 59.7582 10,358.10 124,297.16 CCMG DEPUTY BUILDING OFFICIAL (835) 4 62.8125 10,887.50 130,650.00 CCMG DEPUTY BUILDING OFFICIAL (835) 5 66.0218 11,443.77 137,325.24 CCMG DEPUTY CITY ATTORNEY I (720) 1 57.3879 9,947.23 119,366.78 CCMG DEPUTY CITY ATTORNEY I (720) 2 60.3206 10,455.58 125,466.90 CCMG DEPUTY CITY ATTORNEY I (720) 3 63.4016 10,989.62 131,875.38 CCMG DEPUTY CITY ATTORNEY I (720) 4 66.6409 11,551.09 138,613.02 CCMG DEPUTY CITY ATTORNEY I (720) 5 70.0481 12,141.68 145,700.10 CCMG DEPUTY CITY ATTORNEY II (721) 1 61.8406 10,719.04 128,628.50 CCMG DEPUTY CITY ATTORNEY II (721) 2 65.0007 11,266.80 135,201.56 CCMG DEPUTY CITY ATTORNEY II (721) 3 68.3217 11,842.44 142,109.24 CCMG DEPUTY CITY ATTORNEY II (721) 4 71.8128 12,447.54 149,370.52 CCMG DEPUTY CITY ATTORNEY II (721) 5 75.4823 13,083.59 157,003.08 CCMG ECON DEV PROJECT MANAGER (718) 1 51.1713 8,869.68 106,436.20 CCMG ECON DEV PROJECT MANAGER (718) 2 53.7871 9,323.10 111,877.22 CCMG ECON DEV PROJECT MANAGER (718) 3 56.5357 9,799.53 117,594.36 CCMG ECON DEV PROJECT MANAGER (718) 4 59.4243 10,300.20 123,602.44 CCMG ECON DEV PROJECT MANAGER (718) 5 62.4598 10,826.36 129,916.28 CCMG ECONOMIC DEV MANAGER (806) 1 51.1713 8,869.68 106,436.20 CCMG ECONOMIC DEV MANAGER (806) 2 53.7871 9,323.10 111,877.22 CCMG ECONOMIC DEV MANAGER (806) 3 56.5357 9,799.53 117,594.36 CCMG ECONOMIC DEV MANAGER (806) 4 59.4243 10,300.20 123,602.44 CCMG ECONOMIC DEV MANAGER (806) 5 62.4598 10,826.36 129,916.28

Page 21 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
CCMG EMERGENCY PREPAREDNESS COORD (712) 1 43.6234 7,561.39 90,736.62 CCMG EMERGENCY PREPAREDNESS COORD (712) 2 45.8529 7,947.83 95,373.98 CCMG EMERGENCY PREPAREDNESS COORD (712) 3 48.1950 8,353.80 100,245.60 CCMG EMERGENCY PREPAREDNESS COORD (712) 4 50.6586 8,780.83 105,369.94 CCMG EMERGENCY PREPAREDNESS COORD (712) 5 53.2470 9,229.48 110,753.76 CCMG ENFORCMENT SERVICES MANAGER (800) 1 51.1713 8,869.68 106,436.20 CCMG ENFORCMENT SERVICES MANAGER (800) 2 53.7871 9,323.10 111,877.22 CCMG ENFORCMENT SERVICES MANAGER (800) 3 56.5357 9,799.53 117,594.36 CCMG ENFORCMENT SERVICES MANAGER (800) 4 59.4243 10,300.20 123,602.44 CCMG ENFORCMENT SERVICES MANAGER (800) 5 62.4598 10,826.36 129,916.28 CCMG ENGINEERING SERVICES MANAGER (814) 1 61.5319 10,665.53 127,986.30 CCMG ENGINEERING SERVICES MANAGER (814) 2 64.6767 11,210.64 134,527.64 CCMG ENGINEERING SERVICES MANAGER (814) 3 67.9813 11,783.42 141,401.00 CCMG ENGINEERING SERVICES MANAGER (814) 4 71.4563 12,385.75 148,629.00 CCMG ENGINEERING SERVICES MANAGER (814) 5 75.1060 13,018.37 156,220.48 CCMG ENVIRONMENTAL COORDINATOR (722) 1 42.7681 7,413.14 88,957.70 CCMG ENVIRONMENTAL COORDINATOR (722) 2 44.9537 7,791.98 93,503.80 CCMG ENVIRONMENTAL COORDINATOR (722) 3 47.2500 8,190.00 98,280.00 CCMG ENVIRONMENTAL COORDINATOR (722) 4 49.6654 8,608.67 103,303.98 CCMG ENVIRONMENTAL COORDINATOR (722) 5 52.2030 9,048.52 108,582.24

CCMG ENVIRONMENTAL PROGS/OPS MANAGE
(815) 1 61.5319 10,665.53 127,986.30

CCMG ENVIRONMENTAL PROGS/OPS MANAGE
(815) 2 64.6767 11,210.64 134,527.64

CCMG ENVIRONMENTAL PROGS/OPS MANAGE
(815) 3 67.9813 11,783.42 141,401.00

CCMG ENVIRONMENTAL PROGS/OPS MANAGE
(815) 4 71.4563 12,385.75 148,629.00

CCMG ENVIRONMENTAL PROGS/OPS MANAGE
(815) 5 75.1060 13,018.37 156,220.48
CCMG FACILITY & ELEC MAINT SPVSR (733) 1 45.4026 7,869.79 94,437.46 CCMG FACILITY & ELEC MAINT SPVSR (733) 2 47.7223 8,271.86 99,262.28 CCMG FACILITY & ELEC MAINT SPVSR (733) 3 50.1607 8,694.53 104,334.36 CCMG FACILITY & ELEC MAINT SPVSR (733) 4 52.7241 9,138.85 109,666.18 CCMG FACILITY & ELEC MAINT SPVSR (733) 5 55.4191 9,605.98 115,271.78 CCMG FACILITY MAINT SUPERVISOR (730) 1 45.4026 7,869.79 94,437.46 CCMG FACILITY MAINT SUPERVISOR (730) 2 47.7223 8,271.86 99,262.28 CCMG FACILITY MAINT SUPERVISOR (730) 3 50.1607 8,694.53 104,334.36 CCMG FACILITY MAINT SUPERVISOR (730) 4 52.7241 9,138.85 109,666.18 CCMG FACILITY MAINT SUPERVISOR (730) 5 55.4191 9,605.98 115,271.78 CCMG FINANCE MANAGER (838) 1 63.7185 11,044.54 132,534.48 CCMG FINANCE MANAGER (838) 2 66.9754 11,609.07 139,308.78 CCMG FINANCE MANAGER (838) 3 70.3978 12,202.28 146,427.32 CCMG FINANCE MANAGER (838) 4 73.9951 12,825.82 153,909.86

Page 22 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
CCMG FINANCE MANAGER (838) 5 77.7754 13,481.07 161,772.78 CCMG FINANCIAL SYSTM/PURCHASING MGR (836) 1 54.0895 9,375.51 112,506.16 CCMG FINANCIAL SYSTM/PURCHASING MGR (836) 2 56.8540 9,854.69 118,256.32 CCMG FINANCIAL SYSTM/PURCHASING MGR (836) 3 59.7582 10,358.10 124,297.16 CCMG FINANCIAL SYSTM/PURCHASING MGR (836) 4 62.8125 10,887.50 130,650.00 CCMG FINANCIAL SYSTM/PURCHASING MGR (836) 5 66.0218 11,443.77 137,325.24 CCMG FLEET SERVICES MANAGER (811) 1 55.4191 9,605.98 115,271.78 CCMG FLEET SERVICES MANAGER (811) 2 58.2504 10,096.73 121,160.78 CCMG FLEET SERVICES MANAGER (811) 3 61.2263 10,612.55 127,350.60 CCMG FLEET SERVICES MANAGER (811) 4 64.3550 11,154.87 133,858.40 CCMG FLEET SERVICES MANAGER (811) 5 67.6446 11,725.07 140,700.82 CCMG HOUSING & RENT STABILIZATION M (809) 1 63.7185 11,044.54 132,534.48 CCMG HOUSING & RENT STABILIZATION M (809) 2 66.9754 11,609.07 139,308.78 CCMG HOUSING & RENT STABILIZATION M (809) 3 70.3978 12,202.28 146,427.32 CCMG HOUSING & RENT STABILIZATION M (809) 4 73.9951 12,825.82 153,909.86 CCMG HOUSING & RENT STABILIZATION M (809) 5 77.7754 13,481.07 161,772.78 CCMG HOUSING PROGRAMS SUPERVISOR (827) 1 41.2666 7,152.88 85,834.58 CCMG HOUSING PROGRAMS SUPERVISOR (827) 2 43.3297 7,510.49 90,125.88 CCMG HOUSING PROGRAMS SUPERVISOR (827) 3 45.4964 7,886.04 94,632.46 CCMG HOUSING PROGRAMS SUPERVISOR (827) 4 47.7712 8,280.35 99,364.20 CCMG HOUSING PROGRAMS SUPERVISOR (827) 5 50.1598 8,694.36 104,332.28 CCMG HUMAN RESOURCES ANALYST (702) 1 38.1358 6,610.20 79,322.36 CCMG HUMAN RESOURCES ANALYST (702) 2 40.0848 6,948.02 83,376.28 CCMG HUMAN RESOURCES ANALYST (702) 3 42.1328 7,303.01 87,636.12 CCMG HUMAN RESOURCES ANALYST (702) 4 44.2857 7,676.20 92,114.36 CCMG HUMAN RESOURCES ANALYST (702) 5 46.5482 8,068.36 96,820.36 CCMG HUMAN RESOURCES EQUITY MGR (833) 1 63.7185 11,044.54 132,534.48 CCMG HUMAN RESOURCES EQUITY MGR (833) 2 66.9754 11,609.07 139,308.78 CCMG HUMAN RESOURCES EQUITY MGR (833) 3 70.3978 12,202.28 146,427.32 CCMG HUMAN RESOURCES EQUITY MGR (833) 4 73.9951 12,825.82 153,909.86 CCMG HUMAN RESOURCES EQUITY MGR (833) 5 77.7754 13,481.07 161,772.78 CCMG LEGAL OPERATIONS MANAGER (715) 1 45.4026 7,869.79 94,437.46 CCMG LEGAL OPERATIONS MANAGER (715) 2 47.7223 8,271.86 99,262.28 CCMG LEGAL OPERATIONS MANAGER (715) 3 50.1607 8,694.53 104,334.36 CCMG LEGAL OPERATIONS MANAGER (715) 4 52.7241 9,138.85 109,666.18 CCMG LEGAL OPERATIONS MANAGER (715) 5 55.4191 9,605.98 115,271.78 CCMG MAINTENANCE OPERATIONS MGR (813) 1 55.9739 9,702.14 116,425.66 CCMG MAINTENANCE OPERATIONS MGR (813) 2 58.8343 10,197.94 122,375.24 CCMG MAINTENANCE OPERATIONS MGR (813) 3 61.8406 10,719.04 128,628.50 CCMG MAINTENANCE OPERATIONS MGR (813) 4 65.0007 11,266.80 135,201.56 CCMG MAINTENANCE OPERATIONS MGR (813) 5 68.3217 11,842.44 142,109.24

Page 23 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
CCMG MANAGEMENT ANALYST (703) 1 38.1358 6,610.20 79,322.36 CCMG MANAGEMENT ANALYST (703) 2 40.0848 6,948.02 83,376.28 CCMG MANAGEMENT ANALYST (703) 3 42.1328 7,303.01 87,636.12 CCMG MANAGEMENT ANALYST (703) 4 44.2857 7,676.20 92,114.36 CCMG MANAGEMENT ANALYST (703) 5 46.5482 8,068.36 96,820.36 CCMG MOBILITY & TRAFFIC ENGINEER (801) 1 66.9754 11,609.07 139,308.78 CCMG MOBILITY & TRAFFIC ENGINEER (801) 2 70.3978 12,202.28 146,427.32 CCMG MOBILITY & TRAFFIC ENGINEER (801) 3 73.9951 12,825.82 153,909.86 CCMG MOBILITY & TRAFFIC ENGINEER (801) 4 77.7754 13,481.07 161,772.78 CCMG MOBILITY & TRAFFIC ENGINEER (801) 5 81.7501 14,170.02 170,040.26 CCMG PARK MAINTENANCE SUPERVISOR (700) 1 37.1963 6,447.35 77,368.20 CCMG PARK MAINTENANCE SUPERVISOR (700) 2 39.0974 6,776.88 81,322.54 CCMG PARK MAINTENANCE SUPERVISOR (700) 3 41.0954 7,123.20 85,478.38 CCMG PARK MAINTENANCE SUPERVISOR (700) 4 43.1948 7,487.09 89,845.08 CCMG PARK MAINTENANCE SUPERVISOR (700) 5 45.4026 7,869.79 94,437.46 CCMG PARKS MANAGER (802) 1 50.1084 8,685.45 104,225.42
CCMG PARKS MANAGER (802) 2 52.6688 9,129.25 109,551.00
CCMG PARKS MANAGER (802) 3 55.3601 9,595.76 115,149.06
CCMG PARKS MANAGER (802) 4 58.1900 10,086.27 121,035.20 CCMG PARKS MANAGER (802) 5 61.1629 10,601.57 127,218.78 CCMG PAYROLL ANALYST (726) 1 38.1358 6,610.20 79,322.36 CCMG PAYROLL ANALYST (726) 2 40.0848 6,948.02 83,376.28 CCMG PAYROLL ANALYST (726) 3 42.1328 7,303.01 87,636.12 CCMG PAYROLL ANALYST (726) 4 44.2857 7,676.20 92,114.36 CCMG PAYROLL ANALYST (726) 5 46.5482 8,068.36 96,820.36 CCMG PAYROLL SUPERVISOR (732) 1 45.4026 7,869.79 94,437.46 CCMG PAYROLL SUPERVISOR (732) 2 47.7223 8,271.86 99,262.28 CCMG PAYROLL SUPERVISOR (732) 3 50.1607 8,694.53 104,334.36 CCMG PAYROLL SUPERVISOR (732) 4 52.7241 9,138.85 109,666.18 CCMG PAYROLL SUPERVISOR (732) 5 55.4191 9,605.98 115,271.78 CCMG PROCURE & FINANCIAL SVCS MGR (820) 1 49.1722 8,523.19 102,278.28 CCMG PROCURE & FINANCIAL SVCS MGR (820) 2 51.6854 8,958.80 107,505.58 CCMG PROCURE & FINANCIAL SVCS MGR (820) 3 54.3257 9,416.46 112,997.56 CCMG PROCURE & FINANCIAL SVCS MGR (820) 4 57.1022 9,897.72 118,772.68 CCMG PROCURE & FINANCIAL SVCS MGR (820) 5 60.0199 10,403.45 124,841.34 CCMG REC & COMM SVCS MGR (834) 1 55.1451 9,558.49 114,701.86 CCMG REC & COMM SVCS MGR (834) 2 57.9625 10,046.83 120,562.00 CCMG REC & COMM SVCS MGR (834) 3 60.9245 10,560.25 126,722.96 CCMG REC & COMM SVCS MGR (834) 4 64.0379 11,099.90 133,198.78 CCMG REC & COMM SVCS MGR (834) 5 67.3100 11,667.07 140,004.80

Page 24 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
CCMG REC & COMM SVCS SUPERVISOR (729) 1 37.3827 6,479.68 77,756.12 CCMG REC & COMM SVCS SUPERVISOR (729) 2 39.2921 6,810.64 81,727.62 CCMG REC & COMM SVCS SUPERVISOR (729) 3 41.3005 7,158.75 85,905.04 CCMG REC & COMM SVCS SUPERVISOR (729) 4 43.4115 7,524.66 90,295.92 CCMG REC & COMM SVCS SUPERVISOR (729) 5 45.6298 7,909.16 94,909.88 CCMG RECREATION SUPERVISOR (701) 1 37.3827 6,479.68 77,756.12 CCMG RECREATION SUPERVISOR (701) 2 39.2921 6,810.64 81,727.62 CCMG RECREATION SUPERVISOR (701) 3 41.3005 7,158.75 85,905.04 CCMG RECREATION SUPERVISOR (701) 4 43.4115 7,524.66 90,295.92 CCMG RECREATION SUPERVISOR (701) 5 45.6298 7,909.16 94,909.88 CCMG RENT STABILIZATION COORDINATOR (731) 1 45.4026 7,869.79 94,437.46 CCMG RENT STABILIZATION COORDINATOR (731) 2 47.7223 8,271.86 99,262.28 CCMG RENT STABILIZATION COORDINATOR (731) 3 50.1607 8,694.53 104,334.36 CCMG RENT STABILIZATION COORDINATOR (731) 4 52.7241 9,138.85 109,666.18 CCMG RENT STABILIZATION COORDINATOR (731) 5 55.4191 9,605.98 115,271.78 CCMG REVENUE & BUDGET SUPERVISOR (727) 1 45.4026 7,869.79 94,437.46 CCMG REVENUE & BUDGET SUPERVISOR (727) 2 47.7223 8,271.86 99,262.28 CCMG REVENUE & BUDGET SUPERVISOR (727) 3 50.1607 8,694.53 104,334.36 CCMG REVENUE & BUDGET SUPERVISOR (727) 4 52.7241 9,138.85 109,666.18 CCMG REVENUE & BUDGET SUPERVISOR (727) 5 55.4191 9,605.98 115,271.78 CCMG REVENUE OPERATIONS MANAGER (805) 1 49.1722 8,523.19 102,278.28 CCMG REVENUE OPERATIONS MANAGER (805) 2 51.6854 8,958.80 107,505.58 CCMG REVENUE OPERATIONS MANAGER (805) 3 54.3257 9,416.46 112,997.56 CCMG REVENUE OPERATIONS MANAGER (805) 4 57.1022 9,897.72 118,772.68 CCMG REVENUE OPERATIONS MANAGER (805) 5 60.0199 10,403.45 124,841.34 CCMG SAFETY & TRAINING COORDINATOR (728) 1 40.5159 7,022.75 84,273.02 CCMG SAFETY & TRAINING COORDINATOR (728) 2 42.5863 7,381.62 88,579.40 CCMG SAFETY & TRAINING COORDINATOR (728) 3 44.7624 7,758.81 93,105.74 CCMG SAFETY & TRAINING COORDINATOR (728) 4 47.0503 8,155.38 97,864.52 CCMG SAFETY & TRAINING COORDINATOR (728) 5 49.4537 8,571.98 102,863.80 CCMG SENIOR ACCOUNTANT (707) 1 39.2921 6,810.64 81,727.62 CCMG SENIOR ACCOUNTANT (707) 2 41.3005 7,158.75 85,905.04 CCMG SENIOR ACCOUNTANT (707) 3 43.4115 7,524.66 90,295.92 CCMG SENIOR ACCOUNTANT (707) 4 45.6298 7,909.16 94,909.88 CCMG SENIOR ACCOUNTANT (707) 5 47.9612 8,313.28 99,759.40 CCMG SPECIAL EVENTS COORDINATOR (708) 1 41.0954 7,123.20 85,478.38 CCMG SPECIAL EVENTS COORDINATOR (708) 2 43.1948 7,487.09 89,845.08 CCMG SPECIAL EVENTS COORDINATOR (708) 3 45.4026 7,869.79 94,437.46 CCMG SPECIAL EVENTS COORDINATOR (708) 4 47.7223 8,271.86 99,262.28 CCMG SPECIAL EVENTS COORDINATOR (708) 5 50.1607 8,694.53 104,334.36 CCMG SR & SOCIAL SERVICES MANAGER (810) 1 55.1451 9,558.49 114,701.86

Page 25 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
CCMG SR & SOCIAL SERVICES MANAGER (810) 2 57.9625 10,046.83 120,562.00 CCMG SR & SOCIAL SERVICES MANAGER (810) 3 60.9245 10,560.25 126,722.96 CCMG SR & SOCIAL SERVICES MANAGER (810) 4 64.0379 11,099.90 133,198.78 CCMG SR & SOCIAL SERVICES MANAGER (810) 5 67.3100 11,667.07 140,004.80 CCMG SR BUILDING & SAFETY INSPECTOR (705) 1 38.3257 6,643.13 79,717.56 CCMG SR BUILDING & SAFETY INSPECTOR (705) 2 40.2852 6,982.78 83,793.32 CCMG SR BUILDING & SAFETY INSPECTOR (705) 3 42.3439 7,339.61 88,075.26 CCMG SR BUILDING & SAFETY INSPECTOR (705) 4 44.5073 7,714.59 92,575.08 CCMG SR BUILDING & SAFETY INSPECTOR (705) 5 46.7815 8,108.79 97,305.52 CCMG SR CIVIL ENGINEER (719) 1 54.8711 9,511.00 114,131.94 CCMG SR CIVIL ENGINEER (719) 2 57.6745 9,996.91 119,962.96 CCMG SR CIVIL ENGINEER (719) 3 60.6213 10,507.68 126,092.20 CCMG SR CIVIL ENGINEER (719) 4 63.7185 11,044.54 132,534.48 CCMG SR CIVIL ENGINEER (719) 5 66.9754 11,609.07 139,308.78 CCMG SR DEPUTY CITY ATTORNEY II (725) 1 69.8800 12,112.53 145,350.40 CCMG SR DEPUTY CITY ATTORNEY II (725) 2 73.4509 12,731.49 152,777.82 CCMG SR DEPUTY CITY ATTORNEY II (725) 3 77.2035 13,381.94 160,583.28 CCMG SR DEPUTY CITY ATTORNEY II (725) 4 81.1485 14,065.74 168,788.88 CCMG SR DEPUTY CITY ATTORNEY II (725) 5 85.2950 14,784.47 177,413.60 CCMG SR ENTERPRISE BUSINESS ANALYST (716) 1 46.5482 8,068.36 96,820.36 CCMG SR ENTERPRISE BUSINESS ANALYST (716) 2 48.9275 8,480.77 101,769.20 CCMG SR ENTERPRISE BUSINESS ANALYST (716) 3 51.4277 8,914.14 106,969.72 CCMG SR ENTERPRISE BUSINESS ANALYST (716) 4 54.0552 9,369.58 112,434.92 CCMG SR ENTERPRISE BUSINESS ANALYST (716) 5 56.8177 9,848.41 118,180.92 CCMG SR MANAGEMENT ANALYST (713) 1 45.4026 7,869.79 94,437.46 CCMG SR MANAGEMENT ANALYST (713) 2 47.7223 8,271.86 99,262.28 CCMG SR MANAGEMENT ANALYST (713) 3 50.1607 8,694.53 104,334.36 CCMG SR MANAGEMENT ANALYST (713) 4 52.7241 9,138.85 109,666.18 CCMG SR MANAGEMENT ANALYST (713) 5 55.4191 9,605.98 115,271.78 CCMG SR MANAGEMENT ANALYST/BUDGET (714) 1 45.4026 7,869.79 94,437.46 CCMG SR MANAGEMENT ANALYST/BUDGET (714) 2 47.7223 8,271.86 99,262.28 CCMG SR MANAGEMENT ANALYST/BUDGET (714) 3 50.1607 8,694.53 104,334.36 CCMG SR MANAGEMENT ANALYST/BUDGET (714) 4 52.7241 9,138.85 109,666.18 CCMG SR MANAGEMENT ANALYST/BUDGET (714) 5 55.4191 9,605.98 115,271.78 CCMG SR MGMT ANLYST Y-RATE (795) 1 54.6547 9,473.49 113,681.88 CCMG SR PLANNER (717) 1 49.1722 8,523.19 102,278.28
CCMG SR PLANNER (717) 2 51.6854 8,958.80 107,505.58
CCMG SR PLANNER (717) 3 54.3257 9,416.46 112,997.56
CCMG SR PLANNER (717) 4 57.1022 9,897.72 118,772.68
CCMG SR PLANNER (717) 5 60.0199 10,403.45 124,841.34

Page 26 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
CCMG SR SOLID WASTE & REC CRW SUPV (710) 1 45.4026 7,869.79 94,437.46 CCMG SR SOLID WASTE & REC CRW SUPV (710) 2 47.7223 8,271.86 99,262.28 CCMG SR SOLID WASTE & REC CRW SUPV (710) 3 50.1607 8,694.53 104,334.36 CCMG SR SOLID WASTE & REC CRW SUPV (710) 4 52.7241 9,138.85 109,666.18 CCMG SR SOLID WASTE & REC CRW SUPV (710) 5 55.4191 9,605.98 115,271.78 CCMG STREET MAINTENANCE SUPERVISOR (734) 1 45.4026 7,869.79 94,437.46 CCMG STREET MAINTENANCE SUPERVISOR (734) 2 47.7223 8,271.86 99,262.28 CCMG STREET MAINTENANCE SUPERVISOR (734) 3 50.1607 8,694.53 104,334.36 CCMG STREET MAINTENANCE SUPERVISOR (734) 4 52.7241 9,138.85 109,666.18 CCMG STREET MAINTENANCE SUPERVISOR (734) 5 55.4191 9,605.98 115,271.78 CCMG SYSTEMS DEVELOPMENT MANAGER (807) 1 53.7871 9,323.10 111,877.22 CCMG SYSTEMS DEVELOPMENT MANAGER (807) 2 56.5357 9,799.53 117,594.36 CCMG SYSTEMS DEVELOPMENT MANAGER (807) 3 59.4243 10,300.20 123,602.44 CCMG SYSTEMS DEVELOPMENT MANAGER (807) 4 62.4598 10,826.36 129,916.28 CCMG SYSTEMS DEVELOPMENT MANAGER (807) 5 65.6523 11,379.72 136,556.68 CCMG SYSTEMS SUPPORT MANAGER (825) 1 59.1658 10,255.40 123,064.76 CCMG SYSTEMS SUPPORT MANAGER (825) 2 62.1892 10,779.47 129,353.64 CCMG SYSTEMS SUPPORT MANAGER (825) 3 65.3667 11,330.24 135,962.84 CCMG SYSTEMS SUPPORT MANAGER (825) 4 68.7058 11,909.00 142,907.96 CCMG SYSTEMS SUPPORT MANAGER (825) 5 72.2175 12,517.70 150,212.40 CCMG TECHNICAL SERVICES MANAGER (808) 1 59.1658 10,255.40 123,064.76 CCMG TECHNICAL SERVICES MANAGER (808) 2 62.1892 10,779.47 129,353.64 CCMG TECHNICAL SERVICES MANAGER (808) 3 65.3667 11,330.24 135,962.84 CCMG TECHNICAL SERVICES MANAGER (808) 4 68.7058 11,909.00 142,907.96 CCMG TECHNICAL SERVICES MANAGER (808) 5 72.2175 12,517.70 150,212.40 CCMG TRAFFIC ENGINEERING MGR (822) 1 47.4867 8,231.04 98,772.44 CCMG TRAFFIC ENGINEERING MGR (822) 2 49.9135 8,651.67 103,820.08 CCMG TRAFFIC ENGINEERING MGR (822) 3 52.4641 9,093.78 109,125.38 CCMG TRAFFIC ENGINEERING MGR (822) 4 55.1451 9,558.49 114,701.86 CCMG TRAFFIC ENGINEERING MGR (822) 5 57.9625 10,046.83 120,562.00 CCMG TRANSIT OPERATIONS ANALYST (704) 1 38.1358 6,610.20 79,322.36 CCMG TRANSIT OPERATIONS ANALYST (704) 2 40.0848 6,948.02 83,376.28 CCMG TRANSIT OPERATIONS ANALYST (704) 3 42.1328 7,303.01 87,636.12 CCMG TRANSIT OPERATIONS ANALYST (704) 4 44.2857 7,676.20 92,114.36 CCMG TRANSIT OPERATIONS ANALYST (704) 5 46.5482 8,068.36 96,820.36 CCMG TRANSIT OPERATIONS MANAGER (812) 1 55.4191 9,605.98 115,271.78 CCMG TRANSIT OPERATIONS MANAGER (812) 2 58.2504 10,096.73 121,160.78 CCMG TRANSIT OPERATIONS MANAGER (812) 3 61.2263 10,612.55 127,350.60 CCMG TRANSIT OPERATIONS MANAGER (812) 4 64.3550 11,154.87 133,858.40 CCMG TRANSIT OPERATIONS MANAGER (812) 5 67.6446 11,725.07 140,700.82 CCMG TRANSIT PLANNING MANAGER (829) 1 55.4191 9,605.98 115,271.78

Page 27 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
CCMG TRANSIT PLANNING MANAGER (829) 2 58.2504 10,096.73 121,160.78 CCMG TRANSIT PLANNING MANAGER (829) 3 61.2263 10,612.55 127,350.60 CCMG TRANSIT PLANNING MANAGER (829) 4 64.3550 11,154.87 133,858.40 CCMG TRANSIT PLANNING MANAGER (829) 5 67.6446 11,725.07 140,700.82 CCMG TRFC ENG ANALYST (723) 1 42.1328 7,303.01 87,636.12 CCMG TRFC ENG ANALYST (723) 2 44.2857 7,676.20 92,114.36 CCMG TRFC ENG ANALYST (723) 3 46.5482 8,068.36 96,820.36 CCMG TRFC ENG ANALYST (723) 4 48.9275 8,480.77 101,769.20 CCMG TRFC ENG ANALYST (723) 5 51.4277 8,914.14 106,969.72

Page 28 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
CNCL COUNCIL MEMBER (001) 1 27.9870 485.12 5,821.40

Page 29 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
EXEC ADMIN SERVICES DIRECTOR (911) 1 84.1041 14,578.05 174,936.58 EXEC ADMIN SERVICES DIRECTOR (911) 2 88.3997 15,322.62 183,871.48 EXEC ADMIN SERVICES DIRECTOR (911) 3 92.9176 16,105.72 193,268.66 EXEC ADMIN SERVICES DIRECTOR (911) 4 97.6647 16,928.56 203,142.68 EXEC ADMIN SERVICES DIRECTOR (911) 5 102.6572 17,793.92 213,527.08 EXEC ASSISTANT CITY MANAGER (908) 1 90.7558 15,731.00 188,771.96 EXEC ASSISTANT CITY MANAGER (908) 2 95.3939 16,534.94 198,419.26 EXEC ASSISTANT CITY MANAGER (908) 3 100.2676 17,379.72 208,556.66 EXEC ASSISTANT CITY MANAGER (908) 4 105.3918 18,267.90 219,214.84 EXEC ASSISTANT CITY MANAGER (908) 5 110.7769 19,201.33 230,415.90 EXEC ASSTANT TO CITY MANAGER (900) 1 55.9739 9,702.14 116,425.66 EXEC ASSTANT TO CITY MANAGER (900) 2 58.8343 10,197.94 122,375.24 EXEC ASSTANT TO CITY MANAGER (900) 3 61.8406 10,719.04 128,628.50 EXEC ASSTANT TO CITY MANAGER (900) 4 65.0007 11,266.80 135,201.56 EXEC ASSTANT TO CITY MANAGER (900) 5 68.3217 11,842.44 142,109.24 EXEC CHIEF FINANCIAL OFFICER (907) 1 87.2194 15,118.03 181,416.30 EXEC CHIEF FINANCIAL OFFICER (907) 2 91.6769 15,890.66 190,687.90 EXEC CHIEF FINANCIAL OFFICER (907) 3 96.3605 16,702.49 200,429.84 EXEC CHIEF FINANCIAL OFFICER (907) 4 101.2854 17,556.13 210,673.58 EXEC CHIEF FINANCIAL OFFICER (907) 5 106.4610 18,453.24 221,438.88 EXEC CHIEF INFO OFFICER (905) 1 78.9444 13,683.69 164,204.30 EXEC CHIEF INFO OFFICER (905) 2 82.9775 14,382.77 172,593.20 EXEC CHIEF INFO OFFICER (905) 3 87.2194 15,118.03 181,416.30 EXEC CHIEF INFO OFFICER (905) 4 91.6769 15,890.66 190,687.90 EXEC CHIEF INFO OFFICER (905) 5 96.3605 16,702.49 200,429.84 EXEC CHIEF TRANSPORTATION OFFICER (903) 1 78.8944 13,675.03 164,100.30 EXEC CHIEF TRANSPORTATION OFFICER (903) 2 82.9253 14,373.71 172,484.52 EXEC CHIEF TRANSPORTATION OFFICER (903) 3 87.1622 15,108.12 181,297.48 EXEC CHIEF TRANSPORTATION OFFICER (903) 4 91.6160 15,880.11 190,561.28 EXEC CHIEF TRANSPORTATION OFFICER (903) 5 96.2982 16,691.70 200,300.36 EXEC CITY ATTORNEY (909) 1 104.2931 18,077.48 216,929.70 EXEC CITY ATTORNEY (909) 2 109.6223 19,001.19 228,014.28 EXEC CITY ATTORNEY (909) 3 115.2242 19,972.20 239,666.44 EXEC CITY ATTORNEY (909) 4 121.1124 20,992.81 251,913.74 EXEC CITY ATTORNEY (909) 5 127.3012 22,065.55 264,786.60 EXEC CITY MANAGER (910) 1 113.0342 19,592.60 235,111.24 EXEC CITY MANAGER (910) 2 118.8088 20,593.52 247,122.20 EXEC CITY MANAGER (910) 3 124.8808 21,646.00 259,751.96 EXEC CITY MANAGER (910) 4 131.2627 22,752.21 273,026.52 EXEC CITY MANAGER (910) 5 137.9699 23,914.78 286,977.34 EXEC COMMUNITY DEVOPMENT DIRECTOR (904) 1 78.1622 13,548.12 162,577.48

Page 30 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
EXEC COMMUNITY DEVOPMENT DIRECTOR (904) 2 82.1555 14,240.29 170,883.44 EXEC COMMUNITY DEVOPMENT DIRECTOR (904) 3 86.3563 14,968.42 179,621.00 EXEC COMMUNITY DEVOPMENT DIRECTOR (904) 4 90.7689 15,733.27 188,799.26 EXEC COMMUNITY DEVOPMENT DIRECTOR (904) 5 95.4075 16,537.30 198,447.60 EXEC HUMAN RESOURCES DIRECTOR (902) 1 78.6019 13,624.33 163,491.90 EXEC HUMAN RESOURCES DIRECTOR (902) 2 82.6164 14,320.17 171,842.06 EXEC HUMAN RESOURCES DIRECTOR (902) 3 86.8389 15,052.07 180,624.86 EXEC HUMAN RESOURCES DIRECTOR (902) 4 91.2753 15,821.04 189,852.52 EXEC HUMAN RESOURCES DIRECTOR (902) 5 95.9414 16,629.84 199,558.06 EXEC PRCS DIRECTOR (901) 1 73.2336 12,693.83 152,325.94 EXEC PRCS DIRECTOR (901) 2 76.9748 13,342.29 160,107.48 EXEC PRCS DIRECTOR (901) 3 80.9082 14,024.10 168,289.16 EXEC PRCS DIRECTOR (901) 4 85.0444 14,741.03 176,892.30 EXEC PRCS DIRECTOR (901) 5 89.3895 15,494.18 185,930.16 EXEC PUBLIC WORKS DIRECTOR (906) 1 82.9775 14,382.77 172,593.20 EXEC PUBLIC WORKS DIRECTOR (906) 2 87.2194 15,118.03 181,416.30 EXEC PUBLIC WORKS DIRECTOR (906) 3 91.6769 15,890.66 190,687.90 EXEC PUBLIC WORKS DIRECTOR (906) 4 96.3605 16,702.49 200,429.84 EXEC PUBLIC WORKS DIRECTOR (906) 5 101.2854 17,556.13 210,673.58

Page 31 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
FIRE FIRE CAPTAIN (504/505) 1 65.0680 11,278.46 135,341.54 FIRE FIRE ENGINEER (502/503) 1 56.5809 9,807.35 117,688.23 FIRE FIREFIGHTER (500/501) 0 33.8819 5,872.86 70,474.30 FIRE FIREFIGHTER (500/501) 1 37.8013 6,552.22 78,626.62 FIRE FIREFIGHTER (500/501) 2 38.7584 6,718.12 80,617.46 FIRE FIREFIGHTER (500/501) 3 42.3344 7,337.97 88,055.62 FIRE FIREFIGHTER (500/501) 4 44.7218 7,751.76 93,021.12 FIRE FIREFIGHTER (500/501) 5 47.2504 8,190.05 98,280.65 FIRE FIREFIGHTER (500/501) 6 49.2008 8,528.13 102,337.61

Page 32 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
FMGT ASST FIRE CHIEF (509) 1 94.1961 16,327.32 195,927.89 FMGT BATTALION CHIEF (506/507) 1 78.0088 13,521.51 162,258.13 FMGT FIRE CHIEF (510) 1 109.4090 18,964.23 227,570.74
FMGT FIRE MARSHAL (508) 1 89.7106 15,549.83 186,597.98

Page 33 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
NBNE ADMIN INTERN (107) 1 15.6279 0.00 0.00
NBNE ADMIN INTERN (107) 2 16.4093 0.00 0.00
NBNE ADMIN INTERN (107) 3 17.2298 0.00 0.00
NBNE AMBULANCE OPERATOR (116) 1 16.5375 0.00 0.00
NBNE AMBULANCE OPERATOR (116) 2 17.3644 0.00 0.00
NBNE AMBULANCE OPERATOR (116) 3 18.2326 0.00 0.00
NBNE BUS OPERATOR TRAINEE (106) 1 19.1008 0.00 0.00
NBNE CASHIER PLUNGE (101) 1 14.0464 0.00 0.00
NBNE CASHIER PLUNGE (101) 2 14.7487 0.00 0.00
NBNE CASHIER PLUNGE (101) 3 15.4861 0.00 0.00
NBNE CONTRACT EMPLOYEE (199) 1 20.0000 0.00 0.00
NBNE CONTRACT EMPLOYEE (199) 2 30.0000 0.00 0.00
NBNE CONTRACT EMPLOYEE (199) 3 40.0000 0.00 0.00
NBNE CONTRACT EMPLOYEE (199) 4 50.0000 0.00 0.00
NBNE CONTRACT EMPLOYEE (199) 5 60.0000 0.00 0.00
NBNE CONTRACT EMPLOYEE (199) 6 70.0000 0.00 0.00
NBNE CONTRACT EMPLOYEE (199) 7 80.0000 0.00 0.00
NBNE CONTRACT EMPLOYEE (199) 8 90.0000 0.00 0.00
NBNE CONTRACT EMPLOYEE (199) 9 100.0000 0.00 0.00
NBNE CONTRACT EMPLOYEE (199) 10 110.0000 0.00 0.00
NBNE CONTRACT EMPLOYEE (199) 11 120.0000 0.00 0.00
NBNE CONTRACT EMPLOYEE (199) 12 130.0000 0.00 0.00
NBNE CROSSING GUARD (104) 1 15.2807 0.00 0.00
NBNE GIS INTERN (111) 1 17.3644 0.00 0.00
NBNE GIS INTERN (111) 2 18.2326 0.00 0.00
NBNE GIS INTERN (111) 3 19.1442 0.00 0.00
NBNE INSTRCTR/PPL/DISABILITIES (115) 1 23.8471 0.00 0.00 NBNE LIFEGUARD (108) 1 18.1485 0.00 0.00
NBNE LIFEGUARD (108) 2 18.9987 0.00 0.00
NBNE LIFEGUARD (108) 3 19.8914 0.00 0.00
NBNE LIFEGUARD SWIM INSTRUCTOR NB (110) 1 19.6488 0.00 0.00 NBNE LIFEGUARD SWIM INSTRUCTOR NB (110) 2 20.5740 0.00 0.00 NBNE LIFEGUARD SWIM INSTRUCTOR NB (110) 3 21.5454 0.00 0.00 NBNE POOL MANAGER (113) 1 25.4203 0.00 0.00
NBNE POOL MANAGER (113) 2 26.3405 0.00 0.00
NBNE POOL MANAGER (113) 3 27.3068 0.00 0.00
NBNE RECREATION LEADER I (103) 1 14.0464 0.00 0.00
NBNE RECREATION LEADER I (103) 2 14.7487 0.00 0.00
NBNE RECREATION LEADER I (103) 3 15.4861 0.00 0.00

Page 34 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
NBNE RECREATION LEADER II (109) 1 16.6524 0.00 0.00
NBNE RECREATION LEADER II (109) 2 17.4851 0.00 0.00
NBNE RECREATION LEADER II (109) 3 18.3593 0.00 0.00
NBNE RECREATION SPECIALIST (114) 1 21.6291 0.00 0.00
NBNE RECREATION SPECIALIST (114) 2 22.7106 0.00 0.00
NBNE RECREATION SPECIALIST (114) 3 23.8461 0.00 0.00
NBNE SR RECREATION LEADER (112) 1 19.2536 0.00 0.00
NBNE SR RECREATION LEADER (112) 2 20.2163 0.00 0.00
NBNE SR RECREATION LEADER (112) 3 21.2271 0.00 0.00
NBNE STUDENT WORKER I (100) 1 14.0400 0.00 0.00
NBNE STUDENT WORKER I (100) 2 14.7420 0.00 0.00
NBNE STUDENT WORKER I (100) 3 15.4791 0.00 0.00
NBNE STUDENT WORKER II (102) 1 14.7420 0.00 0.00
NBNE STUDENT WORKER II (102) 2 15.4791 0.00 0.00
NBNE STUDENT WORKER II (102) 3 16.2530 0.00 0.00
NBNE STUDENT WORKER III (105) 1 17.0032 0.00 0.00
NBNE STUDENT WORKER III (105) 2 17.8534 0.00 0.00
NBNE STUDENT WORKER III (105) 3 18.7460 0.00 0.00

Page 35 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
PMGT ASSISTANT CHIEF (605) 1 103.3276 17,910.12 214,921.46 PMGT POLICE CAPTAIN (604) 1 89.4582 15,506.10 186,073.16 PMGT POLICE CHIEF (606) 1 118.8271 20,596.70 247,160.42 PMGT POLICE LIEUTENANT (603) 1 71.3687 12,370.58 148,447.00

Page 36 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
POLC POLICE OFFICER (601) 1 38.9097 6,744.36 80,932.28
POLC POLICE OFFICER (601) 2 40.0950 6,949.80 83,397.60
POLC POLICE OFFICER (601) 3 42.9441 7,443.65 89,323.78
POLC POLICE OFFICER (601) 4 44.0265 7,631.26 91,575.12
POLC POLICE OFFICER (601) 5 45.3555 7,861.62 94,339.44
POLC POLICE OFFICER (601) 6 46.8631 8,122.94 97,475.30
POLC POLICE OFFICER (601) 7 48.2936 8,370.90 100,450.74 POLC POLICE OFFICER (601) 8 49.5131 8,582.28 102,987.30 POLC POLICE OFFICER (601) 9 50.8710 8,817.64 105,811.68 POLC POLICE SERGEANT (602) 1 58.5946 10,156.40 121,876.82

Page 37 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
POLR POLICE RECRUIT (600) 1 38.9097 6,744.36 80,932.28

Page 38 of 386 ends

EXHIBIT A
Salary Schedule
Effective Date 07/01/2021
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25 RESOLUTION NO. 2021-R O 9 O

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

CULVER CITY, CALIFORNIA, APPROVING AND

ADOPTING A MASTER MEMORANDUM OF

UNDERSTANDING AND RELATED CLASSIFICATION AND

SALARY PLAN WITH THE CUL VER CITY EMPLOYEES

ASSOCIATION
WHEREAS, the Culver City Employees Association employee representatives and City representatives have met and conferred and executed a Master Memorandum of Understanding.

NOW, THEREFORE, the City Council of the City of Culver City, DOES RE SOL VE as follows:

1. The Master Memorandum of Understanding, a copy of wh ich is attached hereto as Exhibit A and made a part hereof, is hereby approved for the period July 1, 2021 through June 30, 2023.

2. The Classification and Salary Plan, attached hereto as Exhibit B and incorporated herein by this reference, is hereby adopted effective July 1, 2021 and shall supersede and replace all previously adopted salary plans for all members of the Culver City Employee Association.

II I
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27 Ill
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1 2 3. The City Manager and Chief Financial Officer are hereby authorized to 3 adjust the budget and records of employees necessary to pay the salaries and costs 4 related to the terms of the approved Master Memorandum of Understanding. 5 6 APPROVED and ADOPTED this 271h day of September 2021. 7 8
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ATTEST:

A21-00151
AL�
City of Culver City, California
APPROVED AS TO FORM:
""' CA OLA. SCHWAB
City Attorney

MASTER MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF CULVER CITY

AND

CULVER CITY EMPLOYEES’ ASSOCIATION

July 1, 2021 through June 30, 2023

MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF CULVER CITY, CALIFORNIA
AND
THE CULVER CITY EMPLOYEES’ ASSOCIATION (CCEA)

ARTICLE ONE

EMPLOYEE AND EMPLOYER RIGHTS

I. PARTIES TO THE MEMORANDUM OF UNDERSTANDING

This Memorandum of Understanding, hereinafter called the "MOU” is made by and between the City of Culver City, California, hereinafter called the "City", and The Culver City Employees’ Association, hereinafter called “CCEA” representing the full-time, non-management, non-safety general service classified employees and unclassified regular part -time (RPT) general service employees of the City.

This MOU is made pursuant to the California Government Code Section 3500, et seq.

II. RECOGNITION

A. FULL-TIME GENERAL SERVICE CLASSIFIED EMPLOYEES

The City hereby recognizes CCEA as the exclusive representative of the full-time, non -management, non -safety, general service classified employee classifications of the City, as set forth in Appendix “A,” as amended, and attached hereto, pursuant to the City’s Employer-Employee Relations Resolution No. 2008-R009, as amended, generally referred to and hereinafter called “CCEA,” General Service Employees” or “Employees.”

B. REGULAR PART -TIME (RPT) GENERAL SERVICE UNCLASSIFIED

EMPLOYEES

1. The City hereby recognizes CCEA as the exclusive representative of regular part -time (RPT) general service employee positions designated as RPT.

2. An RPT is a regular part-time, unclassified employee who has been appointed to work an annual average rate of at least twenty (20) hours per week and less than forty (40) hours per week,

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 3 notwithstanding the fact that the aggregate number of hours worked per week in a combina tion of different positions may equal or exceed forty (40) hours in any given work week.

3. This recognition does not change the “at -will” status of any RPT employee. At-will employees:
• Do not have any rights as set forth in the City’s Civil Service Rules; and
• Do not receive any additional or modification to any wages, benefits or ter ms and conditions of employment which are not expressly agreed to and provided for in this MOU.

III. BARGAINING UNIT CHANGES

Any change in the classes which compose the CCEA/General S ervice Employees unit shall be in accordance with the provisions of the City's Resolution No. 2008-R009, as amended.

IV. TEMPORARY FILLING OF BARGAINING UNIT POSITIONS

A. VACANT AUTHORIZED POSITIONS

1. CCEA and City a gree that a vacant authorized position in a bargaining unit classification may be filled on a temporary basis as follows:
• Limited-term appointment that shall not exceed twelve (12) months in duration, except as may be extended for up to one (1) additional year but not to exceed two (2) years total, with approval by the Human Resources Director; or a

• Provisional appointment not to exceed one hundred twenty (120) days, nor continue b eyond thirty (30) days from the establishment of the Eligible List or the d ate of ap pointment from an Eligible List, whichever occurs first, except upon good cause, with justification provided to the Human Resources Director and approval by the City Manager.

2. Further details regarding Limited -term and Provisional appointments can be found in the Civil Service Rules.

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 4 B. LIMITATIONS

1. Unless the limited -term or provisional employe e filling the vacancy is a classified unit employee, he/she shall not becom e classified or a member of the unit during the limited -term or provisional appointment.

2. Such limited-term and/or provisional employees shall:
• Be at-will, and
• Not have appeal right s regarding termination of the limited appointment, and
• Not be subject to l ayoff seniority or bumping rights provided to classified unit employees.

3. The City agrees that an authorized position, which is not eliminated from the City budget, will be filled b y a classified unit employee within the maximum two (2) year period.

4. Unit employees must meet minimum qualifications for the vacant position.

V. NONDISCRIMINATION

A. POLICY

No unit employee shall be subject to discrimination which is prohibited b y applicable federal, state or local law. In accordance with this policy, the City agrees that no employee shall be interfered with, intimidated, restrained, coerced, employed, pro moted, demoted, discharged or in any way favored or discriminated against b ecause of political opinions or affiliations, race, religious belief, age, sex, sexual orientation, gender orientation, physical or mental disability, or because of the exercise of his/her rights under this MOU.

B. UNION AGREES NOT TO DISCRIMINATE

In accordance with the above policy, CCEA agrees not to discriminate against a unit employee because of the exercise of his or her rights granted under this MOU or with respect to admi ssion to membership and the rights of membership in CCEA for any of the abo ve enumer ated reasons.

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 5 VI. Maintenance of Membership and Dues Deduction Agreement

A. The City shall automatically deduct from unit employees who are CCEA members.

B. Unit employees who are members of CCEA on the effective date of this agreement, or who b ecome a m ember subsequent to the effective date of this agreement, shall continue to have such dues deductions made by the City until CCEA notifies the City of a termination of membership.

C. Any unit employee may terminate his/her membership and cancel the dues deduction during the anniversary month of the employee’s hire date, by notifying CCEA a nd completing the appropriate Membership Declination form provided by CCEA.

This form shall be provided to Human Resources for
processing.

VII. INDEMNIFICATION

CCEA agrees to indemnify an d hold harmless the City against all claims including costs of suit and reasonable attorney fees and/or other forms of liability arising from the provisions of Article One of this MOU.

VIII. RIGHTS

A. EMPLOYEE RIGHTS

1. Unit employees of the C ity shall have the right to form, join, and participate in the activities of employee organizations of their own choosing for the p urpose of representation on all matters of employer-employee relations including but no t limited to wages, hours, and other terms and conditions of employment.

2. Unit employees also shall have the right to refuse to join or participate in the activities of employee organizations.

3. No unit employee shall be interfered with, intimidate d, restra ined, coerced, or discriminat ed against by the City or by any employee organization because of the exercise of these rights.

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 6 B. CITY'S RIGHTS

The C ity reserves the right to make the final determination, as to all matters which are n ecessary to manage, control and administ er the City's operations including, but not limited to:

1. Determining the mission of the City's constituent departments, commissions and boards;

2. Setting standards of service;

3. Determining the procedures and standards of selection for employment a nd promotions, directing employees, and taking disciplinary action;

4. Relieving employees from duty because of lack of work or o ther legitimate reasons, maintaining the efficiency of governmental operations;

5. Determining the methods, means and personnel by which governmental operations are to be conducted;

6. Determining content of job classifications;

7. Taking all necess ary actions to carry out the City's mission in emergencies;

8. Exercising control an d discret ion over the City's organization and the technology of performing its work;

9. Regulating the use of all equipment and other property of the City;

10. Establishing, altering or disposing of operations, departments, commissions or boards;

11. Determining the work to be contracted out;

12. Determining the complement of employees needed or assigned to a particular function or work location;

13. Establishing and modifying employee staffing levels;

14. Establishing, changing and/or modifying wo rk schedu les for employees; and

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 7

15. Performing all other functions not specifica lly delegated to employees elsewhere in this MOU.

C. IMPACT OF MANAGEMENT RIGHTS

If any provision of this subsection is found to be inapplicable and/or in conflict wi th final court decision or decree or state law affecting Culver City, the remainder of this subsection shall continue in effect.

X. PAID TIME OFF FOR CCEA REPRESENTATIVES

A. RELEASE TIME

1. Leave of Absence with Pay is authorized for repres entatives of CCEA to attend conferences, meetings, institutes, or similar affairs (in addition to meet and confer sessions with City representatives).

2. The total leave granted for the calendar year for the bargaining unit shall not exceed one hundred and forty-four (144) hours.

3. Such leave is subject to the prior approval of Management.

4. CCEA agrees that any off -duty time shall not constitute hours worked for computation of overtime in the respective work period.

B. RELEASE TIME CERTIFICATION

An officer of CCEA will provide certification that CCEA i s authorizing the unit employee to use the release time as set forth in Article One, Secti on X.A.

C. USE OF OTHER LEAVES

1. This special leave of absence will not prohibit unit employees from requesting and being granted accumulated Compensatory Time Off, Floating Holiday, Leave of Absen ce without Pay, or the use of Vacation Leave, within governing rules and department policies.

2. Arrangements for the individual employee(s) involved will be made in advance with Appointing Authority or designee, and a "Request for Leave of Absence" for m with CCEA certification shall be submitted to, and signed by the Appointing Authori ty or des ignee prior to the authorization being granted.

D. GENERAL MEMBERSHIP MEETINGS

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 8 CCEA unit employees will be released f rom duty to attend up to two (2) general membership meetings during the calendar year , with th e understanding that such meetings will be scheduled in a manner that minimizes disruption of City services.

E. GRIEVANCE OR BUSINESS MEETINGS

1. CCEA representatives must notify their supervisor(s) at least two (2) days in advance of any grievance or business meeting that they are expected to attend, unles s such meeting is being scheduled by the supervisor(s).

2. If less than two (2) da ys notice is provided, the supervisor(s) may deny leave from work, or may approve the time or an alternate time at the supervisor’s discretion.

3. CCEA Representatives may not s top work or leave their duties without supervisory authorization.

4. CCEA agents (n on-employees) may contact affected department management to schedule a meeting with u nit emplo yees on City time.

5. In the event insufficient advance notice is given, department management will advise the agent when such meeting may be held (i.e., when the unit employee may be released from duty).

6. This provision shall not preclude CCEA or i ts agents from scheduling meetings with unit employees during non-work hours.

7. City agr ees to provide meeting space if requested and whenever possible.

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 9

ARTICLE TWO

SALARIES AND COMPENSATION

I. SALARIES

Unit employees shall receive a five percent (5%) base salary increase effective in the first full pay period which includes July 1, 2021.

The salary schedules specifying the salary range for each classification covered herein is set forth in Appendix “A,” as may be amended.

It is City Council’s policy goal to pay City employee salaries consistent with the median of comparable cities when financial resources permit.

II. EQUIVALENT BIWEEKLY, MONTHLY AND ANNUAL RATE

1. Equivalent biweekly pay rate shall be determined by multiplying the hou rly rate by eighty (80) hours.

2. Equivalent annual pay rate shall be determined by multiplying the hourly rate by two thousand and eighty (2080) hours.

3. Equivalent monthl y pay rate shall be determined by dividing the annual rate by twelve (12) months.

III. FREQUENCY OF PAYCHECK ISSUANCE

Current unit employees shall be paid bi -weekly, once every two (2) weeks, either by paycheck or by direct deposit, as elected by the employee.

IV. VOLUNTARY DEFERRED COMPENSATION

A. VOLUNTARY 457 DEFERRED COMPENSATION PLAN

1. City agrees to provide a deferred compensation plan for unit employees covered herein pursuant to IRS Code Section 457.

2. If more than one plan is offered, unit employees shall be limited to participation in one (1) plan at a time.

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 10

3. Plan documents and participation rules under Section 457 are maintained by and available from the Human Resources
Department.

B. CITY CONTRIBUTION TO DEFERRED COM PENSATION (NON-

PERSABLE)

1. The City's maximum contribution to deferred compensation shall be sixty dollars ($ 60) per pay period (non-PERSable) for unit employees that contribute a minimum of tw elve dol lars ($12) per pay period and a dollar per dollar match for employees that contribute less than twelve dollars ($12) per pay period.

2. The deferred compensation plan is a benefit, and as such t he contribution by the City on behalf of the unit employee shall not change the employee's salary classification range.

3. Unit e mployees may, at t heir option, contribute in excess of the City's matching contribution per pay period to the plan.

C. CONVERSION OF FLOATING HOLIDAY HOURS

1. The City will p ermit un it employees to convert the dollar value of excess accruals of floating holiday t ime, which would otherwise be paid to the employee in his/her paycheck, to deferred
compensation.

2. Human Resources will assist employees in calculating and arranging such deferrals.

D. CHANGING YOUR CONTRIBUTION

1. Unit employees may reduce the amount of their bi -weekly deferred compensation contribution at any time with a minimum of two (2) weeks advance wr itten notice on the appropriate form to Human Resources.

2. Unit e mployees may increase the amount of their bi -weekly deferred compensation contribution only during quarterly open enrollment, including conversion of floating holiday hours.

E. LIMITATIONS

1. The City does not w arrant that amounts de posited in the deferred compensation plans are "qualified" for tax deferral and is not to be

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 11 held liable for such tax payments as may be determined
assessable.

2. Unit employee s may convert excess annual vacation (accruals which would exceed the maximum vacation bank as earned), floating holiday time, or compensatory time accruals for prospective conversion to deferred compensation and will provide information to unit employees who want to utilize this option.

V. ACTING PAY

A. ELIGIBILITY

1. Any unit employee who is re quired to, and does act and perform duties included within a higher classification and which are broader than the specifications governing such employee's position shall be eligible for acting pay u pon written approval by Management and the Human Resources Director.

2. To be eligible, the unit employee must be assigned to work in the acting higher classification a minimum of one full pay period.

3. The employee’s department shall submit a Personne l Action Form to start the Acting Pay effective the beginn ing of the first full pay period in which the employee is acting. The department shall submit another Personnel Action Form to stop the Acting Pay at the end of the pay period in which the acting assignment ceases.

4. Unit employees who have been assigned to an acting capacity on a continuous basis for a minimum of 90 days shall be eligible to continue receiving acting pay for up to six (6) weeks if not appointed on a permanent basis to the higher classification and the employee is required by managemen t to provide training to the appointed individual.

B. COMPENSATION

1. A unit employee approved for acting pay:
• Shall be paid the hourly rate for the acting classi fication which is a minimum of five percent (5%) above the current base salary of the employee’s permanent position, or Step 1 of the acting classification whichever is greater; and
• Shall in no instance be en titled to be paid more than Step 5 of the acting classification.

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 12

2. During that period of acting service a unit employee:
• Shall be paid at the acting pay rate when off due to an official City holiday , floating holiday or any approved leave of absence, and
• Shall not be paid at the acting pay rate for b i-weekly leave payoffs and/or cash-outs.

3. A unit employee working overtime or call back during acting assignment shall be paid at the acting pay rate for such time.

4. Employees receiving acting pay as set forth above shall continue to receive the benefits associat ed his/her permanent position and not the benefits associated with the acting position.

5. Unit employees meeting all other eligibility guidelines shall be eligible to receive their re gular annual step increases while placed in an acting assignment.

C. LIMITATIONS

1. The City strongly encourages departments not to use acting pay for long-term assignments and to fill vacancies as soon as practicable.

2. Acting pay assignments m ay not be made unless the employee meets the minimum requirements of th e classification in which acting pay is being provided.

VI. SPECIAL COMPENSATION PAY

A. PURPOSE

An employee may be assigned additional duties beyond the scope of the employee’s regular classification when operational co nditions necessitate prioritizing these dutie s as an essential function of the division and/or department and the qualificati ons and skill level of the employee are appropriate to fulfill the duties.

1. Such additional pay shall not be considered a promot ion, and may be reduced or removed without cause, notice or appeal rights.

2. No person shall receive both special compensation and acting pay as set forth in respective MOUs.

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 13

3. Special Co mpensation is not an assignment to a vacant, higher level position, but is an assignment of higher level duties that are added to current classification/position duties.

4. Special Compensation is temporary in nature.

5. Special Compensation is distinct from a ssignment of collateral duties in that the duties for which the employe e receives special compensation are of a high er or more complex nature than the employee’s permanent classification.

B. ELIGIBILITY

Special compensation shall only be given when an em ployee is assigned higher level duties that are in excess of a full pay period. Employees shall be precluded from r eceiving special compensation while on any type of leave of absence.

C. PROCESS

1. The City Manager may approve special pay commensurate with the additional duties, while such duties are assigned, for up to si x (6) months. Such special pay may be an amount not to exceed 10% of the employee’s regular base pay.

2. If at the end of s ix (6) months the department needs an extension of special compensation, the request shall be submitted to the City Manager in writing, who may then renew the special compensation for another six (6) months. By the end of the extension period the department must determine the long -term nature of the additional duties and operational needs; only one renewal period is allowed.

3. By t he end of the first or second six (6) month p eriod, the department must cease the situation leading to special
compensation, request a permanent reclassification, or make other such per sonnel or operational changes that will absorb the additional duties. The additional duties must cease at the same time as the special compensation ceases.

4. Pursuant to the California Code of Regulations (CCR) Section 571, Special Compensation shall be reported to CalPERS as special compensation under the category of Prem ium Pay – Temporary Upgrade Pay.

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 14 VII. TRANSLATOR PROGRAM

A. PURPOSE

1. The purpos e of the Translator Program is to provide linguistic assistance for non -English speaking person(s) who represent a large segment of the community. The current languages are Arabic, Farsi and Spanish.

2. This service is provided through unit employees who have been certified as proficient in a designated foreign la nguage which is regularly utilized in providing services to the community.

B. QUALIFICATION

1. Human Resources will conduct oral and written proficiency tests, as needed, in designated language(s) as described in “A” above.

2. Human Resources will then certify an eligible list of qualified translators so certified to speak and/or write in a designated foreign language.

C. COMPENSATION

Oral Translator Pay : Employees certified to the eligible list of qualified translators for speaking in a designated foreign language shall receive special compensation of five percent (5%) above their base hourly rate.

Written Translator Pay: Employees certified to the eligi ble list of qualified translators for writing in a designate d foreign language that are assigned by their Department Head to translate written documents shall re ceive special compensation of two and one-half percent (2.5%) above their base hourly rate. Un it employees shall not be required to perform written translation duties without compensation.

Total additional compensation for a unit employee certified for b oth written and oral translation, and assigned to perform written translation by their Department Head, shall be seven and one-half percent (7.5%).

Pursuant to the California Code of Regulations (CCR) Section 571, Translator Pay shall be reported to CalP ERS as special compensation under the category of Special Assignment Pay – Bilingual Premium.

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 15 D. LIMITATIONS

1. A qualified unit employee off on an official City holiday or sick leave shall be paid at their regular hourly rate plus translator assignment pay for such time taken.

2. Unit employees using vacation, floating holidays or comp time shall not be paid translator assignment pay.

3. Any written translator as signment which ends shall not be considered a disciplinary action, and shall not be subject to grievance or appeal unless the decision is ti ed to other disciplinary causes.

VIII. ENGINEERING IN TRAINING (EIT) CERTIFICATE PAY

A. PURPOSE

The purpose of the Engineering in Training (EIT) Certificate Pay is to provide certain qualified unit employees with compensation in recognitio n of their attainment of this special Engineering Training Certificate.

B. COMPENSATION

Unit employ ees occupying t he following classifications, who possess an Engineering in Training Certificate , shall be paid five percent (5%) above their base hourly rate:
• Assistant Civil Engineer, or
• Associate Civil Engineer, or
• Plan Check Engineer.

Pursuant to CCR S ection 571, EIT Certificate Pay shall be reported to CalPERS as special compensation under the category of Educational Pay – Educational Incentive.

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 16

IX. CIVIL ENGINEER CALIFORNIA REGISTRATION PAY

A. PURPOSE

The purpose of the Civil Engi neer California Registration Pay is to provide certain qualified unit employees with compensati on in recognition of their attainment of their California Registration as a Civil Engineer.

B. COMPENSATION

Unit employees occupying the following classifications , who possess California Registration as Civil Engineer, or a PhD in Civil Engineering or Environmental Engineering, shall be paid ten percent (10%) above their base hourly rate:
• Assistant Civil Engineer, or
• Associate Civil Engineer, or
• Plan Check Engineer.

Pursuant to CCR Section 571, Civil Engineer California Registration Pay shall be reported to CalPERS as special compensation under the category of Educational Pay – Engineering Registration Premium.

C. LIMITATIONS

Unit employees receiving Civil Engineer California Registration Pay shall not receive Engineering in Training Certificate Pay.

X. AMERICAN INSTITUTE OF CERTIFIED PLANNERS PAY

A. PURPOSE

The purpose of the American Institute of Certified Planners (AICP) Pay is to provide certai n qualified unit employees with compensati on in recognition of their attainment of an AICP certification.

B. COMPENSATION

Unit employees occupying the following clas sifications, who possess an AICP certification shall be paid five percent (5%) above their b ase hourly rate:
• Assistant Planner, or
• Associate Planner, or
• Planning Technician I/II.

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 17

XI. JAIL DUTIES ASSIGNMENT PAY

A. PURPOSE

The purpose of Jail Duties Assignment Pay is to provide compensation to female unit employees occupying the follow ing classifica tions, who are required to perform jail duties with female prisoners as assigned by Police Management:
• Community Service Officer (CSO),
• Police Records Technicians,

B. COMPENSATION

Qualified female unit employees in the following classification s who are assigned by Police Management to the Jail Duties Assignment shall be paid the equiva lent of two (2) hours at their base hourly rate of pay for each workday assigned:
• Community Service Operator (CSO),
• Police Records Technicians,

C. LIMITATIONS

Jail Duties Assig nment Pay, which is equivalent to two (2) hours of base hourly rate of pay , shall not be construed as additional hours worked for the purposes of computing eligibility for overtime.

XII. PEST CONTROL ADVISOR PAY

A. PURPOSE

The purpose of P est Control Ad visor Pay is to provide compensation to certain qualified Pest Control Technicia ns and/or Urban Foresters who obtain and maintain state licensing as a Pest Control Advisor.

B. COMPENSATION

Qualified Pest Control Technicians and/or Urban Fo resters who ar e licensed as Pest Control Advisors shall be paid five percent (5%) above their base hourly rate of pay.

Pursuant to CCR Section 571, Pest Control Advisor Pay shall be reported to CalPERS as special compensation under the category of Educational Pay – Educational Incentive.

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 18 C. LIMITATIONS

Such Pest Control Advisor Pay shall be elim inated if and when the City determines that the state requirements hav e been met by a properly licensed supervisor or by contract with an outside company.

XIII. NOTARY CERTIFICATION PAY

A. PURPOSE

The purpose of Notary Certification Pay is to provide compensation to certain qualified unit employees who agree and are assigned to obtain and maintain Certification as a Regis tered Notary as assigned and approved by their Department Head and the City Manager or designee.

B. COMPENSATION

1. Qualified unit employees who a re required to maintain Certification as a Registered Notary, shall be paid five percent (5% ) above their base hourly rate of pay.

2. The City shall pay for Notary License including trai ning for those unit employees assigned Notary Certification Pay.

3. Pursuant to CCR Section 571, Notary Pay shall be reported to CalPERS as special compensation under the cate gory of Educational Pay – Notary Pay.

C. LIMITATIONS

1. Notary Certification Pay shall be paid for all hours worked including overtime and legal holidays.

2. Notary Certification Pay shall not be paid for any hours taken for comp time, floating holidays, sick leave or vacation.

XIV. FIRE PREVENTION CERTIFICATION PAY

A. PURPOSE

The purpose of Fire Prevention C ertification Pay is to provide compensation to certain qualified unit employees who are requ ired to obtain and m aintain Certification as a Fire Prevention Specialist as a

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 19 condition of employme nt as approved by their Department Head and the City Manager or designee.

B. COMPENSATION

Qualified unit employees who are required to maintain Certifica tion as a Fire Prevention Specialist as a condition of employment shall be paid five percent (5%) above their base hourly rate of pay.

Pursuant to CCR Section 571, Fire Prevention Certification Pay shall be reported to CalPERS as special compensation unde r the category of Special Assignment Pay – Fire Inspector Premium.

XV. AUTOMOTIVE SERVICE EXCELLENCE CERTIFICATIONS

A. PURPOSE

The City recognizes and acknowledges that the obtainment of high level technical certifications such as the Automotive Service Excellence (ASE) certification test series bring value to the organization.

B. COMPENSATION

(1) Fleet Services: Qualified unit employees in the below Fleet Services classifications who obtain and maintain ASE certifications in the areas of automobile, medi um/heavy truck and/or tr ansit bus shall be paid two percent (2%) above their base hourly rate of pay for one certification, three percent ( 3%) above their base hour ly rate of pay for three certifications, four percent (4%) above their base hourly rate of pay for five certifications, and five percent (5%) above their base hourly rate of pay for six or more certifications. In order to maintain the additional compensa tion, eligible employees must follow ASE requirements to maintain the certification.

The City shall pay the cost of the tests and provide reasonable time off to take the tests. Eligible unit emp loyees are required to provide proof of certification, and subsequent re-certifications, to Human Resources. • Electronic Fleet Services Technician
• Fleet Services Assistant
• Fleet Services Technician
• Senior Fleet Services Technician
• Fleet Services Supervisor

(2) Central Stores : Qualified unit employees in the class ifications of Stores Specialist or Warehouse Supervisor who successfully pass an ASE Parts Specialist Certification Test (P1, P2 or P4) shall be paid two percent (2%) above their base hourly rate of pay, and three percent (3%) for

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 20 passing all three of the currently available ASE Parts Specialist Certification Tests (P1, P2 and P4). In order to ma intain the additional compensation, eligible employees must follow ASE requirements to maintain the cer tification. The City shall pay the cost of the tests and provide reasonable time off to take the tests. Eligible unit employees are required to provide proof of certification , and subsequent re -certifications, to Human Resources.

Pursuant to CCR Section 571, ASE Certification Pays shall be reported to CalPERS as special compensation under the category of Educational Pay – Education Incentive.

XVI. WASTEWATER CERTIFICATIONS

A. PURPOSE

The City recognizes and acknowledges that the obtainment of high level technical certifications such as those offered through the California Water Environment Association (CWEA) bring value to the organization.

B. COMPENSATION

Qualified unit em ployees in the classifications of Subdrain Worker, Subdrain Crewleader and Sewer Lift Station Electro -Mechanic shall be paid two percen t (2 %) above their base hourly rate of pay for obtaining Grade 1 CWEA certification , three percent (3%) above their base hourly rate of pay for obtaining Grade 2 CWEA certification, and five percent (5%) above their base hourly rate of pay for obtaining Gr ade 3 CWEA certification. In order to maintain the additional compensation, eligible employees must follow CWEA requirem ents to maintain the certification.

XVII. CRANE CERTIFICATION

A. PURPOSE

The City recognizes and acknowledges that th e obtainment of high level technical certificatio ns such as those offered through the National Commission for the Certification of Crane Opera tors (NCCCO) bring value to the organization.

B. COMPENSATION

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 21

Qualified unit employees in the classifications of Traffic Signal Technician, Street Light Technici an and Electrical Maintenance Crewleader shall be paid two percent (2 %) above their base hourly rate of pay for obtaining NCCCO Crane Operators certification. In order to maintain the additional compensation, eligible employees must follow NCCCO requireme nts to maintain the certification. The City shall pay the cost of the tests and provide reasonable time off to take the tests. Eligible unit employees are required to provide proof of certification, and su bsequent re-certifications, to Human Resources.

Unit employees within the above defined Fleet Services classifications required by Management to obtain and maintain a Crane Certification shall be eligible to receive this pay.

XVIII. CLASS M1 (MOTORCYCLE) DRIVER’S LICENSE

Unit employees within the above defined Fleet Services classifications who were required by Management to obtain and mainta in a Class M1 Driver’s License in order to perform motorcycle road tests any time during the preceding twelve months shall receive a lump sum payment of $500 in the first full pay period after July 1 each year. The performance of said duty and approval of the payment shall be submitted to Human Resources on a Personnel Action form.

XIX. DRIVER’S LICENSE TANK ENDORSEMENT

Unit employees who hold a DL Tank Endorse ment and are assigned by Management to perform duties requiring such a license, and possession of said endorsement is not a requirement of the job classification, shall receive a lump sum payment of $500 in the first fu ll pay period after July 1 each year. The performance of said duty and approval of the payment shall be submitted to Human Resources on a Personnel Action form.

XX. PLAYGROUND INSPECTOR LICENSE

Unit employees who are designated by Management to obtain and maintain a Playground Inspector License shall receive a one-time payment of $500.

This compensation is not reportable to CalPERS.

XXI. EDUCATION INCENTIVE PAY

A. PURPOSE

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 22

The purpose of Education Incentive Pay is to:

1. Motivate unit employees to achieve higher education;

2. Enhance career development;

3. Increase the profession al standards of the department; and

4. Increase the level of service to the community.

B. COMPENSATION

Unit employees who possess an accredited college degree shall be eligible to receive the following compensation:

Accredited Degree Bi-weekly Amount
BA / BS $40
MA / MS $60

All compensation for Educatio n Incentive Pay shall be awarded only for the highest level of degree achieved, compensation is non-cumulative.

C. ACCREDITED COLLEGE DEGREE

Degrees must be from a college or university accredited by an organization recognized by the United States Depart ment of Education (USED) or the Council for Higher Education Accreditation (CHEA).

Unit employees must provide proof of accredited col lege degrees to the City to be eligible to receive Education Incentive Pay. Education Incentive Pay shall be effective at the beginning of the pay period following the date that proof of eligibility was submitted.

XXII. TRAINING ASSIGNMENT PAY

A. PURPOSE

The purpose of Training Assignment Pay is to provide compensation to unit emp loyees, who are specifically assigned to train other unit employees within the same classification.

B. CLASSIFICATIONS NOT ELIGIBLE TO RECEI VE TRAINING

ASSIGNMENT PAY

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 23 Bus Operators and Sanitation Drivers are no t eligible to receive Training Assignment Pay but shall be compensated at two-dollars ($2.00) per hour above their base hourly rate when assigned to train new drivers.

In addition, all unit member s who provide training to City employees in order for the City employee to obtain a commercial driver’s license or a Vehicle Transit Training (VTT) certificate shall receive three dollars ($3.00) per hour above their base hourly rate . This training would include pre -trip, skills course, and behind-the-wheel training. Said additional compensation shall also be provided when an eligible, qualified unit member is assigned to provide full-day coverage for the Safety & Training Coordinator.

C. RESPONSIBILITY FOR TRAINING ASSIGNMENT PAY

Unit employees specifically assigned to serve as a trainer by Department Management shall have the following responsibilities:
• Train and supervise new unit employees in the same classification, • Provide instruction and supervision in the use and operation of equipment,
• Evaluate employee’s job performance, and
• Make recommendations regarding the employee’s job performance.

D. ELIGIBILITY FOR TRAINING ASSIGNMENT PAY

1. The unit employee serving as the trainer must be assigned for no less than one full pay period.

2. The unit employee serving as the trainer must be assigned to one (1) or more employees in the same classification who are:
• Probationary employees (new to the City or division), or • Regular unit employees who have been transferred or
reassigned to perform substantially different duties or operate equipment for which they have not previously received training.

E. COMPENSATION

Qualified unit employees who are specifically assigned to train other unit employees within the same classification shall be paid five percent (5%) above their base hourly rate of pay.

Pursuant to CCR Section 571, Training Pay shall be reported to CalPERS as special compensation under the category of Special Assignment Pay – Training Premium.

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 24 F. LIMITATIONS

1. Training Pay shall not exceed three (3) months unless an extension is approved by the D epartment Head and City Manager or designee.

2. No unit employee shall receive both Acting Pay and Training Pay at the same time.

3. Training Pay shall only be paid for actual hours worked and shall not be paid for any leave of absence , with the excepti on of official City Holidays.

XXIII. BUS OPERATORS – SAFETY MEETINGS

A. PURPOSE

The purpose of this provision is to provide compensation to Bus Operators who are required to attend Safety Meetings as required by Management.

B. COMPENSATION

1. Bus Operators required by Management to atten d Safety Meetings shall be paid a minimum of two (2) hours of pay at their base hourly rate for each meeting so attended.

2. All hours spent at the Safety Meetings shall be used for the purposes of computing eligibility for overtime.

XXIV. NIGHT SHIFT DIFFERENTIAL PAY

A. PURPOSE

The purpose of this provision is to provide compensation to unit employees whose work schedule, as assigned by Mana gement, includes hours between 8:00pm and 4:00am for Bus O perators and Transit Operations Supervisors, and hours between 6:00pm and 6:00am for all other eligible unit employees, herein referred to as Night Shift Differential.

B. COMPENSATION

Eligible unit employees sh all be paid Night Shift Differential Pay of ten percent (10%) above their base hourly rate of pay as follows:

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 25 • Bus Operators and Transit Operations Supervisor for actual tim e worked between 8:00pm and 4:00am.
• All other eligible unit employees for actual time worked between the hours of 6:00pm and 6:00am.

Pursuant to CCR Section 571, Night Shift Differential Pay shall be reported to CalPERS as special compensation under the ca tegory of Special Assignment Pay – Shift Differential.

C. LIMITATIONS

1. Only unit employees who are assigned or cover a regularly scheduled shift with work hours falling within the window of hours defined shall be eligible for Night Shift Differential Pay.

2. Night Shift Differential Pay shall not be paid for any workday if for any reason the unit employee does not work such night shift (i.e., administrative leave, bereavement, comp time, emergency leave, floating holidays, IOD, jury duty, legal holidays, sick leave, vacation, etc.).

3. Overtime worked:
• Shall be paid at time and one -half of the unit employee’s base hourly rate of pay, and
• Shall not include the ten percent ( 10%) Night Shift Differential Pay premium.

4. Holidays:
• Shall be paid at the employee’s base hourly rate of pay, and • Shall not include the ten percent ( 10%) Night Shift Differential Pay premium.

XXV. SPLIT-SHIFT DIFFERENTIAL – BUS OPERATORS

A. PURPOSE

The purpose of this provision is to provide compensation to Bus Operators whose assigned work shift requires a break of 2+ hours.

B. DEFINITION

A split shift is defined as a paired same -day work assignment in which a Bus Operator is required to work both assignments. This assignment is established as a split run in the Culver City Roster Report (Bid Package).

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 26 C. COMPENSATION

Bus Operators shall receive one-hour straight time compensation for each assigned split shift that includes a break which exceed two (2) hours.

D. LIMITATION

The one-hour compensation shall not be considere d time worked for the purposes of overtime calculation.

XXVI. EFFECTIVE DATE OF ASSIGNMENT / CERTIFICATION AND/OR SKILL PAY

1. Assignment / Certification and/or Skill Pa y as authorized herein shall be:
• Effective as of the first day of the pay period f ollowing receipt by the City of proof of the required certificates or registrations; and • Documented in writing on a Personnel Action (PA) Form approved by Human Resources Director or designee.
• Ending dates shall coincide with the last d ay of a pay period a nd be documented by a PA Form.

2. Training Assignment Pay shall be:
• Paid upon the effective date assigned and approved by the appointing authority which shall coincide with the first day of a pay period, and • Documented in writing on a Per sonnel Action (PA) Form approved by the Human Resources Director or designee.
• Ending dates shall coincide with the last day of a pay period and be documented by a PA Form.

XXVII. TEMPORARY ASSIGNMENTS

Assignment pays, skill pays and additional compensation including but not limited to those referenced herein:
• Are temporary assignments,
• Are not a separate job classification,
• Do not have civil service status,
• Are not subject to civil service selection procedures, appeals or seniority, • Do not have any property rights, and
• May be revoked by Management at any time for job related reasons or operational necessity.

ARTICLE TWO
CCEA MOU 2021 – 2023 Page 27 XXVIII. LONGEVITY PAY

A. PURPOSE

Effective the first full pay period which includes July 1, 2021, in recognition of full -time City employment, the City shall provide the following compensation. Years of service shall be calculated using all time actively employed with the City of Culver City, regardless of breaks in service.

B. COMPENSATION

Years of City Service

Bi-weekly Amount
5 $115.38 per pay period
10 $192.31 per pay period
15 $269.23 per pay period
20 $346.15 per pay period
25 $423.07 per pay period

In addition, unit employees who became members of CCEA prior to November 1, 2011, shall receive an additional 2% Longevity Pay. This additional compensation is provided for eligible unit empl oyees that have worked for the City of Culver City for a minim um of five years. The Longevity Pay shall be added to the base hourly rate for the purposes of calculating the payoff of sick and vacation leave accruals, as well as other accr ued leave banks su ch as compensatory time and floating holiday time. It shall al so be added to overtime, as permitted by State and Federal law. No other special pays ( i.e., certificate pay, uniform, etc .) shall be included in the calculation of sick and/or vacation leave accrual payoff.

Pursuant to the California Code of Regulations (CCR) Section 571, Longevity Pay shall be reported to CalPERS as special compensation.

ARTICLE THREE

CCEA MOU 2021 – 2023 Page 28

ARTICLE THREE

WORK PERIODS, SCHEDULES AND OVERTIME

I. ESTABLISHING AND POSTING WORK SCHEDULES

A. The City shall establish work sch edules for un it employees. The work schedule shall specify the days of the week and the daily starting and quitting times.

B. Work schedules shall be posted by the City in such a manner so all employees may be aware of the work schedule.

II. WORK PERIODS

A. SEVEN (7) DAY WORK WEEK

The work period for unit employees, for the purposes of the Fair Lab or Standards Act (FLSA) , shall be a fixed and regularly recurring period of time consisting o f one -hundred and sixty -eight (168) consecutive hours consisting of seven (7) consecutive twenty-four (24) hour periods.

B. SEVEN (7) DAY WORK PERIOD FOR EMPLOYEES O N OTHER THAN 9/80 AND 3/12 WORK SCHEDULES, BEGINNING/ENDING

The seven (7) day w ork period sh all begin on Monday at 12:00 a.m. and end on Sunday at 11:59:59 p.m. except as modified by management.

C. SEVEN (7) DAY WORK PERIOD FOR EMPLOYEES WORKING THE
9/80 and 3/12 WORK SCHEDULES, BEGINNING/ENDING

1. The workweek for unit employees schedu led to work t he 9/80 or 3/12 work schedule shall be defined (for FLSA purposes) as beginning four (4) hours into their shift on their alternating regular day off.

2. For example, a unit employee working a 9/80 work schedule whose regular day off is Friday, and who works a schedule from 7:30 a.m. to 4:30 p.m. on Friday (with one [1] hour for lunch) shall have a workweek which shall begin at 11:30 a.m. on Fridays and end at 11:29 a.m. on the following Friday.

ARTICLE THREE

CCEA MOU 2021 – 2023 Page 29 D. EMPLOYEES SCHEDULED TO WORK FIVE DAYS PER SE VEN DAY PERIOD

The work week for unit employees scheduled to work a regular week composed of five (5) in a seven (7) day period, the work period begins Monday at 12:01 a.m. and ends on the followi ng Sunday at 12:00 Midnight.

III. WORK SCHEDULES

A. CITY WORK SCHEDULES

City work schedules shall be as herein defined, except as otherwise provided for in this agreement:

1. 5/40 Work Schedule: The 5/40 work schedule shall c onsist of a forty (40) hour week schedule consisting of five (5) eight (8) paid work hour day s in seven (7) consecutive calendar day period, exclusive of any meal periods assigned by management.

2. 9/80 Work Schedule: The 9/80 work schedule shall consist of an eighty (80) hour two (2) week schedule consisting of eight (8) nine (9) ho ur days and o ne (1) eight (8) hour working day in a eighty (80) work hour work period in fourteen (14) consecutive calendar days. This schedule shall be divided into two (2) f orty (40) work hour wor k period segments exclusive of any meal periods as assigned by management.

3. 4/10 Work Schedule: The 4/10 work schedule shall consist of a forty (40) work hour week schedule consisting of four (4) ten (10) paid work hour days in a seven (7) consecutive calendar day period exclusive of any meal periods assigned by management.

4. 3/12 Work Schedule: The 3/12 work schedule shall be an eighty (80) hour two (2) week schedule consist ing of six (6) twelve (12) hour days and one (1) ei ght (8) hour working day in an eighty ( 80) hour work period within fourteen (14) consecutive calendar days.

ARTICLE THREE

CCEA MOU 2021 – 2023 Page 30

IV. CHANGING OF WORK SCHEDULES

A. NOTICE TO EMPLOYEES

This shall not preclude, following proper notification to unit employees, other work schedules or the changing o f the work schedul e including the utilization of comparable work sched ules (e.g., ten [10] hours per day for four [4] days per week) when the needs of the City so dictate, such as conformance to operational needs of the department or compliance with law.

B. TWENTY-ONE (21) CALENDAR DAY NOTICE

The City agrees that work s chedules existing as of the effective date of this MOU will not be changed without a minimum twenty-one (21) calendar day notice, except (a) in cases of emergency, (b) upon request of th e affected employee, or (c) by mutual agreement of the parties.

C. REQUEST FOR CHANGE IN WORK SCHEDULE

Unit employees may request, with Department Head approval, a different work schedule.

V. SHIFT TRADING: POLICE DEPARTMENT

A. Unit e mployees in the Records Di vision of the Police Department may request to trade shifts with other unit employees at a straight time trade, subject to the approval of the supervisor.

B. The supervisor will attempt to implement such requests when he/she deems possible in accordance with the needs of the department.

VI. BUS OPERATORS WORK SCHEDULE

1. A. REGULAR ASSIGNMENT

Full-time Bus Operators, with a regular assignment, shall have guaranteed work hours based on a minimum forty (40) hour work week schedule. A regular work we ek may exceed forty (40) hours. Any scheduled work hours that exceed forty (40) hours in a week shall be paid at the overtime rate or acc umulated as compensatory time, at the Bus Operators discretion.

ARTICLE THREE

CCEA MOU 2021 – 2023 Page 31 B. USE OF LEAVE TIME ACCRUALS / FOR TY (40) HOUR WORK WEEK

PROVISION

If a full -time Bus Operato r is absent on an authorized leave of absence with pay, the appropriate leave credit account will be charged for sufficient time to meet the guaranteed forty (40) hour/week provision (i. e., if scheduled f or six and one -half hours (6.5) hours, only six and one-half (6.5) hours of leave credit need be charged, subject to adjustment by such differential necessary to fill the forty hour workweek).

C. REGULAR PART -TIME BUS OPERATORS PAID ACTUAL HOURS
WORKED

Regular part -time Bus Operators will be paid acc ording to actual hours worked and hours of leave taken.

VII. OVERTIME

A. DEFINITION AND ELIGIBILITY

1. FULL-TIME UNIT EMPLOYEES

Full-time unit employees who wor k a minimum of eig ht (8) hours per day and forty (40) hours per seven (7) day work period, who are required to work in excess of their regularly scheduled workday (i.e., eight (8) hours, nine (9) hours, or ten (10) hours), or work week, shall be paid overt ime at one and one -half (1½) times their hourly rate, except as provided below.

2. REGULAR PART -TIME (RPT) AND FULL -TIME EMPLOYEES

WORKING VOLUNTARY REDUCED WORK SCHEDULES

Regular part -time employees, and full -time employees working a voluntary reduced work schedule, who are required to work beyond their established workweek schedule shall be paid overtime at one and one -half (1½) times their hourly rate for all hours worked in excess of forty (40) hours, when the cumulative hours worked exceeds forty (40) hours in the seven (7) day work period.

B. PAID LEAVE OF ABSENCE TIME INCLUDED IN WORK TIME

1. Except for Bus Operators and Transit Operations Supervisors, each workday a unit employee is off duty on an authorized paid leave of absence; i.e. hol iday, vacation lea ve, sick leave, etc., during the scheduled workweek shall be considered work time by the unit

ARTICLE THREE

CCEA MOU 2021 – 2023 Page 32 employee for the purpose of establishing el igibility for overtime in the seven (7) day work period.

2. For Bus Operators and Transit Operatio ns Supervisors , any authorized paid leave of absence with the exceptio n of sick leave shall be considered work time for the purpose of establishing eligibility for overtime in the seven (7) day work period.

C. APPROVAL OF OVERTIME

All overtime must be approved in advance by an authorized supervisor.

D. OVERTIME CREDITED IN TENTHS OF HOURS

Overtime shall be credited in tenths of hours. Time so worked o f less than a tenth of an hour shall be considered incidental and shall not be credited.

E. REGULAR DAY OFF WORKED

Unit employees required to work on a regularly schedul ed day off shall receive overtime pay for hours actually worked. The hours worked sh all not be credited towards the base hours of a work period for purposes of establishing any basis for overtime or other purposes.

VIII. BREAK-REST PERIODS WITH PAY FOR UNIT EMPLOYEES EXCLUDING

BUS OPERATORS

A. BREAK – REST PERIOD DEFINED

Break-rest periods must be earned as any other benefit and are computed at the rate of fifteen (15) mi nutes per four (4) hours worked or major fraction thereof.

B. BREAK-REST PERIOD SCHEDULING

1. Break-rest periods are scheduled and/or rescheduled by management so as not to impair service and as jo b requirements dictate.

2. Unit employees, except f or Bus Operators and unit employees in the Police Department, may receive:
• Two (2) pa id break-rest periods of fifteen (15) minutes each for each scheduled work day actually worked; and
• One (1) paid break -rest period of fifteen (15) minutes for each four (4) consecutive hours of overtime worked.

ARTICLE THREE

CCEA MOU 2021 – 2023 Page 33

C. BREAK-REST PERIOD FIFTEEN (15) MINUTE DURATION

The duration of a break -rest period shall consist of fifteen (15) minutes of cessation of work and will include time involved in going to and from a rest area unless otherwise authorized by this agreement.

D. LIMITATIONS

1. Break-rest peri ods are non -cumulative and shall not be added to any mealtime, vacation, or any other form of author ized absence from work, unless authorized by Management.

2. Break-rest periods may not be used at the beginning or the end of a work shift unless authorized by management.

IX. MEALTIME – UNPAID / NON-WORK TIME

A. MEALTIME SCHEDULING

1. The schedule for mealtimes shall be determined by management in consideration of t he continuity of services provided to the public and the convenience of the unit employee.

2. All unit employees, except for Bus Operators, shall be entitled to one (1) non -working, unpaid mealtime per scheduled workday of eight (8) or more consecutive ho urs worked, exclusive of overtime worked.

B. MEALTIME ONE (1) HOUR DURATION

1. Except for some field and twenty -four (24) hour operations, as specified by management, the normal unpaid mealtime shall be one (1) hour in duration.

2. Unit employees that a re required to work in the field shall be provided up to 15 minutes total tra vel time, in addition to the prescribed unpaid meal period, to accommodate the time
necessary to return to the City yard and back to the work site during the meal period. This is not mandatory and shall be at the option of the employee.

3. In no other case will mealtime be permitted to exceed one (1) hour.

ARTICLE THREE

CCEA MOU 2021 – 2023 Page 34

4. Unit employees shall be provided with an unint errupted meal period, relieved of all job duties and free from employer control . In the event that the employee is unable to enjoy an uninterrupted meal pe riod, the entire meal period shall be considered “on duty” and be counted as hours worked, compensate d at the employee’ s regular rate of pay or overtime pay, as applicable . The add itional time shall be counted as hours worked for the purposes of calculating overtime eligibility. Unit employees that are unable to receive an uninterrupted meal period shall notify his/her supervisor/manager and submit for overtime compensation.

C. LIMITATIONS

1. Mealtime is non -cumulative and shall not be added t o any break - rest time, vacation, or any other form of authorized absence from work, unless authorized by Management.

2. Mealtime may not be used at the beginning or the end of a wo rk shift unless authorized by management.

3. All mealtimes taken are considered non-work time and is unpaid.

X. BREAK-REST PERIODS AND MEALTIME FOR BUS OPERATORS – STATE WAGE ORDER #9

A. PURPOSE

The purpose of this section is to comply with S tate and Industrial Welfare Commission Wage Order #9, herein in referred to as “Order.”

B. REQUIREMENTS

Pursuant to requirements of the Order, the City and the Association h ave met and agreed upon the following mealtime and rest breaks for Bus Operators.

C. FULL-TIME RUNS: RECOVERY TIME – MEAL AND REST BREAKS

1. Recovery t ime is defined as the period after completion of a run when the bus is stationary and not in service.

2. In scheduling full-time runs (i.e., over five [5] hours in length) for Bus Op erators, the City agrees to include recovery time that is sufficient to p rovide for meal and/or rest breaks for the Bus Operator that cumulatively totals at least forty (40) minutes.

ARTICLE THREE

CCEA MOU 2021 – 2023 Page 35

3. For full-time runs over eight (8) hours, the City agrees to include recovery time that is sufficient to provide for meal and/or rest breaks for the Bus Operator that cumulatively total at least fifty (50) minutes.

4. The unpaid time in betwe en non -straight (i.e. “split shift” ) runs or cumulative recovery time on part-time runs (i.e., under five [5] hours in length) shall serve as the Bus Operator meal and/or rest breaks.

D. UNREALIZED RECOVERY TIME

1. From time -to-time, due to traffic conditio ns, accidents and other incidents beyond the control of the City, a Bus Operator o n a full-time run may not receive any or all of the cumulative recovery time.

2. The Bus Operator shall then contact a Transit Operations Supervisor to complete and sign a form claiming the “unr ealized” recovery time.

3. Upon approval of the claim by the Trans it Operations Manager, the Bus Operator shall receive straight time compe nsation for the time not realized at their regular rate of pay.

E. VERIFICATION OF UNREALIZED RECOVERY TIME CLAIMS

1. The City reserves the right to verify any claims by Bus Operat ors for unrealized recovery time, including the use of Automatic Vehicle Locator (AVL) technology.

2. The City reserves the right to impose disciplinary action, up to and including removal fr om employment with the City, for the filing of false claims for unrealized recovery time compensation.

F. GRIEVANCES – BUS OPERATORS MEAL AND REST BREAKS

1. Any Bus Operator dispute specifically only concerning the City’s application of meal and rest bre aks, which is not resolved through the City’s grievance procedure as agreed to by the City and CCEA, shall be submitted to final and binding arbitration.

2. Should the grievance be unresolved through the City’s grievance procedure, speci fic provisions for the final and binding arbitration process will be determined be tween the City and CCEA to resolve

ARTICLE THREE

CCEA MOU 2021 – 2023 Page 36 Bus Operator disputes specifically onl y concerning the application of meal and rest breaks.

XI. CALL BACK OVERTIME (UNSCHEDULED)

A. PURPOSE

1. Call-back work is unscheduled time worked by an off -duty unit employee called -back to work after they have completed their regular work schedule and have left work or are on their day off.

2. Such assignments or call backs shall include emergency purposes or required attendance at meetings of the City Council, Commissions, Committees or other official bodies as approved by the City Manager.

3. The City shall, when possible, make available to qualified unit employees an equitable distr ibution of call -back overtime within their assigned section.

B. COMPENSATION

1. All call-back overtime shall be paid or credited compensatory time at one and one-half (1½) times the unit employee’s base hourly rate of pay.

2. Unit employees shall be guaranteed a mini mum credit of four (4) hours of overtime, payable at one and one -half (1½) times the employees' base hourly rate of pay.

C. LIMITATIONS

1. These four (4) hours guaranteed minimum shall not apply to emergencies which occur within four (4) hours of the star t of the unit employees' regular work schedule.

2. Unit employ ees must physically return to the worksite in order to receive call-back pay.

3. Unit employees assigned or called back to work beyond their regular workday schedules shall be paid overtime pay commencing at the time of reporting for duty.

ARTICLE THREE

CCEA MOU 2021 – 2023 Page 37

XII. STAND-BY ASSIGNMENT

A. PURPOSE

Stand-by assignment is required of ce rtain off -duty unit employees designated by management. Designated unit employees must be accessible by phone or other methods approved by management and must reside within a response time approved by Management.

B. COMPENSATION

The compensation for suc h stand -by time will be equivalent to ten (10) hours of straight -time pay or compensatory time at the unit employee’s base hourly rate of pay for each seven (7) assigned day period.

C. LIMITATIONS

1. Stand-by assignments will be limited to those public services which must have emergency response during off-duty hours.

2. City will compensate unit employees specifically required to be on stand-by duty under the conditions described below:
• Unit employees must be formally assigned for a specific period of time, not less than seven (7) assigned days in duration; and • Unit employees must be available and must respond to any call- back while so assigned; and
• The consumption of alcoholic beverag es during an assigned stand-by period is prohibited, as is any use of illegal drugs or other incapacitating medication; and
• Violation of the above shall invalidate the e mployee's eligibility for stand -by compensation for that period, in addition to any disciplinary action which is warranted.
• The City may, in its discretion , provide a communication device to an assigned employee, which shall be his/her responsibility during such assignment (loss or damage due to negligence will result in employee replacing or paying for the paging device).

D. NOT ELIGIBLE FOR STAND-BY PAY

1. It is agreed that other unit employees may have a responsibility to respond to paging or phone mes sages, and if cont acted may be ordered to respond under the call -back provisions of th e MOU but are not required to stand-by under the terms of this Agreement.

ARTICLE THREE

CCEA MOU 2021 – 2023 Page 38

2. The use of pagers is voluntary unless the employee is placed in stand-by assignment.

XIII. COURT STAND-BY “ON-CALL” TIME ASSIGNMENT

A. PURPOSE

1. Court Stand -by “On -Call” Time is non -worked time required of an off-duty unit employee by a court of competent jurisdiction or an administrative tribunal ordering the affected unit employee to appear in a matte r involving the City or to stand -by on-call and be available for such purpose at a location other than the location specified in the subpoena between the hours of 8:00 a.m. and 5:00 p.m. unless other stand -by times are ordered by the cour t or administrative tribunal.

2. Unit employees placed on court stand -by “on-call” time during their off-duty time are required to be accessible by teleph one or by other methods approved by management. They can appear at court in a reasonable amount of t ime if so ordered by the court or administrative tribunal.

B. COMPENSATION

1. The Court Stand-by compensation will be equivalent to two (2) hours of straight-time at the unit employee’s base hourly rate of pay for each three (3) hour period (i.e., 9:00 a.m. to Noon, and 1:00 p.m. to 4:00 p.m.) or equivalent compensatory time.

2. Such compensation shall not be considered pay for hours worked.

3. The maximum com pensation for any Court Stand -by day will be equivalent to four (4) hours at the straight -time at the unit employee’s b ase hourly rate of pay or equivalent compensatory time.

C. LIMITATIONS

1. City will provide compensation for court stand -by (voluntary on-call status when subpoenaed for testimony) under the conditions described below:
• Court stand -by co mpensation will be available when the court is in session and the unit employee is on -call during his/her off-duty time; and
• Court stand-by does not apply to Civil Service Hearings; and

ARTICLE THREE

CCEA MOU 2021 – 2023 Page 39 • The City may require the unit employee to report to work rather than allowing the employee to wait at home; and
• If the on-call unit employee reports to work or to court on an overtime basis, he/she shall receive the greater of the actual overtime or the court stand-by pay, not both; and
• Minimum call-back provisions do not apply to Court Stand-by status.

2. Court Stand-by status is subject to verification by the City.

3. It is the unit employee's responsibility to maintain contact with the Court and respond if called.

4. Failure to be available or to report when called will cause forfeiture of Court Stand-by pay.

5. If such voluntary "on call at home" el ections are determined by the Department of Labor or court of compet ent jurisdiction to be hours worked within the definition of the Fair Labor Standards Act (FLSA) and, therefore, subjec t to overtime compensation, the option of being at home on -call shall be nullified, and the unit employee will report to work when subject to a court subpoena.

XIV. REMOTE ASSISTANCE PAY

A. PURPOSE

The purpose of Remote Assistance Pay is to compensate unit employees that are assigned by management to resolve issues related to City business from a remote location.

B. COMPENSATION

Unit employees who are required to perform work duties from a remote location shall receive a minimum of one (1) hour of their base hourly rate of pay or overtime pay rate, or equivalent compensatory time, as applicable. Additional time worked shall be paid in ½ hour increments.

Eligible unit employees must receive advance management approval prior to performing remote assistance duties.

C. LIMITATIONS

It is agreed and understood that if sai d issues are unable to be resolved remotely unit employees may be ordered to respond to the work site under

ARTICLE THREE

CCEA MOU 2021 – 2023 Page 40 the Call-Back provision of the MOU. Further, Remote Assistanc e shall not be used as a telecommuting option for unit employees.

XV. ASSIGNMENT OF OVERTIME

Except as otherwise provided for in this Agreement, Management retains the right to determine the assignment of overtime or stand -by to any qualified un it employee.

XVI. COMPENSATORY TIME

A. ELIGIBILITY

Unit employees may choose to have overtime hours worked conv erted to compensatory time in-lieu of overtime payment.

B. ACCUMULATION OF COMPENSATORY TIME BANK

1. Compensatory time wi ll be accumulated on the basis of one -and- one-half (1½) hours for each one (1) hour wor ked in excess of the scheduled workday or workweek.

2. The maximum number of compensatory hours that may be accumulated is two hundred forty (240) hours at the straigh t time hourly rate which may be carried indefinitely and used as time off, or which may be paid to the unit employee upon separation from service for any reason.

3. Once the maximum has been accumulated, any additional compensatory overtime accrual submit ted through payrol l will be automatically paid to the unit employee on the succeeding paycheck or may be deferred by prior arrangement to the employee’s deferred compensation savings account.

C. SCHEDULING AND USE OF COMPENSATORY TIME

1. The scheduling of compensatory ti me off shall be handled as the scheduling of vacation time off.

2. Accumulated compensatory time may be utilized as paid leave on a straight time hour for hour basis at the mutual convenience of management and the unit employee.

ARTICLE THREE

CCEA MOU 2021 – 2023 Page 41

3. All compensatory time utilized as paid leave by a unit employee shall be debited from the unit employee’s compensatory time bank.

D. PAY OUT OF COMPENSATORY TIME

1. Unit employees may cash out accumulated compensatory time up to 240 hours in accordance with Article Five Section VIII.

2. In the event of separation from service for any reason , the unit employee shall be entitled to cash payment of one hundred percent (100%) of accumulated compensatory time paid at the unit employee’s straight time base hourly rate.

XVII. TIME RECORDS

The City shall provide for the maintenance of recor ds of time worked including overtime, time docked, time on leave of absence, and compensatory time accumulated. Reporting of time worked for all purposes (i.e., using and/or accruing leave of absence credit) involving fractions of hours shall be reported in tenths (1/10) of hours.

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 42

ARTICLE FOUR

SUPPLEMENTAL BENEFITS

I. RETIREMENT

A. PERS RETIREMENT BENEFITS

The City agrees to provide retirement benefits to eligibl e unit employees under the California Public Employees' Retirement System (PERS) as follows.

GOVERNMENT

CODE SECTION

BENEFIT

7522.20 (a)

“New” Members, as defined by the Public Employees
Pension Reform Act (PEPRA), hired on or after
January 1, 2013

2% @ Age 62: Base retirement plan of two percent (2%)
at age 62 for all unit employees defined as “new” members by AB 340 and hired on or after January 1, 2013.

20037

For unit employees
hired on or after July 1, 2011:

Three-year Final Compensation: Final compensation is the average full-time monthly pay rate for the highest thirty -six (36) consecutive months; the City als o coordinates with Social Security, therefore the final compensation will be reduced by $133.33.

20042

For unit employees
hired prior to July 1, 2011:

One-Year Final Compens ation: Final compensation is the average full-time monthly pay rate for the highest twelve (12) consecutive months; the City also coordinates with Social Security, therefore the final compensation will be reduced by $133.33.

20055 Prior Service Credit : U nit employees may be eligible to purchase prior service credit.

20124 Military Service Cred it: Unit employees may elect to purchase up to four (4) years of service credit.

GOVERNMENT

CODE SECTION

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 43

21353 2% at Age 60: Base retirement plan of two percent (2%) at age 60 for all unit e mployees hired on or after July 1, 2011. (See Chart Below)

21354.4

2.5% at Age 55 : Base retirement plan of two and one -half percent (2.5%) at age 55 fo r all unit employees hire d prior to July 1, 2011.

21548 Pre-retirement Option 2 : Upon the death of a member who was eligible to retire, the spouse may receive an
allowance equal to the amount the member would have
received if the member had retired for service retirement on the date of death and elected Option 2W.

21551 Death Benefit Continues: Provides that death benefits paid to a spouse of a member who died prior to retirement will continue in full should the spouse remarry.

21620 Retired Death Benefit of $500: Upon the death of a retiree, a one -time lump sum payment of five -hundred dollars
($500) will be paid to the retiree’s designated survivor(s), or to the retiree’s estate.
2% @ 60 Benefit Chart

Age at Retirement Benefit Factor
50……………………………………………………………..1.092%
51……………………………………………………………..1.156%
52……………………………………………………………..1.224%
53……………………………………………………………..1.296%
54……………………………………………………………..1.376%
55……………………………………………………………..1.460%

56..……………………………………………………………1.552%

57..……………………………………………………………1.650%

58..……………………………………………………………1.758%

59..……………………………………………………………1.874%

60..……………………………………………………………2.000%

61..……………………………………………………………2.134%

62..……………………………………………………………2.272%
63+……………………………………………………………2.418%

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 44 B. CALPERS EMPLOYEE CONTRIBUTION FOR “CLASSIC MEMBER”
EMPLOYEES HIRED PRIOR TO JULY 1, 2011

1. The PERS employee contribution rate of eight percent (8%) for the

2.5% @ 55 retirement plan is established by State legislat ion. Unit employees shall be responsible for payment of the eight percent (8%) PERS employee contribution rate.

2. The City continues to pay all other PERS employer related costs for PERS benefits provided by the City , except as indicated in Article Four, Section I(E) below.

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

C. CALPERS EMPLOYEE CONTRIBUTION FOR “CLASSIC MEMBER”
EMPLOYEES HIRED ON OR AFTER JULY 1, 2011

1. The PERS employee contribution rate of seven percent (7%) for the 2% @ 60 retirement plan is established by State legislation. Unit employees shall be responsible for the full PERS employee contribution payment which is currently seven percent (7%)

2. The City continues to pay all other PERS employer related costs for PERS benefits provided by the City , except as indicated in Article Four, Section I(E) below.

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

D. CALPERS EMPLOYEE CONTRIBUTION FOR “NEW MEMBER”
EMPLOYEES HIRED ON OR AFTER JANUARY 1, 2013

1. Unit employees defined as new memb ers by PEPRA are covered under the 2% at age 62 retirement formula . New members shall be responsible for paying the employee contribution rate of one -half of the total normal cost of the plan as determined by CalPERS.

2. The City continues to pay all other PERS employer-related costs for PERS benefits provided by the City , except as indicated in Article Four, Section I(E) below.

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 45

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

E. CALPERS EMPLOYEE COST SHARING

Employer contribution requirements are calculated and adjusted annually by CalPERS. The total employer contribution requirement is comprised of the Employer Normal Cost R ate (a percentage) and the Employer Payment of Unfunded Liability (a fixed dollar amount). The Employ er Payment of Unfunded Liability is converted to a percentage by dividing the CalPERS projected payroll. Adding the Employer Normal Cost Rate to the percentage equivalent of the E mployer Payment of Unfunded Liability results in the Total Employer Contribu tion Rate. It was agreed that, effective July 1, 2019, in the event that the Total Employer Contribution Rate exceed ed 25% of pensionable income , unit employees shall pay 50% of the increase, up to 3.5 % of pensionable income . For example, if the employ er contribution rate increases to 27% of pensionable income , the City would pay 26 % of pensionable income and the unit employee would pay 1% of pensionable income.

The Total Em ployer Contribution Rate for Fiscal Year 2021-22 is 31.37% of pensionable income. Therefore, the employee share of cost is 3.185%.

F. TAX LIMITATIONS
Cost Sharing contributions shall be made on a pre -tax basis unless and until a Private Letter Ruling (PLR) by the Internal Revenue Service is issued to the City by t he Internal Revenue Service designating that the payments must be post-tax.

The City does not warrant that this contribution is "qualified" for tax deferral and is not to be held liable for such tax payments as may be determined assessable.

The City has retained specialized legal counsel in order to render a written opinion as to whether or not said employee contributions to the employer contribution rate can be considered on a “pre -tax” bas is. T he r endered legal opinion is supportive of City treatment of said contributions as “pre - tax”; therefore, the City shall take the steps necessary, including adoption of appropriate City Council resolution(s), to allow the Payroll Section to treat these distributions as “pre-tax”. It is expressly understood and agreed to by the parties that the City has no authority or jurisdiction by which to bind CalPERS, the Internal Revenue Service (IRS), the Franchise Tax Board or any other agency (collective “Entit ies”) to a determination that

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 46 such contribut ions are indeed “pre -tax”. Thus, the parties agree and acknowledge that the City shall have no liability to any individual unit employee or collective bargaining unit, should any of the aforementioned Entities reject treatment of said contributions as “pre-tax”.

II. MEDICAL INSURANCE

A. MEDICAL INSURANCE – PERS MEDICAL PLANS

The City contracts with the California Public Employees’ Retirement System (PERS) for medical insurance coverage. Eligible ne w hir es a re covered. The City and CCEA must mutually agree in wr iting to change from PERS Health Care to another health care plan. The City will contribute the Public Employees’ Medical and Hospital Care Act (PEMHCA) statutory minimum on behalf of each pa rticipant in the program. A participant is defined as 1) an enrol led employee and eligible dependents 2) an enrolled retiree and eligible dependents and 3 ) a surviving annuitant. The PEMHCA statutory minimum for 2021 is $143 per month and for 2022 it is $1 49 per month. Inclusive of the statutory minimum, flexible benefits shall be provided as follows.

B. CAFETERIA PLAN

The following health care benefits shall be offered through the cafeteria plan: medical, dental, v ision and life. The monthly dollar allowance for 2021, which is inclusive of the statutory PEMHCA minimum, shall be:

Employee only: $ 818.00
Employee + 1: $ 1,440.00
Family: $ 1,801.00

The monthly dollar allowance for 2022, which is inclusive of the statutory PEMHCA minimum, shall be:

Employee only: $ 825.00
Employee + 1: $ 1,452.00
Family: $ 1,817.00

The monthly flex dollar allowance may be used in accordance with the terms of the cafeteria plan to purchase benefits offered under the cafeteria

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 47 plan and other supplementary products. After the mandatory medical insurance plan has been made the employee has the option to waive the other benefits and have the excess flex dollars converted to taxable income or purchase other supplementary products.

In the event that premiums and/or costs for the selected benefits exceed the monthly flex dollar allowance, the balance will be paid by the employee through automatic pre-tax payroll deduction, as permitted under IRS Code Section 125.

The City will contribute up to an additional 4% towards the incre ased cost of medical premiums in a calendar year. The average increase in PERS monthly health care premiums for active employees shall be calculated by subtracting the average cost of Los Angeles area Basic premiums for all available City-offered CalPERS health-care plans for the current year from the average cost of Los Angeles area Basic premiums for all available City-offered CalPERS health -care plans for the upcomin g y ear. If t his percentage is less than 4%, then the City allowances shall be increased only by that percentage. If this percentage equals or exceeds 4%, the City allowances shall be increased by 4%. If there is a year where the average premium increase is 0%, or th ere is an overall decrease, the City contribution shall not be adjusted. In addition, the City shall continue to provide flex dollars to cover 100% of HMO dental, vision and life insurance premiums.

C. MEDICAL INSURANCE PREMIUMS – OPT-OUT/CASH OUT OPTION (NON-PERSABLE)

Unit employees may elect to discontinue participation in the PERS Health Plan medical insurance coverage (“Opt Out”). The intent of this provision is to share premium savings that the City will incur as a result of a unit employee canceling City coverage.

D. PROOF OF COVERAGE / WAIVE CITY LIABILITY

Unit employees electing to waive City medical insurance coverage for themselves and all eligible family members must provide proof of coverage through another (non-City) benefit plan (e.g., spouse's coverage through another employer), and must waive any liability to the City for their decision to cease coverage under the City’s medical insurance plan.

E. OPT-OUT

Upon proof of other coverage, unit employees ma y e lect to wa ive the City’s medical insurance and use the above allotted single -party fl ex

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 48 dollars toward other items in the full flex cafeteria plan or convert it to taxable income.

F. EMPLOYEE SPOUSES / DEPENDENTS

For medical insurance plans, when a unit employee is the spouse of another benefited City employee, the affected emp loyee shall have the option of:
• Each employee have a flex dollar amount of a single
employee; or
• One (1) employee may select a plan and list the spouse as a dependent under the two -party or family coverage, as
applicable and the remaining employee may opt -out as
outlined above.

G. RE-ENROLLMENT IN CITY MEDICAL INSURANCE PLAN

1. After electing this provision, a unit employee who later requests to re-enroll under the City plan can only do so during the open enrollment period or after a qual ifying event as permitted by the insurance carrier and Cafeteria Plan regulations. Employees shall be re -enrolled per the Cafeteria Plan as provided in Article Four Section II.B.

2. A qualifying event shall be defined as set forth in the PERS medical Plan and the City’s Cafeteria Plan document, a copy of which is available to unit employees in the Human Resources Department.

H. RETIREE MEDICAL INSURANCE

1. The City ’s monthly co ntribution for medical insurance provided through the PERS Health plan for“Grandfathered Employees”, shall be as follows:

All plans except PERSCare:
• City shall pay ninety -five percent
(95%) o f the mont hly medical
plan premium; and

• Employees and retirees shall
pay five percen t (5 %) of the
monthly medical plan premium.

PERSCare Plan:
• City shall pay seventy percent
(70%) of the monthly
PERSCare premium; and

• Employee and retirees shall
pay thirty percent (30%) of the
monthly PERSCare premium.

“Grandfathered Employees” is defined as unit employees that, as of December 31, 2011, have twenty (20) or more years of CalPERS service (excluding “Air Time”) or, unit employees that retire on o r

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 49 before January 1, 2022 with twenty -five (25) years or more of Culver City service.

2. The City’s monthly contribution for medical insurance provided through the PERS Health plan, for employees hired prior to July 1, 2011 and are not “Grandfathered Employees” shall be as follows:

Upon retirement with a minimum of 5 years City service, employees who were hired prior to July 1, 2011 shall be eligible to receive up to $675.32/mo based on plan enrollment for retiree only; and pre-65 spousal/dependent coverage shall be provided up to an additional $589.47/mo subject to vestin g. Effective January 1, 2022, employees with a minimum of 5 years of City service who were hired prior to July 1, 2011 shall be eligible to receive up to $681.40/mo based on plan enrol lment for retiree only; and pre -65 spousal/dependent coverage shall be provided up to an additional $594.77/mo subjec t to vestin g. Vesting for pre -65
spousal/dependent coverage is contingent upon the employees’ years of City service. Employees who retire with 6 years of City service shall be eligi ble to rec eive 20% of t he maximum pre -65 spousal/dependent allowance, and another 20% for each additional year of City service up to 100% of the maximum dependent allowance after 10 years of City service (i.e. 6 years = 20%, 7 years = 40%, 8 years = 60%, 9 years = 80%, 10 years = 100%).

The City’s contribution towards retiree medical insu rance shall not increase by more than 4% annually if the average premium increase of CalPERS Los Angeles area Basic (non -Medicare) medical insurance plans exceeds 4%, any additional amount shal l be borne by the annuitant. The average increase in PERS month ly health care premiums shall be calculated by subtracting the average cost of Los Angeles area Basic (non -Medicare) premiums for all available City -offered CalPERS healt h-care pla ns for the current year from the average cost of Los Angeles area Basic (non- Medicare) premiums for all available City -offered CalPERS health - care plans for the upcoming year. If this percentage is less than 4%, then the City allowances shall be increased only by that percentage. If this percentage equals or exceeds 4%, the City allowances shall be increased by 4%. If there is a year where the average premium increase is 0%, or there is an overall decr ease, the City contribution shall not be ad justed. Employees shall only be eligible to receive the City contribution towards reti ree medical insurance based on his or her family status at the time of retirement. This amount shall only be increased by up to 4% of the average cost of CalPERS Los Ange les area B asic (non-Medicare) premiums as described above.

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 50

The City shall make availa ble a retiree health care trust (RHS) to enable employees to prefund retiree health care expenses while employed by the City. Mandatory participation is required. The City shall match the fir st $25 per pay period of the employee contribution to the RHS. The individual accounts can be utilized after separation of service for reimbursement of all qualified medical expenses, includ ing insurance premiums, in accordance with IRS Sectio n 213. Employ ees who separate from City service for any reason shall be elig ible to receive the full amounts in the RHS at the time of separation. The Retiree Health Savings Trust shall reimburse expense s in accordance with the Internal Revenue Code. CCEA understands t hat changes to contributions and/or disbursements from the RHS can change at any time pursuant to federal laws and regulations.

3. The City’s monthly contribution for medical insuranc e provided through the PERS Health plan, fo r employee s hired on or after July 1, 2011 shall be as follows:

Upon retirement, employees shall be eligible to receive a City contribution for retiree medical in accordance with Government Code 22892. The City shall contribute an amount not to exceed the California Public Employees’ Medical and Hospital Care Act (PEMHCA) contribution, as determined by CalPERS on an annual basis. The statutory minimum amount for 2021 is $143/mo and $149/mo for calendar year 2022.

Mandatory participation is required. The C ity shall match the first $25 per pay period of the employee contributi on to the RHS. The individual accounts can be utilized after separation of service for reimbursement of all qualified medical expenses, includ ing insurance premiums, in accordance with IRS Sectio n 213.

Employees who separate from City service for any reaso n shall be eligible to receive the full amounts in the RHS at the time of separation. The Retiree Health Savings Trust shall reimburse expenses in accordance with the Internal Revenue C ode. CC EA understands that changes to contributions and/or disbursement s from the RHS can change at any time pursuant to federal laws and regulations.

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 51 III. “ME TOO” CLAUSE FOR RETIREE MEDICAL BENEFIT

During the term of this MOU should any recognized Culver City (City) bargaining unit reach a signed agreement which results in a higher retiree medical benefit than provided to members of the Culver City Employees’ Association (CCEA), the City agrees to adjust the reti ree medical benefit provided to CCEA to an equivalent amount.

IV. DENTAL INSURANCE

1. The City shall continue contracting for the current or comparable program.

All unit employees shall be eligible to enroll qualified dependents and will pay the premium cost s for such enrollment through the full flex cafeteria plan.

2. For dental insurance plans, when a unit employee is the spouse of another benefited City employee, the affected employees shall have the option of:
• Individual coverage; or
• One (1) employee may select a plan and list the spouse as a dependent.

V. VISION CARE INSURANCE

1. The City shall continue contracting for the current or comparable program.

All unit employees shall be eligible to enroll qualified dependents and will pay the premium costs for such enrollment through the full flex c afeteria plan.

2. For vision insurance plans, when a unit employee is the spouse of another benefited City employee, the affected employees shall have the option of:
• Individual coverage; or
• One (1) employee may select a plan and list the spouse as a dependent.

VI. LIFE INSURANCE

The City shall continue contracting for the current or comparable program for Term Life Insurance Group coverage of $50,000.

VII. CITY RIGHTS – CONTENT AND CONTRACTORS

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 52

1. The C ity retains the exclusive right to determin e the cont ent and contractor(s) for dental, vision and life insurance p lans, and any other employee benefits except as otherwise provided for in this MOU.

2. The City agrees to consult with representatives of CCEA over any City - proposed change in the benef it levels of denta l, life or vision care insurance during the term of this agreement.

3. It is understood that no significant changes in benefit levels will occur without the agreement of CCEA.

VIII. IRS SECTION 125 FLEXIBLE SPENDING ACCOUNT

The City prov ides a fle xible sp ending account for medical expenses and dependent care, pursuant to Section 125 of the Internal Revenue Service Code (Section 125), as amended. Under Section 125, the maximum annual amount an employee may contribute for future medical and dependent care ex penses reimbursement is two thousand seven hundred fifty dollars ($2,750), exclusively.

Pursuant to Section 125, employees may contribute pre -tax earnings into these accounts.

The medical expen se contribution may be used for reimburseme nt of eligible medical an d dental expenses such as deductibles, co -pays and ex penses in excess of what insurance covers.

Dependent care expenses may not be reimbursed until after they are actually incurred - i.e., after the care has been provided, and no t when the participant is formally billed. Reimbursable dependent care expens es a re non -health care expenses that include insuring a qualified dependent’s well -being and protection.

Qualified dependents are child ren under age 13, disabled spouses and othe r dependents who are phys ically or mentally incapable of self -care, and who regularly spend at least eight hours each day in the taxpayer's household.

Pursuant to Section 125, eligible reimbursable expenses must be incurred within the calendar year, January 1st through December 31st, and must be submitted for reimbursement no later than March 31 st of the following calendar year. Receipts submitted after March 31st in the following calendar year shall be forfeited.

There are other limitations and restrict ions set forth by the Int ernal Revenue Service.

IX. STATE DISABILITY INSURANCE (SDI)

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 53

1. The City will provide unit employees with State Disability Insurance (SDI) by payroll deduction from the unit employees' paycheck.

2. The amount deducted is set forth by the State.

3. Fifty percent (50%) of the total amount deducted each pay p eriod will be reimbursed to unit employees on each bi-weekly paycheck.

Example: If the cost to the unit employee is $20.00 per pay period, the City shall reimburse the unit employee $10.00 per pay period.

X. UNIFORMS AND UNIFORM ARTICLES: REGULAR PA RT-TIME (RPT) BUS

OPERATORS

A. CITY ISSUED CREDIT VOUCHERS

1. The City will issue credit vouchers to RPT Bus Operators up to four hundred and fifty dollars ($ 450) for the purchase of uniforms and uniform articles from the vendor authorized by the C ity upon successful completion of initial training.

2. The credit voucher is available up to one (1) week prior to appointment as an RPT Bus Operator.

3. The credit vouchers have no cash value.

B. OTHER REQUIRED UNIFORM ARTICLES SUPPLIED BY THE CIT Y TO

RPT BUS OPERATORS

1. The following uniform articles shall be supplied by the City to RPT Bus Operators:
• Transfer Punch (if the Bus Operator does not already have one) • Restroom Key (DLX)
• Locker Key

2. All uniform articles provided by the City shall be returned to the City upon separation/termination from the City.

C. REQUIRED UNIFORM ARTICLES SUPPLIED BY THE RPT BUS

OPERATOR

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 54

1. The following uniform articles are required pursuant to the C ulver City Bus Operators Manual, as amended, to be purchased using the remaining balance on the credit voucher or, if necessary, at the unit employee’s expense from the vendor authorized by the City, or at no expense from the Tra nsportation Department. A r ecycle program is available.

Additional dress shirts, long or short sleeve Shoes or Boots Additional knit shirts Socks
Jacket or sweater Belt
Railroad Approved Watch Pants
Bag for c arrying supplies needed while on duty
(i.e., transfers, accident packets, paddles, etc.)

2. Uniform articles obtained from the recycle program shall be returned to the City upon separation/termination.

D. OPTIONAL UNIFORM ARTICLES SUPPLIED BY THE RPT B US

OPERATOR

The following uniform articles are optional pursuant to the Culver City Bus Operators Manual, as a mended, to be purchased using any remaining balance on the credit voucher or at the unit employee’s expense from the vendor authorized by the City:

Caps, hats, berets
Gloves
Sun protection sleeve in color approved by
Transportation Department
Key Holder Name Tag
Ties

XI. UNIFORMS AND UNIFORM ARTICLES: PROBATIONARY AND PERMANENT

BUS OPERATORS AND TRANSIT OPERATIONS SUPERVISORS

A. CITY ISSUED CREDIT VOUCHERS TO PROBA TIONARY UNIT

EMPLOYEES

1. The City will issue credit vouchers to probationary unit employees in the classifications of Van Driver and Transit Operations Supervisor up to four hundred and fifty dollars ($450) for the purchase of uniforms and uni form articles from the vend or authorized by the City at the beginning of the probationary period.

B. CITY ISSUED CREDIT VOUCHER TO PERMANENT EMPLOYEES

1. Upon passing probation, the City will provide full -time u nit employees in the classifications of Bus Operator, Van Driver and

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 55 Transit Operations Supervisor, a credit voucher of seven - hundred dollars ($700) - to purchase the following uniform articles, required pursuant to the Culver City Bus Operators Manual, as amended, from the vendor authorized by the City:

Caps, hats, berets Railroad Approved Watch
Dress shirts, long or short sleeve Shoes or boots
Gloves Socks
Jacket or sweater Ties
Key holder Trouser belt
Knit shirts Trousers
Name tag Undershirts
Transfer Punch
Bag for carrying supplies needed while on duty
(i.e., transfers, accident packets, paddles, etc.)

2. In addition to purchasing uniform articles, the annual seven hundred dollars ($ 700) credit voucher may also be used towards the reimburseme nt for the cost of dry cleaning required un iform articles, upon presen tation of receipt(s) to their supervisor clearly identifying the uniform articles.

3. Thereafter, in July of each calendar year, unit employees in the classifications of Bus Operator , Van Driver and Transit Operations Supervisor shall receive a credit vouche r of seven hundred dollars ($700) to purchase unif orm articles from the vendor authorized by the City including reimbursement for the cost of dry-cleaning uniform articles, upon presenta tion of a receipt to their supervisor clearly identifying the uniform articles.

XII. UNIFORM ALLOWANCE: DESIGNATED CLASSIFICATIONS

A. UNIFORM ALLOWANCE: PROBATIONARY EMPLOYEES IN CERTAIN

DESIGNATED CLASSIFICATIONS

Effective the first full pay period after January 1st, probationary employees in the following de signated classifications shall receive four hundred - fifty dollars ($450) for the initial purchase of uniform items as specified by their supervisor or designee:

Animal Services Officer
Automated Enforcement Technician
Code Enforcement Analyst
Jailer
Parking Enforcement Officer
Parking Supervisor
Code Enforcement Officer Police Records Technician
Communications Supervisor
Communications Technician

Property Technician
Records and Property Supervisor

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 56 Fire Prevention Specialist
Fleet Services Supervisor
Senior Forensic Specialist
Forensic Specialist Senior Jailer
Information Systems Analyst (PD)

B. UNIFORM ALLOWANCE: PERMANENT EMPLOYEES IN CERTAIN

DESIGNATED CLASSIFICATIONS

Permanent employees in the following de signated classifications sh all be paid an annual lump sum, not to exc eed seven hundred dollars ($ 700) in the first full pay period in January each calendar year to replace uniform articles as needed:

Animal Services Officer
Automated Enforcement Technician

Code Enforcement Analyst
Jailer
Parking Enforcement Officer
Parking Supervisor
Code Enforcement Officer
Communications Supervisor
Police Records Technician
Property Technician
Records and Property Supervisor
Communications Technician
Fire Prevention Specialist
Senior Forensic Specialist
Fleet Services Supervisor
Forensic Specialist
Senior Jailer
Information Systems Analyst (PD)

C. UNIFORM ALLOWANCE: COMMUNITY SERVICES OFFICER (CSO)

Effective the first full pay period after January 1st unit employees in the classification of Community Services Officer shall re ceive four hundred dollars ($450) annually for uniform items as specified by their supervisor or designee.

D. UNIFORMS ISSUED TO UN IT EMPLOYEES IN DESIGNATED

CLASSIFICATIONS

1. The issuance o f a required uniform is based upon the job classification as assigned by Management.

2. Unit employees newly hired into the job classifications designated below will be issued eleven (11) shirts and eleven (11) pants.

3. Unit emplo yees in the job classifica tions designated below are required to wear identi fiable uniform clothing at all times while on duty.

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 57

4. Laundry service for City issued uniforms is provided weekly at no charge to unit empl oyees in the job classifications designated below.

5. The City shall be responsible for the replacement of damaged or worn out uniform items.

6. Unit employees shall be responsible for the p ayment of lost uniform items, unless otherwise approved by Management.

7. On or about May 1 of each year, t he City will provide five (5) City logo t -shirts to each of the job classifi cations designated in this section for use during working hours only during the summer months, May through September.

8. Colors shall correspond to the department and/or division.

9. T-shirts will not be replaced if damaged or lost, unless otherwise approved by Management.

10. If t-shirts are lost or damaged, the designated unit employee(s) will be required to wear regular uniform shirts.

11. Unit employees shall be responsible for cleaning and maintaini ng the t-shirts.

12. The City will provide each unit employee in the designated classifications below with one (1) uniform jacket for cold weather.

E. CLASSIFICATIONS DESIGNATED FOR UNIFORMS

The classifications designated for uniforms are as follows:

Building Engineer Pest Control Technician
Building Services Specialist Pool Maintenance Technician Building & Safety Inspector
Cement Finisher
Electrical Crewleader
Electronic Fleet Services Tech

Sanitation Collector
Sanitation Crew Supervisor
Sanitation Driver
Sanitation Roll-off Driver
Fleet Services Assistant
Facilities Lead Worker
Sanitation Roll-off Driver
Scout Vehicle Operator
Facilities Maintenance Worker Senior Maintenance Worker Heavy Equipment Operator Senior Tree Maintenance Worker Heavy Truck Driver Sewage Lift Station Electro Mechanic HVAC Maintenance Worker Street Light Technician
Irrigation Maintenance Technician Street Maintenance Crewleader

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 58 Laborer Subdrain Crewleader
Maintenance Carpenter Subdrain Worker
Maintenance Electrician Traffic Painter
Maintenance Painter Traffic Painting Crewleader
Maintenance Plumber Traffic Signal Technician
Maintenance Worker I Urban Forester
Maintenance Worker II
Park Patrol Officer
Stores Specialist
Parking Meter Technician Warehouse Wrkr/Delivery Driver Park Maintenance Crewleader Welder
Senior Fleet Services Technician
Senior Welder
Fleet Services Technician

F. UNIFORM ALLOWANCE/REIMBURSEMENT VALUE REPORTED TO

PERS FOR UNIT EMPLOYEES IN DESIGNATED CLASSIFICATIONS

1. The value of the required unifor m sh all be reported to PERS on behalf of the unit employees , designated by CalPERS as Classic Members, in the designated classifications in Public Works, PR & CS, Sanitation and Transportation.

2. The total value of issued shirts and pants reported to PER S shall be nine dollars and sixty cents ($9.60) per pay period, regardless of the number of shirts and pants issued.

G. UNIFORM REIMBURS EMENT: DISABLED TRANSFERRED UNIT

EMPLOYEES

Incumbent uni t employees who have been transferred to one of th e designated positions pursuant to the City's Disability Transfer Rule and who are not probationary may request reimbursement for the ini tial supply of required uniform articles.

XIII. UNIFORM ALLOWANCE REQUIREMENTS

A. LIMITATIONS

1. Uniform allowa nces shall cover all uniform items not provided by the City as safety equipment or for identification.

2. Shoes meeting departmental sta ndards may be purchased within this allowance.

3. Uniform allowances may be used for dry cleaning costs of uniform items.

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 59

B. UNIFORMS ARE PROPERTY OF THE CITY

1. All uniforms provided by the City shall remain the property of the City.

2. All unif orms provided by the City shall be returned to the City whenever a un it employee terminates their employment with the issuing Department.

XIV. UNIFORM ALLOWANCE AND UNIFORM REIMBURSEMENT : PERSABLE /

NON-PERSABLE

A. PERSABLE / NON-PERSABLE

1. All uniform allowances and unifor m reimbursements to unit employees, designated by CalPERS as Classic Members , shall be considered PERSable up to the amount set forth in this Agreement.

2. Personal health and safety items such as protective vest s and safety shoes are non-PERSable.

B. UNIFORMS: PERS EMPLOYEE RATE

Employees shall be responsible for paying the en tire 7% or 8% PERS employee contribution rate as required for the reportable uniform compensation.

XV. SAFETY EQUIPMENT

A. SAFETY EQUIPMENT: CITY ISSUE AND/OR REPLACE

The City will issu e and replace as needed, all items of equipment th e City deems necessary for a unit employee to safely perform the duties required of the unit employees' classification.

B. SAFETY SHOES

1. If required by the City, safety shoes s hall be provided to unit employees upon appointment to a designated classifi cation requiring safety shoes.

2. Safety shoes shall be replaced by the City if damaged or rendered unusable in the course of employment.

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 60

3. The list of designated classificati ons/positions required to wear safety shoes is determined by affected Depart ment Heads, Risk Management and approved by the City Manager.

4. The maximum amount the City will reimburse (non -PERSable) designated unit employees, for the purchase of safety s hoes every six (6) months is as follows, except as approved by the Departmen t Head under extenuating circumstances. The designated unit employee shall bear any cost above the maximum reimbursement as follows:

Type of Shoe:

Maximum Reimbursement
Electrical Hazard $300
General Safety $300
Waterproof (Subdrain) $375

5. Safety shoes remain the property of the City while assigned to designated unit employees.

C. PRESCRIPTION SAFETY GLASSES

1. Prescription sa fety glasses will be provided for those uni t employees in designated c lassifications/positions determined to be required by affected Department Heads, Risk Management and approved by the City Manager.

2. The City shall provide up to $350 reimbursement for th e purchase or replacement of prescription safety glasses (frames and lenses).

D. LIMITATIONS

1. All safety eq uipment/items will be used only on City business to perform job-related duties.

2. Future reimbursements shall be approved, up to the ma ximum allowance, if the unit employee shows that the safety glasses need to be replaced due to damage or prescription changes.

3. Safety equipment/items will be left at designated City facilities while not in use.

4. The value of safety equipment/items is non-PERSable.

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 61 XVI. PROTECTIVE ARTICLES

A. CITY ISSUED PR OTECTIVE ARTICLES: PARKING ENFORCEMENT

OFFICER

Unit e mployees in the classification of Parking Enforcement Officer may use the uniform allowance to purchase protective vests for use on t he job, or may use tactical entry vests which will be made available.

B. CITY ISSUED PROTECTIVE ARTICLES: JAILER

The City will provide one (1) new bullet -proof vest (the type worn under a uniform shirt or blouse) to any Jailer who requests one.

C. LIMITATIONS

1. The City will issue unit empl oyees protective articles that the City deems necessary.

2. Such protective articles will be used only on City business.

3. Such protective articles will be left at designated City facilities while not in use.

XVII. MECHANIC TOOLS

A. MECHANIC TOOL ALLOWANCE – NON-PERSABLE

1. Effective the first full pay period after January 1 st, t he City shall provide unit employees in the following classifications six hundred dollars ( $600) per calendar year for tool s purchased within the same calendar year:
• Fleet Services Supervisor
• Senior Fleet Services Technician
• Fleet Services Technician
• Welder
• Senior Welder
• Electronic Fleet Services Technician

The City shall provide unit employees in the Fleet Services Assistance classification five hundred dollars ($ 500) per calendar year for tools purchased within the same calendar year.

2. For t hese mechanic job classifications, certain journey -level tools are to be maintained by the unit employees.

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 62

3. If these mechanic tool s are broken during the normal course of work, they will be replaced at the City’s expense.

4. If the mechanic tools a re c overed by a manufacturer’s warranty replacement, this warranty will supersede the City replacing the tool.

5. If the unit employee p rovides the Fleet Services Manager a tool inventory, and maintains t his inventory with regular updates, the City will replace the tool free of charge when a specific tool is lost or stolen, upon submission of proof of ownership.

XVIII. MILEAGE REIMBURSEMENT

The City agrees to provide mileage reimbursement to unit emp loyees who use their personal vehicles for City bus iness, pursuant to Council Policy. The reimbursement rate shall be the applicable IRS allowance rate.

XIX. TUITION REIMBURSEMENT

The City agrees to reimburse unit employe es up to two hundred fifty dollars ($250) per applicable accredited college unit, plus the actual costs of books, registration fees and parking permit fees, pursuant to Administrative Policy II -08, as amended.

XX. EMPLOYEE DEVELOPMENT AND TRAINING

A. SELF-DEFENSE TRAINING: / POLICE RECORDS TECHNICIANS

The City will provide self-defense training to unit employees in the following classifications to assist them in safely performing their occasional jail assignment duties:
• Police Records Technicians
• Community Services Officer

B. CITY PAID CERTIFICATION COURSES, PROGRAMS AND/OR

LICENSE FEES

1. The City will include sufficient funds in the respective department budgets to cover the fees or costs for the certific ation courses, programs or licenses which m ay be required for the fol lowing classifications:

ARTICLE FOUR
CCEA MOU 2021 – 2023 Page 63

Classification Course, Program, License
Senior Forensic
Specialist/Forensic
Specialist:

Crime Scene Analyst and/or Latent Print Examiner

Irrigation Technician: Back-Flow Inspection Certification

Pest Control Technician: Certified Pest Control Applicator

2. Designated unit employees will be required to maintain such certifications or licenses, once achieve d, as a condition of employment.

C. JOB-RELATED TRAINING

1. The City will support job-related training, education and certification to enhance the unit employees’ ability to perform his/her job, and will encourage unit employees to seek those opportunities.

2. Respective departments will budget funds f or training and education courses which may include certification costs.

3. Commercial driver's licenses are the perso nal and financial responsibility of the individual operator as a condition of employment.

4. The City may provide time and/or training to assist unit employees in obtaining a co mmercial license if their j ob duties change and such license becomes a requirement.

XXI. ON-DUTY DEATH/FUNERAL BENEFIT

1. In recognition of services rendered, should any unit employee covered by this MOU d ie in the line of duty, the City will provi de the family of the employee a funeral benefit of seven thousand five -hundred do llars ($7,500).

1. This benefit shall be payable over and above any benefits payable through PERS or Labor Code provisions.

2. Payment to the family shall be made as soon as poss ible, but in no event later than fifteen (15) working days following the deat h.

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 64

ARTICLE FIVE

LEAVES OF ABSENCE

I. POLICY

It shall be the policy of the City to grant leaves of absence to permanent and probationary unit employees for the purpose o f rest and relaxation, and for recuperation from illness, based on each unit employee’s total length of service with the City. Unit employees are expected to take advantage of the vacation provisions afforded them in order to maintain their mental and physical health.

II. ACCUMULATION, USE AND REQUESTS FOR LEAVE

A. ACCUMULATION OF LEAVE

1. The unit employee's anniversary date (date of original benefited employment adjusted for breaks in service) shall d etermine the category of leave accumulation.

2. Unit employees shall con tinue to accumulate vacation and sick leave when on authorized leave with pay of any kind.

B. USE OF LEAVE

1. Leave shall be taken in multiples of one-half (1/2) hour.

2. Unit em ployees can take up to the total amount of accumulated leave credit accruals.

3. Charges against comp time, floating ho lidays, vacation or sick leave credit accruals shall be made for only regular ly scheduled work day hours.

4. No charge to accumulated accrual balances (i.e., floating holidays, vacation, comp time, sick leave) shall be made when an official holiday occurs during an authorized period of paid leave.

C. ADVANCE OF VACATION OR SICK LEAVE

A request for one (1) year's advance of vacat ion or sick leave accrual credit may be app roved for use by the Depart ment Head and the City Manager.

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 65 D. REQUESTING LEAVE

1. Except as otherwise provided, no leave of absence with pay shall be granted to any unit employee without the approval of the Department Head or designee.

2. Whenever possible, unit employees shall file a request for a leave of absence on a form provided by the appointing authority and shall receive written approval before taking such leave period.

3. When conditions prevent a p rior request, the unit employee, upon return from said leave, may be required to file a report explaining the conditions which prevented a prior request.

E. FAILURE TO FILE A PRIOR REQUEST

Failure to file a prior request, in the absence of e xtenuating conditions, shall be grounds for disciplinary action.

III. HOLIDAYS

A. OFFICIAL PAID CITY H OLIDAYS: FULL -TIME BENEFITED UNIT

EMPLOYEES

1. Official Paid City Holidays for full -time, benefited unit employees shall be:
• Considered eight (8) hours leave with pay, or
• Equal to the actual n umber of regularly scheduled workday hours that fall on an Official City Holiday
• Included for the purpose of calculating the base for overtime, • Paid at the overtime rate when a unit emp loyee is required to work on an Official Paid City Holiday.

2. Unit employees shall not receive overtime credit for both the Official Paid City Holiday and actual hours worked.

B. OFFICIAL PAID CITY HOLIDAYS: REGULAR PART -TIME (RPT)

EMPLOYEES AND FULL-TIME EMPLOYEES WORKING A REDUCED

SCHEDULE

1. Official Paid C ity Holidays for Regular Part -time (RPT), benefite d unit employees and full-time reduced schedule employees shall be:
• The number of hours less than eight (8) hours, and
• In the same proportion as their regularly scheduled workweek is to forty (40) hours, rounded to the nearest half (1/2) hour.

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CCEA MOU 2021 – 2023 Page 66

Example: An RPT employee regularly works thirty -five (35) hours per week which is equivalent to eighty -seven and one -half percent (87.5%) of a forty ( 40) hour work week; therefore, the RPT employee’s Official Paid Cit y Holiday would be seven (7) hours which is equivalent to eighty-seven and one-half percent (87.5%) of an eight (8) hour work day.

2. Unit employees shall not receive overtime credit for both the Official Paid City Holiday and actual hours worked.

C. OFFICIAL PAID CITY HOLIDAYS FOR UNIT EMPLOYEES EXCEP T

FOR DESIGNATED SANITATION CLASSIFICATIONS

1. The Official City Paid Holidays for unit employees (except for designated Sanitation classifications) shall be as follows:
• New Year's Day (The first day of January)
• Martin Luther King Day (Third Monday in January)
• Memorial Day (Last Monday in May)
• Independence Day (The fourth day of July)
• Labor Day (First Monday in September)
• Thanksgiving Day (Fourth Thursday in November)
• Friday After Thanksgiving Day
• Christmas Day (Twenty-fifth day of December)
• Fifty-seven (57) hours of Floating Holiday time each fiscal year

2. Any one-time special day designated by the President of the United States or t he Governor of California requiring the C ity offices to close.

3. Any day authorized by the City Manager.

4. When an O fficial Holiday falls on a Saturday, the Friday immediately preceding the Saturday shall be deemed to be the day of the Official Paid City Holiday.

5. When an Official Holiday falls on a Sunday, the Mo nday immediately following the Sunday shall be dee med to be day of the Official Paid City Holiday.

D. OFFICIAL PAID CITY HOLIDAYS FOR DESIGNATED SANITATION

CLASSIFICATIONS

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CCEA MOU 2021 – 2023 Page 67

1. Official Paid City Holidays for unit emp loyees in the classificati ons of Sanitation Crew Supervisor, Sanitation Driv er, Roll-Off Driver, Sanitation Dispatcher, Scout Vehicle Operator, (Sanitation) Heavy Truck Driver, Sanitation Collector , Heavy Equipment Operator, and Laborer, shall be as follows:
• New Year's Day (First day in January)
• Martin Luther King Day (Third Monday in January)
• Memorial Day (Last Monday in May)
• Independence Day (Fourth day of July)
• Labor Day (First Monday in September)
• Veterans' Day (Eleventh day of November)
• Thanksgiving Day (Fourth Thursday in November)
• Friday after Thanksgiving Day
• Christmas Day (Twenty-fifth day of December)
• Forty-nine (49) hours of Floating Holiday time each fiscal year for full-time unit employees, or a number of pro-rated hours for RPT employees, in designated Sanitation classifications.

2. Any one-time special day designated by the President of the United States or the Governor of California requiring the City offices to close.

3. Any day authorized by the City Manager.

4. When an Official Holiday falls on a Saturday, the F riday immediately preceding the Saturday shall be deemed to be the day of the Official Paid City Holiday.

5. When an Official Holiday falls on a Sunday, the Monday immediately following the Sunday shall be deemed to be day of the Official Paid City Holiday.

E. FLOATING HOLIDAY LEAVE TIME

1. Full-time benefited unit employees shall be eligible to receive fifty- seven (57) hours of paid Floating Holiday leave time each fiscal year. Eight (8) of these hours ha ve been provided in recognition of Cesar Chavez day and nine (9) of the hours are in recognition of Juneteenth (June 19) , also known as “Emancipation Day” or “Jubilee Day” commemorating the end of slavery in the United States. Floating Holiday hours taken as time off must be used prior to the first paycheck in July. Remaining Floating Holiday balances shall be paid in the first paycheck in July. T he new accrual bank will be available and eligible for use in the first full pay period that begins after July 1st.

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 68

2. Full-time benefited unit employees in the classifications of Sanitation Crew Supervisor, Sanitation Driver, Roll -Off Driver, Sanitation Dispatcher, Scout Vehicle Operator, (Sanitation) Heavy Truck Driver, Sanitation Collector, Heavy Equipment O perator, and Laborer shall be eligible to receive forty (40) hours of paid Floating Holiday leave time each fiscal year.

3. Regular part-time, benefited unit employees or full-time employees working a reduced sc hedule, excluding Sanitation RPT’s, shall b e eligible to rec eive floating holiday hours each fiscal year using a prorated formula based on the number of hours scheduled to work each week:

An example of how floating holiday leave time is calculated and prorated for an RPT employee is as follows:

An RPT employee scheduled to work thirty-five (35) hours per week would be eligible to receive forty-two (42) hours of floating holiday leave time in a fiscal year, based on a forty-eight (48) hour accrual.

4. An example of how fl oating holiday leave time is calc ulated and prorated for a Sanitation RPT employee is as follows:

A Sanitation RPT employee scheduled to work thirty –five (35) hours per week would be eligible to receive thirty-five (35) hours of floating holiday leave tim e in a fiscal year, based on a forty (40) hour accrual.

F. ELIGIBILITY FOR FLOATING HOLIDAY LEAVE

1. Full-time benefited unit employees and RPT unit emplo yees on the payroll as of July 1 of each fiscal year shall receive a ban k of floating hol iday leave hours as set fo rth abo ve, which may be utilized on or after the first full pay period that begins after July 1st of each fiscal year, and will appear on the paycheck for the first full pay period which begins after July 1st each fiscal year.

2. Full-time benefited and R PT unit employees, excluding Sanitation employees, hired after July 1st of each fiscal year shall receive pro - rated floating holiday leave time in proportion to the months remaining within the respective fiscal ye ar calculated fro m the first day of the mon th foll owing the date of hire divided by twelve, rounded to the nearest hour . For example, an employee hired on October 4 th would be prorated 8/12 th (November through June, divided by twelve). Each full month is equal to 4 hours of floating

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 69 holiday leave time based on a fifty-seven (57) hour annual accrual , or pro-rated for RPT employees.

3. Full-time benefited Sanitation unit employees, hired after July 1st of each fiscal year shall receive pro -rated accruals for floating holiday leave time in proportio n to the months remaining within the respective fiscal year calculated from the first day of the month following the date of hire divided by twelve, rounded to the nearest hour. For example, an employee hi red on October 4 th would be prorated 8/12 th (November through June, divided by twelve).

Each full month is equal to 3.33 hours of floating holiday leave time based on a forty (40) hour annual accrual.

4. Sanitation RPT employees hired after July 1st o f each fiscal ye ar shall recei ve pro -rated accrual s fo r flo ating holiday leave time in proportion to the months remaining within the respective fiscal year calculated from the first day of the month following the date of hire divided by twelve, rounded to the nearest hour . For example, an employee hired on October 4th would be prorated 8/12th (November through June, divided by twelve). Each full month is equal to 3.33 hours of floating holiday leave time, based on a forty (40) hour annual accrual rate.

5. Unit employe es appointed t o classifications co vered by this MOU after July 1 of the calendar year shall receive floating holiday leave upon appointment, prorated on the basis of the number of months remaining in the twelve (12) month period (e.g., one -year equals one-half credit) rounded to the nearest whole hour.

G. PAYOFF OF UNUSED FLOATING HOLIDAY LEAVE TIME

1. Floating Holiday Leave Time unused as of the first paycheck in July shall be paid to eligible full-time benefited and RPT unit employees, at their bas e hourly rate which is/was in eff ect during that pay period.

2. Floating Holiday payoff, at the unit employee’s discretion, may be:
• Deposited into the unit employee’s deferred compensation account by prior written notice through Human Resources during open enrollment, or
• Donated to the City’s Catastrophic Leave Bank.

H. PAYOFF OF UNUSED FLOATING HOLIDAY LEAVE TIME UPON

TERMINATION/SEPARATION

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 70 Unused floating holiday leave time shall be paid to eligible unit employees at their base hourly rate upon termination / separation.

IV. OFFICIAL HOLIDAYS OCCURRING ON A SCHEDULED DAY OFF

A. PAYMENT OR CARRY-OVER WITHIN THE CURRENT FISCAL YEAR

Official Holidays occurring on a unit employee’s regularly scheduled day off may, at the unit employee’s discretion, be:
• Paid to the unit employee in the same pay period; or
• Carried over for use on another day no later than the last day of the pay period containing June 30th of the same fiscal year.

B. LIMITATIONS

1. Official Holidays carried over have no cash valu e, and therefore, cannot be cashed out at a later date.

2. Unit employees must use or lose official holiday time carried-over no later than the last day of the pay period containing June 30th of the same fiscal year.

V. EMPLOYEE REQUIRED TO WORK ON AN OFFICIAL HOLIDAY

1. When a unit employee is required to work any hours on an official holiday, the entire work shift shall be paid at the overtime rate (or accrue compensatory time), regardless of whether or not the unit employee has completed forty (40) hours during the workweek.

2. Only the hours actually worked on such holiday shall contribute toward the forty (40) hour base for establishing eligibility for further overtime credit.

3. When a unit employee is required to w ork on a scheduled holiday, th e employee shall be paid eight (8) hours holi day pay or equivalent to the actual number of regularly scheduled workday hours , in addition to overtime for the work shift , or the unit employee and appointing authority may agree to an alternative date for leave with pay on another day within the same pay period.

VI. WORK SCHEDULES WHICH INCLUDE SATURDAY AND/OR SUNDAY

1. Unit Employees whose regular work schedules include Saturday or Sunday will observe Christmas ( December 25), New Years ’ Day (January

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 71 1), and/or I ndependence Day (July 4) o n the actual date, rather than the date City Hall closes for that holiday.

2. This will also apply to employees in the Sanitation division observing Veterans’ Day (November 11).

3. Holiday overtime pay will apply if the employee is scheduled to work those days. If the actual date is an off -duty day, the employee may elect pay or carry-over of the time consistent with those provisions above.

VII. VACATION LEAVE

A. ELIGIBILITY FOR VACATION LEAVE

1. All unit employees shall be eligible for vac ation leave after serving twelve (12) months of employment with the City. Vacation leave shall accrue during the first twelve (12) month period, but not be available for use.

B. ACCRUAL OF VACATION LEAVE

1. Vacation hours shall accrue each pay peri od at one twenty -sixth (1/26) of the annual accrual rate (i.e., annual accrual rate divided by 26).

2. Exceptions to the maximum allowable accruals may be granted by the City Ma nager, or his/her designee, to meet exceptional departmental staffing needs.

3. No vacation shall be authorized, for leave or payment, unless accrued prior to the time for use or payment, except as authorized by the City Manager.

C. TABLE OF VACATION LEAVE BENEFITS

1. The Table o f V acation Leave Ben efits shown below sets for th in detail the number of working hours per year to which a full-time unit employee is entitled as a vacation leave benefit.

2. A regular part -time employee shall accrue vacatio n in the proportion represente d b y their regular w ork week s chedule in relation to a forty [ 40] hour work schedule (i.e., the bi -weekly accrual for a thirty -five [35] hour RPT employee will be based upon eighty-seven and one -half perce nt [87.5%] of the ann ual amount shown for a full-time unit employee).

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 72

3. The benefit shown in ea ch category shall commence upon entering the first day of the new category as follows:

1st thru
4th Year

5th thru
14th Year

15th thru
20th Year

21st Year and thereafter

80 Hours

120
Hours

160
hours

160 hours, plus 8 hours
per year of service
over twenty (20) years

D. ACCUMULATION OF VACATION LEAVE

1. Vacation time may be accumulated by unit employees to a maximum of twice the annual accrual of vacation hours for which the unit employee is eligible.

2. Once a u nit employee has accru ed the maximum amount of vacation leave, no further vacation leave shall be accrued until the unit employee’s level of accrued vacation has been reduced to less than the maximum. At that time, the unit employe e s hall again begin accruing vacation but at n o time may he/she accrue more than the maximum allowed pursuant to this section.

E. LIMITATIONS

Vacation shall not be used in lieu of accumulated sick leave or when sick leave request is disapproved.

F. BI-WEEKLY PAYOFF OF EXCESS VACATION ACCRUALS – NON-

PERSABLE

Vacation time which accumulates in excess of the maximum allowed each employee, shall be paid in cash (non -PERSable) on the next regular bi - weekly paycheck at the employee’s base hourly rate, thereby bringing the employee's vacation balance to no more than the maximum allowable (except as provided in this Article).

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 73

G. VACATION PAYOFF UPON TERMINATION – NON-PERSABLE

1. Any unit employee who termi nates employment shall be paid (non- PERSable) at the employees’ regular rate of pay for such vacation time accrued but unused as of the date of the termination.

2. It shall not be necessary to carry such employee on the payroll for the vacation period.

VIII. BI-ANNUAL ACCRUAL CASH OUT ELECTION

A. ELIGIBILITY

The City shall provide unit employees’ the option to cash out vacation , compensatory time and floating holiday leave banks. Unit employees must maintain a minimum vacation le ave bank balance of forty (40) hours in order to be eligible.

B. PROCEDURE

Accrual cash outs as specified above shall only be permitted each June 1st and December 1 st. Unit employees must submit a written request to Human Resources Department by December 15th of the prior year designating the number of hours in each leave ba nk the employee will cash out in the subsequent year. Upon proper notification, cash out elections shall be included in the paycheck for the first full pay perio d that includes June 1st and December1st as requested.

IX. SICK LEAVE

A. ELIGIBILITY FOR SICK LEAVE

No sick leave shall be granted until a unit employee has completed three (3) full months of service, including time spent on provisional o r temporary appointment.

B. ACCRUAL OF SICK LEAVE: FULL-TIME AND RPT UNIT EMPLOYEES

1. Upon full execution of this agreement, e ach full-time unit employee shall accrue s ick leave each bi -weekly pay period pro -rated on an annual basis and shall be credited as follows:

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 74

Sick Leave Accrual Rate for
Full-time Unit Employees
Bi-weekly
accrual rate
Monthly
Accrual rate
Annual
Accrual rate

4.0 hours
(104 hrs / 26 pay
periods)

8.667 hours

104 hours

2. Each RPT unit employee shall accrue sick leav e ea ch bi -weekly pay period pro-rated on an annual basis in the same proportion that their regu larly scheduled workweek compares to a forty ( 40) hour workweek as follows:

EXAMPLE: Sick Leave Accrual Rate for
Regular Part-time (RPT) Unit Employees

RPT regularly
scheduled
workweek hours

Bi-weekly
accrual rate

Monthly
accrual rate

Annual
accrual rate

35 hours

(35 hrs ÷ 40 hrs = 87.5%)

3.5 hours

(4 hrs X 87.5%)

7.58 hours

(3.5 hrs X 26 pp
÷ 12 mo)

91 hours

(3.5 hrs X 26 pp)

C. PURPOSE, PROCEDURE, USE AND VERIFICATION OF SICK LEAVE

1. Sick leave is intended for the i llness or injury of a unit employee as follows. Sick leave may be allowed for:
• Personal illness or injury of the employee;
• Authorized emergency leave;
• Serious illness o r in jury of the employee's spouse, state registered domestic partner, or child , parents , siblin gs, grandparents, any of which that reside in the unit employee’s residence;
• Medical or dental appointments;
• Cases of quarantine; or
• Where exposure to contagio us diseases would endanger the health of other employees.

2. Sick leave may be taken in increments of one -half (1/2) hour or more.

3. Sick leave may not be used for disapproved vacation leave.

4. The responsibility for proving the validity of a request fo r sick leave shall be upon the unit employee.

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 75

5. The unit employee shall notify his imm ediate supervisor within one (1) day of the beginning of sick leave, or pursuant to the rules of the Department.

6. At the end of the second day of sick leave, Managemen t or designee may request verification to be made by a qualified person.

7. For absen ces of o ver two (2) days, a medical certificate from a qualified physician, chiropractor or practitioner may be required.

8. Upon return to duty, the unit employee shall present evidence of the necessity of sic k leave, if so requested by Management or designee.

D. BI-WEEKLY PAYOFF PLAN: UNUSED SICK LEAVE ACC RUAL (NON-

PERSABLE)

1. When an employee shall have accumulated three hundred and eighty-four hours (384 ) ho urs of unused sick leave credit, the employee will, thereafter, be eligible for payment in each pay period of a portion of the unused sic k leave accrued during the preceding pay period, subject to the following conditions:

TIER 1:

SICK LEAVE PAYOFF AT THREE HUNDRED AND EIGHTY FOUR
(384) HOURS

Bi-weekly
Accrual Rate
Tier 1
Maximum
Accumulation
Amount of
Bi-weekly Sick
Leave Payoff
@ 50%
(Non-PERSable)

Amount of
Bi-weekly Sick
Leave Accrued
@ 50%

4.0 hours 384 hours 2.0 hrs X hourly rate

(1/2 [50%] of bi-
weekly accrual rate of

4.0 hours)

2.0 hours
• The unit employee must mainta in at le ast three hundred and eighty-four (384) hours of sick leave accruals.

• If the sick leave accrual balance falls below three hundred and eighty-four (384) hours at any time, the unit employee will become ineligibl e for any unused sick leave payment u ntil suc h time as her/her sick leave accruals again exceed three hundred and eighty-four (384) hours.

2a. Unit employees with at least three hundred and eighty-four (384) hours but less than seven hundred and twenty ( 720) hours of accrued sick leave may be paid for one -half (50%) of sick leave accrued and u nused in each pay period as set forth in the Tier 1 table above.

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 76 b. The remaining unused sick leave in each pay period shall be added to the unit employee’s accruals up to the seven hundred and twenty (720) hour maximum.

c. Unit employees at the maximum accrua l of seven hundred and twenty (720) hours, or who reach maximum accrual thereafter, will be paid (non-PERSable) one hundred percent (100%) of accrued unused sick leave in that pay period.

E. SICK LEAV E CONVER SION PAYOFF UPON RETIREMENT OR
FAVORABLE RESIGNATION – (NON PERSABLE)

Unit employees who retire or terminate are eligible to convert unused accumulated sick leave accrual to vacation accrual (non -PERSable) on the following basis:

1. With favor able resignation , excluding resignation in -lieu of proposed or imposed disciplinary action, after ten (10) or more years of satisfactory service, one-half (1/2 ) or fifty percent (50%) of the accumulated sick le ave accrual will be converted to vaca tion accrual.

2. With retirement after ten (10) or m ore years of satisfactory service, seventy-five percent (75%) of the accumulated sick leave accrual will be converted to vacation accrual.

3. With retirement after fifteen (15) or more years of servic e, one hundred percent (100%) of the accumulated sick leave accrual will be converted to vacation accrual.

4. Accumulated sick leave credit as used in this section shal l me an that balance of accrued and unused sick le ave available to the employee as of the date of retirement or resignation.

F. SICK LEAVE PAYOFF UPON THE DEATH OF AN EMPLOYEE – NON-

PERSABLE

1. Upon a unit employee’s death, his/her beneficiaries or estate shall be entitled to receive the same a ccumulation and conversion benefit pa yoff as the unit employee would have received were he/she alive and had favorably resigned or retired.

2. Any payoff under this benefit is non-PERSable.

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 77 X. PRE-RETIREMENT DISTRIBUTION OF LEAVE ACCRUALS – NON-

PERSABLE

1. A unit employee giving irrevoca ble notice of his/her intent to retire within three (3) years (36 calendar months) may have accrued leaves (which are otherwise payable upon retirement) distributed in e qual installments to his/her paychecks over the mo nths preceding retirement, with a min imum duration of six (6) months and a maximum duration of thirty -six (36) months.

2. Such distributions may be taken as taxable earnings or may be used for deposit in the deferred compensation account under the terms of the Section 457 Catch-up provisions.

XI. INJURY ON DUTY LEAVE (IOD)

A. UP TO SIX (6) MONTHS MAXIMUM SALARY CONTINUANCE

1. If i njured-on-duty (IOD) and claim is determined to be compensable, a unit e mployee may be eligible for salary continuance. Salary continuance is to be paid during the period for which temporary disability is required pursuant to Workers' Compensation Laws of the State of California, an amount which, when added to such temporary disability benefits and earnings from other employ ment, will equal the unit employee's normal ba se salary for the period.

2. Such salary con tinuance payments shall be subject to normal tax deductions and other mandatory or voluntary deductions, but without de duction from sick leave or vacation leave accruals and shall be provided for a period not to exceed six (6) calendar months from the date of the injury.

3. In no case shall such compensation be paid for a period of time in excess of the unit employee' s continuous service immediately prior to such injury.

B. EXTENSION OF LEAVE AND SALARY CONTINUANCE

If a unit employee's temporary disabi lity ex ceeds the six (6) calendar months of salary continuance as set forth above, salary continuance for up to an additional six (6) months , with the approval of th e City Manager, if the unit employee is not otherwise eligible for retirement, light or mod ified duty or disability transfer, and the Risk Management Division, after consultation with the City's Physician(s), determines that the employee will

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 78 likely return to full duty within a reasonable per iod not t o exceed six (6)months.

C. EXHAUSTION OF SALARY CONTINUANCE

1. If the unit employee exhausts such salary continuance as set forth above, or is denied ext ension of salary continuance , he/she may elect to utilize accumulated sick leave or vac ation lea ve accruals which, when added to temporary di sability payments and earnings from other employment, will equal his/her normal base salary, subject to normal deductions.

2. When a unit employee's temporary disab ility payments stop, and he/she is still unable to return to work, he/she may elect to util ize accumulated sick leave or vacation leave accruals equal to his/her normal base salary, subject to normal deductions.

D. CITY INITIATED DISABILITY RETIREMENT

If, at any time during a temporar y disabil ity absence, the City receives medical information which indicates that the employee will not be able to return to performance of the duties of his/her position , the City may initiate disability retirement proc edures even if there is unexpended le ave available to the employee.

E. LIMITATIONS

1. When a unit employee’s absence is a result of a compensable industrial injury , and the absence is three (3) days or less, the absence shall be deducted from the unit employee’s sick leave accruals, unless tempora ry disability payments are required to be paid pursuant to Workers’ Compensation Laws of the State of California.

2. Unit employees receiving IOD pay ments, sal ary continuance, and/or temporary disability payments:

a. Shall be available for follow -up treatme nt, diagnosis, therapy, and related matters, unless authorized to leave the area for extenuating circumstances with prior authorization from Risk Management, and
b. Shall be required to provide an address and phon e n umber where they can be contacted, if they plan to be away from their residence, and
c. Shall be required to notify Risk Management immediately upon change of residence and contact information.

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 79 XII. MISCELLANEOUS LEAVES WITH PAY

A. BEREAVEMENT LEAVE

1. Any unit employee who is compelled to be absent from duty because of a death in the immediate family shall be allowed time necessary to be absent from work at their base hourly rate of pay for t he e quivalent of the employee’s regular workweek, but not more than forty (40) working hours per incident, without charge to accrued sick leave, vacation, comp time or floating holiday time.

2. Immediate family , for the purposes of this Section only, sh all be defined as follows:

Brothers Sisters
Children Spouse
Child’s Spouse Spouse’s Brothers
Grandchildren Spouse’s Grandparents
Grandparents
Parents
State Registered Domestic
Partner
Siblings’ Spouse
Spouse’s Parents
Spouse’s Sisters
Stepchildren
Stepparents

3. If additional leave time is required , the employee may request sick leave, vacation or floating holiday time.

4. Should the li st of immediate family members be increased in any other Culver City bargaining unit MOU, the additional provisions shall apply to this unit.

5. The City may requir e verification of the death of a memb er of the immediate family. Verification may include any printed record or notice of the death (e.g., newspaper obituary notice, mortuary leaflet or card, etc.).

6. If special circumstance exists wherein a unit employ ee believes another person reasonably substitutes for one of the foregoing, (i.e., foster parent, legal guardian, foster child, legal ward, etc.) the unit employee must register that special circumstance wi th t he Human Resources Department in writing in ad vance in order to qualify for the ber eavement leave. (Note: The special circumstance does not permit substitution of individuals in the place of persons already deceased.)

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 80

B. EMERGENCY LEAVE

1. An emergency leave of abs ence with pay may be g ranted by Management to any unit empl oyee because of family illness, legal matters, non -work-related court appearances, home emergencies (e.g., burst water heater, or sudden structural damage, etc.), providing the unit employee may have such leave charged to his/her sick leave, compensatory t ime, serv ice award leave or vacation leave accounts.

2. Emergency leave shall automatically be deducted from sick leave unless the unit employee requests t hat it be deducted from another leave as set forth in Section B.1 above.

3. All emergency leaves of absence shall be limited to twenty-four (24) working hours within any calendar year taken in increments of at least one-half (1/2) hour.

4. Verification of all emerge ncy leaves may be required by Management.

C. JURY DUTY

1. A unit e mployee c alled to active jury service during scheduled workdays shall receive his/her regular compensation for such time served to a maximum of ten (10) working days fo r ea ch jury summons.

2. The unit employee will f orfeit jury fees to the City but shall retain any mileage compensation provided.

3. Unit employees working other than a Monday through Friday daytime schedule will when practicable, be reassigned to suc h a schedule during jury duty service if possible, or to another schedule compatible with employee and department interests.

4. Jury service required on an employee's off -duty day is not compensable by the City, and the unit employee may retain j ury compensation for such days.

5. Unit employees whose work schedule cannot be modifi ed, whose regular work day may be Saturday or Sunday, and/or who serve jury duty and then work some portion of the same day, shall receive

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 81 their regular compensation for the scheduled work day and may retain jury pay.

6. Jury duty time shall not be consi dered work time and does not count toward hours worked for the calculation of overtime.

7a. In the event the unit employee is required to serve in excess of ten (10) c ompensated workdays, he/she may use accrued leave and retain excess jury fees for that period.

• Unit employees who are compelled by the Cour t to serve longer than ten (10) days on a jury may submit a request to their Department Head to approve additional jury leave.

• If the request is approved, the City shall provide pay for one -half (1/2) of the hour s spent on jury duty in excess of the orig inal ten (10) days up to an additional ten (10) half day of the unit employees regularly scheduled workday hours.

• The unit employee may use accrued vacation, floati ng hol iday, or comp time for the rema inder of the half day regularly scheduled workday hours.

8. The unit employee shall be responsible for providing proof of jury service upon his/her return to work.

9. Specific procedures for jury duty leave with pay, consistent with this provision, shall be established in City Administrative Policy.

10. The City shall provide a copy of the current City Administrative Policy on Jury Duty.

D. OUTSTANDING PERFORMANCE LEAVE

The City may grant up to three (3) da ys off with pay to unit employees rewarded for ou tstanding performance or provide other fo rms of recognition pursuant to Civil Service Rules.

E. RELIGIOUS SERVICES

1. Unit employees shall be per mitted to attend or observe religious services, or holidays of major theological import ance, which o ccur during work hours provided that:
• The workload of the organization so permits; and
• Management authorized the absence.

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 82

2. Time taken shall be charged to the unit employee's accumulated vacation, floating holiday, compensatory leave or s ervice award leave time.

F. MILITARY LEAVES OF ABSENCE

Military leave with pay shall be granted in accordance with applicable state law, federal law and municipal law, and applicable City policies.

G. VOTING LEAVE

1. Unit e mployees sh all be permitt ed leave to vote as required by California Elections Code, as amended, if the unit employee cannot otherwise get to the polling place during non-working hours.

2. Leave may be provided at the beginning o r end of the normal work shift, which ever permits t he opportunity to vote with minimal interruption of work responsibilities.

3. Unit employees shall be required to give a minimum three (3) day notice of t he need for leave, obtain advance approval, and su bmit proof of voting.

H. SCHOOL ACTIVITY LEAVE

1. Pursuant to California Labor Code Se ctions 230.7 and 230.8, as amended, unit employees who are parents of school -age children shall be allowed School A ctivity L eave from their jobs, with or without pay, as may be necessary to participate in school activities such as parent -teacher conference s, disciplinary matters, school programs and related events with their children.

2. Such leave is limited to forty (4 0) h ours per school year, at a maximum of eight (8) hours per month.

3. Regular part -time unit employees may take such leave in an amount equal to the proportion of their regular workweek to a 40 - hour workweek (e.g., 7 hours per month for a 35 -hour RPT employee).

4. This limit shall not apply when a unit emp loyee is required to appear in the sc hool of his/her child pursuant to a request from the school administration pertaining to disciplinary action.

5. Unit e mployees must give reasonable advance notice to the employer to permit work coverage and may be requi red to pr ovide

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 83 documentation from the school that th e unit employee participated in the activity on the specific date and time.

6. Leave properly requested in advance shall not be denied.

7. Unit employees may take accrued leave with pay (vacation, compensatory ti me, floating holiday, or ser vice award leav e) for School Activity Leave purposes.

XIII. FAMILY MEDICAL LEAVE ACT (FMLA) AND CALIFORNIA FAMILY RIGHTS

ACT (CFRA)

1. This section does not pu rport to provide all the provisions of law but summarizes the general intent at the time this MOU was adopted.

2. Specific details of the State and Federal laws relating to FMLA and CFRA are available in the Human Resources Department.

3. Unit employee s an d department management must contact Human Resources to verify current provisions and requirements.

4. Failure to do so could result in a misunderstanding of rights and obligations and could cause loss of leave benefits or loss of insuranc e coverage.

A. ELIGIBILITY FOR FMLA AND CFRA

1. Pursuant to State and Federal laws, employees shall b e eligible for Family and Medical Leave of absence (FMLA) for:

• The birth of a child of the employee
• Disability due to pregnancy – FMLA only
• The placement of a child with an employee in conne ction with the adoption or foster care of that employee
• The care of the employee’s child with a serious health condition • The care of a spouse or parent with a serious health condition • The employee's own serious health condition
• Any qualifying exigency aris ing out of a spouse, c hild or parent called to active military duty

2. Such leave rights apply to all employees with twelve (12) months or more service with the City prior to the leave request who have worked a minimum of 1,250 hours in the preceding t welve (12) months.

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 84

B. EMPLOYEE RIGHTS UNDER FMLA

1. The max imum amount of leave shall be twelve (12) weeks in a twelve (12) month period.

2. The twelve-month period is rolling and is measured backward from the date leave is used.

2. Leave may be tak en as days off, or inte rmittent or mo dified work schedules.

3. The unit employee is guarantee d a return to his/her position at the end of approved leave.

4. During the 12 -work week FMLA period, the City shall m aintain the employee's medical, dental, life and vision care insurance.

C. APPROVAL PROCESS FOR FMLA

1. Unit employees must give thi rty (30) days advance written notice, on a form provided by the City, of the need for such leave, unless the absence could not be anticipated. In such cases, the em ployee must give notice as soon as possible.

2. Verification by the attending physician o r health care provider will be required for absences relating to the unit employee’s or family member's serious health condition.

3. The Human Resources Department shall determine if the leave qualifies under the Family and Medic al leave laws, and may determine the commencement date.

D. PRIVACY UNDER FMLA

For privacy reasons, the City may not require specific medical diagnosis of the unit employee or family member's health condition.

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 85 E. USE OF ACCRUALS WHILE ON FMLA

1. The unit employee shall be required to use sick leave for any FMLA illness or medical -related absence, and may use vacation or other accrued leaves if sick leave has been exhausted.

2. FMLA shall run concurrently with Pregnancy Disability Leave.

F. EXPIRATION OF FMLA

Upon expiration of FMLA, if the unit employee remains on leave, he/she shall be responsible for maintaining his/her in surance benefits, either by use of sufficient accr ued paid leave or by pa yment of the r equired premiums.

XIV. PREGNANCY DISABILITY LEAVE (PDL)

1. Pregnancy Disability Leave of up to four (4) months, with or without pay, shall be provided to unit emplo yees covered herein pursuant to the Fair Employment Housing Act (FEHA).

2. Such leave shall be granted for disability of the unit employee, determined by a physician, for the duration of such disability, provided, however, that the cumulative unpaid leave fo r disability and non -disability reasons shall not exceed one year.

3. Pregnancy Disability Leave without pay shall not be granted until accrued sick leave has been exhausted.

4. Unit employees may voluntarily use accrued vacation or other paid leave before commencing unpaid leave.

XV. MAINTENANCE OF BENEFITS WHILE ON LEAVE

1. Unit employ ees must be paid a minimum of thirty-five percent (35% ) of their regularly scheduled bi-weekly working hours to be eligible to receive City provided benefits including vacation and sick leave accruals.

Example: A unit employee who regularly works eighty ( 80) hours each bi-weekly pay period, must be paid a mi nimum of twenty eight (28) hours (35% of 80 = 28) of his/her accruals when out on leave to be eligible for City provided benefits including vacation and sick leave accruals.

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 86

2. Unit employees who are not paid the minimum number of hours required:
• Shall be responsible for the payment of their insurance benefits, and • Shall not be eligible for vacation and sick leave accruals.

XVI. PAYOFF OF ACCRUALS UPON DEATH OF AN EMPLOYEE – NON-

PERSABLE

When separation is caused by the death of a unit employee, separ ation pay and other accrued moneys owed shall be paid (non -PERSable) to the designated beneficiary of such employee as filed with the Human Resources Director.

XVII. PAYOFF OF ACCRUALS UPON CHANGE OF BARGAINING UNIT

1. When a un it employee covered by th e terms of this MOU becomes a member of another bargaining unit under a different MOU, he/she shall be paid off at his/her CCEA base hourly rate for any accrued leav e benefit unique to this bargaining unit (e.g., floating holidays, compensatory time or similar benefit) and shall cease participation in any special pay or other benefit plan of the CCEA unit.

2. Vacation and sick leave accumulations shall carry over in compliance with the accrual levels provided within the new bargaining unit MOU. Employee shall be paid off at his/her CCEA base hourly rate for any accrued leave benefit that exceeds the levels of the new bargaining unit MOU.

3. Thereafter, the employe e shall immediately be eligible to ac crue such benefits as provided by their new bargaining unit MOU.

XVIII. LEAVES OF ABSENCE WITHOUT PAY

A. VOLUNTARY LEAVE WITHOUT PAY

1. Any unit employee is en titled to present to Management a request for a leave of absence without pay not to exceed one (1) year. The unit e mployee shall indicate th e basis of the leave in his/her request.

2. Leaves of absence without pay may be granted for illness exceeding accumulated sick leave, child care absences exceedi ng pregnancy disability leave, specia l education, special duty for another governmental age ncy, extension of vacation time, seeking

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 87 political office or any other reason which is deemed to be in the best interests of City government.

3. Verification of such requests shall be required by Management who shall attach the ev idence of verification to the proper form (Personnel Action).

4. Any leave without pay must be approved by the Department Head or designee.

B. CITY INITIATED LEAVE WITHOUT PAY

The City may place a uni t employee on leave without pay for non - disciplinary reasons when th e status of the employee, due to injury or other involuntary circumstances, cannot be covered by paid leave time.

C. BENEFIT ELIGIBILITY WHILE ON LEAVE WITHOUT PAY

1. No biweekly period shall be counted for eligibility periods o r for the accumulation of vacation or sick leave when a unit employee is absent on leave without pay including suspension from duty without pay, except when on protected leave, or has a brea k in service of more th an sixty five percent (65%) of the working hours in the biweekly period.

2. A unit employee on unpaid leave of absence, except when on protected leave, under this s ection shall be re sponsible for the payment of insurance premiums in any month when there i s insufficient paid leave available or auth orized to maintain benefi ted status.

D. LEAVE OF ABSENCE WITHOUT PAY IN EXCESS OF THIRTY (30) DAYS

1. NOTIFICATION TO DEPARTMENT

For an y le ave of absence without pay in excess of thirty (30) calendar days, the unit employee shall notify the Department Head where he/she can be reached if not at his/her residence of record, and how long the employee will be absent.

2. CORRESPONDENCE

In the a bsence of such written notification, any notice or correspondence to the unit employee shall be mailed or delivered to the unit employee’s residence of record.

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 88

3. DURATION OF LEAVE

Unit employees shall be advised of the duration of the approved leave of ab sence without pay, and that such approval may be cancelled at any time by the Department Head and City Manager if he/she determines that the unit employee:
• Is not expected to return by the conclusion of the scheduled leave of absence without pay; or
• The unit employee’s conduct is not consistent with the approved leave of absence without pay; or
• The basis of the leave is no longer valid.

4. CANCELLATION OF LEAVE OF ABSENCE WITHOUT PAY

If the City intends to cancel an approved leave of absence without pay in e xcess of thirty (30) calendar days, the unit emplo yee shall be notified of the City’s intent, and shall be given the opportunity to provide a dditional information in support of the leave of absence without pay or to return to work, within five (5) working days after receipt of such notice. If the unit em ployee fails to respond or return to work, he/she shall be deemed to have resigned his/her position.

E. RETURN FROM LEAVE OF ABSENCE WITHOUT PAY EXCEEDING
THIRTY (30) DAYS

1. Upon returning from a leave of a bsence without pay exceeding thirty (30) calen dar days, except when o n protected le ave, the unit employee’s anni versary date shall be adj usted to exclude such leave time for the purpose of performance evaluation dates, step increase dates, seniority fo r promotional examinations and benefit accrual calculations.

2. Upon ret urning from a leave of absence without pay exceeding thirty (30) cal endar days, except when on protected leave, due to illness or disability of the employee, the unit employee may be required to provide medical information upon the r equest of the City’s ph ysician in ord er to determine the employee’ s fitness -for- duty.

3. Failure or refusal to provide medical information, pursuant to this section, may delay the unit employee’s return t o wo rk and constitute grounds for disciplinary action.

ARTICLE FIVE
CCEA MOU 2021 – 2023 Page 89 XIX. UNAUTHORIZED LEAVE / ABANDONMENT OF POSITION

1. A un it employee absent withou t authorization for three (3) or more consecutive work shifts, and who fails to co ntact Management to provide justification for the absence, shall be considered to h ave abandoned his/her position and resigned from City employment a s of the third shift of absence.

2. The unit emplo yee shall be notified by Management that the City considers him/her to be absent without leave, and that, under this section, a separation (resignation) will be processed.

3. Such notification shall be made pursuant to the proc edures for notification of intent to discipline as provided in Civil Service Rules.

4. The unit employee may be re instated, subject to disciplinary action for other causes, if adequate ju stification fo r the absence is provided to Management prior to the end of the notification period.

XX. INVOLUNTARY FURLOUGHS

During the term of this MOU, the City shall not require any unit employee to submit to an involuntary work furlough. This does not preclude a unit employee from voluntarily working a reduced work schedule, as approved by his/her appointing authority or designee.

XXI. ADMINISTRATIVE LEAVE

Administrative Leave shall be used at the employee’s discretion. Administrative Leave time is not accrued and has no cash value. However, unused administrative Leave hours that employees possess as of the signing of this MOU shall be automatically carried over until June 30 of the following year. All unused hours after the additional one-year rollover shall be forfeited.

ARTICLE SIX
CCEA MOU 2021 – 2023 Page 90

ARTICLE SIX

WORKING CONDITIONS

I. SENIORITY

A. SENIORITY LISTS

1. When necessary, the City shall establish seniori ty lists and , in certain situations, shall inform each unit employee of their seniority status. Seniority status shall give a unit e mployee priority preference in work schedules /assignments and leave schedules as determined by Management.

2. Seniority pr eference shall only apply to leave req uests made a minimum of thirty (30) days in advanc e. Leave requests submitted less than thirty (30) days shall be considered in the date and time order in which they were received.

B. SENIORITY WITHIN CURRENT CLASSIFICATION

Seniority, as used herein, is d etermined by the length of service a unit employee has in the position of the current appoi ntment and is only applicable for the (2) two purposes set forth in Section A.1 above.

C. SENIORITY POINTS FOR REGULAR PART-TIME (RPT) EMPLOYEES

RPT employees, who apply for a classified City positi on in an open and competitive examination, and advance to the eligible list, shall receive .25 seniority points for each two thousand an d eighty (2,080) hours of service, up to a maximum of four (4) seniority points.

II. GRIEVANCE

A. CLASSIFIED EMPLOYEE GRIEVANCE

A Classified unit employee grievance shall be processed as provided for in the City's Civil Service Rules.

B. UNCLASSIFIED REGULAR PART -TIME (RPT) EMPLOYEE

GRIEVANCE

Grievances affecting unclassified regular part -time empl oyees may be processed pursuant to the Civil Service Rules, but the final decision will be made at the City Manager level.

ARTICLE SIX
CCEA MOU 2021 – 2023 Page 91

ii. III. MANAGEMENT MEETINGS

1. On an as nee ded basis, three (3) representatives o f the City and CCEA shall meet to discuss workplace issues.

2. This forum is designed to prov ide an opportunity to discuss concerns and suggest remedies.

3. CCEA agrees not to file a grievance on any issue discusse d at the bi - monthly meetings for a per iod of at least thirty (30) calendar days after discussion for possible resolution.

IV. DISCIPLINE

A. CIVIL SERVICE RULES – DISCIPLINE

Disciplining of unit employees , excluding regular part -time employees, shall be as provided in the City's Civil Service Rules.

B. DISCIPLINE: REGULAR PART -TIME EMPLOYEES – ONE (1) OR

MORE YEARS OF SERVICE

1. Regular Part-time unit employees with one (1) year or more of City service, who become subject to disciplinar y action, will be provided a pre-disciplinary notice in writing, and will be given the o pportunity to respond to the appointing autho rity, or may elect to respond to the Human Res ources Director, prior to or immediately foll owing the effective date of the action.

2. If the response is given to Human Resources , he/she will revie w the proposed action and advise the appointing authority regarding procedural or other mat ters that may affect the appointing authority’s decision.

3. Human Reso urces will make a recommendat ion to the C ity Manager, who will make a further r ecommendation to the respective department head.

4. The Department Head shall make the final decision on all regular part-time unit employee disciplinary matters.

ARTICLE SIX
CCEA MOU 2021 – 2023 Page 92 C. REPRESENTATION FOR REGULAR PART -TIME EMPLOYEES – FIVE (5) OR MORE YEARS OF SERVICE

1. A regular part-time employee with five (5) or more years of service, who is subject to an intent to terminate or an intent to suspend for more than thirty (30) days f or disciplinary reasons, could request review before the City Manager, or his/her design ee, within five (5) working days of receiving notice of such intended t ermination or suspension.

2. A regular part-time employee with five (5) or more years of servic e, who is subject to an intent to term inate or an intent to suspend for more than thirty (30) days for disciplinary reasons, may designate one (1) City employe e (designee) and one (1) CCEA
representative, if desired, to hear and review with the City Manager, the RPT employee’s response and any written submission, at a time to be scheduled by the City Manager.

3. At the conclusion of this process, the RPT employ ee’s designee, if any, may make a private verbal recommendation t o the City Manager.

4. The C ity Manager shall have the authority t o af firm, revoke, or modify the intended discipline.

D. DISCIPLINE OF BUS OPERATORS

A process shall be developed which provides Bus Operato rs with notification of pending disciplinary action and/or investigation with in ten (10) days of the alleged miscon duct. Upon agreement, this process shall be incorporated into the MOU.

E. DISCUSSION ITEMS

1. City agrees to co ntinue the L abor-Management Committee as needed, to review and consider issues of mutual concern, including but not limited to funding of f uture salary and benefit costs , and contracting out of City jobs.

2. City invites and encourages CCEA members to sug gest work or work pr ocess changes to their own respective jobs wh ich could reduce City costs and assist the City in making funds availa ble for other purposes. Suggestions should be sub mitted to/through the respective employees’ departmental channels, with a copy to the City Manager or Human Resources Director.

ARTICLE SIX
CCEA MOU 2021 – 2023 Page 93 V. SAFETY RULES

A. PURPOSE

1. It is of mutual benefit to t he C ity and to the unit employees represented in t his MOU to be fully aware of all safety rules and regulations regarding employment duties.

2. The intent of this clause is to work towar ds preventing job -related injuries to unit employees and damage to bot h pu blic and private property.

B. REPORTING EQUIPMENT AND/OR EQUIPMENT CONCERNS

1. The City encourages unit employees to identify and report any vehicle or equipment safety co ncerns immediately to their respective supervisor.

2. The supervisor will immediately report the vehicle or equipment safety issue to the Fleet Services Manager.

3. The Fleet Services division will assume f ull responsibility for ensuring the vehicle i s properly evaluated and repaire d, and/or removed from service until it can be repaired.

4. The City will make every effort to see that the vehic le or equipment is operational and safe bef ore assigning unit employees to work with the vehicle or equipment.

C. COMPLIANCE

1. Unit employees who refuse to drive a sa fe vehicle may be subject to disciplinary action.

2. If the unit employee fur ther questions the safety of the vehicle, he/she may report the suspect vehicle to appropriate state authorities.

3. Failure of any unit employee or supervisor to make proper inspection or repair of any reported unsafe vehicle may result in disciplinary action.

ARTICLE SIX
CCEA MOU 2021 – 2023 Page 94 VI. SAFETY ISSUES

2. A. DEVELOPMENT OF STRATEGY AND TECHNOLOGY

1. The City agrees to provid e strategies to avoid conflict w ith the public as part of the general training give n to Bus Operators and Parking Enforcement Officers.

2. The Tran sportation Department will co ntinue to anal yze potential new technology to further enhance safety.

B. POLICE ASSISTANCE IN EMERGENCY SITUATIONS

Unit employees dealing with eme rgency situations shall have the right to call directly for Police Assistance.

C. RESPONSIBILITY

It is the responsibili ty of all City employees as a condition of employment with the Ci ty, to be aware of, to follow an d to enforce the City's safety rules, regulations, policies and procedures or be subject to disciplinary action in accordance with the Civil Service Rules.

VII. DRUG-FREE WORKPL ACE AND DRUGS AND ALCOHOL IN THE

WORKPLACE

1. CCEA and the City ag ree that City Council Policy No. 4004, as amended, regarding drugs and alcohol in the workplace is incorporated herein by this reference.

2. Regular Part-Time unit employees shall be provided with a modified duty assignment while awaitin g results for a n initial post -accident or random drug test. This shall not apply to split tests.

3. Testing procedu res agreed to and in effect prior to the ad option of this MOU continue in full force and effect.

VIII. LEGAL DEFENSE

In the event a unit employee covered herein is named as an individual defendant in litigation involvi ng conduct in his/her offici al capacity as an agent for the City, the City Attorney will, prior to recommending any settlement of the litigation to the City Council, consult with the unit employee concerning the proposed settlement and present the unit employee's oral or written comm ents concerning the proposed settlement to the City Council at any session at which the settlement is to be discussed.

ARTICLE SEVEN
CCEA MOU 2021 – 2023 Page 95

ARTICLE SEVEN

GENERAL PROVISIONS

I. TERM OF MEMORANDUM OF UNDERSTANDING

This MOU shall be effective July 1, 2021, and together with all the terms, conditions and effects thereof, shall expire as of midnight on June 30, 2023.

II. EMERGENCY WAIVER

In the event of circumstances beyond the control of the City, such as acts of God, fire, fl ood, insurrection, civil disorder, n ational emergency, or similar circumstances, as determined by the City, the provisions of this Memor andum of Understanding which restrict the City’s ability to respond to these emergencies shall be suspended for the duration of such emergencies. After the emergency is over, the Culver City Employees’ Association shall have the right to meet with the City regarding the impact on employees of th is suspension of these provis ions in this Memorandum of Understanding.

III. SEVERABILITY PROVISION

Should any article, section, subsection, subdivis ion, sentence, clause, phrase, or provision of this Memorandum of Understanding be found to be ino perative, void, or invalid by a c ourt of competent jurisdiction, all other prov isions of this Memorandum of Underst anding shall remain in full force and effec t for the duration of this Memorandum of Understanding. I n the event of such invalidation, the City and the Union agree to meet and confer in good faith to determine an alternative equivalent article, section, sub section, subdivision, sentence, clause, phrase, or provision.

IV. CIVIL SERVICE RULES/CITY POLICY

1. Reference is made in this MOU to certain Civil Service Rules. Nothing in this MOU shall preclude the City from amending the civil Service Rules as provided therein.

2. The parties agree that all conditions of employment, as they pertain to unit employees covered by this MOU, subject to meet and confer provided for by the City's Civil Service Rules, Ordinances, Re solutions, Departmental Rules and Re gulations or Policy Statements in effect pr ior to the d ate of

ARTICLE SEVEN
CCEA MOU 2021 – 2023 Page 96 this MOU, unless specifically provided for to the contrary in this MOU, shall remain in force and effect dur ing the term of this MOU. Any conflicts with the City's Civil Service Rules, Ordinances, Resolutions, Departmental Rules and Regu lations or P olicy Statements shall be considered to have been superseded by this MOU.

V. FULL AGREEMENT AND IMPLEMENTATION

A. FULL AGREEMENT - WAIVER OF MEET AND CONFER

1. This MOU contains all of the cov enants, stipulations, and provisions, agreed upon by the parties.

2. Therefore, during the term o f this agreement, except as provided herein, all other compensation an d be nefits not modified in this agreement shall remain in full force and effect.

3. For the purpose of the MOU neither party sha ll be compel led to meet and confer with the other concern ing any issues, whether specifically discussed prior to the execution of this MOU or which may have been omitted in the meet and confer process leading up to the execution of the MOU, except by mutua l agreement of the parties.

4. Each party acknowledges that it had the full and unlimited opportunity to meet and confer ove r any issue it either did raise or could have rais ed and hereby waives the right to me et and confer further during the term of th is MOU excep t as specifically provided herein.

B. COMPLIANCE

If the effective date or the implementation of any benefi t in this MOU cannot be adhered to as the result o f law, regulation, or policy outside the control of the City, the City will tak e action on the first date on which it has authority to t ake action in compliance with such law, r egulation, or policy to effectuate the benefit.

ARTICLE SEVEN
CCEA MOU 2021 – 2023 Page 97

VI. RATIFICATION AND IMPLEMENTATION

A. ACKNOWLEDGEMENT

The City and the Culver City Employees Association acknow ledge that this Memorandum of Understanding s hall not be in force and effect until ratified by a simple majority vo te o f unit employees who are in classifications represented by the Culver City Employees Association set forth in this agreement and adopted in the form of a resolution of the City Council.

B. MUTUAL RECOMMENDATION – APPROVAL OF MOU

This agreement constitutes a mutual recommendation of this new MOU by the parties hereto, to the City Coun cil, that one or more ordinances and/or resolutions be adopted and implemented accepting its provisi ons and effecting the changes enumerated herein relating to wages, hou rs, benefits and other terms and conditions of emp loyment for unit employees represented by the Culver City Employees Association.

CCEA ACCOUNT CLERK (205) 1 22.8290 3,957.03 47,484.32
CCEA ACCOUNT CLERK (205) 2 23.9966 4,159.42 49,912.98
CCEA ACCOUNT CLERK (205) 3 25.2229 4,371.97 52,463.58
CCEA ACCOUNT CLERK (205) 4 26.5128 4,595.54 55,146.52
CCEA ACCOUNT CLERK (205) 5 27.8699 4,830.78 57,969.34
CCEA ACCOUNT CLERK-REG PT (205R) 1 22.8290 3,957.03 47,484.32 CCEA ACCOUNT CLERK-REG PT (205R) 2 23.9966 4,159.42 49,912.98 CCEA ACCOUNT CLERK-REG PT (205R) 3 25.2229 4,371.97 52,463.58 CCEA ACCOUNTANT (419) 1 33.8060 5,859.71 70,316.48
CCEA ACCOUNTANT (419) 2 35.5328 6,159.01 73,908.12
CCEA ACCOUNTANT (419) 3 37.3485 6,473.74 77,684.88
CCEA ACCOUNTANT (419) 4 39.2575 6,804.63 81,655.60
CCEA ACCOUNTANT (419) 5 41.2636 7,152.36 85,828.34
CCEA ACCOUNTANT II (428) 1 36.9774 6,409.41 76,912.94
CCEA ACCOUNTANT II (428) 2 38.8673 6,736.99 80,843.88
CCEA ACCOUNTANT II (428) 3 40.8532 7,081.23 84,974.76
CCEA ACCOUNTANT II (428) 4 42.9411 7,443.13 89,317.54
CCEA ACCOUNTANT II (428) 5 45.1359 7,823.55 93,882.62
CCEA ACCOUNTING TECHNICIAN (223) 1 27.7307 4,806.66 57,679.96 CCEA ACCOUNTING TECHNICIAN (223) 2 29.1227 5,047.94 60,575.32 CCEA ACCOUNTING TECHNICIAN (223) 3 30.5986 5,303.76 63,645.14 CCEA ACCOUNTING TECHNICIAN (223) 4 32.1622 5,574.79 66,897.48 CCEA ACCOUNTING TECHNICIAN (223) 5 33.8060 5,859.71 70,316.48 CCEA ADMIN CLERK (207) 1 22.6021 3,917.70 47,012.42
CCEA ADMIN CLERK (207) 2 23.7578 4,118.01 49,416.12
CCEA ADMIN CLERK (207) 3 24.9719 4,328.46 51,941.50
CCEA ADMIN CLERK (207) 4 26.2490 4,549.83 54,597.92
CCEA ADMIN CLERK (207) 5 27.5927 4,782.74 57,392.92
CCEA ADMIN CLERK-REG PT (207R) 1 22.6021 3,917.70 47,012.42 CCEA ADMIN CLERK-REG PT (207R) 2 23.7578 4,118.01 49,416.12 CCEA ADMIN CLERK-REG PT (207R) 3 24.9719 4,328.46 51,941.50 CCEA ADMIN SECRETARY (222) 1 27.5927 4,782.74 57,392.92 CCEA ADMIN SECRETARY (222) 2 28.9798 5,023.16 60,277.88 CCEA ADMIN SECRETARY (222) 3 30.4463 5,277.35 63,328.20 CCEA ADMIN SECRETARY (222) 4 32.0027 5,547.14 66,565.72 CCEA ADMIN SECRETARY (222) 5 33.6369 5,830.39 69,964.70 CCEA ANIMAL SERVICES OFFICER (307) 1 26.2490 4,549.83 54,597.92 CCEA ANIMAL SERVICES OFFICER (307) 2 27.5927 4,782.74 57,392.92 CCEA ANIMAL SERVICES OFFICER (307) 3 28.9798 5,023.16 60,277.88 CCEA ANIMAL SERVICES OFFICER (307) 4 30.4463 5,277.35 63,328.20 CCEA ANIMAL SERVICES OFFICER (307) 5 32.0027 5,547.14 66,565.72

Page 1 of 379 ends

Salary Schedule
Effective Date 07/01/2021
Group Title Step Hourly Rate Monthly Rate Annual Rate
Note: For FIRE job titles, the printed hourly rates are for 40-hour employees. To determine the hourly rates for 56-hour employees, divide the annual rate by 2912. (Titles with two codes in parentheses indicate they are 40-hour & 56-hour positions. The first code is for 40-hr, the second one for 56-hr.)
CCEA ASSISTANT ENGINEER (425) 1 36.5887 6,342.05 76,104.60 CCEA ASSISTANT ENGINEER (425) 2 38.4582 6,666.10 79,993.16 CCEA ASSISTANT ENGINEER (425) 3 40.4226 7,006.59 84,079.06 CCEA ASSISTANT ENGINEER (425) 4 42.4889 7,364.74 88,376.86 CCEA ASSISTANT ENGINEER (425) 5 44.6595 7,740.98 92,891.76 CCEA ASSISTANT PLANNER (420) 1 34.1444 5,918.36 71,020.30 CCEA ASSISTANT PLANNER (420) 2 35.8891 6,220.78 74,649.38 CCEA ASSISTANT PLANNER (420) 3 37.7226 6,538.59 78,463.06 CCEA ASSISTANT PLANNER (420) 4 39.6510 6,872.84 82,474.08 CCEA ASSISTANT PLANNER (420) 5 41.6764 7,223.91 86,686.86 CCEA ASSOC ANL Y-RATE (495) 1 39.1041 6,778.05 81,336.58 CCEA ASSOCIATE ANALYST (415) 1 33.1378 5,743.88 68,926.52 CCEA ASSOCIATE ANALYST (415) 2 34.8308 6,037.33 72,447.96 CCEA ASSOCIATE ANALYST (415) 3 36.6115 6,345.99 76,151.92 CCEA ASSOCIATE ANALYST (415) 4 38.4822 6,670.26 80,043.08 CCEA ASSOCIATE ANALYST (415) 5 40.4478 7,010.94 84,131.32 CCEA ASSOCIATE ENGINEER (439) 1 43.7802 7,588.58 91,062.92 CCEA ASSOCIATE ENGINEER (439) 2 46.0167 7,976.24 95,714.84 CCEA ASSOCIATE ENGINEER (439) 3 48.3686 8,383.90 100,606.74 CCEA ASSOCIATE ENGINEER (439) 4 50.8392 8,812.14 105,745.64 CCEA ASSOCIATE ENGINEER (439) 5 53.4384 9,262.65 111,151.82 CCEA ASSOCIATE PLANNER (431) 1 39.2575 6,804.63 81,655.60 CCEA ASSOCIATE PLANNER (431) 2 41.2636 7,152.36 85,828.34 CCEA ASSOCIATE PLANNER (431) 3 43.3720 7,517.81 90,213.76 CCEA ASSOCIATE PLANNER (431) 4 45.5882 7,901.96 94,823.56 CCEA ASSOCIATE PLANNER (431) 5 47.9174 8,305.68 99,668.14 CCEA AUDIO VISUAL OP/ANALYST-REG PT (455R) 1 41.2636 7,152.36 85,828.34 CCEA AUDIO VISUAL OP/ANALYST-REG PT (455R) 2 43.3720 7,517.81 90,213.76 CCEA AUDIO VISUAL OP/ANALYST-REG PT (455R) 3 45.5882 7,901.96 94,823.56 CCEA AUTOMATED ENFORCEMENT TECH (219) 1 26.2490 4,549.83 54,597.92 CCEA AUTOMATED ENFORCEMENT TECH (219) 2 27.5927 4,782.74 57,392.92 CCEA AUTOMATED ENFORCEMENT TECH (219) 3 28.9798 5,023.16 60,277.88 CCEA AUTOMATED ENFORCEMENT TECH (219) 4 30.4463 5,277.35 63,328.20 CCEA AUTOMATED ENFORCEMENT TECH (219) 5 32.0027 5,547.14 66,565.72 CCEA BICYCLE/PEDESTRIAN COORD (456) 1 43.7802 7,588.58 91,062.92 CCEA BICYCLE/PEDESTRIAN COORD (456) 2 46.0167 7,976.24 95,714.84 CCEA BICYCLE/PEDESTRIAN COORD (456) 3 48.3686 8,383.90 100,606.74 CCEA BICYCLE/PEDESTRIAN COORD (456) 4 50.8392 8,812.14 105,745.64 CCEA BICYCLE/PEDESTRIAN COORD (456) 5 53.4384 9,262.65 111,151.82 CCEA BUILDING AND SAFETY INSPECTOR (327) 1 33.1378 5,743.88 68,926.52

Page 2 of 379 ends

Group Title Step Hourly Rate Monthly Rate Annual Rate
Salary Schedule
Effective Date 07/01/2021
CCEA BUILDING AND SAFETY INSPECTOR (327) 2 34.8308 6,037.33 72,447.96 CCEA BUILDING AND SAFETY INSPECTOR (327) 3 36.6115 6,345.99 76,151.92 CCEA BUILDING AND SAFETY INSPECTOR (327) 4 38.4822 6,670.26 80,043.08 CCEA BUILDING AND SAFETY INSPECTOR (327) 5 40.4478 7,010.94 84,131.32 CCEA BUILDING ENGINEER (433) 1 40.8532 7,081.23 84,974.76 CCEA BUILDING ENGINEER (433) 2 42.9411 7,443.13 89,317.54 CCEA BUILDING ENGINEER (433) 3 45.1359 7,823.55 93,882.62 CCEA BUILDING ENGINEER (433) 4 47.4422 8,223.32 98,679.88 CCEA BUILDING ENGINEER (433) 5 49.8661 8,643.46 103,721.54 CCEA BUS OPERATOR (305) 0 23.1734 4,016.72 48,200.62
CCEA BUS OPERATOR (305) 1 25.6022 4,437.72 53,252.68
CCEA BUS OPERATOR (305) 2 26.9123 4,664.79 55,977.48
CCEA BUS OPERATOR (305) 3 28.2826 4,902.32 58,827.86
CCEA BUS OPERATOR (305) 4 29.6975 5,147.57 61,770.80
CCEA BUS OPERATOR (305) 5 31.2155 5,410.69 64,928.24
CCEA BUS OPERATOR-REG PT (305R) 1 20.9728 3,635.28 43,623.32 CCEA BUS OPERATOR-REG PT (305R) 2 22.0443 3,821.00 45,852.04 CCEA BUS OPERATOR-REG PT (305R) 3 23.1734 4,016.72 48,200.62 CCEA BUSINESS TAX INSPECTOR (224) 1 27.8699 4,830.78 57,969.34 CCEA BUSINESS TAX INSPECTOR (224) 2 29.2654 5,072.67 60,871.98 CCEA BUSINESS TAX INSPECTOR (224) 3 30.7509 5,330.15 63,961.82 CCEA BUSINESS TAX INSPECTOR (224) 4 32.3228 5,602.61 67,231.32 CCEA BUSINESS TAX INSPECTOR (224) 5 33.9741 5,888.85 70,666.18 CCEA BUYER (434) 1 41.0585 7,116.81 85,401.68
CCEA BUYER (434) 2 43.1562 7,480.42 89,765.00
CCEA BUYER (434) 3 45.3616 7,862.68 94,352.18
CCEA BUYER (434) 4 47.6798 8,264.49 99,173.88
CCEA BUYER (434) 5 50.1156 8,686.71 104,240.50
CCEA CEMENT FINISHER (314) 1 28.4196 4,926.07 59,112.82 CCEA CEMENT FINISHER (314) 2 29.8451 5,173.16 62,077.86 CCEA CEMENT FINISHER (314) 3 31.3702 5,437.51 65,250.12 CCEA CEMENT FINISHER (314) 4 32.9734 5,715.39 68,584.62 CCEA CEMENT FINISHER (314) 5 34.6581 6,007.41 72,088.90 CCEA CITY CLERK SPECIALIST (452) 1 31.5263 5,464.55 65,574.60 CCEA CITY CLERK SPECIALIST (452) 2 33.1378 5,743.88 68,926.52 CCEA CITY CLERK SPECIALIST (452) 3 34.8308 6,037.33 72,447.96 CCEA CITY CLERK SPECIALIST (452) 4 36.6115 6,345.99 76,151.92 CCEA CITY CLERK SPECIALIST (452) 5 38.4822 6,670.26 80,043.08 CCEA CLAIMS/SAFETY TECHNICIAN (402) 1 31.5263 5,464.55 65,574.60 CCEA CLAIMS/SAFETY TECHNICIAN (402) 2 33.1378 5,743.88 68,926.52 CCEA CLAIMS/SAFETY TECHNICIAN (402) 3 34.8308 6,037.33 72,447.96

Page 3 of 379 ends

Group Title Step Hourly Rate Monthly Rate Annual Rate
Note: For FIRE job titles, the printed hourly rates are for 40-hour employees. To determine the hourly rates for 56-hour employees, divide the annual rate by 2912. (Titles with two codes in parentheses indicate they are 40-hour & 56-hour positions. The first code is for 40-hr, the second one for 56-hr.)
Salary Schedule
Effective Date 07/01/2021
CCEA CLAIMS/SAFETY TECHNICIAN (402) 4 36.6115 6,345.99 76,151.92 CCEA CLAIMS/SAFETY TECHNICIAN (402) 5 38.4822 6,670.26 80,043.08 CCEA CLERK (200) 1 18.2326 3,160.32 37,923.86
CCEA CLERK (200) 2 19.1645 3,321.85 39,862.16
CCEA CLERK (200) 3 20.1447 3,491.76 41,901.08
CCEA CLERK (200) 4 21.1756 3,670.44 44,045.30
CCEA CLERK (200) 5 22.2570 3,857.88 46,294.56
CCEA CLERK TYPIST (202) 1 19.4608 3,373.20 40,478.36
CCEA CLERK TYPIST (202) 2 20.4567 3,545.84 42,550.04
CCEA CLERK TYPIST (202) 3 21.5019 3,726.99 44,723.90
CCEA CLERK TYPIST (202) 4 22.6021 3,917.70 47,012.42
CCEA CLERK TYPIST (202) 5 23.7578 4,118.01 49,416.12
CCEA CLERK TYPIST-REG PT (202R) 1 19.4608 3,373.20 40,478.36 CCEA CLERK TYPIST-REG PT (202R) 2 20.4567 3,545.84 42,550.04 CCEA CLERK TYPIST-REG PT (202R) 3 21.5019 3,726.99 44,723.90 CCEA CLERK-REG PT (200R) 1 18.2326 3,160.32 37,923.86
CCEA CLERK-REG PT (200R) 2 19.1645 3,321.85 39,862.16
CCEA CLERK-REG PT (200R) 3 20.1447 3,491.76 41,901.08
CCEA COACH CLEANER (231) 1 21.1825 3,671.63 44,059.60
CCEA COACH CLEANER (231) 2 22.2661 3,859.46 46,313.54
CCEA COACH CLEANER (231) 3 23.4050 4,056.87 48,682.40
CCEA COACH CLEANER (231) 4 24.6012 4,264.22 51,170.60
CCEA COACH CLEANER (231) 5 25.8588 4,482.18 53,786.20
CCEA CODE ENFORCEMENT ANALYST (429) 1 38.1020 6,604.35 79,252.16 CCEA CODE ENFORCEMENT ANALYST (429) 2 40.0483 6,941.70 83,300.36 CCEA CODE ENFORCEMENT ANALYST (429) 3 42.0953 7,296.51 87,558.12 CCEA CODE ENFORCEMENT ANALYST (429) 4 44.2457 7,669.26 92,031.16 CCEA CODE ENFORCEMENT ANALYST (429) 5 46.5077 8,061.34 96,736.12 CCEA CODE ENFORCEMENT OFFICER (228) 1 30.9008 5,356.13 64,273.56 CCEA CODE ENFORCEMENT OFFICER (228) 2 32.4799 5,629.85 67,558.14 CCEA CODE ENFORCEMENT OFFICER (228) 3 34.1395 5,917.51 71,010.16 CCEA CODE ENFORCEMENT OFFICER (228) 4 35.8838 6,219.85 74,638.20 CCEA CODE ENFORCEMENT OFFICER (228) 5 37.7169 6,537.59 78,451.10 CCEA COMM SVCS OFFICER-REG PT (201R) 1 18.1480 3,145.65 37,747.84 CCEA COMM SVCS OFFICER-REG PT (201R) 2 19.0756 3,306.44 39,677.30 CCEA COMM SVCS OFFICER-REG PT (201R) 3 20.0511 3,475.53 41,706.34 CCEA COMMUNICATION SUPERVISOR (453) 1 44.0610 7,637.24 91,646.88 CCEA COMMUNICATION SUPERVISOR (453) 2 46.3137 8,027.72 96,332.60 CCEA COMMUNICATION SUPERVISOR (453) 3 48.6800 8,437.87 101,254.40 CCEA COMMUNICATION SUPERVISOR (453) 4 51.1664 8,868.84 106,426.06

Page 4 of 379 ends

Group Title Step Hourly Rate Monthly Rate Annual Rate
Note: For FIRE job titles, the printed hourly rates are for 40-hour employees. To determine the hourly rates for 56-hour employees, divide the annual rate by 2912. (Titles with two codes in parentheses indicate they are 40-hour & 56-hour positions. The first code is for 40-hr, the second one for 56-hr.)
Salary Schedule
Effective Date 07/01/2021
CCEA COMMUNICATION SUPERVISOR (453) 5 53.7819 9,322.19 111,866.30 CCEA COMMUNICATIONS TECHNICIAN (333) 1 38.3140 6,641.09 79,693.12 CCEA COMMUNICATIONS TECHNICIAN (333) 2 40.2728 6,980.61 83,767.32 CCEA COMMUNICATIONS TECHNICIAN (333) 3 42.3304 7,337.27 88,047.18 CCEA COMMUNICATIONS TECHNICIAN (333) 4 44.4925 7,712.03 92,544.40 CCEA COMMUNICATIONS TECHNICIAN (333) 5 46.7668 8,106.24 97,274.84 CCEA COMPUTER PROGRAMMER (422) 1 35.0047 6,067.49 72,809.88 CCEA COMPUTER PROGRAMMER (422) 2 36.7939 6,377.61 76,531.26 CCEA COMPUTER PROGRAMMER (422) 3 38.6742 6,703.54 80,442.44 CCEA COMPUTER PROGRAMMER (422) 4 40.6505 7,046.09 84,553.04 CCEA COMPUTER PROGRAMMER (422) 5 42.7277 7,406.14 88,873.72 CCEA CUSTODIAN (203) 1 19.7548 3,424.16 41,089.88
CCEA CUSTODIAN (203) 2 20.7640 3,599.09 43,189.12
CCEA CUSTODIAN (203) 3 21.8259 3,783.15 45,397.82
CCEA CUSTODIAN (203) 4 22.9428 3,976.74 47,720.92
CCEA CUSTODIAN (203) 5 24.1154 4,180.00 50,159.98
CCEA CUSTODIAN-REG PT (203R) 1 19.7548 3,424.16 41,089.88 CCEA CUSTODIAN-REG PT (203R) 2 20.7640 3,599.09 43,189.12 CCEA CUSTODIAN-REG PT (203R) 3 21.8259 3,783.15 45,397.82 CCEA ELEC FLEET SVCS TECH (338) 1 32.9932 5,718.83 68,625.96 CCEA ELEC FLEET SVCS TECH (338) 2 34.6788 6,010.98 72,131.80 CCEA ELEC FLEET SVCS TECH (338) 3 36.4515 6,318.26 75,819.12 CCEA ELEC FLEET SVCS TECH (338) 4 38.3140 6,641.09 79,693.12 CCEA ELEC FLEET SVCS TECH (338) 5 40.2728 6,980.61 83,767.32 CCEA ELECTRICAL MAINT CREWLEADER (337) 1 41.0149 7,109.25 85,310.94 CCEA ELECTRICAL MAINT CREWLEADER (337) 2 43.1115 7,472.66 89,671.92 CCEA ELECTRICAL MAINT CREWLEADER (337) 3 45.3140 7,854.43 94,253.12 CCEA ELECTRICAL MAINT CREWLEADER (337) 4 47.6297 8,255.82 99,069.88 CCEA ELECTRICAL MAINT CREWLEADER (337) 5 50.0638 8,677.72 104,132.60 CCEA ENGINEERING DRAWING & DOC TECH (432) 1 39.2575 6,804.63 81,655.60 CCEA ENGINEERING DRAWING & DOC TECH (432) 2 41.2636 7,152.36 85,828.34 CCEA ENGINEERING DRAWING & DOC TECH (432) 3 43.3720 7,517.81 90,213.76 CCEA ENGINEERING DRAWING & DOC TECH (432) 4 45.5882 7,901.96 94,823.56 CCEA ENGINEERING DRAWING & DOC TECH (432) 5 47.9174 8,305.68 99,668.14 CCEA ENGINEERING TECHNICIAN (406) 1 30.5986 5,303.76 63,645.14 CCEA ENGINEERING TECHNICIAN (406) 2 32.1622 5,574.79 66,897.48 CCEA ENGINEERING TECHNICIAN (406) 3 33.8060 5,859.71 70,316.48 CCEA ENGINEERING TECHNICIAN (406) 4 35.5328 6,159.01 73,908.12 CCEA ENGINEERING TECHNICIAN (406) 5 37.3485 6,473.74 77,684.88 CCEA ENVIRONMENTAL COMPLIANCE INSP (451) 1 33.3033 5,772.56 69,270.76

Page 5 of 379 ends

CCEA FIRE PREVENTION SPECIALIST-REG PT
(437R) 1 42.3472 7,340.19 88,082.28

CCEA FIRE PREVENTION SPECIALIST-REG PT
(437R) 2 44.5119 7,715.39 92,584.70

CCEA FIRE PREVENTION SPECIALIST-REG PT
(437R) 3 46.7859 8,109.55 97,314.62
CCEA FLEET SERVICES ASSISTANT (210) 1 22.8290 3,957.03 47,484.32 CCEA FLEET SERVICES ASSISTANT (210) 2 23.9966 4,159.42 49,912.98 CCEA FLEET SERVICES ASSISTANT (210) 3 25.2229 4,371.97 52,463.58 CCEA FLEET SERVICES ASSISTANT (210) 4 26.5128 4,595.54 55,146.52 CCEA FLEET SERVICES ASSISTANT (210) 5 27.8699 4,830.78 57,969.34 CCEA FLEET SERVICES ASSISTANT-REG PT (210R) 1 22.8290 3,957.03 47,484.32 CCEA FLEET SERVICES ASSISTANT-REG PT (210R) 2 23.9966 4,159.42 49,912.98 CCEA FLEET SERVICES ASSISTANT-REG PT (210R) 3 25.2229 4,371.97 52,463.58 CCEA FLEET SERVICES SUPERVISOR (427) 1 37.5298 6,505.16 78,061.88 CCEA FLEET SERVICES SUPERVISOR (427) 2 39.4478 6,837.61 82,051.32 CCEA FLEET SERVICES SUPERVISOR (427) 3 41.4635 7,187.01 86,244.08 CCEA FLEET SERVICES SUPERVISOR (427) 4 43.5824 7,554.28 90,651.34

Page 6 of 379 ends

Group Title Step Hourly Rate Monthly Rate Annual Rate
Note: For FIRE job titles, the printed hourly rates are for 40-hour employees. To determine the hourly rates for 56-hour employees, divide the annual rate by 2912. (Titles with two codes in parentheses indicate they are 40-hour & 56-hour positions. The first code is for 40-hr, the second one for 56-hr.)
Salary Schedule
Effective Date 07/01/2021
CCEA FLEET SERVICES SUPERVISOR (427) 5 45.8098 7,940.36 95,284.28 CCEA FLEET SERVICES TECHNICIAN (309) 1 26.3796 4,572.47 54,869.62 CCEA FLEET SERVICES TECHNICIAN (309) 2 27.7307 4,806.66 57,679.96 CCEA FLEET SERVICES TECHNICIAN (309) 3 29.1227 5,047.94 60,575.32 CCEA FLEET SERVICES TECHNICIAN (309) 4 30.5986 5,303.76 63,645.14 CCEA FLEET SERVICES TECHNICIAN (309) 5 32.1622 5,574.79 66,897.48 CCEA FORENSIC SPECIALIST (335) 1 37.1635 6,441.67 77,300.08 CCEA FORENSIC SPECIALIST (335) 2 39.0619 6,770.73 81,248.70 CCEA FORENSIC SPECIALIST (335) 3 41.0585 7,116.81 85,401.68 CCEA FORENSIC SPECIALIST (335) 4 43.1562 7,480.42 89,765.00 CCEA FORENSIC SPECIALIST (335) 5 45.3616 7,862.68 94,352.18 CCEA GIS ANALYST (438) 1 43.3720 7,517.81 90,213.76
CCEA GIS ANALYST (438) 2 45.5882 7,901.96 94,823.56
CCEA GIS ANALYST (438) 3 47.9174 8,305.68 99,668.14
CCEA GIS ANALYST (438) 4 50.3666 8,730.22 104,762.58
CCEA GIS ANALYST (438) 5 52.9403 9,176.31 110,115.72
CCEA GIS TECHNICIAN (424) 1 36.0692 6,252.00 75,024.04
CCEA GIS TECHNICIAN (424) 2 37.9122 6,571.46 78,857.48
CCEA GIS TECHNICIAN (424) 3 39.8490 6,907.16 82,885.92
CCEA GIS TECHNICIAN (424) 4 41.8852 7,260.11 87,121.32
CCEA GIS TECHNICIAN (424) 5 44.0260 7,631.17 91,574.08
CCEA GRAPHIC SERVICES ASSISTANT (209) 1 22.7138 3,937.05 47,244.60 CCEA GRAPHIC SERVICES ASSISTANT (209) 2 23.8765 4,138.59 49,663.12 CCEA GRAPHIC SERVICES ASSISTANT (209) 3 25.0970 4,350.15 52,201.76 CCEA GRAPHIC SERVICES ASSISTANT (209) 4 26.3796 4,572.47 54,869.62 CCEA GRAPHIC SERVICES ASSISTANT (209) 5 27.7307 4,806.66 57,679.96 CCEA GRAPHIC SERVICES SUPERVISOR (413) 1 32.3228 5,602.61 67,231.32 CCEA GRAPHIC SERVICES SUPERVISOR (413) 2 33.9741 5,888.85 70,666.18 CCEA GRAPHIC SERVICES SUPERVISOR (413) 3 35.7103 6,189.78 74,277.32 CCEA GRAPHIC SERVICES SUPERVISOR (413) 4 37.5354 6,506.13 78,073.58 CCEA GRAPHIC SERVICES SUPERVISOR (413) 5 39.4529 6,838.50 82,061.98 CCEA HEAVY EQUIPMENT OPERATOR (313) 1 27.8699 4,830.78 57,969.34 CCEA HEAVY EQUIPMENT OPERATOR (313) 2 29.2654 5,072.67 60,871.98 CCEA HEAVY EQUIPMENT OPERATOR (313) 3 30.7509 5,330.15 63,961.82 CCEA HEAVY EQUIPMENT OPERATOR (313) 4 32.3228 5,602.61 67,231.32 CCEA HEAVY EQUIPMENT OPERATOR (313) 5 33.9741 5,888.85 70,666.18

CCEA HEAVY EQUIPMENT OPERATOR-REG PT
(313R) 1 27.8699 4,830.78 57,969.34

CCEA HEAVY EQUIPMENT OPERATOR-REG PT
(313R) 2 29.2654 5,072.67 60,871.98

CCEA HEAVY EQUIPMENT OPERATOR-REG PT
(313R) 3 30.7509 5,330.15 63,961.82

Page 7 of 379 ends

Group Title Step Hourly Rate Monthly Rate Annual Rate
Note: For FIRE job titles, the printed hourly rates are for 40-hour employees. To determine the hourly rates for 56-hour employees, divide the annual rate by 2912. (Titles with two codes in parentheses indicate they are 40-hour & 56-hour positions. The first code is for 40-hr, the second one for 56-hr.)
Salary Schedule
Effective Date 07/01/2021
CCEA HEAVY TRUCK DRIVER (312) 1 26.7778 4,641.48 55,697.72 CCEA HEAVY TRUCK DRIVER (312) 2 28.1483 4,879.03 58,548.36 CCEA HEAVY TRUCK DRIVER (312) 3 29.5524 5,122.41 61,468.94 CCEA HEAVY TRUCK DRIVER (312) 4 31.0594 5,383.63 64,603.50 CCEA HEAVY TRUCK DRIVER (312) 5 32.6468 5,658.77 67,905.24 CCEA HEAVY TRUCK DRIVER-REG PT (312R) 1 26.7778 4,641.48 55,697.72 CCEA HEAVY TRUCK DRIVER-REG PT (312R) 2 28.1483 4,879.03 58,548.36 CCEA HEAVY TRUCK DRIVER-REG PT (312R) 3 29.5524 5,122.41 61,468.94 CCEA HOUSING ASSISTANT (409) 1 30.7509 5,330.15 63,961.82 CCEA HOUSING ASSISTANT (409) 2 32.3228 5,602.61 67,231.32 CCEA HOUSING ASSISTANT (409) 3 33.9741 5,888.85 70,666.18 CCEA HOUSING ASSISTANT (409) 4 35.7103 6,189.78 74,277.32 CCEA HOUSING ASSISTANT (409) 5 37.5354 6,506.13 78,073.58 CCEA HOUSING SPECIALIST (426) 1 36.6115 6,345.99 76,151.92 CCEA HOUSING SPECIALIST (426) 2 38.4822 6,670.26 80,043.08 CCEA HOUSING SPECIALIST (426) 3 40.4478 7,010.94 84,131.32 CCEA HOUSING SPECIALIST (426) 4 42.5152 7,369.31 88,431.72 CCEA HOUSING SPECIALIST (426) 5 44.6882 7,745.96 92,951.56 CCEA HUMAN RESOURCES ASSOCIATE (410) 1 34.6788 6,010.98 72,131.80 CCEA HUMAN RESOURCES ASSOCIATE (410) 2 36.4515 6,318.26 75,819.12 CCEA HUMAN RESOURCES ASSOCIATE (410) 3 38.3140 6,641.09 79,693.12 CCEA HUMAN RESOURCES ASSOCIATE (410) 4 40.2728 6,980.61 83,767.32 CCEA HUMAN RESOURCES ASSOCIATE (410) 5 42.3304 7,337.27 88,047.18 CCEA HUMAN RESOURCES TECHNICIAN (411) 1 31.5263 5,464.55 65,574.60 CCEA HUMAN RESOURCES TECHNICIAN (411) 2 33.1378 5,743.88 68,926.52 CCEA HUMAN RESOURCES TECHNICIAN (411) 3 34.8308 6,037.33 72,447.96 CCEA HUMAN RESOURCES TECHNICIAN (411) 4 36.6115 6,345.99 76,151.92 CCEA HUMAN RESOURCES TECHNICIAN (411) 5 38.4822 6,670.26 80,043.08 CCEA HVAC MAINTENANCE WORKER (326) 1 32.6468 5,658.77 67,905.24 CCEA HVAC MAINTENANCE WORKER (326) 2 34.3148 5,947.89 71,374.68 CCEA HVAC MAINTENANCE WORKER (326) 3 36.0692 6,252.00 75,024.04 CCEA HVAC MAINTENANCE WORKER (326) 4 37.9122 6,571.46 78,857.48 CCEA HVAC MAINTENANCE WORKER (326) 5 39.8490 6,907.16 82,885.92 CCEA HVAC TECHNICIAN (339) 1 34.2791 5,941.72 71,300.58 CCEA HVAC TECHNICIAN (339) 2 36.0238 6,244.12 74,929.40 CCEA HVAC TECHNICIAN (339) 3 37.8726 6,564.59 78,775.06 CCEA HVAC TECHNICIAN (339) 4 39.8078 6,900.01 82,800.12 CCEA HVAC TECHNICIAN (339) 5 41.8415 7,252.53 87,030.32 CCEA INFORMATION SYSTEMS ANALYST (435) 1 41.2636 7,152.36 85,828.34 CCEA INFORMATION SYSTEMS ANALYST (435) 2 43.3720 7,517.81 90,213.76 CCEA INFORMATION SYSTEMS ANALYST (435) 3 45.5882 7,901.96 94,823.56

Page 8 of 379 ends

Group Title Step Hourly Rate Monthly Rate Annual Rate
Note: For FIRE job titles, the printed hourly rates are for 40-hour employees. To determine the hourly rates for 56-hour employees, divide the annual rate by 2912. (Titles with two codes in parentheses indicate they are 40-hour & 56-hour positions. The first code is for 40-hr, the second one for 56-hr.)
Salary Schedule
Effective Date 07/01/2021
CCEA INFORMATION SYSTEMS ANALYST (435) 4 47.9174 8,305.68 99,668.14 CCEA INFORMATION SYSTEMS ANALYST (435) 5 50.3666 8,730.22 104,762.58 CCEA INFORMATION TECHNOLOGY ANALYST (418) 1 33.4701 5,801.49 69,617.86 CCEA INFORMATION TECHNOLOGY ANALYST (418) 2 35.1801 6,097.89 73,174.66 CCEA INFORMATION TECHNOLOGY ANALYST (418) 3 36.9774 6,409.41 76,912.94 CCEA INFORMATION TECHNOLOGY ANALYST (418) 4 38.8673 6,736.99 80,843.88 CCEA INFORMATION TECHNOLOGY ANALYST (418) 5 40.8532 7,081.23 84,974.76 CCEA IRRIGATION MAINTENANCE TECHNIC (304) 1 25.4749 4,415.65 52,987.74 CCEA IRRIGATION MAINTENANCE TECHNIC (304) 2 26.7778 4,641.48 55,697.72 CCEA IRRIGATION MAINTENANCE TECHNIC (304) 3 28.1483 4,879.03 58,548.36 CCEA IRRIGATION MAINTENANCE TECHNIC (304) 4 29.5524 5,122.41 61,468.94 CCEA IRRIGATION MAINTENANCE TECHNIC (304) 5 31.0594 5,383.63 64,603.50 CCEA JAILER (218) 1 25.4749 4,415.65 52,987.74
CCEA JAILER (218) 2 26.7778 4,641.48 55,697.72
CCEA JAILER (218) 3 28.1483 4,879.03 58,548.36
CCEA JAILER (218) 4 29.5524 5,122.41 61,468.94
CCEA JAILER (218) 5 31.0594 5,383.63 64,603.50
CCEA JAILER - Y-RATE (297) 1 32.3439 5,606.27 67,275.26 CCEA LABORER (204) 1 21.1825 3,671.63 44,059.60
CCEA LABORER (204) 2 22.2661 3,859.46 46,313.54
CCEA LABORER (204) 3 23.4050 4,056.87 48,682.40
CCEA LABORER (204) 4 24.6012 4,264.22 51,170.60
CCEA LABORER (204) 5 25.8588 4,482.18 53,786.20
CCEA LABORER-REG PT (204R) 1 21.1825 3,671.63 44,059.60 CCEA LABORER-REG PT (204R) 2 22.2661 3,859.46 46,313.54 CCEA LABORER-REG PT (204R) 3 23.4050 4,056.87 48,682.40 CCEA LEGAL SECRETARY (412) 1 32.1622 5,574.79 66,897.48 CCEA LEGAL SECRETARY (412) 2 33.8060 5,859.71 70,316.48 CCEA LEGAL SECRETARY (412) 3 35.5328 6,159.01 73,908.12 CCEA LEGAL SECRETARY (412) 4 37.3485 6,473.74 77,684.88 CCEA LEGAL SECRETARY (412) 5 39.2575 6,804.63 81,655.60 CCEA MAINTENANCE CARPENTER (319) 1 29.5524 5,122.41 61,468.94 CCEA MAINTENANCE CARPENTER (319) 2 31.0594 5,383.63 64,603.50 CCEA MAINTENANCE CARPENTER (319) 3 32.6468 5,658.77 67,905.24 CCEA MAINTENANCE CARPENTER (319) 4 34.3148 5,947.89 71,374.68 CCEA MAINTENANCE CARPENTER (319) 5 36.0692 6,252.00 75,024.04 CCEA MAINTENANCE ELECTRICIAN (328) 1 33.1378 5,743.88 68,926.52 CCEA MAINTENANCE ELECTRICIAN (328) 2 34.8308 6,037.33 72,447.96 CCEA MAINTENANCE ELECTRICIAN (328) 3 36.6115 6,345.99 76,151.92 CCEA MAINTENANCE ELECTRICIAN (328) 4 38.4822 6,670.26 80,043.08

Page 9 of 379 ends

Group Title Step Hourly Rate Monthly Rate Annual Rate
Note: For FIRE job titles, the printed hourly rates are for 40-hour employees. To determine the hourly rates for 56-hour employees, divide the annual rate by 2912. (Titles with two codes in parentheses indicate they are 40-hour & 56-hour positions. The first code is for 40-hr, the second one for 56-hr.)
Salary Schedule
Effective Date 07/01/2021
CCEA MAINTENANCE ELECTRICIAN (328) 5 40.4478 7,010.94 84,131.32 CCEA MAINTENANCE PAINTER (317) 1 29.4084 5,097.45 61,169.42 CCEA MAINTENANCE PAINTER (317) 2 30.9047 5,356.82 64,281.88 CCEA MAINTENANCE PAINTER (317) 3 32.4849 5,630.71 67,568.54 CCEA MAINTENANCE PAINTER (317) 4 34.1444 5,918.36 71,020.30 CCEA MAINTENANCE PAINTER (317) 5 35.8891 6,220.78 74,649.38 CCEA MAINTENANCE PLUMBER (329) 1 33.1378 5,743.88 68,926.52 CCEA MAINTENANCE PLUMBER (329) 2 34.8308 6,037.33 72,447.96 CCEA MAINTENANCE PLUMBER (329) 3 36.6115 6,345.99 76,151.92 CCEA MAINTENANCE PLUMBER (329) 4 38.4822 6,670.26 80,043.08 CCEA MAINTENANCE PLUMBER (329) 5 40.4478 7,010.94 84,131.32 CCEA MAINTENANCE WORKER I (206) 1 22.1546 3,840.14 46,081.62 CCEA MAINTENANCE WORKER I (206) 2 23.2886 4,036.70 48,440.34 CCEA MAINTENANCE WORKER I (206) 3 24.4777 4,242.81 50,913.72 CCEA MAINTENANCE WORKER I (206) 4 25.7293 4,459.74 53,516.84 CCEA MAINTENANCE WORKER I (206) 5 27.0467 4,688.10 56,257.24 CCEA MAINTENANCE WORKER I-REG PT (206R) 1 22.1546 3,840.14 46,081.62 CCEA MAINTENANCE WORKER I-REG PT (206R) 2 23.2886 4,036.70 48,440.34 CCEA MAINTENANCE WORKER I-REG PT (206R) 3 24.4777 4,242.81 50,913.72 CCEA MAINTENANCE WORKER II (213) 1 23.5226 4,077.26 48,927.06 CCEA MAINTENANCE WORKER II (213) 2 24.7236 4,285.43 51,425.14 CCEA MAINTENANCE WORKER II (213) 3 25.9886 4,504.70 54,056.34 CCEA MAINTENANCE WORKER II (213) 4 27.3190 4,735.29 56,823.52 CCEA MAINTENANCE WORKER II (213) 5 28.6990 4,974.49 59,693.92 CCEA MAINTENANCE WORKER II-REG PT (213R) 1 23.5226 4,077.26 48,927.06 CCEA MAINTENANCE WORKER II-REG PT (213R) 2 24.7236 4,285.43 51,425.14 CCEA MAINTENANCE WORKER II-REG PT (213R) 3 25.9886 4,504.70 54,056.34 CCEA NETWORK ADMINISTRATOR (440) 1 45.3616 7,862.68 94,352.18 CCEA NETWORK ADMINISTRATOR (440) 2 47.6798 8,264.49 99,173.88 CCEA NETWORK ADMINISTRATOR (440) 3 50.1156 8,686.71 104,240.50 CCEA NETWORK ADMINISTRATOR (440) 4 52.6765 9,130.59 109,567.12 CCEA NETWORK ADMINISTRATOR (440) 5 55.3691 9,597.32 115,167.78 CCEA OCCUPANCY SPECIALIST (232) 1 22.6021 3,917.70 47,012.42 CCEA OCCUPANCY SPECIALIST (232) 2 23.7578 4,118.01 49,416.12 CCEA OCCUPANCY SPECIALIST (232) 3 24.9719 4,328.46 51,941.50 CCEA OCCUPANCY SPECIALIST (232) 4 26.2490 4,549.83 54,597.92 CCEA OCCUPANCY SPECIALIST (232) 5 27.5927 4,782.74 57,392.92 CCEA OFFICE AUTOMATION SPECIALIST (229) 1 30.5986 5,303.76 63,645.14 CCEA OFFICE AUTOMATION SPECIALIST (229) 2 32.1622 5,574.79 66,897.48 CCEA OFFICE AUTOMATION SPECIALIST (229) 3 33.8060 5,859.71 70,316.48

Page 10 of 379 ends

Group Title Step Hourly Rate Monthly Rate Annual Rate
Note: For FIRE job titles, the printed hourly rates are for 40-hour employees. To determine the hourly rates for 56-hour employees, divide the annual rate by 2912. (Titles with two codes in parentheses indicate they are 40-hour & 56-hour positions. The first code is for 40-hr, the second one for 56-hr.)
Salary Schedule
Effective Date 07/01/2021
CCEA OFFICE AUTOMATION SPECIALIST (229) 4 35.5328 6,159.01 73,908.12 CCEA OFFICE AUTOMATION SPECIALIST (229) 5 37.3485 6,473.74 77,684.88 CCEA PARK MAINTENANCE CREWLEADER (315) 1 28.6990 4,974.49 59,693.92 CCEA PARK MAINTENANCE CREWLEADER (315) 2 30.1438 5,224.92 62,699.00 CCEA PARK MAINTENANCE CREWLEADER (315) 3 31.6845 5,491.98 65,903.76 CCEA PARK MAINTENANCE CREWLEADER (315) 4 33.3033 5,772.56 69,270.76 CCEA PARK MAINTENANCE CREWLEADER (315) 5 35.0047 6,067.49 72,809.88 CCEA PARK PATROL OFFICER (220) 1 26.2490 4,549.83 54,597.92 CCEA PARK PATROL OFFICER (220) 2 27.5927 4,782.74 57,392.92 CCEA PARK PATROL OFFICER (220) 3 28.9798 5,023.16 60,277.88 CCEA PARK PATROL OFFICER (220) 4 30.4463 5,277.35 63,328.20 CCEA PARK PATROL OFFICER (220) 5 32.0027 5,547.14 66,565.72 CCEA PARKING ENFORCEMENT OFFICER (214) 1 24.1154 4,180.00 50,159.98 CCEA PARKING ENFORCEMENT OFFICER (214) 2 25.3490 4,393.83 52,725.92 CCEA PARKING ENFORCEMENT OFFICER (214) 3 26.6447 4,618.42 55,421.08 CCEA PARKING ENFORCEMENT OFFICER (214) 4 28.0092 4,854.94 58,259.24 CCEA PARKING ENFORCEMENT OFFICER (214) 5 29.4084 5,097.45 61,169.42 CCEA PARKING METER TECHNICIAN (310) 1 27.6986 4,801.10 57,613.14 CCEA PARKING METER TECHNICIAN (310) 2 29.1173 5,046.99 60,563.88 CCEA PARKING METER TECHNICIAN (310) 3 30.5788 5,300.32 63,603.80 CCEA PARKING METER TECHNICIAN (310) 4 32.1284 5,568.92 66,827.02 CCEA PARKING METER TECHNICIAN (310) 5 33.7702 5,853.51 70,242.12 CCEA PARKING SUPERVISOR (446) 1 33.1378 5,743.88 68,926.52 CCEA PARKING SUPERVISOR (446) 2 34.8308 6,037.33 72,447.96 CCEA PARKING SUPERVISOR (446) 3 36.6115 6,345.99 76,151.92 CCEA PARKING SUPERVISOR (446) 4 38.4822 6,670.26 80,043.08 CCEA PARKING SUPERVISOR (446) 5 40.4478 7,010.94 84,131.32 CCEA PAYROLL TECHNICIAN (423) 1 34.6788 6,010.98 72,131.80 CCEA PAYROLL TECHNICIAN (423) 2 36.4515 6,318.26 75,819.12 CCEA PAYROLL TECHNICIAN (423) 3 38.3140 6,641.09 79,693.12 CCEA PAYROLL TECHNICIAN (423) 4 40.2728 6,980.61 83,767.32 CCEA PAYROLL TECHNICIAN (423) 5 42.3304 7,337.27 88,047.18 CCEA PERMIT TECHNICIAN (215) 1 24.7236 4,285.43 51,425.14 CCEA PERMIT TECHNICIAN (215) 2 25.9886 4,504.70 54,056.34 CCEA PERMIT TECHNICIAN (215) 3 27.3190 4,735.29 56,823.52 CCEA PERMIT TECHNICIAN (215) 4 28.6990 4,974.49 59,693.92 CCEA PERMIT TECHNICIAN (215) 5 30.1438 5,224.92 62,699.00 CCEA PERMIT TECHNICIAN II (230) 1 28.4321 4,928.24 59,138.82 CCEA PERMIT TECHNICIAN II (230) 2 29.8868 5,180.37 62,164.44 CCEA PERMIT TECHNICIAN II (230) 3 31.4169 5,445.59 65,347.10 CCEA PERMIT TECHNICIAN II (230) 4 33.0038 5,720.65 68,647.80

Page 11 of 379 ends

Group Title Step Hourly Rate Monthly Rate Annual Rate
Note: For FIRE job titles, the printed hourly rates are for 40-hour employees. To determine the hourly rates for 56-hour employees, divide the annual rate by 2912. (Titles with two codes in parentheses indicate they are 40-hour & 56-hour positions. The first code is for 40-hr, the second one for 56-hr.)
Salary Schedule
Effective Date 07/01/2021
CCEA PERMIT TECHNICIAN II (230) 5 34.6653 6,008.64 72,103.72 CCEA PERMIT TECHNICIAN-REG PT (215R) 1 24.7236 4,285.43 51,425.14 CCEA PERMIT TECHNICIAN-REG PT (215R) 2 25.9886 4,504.70 54,056.34 CCEA PERMIT TECHNICIAN-REG PT (215R) 3 27.3190 4,735.29 56,823.52 CCEA PLAN CHECK ENGINEER (436) 1 42.4889 7,364.74 88,376.86 CCEA PLAN CHECK ENGINEER (436) 2 44.6595 7,740.98 92,891.76 CCEA PLAN CHECK ENGINEER (436) 3 46.9418 8,136.57 97,638.84 CCEA PLAN CHECK ENGINEER (436) 4 49.3406 8,552.38 102,628.50 CCEA PLAN CHECK ENGINEER (436) 5 51.8628 8,989.54 107,874.52 CCEA PLANNING TECHNICIAN (400) 1 26.2490 4,549.83 54,597.92 CCEA PLANNING TECHNICIAN (400) 2 27.5927 4,782.74 57,392.92 CCEA PLANNING TECHNICIAN (400) 3 28.9798 5,023.16 60,277.88 CCEA PLANNING TECHNICIAN (400) 4 30.4463 5,277.35 63,328.20 CCEA PLANNING TECHNICIAN (400) 5 32.0027 5,547.14 66,565.72 CCEA PLANNING TECHNICIAN II (449) 1 33.1378 5,743.88 68,926.52 CCEA PLANNING TECHNICIAN II (449) 2 34.8308 6,037.33 72,447.96 CCEA PLANNING TECHNICIAN II (449) 3 36.6115 6,345.99 76,151.92 CCEA PLANNING TECHNICIAN II (449) 4 38.4822 6,670.26 80,043.08 CCEA PLANNING TECHNICIAN II (449) 5 40.4478 7,010.94 84,131.32 CCEA POLICE RCRDS/PROPERTY SPRVSR (447) 1 33.1378 5,743.88 68,926.52 CCEA POLICE RCRDS/PROPERTY SPRVSR (447) 2 34.8308 6,037.33 72,447.96 CCEA POLICE RCRDS/PROPERTY SPRVSR (447) 3 36.6115 6,345.99 76,151.92 CCEA POLICE RCRDS/PROPERTY SPRVSR (447) 4 38.4822 6,670.26 80,043.08 CCEA POLICE RCRDS/PROPERTY SPRVSR (447) 5 40.4478 7,010.94 84,131.32 CCEA POLICE RECORDS TECH-Y-RATE (296) 1 32.3439 5,606.27 67,275.26 CCEA POLICE RECORDS TECHNICIAN (208) 1 22.6021 3,917.70 47,012.42 CCEA POLICE RECORDS TECHNICIAN (208) 2 23.7578 4,118.01 49,416.12 CCEA POLICE RECORDS TECHNICIAN (208) 3 24.9719 4,328.46 51,941.50 CCEA POLICE RECORDS TECHNICIAN (208) 4 26.2490 4,549.83 54,597.92 CCEA POLICE RECORDS TECHNICIAN (208) 5 27.5927 4,782.74 57,392.92 CCEA POOL MAINTENANCE TECHNICIAN (330) 1 33.1378 5,743.88 68,926.52 CCEA POOL MAINTENANCE TECHNICIAN (330) 2 34.8308 6,037.33 72,447.96 CCEA POOL MAINTENANCE TECHNICIAN (330) 3 36.6115 6,345.99 76,151.92 CCEA POOL MAINTENANCE TECHNICIAN (330) 4 38.4822 6,670.26 80,043.08 CCEA POOL MAINTENANCE TECHNICIAN (330) 5 40.4478 7,010.94 84,131.32 CCEA PROPERTY INSPECTOR (443) 1 36.2493 6,283.20 75,398.44 CCEA PROPERTY INSPECTOR (443) 2 38.1020 6,604.35 79,252.16 CCEA PROPERTY INSPECTOR (443) 3 40.0483 6,941.70 83,300.36 CCEA PROPERTY INSPECTOR (443) 4 42.0953 7,296.51 87,558.12 CCEA PROPERTY INSPECTOR (443) 5 44.2457 7,669.26 92,031.16

Page 12 of 379 ends

CCEA REC & COMMUNITY SVCS COORDINAT-REG
PT (454R) 1 30.7509 5,330.15 63,961.82

CCEA REC & COMMUNITY SVCS COORDINAT-REG
PT (454R) 2 32.3228 5,602.61 67,231.32

CCEA REC & COMMUNITY SVCS COORDINAT-REG
PT (454R) 3 33.9741 5,888.85 70,666.18
CCEA RECORDS MGMT COORDINATOR (450) 1 31.5263 5,464.55 65,574.60 CCEA RECORDS MGMT COORDINATOR (450) 2 33.1378 5,743.88 68,926.52 CCEA RECORDS MGMT COORDINATOR (450) 3 34.8308 6,037.33 72,447.96 CCEA RECORDS MGMT COORDINATOR (450) 4 36.6115 6,345.99 76,151.92 CCEA RECORDS MGMT COORDINATOR (450) 5 38.4822 6,670.26 80,043.08 CCEA RECREATION COORDINATOR (227) 1 29.9937 5,198.92 62,387.00 CCEA RECREATION COORDINATOR (227) 2 31.5263 5,464.55 65,574.60 CCEA RECREATION COORDINATOR (227) 3 33.1378 5,743.88 68,926.52 CCEA RECREATION COORDINATOR (227) 4 34.8308 6,037.33 72,447.96 CCEA RECREATION COORDINATOR (227) 5 36.6115 6,345.99 76,151.92 CCEA RECREATION COORDINATOR-REG PT (227R) 1 29.9937 5,198.92 62,387.00 CCEA RECREATION COORDINATOR-REG PT (227R) 2 31.5263 5,464.55 65,574.60 CCEA RECREATION COORDINATOR-REG PT (227R) 3 33.1378 5,743.88 68,926.52 CCEA SAFETY OFFICER (444) 1 36.4291 6,314.38 75,772.58
CCEA SAFETY OFFICER (444) 2 38.2902 6,636.98 79,643.72
CCEA SAFETY OFFICER (444) 3 40.2472 6,976.19 83,714.28

Page 13 of 379 ends

Group Title Step Hourly Rate Monthly Rate Annual Rate
Note: For FIRE job titles, the printed hourly rates are for 40-hour employees. To determine the hourly rates for 56-hour employees, divide the annual rate by 2912. (Titles with two codes in parentheses indicate they are 40-hour & 56-hour positions. The first code is for 40-hr, the second one for 56-hr.)
Salary Schedule
Effective Date 07/01/2021
CCEA SAFETY OFFICER (444) 4 42.3041 7,332.72 87,992.58
CCEA SAFETY OFFICER (444) 5 44.4652 7,707.31 92,487.72
CCEA SAFETY SERVICES COMM OPER (225) 1 28.5586 4,950.16 59,401.94 CCEA SAFETY SERVICES COMM OPER (225) 2 29.9937 5,198.92 62,387.00 CCEA SAFETY SERVICES COMM OPER (225) 3 31.5263 5,464.55 65,574.60 CCEA SAFETY SERVICES COMM OPER (225) 4 33.1378 5,743.88 68,926.52 CCEA SAFETY SERVICES COMM OPER (225) 5 34.8308 6,037.33 72,447.96 CCEA SANITATION COLLECTOR (301) 1 22.8290 3,957.03 47,484.32 CCEA SANITATION COLLECTOR (301) 2 23.9966 4,159.42 49,912.98 CCEA SANITATION COLLECTOR (301) 3 25.2229 4,371.97 52,463.58 CCEA SANITATION COLLECTOR (301) 4 26.5128 4,595.54 55,146.52 CCEA SANITATION COLLECTOR (301) 5 27.8699 4,830.78 57,969.34 CCEA SANITATION DISPATCH (226) 1 29.2654 5,072.67 60,871.98 CCEA SANITATION DISPATCH (226) 2 30.7509 5,330.15 63,961.82 CCEA SANITATION DISPATCH (226) 3 32.3228 5,602.61 67,231.32 CCEA SANITATION DISPATCH (226) 4 33.9741 5,888.85 70,666.18 CCEA SANITATION DISPATCH (226) 5 35.7103 6,189.78 74,277.32 CCEA SANITATION DISPATCH-REG PT (226R) 1 29.2654 5,072.67 60,871.98 CCEA SANITATION DISPATCH-REG PT (226R) 2 30.7509 5,330.15 63,961.82 CCEA SANITATION DISPATCH-REG PT (226R) 3 32.3228 5,602.61 67,231.32 CCEA SANITATION DRIVER (306) 1 25.8588 4,482.18 53,786.20 CCEA SANITATION DRIVER (306) 2 27.1824 4,711.61 56,539.34 CCEA SANITATION DRIVER (306) 3 28.5586 4,950.16 59,401.94 CCEA SANITATION DRIVER (306) 4 29.9937 5,198.92 62,387.00 CCEA SANITATION DRIVER (306) 5 31.5263 5,464.55 65,574.60 CCEA SANITATION DRIVER-REG PT (306R) 1 25.8588 4,482.18 53,786.20 CCEA SANITATION DRIVER-REG PT (306R) 2 27.1824 4,711.61 56,539.34 CCEA SANITATION DRIVER-REG PT (306R) 3 28.5586 4,950.16 59,401.94 CCEA SANITATION ROLL-OFF DRIVER (311) 1 26.3796 4,572.47 54,869.62 CCEA SANITATION ROLL-OFF DRIVER (311) 2 27.7307 4,806.66 57,679.96 CCEA SANITATION ROLL-OFF DRIVER (311) 3 29.1227 5,047.94 60,575.32 CCEA SANITATION ROLL-OFF DRIVER (311) 4 30.5986 5,303.76 63,645.14 CCEA SANITATION ROLL-OFF DRIVER (311) 5 32.1622 5,574.79 66,897.48 CCEA SCOUT VEHICLE OPERATOR (212) 1 23.2886 4,036.70 48,440.34 CCEA SCOUT VEHICLE OPERATOR (212) 2 24.4777 4,242.81 50,913.72 CCEA SCOUT VEHICLE OPERATOR (212) 3 25.7293 4,459.74 53,516.84 CCEA SCOUT VEHICLE OPERATOR (212) 4 27.0467 4,688.10 56,257.24 CCEA SCOUT VEHICLE OPERATOR (212) 5 28.4196 4,926.07 59,112.82 CCEA SCOUT VEHICLE OPERATOR-REG PT (212R) 1 23.2886 4,036.70 48,440.34 CCEA SCOUT VEHICLE OPERATOR-REG PT (212R) 2 24.4777 4,242.81 50,913.72

Page 14 of 379 ends

Group Title Step Hourly Rate Monthly Rate Annual Rate
Note: For FIRE job titles, the printed hourly rates are for 40-hour employees. To determine the hourly rates for 56-hour employees, divide the annual rate by 2912. (Titles with two codes in parentheses indicate they are 40-hour & 56-hour positions. The first code is for 40-hr, the second one for 56-hr.)
Salary Schedule
Effective Date 07/01/2021
CCEA SCOUT VEHICLE OPERATOR-REG PT (212R) 3 25.7293 4,459.74 53,516.84 CCEA SECRETARY (216) 1 24.7236 4,285.43 51,425.14
CCEA SECRETARY (216) 2 25.9886 4,504.70 54,056.34
CCEA SECRETARY (216) 3 27.3190 4,735.29 56,823.52
CCEA SECRETARY (216) 4 28.6990 4,974.49 59,693.92
CCEA SECRETARY (216) 5 30.1438 5,224.92 62,699.00
CCEA SECRETARY Y-RATE (295) 1 32.8451 5,693.16 68,317.86 CCEA SERVICE DESK TECHNICIAN (403) 1 29.1227 5,047.94 60,575.32 CCEA SERVICE DESK TECHNICIAN (403) 2 30.5986 5,303.76 63,645.14 CCEA SERVICE DESK TECHNICIAN (403) 3 32.1622 5,574.79 66,897.48 CCEA SERVICE DESK TECHNICIAN (403) 4 33.8060 5,859.71 70,316.48 CCEA SERVICE DESK TECHNICIAN (403) 5 35.5328 6,159.01 73,908.12 CCEA SEWER LIFT STATION ELECTRO MEC (318) 1 29.4084 5,097.45 61,169.42 CCEA SEWER LIFT STATION ELECTRO MEC (318) 2 30.9047 5,356.82 64,281.88 CCEA SEWER LIFT STATION ELECTRO MEC (318) 3 32.4849 5,630.71 67,568.54 CCEA SEWER LIFT STATION ELECTRO MEC (318) 4 34.1444 5,918.36 71,020.30 CCEA SEWER LIFT STATION ELECTRO MEC (318) 5 35.8891 6,220.78 74,649.38 CCEA SOLID WASTE & RECYC CRW SPVR (405) 1 34.5763 5,993.22 71,918.60 CCEA SOLID WASTE & RECYC CRW SPVR (405) 2 36.3396 6,298.87 75,586.42 CCEA SOLID WASTE & RECYC CRW SPVR (405) 3 38.1969 6,620.79 79,449.50 CCEA SOLID WASTE & RECYC CRW SPVR (405) 4 40.1484 6,959.05 83,508.62 CCEA SOLID WASTE & RECYC CRW SPVR (405) 5 42.2009 7,314.82 87,777.82 CCEA SR & SOCIAL SERVICES SPEC (408) 1 30.7509 5,330.15 63,961.82 CCEA SR & SOCIAL SERVICES SPEC (408) 2 32.3228 5,602.61 67,231.32 CCEA SR & SOCIAL SERVICES SPEC (408) 3 33.9741 5,888.85 70,666.18 CCEA SR & SOCIAL SERVICES SPEC (408) 4 35.7103 6,189.78 74,277.32 CCEA SR & SOCIAL SERVICES SPEC (408) 5 37.5354 6,506.13 78,073.58 CCEA SR ACCOUNT CLERK (217) 1 24.9719 4,328.46 51,941.50 CCEA SR ACCOUNT CLERK (217) 2 26.2490 4,549.83 54,597.92 CCEA SR ACCOUNT CLERK (217) 3 27.5927 4,782.74 57,392.92 CCEA SR ACCOUNT CLERK (217) 4 28.9798 5,023.16 60,277.88 CCEA SR ACCOUNT CLERK (217) 5 30.4463 5,277.35 63,328.20 CCEA SR COMP PROGRAMMER ANALYST (442) 1 47.9174 8,305.68 99,668.14 CCEA SR COMP PROGRAMMER ANALYST (442) 2 50.3666 8,730.22 104,762.58 CCEA SR COMP PROGRAMMER ANALYST (442) 3 52.9403 9,176.31 110,115.72 CCEA SR COMP PROGRAMMER ANALYST (442) 4 55.6451 9,645.16 115,741.86 CCEA SR COMP PROGRAMMER ANALYST (442) 5 58.4890 10,138.09 121,657.12 CCEA SR ENGINEERING TECHNICIAN (416) 1 33.3033 5,772.56 69,270.76 CCEA SR ENGINEERING TECHNICIAN (416) 2 35.0047 6,067.49 72,809.88 CCEA SR ENGINEERING TECHNICIAN (416) 3 36.7939 6,377.61 76,531.26

Page 15 of 379 ends

Group Title Step Hourly Rate Monthly Rate Annual Rate
Note: For FIRE job titles, the printed hourly rates are for 40-hour employees. To determine the hourly rates for 56-hour employees, divide the annual rate by 2912. (Titles with two codes in parentheses indicate they are 40-hour & 56-hour positions. The first code is for 40-hr, the second one for 56-hr.)
Salary Schedule
Effective Date 07/01/2021
CCEA SR ENGINEERING TECHNICIAN (416) 4 38.6742 6,703.54 80,442.44 CCEA SR ENGINEERING TECHNICIAN (416) 5 40.6505 7,046.09 84,553.04 CCEA SR FLEET SERVICES TECHNICIAN (321) 1 29.9937 5,198.92 62,387.00 CCEA SR FLEET SERVICES TECHNICIAN (321) 2 31.5263 5,464.55 65,574.60 CCEA SR FLEET SERVICES TECHNICIAN (321) 3 33.1378 5,743.88 68,926.52 CCEA SR FLEET SERVICES TECHNICIAN (321) 4 34.8308 6,037.33 72,447.96 CCEA SR FLEET SERVICES TECHNICIAN (321) 5 36.6115 6,345.99 76,151.92 CCEA SR FORENSIC SPECIALIST (448) 1 40.8795 7,085.78 85,029.36 CCEA SR FORENSIC SPECIALIST (448) 2 42.9681 7,447.81 89,373.70 CCEA SR FORENSIC SPECIALIST (448) 3 45.1643 7,828.47 93,941.64 CCEA SR FORENSIC SPECIALIST (448) 4 47.4717 8,228.44 98,741.24 CCEA SR FORENSIC SPECIALIST (448) 5 49.8978 8,648.94 103,787.32 CCEA SR JAILER (404) 1 29.5524 5,122.41 61,468.94
CCEA SR JAILER (404) 2 31.0594 5,383.63 64,603.50
CCEA SR JAILER (404) 3 32.6468 5,658.77 67,905.24
CCEA SR JAILER (404) 4 34.3148 5,947.89 71,374.68
CCEA SR JAILER (404) 5 36.0692 6,252.00 75,024.04
CCEA SR PUBLIC WORKS INSPECTOR (445) 1 37.5354 6,506.13 78,073.58 CCEA SR PUBLIC WORKS INSPECTOR (445) 2 39.4529 6,838.50 82,061.98 CCEA SR PUBLIC WORKS INSPECTOR (445) 3 41.4701 7,188.16 86,257.86 CCEA SR PUBLIC WORKS INSPECTOR (445) 4 43.5892 7,555.47 90,665.64 CCEA SR PUBLIC WORKS INSPECTOR (445) 5 45.8163 7,941.48 95,297.80 CCEA SR WELDER (340) 1 31.8060 5,513.04 66,156.48
CCEA SR WELDER (340) 2 33.4317 5,794.84 69,538.04
CCEA SR WELDER (340) 3 35.1397 6,090.89 73,090.68
CCEA SR WELDER (340) 4 37.1188 6,433.92 77,207.00
CCEA SR WELDER (340) 5 38.8229 6,729.30 80,751.58
CCEA STAFF ASST/SOLID WASTE OPS (421) 1 36.4291 6,314.38 75,772.58 CCEA STAFF ASST/SOLID WASTE OPS (421) 2 38.2902 6,636.98 79,643.72 CCEA STAFF ASST/SOLID WASTE OPS (421) 3 40.2472 6,976.19 83,714.28 CCEA STAFF ASST/SOLID WASTE OPS (421) 4 42.3041 7,332.72 87,992.58 CCEA STAFF ASST/SOLID WASTE OPS (421) 5 44.4652 7,707.31 92,487.72 CCEA STORES SPECIALIST (211) 1 23.2874 4,036.48 48,437.74 CCEA STORES SPECIALIST (211) 2 24.4789 4,243.01 50,916.06 CCEA STORES SPECIALIST (211) 3 25.7296 4,459.80 53,517.62 CCEA STORES SPECIALIST (211) 4 27.0457 4,687.93 56,255.16 CCEA STORES SPECIALIST (211) 5 28.4299 4,927.85 59,134.14 CCEA STREET LIGHTS TECHNICIAN (331) 1 33.1378 5,743.88 68,926.52 CCEA STREET LIGHTS TECHNICIAN (331) 2 34.8308 6,037.33 72,447.96 CCEA STREET LIGHTS TECHNICIAN (331) 3 36.6115 6,345.99 76,151.92 CCEA STREET LIGHTS TECHNICIAN (331) 4 38.4822 6,670.26 80,043.08

Page 16 of 379 ends

Group Title Step Hourly Rate Monthly Rate Annual Rate
Note: For FIRE job titles, the printed hourly rates are for 40-hour employees. To determine the hourly rates for 56-hour employees, divide the annual rate by 2912. (Titles with two codes in parentheses indicate they are 40-hour & 56-hour positions. The first code is for 40-hr, the second one for 56-hr.)
Salary Schedule
Effective Date 07/01/2021
CCEA STREET LIGHTS TECHNICIAN (331) 5 40.4478 7,010.94 84,131.32 CCEA STREET MAINTENANCE CREW LEADER (323) 1 31.5263 5,464.55 65,574.60 CCEA STREET MAINTENANCE CREW LEADER (323) 2 33.1378 5,743.88 68,926.52 CCEA STREET MAINTENANCE CREW LEADER (323) 3 34.8308 6,037.33 72,447.96 CCEA STREET MAINTENANCE CREW LEADER (323) 4 36.6115 6,345.99 76,151.92 CCEA STREET MAINTENANCE CREW LEADER (323) 5 38.4822 6,670.26 80,043.08 CCEA STRUCTURAL REHAB SPECIALIST (334) 1 38.0617 6,597.37 79,168.44 CCEA STRUCTURAL REHAB SPECIALIST (334) 2 40.0071 6,934.57 83,214.82 CCEA STRUCTURAL REHAB SPECIALIST (334) 3 42.0507 7,288.80 87,465.56 CCEA STRUCTURAL REHAB SPECIALIST (334) 4 44.2001 7,661.36 91,936.26 CCEA STRUCTURAL REHAB SPECIALIST (334) 5 46.4579 8,052.70 96,632.38 CCEA SUBDRAIN CREWLEADER (324) 1 31.5263 5,464.55 65,574.60 CCEA SUBDRAIN CREWLEADER (324) 2 33.1378 5,743.88 68,926.52 CCEA SUBDRAIN CREWLEADER (324) 3 34.8308 6,037.33 72,447.96 CCEA SUBDRAIN CREWLEADER (324) 4 36.6115 6,345.99 76,151.92 CCEA SUBDRAIN CREWLEADER (324) 5 38.4822 6,670.26 80,043.08 CCEA SUBDRAIN WORKER (302) 1 24.1154 4,180.00 50,159.98 CCEA SUBDRAIN WORKER (302) 2 25.3490 4,393.83 52,725.92 CCEA SUBDRAIN WORKER (302) 3 26.6447 4,618.42 55,421.08 CCEA SUBDRAIN WORKER (302) 4 28.0092 4,854.94 58,259.24 CCEA SUBDRAIN WORKER (302) 5 29.4084 5,097.45 61,169.42 CCEA TELECOMMUNICATIONS ANALYST (430) 1 42.5417 7,373.90 88,486.84 CCEA TELECOMMUNICATIONS ANALYST (430) 2 44.7156 7,750.71 93,008.50 CCEA TELECOMMUNICATIONS ANALYST (430) 3 47.0005 8,146.75 97,761.04 CCEA TELECOMMUNICATIONS ANALYST (430) 4 49.4028 8,563.14 102,757.72 CCEA TELECOMMUNICATIONS ANALYST (430) 5 51.9264 9,000.57 108,006.86 CCEA TRAFFIC PAINTER (308) 1 26.2490 4,549.83 54,597.92 CCEA TRAFFIC PAINTER (308) 2 27.5927 4,782.74 57,392.92 CCEA TRAFFIC PAINTER (308) 3 28.9798 5,023.16 60,277.88 CCEA TRAFFIC PAINTER (308) 4 30.4463 5,277.35 63,328.20 CCEA TRAFFIC PAINTER (308) 5 32.0027 5,547.14 66,565.72 CCEA TRAFFIC PAINTING CREWLEADER (325) 1 32.0027 5,547.14 66,565.72 CCEA TRAFFIC PAINTING CREWLEADER (325) 2 33.6369 5,830.39 69,964.70 CCEA TRAFFIC PAINTING CREWLEADER (325) 3 35.3564 6,128.44 73,541.26 CCEA TRAFFIC PAINTING CREWLEADER (325) 4 37.1635 6,441.67 77,300.08 CCEA TRAFFIC PAINTING CREWLEADER (325) 5 39.0619 6,770.73 81,248.70 CCEA TRAFFIC SIGNAL TECHNICIAN (336) 1 39.0619 6,770.73 81,248.70 CCEA TRAFFIC SIGNAL TECHNICIAN (336) 2 41.0585 7,116.81 85,401.68 CCEA TRAFFIC SIGNAL TECHNICIAN (336) 3 43.1562 7,480.42 89,765.00 CCEA TRAFFIC SIGNAL TECHNICIAN (336) 4 45.3616 7,862.68 94,352.18 CCEA TRAFFIC SIGNAL TECHNICIAN (336) 5 47.6798 8,264.49 99,173.88

Page 17 of 379 ends

Group Title Step Hourly Rate Monthly Rate Annual Rate
Note: For FIRE job titles, the printed hourly rates are for 40-hour employees. To determine the hourly rates for 56-hour employees, divide the annual rate by 2912. (Titles with two codes in parentheses indicate they are 40-hour & 56-hour positions. The first code is for 40-hr, the second one for 56-hr.)
Salary Schedule
Effective Date 07/01/2021
CCEA TRAINING & SAFETY INSTRUCTOR (414) 1 35.7103 6,189.78 74,277.32 CCEA TRAINING & SAFETY INSTRUCTOR (414) 2 37.5354 6,506.13 78,073.58 CCEA TRAINING & SAFETY INSTRUCTOR (414) 3 39.4529 6,838.50 82,061.98 CCEA TRAINING & SAFETY INSTRUCTOR (414) 4 41.4701 7,188.16 86,257.86 CCEA TRAINING & SAFETY INSTRUCTOR (414) 5 43.5892 7,555.47 90,665.64 CCEA TRANSIT OPERATIONS SUPERVISOR (407) 1 35.6728 6,183.28 74,199.32 CCEA TRANSIT OPERATIONS SUPERVISOR (407) 2 37.4958 6,499.26 77,991.16 CCEA TRANSIT OPERATIONS SUPERVISOR (407) 3 39.4122 6,831.46 81,977.48 CCEA TRANSIT OPERATIONS SUPERVISOR (407) 4 41.4255 7,180.42 86,165.04 CCEA TRANSIT OPERATIONS SUPERVISOR (407) 5 43.5436 7,547.56 90,570.74 CCEA URBAN FORESTER (316) 1 30.1441 5,224.98 62,699.78
CCEA URBAN FORESTER (316) 2 31.6850 5,492.07 65,904.80
CCEA URBAN FORESTER (316) 3 33.3029 5,772.50 69,269.98
CCEA URBAN FORESTER (316) 4 35.0049 6,067.51 72,810.14
CCEA URBAN FORESTER (316) 5 36.7941 6,377.65 76,531.78
CCEA VAN DRIVER (300) 1 21.2882 3,689.96 44,279.56
CCEA VAN DRIVER (300) 2 22.2661 3,859.46 46,313.54
CCEA VAN DRIVER (300) 3 23.4050 4,056.87 48,682.40
CCEA VAN DRIVER (300) 4 24.6012 4,264.22 51,170.60
CCEA VAN DRIVER (300) 5 25.8588 4,482.18 53,786.20
CCEA WAREHOUSE SUPERVISOR (401) 1 29.1879 5,059.23 60,710.78 CCEA WAREHOUSE SUPERVISOR (401) 2 30.6816 5,318.15 63,817.78 CCEA WAREHOUSE SUPERVISOR (401) 3 32.2120 5,583.41 67,000.96 CCEA WAREHOUSE SUPERVISOR (401) 4 33.8548 5,868.16 70,417.88 CCEA WAREHOUSE SUPERVISOR (401) 5 35.5851 6,168.09 74,017.06 CCEA WEBMASTER (441) 1 47.2058 8,182.33 98,187.96
CCEA WEBMASTER (441) 2 49.6190 8,600.63 103,207.52
CCEA WEBMASTER (441) 3 52.1544 9,040.09 108,481.10
CCEA WEBMASTER (441) 4 54.8195 9,502.05 114,024.56
CCEA WEBMASTER (441) 5 57.6203 9,987.51 119,850.12
CCEA WELDER (320) 1 30.2915 5,250.53 63,006.32
CCEA WELDER (320) 2 31.8398 5,518.89 66,226.68
CCEA WELDER (320) 3 33.4663 5,800.82 69,609.80
CCEA WELDER (320) 4 35.3512 6,127.55 73,530.60
CCEA WELDER (320) 5 36.9743 6,408.87 76,906.44
CCEA WELDER-REG PT (320R) 1 30.2915 5,250.53 63,006.32
CCEA WELDER-REG PT (320R) 2 31.8398 5,518.89 66,226.68
CCEA WELDER-REG PT (320R) 3 33.4663 5,800.82 69,609.80

Page 18 of 379 ends

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

CULVER CITY, CALIFORNIA, APPROVING AND

ADOPTING A MASTER MEMORANDUM OF

UNDERSTANDING AND RELATED CLASSIFICATION AND

SALARY PLAN WITH THE CULVER CITY MANAGEMENT
GROUP
WHEREAS, the Culver City Management Group employee representatives and City representatives have met and conferred and executed a Master Memorandum of Understanding.

NOW, THEREFORE, the City Council of the City of Culver City, DOES RESOLVE as follows:

1. The Master Memor andum of Understanding, a copy of which is attached hereto as Exhibit A and made a part hereof, is hereby approved fo r the period J uly 1, 2021 thro ugh June 30, 202 3.

2. The Classification and Salary Plan, attached hereto as Exhibit Band incorporated herein by this reference, is hereby adopted effective J uly 1, 202 1 and shall supersede and replace all previously ado pted salary plans for all me mbers of the Culver City Management Group.

II I
22 Ill
23 24
25 26
27 28
II I
II I
II I
II I
1 2 3. The City Manager and Chief Financial Officer are hereby authorized to APPROVED and ADOPTED this 27th day of September 2021.
3 adjust the budget and records of employees necessary to pay the salaries and costs 4 related to the terms of the approved Master Memorandum of Understanding. 5 6
ALEX FISCH Mayor
City of Culver City, California
APPROVED AS TO FORM:
�. �,
f,o,t CA l A. SCHWAB
City Attorney
7 8
9 10
11 ATTEST:
12 13
14 15 A21-00153
16 17
18 19
20 21
22 23
24 25
26 27
28 MASTER MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF CULVER CITY

AND

CULVER CITY MANAGEMENT GROUP

July 1, 2021 through June 30, 2023

CCMG MOU –2021 - 2023 Page 1

TABLE OF CONTENTS

ARTICLE ONE Employee and Employer Rights ........................................1

ARTICLE TWO Salaries and Compensation ..............................................5

ARTICLE THREE Work Periods, Schedules and Overtime ......................... 11

ARTICLE FOUR Supplemental Benefits .................................................... 13

ARTICLE FIVE Leaves of Absence .......................................................... 28

ARTICLE SIX Working Conditions ......................................................... 50

ARTICLE SEVEN General Provisions .......................................................... 51

PARTIES TO THE AGREEMENT ................................................................... 55

INDEX ............................................................................................................. 56

CCMG MOU –2021 - 2023 Page 2

MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF CULVER CITY, CALIFORNIA
AND

CULVER CITY MANAGEMENT GROUP (CCMG)

ARTICLE ONE

EMPLOYEE AND EMPLOYER RIGHTS

I. PARTIES TO THE MEMORANDUM OF UNDERSTANDING

This Memorandum of Understanding, hereinafter called the "MOU” is made by and between the City of Culver City, California, hereinafter called the "City", and Culver City Management Group, hereinafter called “CCMG”, representing the full-time, non-safety general management employees. This MOU is made pursuant to the California Government Code Section 3500, et seq.

II. RECOGNITION

A. FULL-TIME GENERAL MANAGEMENT EMPLOYEES

The City hereby recognizes the Culver City Management Group as the exclusive representative of the full -time, non-safety general management employee classifications of the City, as set forth in Appendix “A,” as amended, and attached hereto, pursuant to the City’s Employer -Employee Relations Resolution No. 2008-R009 as amended.

III. NONDISCRIMINATION

A. POLICY

No unit employee shall be subject to discrimination which is prohibited by applicable federal, state or local law. In accordance with this policy, the City agrees that no employee shall be interfered with, intimidated, res trained, coerced, employed, promoted, demoted, discharged or in any way favored or discriminated against because of political opinions or affiliations, race, religious belief, age, sex, sexual orientation, gender orientation, physical or mental disability, or because of the exercise of his/her rights under this MOU.

ARTICLE ONE
CCMG MOU 2021 - 2023 Page 3

B. CCMG AGREES NOT TO DISCRIMINATE

In accordance with the above policy, CCMG agrees not to discriminate against a unit employee because of the exercise of his or her rights granted under this MOU or with respect to admission to membership and the rights of membership in CCMG for any of the above enumerated reasons.

IV. DUES / INSURANCE CHECK-OFF

The City shall, on behalf of CCMG:

A. DUES DEDUCTION

1. Provide official payroll deductions for CCMG dues, and approved insurance plans, to be deducted bi-weekly by the City from the salary of each unit employee who has filed a written authorization, on the appropriate City form, that such deduction be made.

2. Permit a unit employee to cancel a dues deduction, at any time by filing a written authorization on the appropriate City form, that such deduction be discontinued.

3. Provide assistance to CCMG by identifying newly hired unit employees in the representation unit.

4. Inform all new hires in the representation unit that CCMG is the employee organization designated as the representative of the employees in the unit.

B. INSURANCE DEDUCTION

Changes in the amount to be deducted for insurance plans may only be made during open enrollment periods.

V. INDEMNIFICATION

CCMG agrees to indemnify and hold harmless the City against all claims including costs of suit and reasonable attorney fees and/or other forms of liability arising from the provisions of Article One, Section IV of this MOU.

VI. RIGHTS

A. EMPLOYEE RIGHTS

ARTICLE ONE
CCMG MOU 2021 - 2023 Page 4

1. Unit employees of the City shall have the right to form, join, and participate in the activities of employee organizations of their own choosing for the purpose of representation o n all matters of employer-employee relations including but not limited to wages, hours, and other terms and conditions of employment.

2. Unit employees also shall have the right to refuse to join or participate in the activities of employee organizations, subject to provisions of law.

3. No unit employee shall be interfered with, intimidated, restrained, coerced, or discriminated against by the City or by any employee organization because of the exercise of these rights.

B. CITY'S RIGHTS

Subject to law, the City reserves the right to make the final determination, as to all matters which are necessary to manage, control and administer the City's operations including, but not limited to:

1. Determining the mission of the City's constituent d epartments, commissions and boards;

2. Setting standards of service;

3. Determining the procedures and standards of selection for employment and promotions, directing employees, and taking disciplinary action;

4. Relieving employees from duty because of lack of work or other legitimate reasons, maintaining the efficiency of governmental operations;

5. Determining the methods, means and personnel by which governmental operations are to be conducted;

6. Determining content of job classifications;

7. Taking all necessary actions to carry out the City's mission in emergencies;

8. Exercising control and discretion over the City's organization and the technology of performing its work;

9. Regulating the use of all equipment and other property of the City;

ARTICLE ONE
CCMG MOU 2021 - 2023 Page 5

10. Establishing, altering or disposing of operations, departments, commissions or boards;

11. Determining the work to be contracted out;

12. Determining the complement of employees needed or assigned to a particular function or work location;

13. Establishing and modifying employee staffing levels including any impacts resulting from changes to staffing changes;

14. Establishing, changing and/or modifyi ng work schedules for employees after meeting and conferring over significant impacts; and

15. Performing all other functions not specifically delegated to employees elsewhere in this MOU.

ARTICLE TWO

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ARTICLE TWO

SALARIES AND COMPENSATION

I. SALARIES

Unit employees shall receive a five percent (5%) base salary increase effective in the first full pay period that includes July 1, 2021.The salary schedules specifying the salary range for each classification covered herein is set forth in Appendix “A,” as may be amended.

II. EQUIVALENT BIWEEKLY, MONTHLY AND ANNUAL RATE

1. Equivalent biweekly pay rate shall be determined by multiplying the hourly rate by eighty (80) hours.

2. Equivalent annual pay rate shall be determined by multiplying the hourly rate by two thousand and eighty (2080) hours.

3. Equivalent monthly pay rate shall be determined by dividing the annual rate by twelve (12) months.

III. FREQUENCY OF PAYCHECK ISSUANCE

Current unit employees shall be paid bi -weekly, once every two (2) weeks, either by paycheck or by direct deposit, as elected by the employee.

IV. VOLUNTARY 457 DEFERRED COMPENSATION PLAN

A. City agrees to provide a deferred compensation plan for employees covered herein pursuant to IRS Code Section 457. The City's maximum contribution to deferred compensa tion shall be one hundred sixty dollars ($160.00) per pay period for employees that contribute a minimum of seventy-six dollars and twenty -five cents ( $76.25) per pay period and a dollar per dollar match for employees that contribute less than seventy-six dollars and twenty-five cents ($76.25) per pay period.

The deferred compensation plan is a benefit, and as such the contribution by the City on behalf of the employee shall not change the employee's salary range. Employees may, at their option, contribute in excess of the City's matching contribution per pay period to the plan.

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1. Conversion of Excess Accruals

The City will permit employees to convert and defer the dollar value of excess accruals of floating holiday hours or vacation time.

2. Changing Contributions

Employees may reduce the amount of their bi-weekly deferred compensation contribution at any time with a minimum of two (2) weeks advance written notice on the appropriate form to Human Resources.

Employees may increase the amount of their bi -weekly
deferred compensation contribution during quarterly open enrollment.

V. LONGEVITY PAY

A. PURPOSE

Effective the first full pay period which includes July 1, 2021, in recognition of full-time City employment, the City shall provide Longevity Pay as follows:

B. COMPENSATION

Years of City Service

Bi-weekly Amount
5 $115.38 per pay period
10 $192.31 per pay period
15 $269.23 per pay period
20 $346.15 per pay period
25 $423.07 per pay period

C. LIMITATIONS

Longevity Pay is not cumulative and shall only be awarded for the highest level of service achieved as specified in the above section. Years of service shall be calculated using any periods of service in which an employee worked full-time with the City of Culver City, regardless of breaks in service.

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VI. ACTING PAY

A. ELIGIBILITY

1. Any unit employee who is required to and does act and perform duties included within a higher classification and which are broader than the specifications governing such employee's position shall be eligible for acting pay upon written approval by Department Head and Human Resources.

2. To be eligible, the unit employee must be assigned to work in the acting higher classification a minimum of one full pay period.

3. The employee’s department shall submit a Personnel Action Form to start the Acting Pay effective the beginning of the first full pay period in which the employee is acting. The department shall submit another Personnel Action Form to stop the Acting Pay at the end of the pay period in which the acting assignment ceases.

4. Unit employees who have been assigned to an acting capacity on a continuous basis for a minimum of 90 days shall receive acting pay for up to six (6) weeks if not appointed on a permanent basis to the higher classification and the employee is required by m anagement to provide training to the appointed individual.

B. COMPENSATION

1. A unit employee approved for acting pay:
• Shall be paid the hourly rate for the acting classification which is a minimum of five percent (5%) above the current base salary of the employee’s permanent position, or Step 1 of the acting classification whichever is greater; and
• Shall in no instance be entitled to be paid more than Step 5 of the acting classification.

2. During that period of acting service a unit employee:
• Shall be paid at the acting pay rate when off due to an official City holiday, floating holiday or any approved leave of absence, and
• Shall not be paid at the acting pay rate for bi-weekly leave payoffs and/or cash-outs.

3. Unit employees receiving acting pay as set forth above:
• Shall continue to receive the benefits associated his/her permanent position; and
• Shall not receive the benefits associated with the acting position.

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• Shall be eligible to receive their regular annual step increases while placed in an acting assignment.

C. LIMITATIONS

1. The City strongly encourages departments not to use acting pay for long-term assignments and to fill vacancies as soon as practicable.

2. Pursuant to Administrative Policy, “domino” assignments, in which two (2) or more employees are assigned acting assignments, may not be approved.

3. Department and division heads are required to minimize “domino” assignments by filling the actual vacancy only.

4. Department and division heads may also absorb an absent manager’s functions laterally or upward in the organization thereby eliminating the need for acting pay.

5. Vacant positions created by acting assignments shall not be deemed vacancies for the purposes of this provision.

VII. SPECIAL COMPENSATION PAY

A. PURPOSE

An employee may be assigned additional duties beyond the scope of the employee’s regular classification when operational conditions necessitate prioritizing these duties as an essential function of the division and/or department and the qualifications and skill level of the employee are appropriate to fulfill the duties.

1. Such additional pay shall not be considered a promotion, and may be reduced or removed without cause, notice or appeal rights.

2. No person shall receive both special compensation and acting pay as set forth in respective MOUs.

3. Special Compensation is not an assignment to a vacant, higher level position, but is an assignment of duties that are added to current classification/position duties.

4. Special Compensation is temporary in nature.

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5. Special Compensation is distinct from assignment of collateral duties in that the duties for which the employee receives special compensation are of a higher or more com plex nature than the employee’s permanent classification.

B. ELIGIBILITY

Special compensation shall only be given when an employee is assigned higher level duties that are in excess of a full pay period. Employees shall be precluded from receiving special compensation while on any type of leave of absence.

C. PROCESS

1. The City Manager may approve special pay commensurate with the additional duties, while such duties are assigned, for up to six (6) months. Such special pay may be an amount not to exceed 10% of the employee’s regular base pay.

2. If at the end of six (6) months the department needs an extension of special compensation, the request shall be submitted to the City Manager in writing, who may then renew the special compensation for another six (6) months. By the end of the extension period the department mus t determine the long -term nature of the additional duties and operational needs; only one renewal period is allowed.

3. By the end of the first or second six (6) month period, the department must cease the situation leading to special compensation, request a permanent reclassification, or make other such personnel or operational changes that will absorb the additional duties. The additional duties must cease at the same time as the special compensation ceases.

VIII. TRANSLATOR PAY
A. PURPOSE/SCOPE

1. The purpose of Translator Pay is to provide linguistic assistance for non-English speaking person(s) who represent a large segment of the community. The current eligible languages are Arabic, Farsi and Spanish.

2. This service is provided through unit employees who have been certified as proficient in the eligible foreign languages described in the above paragraph and which is regularly utilized in providing

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services to the community. The level of proficiency shall be “conversational” in the applicable language.

B. QUALIFICATION

1. Human Resources will conduct oral proficiency tests, as needed, in designated language(s) as described in section “A” above.

2. Human Resources will then certify an eligible list of qualified translators so certified to speak in a designated foreign language.

C. COMPENSATION

Employees certified to the eligible list of qualified translators for speaking in a designated foreign language shall r eceive special compensation of five percent (5%) above their base hourly rate.

D. LIMITATIONS

1. A qualified unit employee off on an official City holiday or sick leave shall be paid at their regular hourly rate plus translator assignment pay for such time taken.

2. Unit employees using vacation, floating holidays or comp time shall not be paid translator assignment pay.

IX. EDUCATION INCENTIVE PAY

A. PURPOSE

The purpose of Education Incentive Pay is to:

1. Motivate unit employees to achieve higher education;

2. Enhance career development;

3. Increase the profession al standards of the department; and

4. Increase the level of service to the community.

B. COMPENSATION

Unit employees who possess an accredited college degree shall receive the following compensation:

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Accredited Degree Annual Amount
BA / BS $2,400
MA / MS / JD $4,800

All compensation for Education Incentive Pay shall be awarded only for the highest level of degree achieved, compensation is non-cumulative.

C. ACCREDITED COLLEGE DEGREE

Degrees must be from a college or university accredited by an organization recognized by the United States Department of Education (USED) or the Council for Higher Education Accreditation (CHEA).

Unit employees must provide proof of accredited college degrees to the City to be eligible to receive Education Incentive Pay. Education Incentive Pay shall be effective at the beginning of the pay period following the date that proof of eligibility was submitted.

X. INFORMATION TECHNOLOGY / CELL PHONE ALLOWANCE

Unit employees shall receive a stipend of $60.00 per pay period in acknowledgement of the unit employee being required to use his/her personal communication devices to respond to City-related phone calls, text messages and emails during non-work hours.

XI. CIVIL OR TRAFFIC ENGINEER CALIFORNIA REGISTRATION PAY

A. PURPOSE

The purpose of the Civil or Traffic Engineer California Registration Pay is to provide certain qualified unit employees with compensation in recognition of their attainment of their California Registration as a Civil or Traffic Engineer.

B. COMPENSATION

Unit employees occupying the following classifications, who possess California Registration as Civil Engineer or Traffic Engineer , or a PhD in Civil Engineering or Environmental Engineering, shall be paid an additional five percent (5%) above their base hourly rate:
• Engineering Services Manager
• Senior Civil Engineer
• Mobility and Traffic Engineer

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• Traffic Engineering Analyst
• Traffic Engineering Manager

XII. CERTIFICATE / PROFESSIONAL LICENSE PAY (

A. PURPOSE

Certificate pay shall be provided to qualified eligible employees in recognition of unit employees achieving a level of knowledge and expertise above that which is generally recognized as a job requirement.

B. COMPENSATION

The following additional certi fication pays of 5% of the employee’s base hourly rate shall be provided for individuals in the following classification groups holding the corresponding certifications.

Certification Accrediting Agency
Certified Code Enforcement Officer California Association of Code Enforcement Officers

Certified Planner American Institute of
Certified Planners

Licensed Architect/Landscape Architect California Architects Board

Certified Building Official International Code Council

Certified Public Accountant National Association of
State Boards of
Accountancy

ARTICLE THREE

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ARTICLE THREE

WORK PERIODS, SCHEDULES AND OVERTIME

I. EXEMPT FROM OVERTIME

1. All Management positions covered herein are considered exempt from the overtime provisions of the Fair Labor Standards Act (FLSA).

2. The Management Group understands and agrees it is the nature of Management work assignments that some incidental overtim e may be periodically required to accomplish City functions.

II. WORK SCHEDULES

A. CITY WORK SCHEDULES

The C ity may establish work schedules for unit employees. City work schedules shall be as herein defined, except as otherwise provided for in this agreement or as approved by the appropriate Department Head or designee:

1. 5/40 Work Schedule: The 5/40 work schedule shall consist of a forty (40) hour week sched ule consisting of five (5) eight (8) paid work hour days in seven (7) consecutive calendar day period, exclusive of any meal periods assigned by management.

2. 9/80 Work Schedule: The 9/80 work schedule shall consist of an eighty (80) work hour two (2) we ek schedule consisting of eight (8) nine (9) hour days and one (1) eight (8) hour working day in a eighty (80) work hour work period in fourteen (14) consecutive calendar days. This schedule shall be divided into two (2) forty (40) work hour work period segments exclusive of any meal periods as assigned by management.

B. ADJUSTING WORK SCHEDULES

Management employees may adjust their work schedule as approved by their Department Head or designee.

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ARTICLE FOUR

SUPPLEMENTAL BENEFITS

I. RETIREMENT

A. PERS RETIREMENT BENEFITS

The City agrees to provide retirement benefits to eligible unit employees under the California Public Employees' Reti rement System (PERS) as follows.

GOVERNMENT

CODE SECTION

BENEFIT

7522.20 (a)

“New” Members, as defined by the Public Employees
Pension Reform Act (PEPRA), hired on or after
January 1, 2013

2% @ Age 62: Base retirement plan of two percent (2%)
at age 62 for all unit employees defined as “new” members by AB 340 and hired on or after January 1, 2013.

20037

For unit employees
hired on or after July 1, 2011:

Three-year Final Compensation: Final compensation is the average full-time monthly pay rate for the highest thirty-six (36) consecutive months; the City also coordinates with Social Security, therefore the final compensation will be reduced by $133.33.

20042

For unit employees
hired prior to July 1, 2011:

One-Year Final Compensation: Final compensation is the
average full-time monthly pay rate for the highest twelve (12) consecutive months; the City also coordinates with Social Security, therefore the final compensation will be reduced by $133.33.

20055 Prior Service Credit : Unit employees may be eligible to purchase prior service credit.

20124 Military Service Credit : Unit employees may elect to purchase up to four (4) years of service credit.

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GOVERNMENT

CODE SECTION

BENEFIT
21329 Two percent (2%) COLA : Beginning the 2 nd calendar year after the year of retirement, retirement and survivor
allowances will be adjusted annually on a compound basis of two percent (2%); the adjustment may not be greater than the change in the CPI.
21353 2% at Age 60: Base retirement plan of two percent (2%) at age 60 for all unit employees hired on or after July 1, 2011. 21354.4 2.5% at Age 55 : Base retirement plan of two and one -half percent (2.5%) at age 55 for all unit employees hired prior to July 1, 2011.

21548 Pre-retirement Option 2: Upon the death of a member who was eligible to retire, the spouse may receive an allowance equal to the amount the member would have received if the member had retired for service retirement on the date of death and elected Option 2W.

21551 Death Benefit Continues: Provides that death benefits paid to a spouse of a member who died prior to retirement wil l continue in full should the spouse remarry.

B. CALPERS EMPLOYEE CONTRIBUTION FOR “CLASSIC MEMBER”
EMPLOYEES HIRED PRIOR TO JULY 1, 2011

1. The PERS employee contribution rate of eight percent (8%) for the

2.5% @ 55 retirement plan is established by State legislation. Unit employees shall be responsible for the full PERS employee contribution payment which is currently eight percent (8%)

2. The City continues to pay all other PERS employer related costs for PERS benefits provided by the City , except as indicated in Article Four, Section I(E) below.

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

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C. CALPERS EMPLOYEE CONTRIBUTION FOR “CLASSIC MEMBER”
EMPLOYEES HIRED ON OR AFTER JULY 1, 2011

2. The City continues to pay all other PERS employer related costs for PERS benefits provided by the City , except as indicated in Article Four, Section I(E) below.

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

D. CALPERS EMPLOYEE CONTRIBUTION FOR “NEW MEMBER”
EMPLOYEES HIRED ON OR AFTER JANUARY 1, 2013

1. Unit employees defined as new members by PEPRA are covered under the 2% at age 62 retirement formula . New members shall be responsible for paying the employee contribution rate of one -half of the total normal cost of the plan as determined by CalPERS.

2. The City continues to pay all other PERS employer related costs for PERS benefits provided by the C ity, except as indicated in Article Four, Section I(E) below.

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

E. CALPERS EMPLOYEE COST SHARING

Employer contribution requirements are calculated and adjusted annually by CalPERS. The total employer contribution requirement is comprised of the Employer Normal Cost Rate (a percentage) and the Employer Payment of Unfunded Liability (a fixed dollar amo unt). The Employer Payment of Unfunded Liability is converted to a percentage by dividing the CalPERS projected payroll. Adding the Employer Normal Cost Rate to the percentage equivalent of the Employer Payment of Unfunded Liability results in the Total Employer Contribution Rate. It was agreed that, e ffective July 1, 2019, in the event that the Total Employer Contribution Rate exceeded 25% of pensionable income, unit employees shall pay 50% of the increase, up to 3.5% of pensionable income. For example, if the employer contribution

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rate increases to 27% of pensionable income , the City would pay 26% of pensionable income and the unit employee would pay 1% of pensionable income.

The Total Employer Contribution Rate for Fiscal Year 2021-22 is 31.37% of pensionable income . Therefore, the employee share of the Total Employer Contribution Rate for Fiscal Year 2021-22 is 3.185%.

F. TAX LIMITATIONS
Cost Sharing contributions shall be made on a pre-tax basis unless and until a Private Letter Ruling (PLR) by the Internal Revenue Service is issued to the City by the Internal Revenue Service designating that the payments must be post-tax.

The City does not warrant that this contribution is "qualified" for tax deferral and is not to be held liable for such tax payments as may be determined assessable.

The City has retained specialized legal counsel in order to render a written opinion as to whether or no t said employee contributions to the employer contribution rate can be considered on a “pre-tax” basis. The rendered legal opinion is supportive of City treatment of said contributions as “pre -tax”; therefore, the City shall take the steps necessary, inclu ding adoption of appropriate City Council resolution(s), to allow the Payroll Section to treat these distributions as “pre-tax”. It is expressly understood and agreed to by the parties that the City has no authority or jurisdiction by which to bind CalPERS, the Internal Revenue Service (IRS), the Franchise Tax Board or any other agency (collective “Entities”) to a determination that such contributions are indeed “pre -tax”. Thus, the parties agree and acknowledge that the City shall have no liability to any individual unit employee or collective bargaining unit, should any of the aforementioned Entities reject treatment of said contributions as “pre-tax”.

II. MEDICAL INSURANCE

A. MEDICAL INSURANCE – PERS MEDICAL PLANS

The City contracts with the California Public Employees’ Retirement System (PERS) for medical insurance coverage. The City and CCMG must mutually agree in writing to change from PERS Health Care to another health care plan. Eligible new hires are covered u nder the program on the first day of the month following enrollment. The City will contribute the Public Employees’ Medical and Hospital Care Act (PEMHCA) statutory minimum on behalf of each participant in the program. A participant is defined as 1)

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an enrolled employee and eligible dependents 2) an enrolled retiree and eligible dependents and 3) a surviving annuitant. The PEMHCA statutory minimum for 2021 is $143 per year; for 2022 it is $149 per month. Inclusive of the statutory minimum, flexible benefits shall be provided as follows.

B. CAFETERIA PLAN

The City shall implement a full flex cafeteria plan in accordance with IRS Code Section 125 for all active employees. Unit employees participating in the City’s full flex cafeteria plan shall receive a monthly flex dollar allowance to purchase benefits offered under the full flex cafeteria plan. The following health care benefits shall be offered through the cafeteria plan: medical, dental, vision and life. The monthly dollar allowance for 2021 , which is inclusive of the statutory PEMHCA minimum, shall be:

Employee only: $ 818.00
Employee + 1: $ 1,440.00
Family: $ 1,801.00

The monthly dollar allowance for 2022, which is inclusive of the statutory PEMHCA minimum, shall be:

Employee only: $ 825.00
Employee + 1: $ 1,452.00
Family: $ 1,817.00

The monthly flex dollar allowance may be used in accordance with the terms of the cafeteria plan to purchase benefits offered under the cafeteria plan and other supplementary products. After the mandatory medical insurance plan has been made the employee has the option to waive the other benefits and have the excess flex dollars converted to taxable income or purchase other supplementary products.

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only by that percentage. If this percentage equals or exceeds 4%, the City allowances shall be increased by 4%. If there is a year where the average premium increase is 0%, or there is an overall decrease, the City contribution shall not be adjusted. In addition, the City shall continue to provide flex dollars to cover 100% of HMO dental, vision and life insurance premiums.

C. MEDICAL INSURANCE PRE MIUMS – OPT-OUT/CASH OUT OPTION (NON-PERSABLE)

D. PROOF OF COVERAGE / WAIVE CITY LIABILITY

Unit employees electing to waive City medical insurance cover age for themselves and all eligible family members must provide proof of coverage through another (non -City) benefit plan (e.g., spouse's coverage through another employer), and must waive any liability to the City for their decision to cease coverage under the City’s medical insurance plan.

E. OPT-OUT

Upon proof of other coverage, unit employees may elect to waive the City’s medical insurance and use the above allotted single -party flex dollars toward other items in the full flex cafeteria plan or convert it to taxable income.

F. EMPLOYEE SPOUSES / DEPENDENTS NOT ELIGIBLE FOR OPT OUT

1. For medical insurance plans, when a unit employee is the spouse of another benefited City employee, the affected employees shall have the option of:
• Each employee have a flex dollar amount of a single employee; or
• one (1) employee may select a plan and list the spouse as a dependent under the two -party or family coverage, as
applicable and the remaining employee may opt-out as outlined above.

G. RE-ENROLLMENT IN CITY MEDICAL INSURANCE PLAN

1. After electing this provision, a unit employee who later requests to re-enroll under the City plan can only do so during the open

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enrollment period or after a qualifying event as permitted by the insurance carrier and Cafeteria Plan regulations . Employees shall be re -enrolled per the Cafeteria Plan as provided in Article Four Section II.B.

H. RETIREE MEDICAL INSURANCE

1. The City’s monthly contribution for medical insurance provided through the PERS Health plan, for employees hired prior to July 1, 2011, and who retired on or before December 31, 2011 or “Grandfathered Employees”, shall be as follows:

All plans except PERSCare:
• City shall pay ninety -five percent
(95%) of the monthly medical plan
premium; and

• Employees and retirees shall pay
five percent (5%) of the monthly
medical plan premium.

PERSCare Plan:
• City shall pay seventy
percent (70%) of the
monthly PERSCare
premium; and

• Employee and retirees
shall pay thirty percent
(30%) of the monthly
PERSCare premium.

“Grandfathered Employees” is defined as u nit employees that, as of December 31, 2011, have twenty (20) or more years of CalPERS service (excluding “Air Time”) or, unit employees that retire on or before January 1, 2022 with twenty-five (25) years or more of Culver City service.

2. The City’s monthly contribution for medical insurance provided through the PERS Health plan, for employees hired prior to July 1, 2011 that retire after December 31, 2011, shall be as follows:

Vesting for pre-65 spousal/dependent coverage is contingent upon the employees’ years of City service. Employees who retire with 6 years of

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City service shall be eligible to receive 20% of the maximum pre -65 spousal/dependent allowance, and another 20% for each additional year of City service up to 100% of

the maximum dependent allowance after 10 years of City service (i.e. 6 years = 20%, 7 years = 40%, 8 years = 60%, 9 years = 80%, 10 years = 100%).

The City’s contribution towards retiree medical insurance shall not increase by more than 4% annually. If the average premium increase of CalPERS Basic (non -Medicare) Los Angeles area medical insurance plans exceeds 4%, any additional amount shall be born e by the annuitant. The average increase in PERS monthly health care premiums shall be calculated by subtracting the average cost of Los Angeles area Basic ( non-Medicare) premiums for all available City - offered CalPERS health-care plans for the current year from the average cost of Los Angeles area Basic (non-Medicare) premiums for all available City-offered CalPERS health-care plans for the upcoming year. If this percentage is less than 4%, then the City allowances shall be increased only by that percentage. If this percentage equals or exceeds 4%, the City allowances shall be increased by 4%. If there is a year where the average premium increase is 0%, or there is an overall decrease, the City contribution shall not be adjusted. Employees shall only be eligible to receive the City contribution towards retiree medical insurance based on his or her family status at the time of retirement.

This amount shall only be increased by up to 4% of the average cost of CalPERS Basic ( non-Medicare) Los Angeles area premiums as described above.

3. The City shall make available a retiree health care trust (RHS) to enable employees to prefund retiree health care expenses while employed by the City. Mandatory participation is required . The City shall match the first $25 per pay period of the employee contribution to the RHS. The individual accounts can be utilized after separation of service for reimbursement of all qualified medical expenses, including insurance premiums, in accordanc e with IRS Section 213.

Employees who separate from City service for any reason shall be eligible to receive the full amounts in the RHS at the time of separation. The Retiree Health Savings Trust shall reimburse expenses in accordance with the Internal Re venue Code. CCMG understands that changes to contributions and/or disbursements from the RHS can change at any time pursuant to federal laws and regulations.

4. The City’s monthly contribution for medical insurance provided

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through the PERS Health plan, for employees hired on or after July 1, 2011 shall be as follows:

Upon retirement, employees shall be eligible to receive a City contribution for retiree medical in accordance with Government Code 22892. The City contribu tion shall be provided until the retiree is Medicare eligible. The City shall contribute an amount not to exceed the California Public Employees’ Medical and Hospital Care Act (PEMHCA) contribution, as determined by CalPERS on an annual basis. The statutory minimum amount for 2021 is $143 per month and $149 per month for calendar year 2022.

In addition to the receipt of the CalPERS statutory minimum as provided in the previous paragraph, the City shall make available a retiree health care trust (RHS) to e nable employees to prefund retiree health care expenses while employed by the City. Mandatory participation is required. The City shall match the first $25 per pay period of the employee contribution to the RHS. The individual accounts can be utilized afte r separation of service for reimbursement of all qualified medical expenses, including insurance premiums, in accordance with IRS Section 213. Employees who separate from City service for any reason shall be eligible to receive the full amounts in the RHS at the time of separation. The Retiree Health Savings Trust shall reimburse expenses in accordance with the Internal Revenue Code. CCMG understands that changes to contributions and/or disbursements from the RHS can change at any time pursuant to federal l aws and regulations.

I. ELIGIBILITY FOR RETIREE MEDICAL INSURANCE SHOULD THE

CITY CEASE PARTICIPATION IN THE PERS HEALTH PLANS

Should the City cease participation in the PERS Health Plans, the City agrees to provide health insurance for retirees and eligible spouses in the following manner:

1. After the date of conversion to a new insurance provider, future retirees will be provided medical insurance as follows:

a) Only those employees retiring after twenty -five (25) or more years of service, or those retiring with fifteen (15) or more years of service and who have reached their fifty -fifth (55 th) birthday, shall be eligible for continued coverage under the City’s plan.

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b) The City will pay the premium for retiree, eligible spouse or registered domestic partner as defined by law, until such time as the retiree, and/or eligible spouse or registered domestic partner, reaches the age of sixty five (65), or becomes eligible for Medicare or a similar program, or has deceased. If the retiree, eligible spouse or registered domestic partner becomes ineligible under these terms, the City contribution shall cease in regard to that individual, and participation in any City-sponsored health plan shall be terminated.

c) “Spouse” shall include a person joined by marriage after the date of the employee’s retirement.

2. Retired unit employees may be eligible for continuation in the group plan under Federal law. In the event th e retiree is not eligible as described above, he/she may be responsible for the premium for voluntary continuation. Employees/retirees should consult with Human Resources for more information.

3. Retiree medical insurance is not intended to apply to any unit employee whose employment is terminated for any reason other than to retire for service or disability retirement as of the effective date of his/her termination.

4. Coverage for a spouse or registered domestic partner of a unit employee who dies prior to retirement shall be dependent upon the spouse’s election under Optional Settlement 2 Death Benefits. If the unit employee was eligible to retire, and the spouse or registered domestic partner elects a monthly beneficiary payment equivalent to what the unit employee would have received, he/she may be eligible for retiree medical insurance if the unit employee would otherwise have qualified under this section.

III. DENTAL INSURANCE

1. The City shall continue contracting for the current or comparable program.

All unit employees shall be eligible to enroll qualified dependents and will pay the premium costs for such enrollment through the full flex cafeteria plan.

2. For dental insurance plans, when a unit employee is the spouse of another benefited City employee, the affected employees shall have the option of:
• individual coverage; or
• one (1) employee may select a plan and list the spouse as a dependent.

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IV. VISION CARE INSURANCE

1. The City shall continue contracting for the current or comparable program.

All unit employees shall be eligible to enroll qualified dependents and will pay the premium costs for such enrollment through the full flex cafeteria plan.

V. LIFE INSURANCE

The City shall continue contracting for the current or comparable program for Term Life Insurance Group coverage of $50,000.

VI. CITY RIGHTS – CONTENT AND CONTRACTORS

1. The City retains the exclusive right to determine the content and contractor(s) f or dental, vision and life insurance plans, and any other employee benefits except as otherwise provided for in this MOU.

2. The City agrees to consult with representatives of CCMG over any City - proposed change in the benefit levels of dental, life or vision care insurance during the term of this agreement.

3. It is understood that no significant changes in benefit levels will occur without the agreement of CCMG.

VII. IRS SECTION 125 FLEXIBLE SPENDING ACCOUNT

The City provides a flexible spending account for medical expenses and dependent care, pursuant to Section 125 of the Internal Revenue Service Code (Section 125), as amended. Under Section 125, the maximum annual amount an employee may contribute for future medical and dependent care expenses reimbursement is two thousand seven hundred fifty dollars ($2,750), exclusively.

Pursuant to Section 125 , employees may contribute pre -tax earnings into these accounts. The medical expense contribution may be used for reimbursement of medical expenses such as deductibles, co -pays and expenses in excess of what insurance covers. Dependent care expenses may not be reimbursed until after they are actually incurred - i.e., after the care has been provided, and not when the participant is fo rmally billed. Reimbursable dependent care expenses are non -

ARTICLE FOUR

CCMG MOU 2021 - 2023 Page 26

health care expenses that include insuring a qualified dependent’s well-being and protection. Qualified dependents are children under age 13, disabled spouses and other dependents who are physica lly or mentally incapable of self -care, and who regularly spend at least eight hours each day in the taxpayer's household.

There are other limitations and restrictions set forth by the Interna l Revenue Service.

VIII. PHYSICAL WELL-BEING

A. PURPOSE

The parties agree that the physical well -being of an employee is a mutual benefit to the City and the employee.

B. ALLOWANCE

1. Certain Management employees, as conditions of their employment, are provided annual physical examinations at the City's expense.

2. The City agrees to provide $500 to each unit employee effective the first full pay period after July 1st.

3. The Physical Well-being benefit is recommended to be used for one (1) or more of the following purposes:
• Medical examination by the health provider of the employee's choice.
• Membership in a health club or fitness center.
• Other formal wellness programs provided by professionals (smoking cessation, weight control, nutrition, or similar programs).
• Reimbursement for employee or eligible dependent medical expenses (deductibles or co -payments) not covered b y the employee’s health, dental or vision insurance.

IX. UNIFORMS

Non-safety management employees engaged in supervision of maintenance functions shall be provided vendor -supplied uniforms or coveralls consistent with those supplied to their subordinates.

ARTICLE FOUR

CCMG MOU 2021 - 2023 Page 27

The value of uniform allowances or provisions shall be reported to PERS as compensation as required by law.

X. SAFETY EQUIPMENT

The City will furnish and replace, as needed, all items of safety equipment which the department head, subject to the approval of the City Manager , deems necessary for an employee to safely perform the duties required of the employee's classification.

XI. MILEAGE REIMBURSEMENT

The City agrees to provide mileage reimbursement to unit employees who use their personal vehicles for City business, pursuant to City Policy. The reimbursement rate shall be the applicable IRS allowance rate.

XII. MANAGEMENT CAR POOL

City agrees to provide a Car Pool in addition to the assigned City fleet.

Management employees may use the cars as needed, based upon availability, to accomplish business travel to meetings, training or related purposes. In the alternative, Management employees required to drive personal vehicles may be reimbursed at the City's current mileage rate.

XIII. TUITION REIMBURSEMENT

The City agrees to reimburse unit employees up to two hundred fifty dollars ($250) per applicable accredited college unit, plus the actual costs of books, registration fees and parking permit fees . Applicable procedures and eligibi lity requirements shall be pursuant to Administ rative Policy II -08, as amended or pursuant to subsequent amendments.

XIV. JOB-RELATED TRAINING

1. The City will support job -related training, education and certification to enhance the unit employees’ a bility to perform his/her job, and will encourage unit employees to seek those opportunities.

2. Respective departments will budget funds for training and education courses which may include certification costs.

3. Commercial Driver's lice nses are the personal and financial responsibility of the individual operator as a condition of employment.

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CCMG MOU 2021 - 2023 Page 28

4. The City may provide time and/or training to assist unit employees in obtaining a commercial license if their job duties change and such licens e becomes a requirement.

XV. ON-DUTY DEATH/FUNERAL BENEFIT

1. In recognition of services rendered, should any unit employee covered by this MOU die in the line of duty, the City will provide the family of the employee a funeral benefit of seven thousand five-hundred dollars ($7,500).

2. This benefit shall be payable over and above any benefits payable through PERS or Labor Code provisions.

3. Payment to the family shall be made as soon as possible, but in no event later than fifteen (15) working days following the death.

ARTICLE FIVE
CCMG MOU 2021 - 2023 Page 29

ARTICLE FIVE

LEAVES OF ABSENCE

I. POLICY

It shall be the policy of the City to grant leaves of absence to unit employees for the purpose of rest and relaxation, and for recuperation from illness, based on each unit employee’s total length of service with the City. Unit employees are expected to take advantage of the vacation provisions afforded them in order to maintain their mental and physical health.

II. ACCUMULATION, USE AND REQUESTS FOR LEAVE

A. ACCUMULATION OF LEAVE

1. The unit employee's anniversary date (date of original benefited employment adjusted for breaks in service) shall determine the category of leave accumulation.

2. Unit employees shall continue to accumulate vacation and sick leave when on authorized leave with pay of any kind.

B. USE OF LEAVE

1. Leave shall be taken in multiples of one half (1/2) hour.

2. Unit employees can take up to the total amount of accumulated leave credit accruals.

3. Charges against floating holidays, vacation or sick leave credit accruals shall be made for only regularly scheduled work day hours.

4. No charge to accumulated accrual balances (i.e., floating holidays, vacation, sick leave) shall be made when an official holiday occurs during an authorized period of paid leave.

C. ADVANCE OF VACATION OR SICK LEAVE

A request for one (1) year's advance of vacation or sick leave accrual credit may be approved for use by the Department Head and the City Manager.

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CCMG MOU 2021 - 2023 Page 30

D. REQUESTING LEAVE

1. Except as otherwise provided, no leave of absence with pay shall be granted to any unit employee without the approval of the Department Head or designee.

2. Whenever possible, unit employees shall file a request for a leave of absence on a form provide d by the appointing authority, and shall receive written approval before taking such leave period.

3. When conditions prevent a prior request, the unit employee, upon return from said leave, may be required to file a report explaining the conditions which prevented a prior request.

E. FAILURE TO FILE A PRIOR REQUEST

Failure to file a prior request, in the absence of extenuating conditions, shall be grounds for disciplinary action.

III. OFFICIAL PAID CITY HOLIDAYS

A. OFFICIAL PAID CITY HOLIDAYS

1. Official Paid City Holidays for unit em ployees shall be considered nine (9) hours leave with pay or equivalent to the actual number of regularly scheduled work day hours.

2. Official City Paid Holidays for unit employees shall be as follows:
• New Year's Day (The first day of January)
• Martin Luther King Day (Third Monday in January)
• Memorial Day (Last Monday in May)
• Independence Day (The fourth day of July)
• Labor Day (First Monday in September)
• Thanksgiving Day (Fourth Thursday in November)
• Friday After Thanksgiving Day
• Christmas Day (Twenty-fifth day of December)

3. Any one-time special day designated by the President of the United States or the Governor of California requiring the City of fices to close.

4. Any day authorized by the City Manager or City Council.

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CCMG MOU 2021 - 2023 Page 31

5. When an Official Holiday falls on a Saturday, the Friday immediately preceding the Saturday shall be deemed to be the day of the Official Paid City Holiday.

6. When an Official Holiday falls on a Sunday, the Monday immediately following the Sunday shall be deemed to be day of the Official Paid City Holiday.

IV. OFFICIAL HOLIDAYS OCCURRING ON A SCHEDULED DAY OFF

A. PAYMENT OR CARRY-OVER WITHIN THE CURRENT FISCAL YEAR

Official Holidays occurring on a unit employee’s regularly scheduled day off may, at the unit employee’s discretion, be:
• Paid to the unit employee in the same pay period; or
• Carried-over for use on another day no later than the last day of the pay period containing June 30th of the same fiscal year.

B. LIMITATIONS

1. Official Holidays carried over have no cash value, and therefore, cannot be cashed out at a later date.

2. Unit employees must use official holiday time carried -over no later than the last day of the pay period containing June 30th of the same fiscal year or forfeit it effective the pay period beginning on or after July 1st of the next fiscal year (“use it by June 30th or lose it”).

V. FLOATING HOLIDAY LEAVE TIME

Unit employees shall be eligible to receive fifty-seven (57) hours of paid Floating Holiday leave time each July. Eight (8) of these hours have been provided in recognition of Cesar Chavez day and nine (9) of the hours are in recognition of Juneteenth (June 19) , also known as “Emancipation Day” or “Jubilee Day” commemorating the end of slavery in the United States.

A. ELIGIBILITY FOR FLOATING HOLIDAY LEAVE

Employees shall be eligible to receive fifty-seven (57) hours of paid Floating Holiday leave annually. Floating Holiday hours taken as time off must be used prior to the first pay check in July. Remaining Floating Holiday balances shall be paid in the first paycheck in July and the new accrual bank will be available and eligible for use in the first full pay period that begins after July 1st.

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CCMG MOU 2021 - 2023 Page 32

Employees hired after July 1st shall receive pro-rated floating holiday leave time in proportion to the months remaining within the respective fiscal year calculated from the first day of the month following the date of hire divided by twelve, rounded to the nearest hour . For example, an employee hired on October 4th would be prorated at 8/12th (November through June, divided by twelve).

VI. VACATION LEAVE

A. ELIGIBILITY FOR VACATION LEAVE

1. All unit employees shall be eligible for vacation leave after serving twelve (12) months of employment with the City. Vacation leave shall accrue during the first twelve (12) month period, but not be available for use.

B. ACCRUAL OF VACATION LEAVE

1. Vacation hours shall accrue each pay period at one twenty -sixth (1/26) of the annual accrual rate (i.e., annual accrual rate divided by 26).

2. Exceptions to the maximum allowable accruals may be granted by the City Manager, or his/her designee, to meet e xceptional departmental staffing needs.

3. No vacation shall be authorized, for leave or payment, unless accrued prior to the time for use or payment, except as authorized by the City Manager.

C. TABLE OF VACATION LEAVE BENEFITS

1. The Table of Vacation Leave Benefits shown below sets forth in detail the number of working hours per year to which a full-time unit employee is entitled as a vacation leave benefit.

The benefit shown in each category shall commence upon entering the first day of the new category as follows:

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CCMG MOU 2021 - 2023 Page 33

TABLE OF VACATION LEAVE BENEFITS FOR

FULL TIME UNIT EMPLOYEES

1st thru 4th
Year

5th thru 14th
Year

15th thru 20th
Year

21st Year and
thereafter

80 hours

120 hours

160 hours

8 hours per year for
each year of service

D. ACCUMULATION OF VACATION LEAVE

1. Vacation time may be accumulated by unit employees to a maximum of twice the annual accrual of vacation hours for which the unit employee is eligible.

2. Once a unit employee has accrued the maximum amount of vacation leave, no further vacation leave sha ll be accrued until the unit employee’s level of accrued vacation has been reduced to less than the maximum. At that time, the unit employee shall again begin accruing vacation but at no time may he/she accrue more than the maximum allowed pursuant to this section.

E. BI-WEEKLY PAYOFF OF EXCESS VACATION ACCRUALS – (NON-

PERSABLE)

Vacation time which accumulates in excess of the maximum allowed each employee, shall be paid (non -PERSable) on the next regular bi -weekly paycheck, thereby bringing the employee's vacation balance to no more than the maximum allowable.

F. LIMITATIONS

Vacation shall not be used in lieu of accumulated sick leave or when sick leave request is disapproved.

G. VACATION PAYOFF UPON TERMINATION – NON-PERSABLE

1. Any unit employee who terminates employment shall be paid (non - PERSable) for such vacation time accrued but unused as of the date of the termination.

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CCMG MOU 2021 - 2023 Page 34

2. It shall not be necessary to carry such employee on the payroll for the vacation period.

VII. BI-ANNUAL ACCRUAL CASH OUT ELECTION

A. ELIGIBILITY
The City shall provide unit employees’ the option to cash out vacation and floating holiday leave banks. Unit employees must maintain a minimum vacation leave bank balance of forty (40) hours in order to be eligible.

B. PROCEDURE
Accrual cash outs shall only be permitted each June 1st and December 1st.

Unit employees must submit a written request to the Human Resources Department by December 15th of the prior year designating the number of hours in each leave bank the employee will cash out in the subsequent year. Upon proper notification, cash out elections shall be included in the paycheck for the first full pay period that includes June 1st and December 1st as requested.

VIII. SABBATICAL LEAVE

A. PURPOSE

The purpose of Sabbatical Leave is to provide unit employees with the opportunity to participate in programs including but not limited to:
• Internships in conjunction with advanced degree programs; • On-loan executive programs;
• Travel/study programs related to the employee’s City
responsibilities;
• Directed research pursuant to a pre -approved outline and submission of a report on a subject of benefit to the City/City employees; and/or,
• Professional development or certification programs.

B. ELIGIBILITY FOR SABBATICAL LEAVE

The City will provide a paid sabbatical leave of absence for unit employees under the following conditions:
• Unit e mployees must have ten (10) or more years of service with Culver City.
• Sabbatical Leave may be granted only once within a five (5) year period, beginning with year eleven (11), and as of the fifth anniversary thereafter (year 16, year 21, etc.).
• Sabbatical Leave time:

ARTICLE FIVE
CCMG MOU 2021 - 2023 Page 35

o Does not accrue,
o Is not eligible for conversion to cash value, and
o If not taken within an eligible five (5) year period is no longer available.

C. TUITION / TRAINING EXPENSES

The City may provide tuition reimbursement or training expenses for eligible programs, pursuant to Administrative Policy II-08, as amended.

D. REQUEST FOR APPROVAL OF SABBATICAL LEAVE

1. A request for sabbatical leave must be submitted through the appointing authority to the City Manager, who has sole discretion in granting the leave request.

2. Approval of a sabbatical leave will be based upon:
• Submission of an outline of the proposed act ivity to be undertaken and completed during the leave period, including the purpose of the chosen activity and identification of the benefit to the City; and,
• The ability of the City to continue the employee’s job functions in his/her absence, with approv al of the employee’s
appointing authority.
• If Sabbatical Leave is approved e ach participant will be required to submit a report through his/her appointing
authority to the C ity Manager detailing or summarizing, as appropriate, the program or activities att ended and the value gained, and will be required to share his/her experience as training for other City employees within sixty (60) days after his/her return to active duty.

E. LENGTH OF SABBATICAL LEAVE

1. A Sabbatical Leave of absence with pay may be authorized for up to three (3) weeks, or one-hundred-twenty (120) hours.

2. A unit employee may request to take additional leave, using his/her own accrued leaves, depending on the ability of the City to permit additional absence from the City.

3. To minimize disruption of City services, only one (1) Management employee at a time may be on leave from a single department.

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CCMG MOU 2021 - 2023 Page 36

F. LIMITATIONS

If a unit employee voluntarily leaves City employment within six (6) months after taking a paid sabbatical, he/she shall repay the City for all salary and benefits paid during the leave.

IX. SICK LEAVE

A. ELIGIBILITY FOR SICK LEAVE

No sick leave shall be granted until a unit employee has completed three (3) full months of service, including time spent on provisional or temporary appointment.

B. ACCRUAL OF SICK LEAVE

1. Each full-time unit employee shall accrue sick leave each bi -weekly pay period pro -rated on an annual basis and shall be credited as follows:

Sick Leave Accrual Rate

Bi-weekly
Accrual rate
Monthly
Accrual rate
Annual
accrual rate

4.0 hours
(104 hrs / 26 pay
periods)

8.667 hours

104 hours

C. PURPOSE, PROCEDURE, USE AND VERIFICATION OF SICK LEAVE

1. Sick leave is intended for the illness or injury of a unit employee as follows. With proper verification, sick leave may be allowed for:
• Personal illness or injury of the employee;
• Authorized emergency leave;
• Serious illness or injury of the employee's spouse, State registered domestic partner, parent or child;
• Medical or dental appointments;
• Cases of quarantine; or
• Where exposure to contagious diseases would endanger the health of other employees.

2. Sick leave may be taken in increments of one (1) hour or more.

3. Sick leave may not be used for disapproved vacation time.

4. The responsibility for proving the validity of a request for sick leave shall be upon the unit employee.

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CCMG MOU 2021 - 2023 Page 37

5. The unit employee shall notify his immediate supervisor within one (1) day of the beginning of sick leave, or pursuant to the rules of the Department.

6. At the end of the second day of sick leave, Management or designee may request verification to be made by a qualified person.

7. For absences of over two (2) days, a medical certificate from a qualified physician, chiropractor or practitioner may be required.

8. Upon return to duty, the unit employee shall present evidence of the necessity of sick leave, if so requested by Management or designee.

D. BI-WEEKLY PAYOFF PLAN: UNUSED SICK LEAVE ACCRUAL (NON -

PERSABLE)

1. When an employee shall have accumulated three hundred and eighty-four hours (384) hours of unused sick leave credit, the employee will, thereafter, be eligible for payment in each pay period of a portion of the unused sick leave accrued during the preceding pay period, subject to the following conditions:

TIER 1:

SICK LEAVE PAYOFF AT
THREE HUNDRED AND EIGHTY FOUR (384) HOURS

Bi-weekly
Accrual
Rate
Tier 1
Maximum
Accumulat
ion
Amount of Bi-weekly
Sick Leave Payoff
@ 50%
(Non-PERSable)

Amount of Bi-weekly
Sick Leave Accrued
@ 50%

4.0 hours

384 hours

2.0 hrs X hourly rate

(1/2 [50%] of bi-weekly
accrual rate of 4.0
hours)

2.0 hours
• The unit employee must maintain at least three hundred and eighty four (384) hours of sick leave accruals.
• If the sick leave accrual balance falls below three hundred and eighty four (384) hours at any time, the unit employee will become ineligible for any unused sick leave payment until such time as her/her sick leave accruals again exceed three hundred and eighty four (384) hours.

2. Unit employees with at least three hundred and eighty four (384) hours but less than seven hundred and twenty (720) hours of accrued sick leave may be paid for one -half (50%) of sick leave

ARTICLE FIVE
CCMG MOU 2021 - 2023 Page 38

accrued and unused in each pay period as set forth in the Tier 1 table above.

3. The remaining unused sick leave in each pay period shall be added to the unit employee’s accruals up to the seven hundred and twenty (720) hour maximum.

4. As an alternative to Tier 1 Sick Leave payoff, eligible employees may:
• Elect on or before December 1 of each year not to participate in the bi -weekly payoff plan and will then accrue unused sick leave for the ensuing calendar year (January through
December). However, eligible employees may only accrue to a maximum of seven hundred and twenty (720) hours ; or
• Unit employees who accumulate and maintain a minimum credit of 384 hours of unused sick leave may elect, once annually, to have a lump sum of ninety-six (96) hours of accrued sick leave paid to him/her. In order to quali fy for this benefit, this time would need to be otherwise payable to the employee upon separation from employment.

5. Unit employees at the maximum accrual of seven hundred and twenty (720) hours, or who reach maximum a ccrual thereafter, will be paid one hundred percent (100%) of accrued unused sick leave in teach subsequent pay period

E. SICK LEAVE PAYOFF UPON RETIREMENT OR FAVORABLE
RESIGNATION – (NON-PERSABLE)

With retirement or favorable resignation after 10 years (120 months) or more of City servic e, all accumulated sick leave accruals shall be paid off at the unit employee’s base hourly rate.

F. SICK LEAVE PAYOFF UPON THE DEATH OF AN EMPLOYEE – (NON-

PERSABLE)

1. Upon a unit employee’s death, his/her beneficiaries or estate shall be entitled to receive the same accumulation benefit payoff as the unit employee would have received were he/she alive and had favorably resigned or retired.

2. Any payoff under this benefit is non-PERSable.

X. PRE-RETIREMENT DISTRIBUTION OF LEAVE ACCRUA LS – (NON-

PERSABLE)

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CCMG MOU 2021 - 2023 Page 39

1. A unit employee giving notice of his/her intent to retire within three (3) years (36 calendar months) may have accrued leaves, which are otherwise payable upon retirement, distributed in equal installments to his/her paychecks over the months preceding retirement, with a maximum duration of thirty-six (36) months.

Such distributions may be taken as taxable earnings, or may be used for deposit in the deferred compensation account under the terms of the Section 457 Catch-up provisions. Such distributions are not reportable to PERS as compensation and will not affect PERS retirement benefits.

XI. INJURY ON DUTY LEAVE (IOD)

A. UP TO SIX (6) MONTHS MAXIMUM SALARY CONTINUANCE

1. If injured -on-duty (IOD) and the claim is determined to be compensable, a unit employee may be eligible for salary continuance. Salary continuance is to be paid during the period for which temporary disability is required pursuant to Workers' Compensation Laws of the State of California, an amount which, when added to such temporary disability benefits and earnings from other employment, will equal the unit employee's normal base salary for the period.

2. Such salary continuance payments shall be subject to normal tax deductions and other mandatory or voluntary deductions, but without deduction from sick leave or vacation leave accruals, and shall be provided for a period not to exceed six (6) calendar months from the date of the injury.

3. In no case shall such compensation be paid for a period of time in excess of the unit employee's continuous service immediately prior to such injury.

B. EXTENSION OF LEAVE AND SALARY CONTINUANCE

If a unit employee's temporary disability exceeds the six (6) calendar months of salary continuance set forth above, the City may extend this salary continuance for up to an additional six (6) months if the unit employee is not otherwise eligible for retirement, light or modified duty or disability transfer and with the approval of the City Manager.

C. EXHAUSTION OF SALARY CONTINUANCE

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CCMG MOU 2021 - 2023 Page 40

1. If the unit employee exhausts such salary continuance as set forth above, or is denied extension of salary continuance, he/she may elect to utilize accumulated sick leave or vacation leave accruals which, when added to temporary disability payments and earnings from other employment, will equal his/her normal base salary, subject to normal deductions.

2. When a unit employee's temporary disability payments stop, and he/she is still unable to return to work , he/she may elect to utilize accumulated sick leave or vacation leave accruals equal to his/her normal base salary, subject to normal deductions.

D. CITY INITIATED DISABILITY RETIREMENT

If, at any time during a temporary disability absence, the City r eceives medical information which indicates that the employee will not be able to return to performance of the duties of his/her position, the City may initiate disability retirement procedures.

E. LIMITATIONS

1. A unit employee who is absent, as a result of compensable injury , for a period of three (3) days or less, shall have such leave deducted from sick leave credit unless temporary disability payments are required to be paid pursuant to Workers' Compensation Laws of the State of California.

2. Unit employees receiving IOD payments, salary continuance, and/or temporary disability payments:
a. Shall be available for follow-up treatment, diagnosis, therapy, and related matters, unless authorized to leave the area for extenuating circumstances with prior authorization from Risk Management, and
b. Shall be required to provide an address and phone number where they can be contacted, if they plan to be away from their residence.
c. Shall be required to notify Risk Management immediately upon change of residence and contact information.
d. May not receive CalPERS service credit during the time of absence.

XII. ADMINISTRATIVE LEAVE

Unit employees shall receive seventy-six (76) hours of Administrative Leave each fiscal year.

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CCMG MOU 2021 - 2023 Page 41

Administrative Leave shall be used at the employee’s discretion. Administrative Leave time is not accrued and has no cash value . In light of COVID -19, the City has agreed to extend the ability of unit employees to use Administrative Leave earned during Fiscal Year 2020/2021 and Fiscal Year 2021/2022 to June 30, 2022.

Employees hired after July 1st shall receive pro-rated Administrative Leave time in proportion to the months remaining within the respective fiscal year calculated from the first day of the month following the date of hire divided by twelve, rounded to the nearest hour . For example, an employee hired on October 4 th would be prorated at 8/12th (November through June, divided by twelve).

XIII. MISCELLANEOUS LEAVES WITH PAY

A. BEREAVEMENT LEAVE

1. Any unit employee who is compelled to be absent from duty because of a death in the immediate family shall be allowed time necessary to be absent from work at their base hourly rate of pay for the equivalent of the employee ’s regular workweek, but not more than forty (40) working hours per incident, without charge to accrued sick leave, vacation, or floating holiday time.

2. Immediate family is defined as follows:

• Brothers • Sisters
• Children • Spouse
• Child’s Spouse • Spouse’s Brothers
• Grandchildren • Spouse’s Grandparents
• Grandparents
• Parents
• Registered Domestic
Partner
• Siblings’ Spouse
• Spouse’s Parents
• Spouse’s Sisters
• Stepchildren
• Stepparents

3. If additional leave time is required, the employee may request sick leave, vacation or floating holiday time.

4. Should the list of immediate family members be increased in any other Culver City bargaining unit MOU, the additional provisions shall apply to this unit.

5. The City may require verification of the death of a member of the immediate family. Verification may include any printed record or notice of the death (e.g., newspaper obituary notice, mortuary leaflet or card, etc.).

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CCMG MOU 2021 - 2023 Page 42

6. If special circumstance exists wherein a unit employee believes another person reasonably substitutes for one of the foregoing, (i.e., foster parent, legal guardian, foster child, legal ward, etc.) the unit employee must register that special circumstance with Human Resources in writing in advance in order to qualify for the bereavement leave.

B. EMERGENCY LEAVE

1. An emergency leave of absence with pay may be granted by the Department Head or designee to any unit employee because of family illness, l egal matters, non-work-related court appearances, home emergencies (e.g., sewer backup, appliance repair, plumbing leaks, , etc.), providing the unit employee may have such leave charged to his/her sick leave, service award leave or vacation leave accounts.

2. Emergency leave shall automatically be deducted from sick leave unless the unit employee requests it to be deducted from another leave as set forth in B.1 above.

3. All emergency leaves of absence shall be limited to twenty-four (24) working hours within any calendar year taken in increments of at least one-half (1/2) hour.

4. Verification of all emergency leaves may be required by the Department Head or designee.

C. JURY DUTY

1. A unit employee called to active jury service during scheduled work days shall receive his/her regular compensation for such time served to a maximum of ten (10) working days for each jury summons.

2. The unit employee will forfeit jury fees to the City, but shall retain any mileage compensation provided.

3. Jury service required on an employee's off -duty day is not compensable by the City, and the unit employee may retain jur y compensation for such days.

4. In the event the unit employee is required to serve in excess of ten (10) compensated work days, he/she may use accrued leave and retain excess jury fees for that period.

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CCMG MOU 2021 - 2023 Page 43

5a. Unit employees who are compelled by the Court to serve longer than ten (10) days on a jury may submit a request to their Department Head to approve additional jury leave.

b. If the request is approved, the City shall provide pay for one-half (1/2) of the hours spent on jury duty in excess of the original ten (10) days up to an additional ten (10) half days of the unit employees regularly scheduled workday hours.

c. The unit employee may use accrued vacation, administrative leave (if any), or floating holiday time for the remainder of the half regularly scheduled workday hours.

6. The unit employee shall be responsible for providing proof of jury service upon his/her return to work.

7. Specific procedures for jury duty leave with pay, consistent w ith this provision, shall be established in City Administrative Policy, as amended.

D. OUTSTANDING PERFORMANCE LEAVE

The City may grant up to three (3) days off with pay t o unit employees rewarded for outstanding performance, or provide other forms of recognition pursuant to Civil Service Rules.

E. RELIGIOUS SERVICES

1. Unit employees shall be permitted to attend or observe religious services, or holidays of major theological importance, which occur during work hours, provided that:
• The work load of the organization so permits; and
• Management authorized the absence.

2. Time taken shall be charged to the unit employee's accumulated vacation, administrative leave or floating holiday time.

F. MILITARY LEAVES OF ABSENCE

Military leave with pay shall be granted in accordance with applicable state law, federal law and municipal law, and applicable City policies.

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CCMG MOU 2021 - 2023 Page 44

G. VOTING LEAVE

1. Unit employees shall be permitted leave to vote as required by California Elections Code, as amended, if the unit employee cannot otherwise get to the polling place during non-working hours.

2. Leave may be provided at the beginning or end of the normal work shift, whichever permits the opportunity to vote with minimal interruption of work responsibilities.

3. Unit employees shall be required to give a minimum three (3) day notice of the need for leave, obtain advance approval, and submit proof of voting.

H. SCHOOL ACTIVITY LEAVE

1. Pursuant to California Labor Code Sections 230.7 and 230.8, as amended, unit employees who are parents of school -age children shall be allowed School Activity Leave from their jobs, with or without pay, as may be necessary to participate in school activities such as parent-teacher conferences, disciplinary matters, school programs and related events with their children.

2. Such leave is limited to forty (40) hours per school year, at a maximum of eight (8) hours per month.

3. This limit shall not apply when a unit employee is required to appear in the school of his/her child pursuant to a request from the school administration pertaining to disciplinary action.

4. Unit employees must give reasonable advance notice to the employer to permit work coverage, and may be required to provide documentation from the school that the unit employee participated in the activity on the specific date and time.

5. Leave properly requested in advance shall not be denied.

6. Unit employees may take accrued leave with pay, vacation, administrative leave or floating holiday time, for School Activity Leave purposes.

XIV. FAMILY MEDICAL LEAVE ACT (FMLA) AND CALIFORNIA FAMILY RIGHTS

ACT (CFRA)

1. This section does not purport to provide all the provisions of law, but summarizes the general intent at the time this MOU was adopted.

ARTICLE FIVE
CCMG MOU 2021 - 2023 Page 45

2. Specific details of the State and Federal laws relating to FMLA and CFRA are available in Human Resources.

3. Unit employees and department managem ent must contact Human Resources t to verify current provisions and requirements.

4. Failure to do so could result in a misunderstanding of rights and obligations, and could cause loss of leave benefits or loss of insurance coverage.

A. ELIGIBILITY FOR FMLA AND CFRA

1. Pursuant to State and Federal laws, employees shall be eligible for Family and Medical Leave of absence (FMLA) for:

• The birth of a child of the employee
• Disability due to pregnancy – FMLA only
• The placement of a child with an employee in connection with the adoption or foster care by that employee
• The care of the employee’s child with a serious health condition • The care of a spouse or parent with a serious health condition • The employee's own serious health condition
• Any qualifying exigency arising out of a spouse, child or parent called to active military duty

B. EMPLOYEE RIGHTS UNDER FMLA

1. The maximum amount of leave shall be twelve (12) weeks in a twelve (12) month period.

2. The twelve-month period is rolling, and is measured backward from the last date leave is used.

3. Leave may be taken as days off, or intermittent or modified work schedules.

4. The unit employee is guaranteed a return to his/her positi on at the end of approved leave, as required by state and federal law.

5. During the 12 -work week FMLA period, the City shall maintain the employee's medical, dental, life and vision care insurance.

ARTICLE FIVE
CCMG MOU 2021 - 2023 Page 46

Employee shall continue to pay monthly contribution to mai ntain benefits.

C. APPROVAL PROCESS FOR FMLA

1. Unit employees must give thirty (30) days advance written notice, on a form provided by the City, of the need for such leave, unless the absence could not be anticipated. In such cases, the employee must give notice as soon as possible.

2. Verification by the attending physician or health care provider will be required for absences relating to the unit employee’s or family member's serious health condition.

3. Human Resources shall determine if the leave qualifies under the Family and Medi cal leave laws, and may determine the
commencement date.

D. PRIVACY UNDER FMLA

For privacy reasons, the City may not require specific medical diagnosis of the unit employee or family member's health condition.

E. USE OF ACCRUALS WHILE ON FMLA

1. The unit employee shall be required to use sick leave for any FMLA illness or medical -related absence, and may use vacation or other accrued leaves if sick leave has been exhausted.

2. FMLA shall run concurrently with Pregnancy Disability Leave.

F. EXPIRATION OF FMLA

Upon expiration of FMLA, if the unit employee remains on leave, he/she shall be responsible for maintaining his/her insurance benefits, either by use of sufficient accrued paid leave or by payment of the required premiums.

XV. PREGNANCY DISABILITY LEAVE (PDL)

1. Pregnancy Disability Leave of up to four (4) months, with or without pay, shall be provided to unit employees covered herein pursuant to the Fair Employment Housing Act (FEHA).

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CCMG MOU 2021 - 2023 Page 47

2. Such leave shall be granted for disability of the unit employee, determined by a physician, for the duration of such disability, provided, however, that the cumulative unpaid leave for disability and non -disability reasons shall not exceed one year.

3. Pregnancy Disability Leave without pa y shall not be granted until accrued sick leave has been exhausted.

4. Unit employees may voluntarily use accrued vacation or other paid leave before commencing unpaid leave.

XVI. MAINTAINENANCE OF BENEFITS WHILE ON LEAVE

1. Unit employees must be paid a minimum of thirty-five percent (35%) of their regularly scheduled bi -weekly working hours to be eligible to receive City provided benefits including vacation and sick leave accruals.

Example: A unit employee who regularly works eighty (80) hours each bi- weekly pay period, must be paid a minimum of twenty eight (28) hours (35% of 80 = 28) of his/her accruals when out on leave to be eligible for City provided benefits including vacation and sick leave accruals.

2. Unit employees who are not paid the minimum number of hours required:

Shall be responsible for the payment of their insurance benefits, and Shall not be eligible for vacation and sick leave accruals.

XVII. PAYOFF OF ACCRUALS UPON DEATH OF AN EMPLOYEE – NON-

PERSABLE
When separation is caused by the death of a unit employee, separation pay and other accrued moneys owed shall be paid (non -PERSable) to the designated beneficiary of such employee as filed with the Human Resources Director.

XVIII. PAYOFF OF ACCRUALS UPON CHANGE OF BARGAINING UNIT

1. When a unit employee covered by the terms of this MOU becomes a member of another bargaining unit under a different MOU, he/she shall be paid off at his/her CCMG base hourly rate for any accrued leave benefit unique to this bargaining unit and shall cease participat ion in any special pay or other benefit plan of the CCMG unit.

2. Vacation and sick leave accumulations shall carry over in compliance with

ARTICLE FIVE
CCMG MOU 2021 - 2023 Page 48

the accrual levels provided within the new bargaining unit MOU. Employee shall be paid off at his/her CCMG base hourly rate for any accrued leave benefit that exceeds the levels of the new bargaining unit MOU.

3. Thereafter, the employee shall immediately be eligible to accrue such benefits as provided by their new bargaining unit MOU.

XIX. LEAVES OF ABSENCE WITHOUT PAY

A. VOLUNTARY LEAVE WITHOUT PAY

1. Any unit employee is entitled to present to the Department Head a request for a leave of absence without pay not to exceed one (1) year. The unit employee shall indicate the basis of the leave in his/her request.

2. Leaves of absence without pay may be granted for illness exceeding accumulated sick leave, child care absences exceeding pregnancy disability leave, special education, special duty for another governmental agency, extension of vacati on time, seeking political office or any other reason which is deemed to be in the best interests of City government.

3. Verification of such requests shall be required by the Department Head who shall attach the evidence of verification to the proper form (Personnel Action).

4. Any leave without pay must be approved by the City Manager.

B. CITY INITIATED LEAVE WITHOUT PAY

The City may place a unit employee on leave without pay for non - disciplinary reasons when the status of the employee, due to injury or other involuntary circumstances, cannot be covered by paid leave time.

C. BENEFIT ELIGIBILITY WHILE ON LEAVE WITHOUT PAY

1. No biweekly period shall be counted for eligibility periods or for the accumulation of vacation or sick leave when a unit employee is absent on leave without pay including suspension from duty without pay, except when on protected leave, or has a break in service of more than sixty five percent (65%) of the working hours in the biweekly period.

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CCMG MOU 2021 - 2023 Page 49

2. A unit employee on unp aid leave of absence, except when on protected leave, under this section shall be responsible for the payment of insurance premiums in any month when there is insufficient paid leave available or authorized to maintain benefited status.

D. LEAVE OF ABSE NCE WITHOUT PAY IN EXCESS OF THIRTY (30) DAYS

1. NOTIFICATION TO DEPARTMENT

For any leave of absence without pay in excess of thirty (30) calendar days, the unit employee shall notify the Department Head where he/she can be reached if not at his/her residence of record, and how long the employee will be absent.

2. CORRESPONDENCE

In the absence of such written notification, any notice or correspondence to the unit employee shall be mailed or delivered to the unit employee’s residence of record.

3. DURATION OF LEAVE

Unit employees shall be advised of the duration of the approved leave of absence without pay, and that such approval may be cancelled at any time by the Department Head and City Manager if he/she determines that the unit employee:
• is not expected to return by the conclusion of the scheduled leave of absence without pay; or
• conduct is not consistent with the approved leave of absence without pay; or
• the basis of the leave is no longer valid.

4. CANCELLATION OF LEAVE OF ABSENCE WITHOUT PAY

If the City intends to cancel an approved leave of absence without pay in excess of thirty (30) calendar days, the unit employee shall be notified of the City’s intent, and shall be given the opportunity to provide additional information in su pport of the leave of absence without pay or to return to work, within five (5) working days after receipt of such notice. If the unit employee fails to respond or return to work, he/she shall be deemed to have resigned his/her position.

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CCMG MOU 2021 - 2023 Page 50

E. RETURN FROM LEAVE OF ABSENCE WITHOUT PAY EXCEEDING
THIRTY (30) DAYS

1. Upon returning from a leave of absence without pay exceeding thirty (30) calendar days, except when on protected leave, the unit employee’s anniversary date shall be adjusted to exclude such leave time for the purpose of performance evaluation dates, step increase dates, seniority for promotional examinations and benefit accrual calculations.

2. Upon returning from a leave of absence without pay exceeding thirty (30) calendar days, except when on protected leave, due to illness or disability of the employee, the unit employee may be required to provide medical information upon the request of the City’s physician in order to determine the employee’s fitness-for-duty.

3. Failure or refusal to provide medical information, pursuant to this section, may delay the unit employee’s return to work and constitute grounds for disciplinary action.

XX. UNAUTHORIZED LEAVE / ABANDONMENT OF POSITION

1. A unit employee absent without authorization for thre e (3) or more consecutive work shifts, and who fails to contact the Department Head to provide justification for the absence, shall be considered to have abandoned his/her position and resigned from City employment as of the third shift of absence.

2. The unit employee shall be notified by Management that the City considers him/her to be absent without leave, and that, under this section, a separation (resignation) will be processed.

3. Such notification shall be made pursuant to the procedures for notification of intent to discipline as provided in Civil Service Rules.

4. The unit employee may be reinstated, subject to disciplinary action for other causes, if adequate justification for the absence is provided to Management prior to the end of the notification period.

ARTICLE SIX
CCMG MOU 2021 - 2023 Page 51

ARTICLE SIX

WORKING CONDITIONS

I. SENIORITY

A. SENIORITY LISTS

When necessary, the City shall establish seniority lists and , in certain situations, shall inform unit employee of their seniority status. Seniority status shall give a unit employee priority preference in work schedules and leave schedules where the City is able to offer employees a choice.

B. SENIORITY WITHIN CURRENT CLASSIFICATION

Seniority, as used herein, is determined by the length of service a unit employee has in the position of the current appointment and is only applicable for the purpose set forth in paragraph “A” above.

II. CLASSIFIED EMPLOYEE GRIEVANCE

A classified unit employee grievance shall be processed as provided for in the City's Civil Service Rules.

III. DISCIPLINE

A. DISCIPLINE OF CLASSIFIED UNIT EMPLOYEES

Disciplining of classified unit employees, shall be as provided in the City's Civil Service Rules.

B. DISCIPLINE OF UNCLASSIFIED UNIT EMPLOYEES

1. Unclassified (at-will) employees may be subject to discipline under the same policies and rules outlined in the Civil Service Rules , but do not have a right of appeal to the Civil Service Commission.

2. Unclassified (at-will) employees shall be subject to the disciplinary process as set forth in Administrative Policy II-16, as amended.

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CCMG MOU 2021 - 2023 Page 52

IV. SAFETY RULES

A. PURPOSE

1. It is of mutual benefit to the City and to the unit employees represented in this MOU to be fully aware of all safety rules and regulations regarding employment duties.

2. The intent of this clause is to work towards preventing job -related injuries to unit employees and damage to both public and private property.

3. It is the responsibility of all unit employees as a condition of employment with the City, to be aware of, to follow and to enforce the City's safety rules, regulations, policies and procedures or be subject to disciplinary action in accordance with the Civil Service Rules.

V. DRUG-FREE WORKPLACE AND DRUGS AND ALCOHOL IN THE

WORKPLACE

1. CCMG and the City agree that City Council Policy No. 4004, as amended, regarding drugs and alcohol in the workplace is incorporated herein by this reference.

2. Testing procedures agreed to and in effect prior to the adoption of this MOU continue in full force and effect.

VI. LEGAL DEFENSE

In the event a unit employee covered herein is named as an individual defendant in litigation involving conduct in his/her official capacity as an agent for the Cit y, the City Attorney may at his or her sole discreti on, prior to recommending any settlement of the litigation to the City Council, consult with the unit employee concerning the proposed settlement and present the unit employee's oral or written comments concerning the proposed settlement to the City Council at any session at which the settlement is to be discussed.

ARTICLE SEVEN
CCMG MOU 2021 - 2023 Page 53

ARTICLE SEVEN

GENERAL PROVISIONS
I. TERM OF MEMORANDUM OF UNDERSTANDING
This MOU shall be effective July 1, 2021 and together with all the terms, conditions and effects thereof, shall expire as of midnight on June 30, 2023.

II. EMERGENCY WAIVER
In the event of circumstances beyond the control of the City, such as acts of God, fire, flood, insurrection, civil disorder, national emergency, or similar circumstances, as determined by the City, the provisions of this Memorandum of Understanding which restrict the City’s ability to respond to these emergencies shall be suspended for the duration of such emergencies. After the emergency is over, the Culver City Management Group shall have the right to meet with the City regarding the impact on employees of this suspension of these provisions in this Memorandum of Understanding.

III. SEVERABILITY PROVISION
Should any article, section, subsection, subdivision, sentence, clause, phrase, or provision of this Memorandum of Understanding be found to be inop erative, void, or invalid by a court of competent jurisdiction, all other provisions of this Memorandum of Understanding shall remain in full force and effect for the duration of this Memorandum of Understanding. In the event of such invalidation, the City and the CCMG agree to meet and confer in good faith to determine an alternative equivalent article, section, subsection, subdivision, sentence, clause, phrase, or provision.

IV. CIVIL SERVICE RULES/CITY POLICY

1. Reference is made in this MOU to certain Civil Service Rules. Nothing in this MOU shall preclude the City from amending the Civil Service Rules as provided therein.

2. Unit employees appointed to a position in the Classified Service are subject to the provisions of the Civil Service Rules.

3. Unit e mployees appointed to exempt or Unclassified positions are not subject to the protections afforded Classified employees in regard to regular

ARTICLE SEVEN
CCMG MOU 2021 - 2023 Page 54
or “permanent” status, seniority, layoff rights, or appeals of discipline or grievances to the Civil Service Commission.

4. Other basic employment policies in Civil Service Rules may apply to exempt or Unclassified employees, subject to the determination of the City Manager or City Council.

5. The parties agree that all conditions of employment provid ed for by the City's Civil Service Rules, Ordinances, Resolutions or Policy Statements in effect prior to the date of this M.O.U. - which are not amended or repealed by the provisions of this M.O.U. remain in force and effect during the term of this M.O.U., and which are in conflict with the terms of this M.O.U. shall be considered to have been superseded by this M.O.U.

V. FULL AGREEMENT AND IMPLEMENTATION
A. FULL AGREEMENT

1. This MOU contains all of the covenants, stipulations, and provisions, agreed upon by the parties.

2. Therefore, during the term of this agreement, except as provided herein, all other compensation and benefits not modified in this agreement shall remain in full force and effect.

3. Each party acknowledges that it had the full and unlimited opportunity to meet and confer over any issue it either did raise or could have raised and hereby waives the right to meet and confer further during the term of this MOU except as specifically provided herein.

B. SALARY SURVEY

1. It is understood that the City conducts salary surveys which may result in salary adjustments for unit employees.

2. The City agrees to meet and review these adjustments with the CCMG prior to implementation.

3. Nothing shall prevent the implementation of higher salary adjustments after the City has met and reviewed said adjustment with CCMG.

4. It is further understood that CCMG does not waive the right to meet and confer with the City over other salary adjustments.

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CCMG MOU 2021 - 2023 Page 55
D. COMPLIANCE
If the effective date or the implementation of any benefit in this MOU cannot be adhered to as the result of law, regulation, or policy outside the control of the City, the City will take action on the first date on which it has authority to take action in compliance with such law, regulation, or policy to effectuate the benefit.

VI. RATIFICATION AND IMPLEMENTATION
A. ACKNOWLEDGEMENT
The City and the Culver City Management Group acknowledge that this Memorandum of Understanding shall not be in force and effect until ratified by a simple majority vote of unit employees who are in classifications represented by the Culver City Management Group set forth in this agreement and adopted in the form of a resolution of the City Council.

B. MUTUAL RECOMMENDATION – APPROVAL OF MOU
This agreement constitutes a mutual recommendation of this new MOU by the parties hereto, to the City Council, that one or more ordinances and/or resolutions be adopted and implemented accepting its provisions and effecting the changes enumerated herein relating to wages, hours, benefits and other terms and conditions of employment for unit employees represented by the Culver City Management Group.

CCMG ACCOUNTG & INVESTMENTS MANAGER
(837) 1 56.7940 9,844.29 118,131.52

CCMG ACCOUNTG & INVESTMENTS MANAGER
(837) 2 59.6967 10,347.44 124,169.24

CCMG ACCOUNTG & INVESTMENTS MANAGER
(837) 3 62.7461 10,876.00 130,511.94

CCMG ACCOUNTG & INVESTMENTS MANAGER
(837) 4 65.9531 11,431.88 137,182.50

CCMG ACCOUNTG & INVESTMENTS MANAGER
(837) 5 69.3229 12,015.97 144,191.58
CCMG ACCOUNTING OPERATIONS MANAGER (803) 1 51.6308 8,949.33 107,391.96 CCMG ACCOUNTING OPERATIONS MANAGER (803) 2 54.2697 9,406.76 112,881.08 CCMG ACCOUNTING OPERATIONS MANAGER (803) 3 57.0420 9,887.28 118,647.36 CCMG ACCOUNTING OPERATIONS MANAGER (803) 4 59.9573 10,392.59 124,711.08 CCMG ACCOUNTING OPERATIONS MANAGER (803) 5 63.0209 10,923.62 131,083.42 CCMG ADVANCE PLANNING MANAGER (826) 1 66.9044 11,596.76 139,161.10 CCMG ADVANCE PLANNING MANAGER (826) 2 70.3242 12,189.54 146,274.44 CCMG ADVANCE PLANNING MANAGER (826) 3 73.9177 12,812.41 153,748.92 CCMG ADVANCE PLANNING MANAGER (826) 4 77.6949 13,467.11 161,605.34 CCMG ADVANCE PLANNING MANAGER (826) 5 81.6642 14,155.14 169,861.64 CCMG ASSISTANT CITY ATTORNEY (818) 1 85.6392 14,844.14 178,129.64 CCMG ASSISTANT CITY ATTORNEY (818) 2 90.0170 15,602.95 187,235.36 CCMG ASSISTANT CITY ATTORNEY (818) 3 94.6160 16,400.11 196,801.28 CCMG ASSISTANT CITY ATTORNEY (818) 4 99.4500 17,238.00 206,856.00 CCMG ASSISTANT CITY ATTORNEY (818) 5 104.5310 18,118.71 217,424.48 CCMG ASST CHIEF FINANCIAL OFFICER (824) 1 70.3242 12,189.54 146,274.44 CCMG ASST CHIEF FINANCIAL OFFICER (824) 2 73.9177 12,812.41 153,748.92 CCMG ASST CHIEF FINANCIAL OFFICER (824) 3 77.6949 13,467.11 161,605.34 CCMG ASST CHIEF FINANCIAL OFFICER (824) 4 81.6642 14,155.14 169,861.64 CCMG ASST CHIEF FINANCIAL OFFICER (824) 5 85.8376 14,878.52 178,542.26 CCMG ASST CHIEF TRNSPRTN OFFICER (821) 1 64.9326 11,254.99 135,059.86 CCMG ASST CHIEF TRNSPRTN OFFICER (821) 2 68.2507 11,830.13 141,961.56 CCMG ASST CHIEF TRNSPRTN OFFICER (821) 3 71.7378 12,434.54 149,214.52 CCMG ASST CHIEF TRNSPRTN OFFICER (821) 4 75.4034 13,069.92 156,839.02 CCMG ASST CHIEF TRNSPRTN OFFICER (821) 5 79.2564 13,737.77 164,853.26 CCMG ASST ENVRN PROGAMS/OPS MGR (832) 1 53.7299 9,313.18 111,758.14 CCMG ASST ENVRN PROGAMS/OPS MGR (832) 2 56.4765 9,789.26 117,471.12 CCMG ASST ENVRN PROGAMS/OPS MGR (832) 3 59.3625 10,289.50 123,474.00 CCMG ASST ENVRN PROGAMS/OPS MGR (832) 4 62.3955 10,815.22 129,782.64 CCMG ASST ENVRN PROGAMS/OPS MGR (832) 5 65.5828 11,367.68 136,412.12 CCMG ASST MAINT OPERATIONS MANAGER (823) 1 47.6727 8,263.28 99,159.32 CCMG ASST MAINT OPERATIONS MANAGER (823) 2 50.1084 8,685.45 104,225.42 CCMG ASST MAINT OPERATIONS MANAGER (823) 3 52.6687 9,129.25 109,551.00 CCMG ASST MAINT OPERATIONS MANAGER (823) 4 55.3603 9,595.78 115,149.32

Page 19 of 379 ends

City Council Meeting AgendaJune 24, 2024

City Council Meeting Agenda
June 24, 2024