Section 3: The Planning Commission finds in accordance with the Cupertino Municipal Code ( CMC) section 2.32. 070 ( C) and state law based on the evidence in the public record that the City' s CIP ( FY 2025- 2026) conforms to the City' s General Plan (Community Vision 2015-2040.)
BE IT FURTHER RESOLVED that this Resolution is not a project under the requirements of the California Environmental Quality Act, together with related State CEQA Guidelines ( collectively, " CEQA") because it has no potential for resulting in physical change in the environment. In the event that this Resolution is found to be a project under CEQA, it is subject to the CEQA exemption contained in CEQA Guidelines section 15061( b)( 3) because it can be seen with certainty to have no possibility that the action approved may have a significant effect on the environment. CEQA applies only to actions which have the potential for causing a significant effect on the environment. Where it can be seen with certainty that there is no possibility that the activity in question may have a significant effect on the environment, the activity is not subject to CEQA. In this circumstance, the proposed action " Adopt a Resolution finding that the Fiscal Year 2025 - 2026 Capital Improvement Program proposal is consistent with the City' s General Plan" would have no or only a de minimis effect on the environment because it is an administrative action. The foregoing determination is made by the City of Cupertino Planning Commission in its independent judgment.
PASSED AND ADOPTED at a regular meeting of the Planning Commission of the City of Cupertino this 22nd day of April 2025, by the following vote:
Members of the Planning Commission
AYES: Rao, Kosolcharoen, Scharf, Fung, Lindskog
NOES:
ABSENT:
ABSTAIN:
224
CC 06-03-2025
224 of 1012
Resolution No. 2025- 07
APAShid 2-- San Date
Chair, Planning Commission
ATTEST:
f
r 2 O ZS
Piu Ghosh, Planning Manager Date
225
CC 06-03-2025
225 of 1012
ATTACHMENT I
# Project Title Project Description Council Goal Est budget (Not including staff costs) Project Size Lead Department(s) Estimated Timeline 1 Economic Development for
Retail and Small Businesses
1.1 Streamline permitting process for small businesses
1.2 Retention and recruitment of retail and small businesses: Explore options to support small businesses/startups, fill empty storefronts, and encourage entry of new forms of retail to promote revitalization
• Explore more themed events like restaurant week, and other festivals to bring vitality to Cupertino businesses
• Improve placemaking in the city and the city's revenue stream
1.3 Create a small business council, provide regulatory support.
1.4 Restore the EDC
1.5 Explore a Grants Analyst Position
Quality of Life,
Fiscal Strategy
0.5 FTE will be requested
during proposed budget
1.1: $100,000
1.2: $100,000
1.3: $0
1.4: $0
1.5: $0
100-71-705 750-260
Large Community
Development
Year 1 start
2 Permit Streamlining and
Simplification for Small Home
Upgrades
Develop a suite of improvements to (1) improve access to, and (2) speed the processing of permits for small home upgrades so as to enhance compliance and improve overall efficiency. Improve turnaround times. Set SLA' s for staff and outsourced reviewers, customer service KPI' s, templates to reduce back and forth, internal staff expertise to reduce consulting expenses.
Quality of Life $250,000
100-71-701 750-261
Medium Community
Development
Year 1 start
Year 2 end
3 Financial, Investment, and
Cashflow Policy Review
Review and assess the City’s investment policy and best practices with an analysis of quarterly treasurers report.
Establish a cashflow management policy with the goal to reduce the total percentage in cash from 20% to 2% and to reduce the total percentage in cash and cash-equivalent to at most 10%, on par with other cities.
Fiscal Strategy $25,000
100-40-400 700-702
Small Administrative
Services
Year 1
4 Defensible Impact Fee Nexus
Study for Traffic Impact Fee,
Retail Impact Fee, BMR Impact
Fee, and Parkland Impact Fee
Conduct nexus studies to review a range of impact fees, such as Traffic Impact Fee, Retail Impact Fee, BMR Impact Fee, and Parkland Impact Fee, and other means of offsetting conversion of commercial land uses to residential to ensure the impact fees are defensible against legal challenges.
Fiscal Strategy $1 Million
100-71-705 750-263
265-72-711 750-263
100-80-800 750-263
100-88-844 750-263
Large City Attorney's
Office
Year 2 Start
5 Water Conservation Policies Reduce irrigation while increasing pollinator supporting vegetation (turf conversion). Optimize irrigation systems including CUSD use agreement sites.
Environmental
Sustainability
$250,000
100-84-813 750-264
Medium Public Works Year 1 start
Year 2 end
Final FY 2025-2027 City Work Program
226
CC 06-03-2025
226 of 1012
ATTACHMENT I
6 Enhance Senior Services 6.1 Due to the high cost of senior centers, many seniors have to "age in place", but do still need services typically provided in senior centers, in addition to common home maintenance.
6.2 Utilizing the survey results conducted in 2022 and 2023 to meet the needs of Cupertino seniors
6.3 Consider consultant services similar to Palo Alto or Saratoga Senior Center to enhance services, while reducing cost to the city.
NOTE: Cupertino Age-Friendly could make a presentation on the result of 2023 survey, in collaboration with the city staff.
NOTE: Successful Aging Solutions & Community Consulting (SASCC), who runs the Saratoga Senior Center could provide a free gap analysis and feasibility analysis
Quality of Life $65,000
100-60-601 750-265
Large Parks & Recreation Year 1 start
Year 2 end
7 City Properties: Planning for
Optimal Use
Future planning strategies for Stocklmeir house/garages, Blech House, Blue Pheasant. Goal of judicial use of city-owned properties. Investigate potential purchase of CUSD Finch/Phil property. Include the McClellan Barn and the house at the entrance of Blackberry Farm.
Quality of Life $200,000
100-80-800 750-266
Medium Public Works Year 1 start
Year 2 end
8 5G Ordinance Prepare an ordinance that regulates small cellular facilities in the public right of way.
Quality of Life $0 Small Public Works Year 1
9 Emergency Operations
Readiness
Review fire, earthquake tornado, active shooter, Tsunami, hazardous transport accident policies; and ensure EOC is active and functioning with a permanent position not consultant running the program.
Quality of Life $40,000
100-60-601 750-267
Medium Parks & Recreation Year 1 start
Beyond for
completion.
10 Urban Forest
Program
Create an Urban Forest Master Plan that includes an updated and expanded tree list which will increase the number of trees, enhance the City's tree canopy, and promote landscaping throughout the City.
Environmental
Sustainability
$250,000
($110,000 is already
allocated for the tree list
item under the current
CWP.)
100-86-825 750-235
Medium Public Works Year 1 start
Year 2 end
11 Add notifications for SB 330 and
other projects during the
application and approval process
11.1 Consider a community meeting requirement for any major project application, especially those requiring a general plan amendment, as some other cities have adopted.
11.2 Consider increasing notification radius from 300 feet to 500 feet (or even1000 feet for major projects) for any project application, especially those requiring a general plan amendment.
11.3 Improve notification methods for SB 330 preliminary applications, streamlined projects, not requiring planning/council approval and other projects
Public
Engagement
and
Transparency,
Housing
$10,000
100-71-701 750-268
Small Community
Development/CMO
Year 1 start
227
CC 06-03-2025
227 of 1012
ATTACHMENT I
12 Unhoused Policies Determine best practices for limited budget smaller cities to manage the unhoused. Review RV practices in surrounding cities for impacts and potential adoption. Review transitional housing outcomes in surrounding cities. Policies to include nimble contingency plans.
Quality of Life $100,000
100-72-720 750-269
Large Community
Development
Year 1 start
Year 2 end
13 City Hall Retrofit and City Hall
Annex Renovation including the
EOC
Implement the previously approved 2022 Council plan with EOC migration Quality of Life $0 Small Public Works Year 1 $2,280,000
# Project Title Project Description Council Goal Est budget (Not including staff costs) Project Size Lead Department(s) Estimated Timeline 14 Preserve existing and develop
new BMR/ELI Housing
Ongoing CWP Item
Housing $250,000
(Already Allocated, no new
funding needed)
100-71-702 750-235
N/A CDD Year 1 start
Year 2 end
15 Residential and Mixed Use
Residential Design Standards
Ongoing CWP Item
Housing, Quality
of Life
$240,000
(Already Allocated, no new
funding needed)
100-71-702 750-090
N/A CDD Year 1
16 Speed Limit Lowering (AB 43)
Ongoing CWP Item
Transportation $0 N/A Public Works Year 1
17 Sign Ordinance
Ongoing CWP Item
Quality of Life $200,000
(Already Allocated, no new
funding needed)
100-71-702 750-102
N/A CDD Year 1 Start, Year 2
end
18 Active Transportation Plan
Ongoing CWP Item
Transportation $330,000
(Already Allocated, no new
funding needed)
100-88-844 750-243
N/A Public Works Year 1
Ongoing CWP Items
Explore opportunities to preserve existing expiring BMR housing.
Develop ELI (Extremely Low Income) and BMR housing units for Developmentally Disabled individuals (IDD) on City-owned property as well as the County-owned sites.
Create objective design standards for residential projects, including ensuring adequate buffers from neighborhood low-density residential development Lower speed limits where feasible pursuant to state adopted Assembly Bill 43 Update Sign Ordinance
This item is a consolidation of existing and new transportation efforts aiming to further goals outlined in the City's Vision Zero Initiative, including:
18.1 Review and update the bike plan
18.2 Review and update the pedestrian plan
18.3 Review current Complete Streets Policy and propose adjustments to create a better interface between all modes of transportation Total Funding Needed for New Projects
228
CC 06-03-2025
228 of 1012
ATTACHMENT I
19 Bicycle Facilities
Ongoing CWP Item
Transportation $50,000
(Already Allocated, no new
funding needed)
100-88-844 750-219
N/A Public Works Year 1
1,070,000
3,350,000
Increase the inventory of bicycle facilities and amenities, such as bike racks, citywide.
Total Funding Already Allocated
Total Combined
229
CC 06-03-2025
229 of 1012
Code Enforcement Supervisor
Definition
The Code Enforcement Supervisor plans, organizes, directs, and coordinates the activities of the Code Enforcement Division within the Community Development Department, including enforcing City codes and ordinances related to the use, maintenance, and safety of land and structures, coordinating code enforcement activities with other divisions, departments, and public agencies; and providing guidance and assistance to the Community Development Director and/or Building Official on Code Enforcement matters. The incumbent in this position will manage all day-to-day program activities and will be responsible for the daily supervision of the Code Enforcement Division staff. This working manager will also spend time in the field to successfully implement the City’s Code Enforcement-related objectives.
Class Characteristics
This classification supervises Code Enforcement Officers under general supervision of the Building Official or the Community Development Director. This classification coordinates activities in the receipt, investigation, and enforcement of the municipal code and other California State codes related to zoning, building and fire life safety. This classification also evaluates existing policies and procedures and recommends necessary modifications to ensure the City’s current informational handouts are up to date and consistent with State regulations. This classification is also distinguished from the Senior Code Enforcement Officer classification by the responsibility assumed as a working supervisor in supervising and coordinating assignment and personnel and providing technical guidance to other Code Enforcement staff.
Supervision Received and Exercised
Receives direction from the Community Development Director and/or Building Official. This classification exercises direct supervision over professional and technical Code Enforcement staff.
Typical Job Functions
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
Oversees and participates in the development of the code enforcement work plan; assigns work activities, projects and programs; monitors workflow; reviews and evaluates work products, methods and procedures; prepares progress reports.
Conducts field inspections to determine compliance and manages more complex, controversial and time sensitive enforcement cases.
Receives, records, responds to, and investigates complaints from the public and staff regarding violations of municipal, building, and zoning codes and ordinances such as noise, graffiti abatement, property maintenance, animal nuisance, parking enforcement, sign enforcement, and traffic control; 230
CC 06-03-2025
230 of 1012
Code Enforcement Supervisor
documents violations; researches ownership records, prior complaints, municipal codes and ordinances, and state regulations to establish whether a violation has occurred.
Performs field inspections and investigations of residential, industrial, and/or commercial properties to determine compliance with applicable codes, laws, specifications, and conditions of approval. Perform inspections during special events and/or special target enforcement areas.
Operates and maintains a variety of tools, equipment, and vehicles in the enforcement of State and City codes.
Reviews planning entitlement conditions of approval, conduct annuals reviews, ensures compliance with environmental mitigation measures researches and prepares technical and administrative reports; prepares written correspondence.
Develops and implements code enforcement division goals, objectives, policies, and procedures.
Plans, organizes and oversees code enforcement activities including field investigations, citation issuance, and case closure or resolution for commercial, industrial, and residential properties.
May also be required to assist the Sheriff’s Office with various non-enforcement type of duties including, but not limited to, traffic control, animal complaints, massage parlor inspections, lost and found property, and other duties as requested.
Supervise and report on performances metrics for program activities such as volume, case closure rates, response times, etc.
Supervise appropriate abatement actions and coordinates with the City Attorney’s Office to prepare cases for legal action and court testimony.
Participates in the investigation, preparation, and presentation of cases for legal action, and hearings and court activities related to case prosecution.
Participates in activities related to substandard housing investigation, inspections, citation, and compliance.
Provides information and serve as liaison to representatives from state, federal and other local agencies.
Meets with representatives of the community to explain functions, policies, and operations, and to mediate or resolve conflicts and/or respond to questions.
Attends occasional evening meetings and present to City Council and other boards and commissions as needed, and Administrative Hearings.
Prepares public education outreach informational materials related to code enforcement functions utilizing computer and graphic programs.
Supervises, trains, mentors, and evaluates assigned personnel, and provides training to code enforcement staff to ensure uniform application of policies and procedures, and governing codes, rules, and regulations.
231
CC 06-03-2025
231 of 1012
Code Enforcement Supervisor
Represents the division and department to outside agencies and organizations; participates in outside community and professional groups and committees; provides technical assistance as necessary.
Builds and maintains positive working relationships with colleagues, other City employees and the public using principles of good customer service.
Knowledge of:
Legal procedures involved in the enforcement of building codes and ordinances.
Principles of supervision and training.
English usage, grammar, spelling, vocabulary, and punctuation.
Applicable Federal, State, and local laws, rules, regulations, ordinances, standards, and procedures relevant to code enforcement.
Principles, practices, methods, and techniques of code violation research, investigation, and compliance.
Methods and procedures used in code compliance including citation issuance procedures.
Safe and efficient work practices related to field inspection and enforcement duties.
Practices for documenting inspections, correcting violations, and carrying through on compliance procedures.
Basic requirements of zoning and building related codes, ordinances, and regulations.
Legal descriptions and boundary maps of real property and legal terminology as used in code compliance.
Occupational hazards and standard safety practices necessary in the area of code compliance.
Research and report writing methods, techniques, and procedures.
Principles and procedures of record-keeping and preparation of correspondence and presentations.
Windows, Outlook, Word, Excel, and PowerPoint software applications.
Permitting/Inspection/Code Enforcement software and other job-related computer programs.
Modern office practices, methods, and radio and computer equipment and applications related to the work.
Techniques for effectively representing the City in contacts with governmental agencies, community groups, various business, professional, and regulatory organizations, and with property owners, developers, contractors, and the public.
232
CC 06-03-2025
232 of 1012
Code Enforcement Supervisor
Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and City staff.
Ability to:
Work independently and schedule and coordinate own workload, set priorities, and meet critical time deadlines; on a continuous basis, sit at a desk for short periods of time.
Read, explain, and enforce codes, ordinances, policies and regulations, identify and respond to issues and concerns of the public, City staff, and other stakeholders.
Investigate and document violations, enforce codes and ordinances, determine and implement an appropriate course of action including, but not limited to issuing warnings and/or citations.
Apply, explain, and ensure compliance with applicable Federal, State, and local codes, ordinances, policies and regulations.
Respond to inquiries, complaints, and requests for service in a fair, tactful, and timely manner.
Effectively represent the City in meetings with governmental agencies, community groups, and various businesses, professional, and regulatory organizations and in meetings with individuals.
Prepare and present clear, concise and comprehensive verbal and written reports, correspondences, and other written materials.
Maintain accurate logs, records, and written records of work performed.
Analyze complex situations, problems and data, and use sound judgment in making decisions.
Safely and effectively use and operate tools, equipment, and vehicles required for the work.
Operate modern office equipment and permitting, inspection, code enforcement software applications programs.
Intermittently stand, walk, bend, kneel and squat while conducting inspections, use telephone, and write or use a keyboard to communicate through written means.
Lift or carry weight of 30 pounds or less.
Build and maintain positive working relationships with co-workers, other City employees and the public using principles of quality customer service.
Use English effectively to communicate in person, over the telephone, and in writing.
Use tact, initiative, prudence, and independent judgment within general policy and legal guidelines in politically sensitive situations.
Interpret and train code enforcement staff on Federal, State, and local codes, ordinances, policies and regulations.
233
CC 06-03-2025
233 of 1012
Code Enforcement Supervisor
Education and Experience
Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:
Equivalent to a Bachelor's degree from an accredited college or university with major course work in public administration, planning, public policy, urban studies, land development or a related field; and, Five years of increasingly responsible experience in related municipal code enforcement dealing with the public. Minimum of one year of supervisory or lead responsibility.
Licenses and Certifications
Possession of a valid California Driver’s License and certification through the California Association of Code Enforcement Officers (CACEO). When assigned to positions working directly with the Sheriff’s Office, Livescan and Department of Justice (DOJ) training will be required and provided.
Physical Demands
Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; and to inspect various City sites, including traversing uneven terrain, climbing ladders, stairs, and other temporary or construction access points. Must operate a motor vehicle. Vision to read printed materials and a computer screen, and make inspections. Hearing and speech to communicate in person, before groups, and over the telephone or radio. This is partially an office and partially a field operations classification. Standing for prolonged periods of time and frequent walking between work areas is required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification bend, stoop, kneel, reach, and climb to perform work. Employees must possess the ability to lift, carry, push, and pull materials and objects weighing up to 30 pounds, or heavier weights with the use of proper equipment.
Environmental Elements
Employees work partially in an office environment with moderate noise levels and controlled temperature conditions, and partially in the field and are occasionally exposed to loud noise levels, cold and hot temperatures, inclement weather conditions, road hazards, vibration, and hazardous physical substances and fumes. Employees may interact with upset staff and/or public and private representatives and contractors in interpreting and enforcing departmental policies and procedures.
Working Conditions
May be required to work various shifts during emergencies or special occasions on evenings, weekends, and holidays.
FLSA: Exempt
Est. 11/2024
234
CC 06-03-2025
234 of 1012
Senior Business Systems Analyst
Definition
Under General supervision, performs advanced systems maintenance, operational duties, and modification of application systems. Serving as a key liaison between system users, information technology staff, vendors, and service providers, the role requires a high level of expertise in providing technical and analytical support while delivering comprehensive training to system users. Responsible for complex system administration functions, ensuring security and optimizing the effective operation of diverse automated files, records, and databases. Additionally, this position serves in a key role, managing, leading, planning, executing, and completing information technology services projects both interdepartmental and citywide. initiatives.
Class Characteristics
This is a highly specialized position that combines deep technical expertise with strategic business acumen. The incumbent will possess a comprehensive understanding of business systems architecture, data analysis, and project management. This position is responsible for the conceptual and operational facets of adapting information systems to business needs and effectively communicating those needs to information system professionals. This position performs in-depth review and analysis of various information technology strategies to automate operational processes and resolve organizational issues.
Incumbents take a key leadership role in strategic decision-making processes, with a significant impact on the business’s technological direction. They are expected to provide leadership and guidance to other analysts and work closely with senior management. Additionally, the incumbent guides teams of analysts and collaborates with stakeholders across the organization to ensure alignment with business strategies.
This classification is distinguished from Innovation Technology Manager, as the latter assumes full management responsibility
The Senior Business Systems Analyst differs from the Business Systems Analyst by applying specialized expertise to tackle complex, often undefined assignments involving multiple teams or departments. This role leads or supports concurrent projects across diverse applications and business domains, managing multi-stakeholder work streams in various technical environments.
Supervision Received and Exercised
Works under the general direction of I&T Manager or department head.
Exercised: Provides leadership and guidance to a team of business analysts and technical staff. May directly supervise junior analysts, offering mentorship and professional development support.
Essential Duties
235
CC 06-03-2025
235 of 1012
Management retains the right to add, modify, change, or rescind work assignments and make reasonable accommodations for qualified employees to perform job functions. • Conducts various system user and work groups, identifying complex user needs and addressing operational, programmatic, and/or regulatory changes affecting application requirements and related issues.
• Leads the modification of existing systems or implements new systems, developing, writing, and disseminating procedures that leverage new or modified system applications. Evaluates system modifications in response to operational, program, and/or regulatory changes. • Develops internal procedures used with business systems and team enterprise standards.
Maintains ongoing documentation of the appropriate business solutions for various reporting or data extract needs.
• Responds to requests for assistance related to department and/or program systems and software applications. Determines the severity of problems, resolving them or referring to appropriate personnel or vendors for resolution.
• Directs the work of software vendors to identify and resolve intricate programming and operational problems. Coordinates the scheduling of corrective patches and upgrades between vendors and staff, interacting with vendors, external agencies, auditors, or other staff to obtain requested data or special reports.
• Undertakes advanced software application research, development, conversion, installation, and maintenance projects through the entire project life cycle. This includes conception and initiation, definition and planning, launch and execution, monitoring and controlling, and closeout. • Facilitates and conducts advanced business process redesign or technical design sessions and/or focus groups for the design and implementation of new processes or systems. • Develops consultant requests for proposals and qualifications for professional services. Evaluates proposals and recommends project awards. Develops and reviews contract terms and amendments, ensuring contractor compliance with City and department standards and specifications, as well as time and budget estimates.
• Creates analytical applications and reports based on detailed user specifications. • Provides analytical and technical support/coaching for requests, projects, or initiatives. • Stays abreast of new trends and innovations in technology related to information technology operations. Researches, recommends, and evaluates vendor solutions and technologies.
Implements improvements and collaborates with staff to maintain, revise, or enhance operations and systems.
• Authors and maintains user and technical operating instructions and documentation. Prepares training materials and conducts formal and informal training programs on the use and operation of applications, advising on best practices.
• Provides continuous training and mentoring to lower-level staff in areas of responsibility. • Performs other duties as assigned.
Knowledge of:
• Principles and practices of excellent customer service. 236
CC 06-03-2025
236 of 1012
• Principles and practices of project management, identifying technology needs and issues, researching, and evaluating technology, applications, and the most effective courses of action, and implementing solutions.
• Principles and practices of relational database management and systems integration analysis and programming.
• Advanced principles and practices of information technology applications, systems, and infrastructure analysis, design, and management.
• Principles and practices of programmatic analysis and report preparation. • Principles and practices of vendor relationship management. • Department policies, programs, and practices.
• Complex citywide and interdepartmental information technology services projects. • The organization, operation, and functions of the department as necessary to assume assigned responsibilities and to determine the appropriate point of escalation. • Advanced principles and practices of Business Intelligence (BI), reporting, data warehousing and scripting.
• Applicable federal, state, and local laws, regulatory codes, ordinances, and procedures relevant to the assigned area of responsibility.
Education and Experience
Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:
Possession of a bachelor's degree from an accredited college or university in Computer Science, Information Technology, Science, Business, or a related field and six (6) years of experience with report writing tools and systems, including three (3) years at a level comparable to the City's Business Systems Analyst classification. Alternatively, relevant analytical, administrative, lead, supervisory, or management experience that includes interpreting rules and regulations, gathering data, formulating recommendations, and report writing may substitute for education on a year-for-year basis, combined with eight (8) years of experience with business intelligence tools creating analytical applications, scripts, and reports.
Licenses and Certifications
Possession of a valid California Class C Driver’s License is required at time of hiring and for duration of employment.
Working Conditions
May be required to attend Commission/Committee/Council or community events meetings outside of regular work hours.
Physical Demands
Must possess mobility to work in a standard office setting and use standard office equipment, including a computer. Vision to read printed materials and a computer screen, and hearing and speech to communicate in person and over the telephone. Standing in and walking between work areas is frequently required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification frequently bend, stoop, kneel, and reach to perform assigned duties, as well as push and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects up to 25 pounds with the use of proper equipment. 237
CC 06-03-2025
237 of 1012
Environmental Elements
Employees work in an office environment with moderate levels, controlled temperature conditions, and no direct exposure to hazardous physical substances.
FLSA: Exempt
Est. 5/2025
238
CC 06-03-2025
238 of 1012
Assistant Housing Coordinator
Definition
Under general supervision and reporting to the Director of Community Development or Assistant Director of Community Development, this position assists and supports the Senior Housing Coordinator and performs work in the analysis and assistance of housing and grant programs; participates in the implementation of the City’s Housing Element programs; provides support of the Association of Bay Area Governments (ABAG), Regional Housing Needs Assessment (RHNA), and Plan Bay Area 2050 process; assist and support the City’s Below Market Mate (BMR) Affordable Housing Program; assists with housing strategies, including preservation of the City’s housing portfolio; assist with the City’s homelessness prevention efforts; support, through coordination and provision of direction, the implementation of all activities within assigned projects, and the City’s Housing and Human Services Grants Program and the Community Development Block Grant (CDBG) Program.
This specialized professional position will effectively coordinate with City staff, non-profits, developers, regional agencies, and consultants to achieve high quality housing projects and programs in a timely and efficient manner that is responsive to the public.
Distinguishing Characteristics
This entry-level class is responsible for performing work assigned to the Housing Division and assists and supports the Senior Housing Coordinator. Under general supervision, incumbents learn to apply concepts and work procedures and perform professional housing and planning work.
The Assistance Housing Coordinator coordinates and provides services and activities pertaining to the City’s housing and service programs, including, but not limited to, implementation of tenant protection policies, assistance to low income renters, conducting workshops for persons experiencing homelessness or at-risk of homelessness, public services to assist low-income households, implementation of the below market rate housing program, and housing rehabilitation assistance.
Coordination involves collaborating with consultants administering the housing programs, working with external agencies to provide supportive services, and ensuring communication with the public via social media, workshops, etc.
Essential Duties
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
Plan, develop, and implement housing projects and programs as assigned; work with appropriate departments and staff in assuring that housing development projects meet applicable standards of 239
CC 06-03-2025
239 of 1012
affordable housing funding requirements; determine the scope of the project and develop strategies and policies; and coordinate staff and other resources.
Coordinate project planning and project delivery activities with City departments and other governmental, public, and private agencies; participate in assessment and prioritization of affordable housing projects under consideration; analyze, implement, and monitor goals and objectives to achieve assigned priorities; and perform project evaluations and assessments and report out results.
Assist and prepare contracts, loans, and other agreements for the City with a variety of consultants and housing developers.
Collaborate with developers, investors, business organizations and other community stakeholders to promote affordable housing development in the City; and work with neighborhoods and development groups to identify housing needs and explain projects and programs.
Prepare and administer grants; assemble grant agreements and prepare related files and reports; review quarterly and annual expenditure reports; review reports and process invoices and payments for related expenses; and monitor and collect loan payments.
Monitor and report on status of programs and projects for subrecipients of low-income service and housing funding for eligibility compliance with applicable regulations and guidelines. Assist in generating and reviewing reports regarding proper environmental and labor compliance.
Monitor proposed legislation and regulations applicable to projects and program areas and coordinate compliance; research and analyze recommendations supported by qualitative and quantitative data on policy matters related to housing and the applicability to City needs; assist and support the preparation of technical and complex reports; and prepare graphic presentations.
Support programs led by other division staff as needed.
Make presentations in community and professional meetings; and make presentations on assigned projects and programs to the City Council, Council committees, and/or advisory boards.
Collaborate with administrators of the Below Market Rate program to ensure client eligibility for placement, coordinate resale execution and waitlist procedures.
Work with outside government agencies, educational institutions, business organizations, investors, and other partners/sectors with whom the City partners in implementing Federally funded and privately funded housing.
Attend and participate in professional group meetings; and stay abreast of current trends and innovations in housing.
Assist in implementation and research for services to prevent and address homelessness, to assist the unhoused, and to increase opportunities for shelter.
Perform other related duties as assigned.
240
CC 06-03-2025
240 of 1012
Qualifications
Knowledge of:
Affordable housing financing; principles of budget administration; real estate practices; public review and entitlement process for affordable projects and the roles of City departments and outside agencies; principles and practices of project management and evaluation and policy/program development, implementation, and evaluation; effective public participation strategies; loan documents and the legal implications related to affordable housing and funding sources; presentation methods and tools; contract administration; applicable Federal, State, and local laws, ordinances, and regulations affecting assigned area of responsibility; rent stabilization and/or tenant-landlord programs, including policies related to and administration/implementation of such programs; techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and City staff; the structure and content of the English language, including the meaning and spelling of words, rules of composition, and grammar; and modern equipment and communication tools used for business functions and program, project, and task coordination, including computers and software programs relevant to work performed.
Ability to:
support efforts to evaluate and develop improvements in operations, procedures, policies, or methods;, organize and coordinate the various components of projects; direct and maintain multiple projects and programs simultaneously; understand, interpret, and apply all pertinent laws, codes, regulations, policies and procedures, and standards relevant to work performed; provide project-related support to a variety of technical/professional staff; analyze and compile technical and statistical information; make concise and informative presentations; organize and run meetings that result in useful public participation; coordinate and collaborate with consultants; identify existing or potential problems and apply effective solutions; organize, track, and implement the project entitlement process with attention to detail; prepare, review, and analyze loan documents and other legal contracts; independently organize work, set priorities, meet critical deadlines, and follow up on assignments; effectively use computer systems, software applications, and modern business equipment to perform a variety of work tasks; communicate clearly and concisely, both orally and in writing, using appropriate English grammar and syntax; use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal guidelines; and establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.
Education and Experience
Any combination of experience and training that would provide the required knowledge and abilities is qualifying. A typical way to obtain the required qualifications would be:
Equivalent to graduation from an accredited four-year college or university with major coursework in urban planning, public policy, public or business administration, finance, community development or a related field and one (1) year of professional experience in Community Development Block Grant (CDBG) Program or HOME Investment Partnerships Program, affordable housing project management, housing public policy/administration, urban planning, rent stabilization or tenant-landlord programs. 241
CC 06-03-2025
241 of 1012
Licenses and Certifications
Possession of, or ability to obtain, a valid California Driver’s License by time of appointment.
FLSA: Non-Exempt
Est. 5/2025
242
CC 06-03-2025
242 of 1012
1 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 1
PROGRAM PURPOSE AND DEFINITIONS FOR ELIGIBILITY
It is City of Cupertino policy that those certain persons holding positions hereinafter defined and designated either as management or confidential positions shall be eligible for participation under the Unrepresented Employees Compensation Program as hereby adopted by action of the City Council and as same may be amended or as otherwise modified from time to time.
It is the stated purpose of this Compensation Program to give recognition to and to differentiate those eligible employees from represented employees who achieve economic gain and other conditions of employment through negotiation. It is the intent that through this policy and those which are adopted or as may be modified or rescinded from time to time such recognition may be given.
Eligibility for inclusion with this Compensation program is limited to persons holding positions as management or confidential employees as defined under section 2.52.290 of the Cupertino Municipal Code. These are as designated by the Appointing Authority and may be modified as circumstances warrant.
Although subject to change in accordance with provision of the Personnel Code, the positions in the following classifications have been designated as unrepresented.
MANAGEMENT AND CONFIDENTIAL CLASSIFICATIONS:
Classification Title
Accountant I
Accountant II
Accounting Technician
Administrative Assistant
Assistant City Attorney
Assistant City Manager
Assistant Director of Administrative Services
Assistant Director of Community Development
Assistant Director of Public Works
Assistant Director of Parks and Recreation
Assistant to the City Manager
Budget Manager
Building Official
Business Systems Analyst/Program Manager
Capital Improvement Program Manager
Chief Technology Officer/Director of Information Services (Department Head) City Clerk
243
CC 06-03-2025
243 of 1012
2 City Engineer
Community Relations Coordinator
Deputy Building Official
Deputy City Attorney
Deputy City Clerk
Deputy City Manager
Director of Administrative Services (Department Head)
Director of Community Development (Department Head)
Director of Parks and Recreation (Department Head)
Director of Public Works
Economic Development Manager
Emergency Services Coordinator
Environmental Programs Manager
Executive Assistant to the City Attorney
Executive Assistan
t to the City Manager
Finance Manager
GIS Coordinator
GIS Program Manager
Human Resources AnalystI
Human Resources Analyst II
Human Resources Assistant
Human Resources Manager
Human Resources Technician
Information Technology Assistant
Innovation and Technology Manager– Applications
Innovation and Technology Manager ‐ Infrastructure
Legal Services Manager
Managemen
t Analyst
Network Specialist
Park Restoration and Improvement Manager
Permit Center Manager
Planning Manager
Public Information Officer
Public Affairs Manager
Public Works Projects Manager
Public Works Supervisor
Purchasing Manager
Recreation Manager
Recreation Supervisor
Senior Accountant
Senior Assistant City Attorney
Senior Business Systems Analyst
Senior Civil Engineer
Senior Management Analyst
Senior Public Works Project Manager
244
CC 06-03-2025
244 of 1012
3 Service Center Superintendent
Special Project Executive
Code Enforcement Supervisor
Transportation Manager
Web Specialist
In the event of any inconsistency between the Compensation Program and any Employment Contracts, the provisions of the Employment Contract and any amendments thereto control.
Adopted by Action of the
City Council, April 1, 1974
Revised 10/74, 3/78, 6/81, 6/82, 7/85, 7/87, 1/89, 7/90, 4/91, 5/91, 7/92, 6/95, 6/96, 7/99, 6/02, 7/04, 6/05, 04/07, 7/10, 10/12, 12/12, 7/13,11/13,12/13,3/14, 7/14, 11/15, 6/16, 10/16, 11/16, 6/17, 10/17, 7/19, 6/22, 8/22, 3/23, 11/23, 6/25 245
CC 06-03-2025
245 of 1012
4 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 2
SALARY SCHEDULE
AND OTHER SALARY RATES
It is City of Cupertino policy that eligible persons under this Compensation Program shall be compensated for services rendered to and on behalf of the City on the basis of equity of pay for duties and responsibilities assigned, meritorious service and comparability with similar work in other public and private employment in the same labor market; all of which is contingent upon the City’s ability to pay consistent with its fiscal policies.
Retroactive to the first full pay period after July 1, 2023, a 3.5% salary increase will be added to the salary range of each classification in this unit. There shall be no further salary increase for FY24/25.
See Attachment A for a list of paygrades.
Adopted by Action
of the City Council
April 1, 1974
Revised 8/78, 7/79, 6/80, 7/92, 6/95, 10/12, 7/13, 10/16, 7/19, 8/22, 11/23 246
CC 06-03-2025
246 of 1012
5 City of Cupertino
UNREPRESENTED EMPLOYEES’COMPENSATION PROGRAM
Policy No. 3
TRAINING AND CONFERENCES
I. POLICY
A. Management Personnel
It is City of Cupertino policy that eligible persons under this Compensation Program shall be reimbursed or receive advances in accordance with the schedules, terms and conditions as set forth herein for attendance at conferences, meetings and training sessions as defined below for each. It is the intent of this policy to encourage the continuing education and awareness of said persons in the technical improvements and innovations in their fields of endeavor as they apply to the City or to implement a City approved strategy for attracting and retaining businesses in the City. One means of implementing this encouragement is through a formal reimbursement and advance schedule for authorized attendance at such conferences, meetings and training sessions.
B. Non‐Management Personnel
When authorized by their supervisor, a non‐management person may attend a conference, meeting or training session subject to the stated terms and conditions included herein for each with payment toward or reimbursement of certain expenses incurred as defined below for each.
II DEFINITIONS
A. Conferences
A conference is an annual meeting of a work related organization the membership of which may be held in the name of the City or the individual.
B. Local Area
The local area is defined to be within Santa Clara and San Mateo Counties and within a 40‐ mile distance from Cupertino when traveling to Alameda County.
C. Meetings
A “meeting” shall mean a convention, conference, seminar, workshop, meal, or like assembly having to do with municipal government operations. An employee serving on a panel for interviews of job applicants shall not come under this definition. 247
CC 06-03-2025
247 of 1012
6 D. Training Session
A training session is any type of seminar or workshop the attendance at which is for the purpose of obtaining information of a work related nature to benefit the City’s operations or to enhance the attendee’s capabilities in the discharge of assigned duties and responsibilities.
III REIMBURSEMENT AND ADVANCE PAYMENT SCHEDULE
A. Intent
This schedule is written with the intent that the employee will make every effort to find the lowest possible cost to the City for traveling on City business. For example, if paying for parking at the airport is less expensive that paying for a taxi or airport shuttle, then the employee should drive their car and park at the airport; or if renting a car is lower than taking taxis at the out‐of‐town location, then a car should be rented; or air reservations should be booked in advance to obtain discounted fares. The following procedures apply whether the expense is being paid through a reimbursement or a direct advance.
B. Registration
Registration fees for authorized attendance at a meeting or training session will be paid by the City.
C. Transportation
The City will pay transportation costs on the basis of the lowest cost intent stated in paragraph A. Eligible transportation costs include airfare (with coach fare being the maximum), van or taxi service to and from the attendee’s home and airport, destination or airport parking charges, taxi and shuttle services at the out‐of‐town location, trains, tolls, or rental cars. Use of a personal automobile for City business shall be reimbursed or advanced at the rate per mile in effect for such use, except in no case shall it exceed air coach fare if the vehicle is being used for getting to the destination. Government or group rates offered by a provider of transportation must be used when available.
Reimbursement or advances for use of a personal automobile on City business within a local area will not be made so as to supplement that already being paid to those persons receiving a monthly mileage allowance.
D. Lodging
Hotel or lodging expenses of the employee resulting from the authorized event or activity defined in this policy will be reimbursed or advanced if the lodging and event occurs outside of the local area. Not covered will be lodging expenses related to person(s) who are accompanying the City member, but who themselves are not on City business. In this 248
CC 06-03-2025
248 of 1012
7 instance, for example, the difference between single and multiple occupancy rates for a room will not be reimbursed.
Where the lodging is in connection with a conference or other organized educational activity, City‐paid lodging costs shall not exceed the maximum group rate published by the conference or activity sponsor, providing that lodging at the group rate is available at the time of booking.
If the group rate at the conference hotel is not available, then the non‐conference lodging policy described in the next paragraph should be followed to find another comparable hotel.
Where lodging is necessary for an activity that is notrelated to a conference or other organized educational activity, reimbursement or advances shall be limited to the actual cost of the room at a group or government rate. In the event that a group or government rate is not available, lodging rates that do not exceed the median price for lodging for that area and time period listed on travel websites like www.hotels.com, www.expedia.com or an equivalent service shall be eligible for reimbursement or advancement.
E. Meals
1. With No Conference
Payments toward or reimbursement of meals related to authorized activities or events shall be at the Internal Revenue Service per diem rate for meals and incidental expenses for a given location, as stated by IRS publications 463 and 1542 and by the U.S. General Services Administration. The per diem shall be split among meals as reasonably desired and reduced accordingly for less than full travel days. If per diem is claimed, no receipts are necessary. Alternatively, the actual cost of a meal can be claimed, within a standard of reasonableness, but receipts must be kept and submitted for the expense incurred.
2. As Part of a Conference
When City personnel are attending a conference or other organized educational activity, they shall be reimbursed or advanced for meals not provided by the activity, on a per diem or actual cost basis. The per diem and actual cost rate shall follow the rules described in the meals with no conference paragraph.
F. Other Expenses
Payments toward or reimbursement of expenses at such functions shall be limited to the actual costs consistent with the application of reasonable standards.
Other reasonable expenses related to business purposes shall be paid consistent with this policy.
No payments shall be made unless, where available, receipts are kept and submitted for all expenses incurred. When receipts are not available, qualifying expenditures shall be reimbursed upon signing of an affidavit of expenditure. 249
CC 06-03-2025
249 of 1012
8 No payment shall be made for any expenses incurred which are of a personal nature or not within a standard of reasonableness for the situation as may be defined by the Finance Department.
G. Non‐Reimbursable Expenses
The City will not reimburse or advance payment toward expenses including, but not limited to:
1. The personal portion of any trip;
2. Political or charitable contributions or events;
3. Family expenses, including those of a partner when accompanying the employee on City‐ related business, as well as child or pet‐related expenses;
4. Entertainment expenses, including theatre, shows, movies, sporting events, golf, spa treatments, etc.
5. Gifts of any kind for any purpose;
6. Service club meals; of those besides economic development staff;
7. Alcoholic beverages;
8. Non‐mileage personal automobile expenses including repairs, insurance, gasoline, traffic citations; and
9. Personal losses incurred while on City business.
IV ATTENDANCE AUTHORIZATION
A. Budgetary Limitations
Notwithstanding any attendance authorization contained herein, reimbursement or advances for expenses relative to conferences, meeting or training sessions shall not exceed the budgetary limitations.
B. Conference Attendance
Attendance at conferences or seminars by employees must be approved by their supervisor.
C. Meetings
Any employee, management or non‐management, may attend a meeting when authorized by their supervisor.
D. Training Sessions
250
CC 06-03-2025
250 of 1012
9 Any employee, management or non‐management, may attend a training session when authorized by their supervisor.
V. FUNDING
A. Appropriation Policy
It shall be the policy of the City to appropriate funds subject to availability of resources.
B. Training Sessions
Payments toward or reimbursement of expenses incurred in attendance at training sessions, will be appropriated annually through the budget process.
VI. DIRECT CASH ADVANCE POLICY
From time to time, it may be necessary for a City employee to request a direct cash advance to cover anticipated expenses while traveling or doing business on the City’s behalf. Such request for an advance should be submitted to their supervisor no less than seven days prior to the need for the advance with the following information: 1) Purpose of the expenditure; 2) The anticipated amount of the expenditure (for example, hotel rates, meal costs, and transportation expenses); and 3) The dates of the expenditure. An accounting of expenses and return of any unused advance must be reported to the City within 30 calendar days of the employee’s return on the expense report described in Section VII.
VII. EXPENSE REPORT REQUIREMENTS
All expense reimbursement requests or final accounting of advances received must be approved by their supervisor, on forms determined by the Finance Department, within 30 calendar days of an expense incurred, and accompanied by a business purpose for all expenditures and a receipt for each non‐ per diem item.
Revised 7/83, 7/85, 7/87, 7/88, 7/91, 7/92, 12/07,7/10
251
CC 06-03-2025
251 of 1012
10 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 4
AUTOMOBILE ALLOWANCES AND
MILEAGE REIMBURSEMENTS
It is City of Cupertino policy that eligible persons under this Compensation Program shall be compensated fairly for the use of personal automotive vehicles on City business. In many instances the use of personal vehicles is a condition of employment due to the absence of sufficient City owned vehicles for general transportation purposes. It is not intended, however, that such a condition of employment should work an undue hardship. For this reason, the following policies shall apply for mileage reimbursements.
Those persons who occasionally are required to use their personal automobiles for City business shall be reimbursed for such use at an appropriate rate established by the City Council.
Submission of reimbursement requests must be approved by the Department Head.
Employees in the following classifications shall be paid on a monthly basis the following automobile allowance:
Classification Allowance
Director of Administrative Services 300.00 Director of Community Development 300.00 Assistant City Manager 300.00
Director of Parks and Recreation 300.00 Director of Public Works 300.00 Chief Technology Officer/ 300.00
Director of Information Services
Special Project Executive 300.00
City Clerk 250.00
Senior Civil Engineer 250.00 Assistant Director of Public Works 250.00
City Engineer 250.00 Transportation Manager 250.00
Assistant Director of Administrative Services 200.00 Assistant Director of Community Development 200.00
Assistant Director of Parks and Recreation 200.00
Public Affairs Manager 200.00 Deputy City Manager 200.00
Recreation Supervisor 200.00 Recreation Manager 200.00
252
CC 06-03-2025
252 of 1012
11 Employees receiving automobile allowance shall be eligible for reimbursement for travel that exceeds two hundred miles round trip.
Adopted by Action of the City Council
April 1, 1974
Revised 7/74, 5/79, 6/80, 7/81, 8/84, 7/87, 1/89, 7/90,7/92, 6/96, 8/99, 6/00, 9/01, 1/02, 6/02, 10/07, 7/10, 7/11, 10/12, 12/12, 7/13, 11/15, 10/16, 11/16, 6/17, 7/19, 8/22, 3/23, 6/25 253
CC 06-03-2025
253 of 1012
12 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 5
ASSOCIATION MEMBERSHIPS AND
PROFESSIONAL PUBLICATIONS
It is City of Cupertino policy that eligible persons under this Compensation Program shall be entitled to City sponsored association memberships as well as receiving subscriptions to professional and technical publications. Such sponsorship, however, shall be conditioned upon the several factors as set forth below.
Each association for which membership is claimed must be directly related to the field of endeavor of the person to be benefited. Each claim for City sponsored membership shall be submitted by or through the Department Head with their concurrence to the City Manager for approval.
Subscriptions to or purchase of professional and technical publications may be provided at City expense when such have been authorized by the Department Head providing the subject matter and material generally contained therein are related to municipal governmental operations.
Adopted by Action of
the City Council
April 1, 1974
Revised
7/92
254
CC 06-03-2025
254 of 1012
13 255
CC 06-03-2025
255 of 1012
14 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 6
OVERTIME WORKED
EXEMPT POSITIONS:
Management and non‐represented professional employees are ineligible for overtime payments for time worked in excess of what otherwise would be considered as a normal work day or work week for other employees. However, no deduction from leave balances are made when such an employee is absent for less than a regular work day as long as the employee has his/her supervisor’s approval. Nothing in this policy precludes the alternative work schedule, which may include an absence of a full eight hour day, when forty hours have been worked in the same seven day work period.
NON‐EXEMPT POSITIONS:
Confidential employees are eligible for overtime or compensation time, at their discretion, for the time worked in excess of 40 hours per week. Nothing in this policy precludes the alternative work schedule, which may include an absence of a full eight hour day, where forty hours have been worked in the same seven day period.
COMPENSATORY TIME OFF
At the employee’s discretion, compensatory time (CTO) may be granted for overtime worked at the rate of time and one‐half for each hour worked in lieu of compensation in cash.
Employees, who have previously earned CTO, shall be allowed to schedule CTO at the employee’s discretion provided (1) that prior supervisory approval has been obtained and (2) the request is made in writing.
CTO may be accrued for up to 80 hours per calendar year. Any CTO earned exceeding 80 hours will be paid at the rate of time and one‐half. An employee may carry over the unused balance into the next calendar year. Any unused carryover balance will be automatically paid out at the end of the calendar year.
An employee may exercise his/her option twice each calendar year to convert any/or all accumulated compensatory time to cash.
256
CC 06-03-2025
256 of 1012
15 STANDBY COMPENSATION
Employees in the classification of Information and Technology Assistant who are required to be available during their off‐shift hours for possible recall for emergency service shall be compensated $300.00 per 128 hours. Minimum staffing and skill qualifications for standby assignment shall be determined by the City.
Adopted by Action of
the City Council
April 1, 1974
Revised
6/80, 7/91, 7/92, 6/96, 7/97, 4/07, 7/13, 10/16, 8/22
257
CC 06-03-2025
257 of 1012
16 City of Cupertino
UNREPRESENTED EMPLOYEES’COMPENSATION PROGRAM
Policy No. 7
HEALTH BENEFITS PLAN ‐ EMPLOYER CONTRIBUTION
It is the policy of the City of Cupertino to provide group hospital and medical insurance under which employees in Management and Confidential positions and their dependents may be covered. The purpose of this program is to promote and preserve the health of employees and their families through comprehensive health plans available only through employer sponsorship.
Although the premium cost for the insurance provided remains the ultimate responsibility of the employee in these positions, the City shall contribute the amounts listed below towards the premium or pay the full cost of the premium if less than the stated amounts.
If the premium amounts for any employee covered by this policy are less than the amounts listed below per month, the difference between the premium amount and the stated amounts will be included in the employee’s gross pay.
Effective January 1, 2024, for each participating employee, the City shall contribute the maximum toward premium cost per month for health and dental during the term of this agreement as follows:
January 1, 2024 City Max
Health
Contribution
City Max
Dental
Contribution
City Total Max Contribution
Employee $1,021.41 $126.78 $1,148.19
Employee + 1 $2,042.82 $126.78 $2,169.6
Employee + 2 $2,655.67 $126.78 $2,782.45
Required contribution amounts exceeding the premium contribution of the City are the responsibility of the employee.
With regards to any change in the monthly medical plan premium charged by CalPERS in the plan year 2025 compared to the plan year 2024, the City’s maximum contributions shall be capped at no more than 6%. Any required contribution amounts exceeding the premium contribution of the City are the responsibility of the employee.
Health In‐Lieu Payments
City agrees to pay a monthly amount of three hundred seventy‐five ($375.00) per month to the employee who can demonstrate that they have equivalent health coverage through their 258
CC 06-03-2025
258 of 1012
17 spouse, parent, or other group coverage and who request this cash payment in lieu of health insurance coverage.
*Dental Coverage: Effective the first month after Council adoption of MOU, dental coverage is capped at $2,500.00 per dependent per annual plan year for the term of this contract.
Adopted by Action of the City Council
September 16, 1974
Revised
7/75, 7/76, 7/77, 8/78, 7/79, 6/80, 6/81, 7/81, 6/82, 7/83, 7/84, 7/88, 7/89, 7/90, 7/91, 7/92, 6/95, 7/97, 7/99, 6/00, 6/02, 7/04, 6/05, 4/07,12/12, 7/13, 10/16, 7/19, 12/19, 8/22 259
CC 06-03-2025
259 of 1012
18 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 8
FIXED HOLIDAYS
It is the policy of the City of Cupertino to recognize days of historical and national significance as holidays of the City without loss of pay or benefits. Recognizing the desirable times throughout the year, it is the policy of the City of Cupertino to provide days off in lieu of holidays for management and confidential employees at such times as are convenient for each employee and supervisor, when such policy is compatible with the workload and schedule of the City.
The City provides the following fixed paid holidays for eligible employees covered by this agreement:
1. New Year’s Day
2. Martin Luther King Day
3. Lunar New Year
4. Presidents’ Day
5. Cesar Chavez Day
6. Memorial Day
7. Juneteenth
8. Independence Day
9. Labor Day
10. Veteran’s Day
11. Thanksgiving Day
12. Day Following Thanksgiving
13. Christmas Eve
14. Christmas Day
15. New Year’s Eve
For Calendar Year 2023, Unrepresented and Appointed employees will receive one (1) floating holiday in lieu of Lunar New Year holiday. Said floating holiday is “use it or lose it” and must be used by December 31, 2023. If said floating holiday is not used by the last full pay period in December 2023, it shall be automatically cashed out in the first full pay period in January 2024.
When a holiday falls on a Sunday, the following Monday shall be observed as the non‐work day.
When a holiday falls on a Saturday, the previous Friday shall be observed as the non‐work day.
FLOATING HOLIDAY
In addition to the paid holidays, employees occupying these positions shall be provided 20 floating hours per calendar year as non‐work time with full pay and benefits. Employees may accumulate floating holiday hours up to two times their annual accrual. 260
CC 06-03-2025
260 of 1012
19 Adopted by Action of
the City Council
July 7, 1975
Revised 6/80, 6/89, 7/92, 7/99, 7/13, 8/22, 11/23
261
CC 06-03-2025
261 of 1012
20 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 9
LIFE, LONG TERM DISABILITY INSURANCE, AND SHORT TERM DISABILITY
INSURANCE
It is the policy of the City of Cupertino to make available group insurance for Management and Confidential employees that will mitigate the personal and family financial hardships resulting from continuing disability that prevents an employee from performing gainfully in his or her occupation. It is further the policy of the City of Cupertino to provide life insurance benefits in an amount of two and one half times the employee’s annual salary to a maximum of $250,000.00.
Employees occupying unrepresented positions may enroll in the disability income program and the life insurance program offered if eligible under the contract provisions of the policy and the personnel rules of the City. The full cost of premiums for these programs shall be paid by the City for such employees.
Adopted by Action of
the City Council
September 16, 1976
Revised 7/76, 6/80, 6/81, 6/82, 6/92, 10/16
262
CC 06-03-2025
262 of 1012
21 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 10
DEFERRED COMPENSATION
It is the policy of the City of Cupertino to provide equitable current compensation and reasonable retirement security for management and confidential employees for services performed for the City. The City participates in the California Public Employees’ Retirement System (PERS) and deferred compensation plans have been established. Both the employee and employer may make contributions from current earnings to these plans. The purpose of this policy is to promote means by which compensation may be provided in such manner and form to best meet the requirements of the City and the needs of individual employees, thereby increasing the ability, to attract and retain competent management and confidential employees.
The City shall maintain and administer means by which employees in these positions may defer portions of their current earnings for future utilization. Usage of such plans shall be subject to such agreements, rules and procedures as are necessary to properly administer each plan.
Employee contributions to such plans may be made in such amounts as felt proper and necessary to the employee. Employer contributions shall be as determined by the City Council.
Adopted by Action of
the City Council
July 7, 1975
Revised 6/80, 7/87, 7/92, 7/99
263
CC 06-03-2025
263 of 1012
22 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 11
PUBLIC EMPLOYEES’ RETIREMENT SYSTEM CONTRIBUTION
A. Employees hired on or before December 29, 2012 Only:
For employees hired on or before December 29, 2012, the City has contracted with CalPERS for a 2.7% @55 formula.
Effective in the first full pay period in July 2017, each employee shall pay the full 8.0% of applicable salary of the employee’s contribution towards CalPERS.
B. For Employees hired by the City of Cupertino on December 30, 2012 or December 31, 2012 or a current CalPERS employee who qualifies as a classic member under CalPERS Regulations Only:
For Employees hired by the City of Cupertino on December 30, 2012 or December 31, 2012 or a current CalPERS employee who qualifies as a classic member under CalPERS Regulations only the City has contracted with CalPERS for a 2.0% @ 60 retirement formula, three year average compensation.
Effective October 1, 2016, the City shall not pay the employee’s contribution rate to the California Public Employees Retirement System (CalPERS) and each employee shall pay the full 7% of applicable salary of the employee’s contribution towards CalPERS.
C. For new employees hired by the City of Cupertino on or after January 1, 2013 and do not qualify as Classic members Only:
For new employees hired by the City of Cupertino on or after January 1, 2013 and do not qualify as classic members as defined by CalPERS, CalPERS has by statute implemented a 2% @ 62 formula, three year average and employees in this category shall pay 50% of the normal cost rate as determined by CalPERS.
Adopted by Action of
the City Council
June, 1981
Revised 6/87, 6/89, 7/90, 7/91, 7/92, 6/03, 7/04, 4/07, 7/10, 10/12, 12/12, 7/13, 10/16, 7/19 264
CC 06-03-2025
264 of 1012
23 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 12
DENTAL INSURANCE ‐ EMPLOYER CONTRIBUTION
It is the policy of the City of Cupertino to provide dental insurance under which employees in Management and Confidential positions and their dependents may be covered. The purpose of this program is to promote and preserve the health of employees.
The premium cost for the insurance provided by the City shall not exceed $126.78* per month per employee. Enrollment in the plan or plans made available pursuant to this policy shall be in accordance with Personnel Rules of the City and the provisions of the contract for such insurance between the City and carrier or carriers.
*Dental Coverage: Effective the first month after Council adoption of agreement, dental coverage is capped at $2,500.00 per dependent per annual plan year for the term of this contract.
Adopted by Action of
City Council
July 1, 1983
Revised 7/87, 7/88, 7/89, 7/90, 7/91, 7/92, 6/95, 7/99, 4/07, 10/12, 10/16, 7/19 265
CC 06-03-2025
265 of 1012
24 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 13
ADMINISTRATIVE LEAVE
The department heads and executive level staff shall receive eighty (80) hours of administrative leave with pay per year. Unrepresented employees exempt from the provisions of the Fair Labor Standards Act shall receive forty (40) hours of administrative leave with pay per year.
Employees may accumulate administrative leave hours up to two times their annual accrual.
Employees shall be eligible to convert up to 80 hours of administrative leave to pay one time each calendar year.
Adopted by Action of
the City Council
July, 1988
Revised
7/92, 7/97, 7/99, 7/10, 12/12, 10/16, 8/22, 3/23
266
CC 06-03-2025
266 of 1012
25 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 14
EMPLOYEE ASSISTANCE PROGRAM
It is the policy of the City of Cupertino to provide an Employee Assistance Program for the benefit of Management and Confidential employees and their eligible dependents. The purpose of this program is to provide professional assistance and counseling concerning financial, legal, pre‐retirement, and other matters of a personal nature.
Adopted by Action of the City Council
June 17, 1996
267
CC 06-03-2025
267 of 1012
26 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 15
VACATION ACCUMULATION
The department heads and executive level staff shall earn vacation hours under the same vacation accumulation schedule as all other employees. Credit shall be provided for previous public sector service time on a year‐for‐year basis as to annual vacation accumulation. Credit shall only be given for completed years of service. Public service credit shall not apply to any other supplemental benefit. Employee(s) affected by this policy will have the responsibility of providing certification as to previous public sector service.
Benefited full‐time employees accrue vacation in accordance with the following schedule.
Benefited employees who work less than a full‐time work schedule accrue vacation in accordance with the following schedule on a pro‐rated basis.
Service Time Annual Accruals Maximum Accrual
0 ‐ 3 Years 80 Hours 160 Hours
4 ‐ 9 Years 120 Hours 240 Hours
10 – 14 Years 160 Hours 272 Hours
15 – 19 Years 176 Hours 320 Hours
20 + Years 192 Hours 352 Hours
An employee may accrue no more vacation credit than what is listed above.
VACATION CREDITS
The hiring manager, with the approval of the department head and the City Manager, may offer a vacation bank of up to 120 hours of vacation to a prospective candidate in the Unrepresented group. These hours do not vest for payoff purposes if the employee leaves service.
Adopted by Action of the City Council
July 7, 1997
Revised 6/99, 7/10, 12/12, 7/13, 10/16, 3/23
268
CC 06-03-2025
268 of 1012
27 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 16
HOUSING ASSISTANCE PROGRAM
Housing assistance may be offered to the department heads pursuant to Resolution No. 15‐092.
Adopted by Action of the City Council
July 7, 1997
Revised 7/99, 7/10, 8/12, 10/15
269
CC 06-03-2025
269 of 1012
28 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 17
VISION INSURANCE – EMPLOYER CONTRIBUTION
It is the policy of the City of Cupertino to provide vision insurance under which employees and their dependents may be covered. The purpose of this program is to promote and preserve the health of employees.
The premium cost for the insurance provided by the City shall not exceed $14.94 per month per employee. Enrollment in the plan or plans made available pursuant to this policy shall be in accordance with the provisions of the contract between the City and carrier or carriers providing vision insurance coverage,
Adopted by Action of the City Council
July 1997
Revised 7/99, 6/02, 6/03, 7/10, 10/12
270
CC 06-03-2025
270 of 1012
29 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 18
WORK OUT OF CLASSIFICATION/WORK IN DUAL CLASSIFICATION
Work Out of Classification – Temporary assignment, approved in advance by the department head, to a classification in a higher pay grade shall be compensated at the Step 1 rate of the higher classification or at a rate five (5) percent greater than that of the regular position, whichever is greater, for the number of hours assigned. In order to qualify for out‐of‐classification pay, an employee shall work a minimum of four (4) hours per day in the temporary assignment.
An employee may be assigned to work out of class in a higher classification when there is a vacant position for which a recruitment is being, or will be, conducted. Out of class assignments may not exceed 960 hours in a fiscal year. Compensation for work performed in an out‐of‐class capacity is included for purposes of calculating CalPERS compensation, however, this is at the discretion of CalPERS and future changes to CalPERS regulations would supersede the language of this section.
An employee may receive acting pay for working in a higher classification where a vacancy does not exist, in the case of an incumbent being on vacation or leave of absence, or due to the employee being asked to perform higher level work on any other temporary basis. Acting pay is not included for purposes of calculating CalPERS compensation.
The higher rate of pay shall be used in computing overtime when authorized overtime is worked in a non‐exempt, out of class or acting work assignment. When a non‐exempt employee is working out of class or acting in an exempt position for 20 hours or more in a work week, the employee will be ineligible to receive overtime pay for any and all hours worked in the exempt classification during that work week.
All requests for out of class pay or acting pay must be approved by the Director of Administrative Services or his/her designee.
Adopted by Action of the City Council
October 2016
Revised 7/19
271
CC 06-03-2025
271 of 1012
30 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 19
EDUCATION REIMBURSEMENT PROGRAM
It is the intent of the City to recognize the value of continuing education and professional development of its employees; and to adopt an Education Reimbursement Program which will encourage employees to avail themselves of City job related educational opportunities that will advance their knowledge and interests in the direction of their career path. Courses should either: a) maintain or improve job skills in the employee’s current position; b) be expressly required by the City or by law; or c) prepare the employee to become a competitive applicant for a different position with the City.
The Education Reimbursement Program is a benefit to all full time benefited employees who have completed the required probationary period and provides education reimbursement of up to two thousand dollars($2,000) per calendar year for the cost of registration, required textbooks and/or materials and parking. Employees who wish to seek reimbursement from the City for educational program costs shall provide a written request for reimbursement in advance of enrollment to the Human Resources Division. The form provided shall include the type of training, sponsoring organization or institution, meeting times and costs. Human Resources and the employee’s department head will make the determination if the chosen education program is eligible for reimbursement.
No employee shall receive any reimbursement until they have provided satisfactory proof of successful completion of the coursework with a grade of “C” or above, or “Pass” in the case of a Pass/Fail course. Such proof of completion shall be provided within 30 days of the conclusion of the course.
Education reimbursement is a taxable benefit under IRS Code. Education reimbursement will be applied to the calendar year in which the course is passed and satisfactory proof of completion is submitted.
Mandatory or annual coursework, attendance at conferences and training required to maintain job specific certifications or proficiencies are not included in the Education Reimbursement Program.
Adopted by Action of the City Council
July 2019
272
CC 06-03-2025
272 of 1012
31 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 20
CITY SPONSORED RECREATION AND WELLNESS PROGRAMS
Unrepresented employees shall have the privilege of enrollment in City sponsored recreation programs at the City residents’ fee structure and in preference to non‐residents wishing to enroll. Each calendar year, employees and family members on the employee’s dental plan are eligible to be reimbursed up to $500 per employee in Rec Bucks. Employees shall be reimbursed for approved recreation services in accordance with the City’s Recreation Buck Policies.
Programs allowing for preregistration will be reimbursed after completion of the program, including those allowing for or requiring preregistration in the calendar year prior to reimbursement. Reimbursements shall be applied to the year in which they are received.
Benefited employees will also receive a free employee‐only annual Cupertino Sports Center membership. Part‐time benefited employees will have the annual amount of Recreation Bucks prorated based on number of hours worked. Recreation Bucks are a taxable benefit under IRS Code, and must be used by the employee within the calendar year and are non‐transferrable.
City employees are eligible to participate in the City’s wellness program as provided for in the City’s Administrative Rules and Regulations.
Adopted by Action of the City Council
July 2019
273
CC 06-03-2025
273 of 1012
32 Listing of Unrepresented Classifications by
Salary Rate or Pay Grades
Effective July 1, 2013 (Res. No. 13‐061)
Amended 11/19/ 13 (Res. No. 13‐099)
Amended 12/17/13 (Res. No. 13‐108)
Amended 3/18/14 (Res. No. 14‐130)
Amended 11/3/14 (Res. No. 14‐209)
Amended 11/3/2015 (Res. No. 15‐099)
Amended 6/21/16 (Res. No. 16‐064)
Amended 10/4/16 (Res. No. 16‐104 – Not adopted)
Amended 10/18/16 (Res. No. 16‐108)
Amended 11/15/16 (Res. No. 16‐128)
Amended 6/20/17 (Res. No. 17‐056)
Amended 10/17/17 (Res. No. 17‐101)
Amended 7/16/19 (Res. No. 19‐086)
Amended 11/19/19 (Res. No. 19‐140)
Amended 6/7/22 (Res. No. 22‐067 on 6/9/22)
Amended 8/16/22 (Res. No. 22‐103)
Amended 3/7/23 (Res. No.23‐028 )
Amended 6/3/25 ( Res. No. )
274
CC 06-03-2025
274 of 1012
33 ATTACHMENT A
SALARY SCHEDULE
Salary Effective First Full Pay Period of July, 2023June, 2025 Classification Step1 Step2 Step3 Step4 Step5
ACCOUNTANT I $46.60 $48.93 $51.38 $53.95 $56.65 ACCOUNTANT II $51.37 $53.94 $56.64 $59.47 $62.44 ACCOUNTING TECHNICIAN $46.22 $48.53 $50.96 $53.51 $56.18 ADMINISTRATIVE ASSISTANT $40.65 $42.68 $44.82 $47.06 $49.41 ASSISTANT CITY ATTORNEY $92.83 $97.48 $102.35 $107.47 $112.84 ASSISTANT CITY MGR $126.92 $133.27 $139.93 $146.93 $154.27 ASSISTANT DIRECTOR OF ADMIN SERVICES $90.80 $95.34 $100.11 $105.12 $110.37 ASSISTANT DIRECTOR COMM DEV $90.80 $95.34 $100.11 $105.12 $110.37 ASSISTANT TO THE CITY MANAGER $74.68 $78.41 $82.33 $86.45 $90.77 ASST DIR PUBLIC WORKS ENG $94.47 $99.19 $104.15 $109.36 $114.82 ASST DIR RECREATION COMM SVCS $90.80 $95.34 $100.11 $105.12 $110.37 BUDGET MANAGER $84.91 $89.15 $93.61 $98.29 $103.20 BUILDING OFFICIAL $85.34 $89.60 $94.08 $98.79 $103.73 BUSINESS SYSTEMS ANALYST $65.89 $69.18 $72.64 $76.28 $80.09 CAPITAL IMPV PROGRAM MGR $84.81 $89.05 $93.51 $98.18 $103.09 CHIEF TECHNOLOGY OFFICER $112.10 $117.71 $123.60 $129.78 $136.26 CITY CLERK $75.73 $79.51 $83.49 $87.66 $92.05
CITY ENGINEER $94.47 $99.19 $104.15 $109.36 $114.82 COMMUNITY RELATIONS COORDINATOR $46.86 $49.21 $51.67 $54.25 $56.96 DEPARTMENT HEAD $112.10 $117.71 $123.60 $129.78 $136.26 DEPUTY BUILDING OFFICIAL $73.82 $77.51 $81.39 $85.46 $89.73 DEPUTY CITY ATTORNEY $66.80 $70.14 $73.64 $77.33 $81.19 DEPUTY CITY CLERK $54.04 $56.74 $59.58 $62.55 $65.68 DEPUTY CITY MANAGER $90.80 $95.34 $100.11 $105.12 $110.37 DIRECTOR OF ADMIN SERVICES $112.10 $117.71 $123.60 $129.78 $136.26 DIRECTOR OF COMM DEVELOPMENT $112.10 $117.71 $123.60 $129.78 $136.26 DIRECTOR OF PARKS AND RECREATION $112.10 $117.71 $123.60 $129.78 $136.26 DIRECTOR OF PUBLIC WORKS $115.38 $121.15 $127.21 $133.57 $140.25 ECONOMIC DEVELOPMENT MANAGER $81.52 $85.59 $89.87 $94.37 $99.08 EMERGENCY SERVICES COORDINATOR $66.26 $69.57 $73.05 $76.71 $80.54 ENVIRONMENTAL PROGRAMS MANAGER $84.81 $89.05 $93.51 $98.18 $103.09 275
CC 06-03-2025
275 of 1012
34 EXEC ASST TO CITY MANAGER $47.77 $50.15 $52.66 $55.30 $58.06 EXEC ASST TO THE CITY ATTNY $46.59 $48.93 $51.38 $53.94 $56.64 FINANCE MANAGER $84.91 $89.15 $93.61 $98.29 $103.20 GIS COORDINATOR $48.71 $51.15 $53.71 $56.39 $59.21 GIS PROGRAM MANAGER $83.91 $88.11 $92.52 $97.14 $102.00 HUMAN RESOURCE ANALYST I $56.06 $58.86 $61.80 $64.90 $68.14 HUMAN RESOURCES ANALYST II $61.81 $64.90 $68.14 $71.55 $75.12 HUMAN RESOURCES ASSISTANT $33.76 $35.45 $37.22 $39.08 $41.03 HUMAN RESOURCES MANAGER $84.91 $89.15 $93.61 $98.29 $103.20 HUMAN RESOURCES TECHNICIAN $46.22 $48.53 $50.96 $53.51 $56.18 I.T. ASSISTANT $45.46 $47.73 $50.12 $52.62 $55.25 INNOVATION AND TECHNOLOGY MGR $83.91 $88.11 $92.52 $97.14 $102.00 LEGAL SERVICES MANAGER $48.12 $50.53 $53.05 $55.71 $58.49 MANAGEMENT ANALYST $56.54 $59.37 $62.34 $65.45 $68.72 NETWORK SPECIALIST $58.16 $61.06 $64.12 $67.32 $70.69 PARK RESTORATION IMPV MGR $79.33 $83.29 $87.46 $91.83 $96.42 PERMIT CENTER MANAGER $73.82 $77.51 $81.39 $85.46 $89.73 PLANNING MANAGER $85.34 $89.60 $94.08 $98.79 $103.73 PUBLIC AFFAIRS MANAGER $72.94 $76.58 $80.41 $84.43 $88.66 PUBLIC INFORMATION OFFICER $72.86 $76.50 $80.33 $84.34 $88.56 PUBLIC WORKS PROJECT MANAGER $69.73 $73.22 $76.88 $80.72 $84.76 PUBLIC WORKS SUPERVISOR $58.78 $61.71 $64.80 $68.04 $71.44 PURCHASING MANAGER $84.91 $89.15 $93.61 $98.29 $103.20 RECREATION MANAGER $60.01 $63.01 $66.16 $69.46 $72.94 RECREATION SUPERVISOR $54.43 $57.15 $60.01 $63.01 $66.16 SENIOR ACCOUNTANT $59.48 $62.45 $65.57 $68.85 $72.30 SENIOR ASSISTANT CITY ATTORNEY $102.13 $107.24 $112.60 $118.23 $124.14 SENIOR BUSINESS SYSTEMS ANALYST $70.50 $74.03 $77.73 $81.61 $85.69 SENIOR CIVIL ENGINEER $79.66 $83.64 $87.82 $92.22 $96.83 SENIOR MANAGEMENT ANALYST $61.81 $64.90 $68.14 $71.55 $75.13 SENIOR PUBLIC WORKS PROJECT MGR $73.21 $76.88 $80.72 $84.76 $88.99 SERVICE CENTER SUPERINTENDENT $75.15 $78.91 $82.86 $87.00 $91.35 SPECIAL PROJECT EXECUTIVE $112.10 $117.71 $123.60 $129.78 $136.26 CODE ENFORCEMENT SUPERVISOR $73.82 $77.51 $81.39 $85.46 $89.73 TRANSPORTATION MANAGER $84.81 $89.05 $93.51 $98.18 $103.09 WEB SPECIALIST $51.42 $53.99 $56.69 $59.53 $62.50 276
CC 06-03-2025
276 of 1012
1 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 1
PROGRAM PURPOSE AND DEFINITIONS FOR ELIGIBILITY
It is City of Cupertino policy that those certain persons holding positions hereinafter defined and designated either as management or confidential positions shall be eligible for participation under the Unrepresented Employees Compensation Program as hereby adopted by action of the City Council and as same may be amended or as otherwise modified from time to time.
It is the stated purpose of this Compensation Program to give recognition to and to differentiate those eligible employees from represented employees who achieve economic gain and other conditions of employment through negotiation. It is the intent that through this policy and those which are adopted or as may be modified or rescinded from time to time such recognition may be given.
Eligibility for inclusion with this Compensation program is limited to persons holding positions as management or confidential employees as defined under section 2.52.290 of the Cupertino Municipal Code. These are as designated by the Appointing Authority and may be modified as circumstances warrant.
Although subject to change in accordance with provision of the Personnel Code, the positions in the following classifications have been designated as unrepresented.
MANAGEMENT AND CONFIDENTIAL CLASSIFICATIONS:
Classification Title
Accountant I
Accountant II
Accounting Technician
Administrative Assistant
Assistant City Attorney
Assistant City Manager
Assistant Director of Community Development
Assistant Director of Public Works
Assistant Director of Parks and Recreation
Assistant to the City Manager
Budget Manager
Building Official
Business Systems Analyst/Program Manager
Capital Improvement Program Manager
Chief Technology Officer/Director of Information Services (Department Head) City Clerk
City Engineer
277
CC 06-03-2025
277 of 1012
2 Code Enforcement Supervisor
Community Relations Coordinator
Deputy Building Official
Deputy City Attorney
Deputy City Clerk
Deputy City Manager
Director of Administrative Services (Department Head)
Director of Community Development (Department Head)
Director of Parks and Recreation (Department Head)
Director of Public Works
Economic Development Manager
Emergency Services Coordinator
Environmental Programs Manager
Executive Assistant to the City Attorney
Executive Assistant to the City Manager
Finance Manager
GIS Coordinator
GIS Program Manager
Human Resources Analyst I
Human Resources Analyst II
Human Resources Assistant
Human Resources Manager
Human Resources Technician
Information Technology Assistant
Innovation and Technology Manager – Applications
Innovation and Technology Manager - Infrastructure
Legal Services Manager
Management Analyst
Network Specialist
Park Restoration and Improvement Manager
Permit Center Manager
Planning Manager
Public Information Officer
Public Affairs Manager
Public Works Projects Manager
Public Works Supervisor
Purchasing Manager
Recreation Manager
Recreation Supervisor
Senior Accountant
Senior Assistant City Attorney
Senior Business Systems Analyst
Senior Civil Engineer
Senior Management Analyst
Senior Public Works Project Manager
278
CC 06-03-2025
278 of 1012
3 Service Center Superintendent
Special Project Executive
Transportation Manager
Web Specialist
In the event of any inconsistency between the Compensation Program and any Employment Contracts, the provisions of the Employment Contract and any amendments thereto control.
Adopted by Action of the
City Council, April 1, 1974
Revised 10/74, 3/78, 6/81, 6/82, 7/85, 7/87, 1/89, 7/90, 4/91, 5/91, 7/92, 6/95, 6/96, 7/99, 6/02, 7/04, 6/05, 04/07, 7/10, 10/12, 12/12, 7/13,11/13,12/13,3/14, 7/14, 11/15, 6/16, 10/16, 11/16, 6/17, 10/17, 7/19, 6/22, 8/22, 3/23, 11/23, 6/25 279
CC 06-03-2025
279 of 1012
4 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 2
SALARY SCHEDULE
AND OTHER SALARY RATES
It is City of Cupertino policy that eligible persons under this Compensation Program shall be compensated for services rendered to and on behalf of the City on the basis of equity of pay for duties and responsibilities assigned, meritorious service and comparability with similar work in other public and private employment in the same labor market; all of which is contingent upon the City’s ability to pay consistent with its fiscal policies.
Retroactive to the first full pay period after July 1, 2023, a 3.5% salary increase will be added to the salary range of each classification in this unit. There shall be no further salary increase for FY24/25.
See Attachment A for a list of paygrades.
Adopted by Action
of the City Council
April 1, 1974
Revised 8/78, 7/79, 6/80, 7/92, 6/95, 10/12, 7/13, 10/16, 7/19, 8/22, 11/23 280
CC 06-03-2025
280 of 1012
5 City of Cupertino
UNREPRESENTED EMPLOYEES’COMPENSATION PROGRAM
Policy No. 3
TRAINING AND CONFERENCES
I. POLICY
A. Management Personnel
It is City of Cupertino policy that eligible persons under this Compensation Program shall be reimbursed or receive advances in accordance with the schedules, terms and conditions as set forth herein for attendance at conferences, meetings and training sessions as defined below for each. It is the intent of this policy to encourage the continuing education and awareness of said persons in the technical improvements and innovations in their fields of endeavor as they apply to the City or to implement a City approved strategy for attracting and retaining businesses in the City. One means of implementing this encouragement is through a formal reimbursement and advance schedule for authorized attendance at such conferences, meetings and training sessions.
B. Non-Management Personnel
When authorized by their supervisor, a non-management person may attend a conference, meeting or training session subject to the stated terms and conditions included herein for each with payment toward or reimbursement of certain expenses incurred as defined below for each.
II DEFINITIONS
A. Conferences
A conference is an annual meeting of a work related organization the membership of which may be held in the name of the City or the individual.
B. Local Area
The local area is defined to be within Santa Clara and San Mateo Counties and within a 40- mile distance from Cupertino when traveling to Alameda County.
C. Meetings
A “meeting” shall mean a convention, conference, seminar, workshop, meal, or like assembly having to do with municipal government operations. An employee serving on a panel for interviews of job applicants shall not come under this definition. 281
CC 06-03-2025
281 of 1012
6 D. Training Session
A training session is any type of seminar or workshop the attendance at which is for the purpose of obtaining information of a work related nature to benefit the City’s operations or to enhance the attendee’s capabilities in the discharge of assigned duties and responsibilities.
III REIMBURSEMENT AND ADVANCE PAYMENT SCHEDULE
A. Intent
This schedule is written with the intent that the employee will make every effort to find the lowest possible cost to the City for traveling on City business. For example, if paying for parking at the airport is less expensive that paying for a taxi or airport shuttle, then the employee should drive their car and park at the airport; or if renting a car is lower than taking taxis at the out-of-town location, then a car should be rented; or air reservations should be booked in advance to obtain discounted fares. The following procedures apply whether the expense is being paid through a reimbursement or a direct advance.
B. Registration
Registration fees for authorized attendance at a meeting or training session will be paid by the City.
C. Transportation
The City will pay transportation costs on the basis of the lowest cost intent stated in paragraph A. Eligible transportation costs include airfare (with coach fare being the maximum), van or taxi service to and from the attendee’s home and airport, destination or airport parking charges, taxi and shuttle services at the out-of-town location, trains, tolls, or rental cars. Use of a personal automobile for City business shall be reimbursed or advanced at the rate per mile in effect for such use, except in no case shall it exceed air coach fare if the vehicle is being used for getting to the destination. Government or group rates offered by a provider of transportation must be used when available.
Reimbursement or advances for use of a personal automobile on City business within a local area will not be made so as to supplement that already being paid to those persons receiving a monthly mileage allowance.
D. Lodging
Hotel or lodging expenses of the employee resulting from the authorized event or activity defined in this policy will be reimbursed or advanced if the lodging and event occurs outside of the local area. Not covered will be lodging expenses related to person(s) who are accompanying the City member, but who themselves are not on City business. In this 282
CC 06-03-2025
282 of 1012
7 instance, for example, the difference between single and multiple occupancy rates for a room will not be reimbursed.
Where the lodging is in connection with a conference or other organized educational activity, City-paid lodging costs shall not exceed the maximum group rate published by the conference or activity sponsor, providing that lodging at the group rate is available at the time of booking.
If the group rate at the conference hotel is not available, then the non-conference lodging policy described in the next paragraph should be followed to find another comparable hotel.
Where lodging is necessary for an activity that is not related to a conference or other organized educational activity, reimbursement or advances shall be limited to the actual cost of the room at a group or government rate. In the event that a group or government rate is not available, lodging rates that do not exceed the median price for lodging for that area and time period listed on travel websites like www.hotels.com, www.expedia.com or an equivalent service shall be eligible for reimbursement or advancement.
E. Meals
1. With No Conference
Payments toward or reimbursement of meals related to authorized activities or events shall be at the Internal Revenue Service per diem rate for meals and incidental expenses for a given location, as stated by IRS publications 463 and 1542 and by the U.S. General Services Administration. The per diem shall be split among meals as reasonably desired and reduced accordingly for less than full travel days. If per diem is claimed, no receipts are necessary. Alternatively, the actual cost of a meal can be claimed, within a standard of reasonableness, but receipts must be kept and submitted for the expense incurred.
2. As Part of a Conference
When City personnel are attending a conference or other organized educational activity, they shall be reimbursed or advanced for meals not provided by the activity, on a per diem or actual cost basis. The per diem and actual cost rate shall follow the rules described in the meals with no conference paragraph.
F. Other Expenses
Payments toward or reimbursement of expenses at such functions shall be limited to the actual costs consistent with the application of reasonable standards.
Other reasonable expenses related to business purposes shall be paid consistent with this policy.
No payments shall be made unless, where available, receipts are kept and submitted for all expenses incurred. When receipts are not available, qualifying expenditures shall be reimbursed upon signing of an affidavit of expenditure. 283
CC 06-03-2025
283 of 1012
8 No payment shall be made for any expenses incurred which are of a personal nature or not within a standard of reasonableness for the situation as may be defined by the Finance Department.
G. Non-Reimbursable Expenses
The City will not reimburse or advance payment toward expenses including, but not limited to:
1. The personal portion of any trip;
2. Political or charitable contributions or events;
3. Family expenses, including those of a partner when accompanying the employee on Cityrelated business, as well as child or pet-related expenses;
4. Entertainment expenses, including theatre, shows, movies, sporting events, golf, spa treatments, etc.
5. Gifts of any kind for any purpose;
6. Service club meals; of those besides economic development staff;
7. Alcoholic beverages;
8. Non-mileage personal automobile expenses including repairs, insurance, gasoline, traffic citations; and
9. Personal losses incurred while on City business.
IV ATTENDANCE AUTHORIZATION
A. Budgetary Limitations
Notwithstanding any attendance authorization contained herein, reimbursement or advances for expenses relative to conferences, meeting or training sessions shall not exceed the budgetary limitations.
B. Conference Attendance
Attendance at conferences or seminars by employees must be approved by their supervisor.
C. Meetings
Any employee, management or non-management, may attend a meeting when authorized by their supervisor.
D. Training Sessions
284
CC 06-03-2025
284 of 1012
9 Any employee, management or non-management, may attend a training session when authorized by their supervisor.
V. FUNDING
A. Appropriation Policy
It shall be the policy of the City to appropriate funds subject to availability of resources.
B. Training Sessions
Payments toward or reimbursement of expenses incurred in attendance at training sessions, will be appropriated annually through the budget process.
VI. DIRECT CASH ADVANCE POLICY
From time to time, it may be necessary for a City employee to request a direct cash advance to cover anticipated expenses while traveling or doing business on the City’s behalf. Such request for an advance should be submitted to their supervisor no less than seven days prior to the need for the advance with the following information: 1) Purpose of the expenditure; 2) The anticipated amount of the expenditure (for example, hotel rates, meal costs, and transportation expenses); and 3) The dates of the expenditure. An accounting of expenses and return of any unused advance must be reported to the City within 30 calendar days of the employee’s return on the expense report described in Section VII.
VII. EXPENSE REPORT REQUIREMENTS
All expense reimbursement requests or final accounting of advances received must be approved by their supervisor, on forms determined by the Finance Department, within 30 calendar days of an expense incurred, and accompanied by a business purpose for all expenditures and a receipt for each non- per diem item.
Revised 7/83, 7/85, 7/87, 7/88, 7/91, 7/92, 12/07,7/10
285
CC 06-03-2025
285 of 1012
10 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 4
AUTOMOBILE ALLOWANCES AND
MILEAGE REIMBURSEMENTS
It is City of Cupertino policy that eligible persons under this Compensation Program shall be compensated fairly for the use of personal automotive vehicles on City business. In many instances the use of personal vehicles is a condition of employment due to the absence of sufficient City owned vehicles for general transportation purposes. It is not intended, however, that such a condition of employment should work an undue hardship. For this reason, the following policies shall apply for mileage reimbursements.
Those persons who occasionally are required to use their personal automobiles for City business shall be reimbursed for such use at an appropriate rate established by the City Council.
Submission of reimbursement requests must be approved by the Department Head.
Employees in the following classifications shall be paid on a monthly basis the following automobile allowance:
Classification Allowance
Director of Administrative Services 300.00
Director of Community Development 300.00
Assistant City Manager 300.00
Director of Parks and Recreation 300.00
Director of Public Works 300.00
Chief Technology Officer/ 300.00
Director of Information Services
Special Project Executive 300.00
City Clerk 250.00
Senior Civil Engineer 250.00
Assistant Director of Public Works 250.00
City Engineer 250.00
Transportation Manager 250.00
Assistant Director of Community Development 200.00
Assistant Director of Parks and Recreation 200.00
Public Affairs Manager 200.00
Deputy City Manager 200.00
Recreation Supervisor 200.00
Recreation Manager 200.00
Employees receiving automobile allowance shall be eligible for reimbursement for travel that exceeds two hundred miles round trip.
286
CC 06-03-2025
286 of 1012
11 Adopted by Action of the City Council
April 1, 1974
Revised 7/74, 5/79, 6/80, 7/81, 8/84, 7/87, 1/89, 7/90,7/92, 6/96, 8/99, 6/00, 9/01, 1/02, 6/02, 10/07, 7/10, 7/11, 10/12, 12/12, 7/13, 11/15, 10/16, 11/16, 6/17, 7/19, 8/22, 3/23, 6/25 287
CC 06-03-2025
287 of 1012
12 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 5
ASSOCIATION MEMBERSHIPS AND
PROFESSIONAL PUBLICATIONS
It is City of Cupertino policy that eligible persons under this Compensation Program shall be entitled to City sponsored association memberships as well as receiving subscriptions to professional and technical publications. Such sponsorship, however, shall be conditioned upon the several factors as set forth below.
Each association for which membership is claimed must be directly related to the field of endeavor of the person to be benefited. Each claim for City sponsored membership shall be submitted by or through the Department Head with their concurrence to the City Manager for approval.
Subscriptions to or purchase of professional and technical publications may be provided at City expense when such have been authorized by the Department Head providing the subject matter and material generally contained therein are related to municipal governmental operations.
Adopted by Action of
the City Council
April 1, 1974
Revised
7/92
288
CC 06-03-2025
288 of 1012
13 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 6
OVERTIME WORKED
EXEMPT POSITIONS:
Management and non-represented professional employees are ineligible for overtime payments for time worked in excess of what otherwise would be considered as a normal work day or work week for other employees. However, no deduction from leave balances are made when such an employee is absent for less than a regular work day as long as the employee has his/her supervisor’s approval. Nothing in this policy precludes the alternative work schedule, which may include an absence of a full eight hour day, when forty hours have been worked in the same seven day work period.
NON-EXEMPT POSITIONS:
Confidential employees are eligible for overtime or compensation time, at their discretion, for the time worked in excess of 40 hours per week. Nothing in this policy precludes the alternative work schedule, which may include an absence of a full eight hour day, where forty hours have been worked in the same seven day period.
COMPENSATORY TIME OFF
At the employee’s discretion, compensatory time (CTO) may be granted for overtime worked at the rate of time and one-half for each hour worked in lieu of compensation in cash.
Employees, who have previously earned CTO, shall be allowed to schedule CTO at the employee’s discretion provided (1) that prior supervisory approval has been obtained and (2) the request is made in writing.
CTO may be accrued for up to 80 hours per calendar year. Any CTO earned exceeding 80 hours will be paid at the rate of time and one-half. An employee may carry over the unused balance into the next calendar year. Any unused carryover balance will be automatically paid out at the end of the calendar year.
An employee may exercise his/her option twice each calendar year to convert any/or all accumulated compensatory time to cash.
289
CC 06-03-2025
289 of 1012
14 STANDBY COMPENSATION
Employees in the classification of Information and Technology Assistant who are required to be available during their off-shift hours for possible recall for emergency service shall be compensated $300.00 per 128 hours. Minimum staffing and skill qualifications for standby assignment shall be determined by the City.
Adopted by Action of
the City Council
April 1, 1974
Revised
6/80, 7/91, 7/92, 6/96, 7/97, 4/07, 7/13, 10/16, 8/22
290
CC 06-03-2025
290 of 1012
15 City of Cupertino
UNREPRESENTED EMPLOYEES’COMPENSATION PROGRAM
Policy No. 7
HEALTH BENEFITS PLAN - EMPLOYER CONTRIBUTION
It is the policy of the City of Cupertino to provide group hospital and medical insurance under which employees in Management and Confidential positions and their dependents may be covered. The purpose of this program is to promote and preserve the health of employees and their families through comprehensive health plans available only through employer sponsorship.
Although the premium cost for the insurance provided remains the ultimate responsibility of the employee in these positions, the City shall contribute the amounts listed below towards the premium or pay the full cost of the premium if less than the stated amounts.
If the premium amounts for any employee covered by this policy are less than the amounts listed below per month, the difference between the premium amount and the stated amounts will be included in the employee’s gross pay.
Effective January 1, 2024, for each participating employee, the City shall contribute the maximum toward premium cost per month for health and dental during the term of this agreement as follows:
January 1, 2024 City Max
Health
Contribution
City Max
Dental
Contribution
City Total Max Contribution
Employee $1,021.41 $126.78 $1,148.19
Employee + 1 $2,042.82 $126.78 $2,169.6
Employee + 2 $2,655.67 $126.78 $2,782.45
Required contribution amounts exceeding the premium contribution of the City are the responsibility of the employee.
With regards to any change in the monthly medical plan premium charged by CalPERS in the plan year 2025 compared to the plan year 2024, the City’s maximum contributions shall be capped at no more than 6%. Any required contribution amounts exceeding the premium contribution of the City are the responsibility of the employee.
Health In-Lieu Payments
City agrees to pay a monthly amount of three hundred seventy-five ($375.00) per month to the employee who can demonstrate that they have equivalent health coverage through their 291
CC 06-03-2025
291 of 1012
16 spouse, parent, or other group coverage and who request this cash payment in lieu of health insurance coverage.
*Dental Coverage: Effective the first month after Council adoption of MOU, dental coverage is capped at $2,500.00 per dependent per annual plan year for the term of this contract.
Adopted by Action of the City Council
September 16, 1974
Revised
7/75, 7/76, 7/77, 8/78, 7/79, 6/80, 6/81, 7/81, 6/82, 7/83, 7/84, 7/88, 7/89, 7/90, 7/91, 7/92, 6/95, 7/97, 7/99, 6/00, 6/02, 7/04, 6/05, 4/07,12/12, 7/13, 10/16, 7/19, 12/19, 8/22 292
CC 06-03-2025
292 of 1012
17 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 8
FIXED HOLIDAYS
It is the policy of the City of Cupertino to recognize days of historical and national significance as holidays of the City without loss of pay or benefits. Recognizing the desirable times throughout the year, it is the policy of the City of Cupertino to provide days off in lieu of holidays for management and confidential employees at such times as are convenient for each employee and supervisor, when such policy is compatible with the workload and schedule of the City.
The City provides the following fixed paid holidays for eligible employees covered by this agreement:
1. New Year’s Day
2. Martin Luther King Day
3. Lunar New Year
4. Presidents’ Day
5. Cesar Chavez Day
6. Memorial Day
7. Juneteenth
8. Independence Day
9. Labor Day
10. Veteran’s Day
11. Thanksgiving Day
12. Day Following Thanksgiving
13. Christmas Eve
14. Christmas Day
15. New Year’s Eve
For Calendar Year 2023, Unrepresented and Appointed employees will receive one (1) floating holiday in lieu of Lunar New Year holiday. Said floating holiday is “use it or lose it” and must be used by December 31, 2023. If said floating holiday is not used by the last full pay period in December 2023, it shall be automatically cashed out in the first full pay period in January 2024.
When a holiday falls on a Sunday, the following Monday shall be observed as the non-work day.
When a holiday falls on a Saturday, the previous Friday shall be observed as the non-work day.
FLOATING HOLIDAY
In addition to the paid holidays, employees occupying these positions shall be provided 20 floating hours per calendar year as non-work time with full pay and benefits. Employees may accumulate floating holiday hours up to two times their annual accrual. 293
CC 06-03-2025
293 of 1012
18 Adopted by Action of
the City Council
July 7, 1975
Revised 6/80, 6/89, 7/92, 7/99, 7/13, 8/22, 11/23
294
CC 06-03-2025
294 of 1012
19 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 9
LIFE, LONG TERM DISABILITY INSURANCE, AND SHORT TERM DISABILITY
INSURANCE
It is the policy of the City of Cupertino to make available group insurance for Management and Confidential employees that will mitigate the personal and family financial hardships resulting from continuing disability that prevents an employee from performing gainfully in his or her occupation. It is further the policy of the City of Cupertino to provide life insurance benefits in an amount of two and one half times the employee’s annual salary to a maximum of $250,000.00.
Employees occupying unrepresented positions may enroll in the disability income program and the life insurance program offered if eligible under the contract provisions of the policy and the personnel rules of the City. The full cost of premiums for these programs shall be paid by the City for such employees.
Adopted by Action of
the City Council
September 16, 1976
Revised 7/76, 6/80, 6/81, 6/82, 6/92, 10/16
295
CC 06-03-2025
295 of 1012
20 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 10
DEFERRED COMPENSATION
It is the policy of the City of Cupertino to provide equitable current compensation and reasonable retirement security for management and confidential employees for services performed for the City. The City participates in the California Public Employees’ Retirement System (PERS) and deferred compensation plans have been established. Both the employee and employer may make contributions from current earnings to these plans. The purpose of this policy is to promote means by which compensation may be provided in such manner and form to best meet the requirements of the City and the needs of individual employees, thereby increasing the ability, to attract and retain competent management and confidential employees.
The City shall maintain and administer means by which employees in these positions may defer portions of their current earnings for future utilization. Usage of such plans shall be subject to such agreements, rules and procedures as are necessary to properly administer each plan.
Employee contributions to such plans may be made in such amounts as felt proper and necessary to the employee. Employer contributions shall be as determined by the City Council.
Adopted by Action of
the City Council
July 7, 1975
Revised 6/80, 7/87, 7/92, 7/99
296
CC 06-03-2025
296 of 1012
21 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 11
PUBLIC EMPLOYEES’ RETIREMENT SYSTEM CONTRIBUTION
A. Employees hired on or before December 29, 2012 Only:
For employees hired on or before December 29, 2012, the City has contracted with CalPERS for a 2.7% @55 formula.
Effective in the first full pay period in July 2017, each employee shall pay the full 8.0% of applicable salary of the employee’s contribution towards CalPERS.
B. For Employees hired by the City of Cupertino on December 30, 2012 or December 31, 2012 or a current CalPERS employee who qualifies as a classic member under CalPERS Regulations Only:
For Employees hired by the City of Cupertino on December 30, 2012 or December 31, 2012 or a current CalPERS employee who qualifies as a classic member under CalPERS Regulations only the City has contracted with CalPERS for a 2.0% @ 60 retirement formula, three year average compensation.
Effective October 1, 2016, the City shall not pay the employee’s contribution rate to the California Public Employees Retirement System (CalPERS) and each employee shall pay the full 7% of applicable salary of the employee’s contribution towards CalPERS.
C. For new employees hired by the City of Cupertino on or after January 1, 2013 and do not qualify as Classic members Only:
For new employees hired by the City of Cupertino on or after January 1, 2013 and do not qualify as classic members as defined by CalPERS, CalPERS has by statute implemented a 2% @ 62 formula, three year average and employees in this category shall pay 50% of the normal cost rate as determined by CalPERS.
Adopted by Action of
the City Council
June, 1981
Revised 6/87, 6/89, 7/90, 7/91, 7/92, 6/03, 7/04, 4/07, 7/10, 10/12, 12/12, 7/13, 10/16, 7/19 297
CC 06-03-2025
297 of 1012
22 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 12
DENTAL INSURANCE - EMPLOYER CONTRIBUTION
It is the policy of the City of Cupertino to provide dental insurance under which employees in Management and Confidential positions and their dependents may be covered. The purpose of this program is to promote and preserve the health of employees.
The premium cost for the insurance provided by the City shall not exceed $126.78* per month per employee. Enrollment in the plan or plans made available pursuant to this policy shall be in accordance with Personnel Rules of the City and the provisions of the contract for such insurance between the City and carrier or carriers.
*Dental Coverage: Effective the first month after Council adoption of agreement, dental coverage is capped at $2,500.00 per dependent per annual plan year for the term of this contract.
Adopted by Action of
City Council
July 1, 1983
Revised 7/87, 7/88, 7/89, 7/90, 7/91, 7/92, 6/95, 7/99, 4/07, 10/12, 10/16, 7/19 298
CC 06-03-2025
298 of 1012
23 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 13
ADMINISTRATIVE LEAVE
The department heads and executive level staff shall receive eighty (80) hours of administrative leave with pay per year. Unrepresented employees exempt from the provisions of the Fair Labor Standards Act shall receive forty (40) hours of administrative leave with pay per year.
Employees may accumulate administrative leave hours up to two times their annual accrual.
Employees shall be eligible to convert up to 80 hours of administrative leave to pay one time each calendar year.
Adopted by Action of
the City Council
July, 1988
Revised
7/92, 7/97, 7/99, 7/10, 12/12, 10/16, 8/22, 3/23
299
CC 06-03-2025
299 of 1012
24 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 14
EMPLOYEE ASSISTANCE PROGRAM
It is the policy of the City of Cupertino to provide an Employee Assistance Program for the benefit of Management and Confidential employees and their eligible dependents. The purpose of this program is to provide professional assistance and counseling concerning financial, legal, pre-retirement, and other matters of a personal nature.
Adopted by Action of the City Council
June 17, 1996
300
CC 06-03-2025
300 of 1012
25 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 15
VACATION ACCUMULATION
The department heads and executive level staff shall earn vacation hours under the same vacation accumulation schedule as all other employees. Credit shall be provided for previous public sector service time on a year-for-year basis as to annual vacation accumulation. Credit shall only be given for completed years of service. Public service credit shall not apply to any other supplemental benefit. Employee(s) affected by this policy will have the responsibility of providing certification as to previous public sector service.
Benefited full-time employees accrue vacation in accordance with the following schedule.
Benefited employees who work less than a full-time work schedule accrue vacation in accordance with the following schedule on a pro-rated basis.
Service Time Annual Accruals Maximum Accrual
0 - 3 Years 80 Hours 160 Hours
4 - 9 Years 120 Hours 240 Hours
10 – 14 Years 160 Hours 272 Hours
15 – 19 Years 176 Hours 320 Hours
20 + Years 192 Hours 352 Hours
An employee may accrue no more vacation credit than what is listed above.
VACATION CREDITS
The hiring manager, with the approval of the department head and the City Manager, may offer a vacation bank of up to 120 hours of vacation to a prospective candidate in the Unrepresented group. These hours do not vest for payoff purposes if the employee leaves service.
Adopted by Action of the City Council
July 7, 1997
Revised 6/99, 7/10, 12/12, 7/13, 10/16, 3/23
301
CC 06-03-2025
301 of 1012
26 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 16
HOUSING ASSISTANCE PROGRAM
Housing assistance may be offered to the department heads pursuant to Resolution No. 15-092.
Adopted by Action of the City Council
July 7, 1997
Revised 7/99, 7/10, 8/12, 10/15
302
CC 06-03-2025
302 of 1012
27 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 17
VISION INSURANCE – EMPLOYER CONTRIBUTION
It is the policy of the City of Cupertino to provide vision insurance under which employees and their dependents may be covered. The purpose of this program is to promote and preserve the health of employees.
The premium cost for the insurance provided by the City shall not exceed $14.94 per month per employee. Enrollment in the plan or plans made available pursuant to this policy shall be in accordance with the provisions of the contract between the City and carrier or carriers providing vision insurance coverage,
Adopted by Action of the City Council
July 1997
Revised 7/99, 6/02, 6/03, 7/10, 10/12
303
CC 06-03-2025
303 of 1012
28 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 18
WORK OUT OF CLASSIFICATION/WORK IN DUAL CLASSIFICATION
Work Out of Classification – Temporary assignment, approved in advance by the department head, to a classification in a higher pay grade shall be compensated at the Step 1 rate of the higher classification or at a rate five (5) percent greater than that of the regular position, whichever is greater, for the number of hours assigned. In order to qualify for out-of-classification pay, an employee shall work a minimum of four (4) hours per day in the temporary assignment.
An employee may be assigned to work out of class in a higher classification when there is a vacant position for which a recruitment is being, or will be, conducted. Out of class assignments may not exceed 960 hours in a fiscal year. Compensation for work performed in an out-of-class capacity is included for purposes of calculating CalPERS compensation, however, this is at the discretion of CalPERS and future changes to CalPERS regulations would supersede the language of this section.
An employee may receive acting pay for working in a higher classification where a vacancy does not exist, in the case of an incumbent being on vacation or leave of absence, or due to the employee being asked to perform higher level work on any other temporary basis. Acting pay is not included for purposes of calculating CalPERS compensation.
The higher rate of pay shall be used in computing overtime when authorized overtime is worked in a non-exempt, out of class or acting work assignment. When a non-exempt employee is working out of class or acting in an exempt position for 20 hours or more in a work week, the employee will be ineligible to receive overtime pay for any and all hours worked in the exempt classification during that work week.
All requests for out of class pay or acting pay must be approved by the Director of Administrative Services or his/her designee.
Adopted by Action of the City Council
October 2016
Revised 7/19
304
CC 06-03-2025
304 of 1012
29 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 19
EDUCATION REIMBURSEMENT PROGRAM
It is the intent of the City to recognize the value of continuing education and professional development of its employees; and to adopt an Education Reimbursement Program which will encourage employees to avail themselves of City job related educational opportunities that will advance their knowledge and interests in the direction of their career path. Courses should either: a) maintain or improve job skills in the employee’s current position; b) be expressly required by the City or by law; or c) prepare the employee to become a competitive applicant for a different position with the City.
The Education Reimbursement Program is a benefit to all full time benefited employees who have completed the required probationary period and provides education reimbursement of up to two thousand dollars($2,000) per calendar year for the cost of registration, required textbooks and/or materials and parking. Employees who wish to seek reimbursement from the City for educational program costs shall provide a written request for reimbursement in advance of enrollment to the Human Resources Division. The form provided shall include the type of training, sponsoring organization or institution, meeting times and costs. Human Resources and the employee’s department head will make the determination if the chosen education program is eligible for reimbursement.
No employee shall receive any reimbursement until they have provided satisfactory proof of successful completion of the coursework with a grade of “C” or above, or “Pass” in the case of a Pass/Fail course. Such proof of completion shall be provided within 30 days of the conclusion of the course.
Education reimbursement is a taxable benefit under IRS Code. Education reimbursement will be applied to the calendar year in which the course is passed and satisfactory proof of completion is submitted.
Mandatory or annual coursework, attendance at conferences and training required to maintain job specific certifications or proficiencies are not included in the Education Reimbursement Program.
Adopted by Action of the City Council
July 2019
305
CC 06-03-2025
305 of 1012
30 City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 20
CITY SPONSORED RECREATION AND WELLNESS PROGRAMS
Unrepresented employees shall have the privilege of enrollment in City sponsored recreation programs at the City residents’ fee structure and in preference to non-residents wishing to enroll. Each calendar year, employees and family members on the employee’s dental plan are eligible to be reimbursed up to $500 per employee in Rec Bucks. Employees shall be reimbursed for approved recreation services in accordance with the City’s Recreation Buck Policies.
Programs allowing for preregistration will be reimbursed after completion of the program, including those allowing for or requiring preregistration in the calendar year prior to reimbursement. Reimbursements shall be applied to the year in which they are received.
Benefited employees will also receive a free employee-only annual Cupertino Sports Center membership. Part-time benefited employees will have the annual amount of Recreation Bucks prorated based on number of hours worked. Recreation Bucks are a taxable benefit under IRS Code, and must be used by the employee within the calendar year and are non-transferrable.
City employees are eligible to participate in the City’s wellness program as provided for in the City’s Administrative Rules and Regulations.
Adopted by Action of the City Council
July 2019
306
CC 06-03-2025
306 of 1012
31 Listing of Unrepresented Classifications by
Salary Rate or Pay Grades
Effective July 1, 2013 (Res. No. 13-061)
Amended 11/19/ 13 (Res. No. 13-099)
Amended 12/17/13 (Res. No. 13-108)
Amended 3/18/14 (Res. No. 14-130)
Amended 11/3/14 (Res. No. 14-209)
Amended 11/3/2015 (Res. No. 15-099)
Amended 6/21/16 (Res. No. 16-064)
Amended 10/4/16 (Res. No. 16-104 – Not adopted)
Amended 10/18/16 (Res. No. 16-108)
Amended 11/15/16 (Res. No. 16-128)
Amended 6/20/17 (Res. No. 17-056)
Amended 10/17/17 (Res. No. 17-101)
Amended 7/16/19 (Res. No. 19-086)
Amended 11/19/19 (Res. No. 19-140)
Amended 6/7/22 (Res. No. 22-067 on 6/9/22)
Amended 8/16/22 (Res. No. 22-103)
Amended 3/7/23 (Res. No.23-028 )
Amended 6/3/25 ( Res. No. )
307
CC 06-03-2025
307 of 1012
32 ATTACHMENT A
SALARY SCHEDULE
Salary Effective June 3, 2025
Classification Step1 Step2 Step3 Step4 Step5
ACCOUNTANT I $46.60 $48.93 $51.38 $53.95 $56.65
ACCOUNTANT II $51.37 $53.94 $56.64 $59.47 $62.44
ACCOUNTING TECHNICIAN $46.22 $48.53 $50.96 $53.51 $56.18 ADMINISTRATIVE ASSISTANT $40.65 $42.68 $44.82 $47.06 $49.41 ASSISTANT CITY ATTORNEY $92.83 $97.48 $102.35 $107.47 $112.84 ASSISTANT CITY MGR $126.92 $133.27 $139.93 $146.93 $154.27 ASSISTANT DIRECTOR COMM DEV $90.80 $95.34 $100.11 $105.12 $110.37 ASSISTANT TO THE CITY MANAGER $74.68 $78.41 $82.33 $86.45 $90.77 ASST DIR PUBLIC WORKS ENG $94.47 $99.19 $104.15 $109.36 $114.82 ASST DIR RECREATION COMM SVCS $90.80 $95.34 $100.11 $105.12 $110.37 BUDGET MANAGER $84.91 $89.15 $93.61 $98.29 $103.20
BUILDING OFFICIAL $85.34 $89.60 $94.08 $98.79 $103.73
BUSINESS SYSTEMS ANALYST $65.89 $69.18 $72.64 $76.28 $80.09 CAPITAL IMPV PROGRAM MGR $84.81 $89.05 $93.51 $98.18 $103.09 CHIEF TECHNOLOGY OFFICER $112.10 $117.71 $123.60 $129.78 $136.26 CITY CLERK $75.73 $79.51 $83.49 $87.66 $92.05
CITY ENGINEER $94.47 $99.19 $104.15 $109.36 $114.82
CODE ENFORCEMENT SUPERVISOR $73.82 $77.51 $81.39 $85.46 $89.73 COMMUNITY RELATIONS COORDINATOR $46.86 $49.21 $51.67 $54.25 $56.96 DEPARTMENT HEAD $112.10 $117.71 $123.60 $129.78 $136.26 DEPUTY BUILDING OFFICIAL $73.82 $77.51 $81.39 $85.46 $89.73 DEPUTY CITY ATTORNEY $66.80 $70.14 $73.64 $77.33 $81.19 DEPUTY CITY CLERK $54.04 $56.74 $59.58 $62.55 $65.68
DEPUTY CITY MANAGER $90.80 $95.34 $100.11 $105.12 $110.37 DIRECTOR OF ADMIN SERVICES $112.10 $117.71 $123.60 $129.78 $136.26 DIRECTOR OF COMM DEVELOPMENT $112.10 $117.71 $123.60 $129.78 $136.26 DIRECTOR OF PARKS AND RECREATION $112.10 $117.71 $123.60 $129.78 $136.26 DIRECTOR OF PUBLIC WORKS $115.38 $121.15 $127.21 $133.57 $140.25 ECONOMIC DEVELOPMENT MANAGER $81.52 $85.59 $89.87 $94.37 $99.08 EMERGENCY SERVICES COORDINATOR $66.26 $69.57 $73.05 $76.71 $80.54 ENVIRONMENTAL PROGRAMS MANAGER $84.81 $89.05 $93.51 $98.18 $103.09 308
CC 06-03-2025
308 of 1012
33 EXEC ASST TO CITY MANAGER $47.77 $50.15 $52.66 $55.30 $58.06 EXEC ASST TO THE CITY ATTNY $46.59 $48.93 $51.38 $53.94 $56.64 FINANCE MANAGER $84.91 $89.15 $93.61 $98.29 $103.20
GIS COORDINATOR $48.71 $51.15 $53.71 $56.39 $59.21
GIS PROGRAM MANAGER $83.91 $88.11 $92.52 $97.14 $102.00 HUMAN RESOURCE ANALYST I $56.06 $58.86 $61.80 $64.90 $68.14 HUMAN RESOURCES ANALYST II $61.81 $64.90 $68.14 $71.55 $75.12 HUMAN RESOURCES ASSISTANT $33.76 $35.45 $37.22 $39.08 $41.03 HUMAN RESOURCES MANAGER $84.91 $89.15 $93.61 $98.29 $103.20 HUMAN RESOURCES TECHNICIAN $46.22 $48.53 $50.96 $53.51 $56.18 I.T. ASSISTANT $45.46 $47.73 $50.12 $52.62 $55.25
INNOVATION AND TECHNOLOGY MGR $83.91 $88.11 $92.52 $97.14 $102.00 LEGAL SERVICES MANAGER $48.12 $50.53 $53.05 $55.71 $58.49 MANAGEMENT ANALYST $56.54 $59.37 $62.34 $65.45 $68.72
NETWORK SPECIALIST $58.16 $61.06 $64.12 $67.32 $70.69
PARK RESTORATION IMPV MGR $79.33 $83.29 $87.46 $91.83 $96.42 PERMIT CENTER MANAGER $73.82 $77.51 $81.39 $85.46 $89.73 PLANNING MANAGER $85.34 $89.60 $94.08 $98.79 $103.73
PUBLIC AFFAIRS MANAGER $72.94 $76.58 $80.41 $84.43 $88.66 PUBLIC INFORMATION OFFICER $72.86 $76.50 $80.33 $84.34 $88.56 PUBLIC WORKS PROJECT MANAGER $69.73 $73.22 $76.88 $80.72 $84.76 PUBLIC WORKS SUPERVISOR $58.78 $61.71 $64.80 $68.04 $71.44 PURCHASING MANAGER $84.91 $89.15 $93.61 $98.29 $103.20
RECREATION MANAGER $60.01 $63.01 $66.16 $69.46 $72.94
RECREATION SUPERVISOR $54.43 $57.15 $60.01 $63.01 $66.16 SENIOR ACCOUNTANT $59.48 $62.45 $65.57 $68.85 $72.30
SENIOR ASSISTANT CITY ATTORNEY $102.13 $107.24 $112.60 $118.23 $124.14 SENIOR BUSINESS SYSTEMS ANALYST $70.50 $74.03 $77.73 $81.61 $85.69 SENIOR CIVIL ENGINEER $79.66 $83.64 $87.82 $92.22 $96.83 SENIOR MANAGEMENT ANALYST $61.81 $64.90 $68.14 $71.55 $75.13 SENIOR PUBLIC WORKS PROJECT MGR $73.21 $76.88 $80.72 $84.76 $88.99 SERVICE CENTER SUPERINTENDENT $75.15 $78.91 $82.86 $87.00 $91.35 SPECIAL PROJECT EXECUTIVE $112.10 $117.71 $123.60 $129.78 $136.26 TRANSPORTATION MANAGER $84.81 $89.05 $93.51 $98.18 $103.09 WEB SPECIALIST $51.42 $53.99 $56.69 $59.53 $62.50
309
CC 06-03-2025
309 of 1012
UNREP Salary Schedule (Redline) Attachment O
Classification Step1 Step2 Step3 Step4 Step5
ACCOUNTANT I $46.60 $48.93 $51.38 $53.95 $56.65
ACCOUNTANT II $51.37 $53.94 $56.64 $59.47 $62.44
ACCOUNTING
TECHNICIAN $46.22 $48.53 $50.96 $53.51 $56.18
ADMINISTRATIVE
ASSISTANT $40.65 $42.68 $44.82 $47.06 $49.41
ASSISTANT CITY
ATTORNEY $92.83 $97.48 $102.35 $107.47 $112.84
ASSISTANT CITY MGR $126.92 $133.27 $139.93 $146.93 $154.27
ASSISTANT DIRECTOR
OF ADMIN SERVICES $90.80 $95.34 $100.11 $105.12 $110.37
ASSISTANT DIRECTOR
COMM DEV $90.80 $95.34 $100.11 $105.12 $110.37
ASSISTANT TO THE CITY
MANAGER $74.68 $78.41 $82.33 $86.45 $90.77
ASST DIR PUBLIC
WORKS ENG $94.47 $99.19 $104.15 $109.36 $114.82
ASST DIR RECREATION
COMM SVCS $90.80 $95.34 $100.11 $105.12 $110.37
BUDGET MANAGER $84.91 $89.15 $93.61 $98.29 $103.20
BUILDING OFFICIAL $85.34 $89.60 $94.08 $98.79 $103.73
BUSINESS SYSTEMS
ANALYST $65.89 $69.18 $72.64 $76.28 $80.09
CAPITAL IMPV
PROGRAM MGR $84.81 $89.05 $93.51 $98.18 $103.09
CHIEF TECHNOLOGY
OFFICER $112.10 $117.71 $123.60 $129.78 $136.26
CITY CLERK $75.73 $79.51 $83.49 $87.66 $92.05
CITY ENGINEER $94.47 $99.19 $104.15 $109.36 $114.82
COMMUNITY
RELATIONS
COORDINATOR
$46.86 $49.21 $51.67 $54.25 $56.96
DEPARTMENT HEAD $112.10 $117.71 $123.60 $129.78 $136.26
DEPUTY BUILDING
OFFICIAL $73.82 $77.51 $81.39 $85.46 $89.73
DEPUTY CITY
ATTORNEY $66.80 $70.14 $73.64 $77.33 $81.19
DEPUTY CITY CLERK $54.04 $56.74 $59.58 $62.55 $65.68
310
CC 06-03-2025
310 of 1012
UNREP Salary Schedule (Redline) Attachment O
Classification Step1 Step2 Step3 Step4 Step5
DEPUTY CITY
MANAGER $90.80 $95.34 $100.11 $105.12 $110.37
DIRECTOR OF ADMIN
SERVICES $112.10 $117.71 $123.60 $129.78 $136.26
DIRECTOR OF COMM
DEVELOPMENT $112.10 $117.71 $123.60 $129.78 $136.26
DIRECTOR OF PARKS
AND RECREATION $112.10 $117.71 $123.60 $129.78 $136.26
DIRECTOR OF PUBLIC
WORKS $115.38 $121.15 $127.21 $133.57 $140.25
ECONOMIC
DEVELOPMENT
MANAGER
$81.52 $85.59 $89.87 $94.37 $99.08
EMERGENCY SERVICES
COORDINATOR $66.26 $69.57 $73.05 $76.71 $80.54
ENVIRONMENTAL
PROGRAMS MANAGER $84.81 $89.05 $93.51 $98.18 $103.09
EXEC ASST TO CITY
MANAGER $47.77 $50.15 $52.66 $55.30 $58.06
EXEC ASST TO THE CITY
ATTNY $46.59 $48.93 $51.38 $53.94 $56.64
FINANCE MANAGER $84.91 $89.15 $93.61 $98.29 $103.20
GIS COORDINATOR $48.71 $51.15 $53.71 $56.39 $59.21
GIS PROGRAM
MANAGER $83.91 $88.11 $92.52 $97.14 $102.00
HUMAN RESOURCES
ANALYST I $56.06 $58.86 $61.80 $64.90 $68.14
HUMAN RESOURCES
ANALYST II $61.81 $64.90 $68.14 $71.55 $75.12
HUMAN RESOURCES
ASSISTANT $33.76 $35.45 $37.22 $39.08 $41.03
HUMAN RESOURCES
MANAGER $84.91 $89.15 $93.61 $98.29 $103.20
HUMAN RESOURCES
TECHNICIAN $46.22 $48.53 $50.96 $53.51 $56.18
I.T. ASSISTANT $45.46 $47.73 $50.12 $52.62 $55.25
INNOVATION AND
TECHNOLOGY MGR $83.91 $88.11 $92.52 $97.14 $102.00
LEGAL SERVICES
MANAGER $48.12 $50.53 $53.05 $55.71 $58.49
311
CC 06-03-2025
311 of 1012
UNREP Salary Schedule (Redline) Attachment O
Classification Step1 Step2 Step3 Step4 Step5
MANAGEMENT
ANALYST $56.54 $59.37 $62.34 $65.45 $68.72
NETWORK SPECIALIST $58.16 $61.06 $64.12 $67.32 $70.69
PARK RESTORATION
IMPV MGR $79.33 $83.29 $87.46 $91.83 $96.42
PERMIT CENTER
MANAGER $73.82 $77.51 $81.39 $85.46 $89.73
PLANNING MANAGER $85.34 $89.60 $94.08 $98.79 $103.73
PUBLIC AFFAIRS
MANAGER $72.94 $76.58 $80.41 $84.43 $88.66
PUBLIC INFORMATION
OFFICER $72.86 $76.50 $80.33 $84.34 $88.56
PUBLIC WORKS
PROJECT MANAGER $69.73 $73.22 $76.88 $80.72 $84.76
PUBLIC WORKS
SUPERVISOR $58.78 $61.71 $64.80 $68.04 $71.44
PURCHASING
MANAGER $84.91 $89.15 $93.61 $98.29 $103.20
RECREATION
MANAGER $60.01 $63.01 $66.16 $69.46 $72.94
RECREATION
SUPERVISOR $54.43 $57.15 $60.01 $63.01 $66.16
SENIOR ACCOUNTANT $59.48 $62.45 $65.57 $68.85 $72.30
SENIOR ASSISTANT CITY
ATTORNEY $102.13 $107.24 $112.60 $118.23 $124.14
SENIOR BUSINESS
SYSTEMS ANALYST $70.50 $74.03 $77.73 $81.61 $85.69
SENIOR CIVIL ENGINEER $79.66 $83.64 $87.82 $92.22 $96.83
SENIOR MANAGEMENT
ANALYST $61.81 $64.90 $68.14 $71.55 $75.13
SENIOR PUBLIC WORKS
PROJECT MGR $73.21 $76.88 $80.72 $84.76 $88.99
SERVICE CENTER
SUPERINTENDENT $75.15 $78.91 $82.86 $87.00 $91.35
312
CC 06-03-2025
312 of 1012
UNREP Salary Schedule (Redline) Attachment O
Classification Step1 Step2 Step3 Step4 Step5
SPECIAL PROJECT
EXECUTIVE $112.10 $117.71 $123.60 $129.78 $136.26
CODE ENFORCEMENT
SUPERVISOR $73.82 $77.51 $81.39 $85.46 $89.73
TRANSPORTATION
MANAGER $84.81 $89.05 $93.51 $98.18 $103.09
WEB SPECIALIST $51.42 $53.99 $56.69 $59.53 $62.50
313
CC 06-03-2025
313 of 1012
UNREP Salary Schedule (Clean) Attachment P
Classification Step1 Step2 Step3 Step4 Step5
ACCOUNTANT I $46.60 $48.93 $51.38 $53.95 $56.65
ACCOUNTANT II $51.37 $53.94 $56.64 $59.47 $62.44
ACCOUNTING TECHNICIAN $46.22 $48.53 $50.96 $53.51 $56.18 ADMINISTRATIVE ASSISTANT $40.65 $42.68 $44.82 $47.06 $49.41 ASSISTANT CITY ATTORNEY $92.83 $97.48 $102.35 $107.47 $112.84 ASSISTANT CITY MGR $126.92 $133.27 $139.93 $146.93 $154.27 ASSISTANT DIRECTOR COMM DEV $90.80 $95.34 $100.11 $105.12 $110.37 ASSISTANT TO THE CITY MANAGER $74.68 $78.41 $82.33 $86.45 $90.77 ASST DIR PUBLIC WORKS ENG $94.47 $99.19 $104.15 $109.36 $114.82 ASST DIR RECREATION COMM SVCS $90.80 $95.34 $100.11 $105.12 $110.37 BUDGET MANAGER $84.91 $89.15 $93.61 $98.29 $103.20
BUILDING OFFICIAL $85.34 $89.60 $94.08 $98.79 $103.73
BUSINESS SYSTEMS ANALYST $65.89 $69.18 $72.64 $76.28 $80.09 CAPITAL IMPV PROGRAM MGR $84.81 $89.05 $93.51 $98.18 $103.09 CHIEF TECHNOLOGY OFFICER $112.10 $117.71 $123.60 $129.78 $136.26 CITY CLERK $75.73 $79.51 $83.49 $87.66 $92.05
CITY ENGINEER $94.47 $99.19 $104.15 $109.36 $114.82
COMMUNITY RELATIONS COORDINATOR $46.86 $49.21 $51.67 $54.25 $56.96 DEPARTMENT HEAD $112.10 $117.71 $123.60 $129.78 $136.26 DEPUTY BUILDING OFFICIAL $73.82 $77.51 $81.39 $85.46 $89.73 DEPUTY CITY ATTORNEY $66.80 $70.14 $73.64 $77.33 $81.19 DEPUTY CITY CLERK $54.04 $56.74 $59.58 $62.55 $65.68
DEPUTY CITY MANAGER $90.80 $95.34 $100.11 $105.12 $110.37 DIRECTOR OF ADMIN SERVICES $112.10 $117.71 $123.60 $129.78 $136.26 DIRECTOR OF COMM DEVELOPMENT $112.10 $117.71 $123.60 $129.78 $136.26 DIRECTOR OF PARKS AND RECREATION $112.10 $117.71 $123.60 $129.78 $136.26 DIRECTOR OF PUBLIC WORKS $115.38 $121.15 $127.21 $133.57 $140.25 ECONOMIC DEVELOPMENT MANAGER $81.52 $85.59 $89.87 $94.37 $99.08 EMERGENCY SERVICES COORDINATOR $66.26 $69.57 $73.05 $76.71 $80.54 ENVIRONMENTAL PROGRAMS MANAGER $84.81 $89.05 $93.51 $98.18 $103.09 EXEC ASST TO CITY MANAGER $47.77 $50.15 $52.66 $55.30 $58.06 EXEC ASST TO THE CITY ATTNY $46.59 $48.93 $51.38 $53.94 $56.64 FINANCE MANAGER $84.91 $89.15 $93.61 $98.29 $103.20
GIS COORDINATOR $48.71 $51.15 $53.71 $56.39 $59.21
GIS PROGRAM MANAGER $83.91 $88.11 $92.52 $97.14 $102.00 HUMAN RESOURCE ANALYST I $56.06 $58.86 $61.80 $64.90 $68.14 HUMAN RESOURCES ANALYST II $61.81 $64.90 $68.14 $71.55 $75.12 HUMAN RESOURCES ASSISTANT $33.76 $35.45 $37.22 $39.08 $41.03 HUMAN RESOURCES MANAGER $84.91 $89.15 $93.61 $98.29 $103.20 HUMAN RESOURCES TECHNICIAN $46.22 $48.53 $50.96 $53.51 $56.18 I.T. ASSISTANT $45.46 $47.73 $50.12 $52.62 $55.25
314
CC 06-03-2025
314 of 1012
UNREP Salary Schedule (Clean) Attachment P
Classification Step1 Step2 Step3 Step4 Step5
INNOVATION AND TECHNOLOGY MGR $83.91 $88.11 $92.52 $97.14 $102.00 LEGAL SERVICES MANAGER $48.12 $50.53 $53.05 $55.71 $58.49 MANAGEMENT ANALYST $56.54 $59.37 $62.34 $65.45 $68.72
NETWORK SPECIALIST $58.16 $61.06 $64.12 $67.32 $70.69
PARK RESTORATION IMPV MGR $79.33 $83.29 $87.46 $91.83 $96.42 PERMIT CENTER MANAGER $73.82 $77.51 $81.39 $85.46 $89.73 PLANNING MANAGER $85.34 $89.60 $94.08 $98.79 $103.73
PUBLIC AFFAIRS MANAGER $72.94 $76.58 $80.41 $84.43 $88.66 PUBLIC INFORMATION OFFICER $72.86 $76.50 $80.33 $84.34 $88.56 PUBLIC WORKS PROJECT MANAGER $69.73 $73.22 $76.88 $80.72 $84.76 PUBLIC WORKS SUPERVISOR $58.78 $61.71 $64.80 $68.04 $71.44 PURCHASING MANAGER $84.91 $89.15 $93.61 $98.29 $103.20
RECREATION MANAGER $60.01 $63.01 $66.16 $69.46 $72.94
RECREATION SUPERVISOR $54.43 $57.15 $60.01 $63.01 $66.16 SENIOR ACCOUNTANT $59.48 $62.45 $65.57 $68.85 $72.30
SENIOR ASSISTANT CITY ATTORNEY $102.13 $107.24 $112.60 $118.23 $124.14 SENIOR BUSINESS SYSTEMS ANALYST $70.50 $74.03 $77.73 $81.61 $85.69 SENIOR CIVIL ENGINEER $79.66 $83.64 $87.82 $92.22 $96.83 SENIOR MANAGEMENT ANALYST $61.81 $64.90 $68.14 $71.55 $75.13 SENIOR PUBLIC WORKS PROJECT MGR $73.21 $76.88 $80.72 $84.76 $88.99 SERVICE CENTER SUPERINTENDENT $75.15 $78.91 $82.86 $87.00 $91.35 SPECIAL PROJECT EXECUTIVE $112.10 $117.71 $123.60 $129.78 $136.26 CODE ENFORCEMENT SUPERVISOR $73.82 $77.51 $81.39 $85.46 $89.73 TRANSPORTATION MANAGER $84.81 $89.05 $93.51 $98.18 $103.09 WEB SPECIALIST $51.42 $53.99 $56.69 $59.53 $62.50
315
CC 06-03-2025
315 of 1012
UNREP Salary Effective 7.01.2023 Attachment Q
Classification Step 1 Step 2 Step 3 Step 4 Step 5 Unit
ACCOUNTANT I $ 46.60 $ 48.93 $ 51.38 $ 53.95 $ 56.65 Unrep ACCOUNTANT II $ 51.37 $ 53.94 $ 56.64 $ 59.47 $ 62.44 Unrep ACCOUNTING TECHNICIAN $ 46.22 $ 48.53 $ 50.96 $ 53.51 $ 56.18 Unrep ADMINISTRATIVE ASSISTANT $ 40.65 $ 42.68 $ 44.82 $ 47.06 $ 49.41 Unrep ASSISTANT CITY ATTORNEY $ 92.83 $ 97.48 $ 102.35 $ 107.47 $ 112.84 Unrep ASSISTANT CITY MGR $ 126.92 $ 133.27 $ 139.93 $ 146.93 $ 154.27 Unrep ASSISTANT TO THE CITY MANAGER $ 74.68 $ 78.41 $ 82.33 $ 86.45 $ 90.77 Unrep ASST DIR COMM DEV $ 90.80 $ 95.34 $ 100.11 $ 105.12 $ 110.37 Unrep ASST DIR PARKS AND RECREATION $ 90.80 $ 95.34 $ 100.11 $ 105.12 $ 110.37 Unrep ASST DIR PUBLIC WORKS $ 94.47 $ 99.19 $ 104.15 $ 109.36 $ 114.82 Unrep BUDGET MANAGER $ 84.91 $ 89.15 $ 93.61 $ 98.29 $ 103.20 Unrep BUILDING OFFICIAL $ 85.34 $ 89.60 $ 94.08 $ 98.79 $ 103.73 Unrep BUSINESS SYSTEMS ANALYST $ 65.89 $ 69.18 $ 72.64 $ 76.28 $ 80.09 Unrep CAPITAL IMPV PROGRAM MGR $ 84.81 $ 89.05 $ 93.51 $ 98.18 $ 103.09 Unrep CHIEF TECHNOLOGY OFFICER $ 112.10 $ 117.71 $ 123.60 $ 129.78 $ 136.26 Unrep CITY CLERK $ 75.73 $ 79.51 $ 83.49 $ 87.66 $ 92.05 Unrep CITY ENGINEER $ 94.47 $ 99.19 $ 104.15 $ 109.36 $ 114.82 Unrep COMMS AND MARKETING COORDINATOR $ 61.81 $ 64.90 $ 68.14 $ 71.55 $ 75.13 Unrep COMMUNITY RELATIONS COORDINATOR $ 46.86 $ 49.21 $ 51.67 $ 54.25 $ 56.96 Unrep DEPARTMENT HEAD $ 112.10 $ 117.71 $ 123.60 $ 129.78 $ 136.26 Unrep DEPUTY BUILDING OFFICIAL $ 73.82 $ 77.51 $ 81.39 $ 85.46 $ 89.73 Unrep DEPUTY CITY ATTORNEY $ 66.80 $ 70.14 $ 73.64 $ 77.33 $ 81.19 Unrep DEPUTY CITY CLERK $ 54.04 $ 56.74 $ 59.58 $ 62.55 $ 65.68 Unrep DEPUTY CITY MANAGER $ 90.80 $ 95.34 $ 100.11 $ 105.12 $ 110.37 Unrep DIRECTOR OF ADMIN SERVICES $ 112.10 $ 117.71 $ 123.60 $ 129.78 $ 136.26 Unrep DIRECTOR OF COMM DEVELOPMENT $ 112.10 $ 117.71 $ 123.60 $ 129.78 $ 136.26 Unrep DIRECTOR OF PARKS AND RECREATION $ 112.10 $ 117.71 $ 123.60 $ 129.78 $ 136.26 Unrep DIRECTOR OF PUBLIC WORKS $ 115.38 $ 121.15 $ 127.21 $ 133.57 $ 140.25 Unrep ECONOMIC DEVELOPMENT MANAGER $ 81.52 $ 85.59 $ 89.87 $ 94.37 $ 99.08 Unrep EMERGENCY SERVICES COORDINATOR $ 66.26 $ 69.57 $ 73.05 $ 76.71 $ 80.54 Unrep ENVIRONMENTAL PROGRAMS MANAGER $ 84.81 $ 89.05 $ 93.51 $ 98.18 $ 103.09 Unrep EXEC ASST TO CITY MANAGER $ 47.77 $ 50.15 $ 52.66 $ 55.30 $ 58.06 Unrep EXEC ASST TO THE CITY ATTORNEY $ 46.59 $ 48.93 $ 51.38 $ 53.94 $ 56.64 Unrep FINANCE MANAGER $ 84.91 $ 89.15 $ 93.61 $ 98.29 $ 103.20 Unrep GIS COORDINATOR $ 48.71 $ 51.15 $ 53.71 $ 56.39 $ 59.21 Unrep GIS PROGRAM MANAGER $ 83.91 $ 88.11 $ 92.52 $ 97.14 $ 102.00 Unrep HUMAN RESOURCE ANALYST I $ 56.06 $ 58.86 $ 61.80 $ 64.90 $ 68.14 Unrep HUMAN RESOURCES ANALYST II $ 61.81 $ 64.90 $ 68.14 $ 71.55 $ 75.12 Unrep HUMAN RESOURCES ASSISTANT $ 33.76 $ 35.45 $ 37.22 $ 39.08 $ 41.03 Unrep HUMAN RESOURCES MANAGER $ 84.91 $ 89.15 $ 93.61 $ 98.29 $ 103.20 Unrep HUMAN RESOURCES TECHNICIAN $ 46.22 $ 48.53 $ 50.96 $ 53.51 $ 56.18 Unrep I.T. ASSISTANT $ 45.46 $ 47.73 $ 50.12 $ 52.62 $ 55.25 Unrep INNOVATION AND TECHNOLOGY MGR - APPLICATIONS $ 83.91 $ 88.11 $ 92.52 $ 97.14 $ 102.00 Unrep INNOVATION AND TECHNOLOGY MGR - INFRASTRUCTURE $ 83.91 $ 88.11 $ 92.52 $ 97.14 $ 102.00 Unrep LEGAL SERVICES MANAGER $ 48.12 $ 50.53 $ 53.05 $ 55.71 $ 58.49 Unrep MANAGEMENT ANALYST $ 56.54 $ 59.37 $ 62.34 $ 65.45 $ 68.72 Unrep NETWORK SPECIALIST $ 58.16 $ 61.06 $ 64.12 $ 67.32 $ 70.69 Unrep PARK RESTORATION IMPV MGR $ 79.33 $ 83.29 $ 87.46 $ 91.83 $ 96.42 Unrep PERMIT CENTER MANAGER $ 73.82 $ 77.51 $ 81.39 $ 85.46 $ 89.73 Unrep PLANNING MANAGER $ 85.34 $ 89.60 $ 94.08 $ 98.79 $ 103.73 Unrep PUBLIC AFFAIRS MANAGER $ 72.94 $ 76.58 $ 80.41 $ 84.43 $ 88.66 Unrep PUBLIC INFORMATION OFFICER $ 72.86 $ 76.50 $ 80.33 $ 84.34 $ 88.56 Unrep PUBLIC WORKS PROJECT MANAGER $ 69.73 $ 73.22 $ 76.88 $ 80.72 $ 84.76 Unrep 316
CC 06-03-2025
316 of 1012
UNREP Salary Effective 7.01.2023 Attachment Q
Classification Step 1 Step 2 Step 3 Step 4 Step 5 Unit
PUBLIC WORKS SUPERVISOR $ 58.78 $ 61.71 $ 64.80 $ 68.04 $ 71.44 Unrep PURCHASING MANAGER $ 84.91 $ 89.15 $ 93.61 $ 98.29 $ 103.20 Unrep RECREATION MANAGER $ 60.01 $ 63.01 $ 66.16 $ 69.46 $ 72.94 Unrep RECREATION SUPERVISOR $ 54.43 $ 57.15 $ 60.01 $ 63.01 $ 66.16 Unrep SENIOR ACCOUNTANT $ 59.48 $ 62.45 $ 65.57 $ 68.85 $ 72.30 Unrep SENIOR ASSISTANT CITY ATTORNEY $ 102.13 $ 107.24 $ 112.60 $ 118.23 $ 124.14 Unrep SENIOR CIVIL ENGINEER $ 79.66 $ 83.64 $ 87.82 $ 92.22 $ 96.83 Unrep SENIOR HOUSING COORDINATOR $ 60.84 $ 63.88 $ 67.07 $ 70.43 $ 73.95 Unrep SENIOR MANAGEMENT ANALYST $ 61.81 $ 64.90 $ 68.14 $ 71.55 $ 75.13 Unrep SENIOR PUBLIC WORKS PROJECT MANAGER $ 73.21 $ 76.88 $ 80.72 $ 84.76 $ 88.99 Unrep SERVICE CENTER SUPERINTENDENT $ 75.15 $ 78.91 $ 82.86 $ 87.00 $ 91.35 Unrep SUSTAINABILITY MANAGER $ 76.07 $ 79.87 $ 83.87 $ 88.06 $ 92.46 Unrep TRANSPORTATION MANAGER $ 84.81 $ 89.05 $ 93.51 $ 98.18 $ 103.09 Unrep WEB SPECIALIST $ 51.42 $ 53.99 $ 56.69 $ 59.53 $ 62.50 Unrep 317
CC 06-03-2025
317 of 1012
RESOLUTION NO. 25-
A RESOLUTION OF THE CUPERTINO CITY COUNCIL APPROVING THE REVISED UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
AND SALARY SCHEDULE
WHEREAS, the City Council desires to revise the classification plan and salary schedule in the Unrepresented Employees’ Compensation Programs adopted by City Council Resolution No. ____.
NOW, THEREFORE, BE IT RESOLVED that
1. The City Council hereby adopts the revised classification plan and salary schedule for unrepresented employees, as shown in Attachment P.
2. The City Manager is hereby authorized to update the Unrepresented Employees’ Compensation Programs to incorporate the revised classification plan and salary schedule.
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Cupertino this 3rd day of June 2025 by the following vote:
Members of the City Council
AYES:
NOES:
ABSENT:
ABSTAIN:
SIGNED:
________
Liang Chao, Mayor
City of Cupertino
________________________
Date
ATTEST:
________
Kirsten Squarcia, City Clerk
________________________
Date
318
CC 06-03-2025
318 of 1012
MEMORANDUM OF UNDERSTANDING
City of Cupertino
And
IFPTE Local 21,
Cupertino Employees’ Association (CEA)
July 1, 2022 – June 30, 2025
319
CC 06-03-2025
319 of 1012
Table of Contents
Category Section Page Number
No Discrimination 1
Association Rights 2
Management Rights 3
Salary Schedule 4
Out of Classification & Acting Pay 5
Bilingual Pay Differential 6
Hours of Work – Overtime 7
Call Back Pay
Stretch Assignments
8 9
Contracting Out
Facilities Closure
10 11
PERS Contribution 12
Insurance Coverage 13
Safety Footwear
Holidays
14 15
Workers Compensation Benefits 16
Vacation 17
Sick Leave 18
Sick Leave Verification 19
Bereavement Leave 20
Military Leave 21
Pregnancy Disability Leave 22
Adoption Leave 23
Catastrophic Leave 24
320
CC 06-03-2025
320 of 1012
Absence Notification 25
Family Medical Leave Act 26
Education Reimbursement Program 27
City Sponsored Recreation Programs 28
Due Process
Grievance Procedure
29 30
Layoff Procedure 31
Reinstatement 32
Continuation of Benefits 33
Telecommuting / Remote Work 34
Separability 35
Ratification 36
Reopener 37
Term 38
Total Compensation Surveys 39
Salary Schedule Exhibit A
321
CC 06-03-2025
321 of 1012
MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF CUPERTINO
AND
IFPTE LOCAL 21, CUPERTINO CITY EMPLOYEES’ ASSOCIATION
This is a three (3) year agreement, entered into the first full pay period after Association ratification and adoption by the City Council of this successor MOU and ending on June 30, 2025 between the City of Cupertino, hereinafter referred to as "City", and representatives of IFPTE Local 21 Cupertino City Employees’ Association, hereinafter referred to as "Association", pursuant to California Government Code 3500 et seq., and the City Employer - Employee Relations Policy (Cupertino Municipal Code 2.52.280 et seq.). The Association is the recognized sole and exclusive representative. This agreement represents the full and integrated agreement reached between the parties.
The Association may select not more than five (5) employees of which no more than two (2) may be from the same City department to be members of the CEA bargaining team for the purpose of negotiating a successor memorandum of understanding (MOU). The Association shall provide the City with the names of the selected successor MOU bargaining team within thirty (30) days of the first day of negotiations.
Classifications in the Association:
Account Clerk I
Account Clerk II
Assistant Engineer
Assistant Housing Coordinator
Assistant Planner
Associate Civil Engineer
Associate Planner
Building Inspector
Case Manager
Code Enforcement Officer
Community Outreach Specialist
Engineering Technician
Environmental Compliance Technician
Environmental Programs Assistant
Environmental Programs Specialist
Facility Attendant
GIS Technician
Multimedia Communication Specialist
Office Assistant
Permit Technician
Plan Check Engineer
Public Works Inspector
Receptionist/Clerk
Recreation Assistant
Recreation Coordinator
Senior Building Inspector
Senior Code Enforcement Officer
Senior Engineering Technician
Senior Office Assistant
322
CC 06-03-2025
322 of 1012
Senior Planner
Senior Traffic Technician
Special Programs Coordinator
Traffic Signal Tech-Apprentice
Traffic Signal Technician
Traffic Technician
SECTION 1: NO DISCRIMINATION
In accordance with the City of Cupertino Equal Employment Opportunity policy, the City will afford equal opportunity to all qualified employees, applicants and unpaid interns as to all terms and conditions of employment, including compensation, hiring, training, promotion, transfer, discipline, and termination, without regard to race, color, religion, political affiliation, national origin, sex (including gender, gender identity, gender expression, transgender, pregnancy and breastfeeding), disability, sexual orientation (including heterosexuality, homosexuality and bisexuality), age, ancestry, citizenship status, uniformed service member status, marital status, medical condition, genetic information or characteristics, or for Association activity or any other basis protected by law.
SECTION 2: ASSOCIATION RIGHTS
The City and the CEA recognize the right of employees to form, join, and participate in lawful activities of employee organizations and the equal, alternative right of employees to refuse to form, join, and participate in employee organizations. Neither party shall discriminate against an employee in the exercise of these alternative rights. Accordingly, membership in the CEA shall not be compulsory.
2.1 Automatic Payroll Deduction and Remittance
Upon certification by CEA that an employee has signed a deduction authorization, the City will deduct the appropriate dues from the employee's pay, as established and as may be changed from time to time by CEA, and remit such dues to CEA. Employee requests to cancel or change deductions must be directed to CEA rather than to the City. An employee wishing to cancel or change deductions must mail a written revocation to CEA in accordance with the terms of the authorization form, or absent any such terms, by mailing a written revocation to CEA that is postmarked during the thirty {30) day period immediately prior to the annual anniversary date on which the employee signed the original authorization form. Deductions will continue unless and until the City is notified by CEA of any requested changes.
2.2 Access to New Employees
The Employer shall provide CEA written notice of, and access to, new employee orientation as set forth below.
A. Notice: The Employer shall provide at least 10 days’ written notice by email, to addresses that CEA shall provide, of any new employee orientation for positions in a CEA-represented classification, where information regarding employment status, rights, benefits, duties, responsibilities, or any other employment-related matter is provided. Less than ten (10) days’ written notice may be provided where there is an urgent need critical to the City’s operations that was not reasonably foreseeable. 323
CC 06-03-2025
323 of 1012
B. Access: CEA shall notify the new employee and labor relations of a proposed thirty minute time slot, during normal working hours, for a maximum of two representatives, which may be either CEA members or IFPTE Local 21 affiliate representatives, to meet privately with the new employee. The purpose of the meeting shall be to provide information and communicate to its member the rights and obligations created by the contract and the role of the representative, and to answer questions, without management personnel or any other persons present. One representative may be a bargaining unit member, and any such bargaining unit member shall be on withoutloss-of-pay status provided the member gives his/her supervisor sufficient advance notice.
1. For reasons of operational necessity only, the Employer may notify CEA that the proposed time is unworkable and that CEA must propose an alternate time.
C. Information Exchange: Within thirty (30) days of hiring a new employee, or by the first pay period of the month following hire, the employer will provide IFPTE Local 21 with the below listed information in a digital or other usable data format:
1) Name
2) Job Title
3) Department
4) Work Location
5) Telephone number(s) [work, home and personal cellular] 6) Personal email address on file with employer
7) Home address of the new hire
Similarly, the City of Cupertino will also provide CEA with the above detailed information for all employees within the bargaining unit at least every ninety (90) calendar days in a digital or other usable data format.
The above information shall not be provided to CEA if the new hire or current employee within the bargaining unit makes a written request to opt out of such disclosure. Upon written request of the employee, the City will not disclose the employee’s home address, home telephone number, personal cellular telephone number, or personal email address to CEA, in accordance with Cal. Gov. Code Section 6254.3(c).
D. The ability to have a CEA representative present as part of orientation/onboarding shall not result in a delay of an employee’s start date.
E. Resolution of the above language satisfies the City’s bargaining obligations under AB 119, Government Code Section 3555-3559.
2.3 Hold Harmless
CEA shall indemnify and hold the City harmless from any and all claims, demands, suits, or any other action arising from the maintenance of dues deductions or from complying with any demand for termination hereunder, provided that the City promptly provide notice to CEA of any claim, demand, suit, or other action for which it is seeking indemnification. 324
CC 06-03-2025
324 of 1012
CEA shall certify to the City of Cupertino that the Association has received and will maintain an authorization, signed by each individual employee from whose salary or wages a deduction or reduction is to be made. CEA will maintain individual employee authorizations, and shall not be required to provide a copy of an individual authorization to the City unless a dispute arises about the existence or terms of the authorization. CEA shall indemnify the City for any claims made by an employee for deductions made in reliance on that certification.
2.4 Administrative Processing of CEA Dues
CEA shall provide the City with a thirty day advance written notice of any changes in the annual dues deduction amounts. CEA, which has affiliated with IFPTE Local 21, AFL-CIO shall provide the City with instructions regarding dues deductions to be remitted to IFPTE Local 21.
2.5 Reasonable Time Off to Meet and Confer
As a representative of a recognized employee organization, CEA Board members may be selected to attend scheduled meetings with City representatives on subjects within the scope of representation during regular work hours without loss of compensation. For contract negotiations, CEA may select not more than six employee members to attend bargaining sessions. Where circumstances warrant, Human Resources may approve the attendance of additional employee representatives without loss of compensation, at either labor negotiations or Labor Management Committee, or other meet and confer meetings.
2.6 Stewards
CEA may designate a reasonable number of employees to represent other employees in disciplinary or grievance matters and to investigate matters within the scope of representation. CEA shall provide written notice to the City of the designated stewards and shall notify the City of any changes to the list. Stewards shall conduct their representation activities on their own time and on the employee’s own time unless it is an emergency situation, which would still require approval from the appropriate supervisor or manager in order to leave the job site. Time off without loss of compensation shall be allowed for management approved meetings. Unless authorized, only one steward shall be released on work time to attend such meetings for any one grievance, discipline, or representation matter.
2.7 Activities on City premises
Representatives of CEA shall be granted reasonable access to employee work locations to investigate matters relating to employer-employee relations, unless such access to given work locations would constitute a safety hazard or would interfere with the operations of the City. CEA/IFPTE Local 21 field representatives shall not enter a work location without first advising the department head or Human Resources office.
SECTION 3: MANAGEMENT RIGHTS
Consistent with the MMBA, it is the exclusive right of the City of Cupertino to direct its employees; take disciplinary action for proper cause; relieve its employees from duty because of lack of work or for other legitimate reason; classify and reclassify positions; and determine the methods, means, and personnel by which the City’s operations are to be conducted. Any of the rights, powers and authority the City had prior to entering into this Agreement are 325
CC 06-03-2025
325 of 1012
retained by the City except as expressly provided in this section.
While exercising its rights pursuant to the section, the City agrees to meet and confer with CEA representatives over matters within the statutory scope of bargaining.
SECTION 4: SALARY SCHEDULE
Monthly salary ranges as listed on Exhibit A will apply for each classification effective at the beginning of the pay period in which July 1 occurs unless otherwise noted below.
Effective the first full pay period after July 1, 2022, a 5.0% salary increase will be added to the salary range of each classification in this bargaining unit.
The parties further agree to reopen wage negotiations for FY23-24 and FY24-25 upon the California Department of Tax and Fee Administration’s (CDTFA) completion of the sales tax review, but in no event later than March 1, 2023. The union may propose changes to salary steps, call back pay and bilingual pay as part of the wage reopener discussion.
SECTION 5: OUT-OF-CLASSIFICATION AND ACTING PAY
Temporary assignment, approved in advance by the department head, to a classification in a higher pay grade shall be compensated at the Step 1 rate of the higher classification, or at a rate five percent greater than that of the regular position, but not more than the maximum step of the higher class, whichever is greater, for the number of hours so assigned. In order to qualify for Out-Of-Classification pay, an employee shall work a minimum of 4 hours per day in the temporary assignment. An employee may be assigned to work out of class in a higher classification when there is a vacant position for which a recruitment is being, or will be, conducted. Out of class assignments may not exceed 960 hours in a fiscal year.
Compensation for work performed in an out-of-class capacity is included for purposes of calculating CalPERS compensation, however, this is at the discretion of CalPERS and future changes to CalPERS regulations would supersede the language of this section.
An employee may receive acting pay for working in a higher classification where a vacancy does not exist, in the case of an incumbent being on vacation or leave of absence, or due to the employee being asked to perform higher level work on any other temporary basis. Acting pay is not included for purposes of calculating CalPERS compensation.
The higher rate of pay shall be used in computing overtime when authorized overtime is worked in a non-exempt, out of class or acting work assignment. When a non-exempt employee is working out of class or acting in an exempt position for 20 hours or more in a work week, the employee will be ineligible to receive overtime pay for any and all hours worked in the exempt classification during that work week.
All requests for out of class pay or acting pay must be approved by the Director of Administrative Services or his/her designee.
SECTION 6: BILINGUAL PAY DIFFERENTIAL
An employee must have taken and passed the required language proficiency test(s) prior to being asked to use bilingual skills for City work. An employee who performs bilingual work 326
CC 06-03-2025
326 of 1012
as approved by their supervisor is eligible to receive a 7.5% bilingual pay differential only for the work time during which the employee uses bilingual skills. For payroll reporting purposes, the 7.5% bilingual pay differential will be recorded with a 15 minute minimum. Bilingual pay is not available retroactively to passing the exam.
SECTION 7: HOURS OF WORK: OVERTIME
7.1 Hours of Work Defined
Hours worked shall include all time assigned by employer whether such hours are worked in the City’s work place, or in some other place where the employee is carrying out the duties of the City.
The normal work week shall be 40 hours in seven days with two consecutive days off.
Alternate Work Schedules (AWS) may be considered, including 9/80 and 4/10, but must be approved in advance by the Department Head. The City reserves the right to re-evaluate such approvals if the Alternate Work Schedule results in an undue burden to the City.
7.2 Overtime
Overtime shall be defined as any work in excess of 40 hours in a seven day work period.
Holidays and paid time off shall count toward the accumulation of the work week.
Overtime work for the City by an employee shall be authorized in advance by the department head or their designee. In the event of unforeseen circumstances, overtime shall be approved after the work is completed.
7.3 Schedules
It will be a management responsibility to schedule the hours of work for each employee covered by this agreement. Except in unforeseen circumstances, changes in employee’s hours of work will be made after ten days prior notice.
7.4 Rest Periods and Meal Breaks
Each employee shall be granted a rest period of fifteen minutes during each work period of more than three hours duration. No wage deduction shall be made nor time off charged against employees taking authorized rest periods, nor shall any rights or overtime be accrued for rest periods not taken.
All employees shall be required to take an uninterrupted, unpaid meal period of a minimum of 30 minutes and a maximum of 60 minutes at or about the midpoint of their work day. The length of the meal period and the time the meal period is taken shall be agreed to between the employee and their supervisor or department head, based on operational necessities.
Employees are entirely relieved of responsibilities and restrictions during their meal period, unless they are assigned, in writing, to work an on-duty meal period, which will be treated as paid time. Employees may not use the meal break to reduce their regular daily work schedule, unless previously approved by their supervisor.
7.5 Payment of Overtime
All approved overtime work performed by employees shall be paid at the rate of one 327
CC 06-03-2025
327 of 1012
and one-half (1 1/2) times the normal rate of pay. Work performed on regularly scheduled days off, City Holidays or during an employee’s scheduled vacation shall be considered to be overtime and paid accordingly.
7.6 Compensatory Time Off (CTO)
At the employee’s discretion, compensatory time off may be granted for overtime worked at the rate of time and one-half for each hour worked in lieu of compensation in cash.
Employees, who have previously earned compensatory time, shall be allowed to schedule compensatory time off at dates of the employee’s selection provided that prior supervisory approval has been obtained.
CTO time may be accrued for up to 80 hours per calendar year. Any CTO earned exceeding 80 hours will be paid at the rate of time and one-half. An employee may carry over the unused balance into the next calendar year. Any unused carryover balance will be automatically paid out at the end of the calendar year.
An employee may exercise his/her option two times each calendar year to convert any/or all accumulated compensatory time to cash.
7.7 Leave Accruals
An employee shall not accrue leave credits (vacation, sick leave) during a pay period if off without pay for more than 40 hours during said pay period.
SECTION 8: CALL BACK PAY
If an employee is required to report for emergency or other duties during the employee’s offduty hours, the employee will be compensated at a rate of time and one half their base hourly rate for all hours worked, including necessary travel time.
SECTION 9: STRETCH ASSIGNMENTS
As part of the City’s Succession Development program, association members may be eligible for voluntary “stretch assignments”. Stretch Assignments differ from work out of class or acting assignments, and serve to prepare employees for future promotional opportunities within the City. Examples of stretch assignments include shadowing management staff; assisting with special projects or tasks; and cross-departmental training opportunities. Stretch assignments are voluntary and receive no additional compensation. Stretch assignments may be requested by employees, or offered by department management staff; however, such assignments should not impact the employee’s regular workload or position and should not result in overtime hours. Stretch assignments are offered solely at the discretion of management and are not grievable. Stretch assignments shall not be utilized to cover the work of an unfilled position or to cover work assignments of an employee on leave.
SECTION 10: CONTRACTING OUT
If contracting out bargaining unit work to outside contractors would result in layoff of bargaining unit members, the elimination of a bargaining unit position, or a permanent reduction in the hours worked by current bargaining unit employees, then the City shall meet 328
CC 06-03-2025
328 of 1012
the following requirements:
1) The City will give CEA notice of at least sixty (60) days before the effective date of the outside contract.
2) Within such sixty (60) day period, CEA will have the opportunity to meet and confer on the impact of the contracting out on bargaining unit employees, and an opportunity to propose alternative ways in which such services could continue to be provided by the City workforce or alternate possibilities for cost savings. Nothing in this section shall be construed to limit the rights of the City to contract out work under the terms and conditions of this section.
Nothing in this section shall be construed to limit the rights of the City to enter into temporary contracts (less than one year) or contracts to fill an immediate need (such as a vacant position).
SECTION 11: FACILITIES CLOSURE
City facilities* will be closed from December 24 through January 1, of each year during the term of the contract only. Employees may use vacation, CTO, floating holiday, administrative leave, or leave without pay for work time missed during the closure week. With Supervisor and Department Head prior approval, an employee may opt to work during the facility closure. *The Sports Center and Blackberry Farm Golf Course may remain open on facilities closure days staffed by part-time employees
SECTION 12: PUBLIC EMPLOYEES RETIREMENT (PERS) CONTRIBUTION A. For Employees hired on or before December 29, 2012 Only For City of Cupertino employees hired by the City of Cupertino on or before December 29, 2012, the City has contracted with CalPERS for a 2.7% @55 retirement formula.
Effective in the first full pay period in July 2017, each employee in the 2.7% at 55 Classic formula shall pay the full eight percent (8.0%) of applicable PERSable salary towards the full employee share of CalPERS pension contribution.
B. For employees hired by the City of Cupertino on December 30, 2012 or on December 31, 2012 or a current CalPERS employee who qualifies as a classic member under CalPERS Regulations Only.
For employees hired by the City of Cupertino on December 30, 2012 or on December 31, 2012 or a current CalPERS employee who qualifies as a classic member under CalPERS Regulations only the City has contracted with CalPERS for a 2.0% @ 60 retirement formula based on a three year average compensation.
Effective October, 2016, the City shall not pay the employee’s contribution share to the California Public Employees Retirement System (CalPERS) and each employee shall pay the full seven percent (7.0%) of applicable PERSable salary towards the employee’s contribution share of CalPERS pension under this formula.
C. For employees hired by the City of Cupertino on of after January 1, 2013, or former CalPERS employees that do not qualify as Classic employees hired by the City of Cupertino on or after January 1, 2013 Only
329
CC 06-03-2025
329 of 1012
For employees hired by the City of Cupertino on or after January 1, 2013, CalPERS has by statute implemented a 2% @ 62 formula based on a three year average compensation.
Employees in this category shall pay 50% of the normal cost rate as determined by CalPERS.
SECTION 13: INSURANCE COVERAGE
13.1. Health - Medical and Dental Insurance
City agrees to pay an amount as set forth herein for medical coverage for employee and dependents through the Meyers-Geddes State Employees Medical and Hospital Care Act. For each participating employee, the City shall contribute the maximum toward premium cost per month for health and dental during the term of this agreement as follows:
January 1, 2022 City Max Health
Contribution
City Max Dental
Contribution
City Total Max
Contribution
Employee 935.88 126.78 1062.660
Employee +1 1,591.01 126.78 1,717.79
Employee +2 2,068.31 126.78 2,195.09
Required contribution amounts exceeding the premium contribution of the City are the responsibility of the employee. The City no longer pays medical insurance cash back (excess of the monthly premium less the cost of the medical coverage) for any employees.
Effective July 1, 2010, employees that retire or resign from service with the City of Cupertino and who are not eligible for retiree medical benefits as defined in the Summary of Benefits can continue on the Cupertino medical and dental plans provided that they pay the premiums in full.
The City reserves the right of selection and administration as to deferred compensation plan(s).
If during the term of this agreement, modifications are made to the Federal tax code which would result in any of the medical insurance provided be subject to taxation, the contract will be re-opened for the purposes of adjusting the salary and medical benefits so long as it does not result in an increase or decrease in the total compensation.
If during the term of this agreement, new medical plans are identified that will be beneficial to the City and CEA, the contract will be reopened to discuss these plan options.
Health deductions for employee payments towards PEMHCA premiums shall occur on a bi-monthly basis consistent with CalPERS required PEMHCA payment schedule.
13.2 Health In-Lieu Payments
City agrees to pay a monthly amount of three hundred seventy-five ($375.00) per month to bargaining unit employee who can demonstrate that they have equivalent health coverage through their spouse, parent, or other group coverage and who request this cash payment in lieu of health insurance coverage.
330
CC 06-03-2025
330 of 1012
13.3 Life Insurance
City shall provide life insurance and accidental death and dismemberment coverage for each employee in the amount of two and one half times annual salary to a maximum benefit of $250,000. Employees may be eligible to purchase additional life insurance subject to the provisions of the insurance policy.
13.4 Short Term and Long Term Disability Insurance
CEA employees will participate in California State Disability Insurance (SDI). SDI weekly benefits are determined by the State of California and information is available on the State of California Employment Development Department website. Employees may use leave banks to supplement lost salary during the 7 day elimination period. Bargaining unit members shall pay the 1% cost of CA SDI, which will be deducted from their biweekly paychecks. Until full enrollment in CA SDI becomes effective, bargaining unit members will continue to be covered by the current Short Term Disability plan during the transition. Integration of SDI with the City’s current Short Term Disability plan will be in accordance with SDI rules and regulations.
The City shall provide Long Term Disability (LTD) insurance for employees. LTD income protection coverage shall be up to $7,000 of covered monthly salary. Employees may use sick leave and/or vacation leave to supplement lost salary during the 90 day elimination period.
13.5 Vision Care Insurance
The City shall provide Vision Care Insurance for employees and their dependents at a cost of $14.94 monthly.
SECTION 14: SAFETY FOOTWEAR
The City shall provide safety footwear at a cost not to exceed $400 annually, for the bargaining unit classifications of Building Inspector and Public Works Inspector. The City will provide employees with a list of approved vendors and footwear, and will be billed directly by the vendor for payment. Any cost exceeding $400 will be borne by the employee.
SECTION 15: HOLIDAYS
15.1 Fixed Holidays
The City shall provide the following fixed paid (8 Hour) holidays for eligible employees covered by this agreement:
1. New Year’s Day 8. Veteran’s Day
2. Martin Luther King Day 9. Thanksgiving Day
3. President’s Day 10. Day following Thanksgiving
4. Memorial Day
5. Juneteenth
11. Christmas Eve
12. Christmas Day
6. Independence Day 13. New Year’s Eve
7. Labor Day
331
CC 06-03-2025
331 of 1012
When a holiday falls on a Saturday, the preceding Friday shall be observed as the nonwork day. When a holiday falls on a Sunday, the following Monday shall be observed as the non-work day.
Nothing contained herein shall preclude the right of the department head with the approval of the Appointing Authority to reschedule work assignments or hours of work to meet emergency situations and other administrative necessities caused by the observance of a holiday or non-work day or period; provided, however, that all such affected employees are duly compensated for said rescheduled work assignments.
15.2 Floating Holidays
In addition to the foregoing paid holidays, eligible employees shall earn 20 hours of holiday leave per year that may be used in increments of no less than one quarter of an hour.
Floating holiday leave shall be earned at a rate of .77 hours per pay period. Floating holiday leave may be accumulated up to 40 hours. Floating holiday leave shall be taken at the discretion of the employee subject to prior supervisory approval.
15.3 Holiday Pay
In order for an employee to receive his/her regular pay for a holiday or designated nonwork day, work must be performed on the regular scheduled day before and the regular scheduled day after the holiday or designated non-work day. Employees on vacation, injury leave, approved short term leave of absence, with or without pay, or who submit satisfactory evidence of personal illness shall be considered as working their regular schedule for pay purposes.
SECTION 16: WORKERS COMPENSATION BENEFITS
Any employee sustaining an injury arising out of or in the course of the performance of his/her job and who cannot work at the duties and responsibilities normally assigned to that job is entitled to receive Workers’ Compensation as prescribed by State law.
16.1 Use of Sick Leave to Supplement Workers’ Compensation Payments
Any employee entitled to receive Workers’ Compensation payments may elect to supplement such payments with an amount not to exceed that which is the employee’s weekly earnings or weekly earning capacity by use of sick leave payments to the extent that such sick leave has been accrued to the employee’s account.
16.2 Use of Sick Leave for Industrial Injury Medical Appointments
An employee who is required to see a physician regarding a work-related injury during regularly scheduled work hours may use sick leave credits for appointment(s). If the medical appointment is scheduled during the last hour of the regularly scheduled work day an employee will not be required to use sick leave credits for said appointment. The last hour provision shall be limited to one time during any Monday through Friday work period.
SECTION 17: VACATION
All bargaining unit employees shall accrue vacation credit. Accrued vacation credits may be taken with prior supervisory approval.
332
CC 06-03-2025
332 of 1012
Benefited full-time employees accrue vacation in accordance with the following schedule. Benefited employees who work less than a full-time work schedule accrue vacation in accordance with the following schedule on a pro-rated basis.
Service Time Annual Accruals Maximum Accrual
0 - 3 Years 80 Hours 160 Hours
4 - 9 Years 120 Hours 240 Hours
10 – 14 Years 160Hours 272 Hours
15 – 19 Years 176Hours 320 Hours
20 + Years 192Hours 352 Hours
An employee may accrue no more vacation credit than what is listed above.
Upon termination of employment, unused vacation may not be used to extend the final employment date beyond the annual accrual rate being earned. Any request to use accrued vacation hours beyond the last day of work must be submitted in writing, approved by the employee’s supervisor like all other vacation requests, and is irrevocable.
Represented employees may convert, up to two times per calendar year, unused vacation time for payment subject to the following conditions:
1. The employee must have a minimum of 120 hours of accrued vacation immediately prior to a conversion.
2. Any payment for accrued vacation hours will be subject to taxes as determined by law.
3. Minimum exchange will be one day. Maximum exchange will be ten days.
4. All exchanges are irrevocable.
5. A maximum of 80 hours of accrued vacation may be converted for pay during a calendar year.
SECTION 18: SICK LEAVE
All full time employees hired before October 17, 2012 (other than those holding temporary status), shall earn eight (8) hours per month sick leave time without limit on accumulation. All employees hired on or after October 17, 2012 shall earn eight (8) hours per month of sick leave time, but may accrue no more than 240 hours of sick leave time.
Those regular employees working less than full time (at least 20 hours per week) shall earn a pro-rated amount of sick leave based on their regular hours worked in relation to 40 hours. Sick leave may be utilized due to the employee’s personal illness, injury, pregnancy disability or sickness or injury to the immediate family.
The employee’s immediate family consists of the following: children, stepchildren, spouse/domestic partner, parents, mother-in-law, father-in-law, siblings, grandchildren and grandparents who because of illness cannot care for themselves, and for medical emergencies.
Employees shall, whenever possible, make appointments for medical, dental and similar purposes during non-work hours. If this is not possible, sick leave may be used for these purposes.
With proper notification, sick leave shall be taken in periods of no less than one-half hour increments.
18.1 Sick Leave Conversion. Any employee hired before October 17, 2012, who is 333
CC 06-03-2025
333 of 1012
retiring, will have the option of applying any remaining sick leave to service credit. If an employee is resigning, he/she will not have the option of applying sick leave hours to service credit.
18.2 Sick leave is not vested under California statutory law.
18.3 Employees hired before October 17, 2012 shall have the option of cashing out sick leave in accordance with Section 18.4 and 18.5.
18.4 If upon retirement the qualifying employee has a minimum of 320 non-vested hours, payment shall be made for up to eighty-five percent (85%) of the value of the bank at the employee’s discretion.
18.5 If upon resignation the qualifying employee has a minimum of 320 non-vested hours, payment shall be made for up to seventy percent (70%) of the value of the bank at the employee’s discretion.
18.6 Represented employees will have the option, subject to approval of the department head, of converting sick leave to vacation leave on a two-to-one basis only if the employee’s remaining sick leave balance is 40 hours or more. The maximum allowable exchange will be 96 hours of sick time for 48 hours of vacation leave per calendar year. The minimum exchange will be 8 hours sick leave for 4 hours of vacation.
An employee may convert sick leave in excess of 320 hours to vacation leave on a oneto-one basis with a maximum of 48 hours and a minimum of 4 hours and may convert up to an additional 32 hours on the basis of one hour of sick leave to 0.7 hour of vacation leave. The conversion of sick leave in excess of 320 hours to vacation leave as described herein is limited to no more than a total of 80 hours per calendar year.
As a condition of converting sick leave to vacation, all employees will be required to use at least one-half of the vacation accrued during the previous twelve months.
Such conversion either to exchange sick leave for vacation or vice versa shall be subject to the following conditions:
a. All requests to exchange sick leave for vacation time shall be submitted in writing to the department head at least fourteen (14) calendar days in advance of intended vacation utilization.
b. If twelve (12) months have elapsed since approval of the exchange of sick leave for vacation, and the employee has not been permitted the use of the converted vacation time, (after submitting at least one written request for utilization) the employee will have the right to re-convert the vacation time to sick leave in reverse ratio to the original exchange. This exchange will be allowed only for previously converted sick time to vacation and will not be permitted for regularly accrued vacation time.
NOTE: As used in this document, "reverse ratio" is intended to mean that the ratio of sick leave to vacation will revert to the original ratio at the time the initial exchange was implemented.
SECTION 19: SICK LEAVE VERIFICATION
334
CC 06-03-2025
334 of 1012
A Department Head or supervisor may at their discretion require employees to furnish reasonable acceptable evidence, including a doctor’s certificate, to substantiate a request for sick leave if the sick leave exceeds three (3) consecutive workdays. A supervisor may also require a doctor’s certificate or other form of verification where leave abuse is suspected. If it appears that an employee is abusing sick leave or is using sick leave excessively, the employee will be counseled that the continued use of sick leave may result in a requirement to furnish a medical certificate for each such subsequent absence for sick leave regardless of duration.
Continued abuse of leave or excessive use of sick leave may constitute grounds for discipline up to and including dismissal.
SECTION 20: BEREAVEMENT LEAVE
Employees shall be granted paid bereavement leave of up to 24 hours upon the death of a close relative. Close relatives are defined as mother, father, sister, brother, wife, husband, domestic partner, child, step-child, grandparent, grandchildren, mother-in-law and father-inlaw. Additional bereavement leave of up to 16 hours will be granted for travel out of state or over 200 miles. An employee may request bereavement leave for the death of an individual not listed above and whom they have a close and significant relation with and/or hours greater than 24, but not more than 40, which Human Resources can grant at their discretion. A denial under this section shall not be subject to the grievance procedure.
SECTION 21: MILITARY LEAVE
Military leave shall be granted in accordance with the provision of State and Federal law. All employees entitled to military leave shall give their supervisor an opportunity within the limits of military requirements, to determine when such leave shall be taken.
SECTION 22: PREGNANCY DISABILITY LEAVE
An employee disabled by pregnancy is eligible for up to four months of unpaid pregnancy disability leave (PDL) as defined by law. This leave is to be used when the employee is disabled due to pregnancy or child birth or related medical condition, including but not limited to, morning sickness, pregnancy complications and prenatal appointments. Accrued sick leave may be used during the leave, and the employee has the option to use accrued vacation, floating holidays and/or compensatory time in order to receive pay during the leave. If the employee is also eligible for leave under the Federal Family Medical Leave Act (FMLA), (employee must be employed by the City for at least one year and have worked at least 1250 hours during the year preceding the leave) the leave the employee takes for pregnancy disability will be run concurrently with the employee’s entitlement to up to 12 weeks of FMLA leave. Employees otherwise eligible for health insurance benefits (medical, dental and vision) will continue to receive such benefits during the period of the PDL leave up to four months as defined by law per 12 month period.
After PDL and FMLA leave, if applicable, expires and if the employee is on unpaid status or the employee has less than 20 hours per week on their timesheet, the employee may elect to continue and enroll in COBRA benefits at employee’s expense.
The employee will be accruing sick leave, floating holiday and vacation leave during the period of time, if any, the employee is in paid status. Any time the employee’s hours adjust to less than 40 hours per week, however of paid status, the employee’s accrual rates (sick leave, vacation leave, floating holiday) will be prorated and be adjusted accordingly. Sick leave, 335
CC 06-03-2025
335 of 1012
floating holiday and vacation leave do not continue to accrue during any period the employee is on unpaid status.
Under the California Family rights Act (CFRA) eligible employees are entitled up to 12 additional weeks of leave to bond with the baby. To be eligible for the CFRA bonding leave, employee must be employed by the City for at least one year and have worked at least 1250 hours during the year preceding the leave. The leave is unpaid, but the employee may use floating holiday, compensatory time and vacation leave in order to receive pay during the leave.
The employee may use sick leave for a baby’s illness or doctor’s appointment when applicable to receive pay during the leave. Bonding leave must be used within one year of the birth of the baby.
An employee who plans to take PDL must give reasonable notice (not less than 4 weeks if anticipated or as soon as possible if the leave is unforeseen) before the date employee expects to take the leave. As with all other employees returning from medical leave, employees returning from PDL leave of at least 3 days are required to provide a doctor’s note clearing them to return to work. If an employee requires reasonable accommodations as a result of pregnancy, employee should consult with Human Resources. Employees disabled by pregnancy and employees on leave to bond with a baby may be eligible for benefits under State Disability Insurance. Additional information is available at www.edd.ca.gov/Disabililty and from Human Resources.
SECTION 23: ADOPTION LEAVE
Upon request, a leave of absence without pay for up to four (4) work weeks will be granted to adoptive parents. Such leave must be used within one year of the adoption. The city will pay health and welfare benefits for the duration of the leave as the same rate as prior to the leave consistent with the contributions as provided for under the existing MOU.
If the employee is eligible for FMLA/CFRA (employed by the city for at least one year and worked at least 1250 hours during the year preceding the leave), employee may be eligible for up to 12 work weeks total (the above four (4) work weeks plus an additional eight (8) work weeks) for bonding with the adopted child during the first year after adoption. The employee may be eligible for health benefits during the twelve (12) work week period at the same rate as prior to the leave as provided for under the existing MOU.
During adoption leave, accrued vacation may be used by the employee at his or her option in order to receive pay during the leave. Sick leave may only be used during the leave in the event of illness or medical appointments of the adoptive child during the leave.
SECTION 24: CATASTROPHIC LEAVE
a. The City’s Catastrophic Leave Committee will evaluate each individual case when it is submitted to qualify to receive funds. The only limitation is that the employee must be the one facing the illness. The committee has the right to establish standards for the granting of leave hours, and ask the applicant to submit further documentation from the treating physician, and to determine the applicant’s eligibility for catastrophic leave hours.
b. All benefited employees will be eligible to receive assistance. An employee does not have to be a contributor to be eligible.
c. A recipient must have used all of their available leave hours before he/she is eligible. d. The maximum amount is seven (7) days (State Disability Insurance becomes available 336
CC 06-03-2025
336 of 1012
at this time).
e. Vacation hours and compensating time off (CTO) hours are the only leave of absence credits which may be donated. An employee may not donate leave of absence credits which would reduce his/her total accrued leave balances to less than 120 hours. Leave credits may be donated in any pay period. All leave donations are irrevocable. f. A leave of absence transfer drive will be held whenever necessary to provide for a minimum catastrophic leave bank balance which is the equivalent of 40 hours. g. Active employees wishing to donate sick leave hours to the Catastrophic Leave bank will need to convert sick leave hours (maintaining a minimum of 320 hours after donation) to vacation leave hours.
h. Upon retirement or resignation, an employee can contribute up to 10 hours of sick leave provided that the employee has a minimum of 320 hours of sick leave, which has previously become vested.
Transfers may be in increments of one hour or more. All donations will be confidential. There will be no selling or coercion of employees to donate.
Donated leave hours will be converted to cash and deposited in a time-bank where it will be available for distribution. Checks will be issued to the recipient with the regular payroll, which will keep them in an active employment mode with the City. This procedure prevents overpayments or corrections since it comes after the actual leave has been taken. (Conversion allows for adjustments for different rates of pay.) No employee shall receive payment for more than 100% of his or her regular pay.
An employee or their representative must complete a prescribed application form together with supporting medical documentation to the Human Resources Division when applying for funds.
SECTION 25: ABSENCE NOTIFICATION
An employee is expected not to be absent from work for any reason other than personal illness without making prior arrangements with their supervisor. Unless prior arrangements are made, an employee who, for any reason, fails to report for work must notify their supervisor of the reason for being absent by no later than 15 minutes prior to their scheduled start time. If the absence, whether for personal illness or otherwise, is to continue beyond the first day, the employee must notify the supervisor on a daily basis unless otherwise arranged with his/her supervisor. In proper cases, exceptions will be made.
Any unauthorized absence of an employee from duty shall be deemed to be an absence without pay and will be grounds for disciplinary action up to and including dismissal by the department head. In the absence of such disciplinary action any employee who absents himself/herself for three days or more without authorized leave shall be deemed to have resigned. Such absence may be covered, however, by the department head by a following grant of leave with or without pay when extenuating circumstances are found to have existed.
SECTION 26: FAMILY MEDICAL LEAVE /CALIFORNIA FAMILY RIGHTS ACTS The City of Cupertino shall comply with the leave provisions of the Family Medical Leave Act and the California Family Rights Act for employees who qualify for leave under these laws.
337
CC 06-03-2025
337 of 1012
SECTION 27: EDUCATION REIMBURSEMENT PROGRAM
It is the intent of the City to recognize the value of continuing education and professional development of its employees; and to adopt an Education Reimbursement Program which will encourage employees to avail themselves of City job related educational opportunities that will advance their knowledge and interests in the direction of their career path. Courses should either: a) maintain or improve job skills in the employee’s current position; b) be expressly required by the City or by law; or c) prepare the employee to become a competitive applicant for a different position with the City.
The Education Reimbursement Program is a benefit to all full time benefited employees who have completed the required probationary period and provides education reimbursement of up to two thousand ($2,000) per calendar year for the cost of registration, required textbooks and/or materials and parking. Employees who wish to seek reimbursement from the City for educational program costs shall provide a written request for reimbursement in advance of enrollment to the Human Resources Division. The form provided shall include the type of training, sponsoring organization or institution, meeting times and costs. Human Resources and the employee’s department head will make the determination if the chosen education program is eligible for reimbursement.
No employee shall receive any reimbursement until they have provided satisfactory proof of successful completion of the coursework with a grade of “C” or above, or “Pass” in the case of a Pass/Fail course. Such proof of completion shall be provided within 30 days of the conclusion of the course.
Education reimbursement is a taxable benefit under IRS Code. Education reimbursement will be applied to the calendar year in which the course is passed and satisfactory proof of completion is submitted.
Mandatory or annual coursework, attendance at conferences and training required to maintain job specific certifications or proficiencies are not included in the Education Reimbursement Program.
SECTION 28: CITY SPONSORED RECREATION AND WELLNESS PROGRAMS CEA bargaining unit members shall have the privilege of enrollment in City sponsored recreation programs at the City residents’ fee structure and in preference to non-residents wishing to enroll. Each calendar year, employees and family members on the employee’s dental plan are eligible to be reimbursed up to $500 per employee in Rec Bucks. Employees shall be reimbursed for approved recreation services in accordance with the City’s Recreation Buck Policies. Programs allowing for preregistration will be reimbursed after completion of the program, including those allowing for or requiring preregistration in the calendar year prior to reimbursement. Reimbursements shall be applied to the year in which they are received. Benefited employees will also receive a free employee only annual Cupertino Sports Center membership. Part-time benefited employees will have the annual amount of Recreation Bucks prorated based on number of hours worked. Recreation Bucks are a taxable benefit under IRS Code, and must be used by the employee within the calendar year and are non-transferrable.
City employees are eligible to participate in the City’s wellness program as provided for in the City’s Administrative Rules and Regulations.
338
CC 06-03-2025
338 of 1012
SECTION 29: DUE PROCESS
For demotions, suspensions of more than five days and terminations of employment, the City will provide written notice of the intended actions including the reasons therefore; a copy of any documents upon which the City relied in taking its action and an opportunity to respond, either orally or in writing, prior to the effective date of the disciplinary action.
Said opportunity shall be as soon as is practical after having been served the written notice and shall not constitute any limitation otherwise available through the grievance or appeal procedures. Any written warning in an employee’s file will be removed from the file after three years, if requested in writing by the employee.
SECTION 30: GRIEVANCE PROCEDURE
30.1 Definition: a grievance is a good faith dispute or difference of opinion of an employee involving the meaning, interpretation or application of the express provisions of the Memorandum of Understanding between the City of Cupertino and CEA.
30.2 Step 1: An employee (grievant) who has a grievance shall bring it to the attention of the employee's immediate supervisor within ten (10) calendar days of the occurrence of knowledge of the act that is the basis for the dispute. If the grievant and the immediate supervisor are unable to resolve the matter within ten (10) calendar days of the date it is raised, the grievant has the right to submit a formal grievance to their next higher supervisor.
30.3 Step 2: If the grievance is not settled at Step 1 the grievant may submit a written grievance to the next higher supervisor within ten (10) calendar days after the supervisor’s oral answer in Step 1. The written grievance shall contain the following information:
a. The name, job classification and department of the grievant. b. The name of the grievant’s immediate supervisor.
c. A statement of the nature of the grievance including date and place of occurrence.
d. The specific provision alleged to have been violated. e. The remedy sought by the grievant.
f. If the grievant is not self-represented, the name of the individual or recognized employee organization designated to represent the grievant. g. Signature of grievant and date.
h. If the grievance is being submitted on behalf of the grievant by the recognized employee organization, it shall be signed and dated by the representative of the employee organization.
The supervisor or designee shall discuss the grievance within ten (10) calendar days with the grievant and/or designated representative at a time mutually agreeable to the parties. If a settlement is not reached, a written answer to the grievance shall be provided within ten (10) calendar days of the meeting. 339
CC 06-03-2025
339 of 1012
30.4 Step 3: If the grievance is not settled at Step 2 the grievant may submit the grievance in writing to the grievant's Department Head, or, alternatively, if the Department Head responded at Step 2, to the City Manager within ten (10) calendar days after the Step 2 written answer. The Department Head/City Manager shall discuss the grievance within ten (10) calendar days with the grievant and/or designated representative at a time mutually agreeable to the parties. If no settlement is reached, a written answer shall be provided within ten (10) calendar days of the meeting.
30.5 Step 4: If the grievance is not settled at Step 3, the grievant may submit the grievance to advisory arbitration within 14 calendar days after receipt of the decision at Step 2.
30.6 Advisory Arbitration:
a. The parties shall attempt to agree upon an advisory arbitrator within seven (7) calendar days after receipt of the notice of referral. In the event that parties are unable to agree upon an advisory arbitrator within said seven (7) day period, the parties shall jointly request the State Mediation and Conciliation Service to submit a panel of five (5) advisory arbitrators. Each party retains the right to reject one panel in its entirety and request that a new panel be submitted.
Both the grievant/designated representative and the City shall have the right to strike two (2) names from the panel. The parties shall alternatively strike names until one remains. The person remaining shall be the advisory arbitrator.
b. The advisory arbitrator shall be notified of his/her selection and shall be requested to set a time and place for the hearing, subject to the availability of the grievant/designated representative and City representatives.
c. The City or the grievant/designated representative shall have the right to request the arbitrator to require the presence of witnesses or documents. The City and the grievant retain the right to employ legal counsel.
d. The advisory arbitrator shall submit his/her recommendation in writing within thirty (30) days following the close of the hearing or the submission of briefs by the parties, whichever is later.
e. More than one grievance may be submitted to the same advisory arbitrator if both parties mutually agree in writing.
f. The fees and expenses of the advisory arbitrator and the cost of a written transcript shall be divided equally between the City and the grievant, or CEA/IFPTE Local 21, as appropriate; provided, however, that each party shall be responsible for compensating its own representatives and witnesses.
30.7 Limitations on Authority of Advisory Arbitrator: The advisory arbitrator shall have no right to amend, modify, ignore, add to, or subtract from the provisions of the Memorandum of Understanding. The advisory arbitrator shall consider and decide only the question of fact as to whether there has been a violation, misinterpretation, or misapplication of the specific provisions of the MOU section or sections supporting the grievance. The advisory arbitrator shall be empowered to determine the issue raised by the grievance as submitted in writing at the second step. The advisory arbitrator shall have no authority to make a recommendation on any issue not so submitted or raised. The advisory arbitrator shall be without power to make recommendations contrary to or inconsistent with, in any way, applicable laws or rules and regulations of administrative bodies that have the force and effect of law. The advisory arbitrator shall not in any way limit or interfere with the powers, duties and responsibilities of the City under law and applicable court decisions. The recommendation shall be advisory only to the City Manager. The City Manager will make the final decision. 340
CC 06-03-2025
340 of 1012
SECTION 31: LAYOFF PROCEDURE
The appointing authority may lay off employees for lack of funds, lack of work or for other similar and just cause. The appointing authority will identify the classification(s) subject to layoff. All classifications and all departments citywide are subject to layoff considerations.
Employees in a classification(s) identified for layoff shall be laid off in reverse order of seniority, based on the date of the appointment to the classification. If an employee separates from City employment for a period of more than 30 days, the time off from City employment shall be deducted from an employee’s length of service for the purpose of determining seniority.
Employees being laid off shall be entitled to placement in a lower classification; provided (a) the employee was previously employed with regular status having completed the probationary period in that lower classification and (b) the employee has more total seniority with the City than an individual in the lower classification. Any employee being displaced by an employee opting to be placed in a lower classification shall be entitled to placement in the lower classification, subject to conditions (a) and (b) listed in this section.
The City will provide a 30 day notice to any employees identified for layoff and layoff pay in the amount of $2,500 at the time of layoff. Such notice will include the employee’s rights to placement in a lower classification pursuant to this section. Medical, dental, vision, and life insurance continue through the end of the month in which the layoff is effective. In addition, the employee will be provided with an opportunity to elect to enroll in COBRA medical, dental, and/or vision coverage at the time of layoff and at employee expense.
The names of the employees affected by layoff shall be placed on a recall list for a period of two years in the reverse order of layoff and shall have the first opportunity for reinstatement.
Failure to respond within ten (10) business days to a written notice of such opportunity for reinstatement shall cause that name to be removed from the recall list. Such notice shall be sent by certified or registered mail to the address of the employee on file with the City. The affected employees shall be responsible for updating the City of any change in address during the time they are on the recall list.
SECTION 32: REINSTATEMENT
With the approval of the Appointing Authority, a regular or probationary employee who has resigned with a good record may be reinstated within twenty-four months of the effective date of resignation to a vacant position in the same or comparable class he/she previously occupied. Upon reinstatement, the employee for all purposes shall be considered as though they had received an original appointment.
SECTION 33: CONTINUATION OF BENEFITS
All terms and conditions of employment not otherwise contained herein shall be maintained at the standards in effect at the time of execution. However, the parties agree that any automatic economic triggers, formulas or escalators shall become inoperable and void upon expiration of this contract.
SECTION 34: TELECOMMUTING / REMOTE WORK
CEA bargaining unit employees will be considered for telework and adhere to the policy of 341
CC 06-03-2025
341 of 1012
the City of Cupertino’s expanded telecommuting policy.
SECTION 35: SEPARABILITY
In the event any provision of this agreement is finally held to be illegal by a court of competent jurisdiction or void as being in contravention of any law, rule or regulation of any government agency having jurisdiction over the subject set forth, then the remainder of the agreement shall continue in full force and effect unless the parts so found to be void are held inseparable from the remaining portion of the agreement.
SECTION 36: RATIFICATION
Nothing contained in this memorandum shall be binding upon either the City or the Association until it has been ratified by the Association’s membership and presented and approved by the City Council of the City.
SECTION 37: REOPENER
During the term of this Agreement, upon request by the City or CEA, the City and Association will meet and confer over proposed revisions to the City’s Administrative Rules and Regulations to the extent that the proposed revisions fall within the statutory scope of bargaining.
SECTION 38: TERM
This agreement shall be effective commencing the first full pay period after Association ratification and adoption by the City Council and ending at 11:59 p.m. June 30, 2025.
SECTION 39: TOTAL COMPENSATION SURVEYS
Management and CEA agree to a compensation survey database structure which identifies specific benchmark classifications for job families, classifications within the job families of each benchmark classification, survey agencies, and survey classification matches.
Survey cities include:
1. Campbell
2. Los Altos
3. Los Gatos
4. Menlo Park
5. Milpitas
6. Morgan Hill
7. Mountain View
8. Palo Alto
9. San Mateo
10. Santa Clara
11. Saratoga
12. Sunnyvale
The survey data is intended to provide a source of information concerning how the compensation paid to employees in bargaining unit job classifications compares to that paid by other public employers. The City will update the survey database and send a copy to CEA six weeks before expiration of this agreement. This survey data will be considered in successor agreement negotiations.
342
CC 06-03-2025
342 of 1012
CITY EMPLOYEES’ ASSOCIATION CITY OF CUPERTINO
_____________________________ _____________________________ Alex Corbalis Kristina Alfaro
_____________________________ _____________________________ Gian Paolo Martire Vanessa Guerra
_____________________________ _____________________________ Alex Wykoff Laura Miyakawa
_____________________________
Nicole Lee
______________________________ ______________________________ Monica Diaz Dianne Thompson
______________________________ ______________________________ Stanley Young, IFPTE Local 21 Christopher Boucher, Boucher Law ______________________________
City Attorney, Approved as to form
Date: Date:
343
CC 06-03-2025
343 of 1012
EXHIBIT A
SECTION 2: SALARY SCHEDULE
Salaries Effective the First Full Pay Period of July, 2022 Classification Step 1 Step 2 Step 3 Step 4 Step 5
ACCOUNT CLERK I $33.40 $35.07 $36.82 $38.66 $40.59
ACCOUNT CLERK II $36.82 $38.66 $40.59 $42.62 $44.75
ASSISTANT ENGINEER $56.49 $59.31 $62.27 $65.39 $68.66
ASSISTANT PLANNER $50.87 $53.41 $56.08 $58.88 $61.83
ASSOCIATE CIVIL ENGINEER $60.88 $63.92 $67.11 $70.47 $73.99 ASSOCIATE PLANNER $54.82 $57.56 $60.44 $63.46 $66.63
BUILDING INSPECTOR $53.81 $56.51 $59.33 $62.30 $65.41
CASE MANAGER $41.13 $43.19 $45.35 $47.62 $50.00
CODE ENFORCEMENT OFFICER $46.08 $48.38 $50.80 $53.34 $56.01 COMMUNITY OUTREACH SPECIALIST $42.60 $44.73 $46.97 $49.32 $51.78 ENGINEERING TECHNICIAN $44.39 $46.61 $48.94 $51.39 $53.96 ENV. PROG. COMPLIANCE TECHNICIAN $40.00 $42.00 $44.10 $46.31 $48.62 ENV. PROGRAMS SPECIALIST $51.57 $54.15 $56.86 $59.70 $62.68
ENVIRONMENTAL PROGRAMS
ASSISTANT $44.70 $46.94 $49.29 $51.75 $54.34
FACILITY ATTENDANT $31.26 $32.82 $34.47 $36.19 $38.00
GIS TECHNICIAN $44.39 $46.61 $48.94 $51.39 $53.96
MULTIMEDIA COMMUNICATIONS SPEC $56.18 $58.99 $61.94 $65.04 $68.29 OFFICE ASSISTANT $31.41 $32.98 $34.63 $36.37 $38.18
PERMIT TECHNICIAN $41.34 $43.41 $45.58 $47.86 $50.25
PLAN CHECK ENGINEER $62.27 $65.38 $68.64 $72.08 $75.68
PUBLIC WORKS INSPECTOR $53.81 $56.51 $59.33 $62.30 $65.41 RECEPTIONIST/CLERK $28.29 $29.70 $31.19 $32.75 $34.39
RECREATION ASSISTANT $20.24 $21.25 $22.31 $23.42 $24.60 RECREATION COORDINATOR $40.90 $42.95 $45.09 $47.35 $49.72 SENIOR BUILDING INSPECTOR $57.50 $60.38 $63.39 $66.56 $69.89 SENIOR CODE ENFORCEMENT OFFICER $48.43 $50.85 $53.39 $56.06 $58.86 SENIOR ENGINEERING TECHNICIAN $47.84 $50.23 $52.74 $55.38 $58.15 SENIOR OFFICE ASSISTANT $34.88 $36.62 $38.45 $40.38 $42.40 SENIOR PLANNER $58.78 $61.72 $64.81 $68.05 $71.45
SENIOR TRAFFIC TECHNICIAN $47.84 $50.23 $52.74 $55.38 $58.15 SPECIAL PROGRAMS COORDINATOR $33.77 $35.46 $37.23 $39.09 $41.05 TRAFFIC SIGNAL TECH APPRENTICE $43.01 $45.16 $47.42 $49.79 $52.28 TRAFFIC SIGNAL TECHNICIAN $49.79 $52.28 $54.89 $57.64 $60.52 TRAFFIC TECHNICIAN $44.39 $46.61 $48.94 $51.39 $53.96
344
CC 06-03-2025
344 of 1012
Salaries Effective June 3,
2025
Classification Step 1 Step 2 Step 3 Step 4 Step 5
ACCOUNT CLERK I $34.56 $36.29 $38.11 $40.01 $42.01 ACCOUNT CLERK II $38.11 $40.01 $42.01 $44.11 $46.32 ASSISTANT ENGINEER $58.47 $61.38 $64.45 $67.68 $71.06 ASSISTANT HOUSING COORDINATOR $52.65 $55.28 $58.04 $60.94 $63.99 ASSISTANT PLANNER $52.65 $55.28 $58.04 $60.94 $63.99 ASSOCIATE CIVIL ENGINEER $63.01 $66.15 $69.46 $72.94 $76.58 ASSOCIATE PLANNER $56.74 $59.57 $62.55 $65.68 $68.96 BUILDING INSPECTOR $55.70 $58.48 $61.41 $64.48 $67.70 CASE MANAGER $42.57 $44.70 $46.94 $49.28 $51.75 CODE ENFORCEMENT OFFICER $47.69 $50.07 $52.58 $55.21 $57.97 COMMUNITY OUTREACH SPECIALIST $44.09 $46.30 $48.61 $51.04 $53.59 ENGINEERING TECHNICIAN $45.95 $48.24 $50.66 $53.19 $55.85 ENV. PROG. COMPLIANCE TECHNICIAN $41.40 $43.47 $45.65 $47.93 $50.33 ENV. PROGRAMS SPECIALIST $53.37 $56.04 $58.85 $61.79 $64.88
ENVIRONMENTAL PROGRAMS
ASSISTANT $46.27 $48.58 $51.01 $53.56 $56.24
FACILITY ATTENDANT $32.36 $33.97 $35.67 $37.46 $39.33 GIS TECHNICIAN $45.95 $48.24 $50.66 $53.19 $55.85 MULTIMEDIA COMMUNICATIONS SPEC $58.15 $61.06 $64.11 $67.32 $70.68 OFFICE ASSISTANT $32.51 $34.14 $35.85 $37.64 $39.52 PERMIT TECHNICIAN $42.79 $44.93 $47.18 $49.53 $52.01 PLAN CHECK ENGINEER $64.45 $67.66 $71.05 $74.60 $78.33 PUBLIC WORKS INSPECTOR $55.70 $58.48 $61.41 $64.48 $67.70 RECEPTIONIST/CLERK $29.28 $30.74 $32.28 $33.90 $35.59 RECREATION ASSISTANT $20.94 $21.99 $23.09 $24.24 $25.46 RECREATION COORDINATOR $42.33 $44.45 $46.67 $49.01 $51.46 SENIOR BUILDING INSPECTOR $59.51 $62.49 $65.61 $68.89 $72.34 SENIOR CODE ENFORCEMENT OFFICER $50.12 $52.63 $55.26 $58.02 $60.93 SENIOR ENGINEERING TECHNICIAN $49.52 $51.99 $54.59 $57.32 $60.19 SENIOR OFFICE ASSISTANT $36.10 $37.91 $39.80 $41.79 $43.88 SENIOR PLANNER $60.84 $63.88 $67.07 $70.43 $73.95 SENIOR TRAFFIC TECHNICIAN $49.52 $51.99 $54.59 $57.32 $60.19 SPECIAL PROGRAMS COORDINATOR $34.95 $36.70 $38.53 $40.46 $42.48 TRAFFIC SIGNAL TECH APPRENTICE $44.51 $46.74 $49.08 $51.53 $54.11 TRAFFIC SIGNAL TECHNICIAN $51.53 $54.11 $56.81 $59.65 $62.64 TRAFFIC TECHNICIAN $45.95 $48.24 $50.66 $53.19 $55.85 345
CC 06-03-2025
345 of 1012
346
CC 06-03-2025
346 of 1012
MEMORANDUM OF UNDERSTANDING
City of Cupertino
And
IFPTE Local 21,
Cupertino Employees’ Association (CEA)
July 1, 2022 – June 30, 2025
347
CC 06-03-2025
347 of 1012
Table of Contents
Category Section Page Number
No Discrimination 1
Association Rights 2
Management Rights 3
Salary Schedule 4
Out of Classification & Acting Pay 5
Bilingual Pay Differential 6
Hours of Work – Overtime 7
Call Back Pay
Stretch Assignments
8 9
Contracting Out
Facilities Closure
10 11
PERS Contribution 12
Insurance Coverage 13
Safety Footwear
Holidays
14 15
Workers Compensation Benefits 16
Vacation 17
Sick Leave 18
Sick Leave Verification 19
Bereavement Leave 20
Military Leave 21
Pregnancy Disability Leave 22
Adoption Leave 23
Catastrophic Leave 24
348
CC 06-03-2025
348 of 1012
Absence Notification 25
Family Medical Leave Act 26
Education Reimbursement Program 27
City Sponsored Recreation Programs 28
Due Process
Grievance Procedure
29 30
Layoff Procedure 31
Reinstatement 32
Continuation of Benefits 33
Telecommuting / Remote Work 34
Separability 35
Ratification 36
Reopener 37
Term 38
Total Compensation Surveys 39
Salary Schedule Exhibit A
349
CC 06-03-2025
349 of 1012
MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF CUPERTINO
AND
IFPTE LOCAL 21, CUPERTINO CITY EMPLOYEES’ ASSOCIATION
This is a three (3) year agreement, entered into the first full pay period after Association ratification and adoption by the City Council of this successor MOU and ending on June 30, 2025 between the City of Cupertino, hereinafter referred to as "City", and representatives of IFPTE Local 21 Cupertino City Employees’ Association, hereinafter referred to as "Association", pursuant to California Government Code 3500 et seq., and the City Employer - Employee Relations Policy (Cupertino Municipal Code 2.52.280 et seq.). The Association is the recognized sole and exclusive representative. This agreement represents the full and integrated agreement reached between the parties.
The Association may select not more than five (5) employees of which no more than two (2) may be from the same City department to be members of the CEA bargaining team for the purpose of negotiating a successor memorandum of understanding (MOU). The Association shall provide the City with the names of the selected successor MOU bargaining team within thirty (30) days of the first day of negotiations.
Classifications in the Association:
Account Clerk I
Account Clerk II
Assistant Engineer
Assistant Housing Coordinator
Assistant Planner
Associate Civil Engineer
Associate Planner
Building Inspector
Case Manager
Code Enforcement Officer
Community Outreach Specialist
Engineering Technician
Environmental Compliance Technician
Environmental Programs Assistant
Environmental Programs Specialist
Facility Attendant
GIS Technician
Multimedia Communication Specialist
Office Assistant
Permit Technician
Plan Check Engineer
Public Works Inspector
Receptionist/Clerk
Recreation Assistant
Recreation Coordinator
Senior Building Inspector
Senior Code Enforcement Officer
Senior Engineering Technician
Senior Office Assistant
350
CC 06-03-2025
350 of 1012
Senior Planner
Senior Traffic Technician
Special Programs Coordinator
Traffic Signal Tech-Apprentice
Traffic Signal Technician
Traffic Technician
SECTION 1: NO DISCRIMINATION
In accordance with the City of Cupertino Equal Employment Opportunity policy, the City will afford equal opportunity to all qualified employees, applicants and unpaid interns as to all terms and conditions of employment, including compensation, hiring, training, promotion, transfer, discipline, and termination, without regard to race, color, religion, political affiliation, national origin, sex (including gender, gender identity, gender expression, transgender, pregnancy and breastfeeding), disability, sexual orientation (including heterosexuality, homosexuality and bisexuality), age, ancestry, citizenship status, uniformed service member status, marital status, medical condition, genetic information or characteristics, or for Association activity or any other basis protected by law.
SECTION 2: ASSOCIATION RIGHTS
The City and the CEA recognize the right of employees to form, join, and participate in lawful activities of employee organizations and the equal, alternative right of employees to refuse to form, join, and participate in employee organizations. Neither party shall discriminate against an employee in the exercise of these alternative rights. Accordingly, membership in the CEA shall not be compulsory.
2.1 Automatic Payroll Deduction and Remittance
Upon certification by CEA that an employee has signed a deduction authorization, the City will deduct the appropriate dues from the employee's pay, as established and as may be changed from time to time by CEA, and remitsuch dues to CEA. Employee requeststo cancel or change deductions must be directed to CEA rather than to the City. An employee wishing to cancel or change deductions must mail a written revocation to CEA in accordance with the terms of the authorization form, or absent any such terms, by mailing a written revocation to CEA that is postmarked during the thirty {30) day period immediately prior to the annual anniversary date on which the employee signed the original authorization form. Deductions will continue unless and until the City is notified by CEA of any requested changes.
2.2 Access to New Employees
The Employer shall provide CEA written notice of, and access to, new employee orientation as set forth below.
A. Notice: The Employer shall provide at least 10 days’ written notice by email, to addresses that CEA shall provide, of any new employee orientation for positions in a CEA-represented classification, where information regarding employment status, rights, benefits, duties, responsibilities, or any other employment-related matter is provided. Less than ten (10) days’ written notice may be provided where there is an urgent need critical to the City’s operations that was not reasonably foreseeable. 351
CC 06-03-2025
351 of 1012
B. Access: CEA shall notify the new employee and labor relations of a proposed thirty minute time slot, during normal working hours, for a maximum of two representatives, which may be either CEA members or IFPTE Local 21 affiliate representatives, to meet privately with the new employee. The purpose of the meeting shall be to provide information and communicate to its member the rights and obligations created by the contract and the role of the representative, and to answer questions, without management personnel or any other persons present. One representative may be a bargaining unit member, and any such bargaining unit member shall be on withoutloss-of-pay status provided the member gives his/her supervisor sufficient advance notice.
1. For reasons of operational necessity only, the Employer may notify CEA that the proposed time is unworkable and that CEA must propose an alternate time.
C. Information Exchange: Within thirty (30) days of hiring a new employee, or by the first pay period of the month following hire, the employer will provide IFPTE Local 21 with the below listed information in a digital or other usable data format:
1) Name
2) Job Title
3) Department
4) Work Location
5) Telephone number(s) [work, home and personal cellular] 6) Personal email address on file with employer
7) Home address of the new hire
Similarly, the City of Cupertino will also provide CEA with the above detailed information for all employees within the bargaining unit at least every ninety (90) calendar days in a digital or other usable data format.
The above information shall not be provided to CEA if the new hire or current employee within the bargaining unit makes a written request to opt out of such disclosure. Upon written request of the employee, the City will not disclose the employee’s home address, home telephone number, personal cellular telephone number, or personal email address to CEA, in accordance with Cal. Gov. Code Section 6254.3(c).
D. The ability to have a CEA representative present as part of orientation/onboarding shall not result in a delay of an employee’s start date.
E. Resolution of the above language satisfies the City’s bargaining obligations under AB 119, Government Code Section 3555-3559.
2.3 Hold Harmless
CEAshallindemnify and hold theCity harmless from any and all claims, demands,suits, or anyother action arising from the maintenance of dues deductions or from complying with any demand for termination hereunder, provided that the City promptly provide notice to CEAof any claim, demand, suit, or other action for which it isseeking indemnification. 352
CC 06-03-2025
352 of 1012
CEA shall certify to the City of Cupertino that the Association has received and will maintain an authorization,signed byeachindividual employee from whose salaryorwages a deduction or reduction is to be made. CEA will maintain individual employee authorizations, and shall not be required to provide a copy of an individual authorization to the City unless a dispute arises about the existence or terms of the authorization. CEA shall indemnify the City for any claims made by an employee for deductions made in reliance on that certification.
2.4 Administrative Processing of CEA Dues
CEA shall provide the City with a thirty day advance written notice of any changes in the annual dues deduction amounts. CEA, which has affiliated with IFPTE Local 21, AFL-CIO shall provide the City with instructions regarding dues deductions to be remitted to IFPTE Local 21.
2.5 Reasonable Time Off to Meet and Confer
As a representative of a recognized employee organization, CEA Board members may be selected to attend scheduled meetings with City representatives on subjects within the scope of representation during regular work hours without loss of compensation. For contract negotiations, CEA may select not more than six employee members to attend bargaining sessions. Where circumstances warrant, Human Resources may approve the attendance of additional employee representatives without loss of compensation, at either labor negotiations or Labor Management Committee, or other meet and confer meetings.
2.6 Stewards
CEA may designate a reasonable number of employees to represent other employees in disciplinary or grievance matters and to investigate matters within the scope of representation. CEA shall provide written notice to the City of the designated stewards and shall notify the City of any changes to the list. Stewards shall conduct their representation activities on their own time and on the employee’s own time unless it is an emergency situation, which would still require approval from the appropriate supervisor or manager in order to leave the job site. Time off without loss of compensation shall be allowed for management approved meetings. Unless authorized, only one steward shall be released on work time to attend such meetings for any one grievance, discipline, or representation matter.
2.7 Activities on City premises
Representatives of CEA shall be granted reasonable access to employee work locations to investigate matters relating to employer-employee relations, unless such access to given work locations would constitute a safety hazard or would interfere with the operations of the City. CEA/IFPTE Local 21 field representatives shall not enter a work location without first advising the department head or Human Resources office.
SECTION 3: MANAGEMENT RIGHTS
Consistent with the MMBA, it is the exclusive right of the City of Cupertino to direct its employees; take disciplinary action for proper cause; relieve its employees from duty because of lack of work or for other legitimate reason; classify and reclassify positions; and determine the methods, means, and personnel by which the City’s operations are to be conducted. Any of the rights, powers and authority the City had prior to entering into this Agreement are 353
CC 06-03-2025
353 of 1012
retained by the City except as expressly provided in this section.
While exercising its rights pursuant to the section, the City agrees to meet and confer with CEA representatives over matters within the statutory scope of bargaining.
SECTION 4: SALARY SCHEDULE
Monthly salary ranges as listed on Exhibit A will apply for each classification effective at the beginning of the pay period in which July 1 occurs unless otherwise noted below.
Effective the first full pay period after July 1, 2022, a 5.0% salary increase will be added to the salary range of each classification in this bargaining unit.
The parties further agree to reopen wage negotiations for FY23-24 and FY24-25 upon the California Department of Tax and Fee Administration’s (CDTFA) completion of the sales tax review, but in no event later than March 1, 2023. The union may propose changes to salary steps, call back pay and bilingual pay as part of the wage reopener discussion.
SECTION 5: OUT-OF-CLASSIFICATION AND ACTING PAY
Temporary assignment, approved in advance by the department head, to a classification in a higher pay grade shall be compensated at the Step 1 rate of the higher classification, or at a rate five percent greater than that of the regular position, but not more than the maximum step of the higher class, whichever is greater, for the number of hours so assigned. In order to qualify for Out-Of-Classification pay, an employee shall work a minimum of 4 hours per day in the temporary assignment. An employee may be assigned to work out of class in a higher classification when there is a vacant position for which a recruitment is being, or will be, conducted. Out of class assignments may not exceed 960 hours in a fiscal year.
Compensation for work performed in an out-of-class capacity is included for purposes of calculating CalPERS compensation, however, this is at the discretion of CalPERS and future changes to CalPERS regulations would supersede the language of this section.
An employee may receive acting pay for working in a higher classification where a vacancy does not exist, in the case of an incumbent being on vacation or leave of absence, or due to the employee being asked to perform higher level work on any other temporary basis. Acting pay is not included for purposes of calculating CalPERS compensation.
The higher rate of pay shall be used in computing overtime when authorized overtime is worked in a non-exempt, out of class or acting work assignment. When a non-exempt employee is working out of class or acting in an exempt position for 20 hours or more in a work week, the employee will be ineligible to receive overtime pay for any and all hours worked in the exempt classification during that work week.
All requests for out of class pay or acting pay must be approved by the Director of Administrative Services or his/her designee.
SECTION 6: BILINGUAL PAY DIFFERENTIAL
An employee must have taken and passed the required language proficiency test(s) prior to being asked to use bilingual skills for City work. An employee who performs bilingual work 354
CC 06-03-2025
354 of 1012
as approved by their supervisor is eligible to receive a 7.5% bilingual pay differential only for the work time during which the employee uses bilingual skills. For payroll reporting purposes, the 7.5% bilingual pay differential will be recorded with a 15 minute minimum. Bilingual pay is not available retroactively to passing the exam.
SECTION 7: HOURS OF WORK: OVERTIME
7.1 Hours of Work Defined
Hours worked shall include all time assigned by employer whether such hours are worked in the City’s work place, or in some other place where the employee is carrying out the duties of the City.
The normal work week shall be 40 hours in seven days with two consecutive days off.
Alternate Work Schedules (AWS) may be considered, including 9/80 and 4/10, but must be approved in advance by the Department Head. The City reserves the right to re-evaluate such approvals if the Alternate Work Schedule results in an undue burden to the City.
7.2 Overtime
Overtime shall be defined as any work in excess of 40 hours in a seven day work period.
Holidays and paid time off shall count toward the accumulation of the work week.
Overtime work for the City by an employee shall be authorized in advance by the department head or their designee. In the event of unforeseen circumstances, overtime shall be approved after the work is completed.
7.3 Schedules
It will be a management responsibility to schedule the hours of work for each employee covered by this agreement. Except in unforeseen circumstances, changes in employee’s hours of work will be made after ten days prior notice.
7.4 Rest Periods and Meal Breaks
Each employee shall be granted a rest period of fifteen minutes during each work period of more than three hours duration. No wage deduction shall be made nor time off charged against employees taking authorized rest periods, nor shall any rights or overtime be accrued for rest periods not taken.
All employees shall be required to take an uninterrupted, unpaid meal period of a minimum of 30 minutes and a maximum of 60 minutes at or about the midpoint of their work day. The length of the meal period and the time the meal period is taken shall be agreed to between the employee and their supervisor or department head, based on operational necessities.
Employees are entirely relieved of responsibilities and restrictions during their meal period, unless they are assigned, in writing, to work an on-duty meal period, which will be treated as paid time. Employees may not use the meal break to reduce their regular daily work schedule, unless previously approved by their supervisor.
7.5 Payment of Overtime
All approved overtime work performed by employees shall be paid at the rate of one 355
CC 06-03-2025
355 of 1012
and one-half (1 1/2) times the normal rate of pay. Work performed on regularly scheduled days off, City Holidays or during an employee’s scheduled vacation shall be considered to be overtime and paid accordingly.
7.6 Compensatory Time Off (CTO)
At the employee’s discretion, compensatory time off may be granted for overtime worked at the rate of time and one-half for each hour worked in lieu of compensation in cash.
Employees, who have previously earned compensatory time, shall be allowed to schedule compensatory time off at dates of the employee’s selection provided that prior supervisory approval has been obtained.
CTO time may be accrued for up to 80 hours per calendar year. Any CTO earned exceeding 80 hours will be paid at the rate of time and one-half. An employee may carry over the unused balance into the next calendar year. Any unused carryover balance will be automatically paid out at the end of the calendar year.
An employee may exercise his/her option two times each calendar year to convert any/or all accumulated compensatory time to cash.
7.7 Leave Accruals
An employee shall not accrue leave credits (vacation, sick leave) during a pay period if off without pay for more than 40 hours during said pay period.
SECTION 8: CALL BACK PAY
If an employee is required to report for emergency or other duties during the employee’s offduty hours, the employee will be compensated at a rate of time and one half their base hourly rate for all hours worked, including necessary travel time.
SECTION 9: STRETCH ASSIGNMENTS
As part of the City’s Succession Development program, association members may be eligible for voluntary “stretch assignments”. Stretch Assignments differ from work out of class or acting assignments, and serve to prepare employees for future promotional opportunities within the City. Examples of stretch assignments include shadowing management staff; assisting with special projects or tasks; and cross-departmental training opportunities. Stretch assignments are voluntary and receive no additional compensation. Stretch assignments may be requested by employees, or offered by department management staff; however, such assignments should not impact the employee’s regular workload or position and should not result in overtime hours. Stretch assignments are offered solely at the discretion of management and are not grievable. Stretch assignments shall not be utilized to cover the work of an unfilled position or to cover work assignments of an employee on leave.
SECTION 10: CONTRACTING OUT
If contracting out bargaining unit work to outside contractors would result in layoff of bargaining unit members, the elimination of a bargaining unit position, or a permanent reduction in the hours worked by current bargaining unit employees, then the City shall meet 356
CC 06-03-2025
356 of 1012
the following requirements:
1) The City will give CEA notice of at least sixty (60) days before the effective date of the outside contract.
2) Within such sixty (60) day period, CEA will have the opportunity to meet and confer on the impact of the contracting out on bargaining unit employees, and an opportunity to propose alternative ways in which such services could continue to be provided by the City workforce or alternate possibilities for cost savings. Nothing in this section shall be construed to limit the rights of the City to contract out work under the terms and conditions of this section.
Nothing in this section shall be construed to limit the rights of the City to enter into temporary contracts (less than one year) or contracts to fill an immediate need (such as a vacant position).
SECTION 11: FACILITIES CLOSURE
City facilities* will be closed from December 24 through January 1, of each year during the term of the contract only. Employees may use vacation, CTO, floating holiday, administrative leave, or leave without pay for work time missed during the closure week. With Supervisor and Department Head prior approval, an employee may opt to work during the facility closure. *The Sports Center and Blackberry Farm Golf Course may remain open on facilities closure days staffed by part-time employees
SECTION 12: PUBLIC EMPLOYEES RETIREMENT (PERS) CONTRIBUTION A. For Employees hired on or before December 29, 2012 Only For City of Cupertino employees hired by the City of Cupertino on or before December 29, 2012, the City has contracted with CalPERS for a 2.7% @55 retirement formula.
Effective in the first full pay period in July 2017, each employee in the 2.7% at 55 Classic formula shall pay the full eight percent (8.0%) of applicable PERSable salary towards the full employee share of CalPERS pension contribution.
B. For employees hired by the City of Cupertino on December 30, 2012 or on December 31, 2012 or a current CalPERS employee who qualifies as a classic member under CalPERS Regulations Only.
For employees hired by the City of Cupertino on December 30, 2012 or on December 31, 2012 or a current CalPERS employee who qualifies as a classic member under CalPERS Regulations only the City has contracted with CalPERS for a 2.0% @ 60 retirement formula based on a three year average compensation.
Effective October, 2016, the City shall not pay the employee’s contribution share to the California Public Employees Retirement System (CalPERS) and each employee shall pay the full seven percent (7.0%) of applicable PERSable salary towards the employee’s contribution share of CalPERS pension under this formula.
C. For employees hired by the City of Cupertino on of after January 1, 2013, or former CalPERS employees that do not qualify as Classic employees hired by the City of Cupertino on or after January 1, 2013 Only
357
CC 06-03-2025
357 of 1012
For employees hired by the City of Cupertino on or after January 1, 2013, CalPERS has by statute implemented a 2% @ 62 formula based on a three year average compensation.
Employees in this category shall pay 50% of the normal cost rate as determined by CalPERS.
SECTION 13: INSURANCE COVERAGE
13.1. Health - Medical and Dental Insurance
City agrees to pay an amount as set forth herein for medical coverage for employee and dependents through the Meyers-Geddes State Employees Medical and Hospital Care Act. For each participating employee, the City shall contribute the maximum toward premium cost per month for health and dental during the term of this agreement as follows:
January 1, 2022 City Max Health
Contribution
City Max Dental
Contribution
City Total Max
Contribution
Employee 935.88 126.78 1062.660
Employee +1 1,591.01 126.78 1,717.79
Employee +2 2,068.31 126.78 2,195.09
Required contribution amounts exceeding the premium contribution of the City are the responsibility of the employee. The City no longer pays medical insurance cash back (excess of the monthly premium less the cost of the medical coverage) for any employees.
Effective July 1, 2010, employees that retire or resign from service with the City of Cupertino and who are not eligible for retiree medical benefits as defined in the Summary of Benefits can continue on the Cupertino medical and dental plans provided that they pay the premiums in full.
The City reserves the right of selection and administration as to deferred compensation plan(s).
If during the term of this agreement, modifications are made to the Federal tax code which would result in any of the medical insurance provided be subject to taxation, the contract will be re-opened for the purposes of adjusting the salary and medical benefits so long as it does not result in an increase or decrease in the total compensation.
If during the term of this agreement, new medical plans are identified that will be beneficial to the City and CEA, the contract will be reopened to discuss these plan options.
Health deductions for employee payments towards PEMHCA premiums shall occur on a bi-monthly basis consistent with CalPERS required PEMHCA payment schedule.
13.2 Health In-Lieu Payments
City agrees to pay a monthly amount of three hundred seventy-five ($375.00) per month to bargaining unit employee who can demonstrate that they have equivalent health coverage through their spouse, parent, or other group coverage and who request this cash payment in lieu of health insurance coverage.
358
CC 06-03-2025
358 of 1012
13.3 Life Insurance
City shall provide life insurance and accidental death and dismemberment coverage for each employee in the amount of two and one half times annual salary to a maximum benefit of $250,000. Employees may be eligible to purchase additional life insurance subject to the provisions of the insurance policy.
13.4 Short Term and Long Term Disability Insurance
CEA employees will participate in California State Disability Insurance (SDI). SDI weekly benefits are determined by the State of California and information is available on the State of California Employment Development Department website. Employees may use leave banks to supplement lost salary during the 7 day elimination period. Bargaining unit members shall pay the 1% cost of CA SDI, which will be deducted from their biweekly paychecks. Until full enrollment in CA SDI becomes effective, bargaining unit members will continue to be covered by the current Short Term Disability plan during the transition. Integration of SDI with the City’s current Short Term Disability plan will be in accordance with SDI rules and regulations.
The City shall provide Long Term Disability (LTD) insurance for employees. LTD income protection coverage shall be up to $7,000 of covered monthly salary. Employees may use sick leave and/or vacation leave to supplement lost salary during the 90 day elimination period.
13.5 Vision Care Insurance
The City shall provide Vision Care Insurance for employees and their dependents at a cost of $14.94 monthly.
SECTION 14: SAFETY FOOTWEAR
The City shall provide safety footwear at a cost not to exceed $400 annually, for the bargaining unit classifications of Building Inspector and Public Works Inspector. The City will provide employees with a list of approved vendors and footwear, and will be billed directly by the vendor for payment. Any cost exceeding $400 will be borne by the employee.
SECTION 15: HOLIDAYS
15.1 Fixed Holidays
The City shall provide the following fixed paid (8 Hour) holidays for eligible employees covered by this agreement:
1. New Year’s Day 8. Veteran’s Day
2. Martin Luther King Day 9. Thanksgiving Day
3. President’s Day 10. Day following Thanksgiving
4. Memorial Day
5. Juneteenth
11. Christmas Eve
12. Christmas Day
6. Independence Day 13. New Year’s Eve
7. Labor Day
359
CC 06-03-2025
359 of 1012
When a holiday falls on a Saturday, the preceding Friday shall be observed as the nonwork day. When a holiday falls on a Sunday, the following Monday shall be observed as the non-work day.
Nothing contained herein shall preclude the right of the department head with the approval of the Appointing Authority to reschedule work assignments or hours of work to meet emergency situations and other administrative necessities caused by the observance of a holiday or non-work day or period; provided, however, that all such affected employees are duly compensated for said rescheduled work assignments.
15.2 Floating Holidays
In addition to the foregoing paid holidays, eligible employees shall earn 20 hours of holiday leave per year that may be used in increments of no less than one quarter of an hour.
Floating holiday leave shall be earned at a rate of .77 hours per pay period. Floating holiday leave may be accumulated up to 40 hours. Floating holiday leave shall be taken at the discretion of the employee subject to prior supervisory approval.
15.3 Holiday Pay
In order for an employee to receive his/her regular pay for a holiday or designated nonwork day, work must be performed on the regular scheduled day before and the regular scheduled day after the holiday or designated non-work day. Employees on vacation, injury leave, approved short term leave of absence, with or without pay, or who submit satisfactory evidence of personal illness shall be considered as working their regular schedule for pay purposes.
SECTION 16: WORKERS COMPENSATION BENEFITS
Any employee sustaining an injury arising out of or in the course of the performance of his/her job and who cannot work at the duties and responsibilities normally assigned to that job is entitled to receive Workers’ Compensation as prescribed by State law.
16.1 Use of Sick Leave to Supplement Workers’ Compensation Payments
Any employee entitled to receive Workers’ Compensation payments may elect to supplement such payments with an amount not to exceed that which is the employee’s weekly earnings or weekly earning capacity by use of sick leave payments to the extent that such sick leave has been accrued to the employee’s account.
16.2 Use of Sick Leave for Industrial Injury Medical Appointments
An employee who is required to see a physician regarding a work-related injury during regularly scheduled work hours may use sick leave credits for appointment(s). If the medical appointment is scheduled during the last hour of the regularly scheduled work day an employee will not be required to use sick leave credits for said appointment. The last hour provision shall be limited to one time during any Monday through Friday work period.
SECTION 17: VACATION
All bargaining unit employees shall accrue vacation credit. Accrued vacation credits may be taken with prior supervisory approval.
360
CC 06-03-2025
360 of 1012
Benefited full-time employees accrue vacation in accordance with the following schedule. Benefited employees who work less than a full-time work schedule accrue vacation in accordance with the following schedule on a pro-rated basis.
Service Time Annual Accruals Maximum Accrual
0 - 3 Years 80 Hours 160 Hours
4 - 9 Years 120 Hours 240 Hours
10 – 14 Years 160Hours 272 Hours
15 – 19 Years 176Hours 320 Hours
20 + Years 192Hours 352 Hours
An employee may accrue no more vacation credit than what is listed above.
Upon termination of employment, unused vacation may not be used to extend the final employment date beyond the annual accrual rate being earned. Any request to use accrued vacation hours beyond the last day of work must be submitted in writing, approved by the employee’s supervisor like all other vacation requests, and is irrevocable.
Represented employees may convert, up to two times per calendar year, unused vacation time for payment subject to the following conditions:
1. The employee must have a minimum of 120 hours of accrued vacation immediately prior to a conversion.
2. Any payment for accrued vacation hours will be subject to taxes as determined by law.
3. Minimum exchange will be one day. Maximum exchange will be ten days.
4. All exchanges are irrevocable.
5. A maximum of 80 hours of accrued vacation may be converted for pay during a calendar year.
SECTION 18: SICK LEAVE
All full time employees hired before October 17, 2012 (other than those holding temporary status), shall earn eight (8) hours per month sick leave time without limit on accumulation. All employees hired on or after October 17, 2012 shall earn eight (8) hours per month of sick leave time, but may accrue no more than 240 hours of sick leave time.
Those regular employees working less than full time (at least 20 hours per week) shall earn a pro-rated amount of sick leave based on their regular hours worked in relation to 40 hours. Sick leave may be utilized due to the employee’s personal illness, injury, pregnancy disability or sickness or injury to the immediate family.
The employee’s immediate family consists of the following: children, stepchildren, spouse/domestic partner, parents, mother-in-law, father-in-law, siblings, grandchildren and grandparents who because of illness cannot care for themselves, and for medical emergencies.
Employees shall, whenever possible, make appointments for medical, dental and similar purposes during non-work hours. If this is not possible, sick leave may be used for these purposes.
With proper notification, sick leave shall be taken in periods of no less than one-half hour increments.
18.1 Sick Leave Conversion. Any employee hired before October 17, 2012, who is 361
CC 06-03-2025
361 of 1012
retiring, will have the option of applying any remaining sick leave to service credit. If an employee is resigning, he/she will not have the option of applying sick leave hours to service credit.
18.2 Sick leave is not vested under California statutory law.
18.3 Employees hired before October 17, 2012 shall have the option of cashing out sick leave in accordance with Section 18.4 and 18.5.
18.4 If upon retirement the qualifying employee has a minimum of 320 non-vested hours, payment shall be made for up to eighty-five percent (85%) of the value of the bank at the employee’s discretion.
18.5 If upon resignation the qualifying employee has a minimum of 320 non-vested hours, payment shall be made for up to seventy percent (70%) of the value of the bank at the employee’s discretion.
18.6 Represented employees will have the option, subject to approval of the department head, of converting sick leave to vacation leave on a two-to-one basis only if the employee’s remaining sick leave balance is 40 hours or more. The maximum allowable exchange will be 96 hours of sick time for 48 hours of vacation leave per calendar year. The minimum exchange will be 8 hours sick leave for 4 hours of vacation.
An employee may convert sick leave in excess of 320 hours to vacation leave on a oneto-one basis with a maximum of 48 hours and a minimum of 4 hours and may convert up to an additional 32 hours on the basis of one hour of sick leave to 0.7 hour of vacation leave. The conversion of sick leave in excess of 320 hours to vacation leave as described herein is limited to no more than a total of 80 hours per calendar year.
As a condition of converting sick leave to vacation, all employees will be required to use at least one-half of the vacation accrued during the previous twelve months.
Such conversion either to exchange sick leave for vacation or vice versa shall be subject to the following conditions:
a. All requests to exchange sick leave for vacation time shall be submitted in writing to the department head at least fourteen (14) calendar days in advance of intended vacation utilization.
b. If twelve (12) months have elapsed since approval of the exchange of sick leave for vacation, and the employee has not been permitted the use of the converted vacation time, (after submitting at least one written request for utilization) the employee will have the right to re-convert the vacation time to sick leave in reverse ratio to the original exchange. This exchange will be allowed only for previously converted sick time to vacation and will not be permitted for regularly accrued vacation time.
NOTE: As used in this document, "reverse ratio" is intended to mean that the ratio of sick leave to vacation will revert to the original ratio at the time the initial exchange was implemented.
SECTION 19: SICK LEAVE VERIFICATION
362
CC 06-03-2025
362 of 1012
A Department Head or supervisor may at their discretion require employees to furnish reasonable acceptable evidence, including a doctor’s certificate, to substantiate a request for sick leave if the sick leave exceeds three (3) consecutive workdays. A supervisor may also require a doctor’s certificate or other form of verification where leave abuse is suspected. If it appears that an employee is abusing sick leave or is using sick leave excessively, the employee will be counseled that the continued use of sick leave may result in a requirement to furnish a medical certificate for each such subsequent absence for sick leave regardless of duration.
Continued abuse of leave or excessive use of sick leave may constitute grounds for discipline up to and including dismissal.
SECTION 20: BEREAVEMENT LEAVE
Employees shall be granted paid bereavement leave of up to 24 hours upon the death of a close relative. Close relatives are defined as mother, father, sister, brother, wife, husband, domestic partner, child, step-child, grandparent, grandchildren, mother-in-law and father-inlaw. Additional bereavement leave of up to 16 hours will be granted for travel out of state or over 200 miles. An employee may request bereavement leave for the death of an individual not listed above and whom they have a close and significant relation with and/or hours greater than 24, but not more than 40, which Human Resources can grant at their discretion. A denial under this section shall not be subject to the grievance procedure.
SECTION 21: MILITARY LEAVE
Military leave shall be granted in accordance with the provision of State and Federal law. All employees entitled to military leave shall give their supervisor an opportunity within the limits of military requirements, to determine when such leave shall be taken.
SECTION 22: PREGNANCY DISABILITY LEAVE
An employee disabled by pregnancy is eligible for up to four months of unpaid pregnancy disability leave (PDL) as defined by law. This leave is to be used when the employee is disabled due to pregnancy or child birth or related medical condition, including but not limited to, morning sickness, pregnancy complications and prenatal appointments. Accrued sick leave may be used during the leave, and the employee has the option to use accrued vacation, floating holidays and/or compensatory time in order to receive pay during the leave. If the employee is also eligible for leave under the Federal Family Medical Leave Act (FMLA), (employee must be employed by the City for at least one year and have worked at least 1250 hours during the year preceding the leave) the leave the employee takes for pregnancy disability will be run concurrently with the employee’s entitlement to up to 12 weeks of FMLA leave. Employees otherwise eligible for health insurance benefits (medical, dental and vision) will continue to receive such benefits during the period of the PDL leave up to four months as defined by law per 12 month period.
After PDL and FMLA leave, if applicable, expires and if the employee is on unpaid status or the employee has less than 20 hours per week on their timesheet, the employee may elect to continue and enroll in COBRA benefits at employee’s expense.
The employee will be accruing sick leave, floating holiday and vacation leave during the period of time, if any, the employee is in paid status. Any time the employee’s hours adjust to less than 40 hours per week, however of paid status, the employee’s accrual rates (sick leave, vacation leave, floating holiday) will be prorated and be adjusted accordingly. Sick leave, 363
CC 06-03-2025
363 of 1012
floating holiday and vacation leave do not continue to accrue during any period the employee is on unpaid status.
Under the California Family rights Act (CFRA) eligible employees are entitled up to 12 additional weeks of leave to bond with the baby. To be eligible for the CFRA bonding leave, employee must be employed by the City for at least one year and have worked at least 1250 hours during the year preceding the leave. The leave is unpaid, but the employee may use floating holiday, compensatory time and vacation leave in order to receive pay during the leave.
The employee may use sick leave for a baby’s illness or doctor’s appointment when applicable to receive pay during the leave. Bonding leave must be used within one year of the birth of the baby.
An employee who plans to take PDL must give reasonable notice (not less than 4 weeks if anticipated or as soon as possible if the leave is unforeseen) before the date employee expects to take the leave. As with all other employees returning from medical leave, employees returning from PDL leave of at least 3 days are required to provide a doctor’s note clearing them to return to work. If an employee requires reasonable accommodations as a result of pregnancy, employee should consult with Human Resources. Employees disabled by pregnancy and employees on leave to bond with a baby may be eligible for benefits under State Disability Insurance. Additional information is available at www.edd.ca.gov/Disabililty and from Human Resources.
SECTION 23: ADOPTION LEAVE
Upon request, a leave of absence without pay for up to four (4) work weeks will be granted to adoptive parents. Such leave must be used within one year of the adoption. The city will pay health and welfare benefits for the duration of the leave as the same rate as prior to the leave consistent with the contributions as provided for under the existing MOU.
If the employee is eligible for FMLA/CFRA (employed by the city for at least one year and worked at least 1250 hours during the year preceding the leave), employee may be eligible for up to 12 work weeks total (the above four (4) work weeks plus an additional eight (8) work weeks) for bonding with the adopted child during the first year after adoption. The employee may be eligible for health benefits during the twelve (12) work week period at the same rate as prior to the leave as provided for under the existing MOU.
During adoption leave, accrued vacation may be used by the employee at his or her option in order to receive pay during the leave. Sick leave may only be used during the leave in the event of illness or medical appointments of the adoptive child during the leave.
SECTION 24: CATASTROPHIC LEAVE
a. The City’s Catastrophic Leave Committee will evaluate each individual case when it is submitted to qualify to receive funds. The only limitation is that the employee must be the one facing the illness. The committee has the right to establish standards for the granting of leave hours, and ask the applicant to submit further documentation from the treating physician, and to determine the applicant’s eligibility for catastrophic leave hours.
b. All benefited employees will be eligible to receive assistance. An employee does not have to be a contributor to be eligible.
c. A recipient must have used all of their available leave hours before he/she is eligible. d. The maximum amount is seven (7) days (State Disability Insurance becomes available 364
CC 06-03-2025
364 of 1012
at this time).
e. Vacation hours and compensating time off (CTO) hours are the only leave of absence credits which may be donated. An employee may not donate leave of absence credits which would reduce his/her total accrued leave balances to less than 120 hours. Leave credits may be donated in any pay period. All leave donations are irrevocable. f. A leave of absence transfer drive will be held whenever necessary to provide for a minimum catastrophic leave bank balance which is the equivalent of 40 hours. g. Active employees wishing to donate sick leave hours to the Catastrophic Leave bank will need to convert sick leave hours (maintaining a minimum of 320 hours after donation) to vacation leave hours.
h. Upon retirement or resignation, an employee can contribute up to 10 hours of sick leave provided that the employee has a minimum of 320 hours of sick leave, which has previously become vested.
Transfers may be in increments of one hour or more. All donations will be confidential. There will be no selling or coercion of employees to donate.
Donated leave hours will be converted to cash and deposited in a time-bank where it will be available for distribution. Checks will be issued to the recipient with the regular payroll, which will keep them in an active employment mode with the City. This procedure prevents overpayments or corrections since it comes after the actual leave has been taken. (Conversion allows for adjustments for different rates of pay.) No employee shall receive payment for more than 100% of his or her regular pay.
An employee or their representative must complete a prescribed application form together with supporting medical documentation to the Human Resources Division when applying for funds.
SECTION 25: ABSENCE NOTIFICATION
An employee is expected not to be absent from work for any reason other than personal illness without making prior arrangements with their supervisor. Unless prior arrangements are made, an employee who, for any reason, fails to report for work must notify their supervisor of the reason for being absent by no later than 15 minutes prior to their scheduled start time. If the absence, whether for personal illness or otherwise, is to continue beyond the first day, the employee must notify the supervisor on a daily basis unless otherwise arranged with his/her supervisor. In proper cases, exceptions will be made.
Any unauthorized absence of an employee from duty shall be deemed to be an absence without pay and will be grounds for disciplinary action up to and including dismissal by the department head. In the absence of such disciplinary action any employee who absents himself/herself for three days or more without authorized leave shall be deemed to have resigned. Such absence may be covered, however, by the department head by a following grant of leave with or without pay when extenuating circumstances are found to have existed.
SECTION 26: FAMILY MEDICAL LEAVE /CALIFORNIA FAMILY RIGHTS ACTS The City of Cupertino shall comply with the leave provisions of the Family Medical Leave Act and the California Family Rights Act for employees who qualify for leave under these laws.
365
CC 06-03-2025
365 of 1012
SECTION 27: EDUCATION REIMBURSEMENT PROGRAM
It is the intent of the City to recognize the value of continuing education and professional development of its employees; and to adopt an Education Reimbursement Program which will encourage employees to avail themselves of City job related educational opportunities that will advance their knowledge and interests in the direction of their career path. Courses should either: a) maintain or improve job skills in the employee’s current position; b) be expressly required by the City or by law; or c) prepare the employee to become a competitive applicant for a different position with the City.
The Education Reimbursement Program is a benefit to all full time benefited employees who have completed the required probationary period and provides education reimbursement of up to two thousand ($2,000) per calendar year for the cost of registration, required textbooks and/or materials and parking. Employees who wish to seek reimbursement from the City for educational program costs shall provide a written request for reimbursement in advance of enrollment to the Human Resources Division. The form provided shall include the type of training, sponsoring organization or institution, meeting times and costs. Human Resources and the employee’s department head will make the determination if the chosen education program is eligible for reimbursement.
No employee shall receive any reimbursement until they have provided satisfactory proof of successful completion of the coursework with a grade of “C” or above, or “Pass” in the case of a Pass/Fail course. Such proof of completion shall be provided within 30 days of the conclusion of the course.
Education reimbursement is a taxable benefit under IRS Code. Education reimbursement will be applied to the calendar year in which the course is passed and satisfactory proof of completion is submitted.
Mandatory or annual coursework, attendance at conferences and training required to maintain job specific certifications or proficiencies are not included in the Education Reimbursement Program.
SECTION 28: CITY SPONSORED RECREATION AND WELLNESS PROGRAMS CEA bargaining unit members shall have the privilege of enrollment in City sponsored recreation programs at the City residents’ fee structure and in preference to non-residents wishing to enroll. Each calendar year, employees and family members on the employee’s dental plan are eligible to be reimbursed up to $500 per employee in Rec Bucks. Employees shall be reimbursed for approved recreation services in accordance with the City’s Recreation Buck Policies. Programs allowing for preregistration will be reimbursed after completion of the program, including those allowing for or requiring preregistration in the calendar year prior to reimbursement. Reimbursements shall be applied to the year in which they are received. Benefited employees will also receive a free employee only annual Cupertino Sports Center membership. Part-time benefited employees will have the annual amount of Recreation Bucks prorated based on number of hours worked. Recreation Bucks are a taxable benefit under IRS Code, and must be used by the employee within the calendar year and are non-transferrable.
City employees are eligible to participate in the City’s wellness program as provided for in the City’s Administrative Rules and Regulations.
366
CC 06-03-2025
366 of 1012
SECTION 29: DUE PROCESS
For demotions, suspensions of more than five days and terminations of employment, the City will provide written notice of the intended actions including the reasons therefore; a copy of any documents upon which the City relied in taking its action and an opportunity to respond, either orally or in writing, prior to the effective date of the disciplinary action.
Said opportunity shall be as soon as is practical after having been served the written notice and shall not constitute any limitation otherwise available through the grievance or appeal procedures. Any written warning in an employee’s file will be removed from the file after three years, if requested in writing by the employee.
SECTION 30: GRIEVANCE PROCEDURE
30.1 Definition: a grievance is a good faith dispute or difference of opinion of an employee involving the meaning, interpretation or application of the express provisions of the Memorandum of Understanding between the City of Cupertino and CEA.
30.2 Step 1: An employee (grievant) who has a grievance shall bring it to the attention of the employee's immediate supervisor within ten (10) calendar days of the occurrence of knowledge of the act that is the basis for the dispute. If the grievant and the immediate supervisor are unable to resolve the matter within ten (10) calendar days of the date it is raised, the grievant has the right to submit a formal grievance to their next higher supervisor.
30.3 Step 2: If the grievance is not settled at Step 1 the grievant may submit a written grievance to the next higher supervisor within ten (10) calendar days after the supervisor’s oral answer in Step 1. The written grievance shall contain the following information:
a. The name, job classification and department of the grievant. b. The name of the grievant’s immediate supervisor.
c. A statement of the nature of the grievance including date and place of occurrence.
d. The specific provision alleged to have been violated. e. The remedy sought by the grievant.
f. If the grievant is not self-represented, the name of the individual or recognized employee organization designated to represent the grievant. g. Signature of grievant and date.
h. If the grievance is being submitted on behalf of the grievant by the recognized employee organization, it shall be signed and dated by the representative of the employee organization.
The supervisor or designee shall discuss the grievance within ten (10) calendar days with the grievant and/or designated representative at a time mutually agreeable to the parties. If a settlement is not reached, a written answer to the grievance shall be provided within ten (10) calendar days of the meeting. 367
CC 06-03-2025
367 of 1012
30.4 Step 3: If the grievance is not settled at Step 2 the grievant may submit the grievance in writing to the grievant's Department Head, or, alternatively, if the Department Head responded at Step 2, to the City Manager within ten (10) calendar days after the Step 2 written answer. The Department Head/City Manager shall discuss the grievance within ten (10) calendar days with the grievant and/or designated representative at a time mutually agreeable to the parties. If no settlement is reached, a written answer shall be provided within ten (10) calendar days of the meeting.
30.5 Step 4: If the grievance is not settled at Step 3, the grievant may submit the grievance to advisory arbitration within 14 calendar days after receipt of the decision at Step 2.
30.6 Advisory Arbitration:
a. The parties shall attempt to agree upon an advisory arbitrator within seven (7) calendar days after receipt of the notice of referral. In the event that parties are unable to agree upon an advisory arbitrator within said seven (7) day period, the parties shall jointly request the State Mediation and Conciliation Service to submit a panel of five (5) advisory arbitrators. Each party retains the right to reject one panel in its entirety and request that a new panel be submitted.
Both the grievant/designated representative and the City shall have the right to strike two (2) names from the panel. The parties shall alternatively strike names until one remains. The person remaining shall be the advisory arbitrator.
b. The advisory arbitrator shall be notified of his/her selection and shall be requested to set a time and place for the hearing, subject to the availability of the grievant/designated representative and City representatives.
c. The City or the grievant/designated representative shall have the right to request the arbitrator to require the presence of witnesses or documents. The City and the grievant retain the right to employ legal counsel.
d. The advisory arbitrator shall submit his/her recommendation in writing within thirty (30) days following the close of the hearing or the submission of briefs by the parties, whichever is later.
e. More than one grievance may be submitted to the same advisory arbitrator if both parties mutually agree in writing.
f. The fees and expenses of the advisory arbitrator and the cost of a written transcript shall be divided equally between the City and the grievant, or CEA/IFPTE Local 21, as appropriate; provided, however, that each party shall be responsible for compensating its own representatives and witnesses.
30.7 Limitations on Authority of Advisory Arbitrator: The advisory arbitrator shall have no right to amend, modify, ignore, add to, or subtract from the provisions of the Memorandum of Understanding. The advisory arbitrator shall consider and decide only the question of fact as to whether there has been a violation, misinterpretation, or misapplication of the specific provisions of the MOU section or sections supporting the grievance. The advisory arbitrator shall be empowered to determine the issue raised by the grievance as submitted in writing at the second step. The advisory arbitrator shall have no authority to make a recommendation on any issue not so submitted or raised. The advisory arbitrator shall be without power to make recommendations contrary to or inconsistent with, in any way, applicable laws or rules and regulations of administrative bodies that have the force and effect of law. The advisory arbitrator shall not in any way limit or interfere with the powers, duties and responsibilities of the City under law and applicable court decisions. The recommendation shall be advisory only to the City Manager. The City Manager will make the final decision. 368
CC 06-03-2025
368 of 1012
SECTION 31: LAYOFF PROCEDURE
The appointing authority may lay off employees for lack of funds, lack of work or for other similar and just cause. The appointing authority will identify the classification(s) subject to layoff. All classifications and all departments citywide are subject to layoff considerations.
Employees in a classification(s) identified for layoff shall be laid off in reverse order of seniority, based on the date of the appointment to the classification. If an employee separates from City employment for a period of more than 30 days, the time off from City employment shall be deducted from an employee’s length of service for the purpose of determining seniority.
Employees being laid off shall be entitled to placement in a lower classification; provided (a) the employee was previously employed with regular status having completed the probationary period in that lower classification and (b) the employee has more total seniority with the City than an individual in the lower classification. Any employee being displaced by an employee opting to be placed in a lower classification shall be entitled to placement in the lower classification, subject to conditions (a) and (b) listed in this section.
The City will provide a 30 day notice to any employees identified for layoff and layoff pay in the amount of $2,500 at the time of layoff. Such notice will include the employee’s rights to placement in a lower classification pursuant to this section. Medical, dental, vision, and life insurance continue through the end of the month in which the layoff is effective. In addition, the employee will be provided with an opportunity to elect to enroll in COBRA medical, dental, and/or vision coverage at the time of layoff and at employee expense.
The names of the employees affected by layoff shall be placed on a recall list for a period of two years in the reverse order of layoff and shall have the first opportunity for reinstatement.
Failure to respond within ten (10) business days to a written notice of such opportunity for reinstatement shall cause that name to be removed from the recall list. Such notice shall be sent by certified or registered mail to the address of the employee on file with the City. The affected employees shall be responsible for updating the City of any change in address during the time they are on the recall list.
SECTION 32: REINSTATEMENT
With the approval of the Appointing Authority, a regular or probationary employee who has resigned with a good record may be reinstated within twenty-four months of the effective date of resignation to a vacant position in the same or comparable class he/she previously occupied. Upon reinstatement, the employee for all purposes shall be considered as though they had received an original appointment.
SECTION 33: CONTINUATION OF BENEFITS
All terms and conditions of employment not otherwise contained herein shall be maintained at the standards in effect at the time of execution. However, the parties agree that any automatic economic triggers, formulas or escalators shall become inoperable and void upon expiration of this contract.
SECTION 34: TELECOMMUTING / REMOTE WORK
CEA bargaining unit employees will be considered for telework and adhere to the policy of 369
CC 06-03-2025
369 of 1012
the City of Cupertino’s expanded telecommuting policy.
SECTION 35: SEPARABILITY
In the event any provision of this agreement is finally held to be illegal by a court of competent jurisdiction or void as being in contravention of any law, rule or regulation of any government agency having jurisdiction over the subject set forth, then the remainder of the agreement shall continue in full force and effect unless the parts so found to be void are held inseparable from the remaining portion of the agreement.
SECTION 36: RATIFICATION
Nothing contained in this memorandum shall be binding upon either the City or the Association until it has been ratified by the Association’s membership and presented and approved by the City Council of the City.
SECTION 37: REOPENER
During the term of this Agreement, upon request by the City or CEA, the City and Association will meet and confer over proposed revisions to the City’s Administrative Rules and Regulations to the extent that the proposed revisions fall within the statutory scope of bargaining.
SECTION 38: TERM
This agreement shall be effective commencing the first full pay period after Association ratification and adoption by the City Council and ending at 11:59 p.m. June 30, 2025.
SECTION 39: TOTAL COMPENSATION SURVEYS
Management and CEA agree to a compensation survey database structure which identifies specific benchmark classifications for job families, classifications within the job families of each benchmark classification, survey agencies, and survey classification matches.
Survey cities include:
1. Campbell
2. Los Altos
3. Los Gatos
4. Menlo Park
5. Milpitas
6. Morgan Hill
7. Mountain View
8. Palo Alto
9. San Mateo
10. Santa Clara
11. Saratoga
12. Sunnyvale
The survey data is intended to provide a source of information concerning how the compensation paid to employees in bargaining unit job classifications compares to that paid by other public employers. The City will update the survey database and send a copy to CEA six weeks before expiration of this agreement. This survey data will be considered in successor agreement negotiations.
370
CC 06-03-2025
370 of 1012
CITY EMPLOYEES’ ASSOCIATION CITY OF CUPERTINO
_____________________________ _____________________________ Alex Corbalis Kristina Alfaro
_____________________________ _____________________________ Gian Paolo Martire Vanessa Guerra
_____________________________ _____________________________ Alex Wykoff Laura Miyakawa
_____________________________
Nicole Lee
______________________________ ______________________________ Monica Diaz Dianne Thompson
______________________________ ______________________________ Stanley Young, IFPTE Local 21 Christopher Boucher, Boucher Law ______________________________
City Attorney, Approved as to form
Date: Date:
371
CC 06-03-2025
371 of 1012
EXHIBIT A
SECTION 2: SALARY SCHEDULE
Salaries Effective June 3, 2025
Classification Step 1 Step 2 Step 3 Step 4 Step 5
ACCOUNT CLERK I $34.56 $36.29 $38.11 $40.01 $42.01
ACCOUNT CLERK II $38.11 $40.01 $42.01 $44.11 $46.32
ASSISTANT ENGINEER $58.47 $61.38 $64.45 $67.68 $71.06
ASSISTANT HOUSING COORDINATOR $52.65 $55.28 $58.04 $60.94 $63.99 ASSISTANT PLANNER $52.65 $55.28 $58.04 $60.94 $63.99
ASSOCIATE CIVIL ENGINEER $63.01 $66.15 $69.46 $72.94 $76.58 ASSOCIATE PLANNER $56.74 $59.57 $62.55 $65.68 $68.96
BUILDING INSPECTOR $55.70 $58.48 $61.41 $64.48 $67.70
CASE MANAGER $42.57 $44.70 $46.94 $49.28 $51.75
CODE ENFORCEMENT OFFICER $47.69 $50.07 $52.58 $55.21 $57.97 COMMUNITY OUTREACH SPECIALIST $44.09 $46.30 $48.61 $51.04 $53.59 ENGINEERING TECHNICIAN $45.95 $48.24 $50.66 $53.19 $55.85 ENV. PROG. COMPLIANCE TECHNICIAN $41.40 $43.47 $45.65 $47.93 $50.33 ENV. PROGRAMS SPECIALIST $53.37 $56.04 $58.85 $61.79 $64.88
ENVIRONMENTAL PROGRAMS
ASSISTANT $46.27 $48.58 $51.01 $53.56 $56.24
FACILITY ATTENDANT $32.36 $33.97 $35.67 $37.46 $39.33
GIS TECHNICIAN $45.95 $48.24 $50.66 $53.19 $55.85
MULTIMEDIA COMMUNICATIONS SPEC $58.15 $61.06 $64.11 $67.32 $70.68 OFFICE ASSISTANT $32.51 $34.14 $35.85 $37.64 $39.52
PERMIT TECHNICIAN $42.79 $44.93 $47.18 $49.53 $52.01
PLAN CHECK ENGINEER $64.45 $67.66 $71.05 $74.60 $78.33
PUBLIC WORKS INSPECTOR $55.70 $58.48 $61.41 $64.48 $67.70 RECEPTIONIST/CLERK $29.28 $30.74 $32.28 $33.90 $35.59
RECREATION ASSISTANT $20.94 $21.99 $23.09 $24.24 $25.46 RECREATION COORDINATOR $42.33 $44.45 $46.67 $49.01 $51.46 SENIOR BUILDING INSPECTOR $59.51 $62.49 $65.61 $68.89 $72.34 SENIOR CODE ENFORCEMENT OFFICER $50.12 $52.63 $55.26 $58.02 $60.93 SENIOR ENGINEERING TECHNICIAN $49.52 $51.99 $54.59 $57.32 $60.19 SENIOR OFFICE ASSISTANT $36.10 $37.91 $39.80 $41.79 $43.88 SENIOR PLANNER $60.84 $63.88 $67.07 $70.43 $73.95
SENIOR TRAFFIC TECHNICIAN $49.52 $51.99 $54.59 $57.32 $60.19 SPECIAL PROGRAMS COORDINATOR $34.95 $36.70 $38.53 $40.46 $42.48 TRAFFIC SIGNAL TECH APPRENTICE $44.51 $46.74 $49.08 $51.53 $54.11 TRAFFIC SIGNAL TECHNICIAN $51.53 $54.11 $56.81 $59.65 $62.64 TRAFFIC TECHNICIAN $45.95 $48.24 $50.66 $53.19 $55.85
372
CC 06-03-2025
372 of 1012
373
CC 06-03-2025
373 of 1012
CEA Local 21 Salary Effcetive 7.01.2023 Attachment U
Classification Step 1 Step 2 Step 3 Step 4 Step 5 Unit
ACCOUNT CLERK I $ 34.56 $ 36.29 $ 38.11 $ 40.01 $ 42.01 CEA ACCOUNT CLERK II $ 38.11 $ 40.01 $ 42.01 $ 44.11 $ 46.32 CEA ASSISTANT ENGINEER $ 58.47 $ 61.38 $ 64.45 $ 67.68 $ 71.06 CEA ASSISTANT PLANNER $ 52.65 $ 55.28 $ 58.04 $ 60.94 $ 63.99 CEA ASSOCIATE CIVIL ENGINEER $ 63.01 $ 66.15 $ 69.46 $ 72.94 $ 76.58 CEA ASSOCIATE PLANNER $ 56.74 $ 59.57 $ 62.55 $ 65.68 $ 68.96 CEA BUILDING INSPECTOR $ 55.70 $ 58.48 $ 61.41 $ 64.48 $ 67.70 CEA CASE MANAGER $ 42.57 $ 44.70 $ 46.94 $ 49.28 $ 51.75 CEA CODE ENFORCEMENT OFFICER $ 47.69 $ 50.07 $ 52.58 $ 55.21 $ 57.97 CEA COMMUNITY OUTREACH SPECIALIST $ 44.09 $ 46.30 $ 48.61 $ 51.04 $ 53.59 CEA ENGINEERING TECHNICIAN $ 45.95 $ 48.24 $ 50.66 $ 53.19 $ 55.85 CEA ENV. PROG. COMPLIANCE TECHNICIAN $ 41.40 $ 43.47 $ 45.65 $ 47.93 $ 50.33 CEA ENV. PROGRAMS SPECIALIST $ 53.37 $ 56.04 $ 58.85 $ 61.79 $ 64.88 CEA ENVIRONMENTAL PROGRAMS ASSISTANT $ 46.27 $ 48.58 $ 51.01 $ 53.56 $ 56.24 CEA FACILITY ATTENDANT $ 32.36 $ 33.97 $ 35.67 $ 37.46 $ 39.33 CEA GIS TECHNICIAN $ 45.95 $ 48.24 $ 50.66 $ 53.19 $ 55.85 CEA MULTIMEDIA COMMUNICATIONS SPEC $ 58.15 $ 61.06 $ 64.11 $ 67.32 $ 70.68 CEA OFFICE ASSISTANT $ 32.51 $ 34.14 $ 35.85 $ 37.64 $ 39.52 CEA PERMIT TECHNICIAN $ 42.79 $ 44.93 $ 47.18 $ 49.53 $ 52.01 CEA PLAN CHECK ENGINEER $ 64.45 $ 67.66 $ 71.05 $ 74.60 $ 78.33 CEA PUBLIC WORKS INSPECTOR $ 55.70 $ 58.48 $ 61.41 $ 64.48 $ 67.70 CEA RECEPTIONIST/CLERK $ 29.28 $ 30.74 $ 32.28 $ 33.90 $ 35.59 CEA RECREATION ASSISTANT $ 20.94 $ 21.99 $ 23.09 $ 24.24 $ 25.46 CEA RECREATION COORDINATOR $ 42.33 $ 44.45 $ 46.67 $ 49.01 $ 51.46 CEA SENIOR BUILDING INSPECTOR $ 59.51 $ 62.49 $ 65.61 $ 68.89 $ 72.34 CEA SENIOR CODE ENFORCEMENT OFFICER $ 50.12 $ 52.63 $ 55.26 $ 58.02 $ 60.93 CEA SENIOR ENGINEERING TECHNICIAN $ 49.52 $ 51.99 $ 54.59 $ 57.32 $ 60.19 CEA SENIOR OFFICE ASSISTANT $ 36.10 $ 37.91 $ 39.80 $ 41.79 $ 43.88 CEA SENIOR PLANNER $ 60.84 $ 63.88 $ 67.07 $ 70.43 $ 73.95 CEA SENIOR TRAFFIC TECHNICIAN $ 49.52 $ 51.99 $ 54.59 $ 57.32 $ 60.19 CEA SPECIAL PROGRAMS COORDINATOR $ 34.95 $ 36.70 $ 38.53 $ 40.46 $ 42.48 CEA TRAFFIC SIGNAL TECH APPRENTICE $ 44.51 $ 46.74 $ 49.08 $ 51.53 $ 54.11 CEA TRAFFIC SIGNAL TECHNICIAN $ 51.53 $ 54.11 $ 56.81 $ 59.65 $ 62.64 CEA TRAFFIC TECHNICIAN $ 45.95 $ 48.24 $ 50.66 $ 53.19 $ 55.85 CEA 374
CC 06-03-2025
374 of 1012
RESOLUTION NO. 25-
A RESOLUTION OF THE CUPERTINO CITY COUNCIL REVISING THE CITY OF CUPERTINO AND IFPTE LOCAL 21 CUPERTINO EMPLOYEES’
ASSOCIATION MEMORANDUM OF UNDERSTANDING
WHEREAS, the City Council desires to revise the City of Cupertino and IFPTE Local 21 Cupertino Employees’ Association Memorandum Of Understanding.
NOW, THEREFORE, BE IT RESOLVED that the City of Cupertino and IFPTE Local 21 Cupertino Employees’ Association Memorandum of Understanding be revised which is incorporated in this resolution by this reference and attached as Attachment T.
PASSED AND ADOPTED at a meeting of the City Council of the City of Cupertino this 3rd day of June, 2025 by the following vote:
Members of the City Council
AYES:
NOES:
ABSENT:
ABSTAIN:
SIGNED:
________
Liang Chao, Mayor
City of Cupertino
________________________
Date
ATTEST:
________
Kirsten Squarcia, City Clerk
________________________
Date
375
CC 06-03-2025
375 of 1012
All Other Department Requests Attachment W
Request Account Expense
Recurring
Expense
1x
Total Request
Administration ‐ Assistant ASD (Budget Manager overfill) Multiple 17,011 0 17,011 Purchasing ‐ Citywide Purchasing Training 100‐41‐425 0 20,000 20,000 Admin Services ‐Employee Cultural Events 100‐44‐412 5,000 0 5,000 HR ‐ Citywide Employee Events 100‐44‐412 10,000 0 10,000 Purchasing ‐ Admin Services ‐ Grants Analyst (New position) 100‐41‐425 207,883 0 207,883 Budget ‐ Analyze Potential Tax Measures 100‐41‐426 0 20,000 20,000 Citywide Conferences and Training Multiple 27,399 0 27,399 Admin Services Total 250,282 40,000 290,282
Housing ‐ Assistant Housing Coordinator (Planning Manager underfill/new classification) 260‐72‐707 105,126 0 105,126 Code Enforcement ‐ Sr. Code Enforcement Officer to Division Manager
100‐74‐202 53,546 0 53,546
Building – Building On call contracts 100‐73‐714 90,000 0 90,000 Building – Building On call contracts 100‐73‐714 50,000 0 50,000 Citywide Conferences and Training Multiple 47,982 0 47,982 Community Development Department Total 346,654 0 346,654 City Council ‐ Meals Increase 100‐10‐100 3,000 0 3,000
City Council ‐ Restoring Internal Auditor Contract Funding 100‐10‐100 25,000 20,000 45,000 Community Funding Grant Program 100‐10‐101 32,500 0 32,500 Citywide Conferences and Training Multiple 7,466 0 7,466 City Council Total 67,966 20,000 87,966
Communications ‐70th Anniversary/ Communications ‐ Community Service Awards Increase 100‐12‐126 0 5,000 5,000
City Manager – Receptionist (new position) 100‐12‐120 113,774 0 113,774 City Clerk ‐ Administrative Assistant (new position) 100‐13‐130 146710 0 146,710 City Manager – PT Communications and Marketing Coordinator 100‐12‐126 66,351 0 66,351 Citywide Conferences and Training Multiple 7032 0 7,032 City Manager ‐ Strategic Plan 100‐12‐120 0 200,000 200,000 Administration Total 333,867 205,000 538,867
Applications ‐ Additional Accela Licenses 100‐32‐308 5,500 0 5,500 Infrastructure ‐ Network Glue for Network Diagram and
Management
610‐34‐310 6,000 0 6,000
GIS – Chatbot 610‐35‐986 0 5,000 5,000
Applications – Energy Management System 100‐32‐308 33,500 0 33,500 Applications ‐ Social Media Ret Archiving App 100‐32‐308 0 7,500 7,500 Applications ‐ ZenDesk Licenses for PW 100‐32‐308 4,140 0 4,140 Applications ‐ Logikull 100‐32‐308 33,600 0 33,600
GIS ‐ 811 Integration Software 610‐35‐986 0 15,000 15,000 GIS ‐ AI Solution for CMO Staff Reports or State Bill Tracking 610‐35‐986 0 10,000 10,000 GIS ‐ BSA to Principal BSA 610‐35‐986 14,656 0 14,656
GIS ‐ ESRI Enterprise Licenses 610‐35‐986 3,800 0 3,800 GIS – OmniData 610‐35‐986 23,000 0 23,000
Infrastructure ‐ Adaptive Traffic Signal Expansion 610‐34‐310 0 225,000 225,000 Infrastructure ‐ Endpoint and Patch Management System 610‐34‐310 15,000 0 15,000 Infrastructure ‐ Mitel Packet Fusion Replacement 610‐34‐310 6,000 0 6,000 Infrastructure ‐ Poster Printer replacement 610‐34‐310 0 5,000 5,000 376
CC 06-03-2025
376 of 1012
All Other Department Requests Attachment W
Request Account Expense
Recurring
Expense
1x
Total Request
Infrastructure ‐ Sr. Center Tech Lab Projection System 610‐34‐310 0 16,000 16,000 Infrastructure ‐ Switches and Firewall Upgrade 610‐34‐310 0 21,000 21,000 Citywide Conferences and Training Multiple 48,922 0 48,922 Innovation & Technology Total 194,118 304,500 498,618
Law Enforcement – ALPR 100‐20‐200 60,000 0 60,000
Law Enforcement Total 60,000 0 60,000
Events, Youth, Teen ‐ Funding for Shakespeare in the Park 100‐61‐605 30,000 0 30,000 Events, Youth, Teen ‐ Tree Lights Installation and Removal 100‐61‐605 10,000 0 10,000 Outdoor ‐ BBF Golf Course Hitting Range Equipment & Netting 560‐63‐616 5,820 0 5,820 Outdoor ‐ BBF Golf Course Pull Carts 560‐63‐616 0 5,000 5,000 Sports and Fitness ‐ Interior Gate Access 570‐63‐621 0 28,968 28,968 Sports and Fitness ‐ Small Tools and Equipment 570‐63‐621 12,000 0 12,000 Events, Youth, Teen ‐ Holiday Suits 100‐61‐605 5,000 0 5,000 Festival Costs 100‐61‐605 38,235 0 38,235
Citywide Conferences and Training Multiple 13,330 0 13,330 Parks and Recreation Total 114,385 33,968 148,353
Facilities ‐ Battery Back‐Up System at the Library 100‐87‐828 0 47,137 47,137 Facilities ‐ Radio Replacement Project 100‐87‐829 0 80,000 80,000 Facilities ‐Service Center Building Fascia Board Replacement& Painting
100‐87‐829 0 103,000 103,000
Facilities ‐ QCC Activity Room Hardwood Floor Sand/Buffing 100‐87‐830 0 7,000 7,000 Facilities ‐ QCC Dance Room Hardwood Floor Sand/Buffing 100‐87‐830 0 21,000 21,000 Facilities ‐ Quinlan Community Center Door Hardware Upgrade 100‐87‐830 20,000 0 20,000 Facilities ‐ Senior Center Gutter Replacement on Mary Ave 100‐87‐831 0 11,225 11,225 Facilities ‐ EEC sliding door replacement 100‐87‐832 0 35,000 35,000 Facilities ‐ Monta Vista Building Painting 100‐87‐833 0 37,000 37,000 Facilities ‐ Replace Siding, Paint, Repair Dry Rot at Wilson Pottery and Restroom Facility 100‐87‐834 0 46,000 46,000
Facilities ‐ Replace All Batteries on Battery Back‐Up System at Community Hall 100‐87‐838 0 7,071 7,071
Grounds ‐ Dugout Roof Replacements Faria & Regnart Schools 100‐84‐812 0 22,000 22,000 Grounds ‐ Irrigation Pump Replacements – Eaton 100‐84‐812 0 43,000 43,000 Grounds Linda Vista Park BBQ Replacement 100‐84‐813 0 10,000 10,000 Grounds (various) ‐ Vegetation Management Multiple 115,000 0 115,000 Maintenance Worker I (New position) Multiple 125,236 0 125,236 SR2S ‐ Bike Ped Education Annual Increase 100‐88‐846 0 25,000 25,000 Sustainability ‐ Greenhouse Gas Inventory Assessment 100‐81‐122 0 40,000 40,000 Trees/ROW ‐ Gopher and Squirrel Control 100‐86‐261 8,000 0 8,000 Trees/ROW ‐ RP & Mainline repair South De Anza 100‐86‐824 0 30,000 30,000 Trees/ROW ‐ SCB at Janice Retaining Wall Installation 100‐86‐824 0 25,000 25,000 Trees/ROW ‐ Sonic Tomography Unit 100‐86‐825 0 25,000 25,000 Streets ‐ Storm Drain Grates Replacement 230‐81‐855 0 40,000 40,000 Facilities BBF Golf Course ‐ Replace Epoxy Flooring 560‐87‐260 0 17,000 17,000 Facilities BBF Golf Course Restroom Project 560‐87‐260 0 20,000 20,000 Facilities ‐ BBF Golf Course ‐ Shed Bathroom Project 560‐87‐260 0 5,000 5,000 Grounds ‐ BBF Golf Course ‐ Vegetation Management 560‐84‐268 10,000 0 10,000 377
CC 06-03-2025
377 of 1012
All Other Department Requests Attachment W
Request Account Expense
Recurring
Expense
1x
Total Request
Facilities ‐ Sports Center Energy Management System Upgrade 570‐87‐836 0 160,000 160,000 Facilities ‐ Sports Center Lighting Controls Upgrade 570‐87‐836 0 100,000 100,000 Fleet Air Compressor Replacement 630‐85‐849 0 16,000 16,000 Fleet ‐ Diagnostic scan tool 630‐85‐849 0 18,000 18,000 Fleet ‐ Vehicle Assets 630‐90‐985 0 780,000 780,000
Citywide Conferences and Training Multiple 30,222 0 30,222 Public Works Total 308,458 1,770,433 2,078,891
Grand Total 1,675,730 2,373,901 4,049,631
378
CC 06-03-2025
378 of 1012
RESOLUTION NO. 25 022
A RESOLUTION OF THE CUPERTINO CITY COUNCIL ADOPTING
CUPERTINO CITY COUNCIL SPECIAL PROJECT POLICY
WHEREAS, the Cupertino City Council has identified a need to adopt a policy governing the creation of, acceptance of, and reporting of special projects; and
WHEREAS, on April 2, 2025, the City Council considered a proposed policy at a duly noticed special meeting of the City Council.
NOW, THEREFORE, BE IT RESOLVED that:
1. The City Council hereby adopts the Cupertino City Council Special Project Policy attached hereto as Exhibit A. The Special Project Policy shall be effective on April 2, 2025.
PASSED AND ADOPTED at a special meeting of the City Council of the City of Cupertino this 2nd day of April, 2025, by the following vote:
Members of the City Council
AYES: Chao, Moore, Fruen, Mohan, Wang
NOES: None
ABSENT: None
ABSTAIN: None
SIGNED:
Liang Chao, Mayor
City of Cupertino
Date
ATTEST:
Kirsten Squarcia, City Clerk Date
4/15/2025
4/15/2025
379
CC 06-03-2025
379 of 1012
CITY COUNCIL
SPECIAL PROJECTS
POLICY
Policy Manual
Policy #25-022
Attachments:
N/A
Effective Date:
April 2, 2025 per Resolution 25-022
Responsible Department:
Administrative Services
Related Policies & Notes:
N/A
City Council or Administrative Policy:
City Council
Purpose
To establish City Council authority for the purpose and creation of Special Projects for inclusion and tracking as part the City’s budget process.
Special Projects are defined as one-time, staff-initiated projects that require City Council approval due to the need for budget appropriations that exceed a department’s base budget. Base budget items are the baseline appropriations to continue operations at the current level. In instances where there are sufficient budget appropriations the City Manager must request City Council authority in the form of a consent agenda item to reappropriate the funds as a special project. As discussed in the Special Project Reporting section below, these projects will continue to be reported in the Special Project reports.
Special Projects are not meant to track ongoing operational costs like street pavement maintenance, minor repairs, development projects which may span multiple fiscal years, or the purchase of equipment, unless the department needs to track these expenses because of the use of restricted funds to pay for the equipment or materials. Ongoing operational costs will be included in the department’s base budget or added as an ongoing budget appropriation request to the City Council.
Policy
This policy, including any amendments, shall be approved by City Council Resolution and shall be effective upon the policy’ s adoption.
It is the objective of the City to ensure transparent financialreporting that allows Councilmembers, residents, and staff to track expenditures across multiple fiscal years.
This policy will be reviewed annually as part of the proposed budget process.
City Manager Authorization
As part of the City’ s proposed budget process, departments must submit for approval any new onetime projects or initiatives that require additional funding. If approved by the City Manager, these Exhibit A
380
CC 06-03-2025
380 of 1012
projects are included in the proposed and final budget for City Council consideration and approval.
These requests are separate and are apart from the City Work Program ( CWP) items, which are Council initiated and may be one-time and/or result in ongoing costs. Both types of projects require City Council appropriation approval.
City Council Approval and Questions
All Special Projects approved by the City Manager that require additional appropriations will be included in the proposed and final budgets for City Council approval. These projects will be presented and discussed during the budget process, and appropriations added upon approval.
Off cycle Special Project creation using the reappropriation of existing funds will be presented to City Council as a consent item for approval.
Any questions from City Council regarding Special Projects that are part of the regular Special Projects reporting process described in the section below will be answered as part of the supplemental report process. Questions that fall outside of the reporting process will be responded to in a timely manner based on the scope of the question.
Special Project Reporting
Special Projects will be included in the departmental narratives of the proposed and final budget. A summary of proposed Special Projects will be included in the summary section of the budget message and upon budget approval this list will be finalized as part of the final budget.
As part of the quarterly financial reports, staff will report on the following items for all Special Projects:
Adoption Year
Function - department that has the special project, for example Administration, which encompasses City Manager and City Attorney.
Program - specific budget unit (e.g., 120 City Manager) Base and Detail Account with Detail Account description – the expense account where the special project is budgeted, for example 750-.056 Neighborhood engagement. Special project account numbers are unique to one project.
Full Org Set Code and Description – Includes full account string ( Fund-Div-Program) and description of the org set. For example, 100- 12-632, where the first three digits are the fund, the next two digits are the division, and the last three digits are the program in which the special project is budgeted. General Fund-City Manager- Comm Outreach & Neighborhood Watch.
Amended Budget – This is the total budget in a fiscal year and includes new dollars added in proposed and any budgeted dollars that have been carried forward from the prior fiscal year as of a given date, for quarterly report they include Sept-30, Dec- 31 and March- 31.
Actual Amount – dollars spent as of a given date, see amended section above. 381
CC 06-03-2025
381 of 1012
Encumbrance – dollars encumbered either through a contract or purchase order as of a given date.
Status – This includes completed, in progress, not started, started, pending and cancelled.
Outside Funding – identifies if outside funding is available like grants to fund the projects.
Estimated Completion – the date and month the Special Project is expected to be completed.
Notes – this includes information that staff would like to make the council and residents aware of and includes future plans like a project being carried over or defunded, along with other updates.
This quarterly financial report is meant to be informative, and the City Council is not required to approve or take any action, other than to receive the attachment as part of the financial report. 382
CC 06-03-2025
382 of 1012
All Special Projects from FY25 Q3 Attachment Y
# FY
Added
Department Program Base And Detail
Account With
Detail Description
Full Org Set Code And
Description
Amended Budget Actual Amount
(Expenses)
Encumbrances Status Estimated
Completion
Outside
Funding
Sources
(Grant,
Other, or
None)
Grant or Outside
Funding Source
Notes (e.g., carried
over to next fiscal
year)
1 FY24 Public works 122 Sustainability
Division
750.223 ‐ CWPElectrification Study
100‐81‐122 ‐ General Fund‐
Environmental Programs‐SustainabilityDivision
96,057.00 29,477.12 6,630.55 In Progress 6/30/2025 None N/A Defunded 50K at Q3. Balance will be used and project
completed this FY.
2 FY25 Public works 800 Public Works
Admin
750.244 ‐ CWP Recycled
Water Feasibility
100‐80‐800 ‐ General Fund‐PW
Administration‐Public Works Admin
200,000.00 0.00 0.00 In Progress 6/30/2025 None N/A Defunded at Q3.
Completed in‐house.
3 FY24 Administration 120 City Manager 750.245 ‐ CWP Rise Const Stakeholder Engmt
100‐12‐120 ‐ General Fund‐CityManager‐City Manager
100,000.00 0.00 0.00 In Progress 6/30/2026 None N/A Will be defunded at year‐end.
Work is being done in‐house.
Project can be defunded.
4 FY22 Public works 804 Plan Review 750.105 ‐ CWP Revisit 5G 100‐82‐804 ‐ General Fund‐ Developmental Services‐Plan Review
250,000.00 0.00 0.00 In Progress 6/30/2025 None N/A Will be defunded at year‐end.
Work is being done in‐house.
Project can be defunded.
5 FY24 Recreation services 632 Comm
Outreach & Neigh
Watch
750.227 ‐ CWP Public
Safety res/com areas
100‐65‐632 ‐ General Fund‐Community
Services‐Comm Outreach & NeighWatch
10,000.00 300.00 0.00 In Progress 6/30/2025 None N/A Will be defunded at year‐end.
Project was not carried over
into FY 25‐27. This funding
was promoted for about twoyears to offer $300 block
party grants to interestedblock leaders. To date, onlyone $300 grant was awarded, therefore this project can be
defunded.
6 FY22 Community development 702 Mid Long Term
Planning
750.101 ‐ CWP RHNA andGen Plan Update
100‐71‐702 ‐ General Fund‐Planning‐
Mid Long Term Planning
422,564.00 87,426.42 337,063.55 Completed Sep 2024 None N/A Completed in September, when the City received noticefrom HCD that the Housing
Element complies with Statelaw. Housing Element
implementation policies willbe presented for Commission and Council input as project
progresses.
7 Community development 702 Mid Long Term
Planning
750.102 ‐ CWP Sign
Ordinance Update
100‐71‐702 ‐ General Fund‐Planning‐
Mid Long Term Planning
200,000.00 0.00 0.00 Not Started Spring 2025 None N/A This project was carried over into FY 25‐27. No additional
funding is required.
8 FY24 Community development 702 Mid Long Term
Planning
750.235 ‐ CWP Tree List 100‐71‐702 ‐ General Fund‐Planning‐ Mid Long Term Planning
50,000.00 0.00 0.00 In Progress June 2025 None N/A These funds will be moved to 100‐86‐825 750‐235 at year
end as part of the Urban
Forest Program next FY.
383
CC 06-03-2025
383 of 1012
All Special Projects from FY25 Q3 Attachment Y
# FY
Added
Department Program Base And Detail
Account With
Detail Description
Full Org Set Code And
Description
Amended Budget Actual Amount
(Expenses)
Encumbrances Status Estimated
Completion
Outside
Funding
Sources
(Grant,
Other, or
None)
Grant or Outside
Funding Source
Notes (e.g., carried
over to next fiscal
year)
9 FY24 Law enforcement 200 Law
Enforcement SC
Sherif
750.227 ‐ CWP PublicSafety res/com areas
100‐20‐200 ‐ General Fund‐Law
Enforcement‐Law Enforcement SC
Sherif
60,000.00 62,250.00 62,250.00 In Progress 6/30/2027 None N/A This is a current CWP project that will remain ongoing for
annual maintenance of the
ALPR cameras. P&R will
continue to manage this
project on an ongoing basis.
10 FY23 Public works 844 Traffic
Engineering
750.219 ‐ CWP Bicycle
Facilities
100‐88‐844 ‐ General Fund‐
Transportation‐Traffic Engineering
50,000.00 0.00 0.00 In Progress 6/30/2025 None N/A In progress. Staff will purchase and install the racks
by the end of the fiscal year.
11 FY24 Public works 825 Street Tree
Maintenance
750.235 ‐ CWP Tree List 100‐86‐825 ‐ General Fund‐Trees and Right of Way‐Street Tree Maintenance
60,000.00 0.00 0.00 Cancelled June 2025 None N/A This GL for CWP Tree List will now be used for CWP Urban
Forest Program next FY.
12 FY25 Public works 844 Traffic
Engineering
750.243 ‐ CWP ActiveTransportation Plan
100‐88‐844 ‐ General Fund‐
Transportation‐Traffic Engineering
330,000.00 282.50 299,717.50 In Progress 6/30/2025 Grant TDA3 Staff have contracted with a consutant and are working todevelop this project with
significant outreach and
meetings with the Bike Ped
Commission. City Council
adoption of Plan expected inJune 2026.
13 FY20 Community development 711 BMR
Affordable HousingFund
750.052 ‐ Develop ELI
Housing
265‐72‐711 ‐ BMR Housing‐Housing
Services‐BMR Affordable Housing Fund
238,301.00 0.00 3,005.00 In Progress Winter 2025 None N/A Pending development of Mary Ave, then operational. Projectis under review in compliance with Exclusive Negotiation
Agreement (ENA). Followingthe Negotiation period, staff will present the Council with aDisposition and Development Agreement (DDA) and Leaseagreement for the project and
the project will also
concurrently go through
entitlement hearings.
14 FY17 Community development 702 Mid Long Term
Planning
750.090 ‐ Residential/Mixed UseDesign
100‐71‐702 ‐ General Fund‐Planning‐
Mid Long Term Planning
194,922.00 0.00 0.00 In Progress Summer 2025 None N/A This is the Objective Design Standards (ODC) in progress.
Invoices should be coming in
from consultant soon.
15 FY20 Community development 702 Mid Long Term
Planning
750.032 ‐ General Plan 100‐71‐702 ‐ General Fund‐Planning‐ Mid Long Term Planning
239,805.00 0.00 0.00 In Progress Ongoing None N/A Carried over for any potential general plan updates and
related legal review costs.
Prior years bulk of costs were
legal.
384
CC 06-03-2025
384 of 1012
All Special Projects from FY25 Q3 Attachment Y
# FY
Added
Department Program Base And Detail
Account With
Detail Description
Full Org Set Code And
Description
Amended Budget Actual Amount
(Expenses)
Encumbrances Status Estimated
Completion
Outside
Funding
Sources
(Grant,
Other, or
None)
Grant or Outside
Funding Source
Notes (e.g., carried
over to next fiscal
year)
16 FY22 Community development 702 Mid Long Term
Planning
750.135 ‐ Laserfiche
planning map scanning
100‐71‐702 ‐ General Fund‐Planning‐Mid Long Term Planning 726.00 0.00 0.00 In Progress Winter 2026 None N/A Ongoing Operational Item 17 FY19 Public works 820 Sidewalk Curb
and Gutter
750.020 ‐ Annual Sidewalk
Curb & Gutter
270‐85‐820 ‐ Transportation Fund‐
Streets‐Sidewalk Curb and Gutter
2,776,484.00 607,032.88 981,535.03 In Progress 6/30/2025 None N/A Annual project. Moved to base for next FY. Funds must
be carried over.
18 FY24 Public works 801 Resources
Recovery
750.041 ‐ HHW andPaintCare
520‐81‐801 ‐ Resource Recovery‐
Environmental Programs‐Resources
Recovery
161,010.00 150,878.37 0.00 In Progress Ongoing annual
project
Other In previous years received
funding from landfill feeswhich are earmarked for
this supplementation use in303‐312. No impact to
General Fund.
Completed for this FY. Will
defund balance after all
invoices are paid.
19 FY20 Public works 807 Service Center
Administration
750.043 ‐ OfficeReconfiguration
100‐83‐807 ‐ General Fund‐Service
Center‐Service Center Administration
111,416.00 9,109.11 0.00 In Progress Ongoing None N/A Carryover funds for ongoing citywide projects. In base
under 700‐702 for next FY.
20 FY20 Public works 802 Non Point
Source
750.064 ‐ Low IncomeCost Share
230‐81‐802 ‐ Env Mgmt Cln Crk Strm
Drain‐Environmental Programs‐NonPoint Source
2,000.00 0.00 0.00 In Progress Ongoing None N/A New low‐income support for property assessments forstorm drain fees. Expensesoccur when applications are received.
21 FY20 Public works 802 Non Point
Source
750.065 ‐ CUSD Joint Use
Cost Share
230‐81‐802 ‐ Env Mgmt Cln Crk Strm
Drain‐Environmental Programs‐Non
Point Source
8,707.00 17,672.77 0.00 In Progress Ongoing None N/A Completed. 22 FY20 Public works 854 General Fund
Subsidy
750.065 ‐ CUSD Joint Use
Cost Share
230‐81‐854 ‐ Env Mgmt Cln Crk Strm
Drain‐Environmental Programs‐General
Fund Subsidy
0.00 0.00 0.00 In Progress Ongoing None N/A Ongoing. Completed this FY. 23 FY21 Public works 801 Resources
Recovery
750.084 ‐ Single UsePlastics Ordinance
520‐81‐801 ‐ Resource Recovery‐
Environmental Programs‐ResourcesRecovery
94,544.00 (420.00) 91,494.30 In Progress 1/31/2026 None No impact to General Fund. Ordinance implementation still in progress and on
schedule. In base under 700‐
702 for next FY.
24 FY13 Public works 825 Street Tree
Maintenance
900.911 ‐ Trees andBadges
100‐86‐825 ‐ General Fund‐Trees andRight of Way‐Street Tree Maintenance 20,000.00 1,213.73 0.00 In Progress On‐going Ongoing annual tree planting program. Funds are spent as
applications are submitted.
25 FY13 Public works 821 Street
PavementMaintenance
900.921 ‐ Annual AsphaltProject
270‐85‐821 ‐ Transportation Fund‐
Streets‐Street Pavement Maintenance
7,472,764.00 2,278,855.93 538,594.32 In Progress 6/30/2025 Annual project. Moved to base for next FY. Funds mustbe carried over.
26 FY24 Public works 122 Sustainability
Division
750.025 ‐ SpecialMaintenance
100‐81‐122 ‐ General Fund‐
Environmental Programs‐Sustainability
Division
10,000.00 0.00 0.00 Not Started 6/30/2025 None N/A Defunded Q3 27 FY24 Public works 812 School Site
Maintenance
750.025 ‐ SpecialMaintenance
100‐84‐812 ‐ General Fund‐Grounds‐
School Site Maintenance
10,500.00 8,500.00 0.00 Completed 6/30/25 None N/A Completed and defunded Q3. 28 FY24 Public works 814 Sport Fields
Jollyman CRK
750.025 ‐ SpecialMaintenance
100‐84‐814 ‐ General Fund‐Grounds‐
Sport Fields Jollyman CRK
10,500.00 8,500.00 0.00 Completed 6/30/25 None N/A Completed and defunded Q3. 385
CC 06-03-2025
385 of 1012
All Special Projects from FY25 Q3 Attachment Y
# FY
Added
Department Program Base And Detail
Account With
Detail Description
Full Org Set Code And
Description
Amended Budget Actual Amount
(Expenses)
Encumbrances Status Estimated
Completion
Outside
Funding
Sources
(Grant,
Other, or
None)
Grant or Outside
Funding Source
Notes (e.g., carried
over to next fiscal
year)
29 FY24 Public works 801 Resources
Recovery
750.025 ‐ SpecialMaintenance
520‐81‐801 ‐ Resource Recovery‐
Environmental Programs‐ResourcesRecovery
20,000.00 0.00 0.00 Not Started 6/30/25 None This amount comes from Fund 520 with no impact to
General Fund.
Completed by IT. Defunded
Q3.
30 FY24 Public works 830 Bldg Maint
Quinlan Center
750.025 ‐ Special
Maintenance
100‐87‐830 ‐ General Fund‐Facilities
and Fleet‐Bldg Maint Quinlan Center
79,174.00 9,555.21 0.00 Completed 6/30/25 None N/A Completed. Defunded at Q3. 31 FY24 Public works 848 Street Lighting 900.990 ‐ Special Projects ‐ PW
100‐85‐848 ‐ General Fund‐Streets‐
Street Lighting
175,000.00 171,298.97 0.00 In Progress 6/30/2025 Will defund at year‐end when all invoices have been paid.
32 FY24 Public works 829 Bldg Maint
Service Center
750.025 ‐ SpecialMaintenance
100‐87‐829 ‐ General Fund‐Facilities
and Fleet‐Bldg Maint Service Center
2,000.00 297.09 0.00 In Progress 6/30/25 None N/A
33 FY24 Public works 827 Bldg Maint City
Hall
750.025 ‐ SpecialMaintenance
100‐87‐827 ‐ General Fund‐Facilities
and Fleet‐Bldg Maint City Hall
2,000.00 0.00 0.00 In Progress 6/30/25 None N/A In progress. Will carryover next FY.
34 FY24 Public works 832 Bldg Maint
McClellan Ranch
750.025 ‐ SpecialMaintenance
100‐87‐832 ‐ General Fund‐Facilities
and Fleet‐Bldg Maint McClellan Ranch
2,000.00 0.00 0.00 In Progress 6/30/25 None N/A In progress. Will be completed by end of this FY.
35 FY24 Public works 833 Bldg Maint
Monta Vista Ct
750.025 ‐ SpecialMaintenance
100‐87‐833 ‐ General Fund‐Facilities
and Fleet‐Bldg Maint Monta Vista Ct
2,000.00 0.00 0.00 In Progress 6/30/25 None N/A In progress. Will be completed by end of this FY.
36 FY24 Public works 838 Comm Hall
Bldg Maint
750.025 ‐ Special
Maintenance
100‐87‐838 ‐ General Fund‐Facilities
and Fleet‐Comm Hall Bldg Maint
2,000.00 0.00 0.00 In Progress 6/30/25 None N/A In progress. Will be completed by end of this FY.
37 FY24 Public works 828 Bldg Maint
Library
750.025 ‐ SpecialMaintenance
100‐87‐828 ‐ General Fund‐Facilities
and Fleet‐Bldg Maint Library
45,000.00 0.00 0.00 In Progress 6/30/25 None N/A In progress. Will be completed by end of this FY.
38 FY24 Public works 836 Bldg Maint
Sports Center
750.025 ‐ SpecialMaintenance
570‐87‐836 ‐ Sports Center‐Facilities
and Fleet‐Bldg Maint Sports Center
45,705.00 20,169.00 0.00 In Progress 6/30/25 None N/A In progress. Will be completed by end of this FY.
39 FY24 Public works 831 Bldg Maint
Senior Center
750.025 ‐ SpecialMaintenance
100‐87‐831 ‐ General Fund‐Facilities
and Fleet‐Bldg Maint Senior Center
123,675.00 0.00 0.00 Not Started Cannot be
completed this FY
None N/A Project delayed due to
coinciding project which is
impacting the ability to start.
Carryover funds. Estimatedcompetition FY 25‐26.
40 FY24 Public works 837 Bldg Maint
Creekside
900.990 ‐ Special Projects ‐ PW
100‐87‐837 ‐ General Fund‐Facilities
and Fleet‐Bldg Maint Creekside
0.00 24,490.00 0.00 Completed 6/30/2025 Completed
Budget was requested in
10087837900905 but
expensed to this account
10087837900990
41 FY24 Public works 829 Bldg Maint
Service Center
900.990 ‐ Special Projects ‐
PW
100‐87‐829 ‐ General Fund‐Facilities
and Fleet‐Bldg Maint Service Center
46,937.00 46,092.22 0.00 Completed 6/30/2025 Completed
42 FY17 Community development 701 Current
Planning
750.007 ‐ The Hamptons 100‐71‐701 ‐ General Fund‐Planning‐ Current Planning
108,640.00 0.00 0.00 Not Started None N/A Application valid until end of 2026. If permit has not been
submitted for construction,the item will be removed.
386
CC 06-03-2025
386 of 1012
All Special Projects from FY25 Q3 Attachment Y
# FY
Added
Department Program Base And Detail
Account With
Detail Description
Full Org Set Code And
Description
Amended Budget Actual Amount
(Expenses)
Encumbrances Status Estimated
Completion
Outside
Funding
Sources
(Grant,
Other, or
None)
Grant or Outside
Funding Source
Notes (e.g., carried
over to next fiscal
year)
43 FY21 Community development 701 Current
Planning
750.009 ‐ Marina Plaza 100‐71‐701 ‐ General Fund‐Planning‐ Current Planning
23,317.00 0.00 0.00 Not Started None N/A Application valid until end of 2026. If permit has not been
submitted for construction,the item will be removed.
44 FY22 Community development 701 Current
Planning
750.029 ‐ Vallco SB35/Rise 100‐71‐701 ‐ General Fund‐Planning‐ Current Planning
109,207.00 1,382.50 0.00 In Progress Ongoing None N/A Active application and waiting for building permit. Some
permits for grading and site
preparation work issued.Carried over in the event thatpermits are received. 45 FY22 Community development 714 Construction
Plan Check
750.031 ‐ Westport 100‐73‐714 ‐ General Fund‐Building‐ Construction Plan Check
64,621.00 1,087.50 33,194.23 In Progress 2026 None N/A In progress. Carried over in anticipation of building permitfor the assisted livingcomponent to be submitted in 2025.
46 FY20 Community development 714 Construction
Plan Check
750.067 ‐ VTC 100‐73‐714 ‐ General Fund‐Building‐
Construction Plan Check
14,595,179.00 870.00 2,594,309.46 In Progress Ongoing None N/A In progress. Carried over in anticipation of additional
submittal of building permits.
47 FY20 Community development 715 Building
Inspection
750.067 ‐ VTC 100‐73‐715 ‐ General Fund‐Building‐
Building Inspection
5,406,634.00 0.00 0.00 In Progress Ongoing None N/A In progress. Carried over in anticipation of additionalsubmittal of building permits. 48 FY20 Public works 804 Plan Review 750.067 ‐ VTC 100‐82‐804 ‐ General Fund‐ Developmental Services‐Plan Review
1,961,366.00 22,910.00 1,173,678.68 In Progress Ongoing None N/A This is an ongoing support for development project funded
with pass‐through funds.
49 FY24 Public works 122 Sustainability
Division
750.176 ‐ Climate APVision Summary Doc
100‐81‐122 ‐ General Fund‐
Environmental Programs‐Sustainability
Division
10,000.00 0.00 0.00 In Progress 6/30/2025 None N/A Defunded Q3 50 FY24 Administration 120 City Manager 750.239 ‐ PR & Strategic Comm Strategy
100‐12‐120 ‐ General Fund‐CityManager‐City Manager
127,400.00 0.00 0.00 Cancelled 6/30/2026 None N/A Defund This project was canceled in2024 and was intended to bedefunded in Q3. Staffrecommends defunding at year end as no work has
continued since 2024.
51 FY23 Community development 705 Economic
Development
750.179 ‐ Econ DevStrategy Outreach
100‐71‐705 ‐ General Fund‐Planning‐Economic Development 20,000.00 0.00 0.00 Not Started None N/A Defund
Economic Development
projects are being funded
through the FY 25‐27 CWP.
This project can be defunded.
387
CC 06-03-2025
387 of 1012
All Special Projects from FY25 Q3 Attachment Y
# FY
Added
Department Program Base And Detail
Account With
Detail Description
Full Org Set Code And
Description
Amended Budget Actual Amount
(Expenses)
Encumbrances Status Estimated
Completion
Outside
Funding
Sources
(Grant,
Other, or
None)
Grant or Outside
Funding Source
Notes (e.g., carried
over to next fiscal
year)
52 FY24 Community development 705 Economic
Development
750.230 ‐ BusinessContinuity Resilience
100‐71‐705 ‐ General Fund‐Planning‐Economic Development 310,487.00 0.00 0.00 Not Started 6/30/2025 Grant This is the Cal OES grant that was received in 2022,
which was originally
$1million. This grant does
not appear on the grants
tracking sheet.
Do not defund, these are
grant funds that can still be
used.
About $175k previously usedfor sm‐med biz emergencypreparedness (tabletopexercise series). 53 FY22 Information Services 986 GIS 750.166 ‐ AR McClellan Ranch
610‐35‐986 ‐ Innovation & Technology‐
I&T GIS‐GIS
11,333.00 11,333.32 0.00 Completed 12/30/2024 None N/A
54 Information Services 308 Applications 750.181 ‐ ERP (Phase II) 100‐32‐308 ‐ General Fund‐I&T Applications‐Applications
69,166.00 0.00 0.00 Cancelled
55 FY23 Information Services 308 Applications 750.183 ‐ ACA Guide & Wrapper
100‐32‐308 ‐ General Fund‐I&T
Applications‐Applications
25,000.00 0.00 25,000.00 In Progress 6/30/2025 None N/A 56 FY23 Information Services 308 Applications 750.184 ‐ Accela Roadmap 100‐32‐308 ‐ General Fund‐I&T Applications‐Applications
23,000.00 0.00 23,000.00 In Progress 6/30/2025 None N/A 57 FY23 Information Services 986 GIS 750.212 ‐ Laserfiche Scanning
610‐35‐986 ‐ Innovation & Technology‐I&T GIS‐GIS
4,099.00 0.00 4,098.54 Completed 9/30/2024 None N/A
58 FY21 Information Services 308 Applications 750.236 ‐ Project Dox 100‐32‐308 ‐ General Fund‐I&T Applications‐Applications
394.00 393.75 0.00 Completed 8/1/2024 None N/A
59 Information Services 308 Applications 750.237 ‐ ERP (Phase III) 100‐32‐308 ‐ General Fund‐I&T Applications‐Applications
2,500,000.00 0.00 0.00
60 FY24 Information Services 986 GIS 750.238 ‐ VR Decarb 610‐35‐986 ‐ Innovation & Technology‐ I&T GIS‐GIS
112,002.00 45,810.93 67,900.25 In Progress 6/30/2025 Grant Silicon Valley Clean Energy (fully funded by Grant)
61 FY24 Information Services 305 Video 900.995 ‐ Special Projects ‐
CDD/I&T
100‐31‐305 ‐ General Fund‐I&T Video‐Video
1,242,675.00 20,427.33 1,102,479.49 In Progress 6/30/2025 0.00 0.00 62 FY19 Public works 804 Plan Review 750.039 ‐ PW Scanning Project
100‐82‐804 ‐ General Fund‐
Developmental Services‐Plan Review
9,310.00 0.00 9,310.29 In Progress 6/30/2025 None N/A Project in progress. Vendor will bill in June when scanning
completed this FY.
388
CC 06-03-2025
388 of 1012
All Special Projects from FY25 Q3 Attachment Y
# FY
Added
Department Program Base And Detail
Account With
Detail Description
Full Org Set Code And
Description
Amended Budget Actual Amount
(Expenses)
Encumbrances Status Estimated
Completion
Outside
Funding
Sources
(Grant,
Other, or
None)
Grant or Outside
Funding Source
Notes (e.g., carried
over to next fiscal
year)
63 FY23 Public works 844 Traffic
Engineering
750.040 ‐ PlannedTransportation Project
100‐88‐844 ‐ General Fund‐
Transportation‐Traffic Engineering
2,788.00 2,565.00 222.50 Completed 6/30/2025
64 FY23 Public works 853 Storm Drain
Fee
750.063 ‐ Rainwater
Capture
230‐81‐853 ‐ Env Mgmt Cln Crk Strm
Drain‐Environmental Programs‐StormDrain Fee
28,207.00 6,634.62 9,072.44 In Progress Ongoing annual
project
Other Funded by 2019 Clean
Water and StormProtection parcel fee.
This will be going away after
this FY due to expiration of
rebate matching agreementwith Valley Water as part of
cost cutting to allow parcelfee revenues to fund more ofthe basic compliance andinfrastructure maintenance needs.
65 FY21 Public works 800 Public Works
Admin
750.071 ‐ Municipal Water
System
100‐80‐800 ‐ General Fund‐PW
Administration‐Public Works Admin
5,811.00 11,842.00 0.00 In Progress 6/30/2025 Project completed. 66 FY22 Public works 122 Sustainability
Division
750.106 ‐ Electric CookingWorkshop Series
100‐81‐122 ‐ General Fund‐
Environmental Programs‐SustainabilityDivision
6,400.00 0.00 0.00 In Progress 6/30/2025 None N/A Project is in progress and funds will be encumbered by
end of this FY.
67 FY22 Public works 801 Resources
Recovery
750.137 ‐ SB1383ProcurementRequirements
520‐81‐801 ‐ Resource Recovery‐
Environmental Programs‐Resources
Recovery
205,653.00 0.00 0.00 In Progress Ongoing annual
project
Grant CalRecycle grant funds are
paying for compost
brokering to meet the
SB1383 procurementrequirement.
109,151.92 encumbered. No
completion date. Needs to be
in base for FY 25‐26 under
600‐621. Not a SpecialProject. Funded by grant
funds.
68 FY22 Public works 844 Traffic
Engineering
750.163 ‐ VMT to LOS
Standards
100‐88‐844 ‐ General Fund‐
Transportation‐Traffic Engineering
30,637.00 30,538.93 (0.00) Completed 6/30/2025 Completed 69 FY22 Public works 801 Resources
Recovery
750.174 ‐ New LndfillAgrmnt/Solid Wst con
520‐81‐801 ‐ Resource Recovery‐
Environmental Programs‐ResourcesRecovery
103,542.00 32,629.62 39,296.63 In Progress 8/31/2025 None No impact to General Fund. Project in progress. Will be completed FY 25‐26. Funds
encumbered. Will carry over.
70 FY23 Public works 844 Traffic
Engineering
750.231 ‐ SC Corridor
Vision Study
100‐88‐844 ‐ General Fund‐
Transportation‐Traffic Engineering
154,079.00 151,968.63 0.00 Completed 6/30/2025 None N/A Completed 71 FY23 Public works 844 Traffic
Engineering
750.242 ‐ AC2 Traffic
Monitoring
100‐88‐844 ‐ General Fund‐
Transportation‐Traffic Engineering
42,975.00 780.00 42,195.00 Completed 6/30/2026 Other Apple Donation Funds encumbered. Waiting for invoices. Completed for
this FY.
72 FY20 Recreation services 632 Comm
Outreach & NeighWatch
750.056 ‐ NeighborhoodEngagement
100‐65‐632 ‐ General Fund‐Community
Services‐Comm Outreach & Neigh
Watch
56,781.00 23,562.29 0.00 Completed 9/30/2024 Grant California Volunteers Local Governments: ConnectingNeighbors to Neighbors(This specific GL is only the materials portion of thegrant)
City secured for block leaderenhancement. ($200K + for
staff cost reimbursement in2023. We got an extension in Sep 2024. Tom had a memo
389
CC 06-03-2025
389 of 1012
All Special Projects from FY25 Q3 Attachment Y
# FY
Added
Department Program Base And Detail
Account With
Detail Description
Full Org Set Code And
Description
Amended Budget Actual Amount
(Expenses)
Encumbrances Status Estimated
Completion
Outside
Funding
Sources
(Grant,
Other, or
None)
Grant or Outside
Funding Source
Notes (e.g., carried
over to next fiscal
year)
73 FY24 Recreation services 633 Disaster
Preparedness
750.230 ‐ BusinessContinuity Resilience
100‐65‐633 ‐ General Fund‐Community
Services‐Disaster Preparedness
500,000.00 0.00 0.00 Not Started 6/30/2024 Grant This is the Cal OES grant that was received in 2022,
which was originally
$1million. This grant does
not appear on the grants
tracking sheet.
Do not defund, these are
grant funds that can still be
used.
74 FY23 Recreation services 633 Disaster
Preparedness
750.240 ‐ MRC Rise 100‐65‐633 ‐ General Fund‐Community Services‐Disaster Preparedness
2,194.00 1,176.24 0.00 Completed 9/30/2024 Grant National Association of City and County Health Officials(NACCHO) Respond,Innovate, Sustain, andEquip (RISE) Awards Additional supplies purchasedfor MRC Rise in July 2024.
Project is now complete.
Total 41,598,688.00 3,898,893.98 7,444,047.76
390
CC 06-03-2025
390 of 1012
CWP Special Projects from FY25 Q3 Attachment Z
# FY
Added
Department Program Base And Detail
Account With
Detail Description
Full Org Set Code And
Description
Amended Budget Actual Amount
(Expenses)
Encumbrances Status Estimated
Completion
Outside
Funding
Sources
(Grant,
Other, or
None)
Grant or Outside
Funding Source
Notes (e.g., carried
over to next fiscal
year)
1 FY24 Public works 122 Sustainability
Division
750.223 ‐ CWPElectrification Study
100‐81‐122 ‐ General Fund‐Environmental Programs‐SustainabilityDivision 96,057.00 29,477.12 6,630.55 In Progress 6/30/2025 None N/A Defunded 50K at Q3. Balance will be used and project
completed this FY.
2 FY25 Public works 800 Public Works
Admin
750.244 ‐ CWP RecycledWater Feasibility
100‐80‐800 ‐ General Fund‐PW
Administration‐Public Works Admin
200,000.00 0.00 0.00 In Progress 6/30/2025 None N/A Defunded at Q3.
Completed in‐house.
3 FY24 Administration 120 City Manager 750.245 ‐ CWP Rise Const Stakeholder Engmt
100‐12‐120 ‐ General Fund‐City
Manager‐City Manager
100,000.00 0.00 0.00 In Progress 6/30/2025 None N/A Will be defunded at year‐end.
Work is being done in‐house.
Project can be defunded.
4 FY22 Public works 804 Plan Review 750.105 ‐ CWP Revisit 5G 100‐82‐804 ‐ General Fund‐ Developmental Services‐Plan Review
250,000.00 0.00 0.00 In Progress 6/30/2025 None N/A Will be defunded at year‐end.
Work is being done in‐house.
Project can be defunded.
5 FY24 Recreation services 632 Comm
Outreach & Neigh
Watch
750.227 ‐ CWP PublicSafety res/com areas
100‐65‐632 ‐ General Fund‐Community
Services‐Comm Outreach & Neigh
Watch
10,000.00 300.00 0.00 In Progress 6/30/2025 None N/A Will be defunded at year‐end.
Project was not carried over
into FY 25‐27. This fundingwas promoted for about twoyears to offer $300 block party grants to interestedblock leaders. To date, only
one $300 grant was awarded,
therefore this project can bedefunded.
6 FY22 Community development 702 Mid Long Term
Planning
750.101 ‐ CWP RHNA and
Gen Plan Update
100‐71‐702 ‐ General Fund‐Planning‐
Mid Long Term Planning
422,564.00 87,426.42 337,063.55 Completed Sep 2024 None N/A Completed in September, when the City received notice
from HCD that the Housing
Element complies with State
law. Housing Elementimplementation policies will
be presented for Commissionand Council input as project progresses.
7 Community development 702 Mid Long Term
Planning
750.102 ‐ CWP Sign
Ordinance Update
100‐71‐702 ‐ General Fund‐Planning‐
Mid Long Term Planning
200,000.00 0.00 0.00 Not Started Spring 2025 None N/A This project was carried over into FY 25‐27. No additional
funding is required.
8 FY24 Community development 702 Mid Long Term
Planning
750.235 ‐ CWP Tree List 100‐71‐702 ‐ General Fund‐Planning‐ Mid Long Term Planning
50,000.00 0.00 0.00 In Progress June 2025 None N/A These funds will be moved to 100‐86‐825 750‐235 at year
end as part of the Urban
Forest Program next FY.
9 FY24 Law enforcement 200 Law
Enforcement SCSherif
750.227 ‐ CWP PublicSafety res/com areas
100‐20‐200 ‐ General Fund‐Law
Enforcement‐Law Enforcement SCSherif
60,000.00 62,250.00 62,250.00 In Progress 6/30/2026 None N/A This is a current CWP project that will remain ongoing for
annual maintenance of the
ALPR cameras. P&R willcontinue to manage thisproject on an ongoing basis. 10 FY23 Public works 844 Traffic
Engineering
750.219 ‐ CWP BicycleFacilities
100‐88‐844 ‐ General Fund‐Transportation‐Traffic Engineering 50,000.00 0.00 0.00 In Progress 6/30/2025 None N/A In progress. Staff will purchase and install the racks by the
end of the fiscal year.
391
CC 06-03-2025
391 of 1012
CWP Special Projects from FY25 Q3 Attachment Z
# FY
Added
Department Program Base And Detail
Account With
Detail Description
Full Org Set Code And
Description
Amended Budget Actual Amount
(Expenses)
Encumbrances Status Estimated
Completion
Outside
Funding
Sources
(Grant,
Other, or
None)
Grant or Outside
Funding Source
Notes (e.g., carried
over to next fiscal
year)
11 FY24 Public works 825 Street Tree
Maintenance
750.235 ‐ CWP Tree List 100‐86‐825 ‐ General Fund‐Trees and Right of Way‐Street Tree Maintenance
60,000.00 0.00 0.00 In Progress June 2025 None N/A This GL for CWP Tree List will now be used for CWP Urban
Forest Program next FY.
12 FY25 Public works 844 Traffic
Engineering
750.243 ‐ CWP Active
Transportation Plan
100‐88‐844 ‐ General Fund‐
Transportation‐Traffic Engineering
330,000.00 282.50 299,717.50 In Progress 6/30/2025 Grant TDA3 Staff have contracted with a consutant and are working to
develop this project with
significant outreach andmeetings with the Bike Ped
Commission. City Council
adoption of Plan expected in
June 2026.
13 FY20 Community development 711 BMR
Affordable HousingFund
750.052 ‐ Develop ELI
Housing
265‐72‐711 ‐ BMR Housing‐Housing
Services‐BMR Affordable Housing Fund
238,301.00 0.00 3,005.00 In Progress Winter 2025 None N/A Pending development of Mary Ave, then operational. Project
is under review in compliance
with Exclusive Negotiation
Agreement (ENA). Followingthe Negotiation period, staff will present the Council with a
Disposition and Development
Agreement (DDA) and Leaseagreement for the project and
the project will alsoconcurrently go through
entitlement hearings.
14 FY17 Community development 702 Mid Long Term
Planning
750.090 ‐ Residential/Mixed UseDesign
100‐71‐702 ‐ General Fund‐Planning‐Mid Long Term Planning 194,922.00 0.00 0.00 In Progress Summer 2025 None N/A This is the Objective Design Standards (ODC) in progress.Invoices should be coming in from consultant soon.
Total 2,261,844.00 179,736.04 708,666.60
392
CC 06-03-2025
392 of 1012
ATTACHMENT AA
# Project Description Goal Update Status Update
1 Public Safety (License
Plate Readers)
Deploy city-owned license plate readers and implement
policies to allow neighborhood-owned ones.
Quality of Life City adopted a policy and authorized an MOU with the County.
Camera's will be installed upon County's adoption of MOU and policy.
OPERATIONAL
Cameras are being installed. Project will continue as operations if Council approves ongoing appropriation of $60k/yr to maintain the cameras. If Council does not approve the appropriation, the program cannot continue.
2 Public Safety (Block
Leader)
Strengthen Block Leader/Neighborhood Watch programs to
ensure the leaders are active and expand the coverage of active neighborhoods.
Quality of Life Staff developed a framework to engage with block leaders and provide $300 block party grants. Staff will continue ongoing promotion until the funds are depleted.
OPERATIONAL, CAN BE DEFUNDED - $9,700
Project was not carried over into FY 25-27. This funding was promoted for about two years to offer $300 block party grants to interested block leaders. To date, only one $300 grant was awarded, therefore this project can be defunded at year end, resulting in $9,700 going back to the General Fund. Other block leader enhancements are continuing as part of ongoing operations.
3 Art in Public and Private
Areas
Revisit Municipal Code standards for art in public and private development, including the standards in the Municipal Code and developing an Art-in-lieu fee policy.
Quality of Life Planning Commission and City Council to review Arts & Culture Commission recommendations in Spring 2025.
ALMOST COMPLETE
Arts and Culture Commission considering this item 5/19/25. Will be taken to Council in Summer for final adoption.
4 Electrification Study Conduct public outreach, policy research, and coordinate with regional efforts to develop policy options for electrification of Cupertino's buildings in light of recent legal rulings inhibiting certain electrification efforts.
Environmental
Sustainability
Council approved a building energy performance policy that encourages electrification in new buildings in September 2024.
Development of policy for existing buildings is still ongoing.
Expected completion date is June 2025.
ALMOST COMPLETE
Staff have completed outreach and policy work on new buildings.
Policy options for existing buildings will be developed by the end of the fiscal year.
5 The Rise: Construction
stakeholder engagement
Improve engagement with stakeholders to ensure progress with construction and reduce barriers.
Quality of Life Staff is continuing engagement with this project on an ongoing basis.
OPERATIONAL, CAN BE DEFUNDED - $100,000
The City Manager’s Office is continuing to engage with The Rise and keep the community informed as the project moves forward. This will continue as part of ongoing operations for the duration of the program, at no cost to the city. Therefore, this project can be defunded at year end, resulting in $100,000 going back to the General Fund. 6 Bicycle Facilities Increase the inventory of bicycle facilities and amenities, such as bike racs, citywide.
Transportation First phase of bike racks estimated to be purchased and installed by June 2025 upon completion of business outreach being conducted by Bike Ped Commission Subcommittee and Cupertino Rotary.
ALMOST COMPLETE
Staff in partnership with the BPC subcommitee and the Rotary finalized the locations for bike racks at parks. Staff will purchase and install the racks by the end of the fiscal year.
Current City Work Program Updates for Year 2 Projects from Fiscal Years 2023-2025 Projects Not Continued to FY 25-27 CWP
393
CC 06-03-2025
393 of 1012
ATTACHMENT AA
# Project Description Goal Update Status Update
Current City Work Program Updates for Year 2 Projects from Fiscal Years 2023-2025 7 Tree List (CDD) Review and revise development tree list (per Ch. 14.18:
Protected Trees) with an emphasis on appropriate trees and native species.
Environmental
Sustainability
RFP is complete. Staff received four proposals in December 2024.
Staff recommends this item be part of Urban Forest Master Plan.
Project rolled into FY 25-27 CWP as part of the Urban Forest Plan. 8 Tree List (PW) Project Phases:
1) Review, revise, and communicate street tree list with an emphasis on appropriate trees and native species.
2) Develop an Urban Forest program scope and cost for future consideration.
Environmental
Sustainability
RFP is complete. Staff received four proposals in December 2024.
Staff recommends this item be part of Urban Forest Master Plan.
Project rolled into FY 25-27 CWP as part of the Urban Forest Plan. 9 Preserve existing and
develop new BMR/ELI
Housing
Explore opportunities to preserve existing expiring BMR housing.
Develop ELI (Extremely Low Income) and BMR housing units for Developmentally Disabled individuals (IDD) on City-owned property as well as the County-owned sites.
Housing Council selected developer for Mary Ave site in February. Staff working to finalize Disposition and Development Agreement by Summer 2025.
Carried over into FY 25-27 CWP. Does not require additional funding. 10 Support for the unhoused Collaborate and fund jointly with West Valley efforts to address regional needs and find workable support for the Unhoused.
Housing The City of Cupertino has joined with other West Valley Cities to study opportunities to address unhoused issues.
Project rolled into FY 25-27 CWP as part of the Unhoused Policies project.
11 5G Ordinance Update 5G Ordinance Quality of Life This item is in progress. Carried over into FY 25-27 CWP. Does not require funding. 12 Residential and Mixed Use
Residential Design
Standards
Create objective design standards for residential projects, including ensuring adequate buffers from neighborhood lowdensity residential development Quality of Life Planning Commission and City Council will review and approve project by December 2025.
Carried over into FY 25-27 CWP. Does not require additional funding. 13 Speed Limit Lowering (AB
43)
Lower speed limits where feasible pursuant to state adopted Assembly Bill 43
Transportation Municipal Code amendments to be adopted by end of calendar year 2025 upon completion of City-wide study.
Carried over into FY 25-27 CWP. Does not require funding. 14 Sign Ordinance Update Sign Ordinance Quality of Life City Attorney's Office was concerned about potential implications to the First Amendment rights with the proposed Sign Ordinance Carried over into FY 25-27 CWP. Does not require additional funding. 15 Active Transportation Plan This item is a consolidation of existing and new transportation efforts aiming to further goals outlined in the City's Vision Zero Initiative, including:
1) Review and update the bike plan
2) Review and update the pedestrian plan
3) Review current Complete Streets Policy and propose
adjustments to create a better interface between all modes of transportation
Transportation Staff and consultant are working to develop this project with significant outreach and meetings with the Bike Ped Commission.
City Council adoption of Plan expected in June 2026.
Carried over into FY 25-27 CWP. Does not require additional funding.
Projects Continued to FY 25-27 CWP
394
CC 06-03-2025
394 of 1012
ATTACHMENT AA
# Project Description Goal Update Status Update
Current City Work Program Updates for Year 2 Projects from Fiscal Years 2023-2025 16 Whole City Policy Review Repeat the 2013 process of compiling and reviewing all City Policies including 1) Administrative and 2) Council policies and provide recommendations/updates, e.g. Green Purchasing, Property Acquisition
Public Engagement
and Transparency
Project expected to come to Council on March 18. COMPLETED Project Completed April 2025.
17 Fiscal Procedures and
Policies Handbook
Develop the handbook to ensure standardization of
accounting, budget, investment, procurement policies,
procedures, rules and regulations.
Fiscal Strategy Fiscal Procedures and Policies Handbook has been completed. COMPLETED Project Completed April 2024.
18 Municipal Water System To analyze and recommend options for the continued operation of the system currently and at the end of lease with San Jose Water Company in September 2024.
Environmental
Sustainability
This project is now complete. City Council approved a new 12-year lease agreement in July 2024.
COMPLETED
Project Completed July 2024.
19 Homestead Bike Lane
Study & Safe Routes to
School
Support collaboration efforts on multi-jurisdictional projects along Homestead Road that include upgrading pedestrian and bicycle infrastructure. (The current project phase is focused on preliminary design and is funded to 35%. Future phases, when funded, will focus on 100% plan design construction)
Transportation 35% Design Completed. Further design efforts will be supported by City when initiated by VTA.
COMPLETED
Project completed January 2025.
20 Poet Laureate Playbook
Update
Update the Cupertino Poet Laureate Playbook to streamline processes, outline clear expectations, and expand applicant qualifications. The playbook has not been updated since 2016.
Quality of Life Playbook complete. Library Commission will appoint a Poet Laureate Sub-Committee to recruit and select the next Poet Laureate by June 2025.
COMPLETED
Project completed March 2025.
21 Recycled Water Feasibility
Study
Develop Recycled Water Feasibility Study. Include Blackberry Farm focus and extension of recycled water from SCVWD.
Environmental
Sustainability
This project is completed. Staff released the Study in February as an informational memo.
COMPLETED
Project completed February 2025.
22 Commission Governance
Reform Package
1) Revised Commissioner's Handbook to align it with Council Procedures Manual
2) Investigate & report back on incidents of violations of the Muni Code re: the Commission-Staff relationship
3) Realignment of Commisisoner terms of office
4) Establishment/revision of commissioner qualifications Public Engagement
and Transparency
This project is now complete. New Commissioner applications were published for recruitment in January 2025.
COMPLETED
Project completed January 2025.
Completed Projects
395
CC 06-03-2025
395 of 1012
Ongoing Special Projects from FYQ3 Attachment AB
# FY
Added
Department Program Base And Detail
Account With
Detail Description
Full Org Set Code And
Description
Amended Budget Actual Amount
(Expenses)
Encumbrances Status Estimated
Completion
Outside
Funding
Sources
(Grant,
Other, or
None)
Grant or Outside
Funding Source
Notes (e.g., carried
over to next fiscal
year)
15 FY20 Community development 702 Mid Long Term
Planning
750.032 ‐ General Plan 100‐71‐702 ‐ General Fund‐Planning‐ Mid Long Term Planning
239,805.00 0.00 0.00 In Progress Ongoing None N/A Carried over for any potential general plan updates and
related legal review costs.Prior years bulk of costs were legal.
16 FY22 Community development 702 Mid Long Term
Planning
750.135 ‐ Laserficheplanning map scanning
100‐71‐702 ‐ General Fund‐Planning‐
Mid Long Term Planning
726.00 0.00 0.00 In Progress Winter 2026 None N/A Ongoing Operational Item 17 FY19 Public works 820 Sidewalk Curb
and Gutter
750.020 ‐ Annual SidewalkCurb & Gutter
270‐85‐820 ‐ Transportation Fund‐Streets‐Sidewalk Curb and Gutter 2,776,484.00 607,032.88 981,535.03 In Progress 6/30/2025 None N/A Annual project. Moved to base for next FY. Funds mustbe carried over.
18 FY24 Public works 801 Resources
Recovery
750.041 ‐ HHW and
PaintCare
520‐81‐801 ‐ Resource Recovery‐Environmental Programs‐ResourcesRecovery 161,010.00 150,878.37 0.00 In Progress Ongoing annual
project
Other In previous years received
funding from landfill fees
which are earmarked for
this supplementation use in
303‐312. No impact to
General Fund.
Completed for this FY. Will
defund balance after allinvoices are paid.
19 FY20 Public works 807 Service Center
Administration
750.043 ‐ OfficeReconfiguration
100‐83‐807 ‐ General Fund‐Service
Center‐Service Center Administration
111,416.00 9,109.11 0.00 In Progress Ongoing None N/A Carryover funds for ongoing citywide projects. In base
under 700‐702 for next FY.
20 FY20 Public works 802 Non Point
Source
750.064 ‐ Low Income Cost
Share
230‐81‐802 ‐ Env Mgmt Cln Crk Strm
Drain‐Environmental Programs‐Non
Point Source
2,000.00 0.00 0.00 In Progress Ongoing None N/A New low‐income support for property assessments forstorm drain fees. Expensesoccur when applications are received.
21 FY20 Public works 802 Non Point
Source
750.065 ‐ CUSD Joint Use
Cost Share
230‐81‐802 ‐ Env Mgmt Cln Crk Strm
Drain‐Environmental Programs‐Non
Point Source
8,707.00 17,672.77 0.00 In Progress Ongoing None N/A Completed. 22 FY20 Public works 854 General Fund
Subsidy
750.065 ‐ CUSD Joint Use
Cost Share
230‐81‐854 ‐ Env Mgmt Cln Crk Strm
Drain‐Environmental Programs‐General
Fund Subsidy
0.00 0.00 0.00 In Progress Ongoing None N/A Ongoing. Completed this FY. 23 FY21 Public works 801 Resources
Recovery
750.084 ‐ Single UsePlastics Ordinance
520‐81‐801 ‐ Resource Recovery‐Environmental Programs‐ResourcesRecovery 94,544.00 (420.00) 91,494.30 In Progress 1/31/2026 None No impact to General Fund. Ordinance implementation still in progress and on
schedule. In base under 700‐
702 for next FY.
24 FY13 Public works 825 Street Tree
Maintenance
900.911 ‐ Trees andBadges
100‐86‐825 ‐ General Fund‐Trees and
Right of Way‐Street Tree Maintenance
20,000.00 1,213.73 0.00 In Progress On‐going Ongoing annual tree planting program. Funds are spent asapplications are submitted.
396
CC 06-03-2025
396 of 1012
Ongoing Special Projects from FYQ3 Attachment AB
# FY
Added
Department Program Base And Detail
Account With
Detail Description
Full Org Set Code And
Description
Amended Budget Actual Amount
(Expenses)
Encumbrances Status Estimated
Completion
Outside
Funding
Sources
(Grant,
Other, or
None)
Grant or Outside
Funding Source
Notes (e.g., carried
over to next fiscal
year)
25 FY13 Public works 821 Street
PavementMaintenance
900.921 ‐ Annual AsphaltProject
270‐85‐821 ‐ Transportation Fund‐
Streets‐Street Pavement Maintenance
7,472,764.00 2,278,855.93 538,594.32 In Progress 6/30/2025 Annual project. Moved to base for next FY. Funds mustbe carried over.
Total 10,887,456.00 3,064,342.79 1,611,623.65
397
CC 06-03-2025
397 of 1012
Maintenance and Equipment Purchase Special Projects Attachment AC # FY
Added
Department Program Base And Detail
Account With
Detail Description
Full Org Set Code And
Description
Amended Budget Actual Amount
(Expenses)
Encumbrances Status Estimated
Completion
Outside
Funding
Sources
(Grant,
Other, or
None)
Grant or Outside
Funding Source
Notes (e.g., carried
over to next fiscal
year)
26 FY24 Public works 122 Sustainability
Division
750.025 ‐ SpecialMaintenance
100‐81‐122 ‐ General Fund‐Environmental Programs‐Sustainability Division
10,000.00 0.00 0.00 Not Started 6/30/2025 None N/A Defunded Q3 27 FY24 Public works 812 School Site
Maintenance
750.025 ‐ SpecialMaintenance
100‐84‐812 ‐ General Fund‐Grounds‐
School Site Maintenance
10,500.00 8,500.00 0.00 Completed 6/30/25 None N/A Completed and defunded Q3. 28 FY24 Public works 814 Sport Fields
Jollyman CRK
750.025 ‐ Special
Maintenance
100‐84‐814 ‐ General Fund‐Grounds‐
Sport Fields Jollyman CRK
10,500.00 8,500.00 0.00 Completed 6/30/25 None N/A Completed and defunded Q3. 29 FY24 Public works 801 Resources
Recovery
750.025 ‐ SpecialMaintenance
520‐81‐801 ‐ Resource Recovery‐Environmental Programs‐ResourcesRecovery 20,000.00 0.00 0.00 Not Started 6/30/25 None This amount comes from Fund 520 with no impact to
General Fund.
Completed by IT. Defunded
Q3.
30 FY24 Public works 830 Bldg Maint
Quinlan Center
750.025 ‐ SpecialMaintenance
100‐87‐830 ‐ General Fund‐Facilities
and Fleet‐Bldg Maint Quinlan Center
79,174.00 9,555.21 0.00 Completed 6/30/25 None N/A Completed. Defunded at Q3. 31 FY24 Public works 848 Street Lighting 900.990 ‐ Special Projects ‐ PW
100‐85‐848 ‐ General Fund‐Streets‐
Street Lighting
175,000.00 171,298.97 0.00 In Progress 6/30/2025 Will defund at year‐end when all invoices have been paid.
32 FY24 Public works 829 Bldg Maint
Service Center
750.025 ‐ Special
Maintenance
100‐87‐829 ‐ General Fund‐Facilities
and Fleet‐Bldg Maint Service Center
2,000.00 297.09 0.00 In Progress 6/30/25 None N/A
33 FY24 Public works 827 Bldg Maint City
Hall
750.025 ‐ SpecialMaintenance
100‐87‐827 ‐ General Fund‐Facilities
and Fleet‐Bldg Maint City Hall
2,000.00 0.00 0.00 In Progress 6/30/25 None N/A In progress. Will carryover next FY.
34 FY24 Public works 832 Bldg Maint
McClellan Ranch
750.025 ‐ SpecialMaintenance
100‐87‐832 ‐ General Fund‐Facilities
and Fleet‐Bldg Maint McClellan Ranch
2,000.00 0.00 0.00 In Progress 6/30/25 None N/A In progress. Will be completed by end of this FY.
35 FY24 Public works 833 Bldg Maint
Monta Vista Ct
750.025 ‐ Special
Maintenance
100‐87‐833 ‐ General Fund‐Facilities
and Fleet‐Bldg Maint Monta Vista Ct
2,000.00 0.00 0.00 In Progress 6/30/25 None N/A In progress. Will be completed by end of this FY.
36 FY24 Public works 838 Comm Hall
Bldg Maint
750.025 ‐ Special
Maintenance
100‐87‐838 ‐ General Fund‐Facilitiesand Fleet‐Comm Hall Bldg Maint 2,000.00 0.00 0.00 In Progress 6/30/25 None N/A In progress. Will be completed by end of this FY.
398
CC 06-03-2025
398 of 1012
Maintenance and Equipment Purchase Special Projects Attachment AC # FY
Added
Department Program Base And Detail
Account With
Detail Description
Full Org Set Code And
Description
Amended Budget Actual Amount
(Expenses)
Encumbrances Status Estimated
Completion
Outside
Funding
Sources
(Grant,
Other, or
None)
Grant or Outside
Funding Source
Notes (e.g., carried
over to next fiscal
year)
37 FY24 Public works 828 Bldg Maint
Library
750.025 ‐ Special
Maintenance
100‐87‐828 ‐ General Fund‐Facilities
and Fleet‐Bldg Maint Library
45,000.00 0.00 0.00 In Progress 6/30/25 None N/A In progress. Will be completed by end of this FY.
38 FY24 Public works 836 Bldg Maint
Sports Center
750.025 ‐ Special
Maintenance
570‐87‐836 ‐ Sports Center‐Facilitiesand Fleet‐Bldg Maint Sports Center 45,705.00 20,169.00 0.00 In Progress 6/30/25 None N/A In progress. Will be completed by end of this FY.
39 FY24 Public works 831 Bldg Maint
Senior Center
750.025 ‐ Special
Maintenance
100‐87‐831 ‐ General Fund‐Facilitiesand Fleet‐Bldg Maint Senior Center 123,675.00 0.00 0.00 Not Started Cannont be
completed this FY
None N/A Project delayed due to
coinciding project which isimpacting the ability to start.Carryover funds. Estimated competition FY 25‐26.
40 FY24 Public works 837 Bldg Maint
Creekside
900.990 ‐ Special Projects ‐ PW
100‐87‐837 ‐ General Fund‐Facilitiesand Fleet‐Bldg Maint Creekside
0.00 24,490.00 0.00 Completed 6/30/2025 Completed
Budget was requested in10087837900905 butexpensed to this account10087837900990 41 FY24 Public works 829 Bldg Maint
Service Center
900.990 ‐ Special Projects ‐
PW
100‐87‐829 ‐ General Fund‐Facilitiesand Fleet‐Bldg Maint Service Center 46,937.00 46,092.22 0.00 Completed 6/30/2025 Completed
Total 576,491.00 288,902.49 0.00
399
CC 06-03-2025
399 of 1012
Development Special Projects from FY25 Q3 Attachment AD # FY
Added
Department Program Base And Detail
Account With
Detail Description
Full Org Set Code And
Description
Amended Budget Actual Amount
(Expenses)
Encumbrances Status Estimated
Completion
Outside
Funding
Sources
(Grant,
Other, or
None)
Grant or Outside
Funding Source
Notes (e.g., carried
over to next fiscal
year)
42 FY17 Community development 701 Current
Planning
750.007 ‐ The Hamptons 100‐71‐701 ‐ General Fund‐Planning‐ Current Planning
108,640.00 0.00 0.00 Not Started None N/A Application valid until end of 2026. If permit has not been
submitted for construction,
the item will be removed.
43 FY21 Community development 701 Current
Planning
750.009 ‐ Marina Plaza 100‐71‐701 ‐ General Fund‐Planning‐ Current Planning
23,317.00 0.00 0.00 Not Started None N/A Application valid until end of 2026. If permit has not been
submitted for construction,
the item will be removed.
44 FY22 Community development 701 Current
Planning
750.029 ‐ Vallco SB35/Rise 100‐71‐701 ‐ General Fund‐Planning‐ Current Planning
109,207.00 1,382.50 0.00 In Progress Ongoing None N/A Active application and waiting for building permit. Somepermits for grading and sitepreparation work issued.
Carried over in the event that
permits are received.
45 FY22 Community development 714 Construction
Plan Check
750.031 ‐ Westport 100‐73‐714 ‐ General Fund‐Building‐ Construction Plan Check
64,621.00 1,087.50 33,194.23 In Progress 2026 None N/A In progress. Carried over in anticipation of building permitfor the assisted livingcomponent to be submitted in 2025.
46 FY20 Community development 714 Construction
Plan Check
750.067 ‐ VTC 100‐73‐714 ‐ General Fund‐Building‐
Construction Plan Check
14,595,179.00 870.00 2,594,309.46 In Progress Ongoing None N/A In progress. Carried over in anticipation of additionalsubmittal of building permits. 47 FY20 Community development 715 Building
Inspection
750.067 ‐ VTC 100‐73‐715 ‐ General Fund‐Building‐
Building Inspection
5,406,634.00 0.00 0.00 In Progress Ongoing None N/A In progress. Carried over in anticipation of additionalsubmittal of building permits. 48 FY20 Public works 804 Plan Review 750.067 ‐ VTC 100‐82‐804 ‐ General Fund‐ Developmental Services‐Plan Review
1,961,366.00 22,910.00 1,173,678.68 In Progress Ongoing None N/A This is an ongoing support for development project fundedwith pass‐through funds.
Total 22,268,964.00 26,250.00 3,801,182.37
400
CC 06-03-2025
400 of 1012
Special Projects as Defined in City Council Special Projects Policy Attachment AE # FY
Added
Department Program Base And Detail
Account With Detail
Description
Full Org Set Code
And Description
Amended
Budget
Actual Amount
(Expenses)
Encumbrances Status Estimated
Completion
Outside Funding
Sources (Grant,
Other, or None)
Grant or Outside
Funding Source
Notes (e.g., carried over to
next fiscal year)
50 FY24 Administration 120 City Manager 750.239 ‐ PR & Strategic Comm Strategy
100‐12‐120 ‐ General Fund‐City
Manager‐City Manager
127,400.00 0.00 0.00 Cancelled 6/30/2026 None N/A Defund This project was canceled in 2024 and
was intended to be defunded in Q3.Staff recommends defunding at year d k h ti d i 51 FY23 Community
development
705 Economic
Development
750.179 ‐ Econ Dev Strategy
Outreach
100‐71‐705 ‐ General Fund‐Planning‐Economic
Development
20,000.00 0.00 0.00 Not Started None N/A Defund
Economic Development projects arebeing funded through the FY 25‐27CWP. This project can be defunded. 52 FY24 Community
development
705 Economic
Development
750.230 ‐ Business ContinuityResilience
100‐71‐705 ‐ General Fund‐Planning‐Economic
Development
310,487.00 0.00 0.00 Not Started 6/30/2025 Grant This is the Cal OES grant that was received in 2022, which wasoriginally $1million. This grantdoes not appear on the grants Do not defund, these are grant fundsthat can still be used.
About $175k previously used for sm‐
53 FY22 Information Services 986 GIS 750.166 ‐ AR McClellan Ranch 610‐35‐986 ‐ Innovation & Technology‐I&T GIS‐GIS
11,333.00 11,333.32 0.00 Completed 12/30/2024 None N/A
54 Information Services 308 Applications 750.181 ‐ ERP (Phase II) 100‐32‐308 ‐ General Fund‐I&T Applications‐Applications
69,166.00 0.00 0.00 Cancelled
55 FY23 Information Services 308 Applications 750.183 ‐ ACA Guide & Wrapper
100‐32‐308 ‐ General Fund‐I&T
Applications‐Applications
25,000.00 0.00 25,000.00 In Progress 6/30/2025 None N/A 56 FY23 Information Services 308 Applications 750.184 ‐ Accela Roadmap 100‐32‐308 ‐ General Fund‐I&T Applications‐Applications
23,000.00 0.00 23,000.00 In Progress 6/30/2025 None N/A 57 FY23 Information Services 986 GIS 750.212 ‐ Laserfiche Scanning 610‐35‐986 ‐ Innovation & Technology‐I&T GIS‐GIS
4,099.00 0.00 4,098.54 Completed 9/30/2024 None N/A
58 FY21 Information Services 308 Applications 750.236 ‐ Project Dox 100‐32‐308 ‐ General Fund‐I&T Applications‐Applications
394.00 393.75 0.00 Completed 8/1/2024 None N/A
59 Information Services 308 Applications 750.237 ‐ ERP (Phase III) 100‐32‐308 ‐ General Fund‐I&T Applications‐Applications
2,500,000.00 0.00 0.00
60 FY24 Information Services 986 GIS 750.238 ‐ VR Decarb 610‐35‐986 ‐ Innovation & Technology‐I&T GIS‐GIS
112,002.00 45,810.93 67,900.25 In Progress 6/30/2025 Grant Silicon Valley Clean Energy (fully funded by Grant)
61 FY24 Information Services 305 Video 900.995 ‐ Special Projects ‐
CDD/I&T
100‐31‐305 ‐ General Fund‐I&T
Video‐Video
1,242,675.00 20,427.33 1,102,479.49 In Progress 6/30/2025 0.00 0.00 49 FY24 Public works 122 Sustainability
Division
750.176 ‐ Climate AP VisionSummary Doc
100‐81‐122 ‐ General Fund‐Environmental Programs‐Sustainability Division 10,000.00 0.00 0.00 In Progress 6/30/2025 None N/A Defunded Q3 62 FY19 Public works 804 Plan Review 750.039 ‐ PW Scanning Project 100‐82‐804 ‐ General Fund‐ Developmental Services‐PlanReview
9,310.00 0.00 9,310.29 In Progress 6/30/2025 None N/A Project in progress. Vendor will bill in June when scanning completed this FY.
63 FY23 Public works 844 Traffic
Engineering
750.040 ‐ PlannedTransportation Project
100‐88‐844 ‐ General Fund‐Transportation‐TrafficEngineering 2,788.00 2,565.00 222.50 Completed 6/30/2025
64 FY23 Public works 853 Storm Drain
Fee
750.063 ‐ Rainwater Capture 230‐81‐853 ‐ Env Mgmt Cln Crk Strm Drain‐Environmental
Programs‐Storm Drain Fee
28,207.00 6,634.62 9,072.44 In Progress Ongoing annual
project
Other Funded by 2019 Clean Water
and Storm Protection parcel fee.
This will be going away after this FY due
to expiration of rebate matching
agreement with Valley Water as part of
cost cutting to allow parcel fee revenuesto fund more of the basic compliance and infrastructure maintenance needs.
65 FY21 Public works 800 Public Works
Admin
750.071 ‐ Municipal Water
System
100‐80‐800 ‐ General Fund‐PWAdministration‐Public Works Admin
5,811.00 11,842.00 0.00 In Progress 6/30/2025 Project completed. 66 FY22 Public works 122 Sustainability
Division
750.106 ‐ Electric Cooking
Workshop Series
100‐81‐122 ‐ General Fund‐
Environmental Programs‐Sustainability Division
6,400.00 0.00 0.00 In Progress 6/30/2025 None N/A Project is in progress and funds will be encumbered by end of this FY.
67 FY22 Public works 801 Resources
Recovery
750.137 ‐ SB1383 Procurement
Requirements
520‐81‐801 ‐ ResourceRecovery‐EnvironmentalPrograms‐Resources Recovery 205,653.00 0.00 0.00 In Progress Ongoing annual
project
Grant CalRecycle grant funds are
paying for compost brokering tomeet the SB1383 procurement requirement.
109,151.92 encumbered. No completion
date. Needs to be in base for FY 25‐26under 600‐621. Not a Special Project.
Funded by grant funds.
401
CC 06-03-2025
401 of 1012
Special Projects as Defined in City Council Special Projects Policy Attachment AE 68 FY22 Public works 844 Traffic
Engineering
750.163 ‐ VMT to LOS
Standards
100‐88‐844 ‐ General Fund‐Transportation‐TrafficEngineering 30,637.00 30,538.93 (0.00) Completed 6/30/2025 Completed 69 FY22 Public works 801 Resources
Recovery
750.174 ‐ New LndfillAgrmnt/Solid Wst con
520‐81‐801 ‐ ResourceRecovery‐EnvironmentalPrograms‐Resources Recovery 103,542.00 32,629.62 39,296.63 In Progress 8/31/2025 None No impact to General Fund. Project in progress. Will be completed FY 25‐26. Funds encumbered. Will carry
over.
70 FY23 Public works 844 Traffic
Engineering
750.231 ‐ SC Corridor Vision
Study
100‐88‐844 ‐ General Fund‐Transportation‐Traffic
Engineering
154,079.00 151,968.63 0.00 Completed 6/30/2025 None N/A Completed 71 FY23 Public works 844 Traffic
Engineering
750.242 ‐ AC2 Traffic
Monitoring
100‐88‐844 ‐ General Fund‐Transportation‐Traffic
Engineering
42,975.00 780.00 42,195.00 Completed 6/30/2026 Other Apple Donation Funds encumbered. Waiting for invoices. Completed for this FY.
72 FY20 Recreation services 632 Comm
Outreach & NeighWatch
750.056 ‐ NeighborhoodEngagement
100‐65‐632 ‐ General Fund‐Community Services‐CommOutreach & Neigh Watch 56,781.00 23,562.29 0.00 Completed 9/30/2024 Grant California Volunteers Local Governments: ConnectingNeighbors to Neighbors (This
specific GL is only the materialsportion of the grant)
City secured for block leaderenhancement. ($200K + for staff cost reimbursement in 2023. We got anextension in Sep 2024. Tom had a memo 73 FY24 Recreation services 633 Disaster
Preparedness
750.230 ‐ Business ContinuityResilience
100‐65‐633 ‐ General Fund‐Community Services‐Disaster
Preparedness
500,000.00 0.00 0.00 Not Started 6/30/2024 Grant This is the Cal OES grant that was received in 2022, which wasoriginally $1million. This grantdoes not appear on the grantstracking sheet.
Do not defund, these are grant funds
that can still be used.
74 FY23 Recreation services 633 Disaster
Preparedness
750.240 ‐ MRC Rise 100‐65‐633 ‐ General Fund‐
Community Services‐Disaster
Preparedness
2,194.00 1,176.24 0.00 Completed 9/30/2024 Grant National Association of City and County Health Officials
(NACCHO) Respond, Innovate,Sustain, and Equip (RISE) Awards Additional supplies purchased for MRC
Rise in July 2024. Project is now
complete.
Total 5,603,933.00 339,662.66 1,322,575.14
402
CC 06-03-2025
402 of 1012
RESOLUTION NO. 25-XXX
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CUPERTINO AMENDING THE OPERATING BUDGET FOR FISCAL YEAR 2024-25 BY
APPROPRIATING, TRANSFERRING, AND UNAPPROPRIATING MONIES
FOR SPECIFIED FUNDS
WHEREAS, the orderly administration of municipal government depends on a sound fiscal policy of maintaining a proper ratio of expenditures within anticipated revenues and available monies; and
WHEREAS, accomplishing City Council directives, projects and programs, and performing staff duties and responsibilities likewise depends on the monies available for that purpose; and
WHEREAS, the City Manager has determined that the balances from the funds specified in this resolution are adequate to cover the proposed amended appropriations, and therefore recommends the fund reallocations described herein.
NOW, THEREFORE, BE IT RESOLVED that the City Council does hereby approve the recommended fund reallocations and ratifies the attached amended appropriations as set forth in Exhibit A.
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Cupertino this 3
rd day of June 2025, by the following vote:
Members of the City Council
AYES:
NOES:
ABSENT:
ABSTAIN:
403
CC 06-03-2025
403 of 1012
Resolution No. __________________