Agenda packet — El Cajon City Council, June 13, 2023 (part 1 of 3)

CITY COUNCIL

HOUSING AUTHORITY AND

SUCCESSOR AGENCY TO THE EL CAJON

REDEVELOPMENT AGENCY
Council Chamber
200 Civic Center Way
El Cajon, CA 92020
Agenda
JUNE 13, 2023, 3:00 p.m.

Bill Wells, Mayor Graham Mitchell, City Manager
Steve Goble, Deputy Mayor Vince DiMaggio, Assistant City Manager Gary Kendrick, Councilmember Morgan Foley, City Attorney Michelle Metschel, Councilmember Angela Cortez, City Clerk Phil Ortiz, Councilmember
CALL TO ORDER: Mayor Bill Wells
ROLL CALL: City Clerk Angela Cortez

PLEDGE OF ALLEGIANCE TO THE FLAG AND MOMENT OF SILENCE
POSTINGS: The City Clerk posted Orders of Adjournment of the May 23, 2023, Meeting and the Agenda of the June 13, 2023, Meeting in accordance to State Law and City Council/Housing Authority/Successor Agency to the Redevelopment Agency Policy.

PRESENTATIONS:

East County Advanced Water Purification
World of Work Mentorship Program
AGENDA CHANGES:
~ Valley of opportunity
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CONSENT ITEMS:

Consent Items are routine matters enacted by one motion according to the RECOMMENDATION listed below. With the concurrence of the City Council, a Council Member or person in attendance may request discussion of a Consent Item at this time.

1. Minutes of the City Council/Housing Authority/Successor Agency to the El Cajon Redevelopment Agency Meeting

RECOMMENDATION:

That the City Council/Housing Authority/Successor Agency to the El Cajon Redevelopment Agency approves Minutes of the May 23, 2023, Meeting of the El Cajon City Council/Housing Authority/Successor Agency to the El Cajon Redevelopment Agency.

2. Warrants
RECOMMENDATION:

That the City Council approves payment of Warrants as submitted by the Finance Department.

3. Approval of Reading Ordinances by Title Only
RECOMMENDATION:

That the City Council approves the reading by title and waives the reading in full of all Ordinances on the Agenda.

4. Continuation of Wells Park Restroom Emergency Declaration

RECOMMENDATION:

That the City Council adopts the next Resolution, in order, proclaiming the Continuation of Emergency for Wells Park restroom conditions.

5. Acceptance and Termination of the Emergency Declaration for Storm Drain System Repairs

RECOMMENDATION:

That the City Council adopts the next Resolution, in order, to accept the termination of the Emergency Declaration for the Emergency Storm Drain System Repairs Project; directs the City Clerk to record a Notice of Completion; and approves the final project cost.

6. Award of Bid No. 002-24 – Public Safety Center Computer Room Air Conditioning Units Replacement

RECOMMENDATION:

That the City Council:

Determines that the project is exempt under section 15301(c) of the Guidelines for the California Environmental Quality Act (CEQA); then

1. Adopts the next Resolution, in order, to approve the Plans and Specifications for Public Safety Center (PSC) Computer Room Air Conditioning Units Replacement, Bid No. 002-24;

2. Finds the first low bidder non-responsive for the reason set forth in the agenda report; and

3. Adopts the next Resolution, in order, to award the bid to the lowest responsive, responsible bidder, Southwest Mechanical Service, Inc., in the amount of $454,578.

4. 7. Adoption of the Road Maintenance and Rehabilitation Account (RMRA) List of Proposed Projects for FY 2023-24

RECOMMENDATION:

That the City Council:

Approves a Notice of Exemption (NOE) under section 15301(c) of the Guidelines for the California Environmental Quality Act (CEQA) for street maintenance, the installation of bicycle lanes and pedestrian safety improvements, and directs the filing of the NOE; then

1. Adopts the next Resolution, in order, to adopt the proposed List of Projects to be funded from the Road Maintenance and Rehabilitation Account (RMRA) Local Streets and Roads Funding Program for Fiscal Year 2023-24; and

2. Directs City staff to submit to the California Transportation Commission (CTC) a list of proposed projects to receive RMRA funding for Fiscal Year 2023-24.

3. 8. Tentative Agreement and Adoption of Memorandum of Understanding for the El Cajon Municipal Employees' Association

RECOMMENDATION:

That the City Council approves the tentative agreement reached with the El Cajon Municipal Employees’ Association (ECMEA), and adopts the next Resolution, in order, approving the Memorandum of Understanding (MOU) with the ECMEA substantially in the form as presented at this meeting, and authorizing the City Manager to execute a final MOU with such changes as approved by the City Manager provided that no change shall be made contrary to the terms of the tentative agreement.

9. Tentative Agreement and Adoption of Memorandum of Understanding for the El Cajon Mid-Management and Professional Employees Group

RECOMMENDATION:

That the City Council approves the tentative agreement reached with the El Cajon Mid-Management and Professional Employees Group (MMPEG), and adopts the next Resolution, in order, approving the Memorandum of Understanding with MMPEG (MOU) substantially in the form as presented at this meeting, and authorizing the City Manager to execute a final MOU provided that no change shall be made contrary to the terms of the tentative agreement.

10. Tentative Agreement and Adoption of Memorandum of Understanding for the El Cajon Professional Firefighters Local 4603

RECOMMENDATION:

That the City Council approves the tentative agreement reached with the El Cajon Professional Firefighters Local 4603 (ECPFF), and adopts the next Resolution, in order, approving the Memorandum of Understanding with the ECPFF (MOU) substantially in the form as presented at this meeting, and authorizing the City Manager to execute a final MOU with such changes as approved by the City Manager provided that no change shall be made contrary to the terms of the tentative agreement.

11. Travel Expenses for the Smart Cities Connect Conference - Goble

RECOMMENDATION:

That the City Council reviews and approves the attached claim for advance/reimbursement of travel expense form for Deputy Mayor Steve Goble, submitted in accordance with City Council Policy G-1.

12. American Rescue Plan Act (ARPA) Administrative Costs

RECOMMENDATION:

That the City Council approves the allocation and appropriation change from the ARPA Small Business Grant Program to ARPA Admin for $12,000.

13. FY 2022 Urban Area Security Initiative (UASI) Grant Funding

RECOMMENDATION:

That the City Council adopts the next Resolution, in order, authorizing the City Manager or designee to accept and appropriate the FY 2022 UASI Grant funds in the amount of $55,300 and to execute any grant documents and agreements necessary for the receipt and use of these funds.

14. Heartland Training Lease Amendment and License Agreement

RECOMMENDATION:

That the City Council approves:

An Amendment to the Heartland Training Facility Lease Agreement; and1.

A Use and Occupancy License with Heartland Training for a portion of the former Animal Shelter property.

2. PUBLIC COMMENT:

At this time, any person may address a matter within the jurisdiction of the City Council/Housing Authority/Successor Agency to the El Cajon Redevelopment Agency that is not on the Agenda. Comments relating to items on today’s docket are to be taken at the time the item is heard. State law prohibits discussion or action on items not on the Agenda; however, Council, Authority and Agency Members may briefly respond to statements or questions. An item may be placed on a future Agenda.

WRITTEN COMMUNICATIONS:

PUBLIC HEARINGS:

15. Fiscal Year 2023-24 Annual City, Housing Authority, and Successor Agency Budgets

RECOMMENDATION:

That the City Council, Housing Authority, and the City of El Cajon as Successor Agency to the former Redevelopment Agency hold a joint public hearing to consider the Fiscal Year 2023-24 Proposed Budgets. After closing the public hearing, staff recommends the following:

Acting as the City Council, individually adopt the following:

Resolution of the City of El Cajon Adopting the Fiscal Year 2023-24 Annual Budget.
a.

Resolution Approving and Adopting the Annual Appropriations Limit for Fiscal Year 2023-24.
b.

Resolution Approving Designation of General Fund Balances.c.

1. Acting as the Housing Authority Board of Directors, adopt Resolution titled: Resolution of the El Cajon Housing Authority Adopting the Fiscal Year 2023-24 Budget.

2. Acting as the Successor Agency to the former Redevelopment Agency Board of Directors, adopt Resolution titled: Resolution of the City Council of the City Of El Cajon as the Successor Agency to the former El Cajon Redevelopment Agency Adopting the Fiscal Year 2023-24 Budget.

3. Acting as the City Council, increase General Fund Fiscal Year 2023-24 appropriations, from fund equity, and transfer $5.0 million to the City Capital Improvement Program Fund.

4. ADMINISTRATIVE REPORTS:

16. Nurse Navigator Program Status Update

RECOMMENDATION:

That the City Council receives and files this report.

COMMISSION REPORTS:

ACTIVITIES REPORTS/COMMENTS OF MAYOR WELLS
SANDAG (San Diego Association of Governments) Board of Directors.

17. Council Activity Report

ACTIVITIES REPORTS/COMMENTS OF COUNCILMEMBERS:

18. DEPUTY MAYOR STEVE GOBLE
MTS (Metropolitan Transit System Board); East County Advanced Water Purification Joint Powers Authority Board; Chamber of Commerce – Government Affairs Committee; SANDAG – Board of Directors – Alternate; SANDAG Public Safety Committee – Alternate.

19. COUNCILMEMBER GARY KENDRICK
METRO Commission/Wastewater JPA; Heartland Communications; Heartland Fire Training JPA.

20. COUNCILMEMBER MICHELLE METSCHEL
Harry Griffen Park Joint Steering Committee; METRO Commission/Wastewater JPA – Alternate; Heartland Communications – Alternate; Heartland Fire Training JPA – Alternate.

21. COUNCILMEMBER PHIL ORTIZ
League of California Cities, San Diego Division; East County Economic Development Council; MTS (Metropolitan Transit System Board) – Alternate; East County Advanced Water Purification Joint Powers Authority Board – Alternate; Chamber of Commerce – Government Affairs Committee – Alternate.

JOINT COUNCILMEMBER REPORTS:

22. No Public Camping Regulations

RECOMMENDATION:

That the City Council directs staff to analyze the proposed Unsafe Camping Ordinance being considered by the City of San Diego and to draft a similar Ordinance for City Council consideration.

GENERAL INFORMATION ITEMS FOR DISCUSSION:

ORDINANCES: FIRST READING

ORDINANCES: SECOND READING AND ADOPTION

23. Zoning Code Update Amendment No. 2023-0001

RECOMMENDATION:

That Mayor Wells requests the City Clerk to recite the title.

An Ordinance approving Zoning Code Amendment No. 2023-0001 for Amendment of Title 17 of the El Cajon Municipal Code for Economic Development, Housing, and other minor technical changes, revisions, and edits.

The proposed Zoning Code Amendment is exempt from the provisions of the California Environmental Quality Act (CEQA) according to the common sense exemption (CEQA Guidelines, section 15061(b)(3)). The common sense exemption applies 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 proposed amendment does not result in any development or changes to the physical environment and does not raise this project to a level of significance that warrants CEQA analysis.

CLOSED SESSIONS:

24. Closed Session - Conference with Labor Negotiator pursuant to subdivision (a) of Government Code section 54957.6
Agency designated representative:

Graham Mitchell, City Manager
Unrepresented employees under A-29:

City Executive Management; Unrepresented Management; Confidential; and Unrepresented General Classifications (City Council Policy A-29)

25. Closed Session - Public Employee Performance Evaluation:

City Attorney

ADJOURNMENT: The Regular Joint Meeting of the El Cajon City Council/ El Cajon Housing Authority/Successor Agency to the El Cajon Redevelopment Agency held this 13th day of June 2023, is adjourned to Tuesday, June 27, 2023, at 3:00 p.m.

City Council
Agenda Report
Agenda Item 1.

DATE: June 13, 2023
TO: Honorable Mayor and City Councilmembers
FROM: Angela Cortez, City Clerk
SUBJECT: Minutes of the City Council/Housing Authority/Successor Agency to the El Cajon Redevelopment Agency Meeting
RECOMMENDATION:

Attachments
05-23-23DRAFTminutes - 3PM

Joint Meeting: El Cajon City Council/Housing Authority/ May 23, 2023 Successor Agency to the Redevelopment Agency - 93 - 3:00 p.m.

JOINT MEETING OF THE

EL CAJON CITY COUNCIL/HOUSING

AUTHORITY/SUCCESSOR AGENCY

TO THE EL CAJON

REDEVELOPMENT AGENCY

MINUTES

CITY OF EL CAJON

EL CAJON, CALIFORNIA

May 23, 2023

An Adjourned Regular Joint Meeting of the El Cajon City Council/Housing Authority/ Successor Agency to the El Cajon Redevelopment Agency, held Tuesday, May 23, 2023, was called to order by Mayor/Chair Bill Wells at 3:00 p.m., in the Council Chambers, 200 Civic Center Way, El Cajon, California.

R O L L C A L L
Council/Agencymembers present: Kendrick, Metschel, and Ortiz Council/Agencymembers absent: None
Deputy Mayor/Vice Chair present: Goble
Mayor/Chair present: Wells
Other Officers present: Mitchell, City Manager/Executive Director DiMaggio, Assistant City Manager
Foley, City Attorney/General Counsel
Cortez, City Clerk/Secretary

PLEDGE OF ALLEGIANCE TO THE FLAG led by Mayor Wells and MOMENT OF SILENCE.

POSTINGS: The City Clerk posted Orders of Adjournment of th e May 9, 2023, meeting and the Agenda of the May 23 , 202 3, meeting in accordance with State Law and El Cajon City Council/Housing Authority/Successor Agency to the El Cajon Redevelopment Agency Policy.

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Joint Meeting: El Cajon City Council/Housing Authority/ May 23, 2023 Successor Agency to the Redevelopment Agency - 94 - 3:00 p.m.

PRESENTATIONS:

 Presentation: 2023 San Diego County Fair “Get Out There”

 Presentation: America on Main Street and Foodie Fest

 Proclamation: National Public Works Week

 Presentation: American Public Works Association Awards

AGENDA CHANGES: None

CONSENT ITEMS: (1 – 10)

1. Minutes of El Cajon City Council/Housing Authority/Successor Agency to the El Cajon Redevelopment Agency Meetings

Approve Minutes of the May 9 , 202 3, Meeting of the El Cajon City Council /Housing Authority/Successor Agency to the El Cajon Redevelopment Agency.

2. Warrants

Approve payment of Warrants as submitted by the Finance Department.

3. Approval of Reading Ordinances by Title Only

Approve the reading by title and waive s the reading in full of all Ordinances on the Agenda.

4. Continuation of Wells Park Restroom Emergency Declaration

Adopt Resolution No.037 -23 to proclaim the Continuation of Emergency for Wells Park restroom conditions.

5. Continuation of Emergency for Storm Drain System Repairs - West Side of 1970 Granite Hills Drive

Adopt Resolution No. 038 -23 to proclaim the Continuation of Emergency for Storm Drain System Repairs.

Joint Meeting: El Cajon City Council/Housing Authority/ May 23, 2023 Successor Agency to the Redevelopment Agency - 95 - 3:00 p.m.

CONSENT ITEMS: (1 – 10)

6. Multi-Jurisdictional Hazard Mitigation Plan

Adopt Resolution No. 039-23 to approve the 2023 Multi-Jurisdictional Hazard Mitigation Plan, including the City of El Cajon Annex.

7. Authorization to Accept, Appropriate, and Expend the CalRecycle Beverage Container Recycling City/County Grant for FY 2022-23

Adopt Resolution No. 040-23 to Authorize the City Manager or designee to accept, appropriate, and expend funds received from the CalRecycle Beverage Container Recycling City/County Grant (CALCCPP23) for FY 2022-23; and Authorize the City Manager or designee to execute any documents and agreements necessary to receive and use these funds.

8. Reject & Re-Bid of Bid No. 014-23 – Stoney’s Neighborhood Park Fitness Equipment & Playground Resurfacing

RECOMMENDATION:

That the City Council adopts the next Resolution, in order, to reject all bids and authorize re-bidding of the project with revised specifications.

DISCUSSION

Evan Boji requested clarification on why bids were rejected.

City Manager Mitchell explained that there was some ambiguity on the bid request, therefore staff recommends reject ing all bids and starting again, with revis ed specifications.

Deputy Mayor Goble recommended that the process be expedited for the proposed project.

Adopt Resolution No. 041-23 to reject all bids and authorize re-bidding of the project with revised specifications.

Remainder of page intentionally left blank.

Joint Meeting: El Cajon City Council/Housing Authority/ May 23, 2023 Successor Agency to the Redevelopment Agency - 96 - 3:00 p.m.

CONSENT ITEMS: (Continued)

9. Award of Bid No. 003-24 – Water Quality Improvements - Trash Capture Device Installation

1. Determine that the project is categorically exempt from the provisions of the California Environmental Quality Ac t (CEQA) pursuant to Class 7 and Class 8 of the CEQA Guidelines;

2. Adopt Resolution No. 042 -23 to approve the Plans and Specifications for Water Quality Improvements - Trash Capture Device Installation, Bid No. 003-24;

3. Finds the second low bidder non -responsive for the reason set forth in the agenda report; and

4. Adopt Resolution No. 043 -23 to award the bid to the lowest responsive, responsible bidder, Downstream Services, Inc., in the amount of $92,898.

10. Disposal of Retired Property

Declare the listed property retired and authorizes disposal in accordance with policy.

MOTION BY WELLS, SECOND BY METSCHEL, to APPROVE Consent Items 1 to 10.

MOTION CARRIED BY UNANIMOUS VOTE.

PUBLIC COMMENT:

Billie Sangster submitted a speaker card on behalf of Miss El C ajon, Vanessa Hanna, who spoke about the upcoming Miss El Cajon Pageant, to be held on July 21, 2023.

WRITTEN COMMUNICATIONS: None

PUBLIC HEARINGS:

11. Zoning Code Update

RECOMMENDATION:

That the City Council:

1. Opens the Public Hearing and receives testimony;

2. Closes the Public Hearing;

3. Moves to adopt the next Resolution, in order, approving the California Environmental Quality Act exemption; and

4. Introduces the next Ordinance, in order, approving Zoning Code Amendment No. 2023-0001.

Joint Meeting: El Cajon City Council/Housing Authority/ May 23, 2023 Successor Agency to the Redevelopment Agency - 97 - 3:00 p.m.

PUBLIC HEARINGS: (Item 11 – Continued)

DISCUSSION

Deputy Director of Community Development, Noah Alvey, provided a summary of the Item.

Discussion ensued among Council and Staff concerning the following:
 Methods to notify and monitor participating motels;
 Zoning code update to align to State of California requirements;  Lot splits; and
 Accessory Dwelling Units.

Mayor Wells opened the Public Hearing.

No public comment was received.

MOTION BY WELLS, SECOND BY KENDRICK, to CLOSE the Public Hearing.

MOTION CARRIED BY UNANIMOUS VOTE.

MOTION BY ORTIZ, SECOND BY METSCHEL, to ADOPT Resolution No. 044-23, approving the California Environmental Quality Act exemption; and to INTRODUCE the next Ordinance, in order, approving Zoning Code Amendment No. 2023-0001.

MOTION CARRIED BY UNANIMOUS VOTE.

The City Clerk recited the title of the ordinance:

AN ORDINANCE APPROVING ZONING CODE AMENDMENT NO. 2023 - 0001 FOR AMENDMENT OF TITLE 17 OF THE EL CAJON MUNICIPAL

CODE FOR ECONOMIC DEVELOPMENT, HOUSING, AND OTHER

MINOR TECHNICAL CHANGES, REVISIONS, AND EDITS

Recess called at 3:59 p.m.

Meeting called back to order at 4:03 p.m.

Councilmember Kendrick did not return from the called recess.

Joint Meeting: El Cajon City Council/Housing Authority/ May 23, 2023 Successor Agency to the Redevelopment Agency - 98 - 3:00 p.m.

ADMINISTRATIVE REPORTS:

12. City Council Meeting Schedule

RECOMMENDATION:

That the City Council considers canceling its August 22, 2023 meeting.

DISCUSSION

City Manager Mitchell provided detailed information of the Item.

No public comment was received.

MOTION BY WELLS, SECOND BY METSCHEL, to CANCEL the August 22, 2023 meeting.

MOTION CARRIED BY UNANIMOUS VOTE
OF THOSE PRESENT (KENDRICK – Absent).

13. Wells Park Improvements Basketball Courts - Project Acceptance

RECOMMENDATION:

That the City Council:

1. Accepts the Wells Park Improvements - Basketball Courts project, Job No. 183610PWCP, Bid No. 003-23; and

2. Authorizes the City Clerk to record a Notice of Completion and release the bonds in accordance with the contract terms.

DISCUSSION

Assistant Engineer, Sydney Grube, provided detailed information of the Item.

Councilmembers complimented the design of the project.

No public comment was received.

MOTION BY ORTIZ, SECOND BY METSCHEL, to ACCEPT the Wells Park Improvements - Basketball Courts project, Job No. 183610PWCP, Bid No. 003 -23; and Authorize the City Clerk to recor d a Notice of Completion and release the bonds in accordance with the contract terms.

MOTION CARRIED BY UNANIMOUS VOTE
OF THOSE PRESENT (KENDRICK – Absent).

Joint Meeting: El Cajon City Council/Housing Authority/ May 23, 2023 Successor Agency to the Redevelopment Agency - 99 - 3:00 p.m.

ADMINISTRATIVE REPORTS:

14. Legislative Summary and Resolution in Support of Sentencing Enhance ments for the Illegal Sale or Distribution of Fentanyl

RECOMMENDATION:

Staff recommends that the City Council accepts the report of a summary of pending legislation and approves the next Resolution, in order, supporting sentencing enhancements for those convicted of illegally providing fentanyl or a fentanyl analog to individuals who are subsequently severely injured or die as a result of using the drug.

DISCUSSION

Assistant City Manager DiMaggio, provided detailed information of the Item.

Discussion ensued among Councilmembers and staff regarding several of the bills presented.

No public comment was received.

MOTION BY WELLS, SECOND BY METSCHEL, to ADOPT Resolution No. 045-23 supporting sentencing enhancements for those convicted of illegally providing fentanyl or a fentanyl analog to individuals who are subsequently severely injured or die as a result of using the drug.

MOTION CARRIED BY UNANIMOUS VOTE
OF THOSE PRESENT (KENDRICK – Absent).

COMMISSION REPORTS: None

ACTIVITIES REPORTS/COMMENTS OF MAYOR WELLS:

SANDAG (San Diego Association of Governments) Board of Directors.

15. Council Activities Report/Comments

Report as submitted.

Joint Meeting: El Cajon City Council/Housing Authority/ May 23, 2023 Successor Agency to the Redevelopment Agency - 100 - 3:00 p.m.

ACTIVITIES REPORTS OF COUNCILMEMBERS:

16. DEPUTY MAYOR STEVE GOBLE
MTS (Metropolitan Transit Syste m Board); East County Advance d Water Purification Joint Powers Authority Board; Chamber of Commerce – Government Affairs Committee; SANDAG – Board of Directors – Alternate; SANDAG Publi c Safety Committee – Alternate.

Council Activities Report/Comments.

In addition to the submitted report, Deputy Mayor Goble stated he attended the Smart Cities Conference in Colorado, and provided information about new technology available to assist in City upkeep.

17. COUNCILMEMBER GARY KENDRICK
METRO Commission/Wast ewater JPA; Heartland Communicatio ns; Heartland Fire Training JPA.

Council Activities Report/Comments.

Report as submitted.

18. COUNCILMEMBER MICHELLE METSCHEL
Harry Griffen Park Joint Steering Committee; Heartland Communications – Alternate; Heartland Fire Training JPA – Alternate; METRO Commission/Wastewater JPA – Alternate.

Council Activities Report/Comments.

Report as submitted.

19. COUNCILMEMBER PHIL ORTIZ
League of California Cities, San Diego Division; East County Economic Development Council; MTS (Metropolitan Transit System Board) – Alternate; East County Advance d Water Purification Joint Powers Authority Board – Alternate; Chamber of Commerce – Government Affairs Committee – Alternate.

Council Activities Report/Comments.

In add ition to the submitted report, Councilmember Ortiz stated that a visitor to the American on Main Street event commented how much cleaner El Cajon seems to be as compared to a visit to the City three years prior.

Joint Meeting: El Cajon City Council/Housing Authority/ May 23, 2023 Successor Agency to the Redevelopment Agency - 101 - 3:00 p.m.

JOINT COUNCILMEMBER REPORTS: None

GENERAL INFORMATION ITEMS FOR DISCUSSION: None

ORDINANCES: FIRST READING - None

ORDINANCES: SECOND READING AND ADOPTION - None

CLOSED SESSIONS:

20. Closed Session - Public Employee Performance Evaluation: City Attorney

MOTION BY WELLS, SECOND BY ORTIZ, to ADJOURN to Closed
Session at 4:31 p.m.

MOTION CARRIED BY UNANIMOUS VOTE
OF THOSE PRESENT (KENDRICK – Absent).

RECONVENED to Open Session at 5:04 p.m.

City Attorney Foley reported the following actions:
 City Attorney Performance Evaluation was completed.

Adjournment: Mayor Wells adjourned the Adjourned Regular Joint Meeting of the El Cajon City Council/ Housing Authority/Successor Agency to the El Cajon Redevelopment Agency held this 23rd day of May, 2023, at 5:04 p.m., to Tuesday, June 13, 2023, at 3:00 p.m.

______________________
ANGELA L. CORTEZ, CMC
City Clerk/Secretary
City Council
Agenda Report
Agenda Item 4.

DATE: June 13, 2023
TO: Honorable Mayor and City Councilmembers
FROM: Yazmin Arellano, Director of Public of Works
SUBJECT: Continuation of Wells Park Restroom Emergency Declaration RECOMMENDATION:

That the City Council adopts the next Resolution, in order, proclaiming the Continuation of Emergency for Wells Park restroom conditions.

BACKGROUND:

On March 28, 2023, the City Council approved an emergency declaration for Wells Park restroom conditions to safeguard public health and safety. The work completed since the continued emergency declaration on May 23, 2023, includes completion of the roof wood framing, electrical circuits and junction boxes, ceiling panels, concrete patchwork and smoothing of damaged walls, exterior concrete sidewalk, and painting. The contractor is awaiting delivery of standing metal seam roofing material, expanded metal mesh for the skylights, eighteen light fixtures, and four iron gates. Emergency work will continue through the end of June or early July, pending materials on order.

CALIFORNIA ENVIRONMENTAL QUALITY ACT:

Emergency repairs to publicly-owned service facilities necessary to maintain service essential to the public health, safety, or general welfare are exempt from the requirements of CEQA pursuant to section 15269(b) (Emergency Projects) of the CEQA guidelines.

FISCAL IMPACT:

On March 28, 2023, the City Council considered the use of $250,000 of American Rescue Plan Act (ARPA) funding for the emergency repairs of this facility.

Prepared By: Senan Kachi, Associate Engineer
Reviewed By: Yazmin Arellano, Director of Public Works
Approved By: Graham Mitchell, City Manager
Attachments
Resolution
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Page 1 of 1 ends

RESOLUTION NO. -23

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EL CAJON

PROCLAIMING THE CONTINUATION OF EMERGENCY FOR

WELLS PARK RESTROOM REPAIRS

WHEREAS, the El Cajon City Council ("City Council") is authorized under section 8630 of the California Government Code to proclaim the existence of a local emergency when conditions exist within the jurisdiction of the City of El Cajon (the "City") which pose an extreme peril to public health, safety and life; and

WHEREAS, section 8.08.060 of the El Cajon Municipal Code ("ECMC") empowers the City Council to proclaim a local emergency when the City is affected or likely to be affected by a public calamity; and

WHEREAS, on March 22, 2023, the City Manager proclaimed the existence of an emergency due to ongoing vandalism and deteriorating conditions of the restrooms at Wells Park that have resulted in extensive damage to the facilities, making the only restroom fa cilities available to the public patronizing the park unusable, unavailable, and unsafe, which proclamation was ratified by the City Council on March 28, 2023 and April 11, 2023; and

WHEREAS, because the emergency work to repair the Wells Park restrooms is not completed, it is necessary for the City Council to again ratify the City Manager’s proclamation of emergency for the Wells Park restroom conditions on March 22, 2023, as ratified by the City Council on March 28, 2023, by Resolution No. 017-23; on April 11, 2023, by Resolution No. 022-23; on April 25, 2023, by Resolution No. 023-23; on May 9, 2023, by Resolution No. 028-23; and on May 23, 2023, by Resolution No. 037-23.

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF EL CAJON AS FOLLOWS:

1. That the foregoing recitals are true and correct, and are the findings of the City Council.

2. That in adopting Resolution No. 022 -23, the City Council approved an exemption from further environmental review under section 15269(b) (Emergency Projects) of California Environmental Quality Act (" CEQA") Guidelines, and authorized staff to file a notice of exemption for this emergency project.

3. That t he City Council hereby proclaims the continuation of the local emergency for restroom repairs at Wells Park.

4. That t he local emergency shall be deemed to continue to exist until termination is proclaimed by the City Council of the City of El Cajon.

06/13/23 CC Agenda
Reso - Proclaiming Emergency Continuation #5 (Wells Pk Restrooms) 052523 City Council
Agenda Report
Agenda Item 5.

DATE: June 13, 2023
TO: Honorable Mayor and City Councilmembers
FROM: Michael James, Deputy Director of Public Works - Operations SUBJECT: Acceptance and Termination of the Emergency Declaration for Storm Drain System Repairs
RECOMMENDATION:

BACKGROUND:

On Tuesday, April 11, 2023, the City Council ratified the City Manager's declaration by declaring an emergency for the storm drain system repair on the west side of 1970 Granite Hills Drive with Resolution No. 022-23. The emergency declaration authorized staff to retain a contractor (Jimenez, Inc. dba MJC Construction). The project included removing and replacing the existing metal pipeline, new connections to the storm drain box, removing and replacing the existing concrete swale, asphalt paving, slurry sealing, and striping. The emergency work included removing existing unsuitable materials, triggering a deeper pipe excavation, and the need to backfill with extra class II base and rock. On May 17, 2023, staff inspected all emergency repair work and deemed the job complete.

Staff estimated that the project would not exceed $100,000. MJC Construction submitted one invoice dated May 17, 2023, for $98,827.00.

Staff recommends that the City Council terminates the emergency declaration for the Emergency for Storm Drain System Repairs, directs the City Clerk to record a Notice of Completion, and approves the final project cost of $98,827.00.

CALIFORNIA ENVIRONMENTAL QUALITY ACT:

Emergency repairs to publicly-owned service facilities necessary to maintain service essential to the public health, safety, or general welfare are exempt from CEQA pursuant to section 15269(b) (Emergency Projects) of the CEQA Guidelines.

FISCAL IMPACT:

Funding of $98,827.00 is available through the Fiscal Year 2022-23 Wastewater Operations Budget (650720).
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Prepared By: Mike James, Deputy Director of Public Works Reviewed By: Yazmin Arellano, Director of Public Works
Approved By: Graham Mitchell, City Manager
Attachments
Resolution
EmerProject1970GraniteHills

Page 1 of 1 ends

RESOLUTION NO. __-23

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EL CAJON

PROCLAIMING THE TERMINATION OF EMERGENCY FOR STORM DRAIN

SYSTEM REPAIRS AT AND AROUND GRANITE HILLS DRIVE

WHEREAS, on Monday, April 10, 2023, after Public Works staff inspected two sinkhole areas located in and near 1970 Granite Hills Drive, and found that the existing field conditions revealed excessive moisture surrounding all failed pipe sections that include both sinkhole areas; and

WHEREAS, due to the r isk that existing utilities and streets could collapse in either sinkhole area, the City Manager proclaimed an emergency on Monday, April 10, 2023; and

WHEREAS, on April 11, 2023, the City Council ratified the actions of the City Manager and proclaimed the local emergency by adopting Resolution No. 022-23; and

WHEREAS, the City Council adopted Resolution No. 024-23 on April 25, 2023; Resolution No. 029- 23 on May 9, 2023; and Resolution No. 038- 23 on May 23, 2023 , proclaiming the continuation of the local emergency located at and around Granite Hills Drive; and

WHEREAS, the emergency storm drain repairs have been completed by City's contractor, Jimenez Inc. dba MJC Construction, and the repairs have been inspected and deemed complete by City staff; and

WHEREAS, the final amount expended for the emergency repairs is $98,827.00, and Wastewater Operation funds are available to cover the final costs.

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF EL CAJON AS FOLLOWS:

1. The above recitals are true and correct, and are the findings of the City Council.

2. That in adopting Resolution No. 024-23, the City Council approved an exemption from further environmental review under section 15269(b) (Emergency Projects) of California Environmental Quality Act ("CEQA") Guidelines, and authorized staff to file a notice of exemption for this emergency project.

3. The City Council hereby proclaims the termination of the local emergency.

4. The City Council hereby authorizes appropriation of funds in the sum of $98,827.00 from the City's Wastewater Operations, to cover the total cost of the emergency repairs.

06/13/23 CC Agenda
Reso - Proclaiming Emergency Termination & Final Costs for Granite Hills Storm Drain Repairs 052523 Project Photos
Emergency Storm Drain Repair at Granite Hills

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City Council
Agenda Report
Agenda Item 6.

DATE: June 13, 2023
TO: Honorable Mayor and City Councilmembers
FROM: Mara Romano, Purchasing Agent
SUBJECT: Award of Bid No. 002-24 – Public Safety Center Computer Room Air Conditioning Units Replacement
RECOMMENDATION:

That the City Council:

Determines that the project is exempt under section 15301(c) of the Guidelines for the California Environmental Quality Act (CEQA); then

1. Adopts the next Resolution, in order, to approve the Plans and Specifications for Public Safety Center (PSC) Computer Room Air Conditioning Units Replacement, Bid No. 002-24;

2. Finds the first low bidder non-responsive for the reason set forth in the agenda report; and3.

Adopts the next Resolution, in order, to award the bid to the lowest responsive, responsible bidder, Southwest Mechanical Service, Inc., in the amount of $454,578.

4. BACKGROUND:

The PSC Computer Room Air Conditioning Units Replacement project consists of furnishing and replacing the air conditioning units. The PSC currently has four units that keep computer servers and network infrastructure from overheating. In the last few years, there have been numerous failures which were repaired, however, costs have increased significantly and parts are difficult to source. All four units will be replaced simultaneously as these systems are critical for operations.

This bid was advertised on March 9, 2023. The City received two bids on May 1, 2023, and all responses were evaluated.

Bid bonds are required to have the principal's original signature as it binds the contractor to their bid and is in accordance with California Code of Regulations 11 CCR § 50.10, as adopted by the State of California, Department of Insurance. The bid bond submitted by the first apparent low bidder, B&B Mechanical, Inc., was not signed by the bidder, making its bid non-responsive.

Staff recommends the City Council deems the bid of the first apparent low bidder, as cited above, non-responsive and awards the bid to the lowest responsive, responsible bidder, Southwest Mechanical Service, Inc., in the amount of $454,578. The summary of bids is attached, and complete proposals are on file in the Purchasing Division. .!!!!_ Valley of opportunity
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CALIFORNIA ENVIRONMENTAL QUALITY ACT:

The proposed PSC Computer Room Air Conditioning Units Replacement project is exempt from the California Environmental Quality Act (CEQA) subject to section 15301 (Existing Facilities) of the CEQA Guidelines. Section 15301 provides an exemption for replacement of mechanical equipment involving negligible or no expansion of existing use. In this instance, the existing air conditioning units will be replaced with new units for the same purpose and use. No new environmental impacts would result. None of the exemption exceptions listed under CEQA Guidelines section 15300.2 exist.

FISCAL IMPACT:

The fiscal impact is $454,578. Sufficient funds are included in the proposed Fiscal Year 2023-24 Public Works Facilities (101550) budget, contingent upon City Council approval.

Prepared By: Mara Romano, Purchasing Agent
Reviewed By: Yazmin Arellano, Director of Public Works
Approved By: Graham Mitchell, City Manager
Attachments
Reso - Plans & Specs
Reso - Awd
Bid Summary - 002-24

Page 1 of 1 ends

RESOLUTION NO. -23

RESOLUTION APPROVING

PLANS AND SPECIFICATIONS FOR

PUBLIC SAFETY CENTER COMPUTER ROOM

AIR CONDITIONING UNITS REPLACEMENT
(Bid No. 002-24)

WHEREAS, the Director of Public Works has submitted plans and specifications for the Public Safety Center project (the "Project"); and

WHEREAS, it appears to be in the best interests of the City of El Cajon that the plans and specifications for the Project should be approved.

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF EL CAJON AS FOLLOWS:

1. That the plans and specifications for the Project submitted by the Director of Public Works are hereby approved and adopted as the official plans and specifications for said Project.

2. Said plans and specifications are direct ed to be filed in the office of the Director of Public Works of the City of El Cajon.

06/13/23 CC Agenda
Reso - Bid 002-24 – PSC Computer Room AC Units Replacement - Approve Plans & Specs 060623

Page 1 of 2 ends

RESOLUTION NO. -23

RESOLUTION AWARDING BID FOR

PUBLIC SAFETY CENTER COMPUTER ROOM

AIR CONDITIONING UNITS REPLACEMENT
(Bid No. 002-24)

WHEREAS, the Public Safety Center ("PSC") Computer Room Air Conditioning Units Replacement project (the Project") consists of furnishing and replacing the air conditioning units; and

WHEREAS, the PSC currently has four units that keep computer servers and network infrastructure from overheating, however in the last few years, there have been numerous failures which were repaired, but costs have increased significantly and parts are difficult to source, therefore all four units will be replaced simultaneously; and

WHEREAS, in response to the bid advertised on March 9, 2023 , the City of El Cajon (the "City") received two (2) bids on May 1 , 2023, and both bids were evaluated; and

WHEREAS, Bid bonds are required to have the principal's original signature as it binds the contractor to their bid in accordance with California C ode of Regulations 11 CCR §50.10, as adopted by the State of California, Department of Insurance; and

WHEREAS, t he bid bond submitted by the first apparent low bidder, B&B Mechanical, Inc., was not signed by the bidder, making its bid non-responsive; and

WHEREAS, after evaluation, City staff recommends award of the bid to the lowest responsive, responsible bidder, Southwest Mechanical Service, Inc., in the amount of $454,578; and

WHEREAS, sufficient funds are included in the proposed Fiscal Year 2023- 24 Public Works Facilities (101550) budget, contingent upon City Council approval; and

WHEREAS, the City Council believes it to be in the best interests of the City to award the bid to the lowest responsive, responsible bidder, in the amount of $454,578.

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF EL CAJON AS FOLLOWS:

1. The above recitals are true and correct , and are the findings of the City Council.

2. The City Council hereby awards the bid for the Project to the lowest responsive, responsible bidder:

Southwest Mechanical Service, Inc.

Page 2 of 2 ends

in an amount not to exceed $454,578.

3. The City Manager and City Clerk are authorized and directed to execute a contract for the Project on behalf of the City of El Cajon, with such changes or amendments as maybe approved by the City Manager.

06/13/23 CC Agenda
Reso – Bid 002-24 – PSC Computer Room AC Units Replacement – Awd (Southwest Mech) 060623

City of El Cajon – Purchasing Division

BID EVALUATION
(To be included as an attachment to the agenda report.) Bid No. 002-24 Bid Name: Public Safety Center Computer Room Air Conditioning Units Replacement
Solicitation Due Date/Time: May 1, 2023/ 2:00 p.m. Initial Date of Advertisement: March 9, 2023

Number of Responses Received: 2

Bid Estimate: $220,000

SUMMARY OF BIDS (INCLUDE ANY ADD. ALTS.):

BID EVALUATION (TOP THREE LOWEST RESPONSES):

Bidder Bid Responsiveness Notes
B&B Mechanical, Inc. No Bid bond not signed by the bidder.

Southwest Mechanical Service, Inc. Yes

LEGAL REVIEW REQUIRED: YES  NO  IF YES, DATE LEGAL REVIEW COMPLETED: May 3, 2023 RENEWAL OPTIONS: YES  NO  IF YES, SPECIFY TERM W/RENEWAL OPTIONS: _ ___________________________ LOWEST, RESPONSIVE, RESPONSIBLE BIDDER NAME AND AMOUNT: SOUTHWEST MECHANICAL SERVICE, INC, $454,578
PURCHASING DIVISION:

Review Completed By: Mara Romano Date: May 9, 2023

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Vendor Vendor TyP-e Bid Amount Format Submit Date status B & B Meehan· al I C C IH $379,998. 0 Elt>ctr ic 05/01/ 3 8:15: M Submitted Sou west Mechanical Service Inc_ $454,5 8. 0 Electr i 05/ 1/ 3 1:52:09 M Sub itted

I I I I
City Council
Agenda Report
Agenda Item 7.

DATE: June 13, 2023
TO: Honorable Mayor and City Councilmembers
FROM: Yazmin Arellano, Director of Public of Works
SUBJECT: Adoption of the Road Maintenance and Rehabilitation Account (RMRA) List of Proposed Projects for FY 2023-24
RECOMMENDATION:

That the City Council:

2. Directs City staff to submit to the California Transportation Commission (CTC) a list of proposed projects to receive RMRA funding for Fiscal Year 2023-24.

3. BACKGROUND:

In 2017, the Governor signed Senate Bill (SB) 1, also known as the Road Repair and Accountability Act of 2017, to provide additional funding for basic road maintenance, rehabilitation, and safety needs on state highways and local street systems. Funding received from SB 1 is generated from both gasoline and diesel fuel excise taxes, vehicle registration fees, and provides for inflationary adjustments to tax rates in future years. Revenue received is allocated to the Road Maintenance and Rehabilitation Account (RMRA), and available to agencies for use on street resurfacing projects through the Local Streets and Roads Funding Program. The projected revenue for Fiscal Year 2023-24 for the City of El Cajon is estimated to be $2,572,690.

SB 1 emphasizes the importance of accountability and transparency in the delivery of California's transportation programs. Therefore, in order to be eligible for RMRA funding, the statute requires cities and counties to provide basic annual reporting to the California Transportation Commission (CTC). Further, all projects anticipated to receive funding through RMRA need to be identified annually in an approved List of Proposed Projects and submitted to the CTC by July 1st. Projects identified on the list are required to include a description, location, schedule for completion, and the estimated useful life of the improvement.

The current List of Proposed Projects is reflected in the Resolution attached to this report, specifically in Exhibit A - RMRA 2023-24 List of Proposed Projects, and are delineated on Attachment 1 to Exhibit A - RMRA 2023-2024 Map of Proposed Projects. Upon adoption of the .!!!!_ Valley of opportunity
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attached Resolution all proposed streets included in this list will be included in the City's Capital Improvement Program Budget.

CALIFORNIA ENVIRONMENTAL QUALITY ACT:

The proposed list of projects to be funded by the RMRA Local Streets and Roads Funding Program is exempt from the California Environmental Quality Act (CEQA), pursuant to CEQA Guidelines section 15301(c). Section 15301(c) provides an exemption for street maintenance, the installation of bicycle lanes and pedestrian crossing safety improvements. None of the exemption exceptions listed under CEQA Guidelines section 15300.2 exist.

FISCAL IMPACT:

Estimated revenues from RMRA to the City of El Cajon for Fiscal Year 2023-24 are estimated to be $2,572,690.

Prepared By: Sydney Grube, Assistant Engineer
Reviewed By: Yazmin Arellano, Director of Public Works
Approved By: Graham Mitchell, City Manager
Attachments
Resolution
Exhibit A - RMRA 2023-24 List of Proposed Projects

Page 1 of 3 ends

RESOLUTION NO. -23

RESOLUTION ADOPTING A LIST OF PROJECTS
FOR FISCAL YEAR 2023-24 FUNDED BY
SB 1: THE ROAD REPAIR AND ACCOUNTABILITY ACT OF 2017

WHEREAS, Senate Bill 1 ("SB 1"), the Road Repair and Accountability Act of 2017 (Chapter 5, Statutes of 2017) was passed by the Legislature and signed into law by the Governor in April 2017 to address the significant multi -modal transportation funding shortfalls statewide; and

WHEREAS, SB 1 includes accountability and transparency provisions that will ensure the residents of the City of El Cajon are aware of the projects proposed for funding in our community and which projects have been completed each fiscal year; and

WHEREAS, the City of El Cajon must adopt by resolution a list of projects proposed to receive fiscal year funding from the Road Maintenance and Rehabilitation Account ("RMRA"), created by SB 1, which must include a description and the location of each proposed project, a proposed schedule for the project’s completion, and the estimated useful life of the improvement; and

WHEREAS, the City of El Cajon , will receive an estimated $2,572,690 in RMRA funding in Fiscal Year 2023-24 from SB 1; and

WHEREAS, this is the seventh year in which the City of El Cajon is receiving SB 1 funding, which will enable the City of El Cajon to continue essential road maintenance and rehabilitation projects, safety improvements, repairing and replacing aging bridges, and increasing access and mobility options for the traveling public that would not have otherwise been possible without SB 1; and

WHEREAS, the City of El Cajon used a Pavement Management System to develop the SB 1 project list to ensure revenues are being used on the most high-priority and cost -effective projects that also meet the communities priorities for transportation investment; and

WHEREAS, the funding from SB 1 will help the City of El Cajon maintain and rehabilitate major or arterial roads, install street preservation materials on local and collector streets, and add active transportation infrastructure throughout the City of El Cajon this year and into the future; and

WHEREAS, the 2018 California Statewide Local Streets and Roads Needs Assessment found that the City of El Cajon’s streets and roads are in a “good” condition and this revenue will help us increase the overall quality of our road system and over the next decade will keep our streets and roads in the “good” condition; and

Page 2 of 3 ends

WHEREAS, the SB 1 project list and overall investment in our local streets and roads infrastructure with a focus on basic maintenance and safety, investing in complete streets infrastructure, and using cutting -edge technology, materials and practices , will have significant positive co-benefits statewide.

NOW, THEREFORE BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF EL CAJON, STATE OF CALIFORNIA, AS FOLLOWS:

Section 1. The foregoing recitals are true and correct.

Section 2. The following previously proposed and adopted projects will be funded in-part or solely with Fiscal Year 2023-24 Road Maintenance and Rehabilitation Account revenues in their delivery. With the relisting of these projects in the adopted fiscal year resolution, the City of El Cajon is reaffirming to the public and the State our intent to fund these projects with Road Maintenance and Rehabilitation Account revenues:

1) PROJECT TITLE: Overlay 2023
PROJECT DESCRIPTION: Provides for the reconstruction and/or resurfacing of several thoroughfare, collector, and local streets using asphalt overlays.

PROJECT LOCATION:

Broadway – SR 67 to City Limit
Chase Ave. – El Cajon Blvd. to Avocado Ave.

Cuyamaca St. – Weld Blvd. to City Limit
E Main St. – Mollison Ave. to Melody Ln.

Fletcher Pkwy. – N Magnolia Ave. to SR 67

ESTIMATED PROJECT SCHEDULE: 11/23-02/24
ESTIMATED PROJECT USEFUL LIFE: 13-20 Yrs.

2) PROJECT TITLE: Slurry 2022
PROJECT DESCRIPTION: Provides for the resurfacing of various thoroughfare, collector, and local streets using slurry seals.

PROJECT LOCATION:

Avocado Ave. – E Main St. to City Limit
Ballantyne St. – E Park Ave. to E Main St.

E Main St. – N Magnolia Ave. to W.D. Hall Dr.

Fletcher Pkwy. – Cuyamaca St. to N Magnolia Ave.

Greenfield Dr. – N 3rd St. to E Main St.

N Magnolia Ave. – I-8 to E Main St.

N Marshall Ave. – Cuyamaca St. to W Bradley Ave.

S Magnolia Ave. – E Main St. to E Lexington Ave.

W Main St. – Chambers St. to S Magnolia Ave.

Page 3 of 3 ends

ESTIMATED PROJECT SCHEDULE: 01/24-03/24
ESTIMATED PROJECT USEFUL LIFE: 5-8 Yrs.

3) PROJECT TITLE: Asphalt Spot Repairs
PROJECT DESCRIPTION: Provides for asphalt spot repairs for thoroughfare, collector, and local streets in preparation for the City’s slurry seal project.

PROJECT LOCATION:

Avocado Ave. – E Main St. to City Limit
Ballantyne St. – E Park Ave. to E Main St.

E Main St. – N Magnolia Ave. to W.D. Hall Dr.

Fletcher Pkwy. – Cuyamaca St. to N Magnolia Ave.

Greenfield Dr. – N 3rd St. to E Main St.

N Magnolia Ave. – I-8 to E Main St.

N Marshall Ave. – Cuyamaca St. to W Bradley Ave.

S Magnolia Ave. – E Main St. to E Lexington Ave.

W Main St. – Chambers St. to S Magnolia Ave.

ESTIMATED PROJECT SCHEDULE: 10/23-12/23
ESTIMATED PROJECT USEFUL LIFE: 5-8 Yrs.

4) PROJECT TITLE: Madison Avenue Safety Improvements
PROJECT DESCRIPTION: Resurface different sections of Madison Avenue with either a slurry seal or asphalt overlay, install bicycle lanes and enhanced safety features at uncontrolled pedestrian crossings, and install new street lighting.

PROJECT LOCATION: Madison Avenue from North Johnson Avenue to 670 feet east of North Second Street.

ESTIMATED PROJECT SCHEDULE: 06/23-08/23
ESTIMATED PROJECT USEFUL LIFE: 7-17 yrs.

Section 3. The list of projects proposed to be benefited by the RMRA funds along with a map delineating the locations of the projects, collectively attached hereto as Exhibit "A" (the "RMRA 2023-24 List of Proposed Projects") is hereby approved.

Section 4. The Director of Public Works (the "Director"), or such person designated by the Director, is hereby authorized and directed to submit to the California Transportation Commission ("CTC") the RMRA 202 3-24 List of P roposed Projects and such other documents as may be required by the CTC.

Section 5. City of El Cajon does hereby certify that all applicable provisions of the RMRA Policy will be met.

06/13/23 CC Agenda
Reso - RMRA List of Proposed Projects FY23-24 Funded by SB1 052223 Exhibit “A”

RMRA 2023-24 List of Proposed Projects

Overlay 2023
No. Location Limits
1 Broadway SR 67 - City Limit
2 Chase Ave. El Cajon Blvd. - Avocado Ave.
3 Cuyamaca St. Weld Blvd. - City Limit
4 E Main St. Mollison Ave. - Melody Ln.
5 Fletcher Pkwy. N Magnolia Ave. - SR 67

Slurry 2022
No. Location Limits
1 Avocado Ave. E Main St. - City Limit
2 Ballantyne St. E Park Ave. - E Main St.
3 E Main St. N Magnolia Ave. - W.D. Hall Dr.
4 Fletcher Pkwy. Cuyamaca St. - N Magnolia Ave.
5 Greenfield Dr. N 3rd St. - E Main St.
6 N Magnolia Ave. I-8 - E Main St.
7 N Marshall Ave. Cuyamaca St. - W Bradley Ave.
8 S Magnolia Ave. E Main St. - E Lexington Ave.
9 W Main St. Chambers St. - S Magnolia Ave.

Asphalt Spot Repairs
No. Location Limits
1 Avocado Ave. E Main St. - City Limit
2 Ballantyne St. E Park Ave. - E Main St.
3 E Main St. N Magnolia Ave. - W.D. Hall Dr.
4 Fletcher Pkwy. Cuyamaca St. - N Magnolia Ave.
5 Greenfield Dr. N 3rd St. - E Main St.
6 N Magnolia Ave. I-8 - E Main St.
7 N Marshall Ave. Cuyamaca St. - W Bradley Ave.
8 S Magnolia Ave. E Main St. - E Lexington Ave.
9 W Main St. Chambers St. - S Magnolia Ave.

Madison Avenue Safety Improvements
No. Location Limits
1 Madison Ave. N Johnson Ave. - 670’ e/o N Second St.

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Legend
Overlay 2023
Slurry 2022 &
Asphalt Spot Repairs
Madison Avenue
Safety Improvements
Freeway
RoadCenterline
El Cajon Municipal
ATTACHMENT 1 - RMRA 2023-24 MAP OF PROPOSED PROJECTS
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City Council
Agenda Report
Agenda Item 8.

DATE: June 13, 2023
TO: Honorable Mayor and City Councilmembers
FROM: Marisol Thorn, Director of Human Resources
SUBJECT: Tentative Agreement and Adoption of Memorandum of Understanding for the El Cajon Municipal Employees' Association
RECOMMENDATION:

BACKGROUND:

Tentative agreement was reached within settlement authority for ECMEA and is identified in the documents:

Three Year Term - July 1, 2023 through June 30, 2026.

Annual salary increases of 3.5%, 3% and 3% respectively.

Market salary increases for the identified classifications.

Increase in cafeteria plan contributions effective January of each year.

Increase in uniform allowance.

Increase in tool allowance.

Increase in boot allowance.

Eliminate the longevity tier for compensation time off accruals cap.

Expand call out pay.

Add night shift differential.

Increase tuition reimbursement.

Add education incentive for the identified classifications.

Other minor operational, clean up and/or non-economic items.

The signed Memorandum of Understanding will be available in the Human Resources Department for review.
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•
• • • • •
•
•
CALIFORNIA ENVIRONMENTAL QUALITY ACT:

The proposed tentative agreement with the El Cajon Municipal Employees' Association is not a “Project” as defined under Section 15378 of the State CEQA Guidelines because it is a governmental fiscal/administrative activity which does not result in a physical change in the environment.

FISCAL IMPACT:

The tentative agreement was reached within settlement authority provided by the City Council.

Prepared By: Marisol Thorn, Director of Human Resources Reviewed By:

Approved By: Graham Mitchell, City Manager
Attachments
Resolution

ECMEA TA

MEA MOU

Page 1 of 7 ends

RESOLUTION NO. ___-23

RESOLUTION APPROVING

MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF EL CAJON AND THE
EL CAJON MUNICIPAL EMPLOYEES’ ASSOCIATION
FOR THE PERIOD OF JULY 1, 2023 THROUGH JUNE 30, 2026,

IN ACCORDANCE WITH THE MEYERS-MILIAS-BROWN ACT

WHEREAS, the City Council has approved changes in the terms and conditions of employment of employees in the classifications represented by the El Cajon Municip al Employees’ Association for the period of July 1, 2023 through June 30, 2026, as hereinafter set forth:

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF EL CAJON AS FOLLOWS:

1. The City Council hereby approves t he revised and updated Memorandum of Understanding B y and Between the City of El Cajon and the El Cajon Municipa l Employees’ Association ( "ECMEA") (the "Memorandum") containing provisions for changes in the terms and conditions of employment for fiscal years 2023 through 2026.

A summary of said Memorandum is attached hereto as Exhibit " A," and made a part hereof by this reference.

2. The City Council hereby find s that approval of the Memorandum satisfies the City's obligations regarding the Meet and Confer process in accordance with the Meyers-Milias-Brown Act (Government Code section 3500 et seq.).

06/13/23 CC Agenda
Employee Org – EC MEA MOU 052223

Page 2 of 7 ends

EXHIBIT "A"

Summary of Revised Terms and Conditions of
El Cajon Municipal Employees’ Association (ECMEA)
Memorandum of Understanding:

1. Duration: July 1, 2023 – June 30, 2026

2. Application of Increases Outside Step Increases:

Market adjustment followed by cost of living adjustment if applicable.

3. Cost of Living Adjustments:
(a) 3.5% across the board increase reflected on the first paycheck in July 2023 (b) 3.0% across the board increase reflected on the first paycheck in July 2024 (c) 3.0% across the board increase reflected on the first paycheck in July 2025

4. Market Adjustments:

Effective first paycheck in July 2023

Classification Increase %
Accounting Technician 4
Administrative Secretary 2
Assistant Planner 2
Assistant Recreation Services Supervisor 3
Associate Planner 2
Building Inspector 4
Code Compliance Officer 2
Crime Analyst 4
Customer Service Representative 4
Deputy Fire Marshal 6
Equipment Mechanic 5
Fire Inspector I 4
Fire Inspector II 4
Forensic Evidence Technician 4
Forensic Latent Print Examiner 4
GIS Technician 2
Junior Planner 6
Lead Equipment Mechanic 5
Plans Examiner 4
Police Dispatcher I 2
Police Dispatcher II 2
Police Records Supervisor 6
Police Services Officer I 2
Police Services Officer II 2
PW Crew Leader 2

Page 3 of 7 ends

Classification Increase %
PW Equipment Operator 4
Public Works Inspector 4
PW Maintenance Worker I 4
PW Maintenance Worker II 4
Recreation Services Supervisor 4
Secretary 4
Senior PW Maintenance Worker 6
Supervising Building Inspector 2
Supervising Police Dispatcher 2

Effective first paycheck in July 2024

Classification Increase %
Accounting Technician 3
Building Inspector 3
Crime Analyst 3
Customer Service Representative 3
Deputy Fire Marshal 6
Equipment Mechanic 3
Fire Inspector I 4
Fire Inspector II 4
Forensic Evidence Technician 3
Junior Planner 6
Lead Equipment Mechanic 5
Plans Examiner 3
Police Records Supervisor 6
Recreation Services Supervisor 3
Secretary 3
Senior PW Maintenance Worker 6

5. Cafeteria Plan Increase:

Effective Date Existing and New Employees
January 1, 2024 Cafeteria: $1,450
January 1, 2025 Cafeteria: $1,550
January 1, 2026 Cafeteria: $1,700

6. Standby Compensation:

Article 4, Section E (2)

Forensic Evidence Technicians = 16 hours vacation/week + 4 hours/holiday

Page 4 of 7 ends

7. Sick Leave Conversion:

Article 7, Section C

Any EMPLOYEE who has taken 40 hours sick leave or less during the calendar year ending December 30 of each year shall be entitled to either convert up to 60 hours of unused sick leave to vacation or receive a cash payment for up to 24 hours, based upon the current compensation rate on an hour-for-hour basis. In no event may an EMPLOYEE select a combination of two options or reduce the accumulated sick leave balance below 192 hours. No prorations shall be made for EMPLOYEES terminating on or before December 30 of the calendar year.

8. Compensation Time Accrual:

Article 4, Section A

Remove the "seniority" tier and modify language to read: "EMPLOYEES covered by this MOU shall be paid for overtime in either cash or compensatory time off at a time and one- half rate at the EMPLOYEE'S option. Employees shall only accumulate up 80 hours of compensatory time off."

9. Uniform Allowance:

Article 5, Section A

Classification Amount (second check in July)
Police Services Officers $600/annual
Fire inspectors and Deputy Fire Marshal $1,000/annual
Full/3/4 Time Recreation Staff $100/annual

10. Tool Allowance:

Article 5, Section B

Paid in the second check in July, $600 annually

11. Boot Allowance:

Article 5, Section C

Paid in the second check in July, $200 annually. Amend language to include, "…and any employee that is required to do field work as part of their usual and customary duties."

12. Call Out Pay:

Article 4, Section D

Call-out Overtime 1. "Call-out" overtime shall be considered overtime for which the employee did not have at least 48 hours advance notice. 2. Call-out compensation for represented classifications shall be paid at the time and one-half rate including one-half hour travel time before and one-half hour travel time after the actual work assignment begins and ends. 3. In those instances where the call -out continues

Page 5 of 7 ends

into the regularly scheduled shift, only the half hour prior to the call -out will be credited. 4. EMPLOYEES called back to work (includes EMPLOYEES on Standby Assignment) outside their normal work shift hours, shall be paid a minimum of two (2) hours at the EMPLOYEE'S overtime rate for such call -out, to include the one- half hour of travel time before and one-half hour of travel time after the actual work assignment begins and ends.

13. Night Shift Differential:

Add new section for night differential, 5% for the following classifications: PS Communications Operators, Police Dispatcher I, Police Dispatcher II and Supervising Police Dispatcher

14. Tuition Reimbursement:

Article 5, Section E

$1,500/year

15. Education Incentive:

Add a 2.5% educational incentive for bachelor 's degree related to held position.

Incentive is not cumulative and capped at 5%. Eligible classifications:

Page 6 of 7 ends

Sr. Buyer
Sr. Engineering Tech
Sr. Public Works Maintenance Worker
Supervising Building Inspector
Supervising Police Dispatcher

Education Incentive (continued):

Add a 5% educational incentive for m aster's degree directly related to held position. Incentive is not cumulative and capped at 5%. Eligible classifications:

Classification
Assistant Planner
Assistant Recreation Services Supervisor
Associate Planner
Crime Analyst
Deputy Fire Marshal
Forensic Evidence Technician
Forensic Latent Print Examiner
Junior Planner
Recreation Services Supervisor
Supervising Building Inspector
Supervising Police Dispatcher

16. PERS 2w Death Benefit:

The City agrees to research this death benefit outside and post negotiations for all City employees and will come back to MEA with a recommendation after research is complete. Recommendation will be provided to MEA no later than December 15, 2023.

17. Bereavement Leave:

Update language in MOU to read: "All employees covered under this memorandum of agreement shall be entitled to the bereavement leave of absence and employment rights and privileges provided by state and federal laws and regulations. Up to three regularly scheduled working days will be paid by the City, as bereavement leave, to EMPLOYEES in order to discharge the customary obligations arising from the death of a relative as defined by the state. Employees may also request the use of an additional two regularly scheduled working days to be charged to sick or vacation leave accruals. The designated representative must approve requests for such leave and documentation, as defined by the state, requested within 30 days of the leave."

18. Limited Salary Re-Opener:

This LIMITED salary re- opener solely applies to the Public Safety Police

Page 7 of 7 ends

Dispatcher, Supervising Police Dispatcher, Forensic Evidence Technician, and Forensic Latent Print Examiner classifications. If at any time during this agreement the City, or MEA, determine they are unable to recruit or retain employees in these classifications, the parties agree to re- open this contract to solely discuss hourly wages of the aforementioned classifications.

Duration:

City of El Cajon Tentative Agreement
El Cajon Municipal Employees Association
May 18, 2023
July 1, 2023 to June 30, 2026
Application of Increases outside Step Increases:

Market adjustment followed by cost of living adjustment if applicable.

Cost of Living Adjustments:

3.5% across the board increase reflected on the first paycheck in July 2023 3% across the board increase reflected on the first paycheck in July 2024 3% across the board increase reflected on the first paycheck in July 2025 Market Adjustments:

Effective first paycheck in July 2023
Classification Increase%
Accounting Technician 4
Administrative Secretary 2
Assistant Planner 2
Assistant Recreation Services Supervisor 3
Associate Planner 2
BuildinQ Inspector 4
Code Compliance Officer 2
Crime Analyst 4
Customer Service Representative 4
Deputy Fire Marshal 6
Equipment Mechanic 5
Fire Inspector I 4
Fire Inspector II 4
Forensic Evidence Technician 4
Forensic Latent Print Examiner 4
GIS Technician 2
Junior Planner 6
Lead Equipment Mechanic 5
Plans Examiner 4
City of El Cajon Tentative Agreement
El Cajon Municipal Employees Association
May 18, 2023
Market Adjustments (Continued)
Effective first paycheck in July 2023
Classification
Police Dispatcher I
Police Dispatcher II
Police Records Supervisor
Police Services Officer I
Police Services Officer 11
PW Crew Leader
PW Equipment Operator
Public Works Inspector
PW Maintenance Worker I
PW Maintenance Worker II
Recreation Services Supervisor
Secretary
Senior PW Maintenance Worker
Supervising Building Inspector
Supervising Police Dispatcher
Effective first paycheck in July 2024
Classification
Accounting Technician
Building Inspector
Crime Analyst
Customer Service Representative
Deputy Fire Marshal
Equipment Mechanic
Fire Inspector I
Fire Inspector II
Forensic Evidence Technician
Junior Planner
Lead Eauipment Mechanic
Plans Examiner
Police Records Supervisor
Recreation Services Supervisor
Secretary
Senior PW Maintenance Worker
Increase%
2 2
6 2
2 2
4 4
4 4
4 4
6 2
2 Increase%
3 3
3 3
6 3
4 4
3 6
5 3
6 3
3 6
City of El Cajon Tentative Agreement
El Cajon Municipal Employees Association
May 18, 2023
Cafeteria
Effective Date
January 1, 2024
January 1, 2025
January 1, 2026
Standby Compensation
Article 4, Section E (2)
Existing and New Employees
Cafeteria: $1,450
Cafeteria: $1,550
Cafeteria: $1,700
Forensic Evidence Technicians= 16 hours vacation/week+ 4 hours/holiday Sick Leave Conversion
Article 7, Section C
Any EMPLOYEE who has taken 40 hours sick leave or less during the calendar year ending December 30 of each year shall be entitled to either convert up to 60 hours of unused sick leave to vacation or receive a cash payment for up to 24 hours, based upon the current compensation rate on an hour-for-hour basis. In no event may an EMPLOYEE select a combination of two options or reduce the accumulated sick leave balance below 192 hours. No prorations shall be made for EMPLOYEES terminating on or before December 30 of the calendar year.

Comp Time Accrual
Article 4, Section A
Remove the "seniority" tier and modify language to read ... EMPLOYEES covered by this MOU shall be paid for overtime in either cash or compensatory time off at a time and one-half rate at the EMPLOYEE'S option. Employees shall only accumulate up 80 hours of compensatory time off.

Uniform Allowance:

Article 5, Section A
Classification Amount (second check in July)
Police Services Officers $600/annual
Fire inspectors and Deputy Fire Marshal $1,000/annual
Full/3/4 Time Recreation Staff $100/annual
Tool Allowance:

Article 5, Section B
City of El Cajon Tentative Agreement
El Cajon Municipal Employees Association
May 18, 2023
Paid in the second check in July, $600 annually
Boot Allowance:

Article 5, Section C
Paid in the second check in July, $200 annually. Amend language to include, " ... and any employee that is required to do field work as part of their usual and customary duties".

Call Out Pay:

Article 4, Section D
Call-out Overtime 1. "Call-out" overtime shall be considered overtime for which the employee did not have at least 48 hours advance notice. 2. Call-out compensation for represented classifications shall be paid at the time and one-half rate including one-half hour travel time before and one-half hour travel time after the actual work assignment begins and ends. 3. In those instances where the call-out continues into the regularly scheduled shift, only the half hour prior to the call-out will be credited. 4. EMPLOYEES called back to work (includes EMPLOYEES on Standby Assignment) outside their normal work shift hours, shall be paid a minimum of two (2) hours at the EMPLOYEE'S overtime rate for such call-out, to include the one-half hour of travel time before and one-half hour of travel time after the actual work assignment begins and ends.

Night Shift Differential:

Add new section for night differential, 5% for the following classifications: PS Communications Operators, Police Dispatcher I, Police Dispatcher II and Supervising Police Dispatcher
Tuition Reimbursement:

Article 5, Section E
$1,500/year
City of El Cajon Tentative Agreement
El Cajon Municipal Employees Association
May 18, 2023
Education Incentive:

Add a 2.5% educational incentive for bachelors degree related to held position .

Incentive is not cumulative and capped at 5%. Eligible classifications:

Classification
Accounting Technician
Building Inspector
Buyer
Code Compliance Officer
Crime Analyst
Deputy Fire Marshal
Fire Inspector I
Fire Inspector II
Forensic Evidence Technician
Forensic Latent Print Examiner
GIS Technician
Plans Examiner
Police Dispatcher I
Police Dispatcher II
Police Records Supervisor
Police Services Officer I
Police Services Officer II
Project Assistant
Public Works Crew Leader
Public Works Inspector
Sr. Building Inspector
Sr. Buyer
Sr. Engineering Tech
Sr. Public Works Maintenance Worker
Supervisin~ Building Inspector
Supervisin~ Police Dispatcher
City of El Cajon Tentative Agreement
El Cajon Municipal Employees Association
May 18, 2023
Education Incentive (continued):

Add a 5% educational incentive for masters degree directly related to held position.

Incentive is not cumulative and capped at 5%. Eligible classifications:

The City agrees to research this death benefit outside and post negotiations for all City employees and will come back to MEA with a recommendation after research is complete . Recommendation will be provided to MEA no later than December 15, 2023.

Bereavement Leave:

Update language in MOU to read: All employees covered under this memorandum of agreement shall be entitled to the bereavement leave of absence and employment rights and privileges provided by state and federal laws and regulations. Up to three regularly scheduled working days will be paid by the City, as bereavement leave, to EMPLOYEES in order to discharge the customary obligations arising from the death of a relative as defined by the state. Employees may also request the use of an additional two regularly scheduled working days to be charged to sick or vacation leave accruals.

The designated representative must approve requests for such leave and documentation, as defined by the state, requested within 30 days of the leave.

City of El Cajon Tentative Agreement
El Cajon Municipal Employees Association
May 18, 2023
Limited Salary Re-Opener:

This LIMITED salary re-opener solely applies to the Public Safety Police Dispatcher, Supervising Police Dispatcher, Forensic Evidence Technician, and Forensic Latent Print Examiner classifications. If at any time during this agreement the City, or MEA, determine they are unable to recruit or retain employees in these classifications, the parties agree to re-open this contract to solely discuss hourly wages of the aforementioned classifications.
arkinson - President - ECMEA
Mitchell - City Manager
Clay Schoen - Director of Finance
~ - ~ --
Marisol Thorn - Director of Human Resources

MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF EL CAJON
AND
EL CAJON MUNICIPAL EMPLOYEES’ ASSOCIATION
(MEA)
2023-2026

The Valley of Opportunity
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:,,Porate6.
i

MEMORANDUM OF UNDERSTANDING

CITY OF EL CAJON
AND
MUNICIPAL EMPLOYEES’ ASSOCIATION

TABLE OF CONTENTS
Page
ARTICLE 1
INTENT
Intent ................................................................................................................................................ 1

ARTICLE 2

RECOGNITION
Recognition ..................................................................................................................................... 1

ARTICLE 3

COMPENSATION
Section A - Salary ........................................................................................................................... 2 Section B - Salary Survey Benchmark Classifications ................................................................... 3 Section C - Progression for Merit Step Increases ........................................................................... 3 Section D - Application of the Compensation Schedule ................................................................ 4 Section E - Step Y ............................................................................................................................ 4 Section F - Promotion to Another Class ......................................................................................... 4 Section G - Pay Increases Other Than Advancement and Promotion ............................................ 4 Section H - Transfer to Assignment Within the Classification ....................................................... 5 Section I - Voluntary Demotion....................................................................................................... 5 Section J - Inequitable Compensation ............................................................................................ 5 Section K - Paydays/Early Paychecks ............................................................................................. 5 Section L - Workday/Workweek Hours and Work Schedule .......................................................... 5 Section M - Call-in Procedures ........................................................................................................ 6

ARTICLE 4

PREMIUM PAY
Section A - Overtime ....................................................................................................................... 6 Section B - Scheduled Overtime ...................................................................................................... 7 Section C - Holdover Overtime ....................................................................................................... 7 Section D - Call-out Overtime ......................................................................................................... 7 Section E - Stand-by Time ............................................................................................................... 7 Section F - Temporary Upgrade ...................................................................................................... 8 Section G - Shift Differential - Special Assignment ........................................................................ 8 Section H - Night Shift Differential ................................................................................................ 8 Section I - Bilingual Pay .................................................................................................................. 9 Section J - Court Time ..................................................................................................................... 9 ii

Section K - Sweeper Operator Night Shift Pay ............................................................................... 9 Section L - Pest Control Advisor Pay .............................................................................................. 9 Section M - Notary Public Pay ........................................................................................................ 9 Section N - HVAC Certification Pay ............................................................................................. 10 Section O - Training Officer Incentive Pay ................................................................................... 10

ARTICLE 5

PERQUISITES
Section A - Uniform Allowance .................................................................................................... 10 Section B - Tool Allowance .......................................................................................................... 11 Section C - Boot Allowance .......................................................................................................... 11 Section D - Travel Reimbursement ............................................................................................... 11 Section E - Tuition and Book Reimbursement .............................................................................. 11 Section F - Deferred Compensation............................................................................................... 12 Section G - State Disability Insurance (SDI) Integration .............................................................. 12 Section H - Reimbursement of Expenses in Obtaining Required Licenses ................................... 12 Section I - Repair or Replacement of Employee's Clothing or Other Personal Articles ............... 13 Section J - Telecommuting ............................................................................................................ 13 Section K - Typing Certificates ..................................................................................................... 13 Section L - Educational Incentive .................................................................................................. 14 ARTICLE 6

HEALTH AND WELFARE
Section A - Medical Insurance....................................................................................................... 14 Section B - Dental Insurance ......................................................................................................... 14 Section C - Life and Accidental Death & Dismemberment Insurance .......................................... 14 Section D - Cafeteria Benefit Plan ................................................................................................. 15 Section E - Retirement System (CalPERS) ................................................................................... 16 ARTICLE 7

LEAVES - TIME OFF
Section A - Vacation ...................................................................................................................... 17 Section B - Holidays ...................................................................................................................... 18 Section C - Sick Leave (Sick, Maternity, Compulsory, Family, Bereavement), etc. .................... 20 Bereavement Leave .......................................................................................................... 22 Compulsory Sick Leave .................................................................................................... 22 Pregnancy Disability Leave .............................................................................................. 22 Family Care and/or Medical Leave .................................................................................. 23 Section D - Military Leave ............................................................................................................ 24 Section E - Jury/Witness Leave ..................................................................................................... 24 Section F - Leave of Absence Without Pay ................................................................................... 24 Section G - Workers' Compensation Leave ................................................................................... 24 iii

Section H - Catastrophic Leave ..................................................................................................... 24 Section I - Voluntary Time Off...................................................................................................... 25 ARTICLE 8
LAYOFF
Section A - Purpose ....................................................................................................................... 26 Section B - Determination ............................................................................................................. 26 Section C - Reduction in Force – Demotion .................................................................................. 26 Section D - Order of Reduction in Force ....................................................................................... 26 Section E - Order of Layoff/Demotion - Identical Seniority ......................................................... 26 Section F - Order/Method of Demotion/Reduction in Force – Bumping ...................................... 26 Section G - Reinstatement of Demoted Employees ....................................................................... 27 Section H - Reemployment of Laid Off Employees ...................................................................... 27 Section I - Duration of Reinstatement/Reemployment List ........................................................... 27 Section J - Restoration of Benefits ................................................................................................ 27 Section K - Quarterly Performance Reports .................................................................................. 28 Section L - Payoff of Accruals Upon Layoff ................................................................................. 28 Section M - Retirement Contribution ............................................................................................ 28 Section N - Non-discrimination in Reduction in Force ................................................................. 28

ARTICLE 9

GRIEVANCE PROCEDURE
Section A - Purpose ....................................................................................................................... 28 Section B - Reviewable Grievances ............................................................................................... 28 Section C - Non-reviewable Grievances ........................................................................................ 29 Section D - Informal Grievance Procedure .................................................................................... 29 Section E - Special Provisions of Formal Procedure ..................................................................... 29 Section F - Formal Grievance Procedure Steps ............................................................................. 30 Section G - Disciplinary Procedure ............................................................................................... 31

ARTICLE 10

SUGGESTION AWARD PROGRAM
Section A - Purpose ....................................................................................................................... 32 Section B - Suggestion Award Program ........................................................................................ 32

ARTICLE 11

OUTSIDE EMPLOYMENT
Section A - General Statement....................................................................................................... 32 Section B - Outside Employment Forms ....................................................................................... 32

ARTICLE 12

EMPLOYEE RIGHTS
Employee Rights ............................................................................................................................ 32

ARTICLE 13

CITY RIGHTS
City Rights ..................................................................................................................................... 32 Drug-free Workplace Act of 1988 ................................................................................................. 33 Driver's License Checks ................................................................................................................ 33

ARTICLE 14

ASSOCIATION RIGHTS
Association Rights ......................................................................................................................... 33 Safety Committee Representation ................................................................................................. 33

ARTICLE 15

MODIFIED DUTY
Modified Duty ............................................................................................................................... 33

ARTICLE 16

EMPLOYEE ASSISTANCE PROGRAM
Employee Assistance Program ...................................................................................................... 34

ARTICLE 17

INDIVIDUAL PERSONNEL FILES
Section A - Traffic Accidents ........................................................................................................ 34 Section B - Disciplinary Actions ................................................................................................... 34

ARTICLE 18

LIMITED-TERM EMPLOYEES / CONTRACTING OUT
Limited-Term Employees / Contracting Out ................................................................................. 34

ARTICLE 19

MAINTENANCE OF BENEFITS
Maintenance of Benefits ................................................................................................................ 35

ARTICLE 20

CURRENT PRACTICES
Current Practices ............................................................................................................................ 35

ARTICLE 21

AGENCY SECURITY
Agency Security............................................................................................................................. 35

ARTICLE 22

FEDERAL - STATE LAWS
Federal - State Laws ...................................................................................................................... 35 Americans With Disabilities Act (ADA) ....................................................................................... 36

ARTICLE 23

NON-DISCRIMINATION
Non-Discrimination ....................................................................................................................... 36

ARTICLE 24

TERM AND IMPLEMENTATION
Term and Implementation .............................................................................................................. 36

ARTICLE 25

SALARY RE-OPENER
Salary Re-opener ........................................................................................................................... 36

ARTICLE 26

RENEGOTIATION
Renegotiation ................................................................................................................................. 36

Signature Page ............................................................................................................................... 37

Attachment A – Salary Schedules ................................................................................................. 38

1 ARTICLE 1 - INTENT

(EMPLOYER-EMPLOYEE RELATIONS PROCEDURE, SECTION 2, MMBA)

Pursuant to the provisions of the Meyers-Milias-Brown Act and the Employer Employee Relations Procedure of the City of El Cajon, this Memorandum of Understanding, hereinafter referred to as an "MOU," is entered into by the City of El Cajon, hereinafter referred to as the “City,” and the El Cajon Municipal Employees' Association, hereinafter referred to as the "ECMEA", to be in effect through June 30, 2026.

The purpose of this MOU is to provide orderly procedures for the adminis tration of employer -employee relations between the City and the ECMEA for the establishment of fair and reasonable wages, hours and other conditions of employment for EMPLOYEES of the City and for the peaceful and equitable resolution of disputes arising thereof.

This MOU has been reached through the process of "Meet and Confer" with the objective of fostering effective cooperation between the City and its EMPLOYEES.

ARTICLE 2 - RECOGNITION

The ECMEA is recognized as the majority representative for EMPLO YEES in the classifications listed below, excluding EMPLOYEES designated as confidential, and hereinafter referred to as "EMPLOYEE(S)":

Accounting Technician
Administrative Secretary (excluding Administrative
Secretary in the City Manager’s Office, Human
Resources Department, and Police Chief
Administration)
Assistant Parks and Recreation Supervisor
Assistant Planner
Associate Planner
Building Inspector
Buyer
Code Compliance Officer
Crime Analyst
Customer Service Representative
Deputy Fire Marshal
Equipment Mechanic
Facilities Technician
Fire Inspector I/II
Fleet Specialist
Forensic Evidence Technician
Forensic Latent Print Examiner
Geographic Information Systems Technician
Junior Planner
Lead Equipment Mechanic
Lead Facilities Technician
Parking Enforcement Officer
Parks and Recreation Supervisor
Plans Examiner
Police Dispatcher I/II
Police Records Specialist
Police Records Supervisor
Police Services Officer I/II
Project Assistant
Property Clerk
Public Safety Communications Operator (Terminal
Classification)
Public Works Crew Leader
Public Works Equipment Operator
Public Works Inspector
Public Works Maintenance Worker I/II
Secretary
Senior Building Inspector
Senior Buyer
Senior Engineering Technician
Senior Public Works Maintenance Worker
Supervising Building Inspector
Supervising Engineering Technician
Supervising Police Dispatcher

2 ARTICLE 3 - COMPENSATION

SECTION A. Salary

EMPLOYEES shall receive the following salary increase to be reflected in the salary schedules of each classification.

Increases will be applied as follows:

1. Merit Increases (if applicable)

2. Market Adjustment (if applicable)

3. Cost of Living Increases
Market Adjustments:

Effective the first paycheck in July 2023, the following classifications will receive a market adjustment:

Accounting Technician 4%
Administrative Secretary 2%
Assistant Parks and Recreation
Supervisor 3%
Assistant Planner 2%
Associate Planner 2%
Building Inspector 4%
Code Compliance Officer 2%
Crime Analyst 4%
Customer Service Representative 4%
Deputy Fire Marshal 6%
Equipment Mechanic 5%
Fire Inspector I 4%
Fire Inspector II 4%
Forensic Evidence Technician 4%
Forensic Latent Print Examiner 4%
GIS Technician 2%
Junior Planner 6%
Lead Equipment Mechanic 5%
Parks and Recreation Supervisor 4%
Plans Examiner 4%
Police Dispatcher I 2%
Police Dispatcher II 2%
Police Records Supervisor 6%
Police Services Officer I 2%
Police Services Officer II 2%
PW Crew Leader 2%
PW Equipment Operator 4%
Public Works Inspector 4%
PW Maintenance Worker I 4%
PW Maintenance Worker II 4%
Secretary 4%
Senior PW Maintenance Worker 6%
Supervising Building Inspector 2%
Supervising Police Dispatcher 2%
Effective the first paycheck in July 2024, the following classifications will receive a market adjustment:

Accounting Technician 3%
Building Inspector 3%
Crime Analyst 3%
Customer Service Representative 3%
Deputy Fire Marshal 6%
Equipment Mechanic 3%
Fire Inspector I 4%
Fire Inspector II 4%
Forensic Evidence Technician 3%
Junior Planner 6%
Lead Equipment Mechanic 5%
Plans Examiner 3%
Police Records Supervisor 6%
Parks and Recreation Supervisor 3%
Secretary 3%
Senior PW Maintenance Worker 6%
3 Cost of Living Adjustments:

Reflected on the first paycheck in July 2023: 3.5% salary increase to all represented classifications Reflected on the first paycheck in July 2024: 3% salary increase to all represented classifications Reflected on the first paycheck in July 2025: 3% salary increase to all represented classifications The new salaries for represented classifications are set forth in Attachment ‘A’ to the MOU.

SECTION B. Salary Survey Benchmark Classifications

The following Classifications are agreed upon survey benchmark classifications.

Accounting Technician
Administrative Secretary
Assistant Planner
Building Inspector
Buyer
Engineering Technician
Equipment Mechanic
Facilities Technician
Parks and Recreation Supervisor
Police Dispatcher
Police Services Officer I
Public Works Maintenance Worker II
Public Works Equipment Operator
Secretary

SECTION C. Progression for Merit Step Increases

The five-step, three and one-half year, twelve month probation compensation plan is implemented as follows:

Salary Review:

STEP A B C D E
Salary Review
Periods Hire step After
6 months
After
1 year
After
1 year
After
1 year

Probation Review: After 1 year of service: normally mid-point between Step B and Step C.

Advancement to Step B is an incentive adjustment to encourage EMPLOYEES to improve their work. EMPLOYEES shall be made eligible for this adjustment if they were appointed to Step A and if they have completed six months satisfactory service in Step A.

Steps C, D and E are provided for EMPLOYEES who are fully qualified, experienced and ordinarily conscientious in their work, therefore; upon completion of at least one year of service in step B, C, or D, an EMPLOYEE may be advanced to the next highest step.

4 SECTION D. Application of the Compensation Schedule

The salary range as set forth for each classification shall be applied in accordance with the following:

1. New Appointments

The minimum step for the class shall generally apply to EMPLOYEES upon original appointment. When circumstances warrant it, however, an original appointment or reinstatement may be made at a step other than the minimum. However, all regular EMPLOYEES in the class who are being paid at a step lower than that prescribed for a new appointment may have their compensation raised to equal that being prescribed for a new appointment. The City Manager will decide each case based in part on the experience and training of each EMPLOYEE involved and according to the needs of the City.

2. Advancement Provisions

No salary adjustment shall be made so as to exceed any maximum step established in the salary range for the class to which the advanced EMPLOYEE'S position is allocated. Advancement shall not be automatic, but shall depend upon increased service value of EMPLOYEES to the City as exemplified by the recommendations of their department director, length of service, performance record, special training undertaken, or other pertinent evidence within the advancement policy established by the compensation schedule. The advancement of an EMPLOYEE is one in which actual merit and not time alone governs.

EMPLOYEES shall be recommended for step increases only when they clearly deserve advancement as indicated by at least a competent rating on their last performance evaluation, and not simply according to the lapse of a time period. Department directors shall attempt to ensure timely return of performance reports to the Human Resources Department.

SECTION E. Step Y

Step Y of the salary range in any class is defined as any rate of pay in excess of the maximum step prescribed for a class. EMPLOYEES at the Y step shall retain the same rate of pay they were receiving immediately prior to being assigned to the Y step. EMPLOYEES may be assigned to step Y if they are reclassified from a class or position in which they acquired regular status to a class or position with a lower salary maximum than their present position, or they may have their salary reduced, whichever, in the opinion of the City Manager, meets the needs of the City.

EMPLOYEES with regular status may appeal a salary reduction to the Personnel Commission.

SECTION F. Promotion to Another Class

Upon promotion, EMPLOYEES shall receive a five per cent increase in pay, subject to the following conditions: the position held by the EMPLOYEE immediately prior to the promotion must have been held under a regular or probationary appointment. EMPLOYEES s hall be paid at a rate which is at least as high as they would receive if they were entering the classified service in the class to which they are promoted. No EMPLOYEES who are receiving compensation at the Y step immediately prior to promotion shall hav e their salary reduced by reason of such promotion.

SECTION G. Pay Increases Other Than Advancement and Promotion

The provision governing the granting of pay increases specified in Article 3, Section D.2. shall apply to all pay increases as well as advancements.

5 SECTION H. Transfer to Assignment Within the Classification

When a transfer of assignment is made within a given classification, there shall be no salary increase or decrease because of such transfer.

SECTION I. Voluntary Demotion

An EMPLOYEE may request a voluntary demotion to any position in the City for which they are qualified, including positions represented by other employee associations. Any EMPLOYEE not represented by ECMEA, may similarly demote to a position covered by this MOU for which they are qualified, subject to approval of the City Manager.

Such a voluntary demotion shall require the recommendation of the EMPLOYEE'S department director and the approval of the City Manager. An EMPLOYEE taking such a voluntary demotion shall be placed in the appropriate salary range of the classification to which the EMPLOYEE is taking the voluntary demotion. Voluntary demotions shall not result in salary increases.

SECTION J. Inequitable Compensation

If the application of the provisions of this section results in compensating EMPLOYEES at an inequitably low rate compared to other EMPLOYEES in the same class or within a similar classification, the City Manager may raise such salary to the step deemed most equitable. Such action shall not be contrary to the general intent and spirit of this Article. If a disagreement arises between a petitioning party and the City Manager as to whether an inequity exists or not, the petitioning party may use the normal appeal and/or grievance channels made available by these Articles.

SECTION K. Paydays/Early Paychecks

1. Paydays

The City's regular payday shall be every other Friday. City will make all reasonable efforts to deliver paychecks by 11:00 a.m. on paydays. In no event shall paychecks be delivered later than 11:00 a.m. of the Friday payday except due to an emergency beyond the control of the City. In the event of unforeseeable delays, delivery of paychecks will be made as expeditiously as possible.

2. Early Paychecks

The City will attemp t to deliver the bi -weekly paychecks by the end of an EMPLOYEE’S shift when the EMPLOYEE works a shift ending after 5:00 p.m. on the Thursday preceding the normal Friday payday.

SECTION L. Workday/Workweek Hours and Work Schedule

The City maintains a 9/80 work schedule for most City departments. City Hall’s regular hours will be Monday through Thursday, 7:30 a.m. to 5:00p.m., alternate (“non -dark”) Fridays, 8:00 a.m. to 5:00 p.m., and City Hall is closed to the public (i.e. “dark”) on alternate Fridays. City Hall Hours are established by the City Manager. The bi- weekly pay period is normally eighty (80) hours.

At the discretion of the department director and based on the operational needs of the City, some employees may be required to work every Friday. In this case, the employees will be assigned other days off (e.g., Mondays) in alternate weeks. At the discretion of the department director and based on the operational needs of the City, some employees may be required to work times (i.e., hours) other than those described above for City Hall (e.g., Public Works Yard, Recreation Centers and Fleet Shop).

6 1. Workday

a. Miscellaneous EMPLOYEES

The standard work day , if not on an alternate work schedule, shall consist of ten (10) consecutive hours, interrupted by two (2) fifteen minute rest breaks and a one (1) hour lunch break. The lunch break is considered the EMPLOYEE'S own time. Some departments schedule a nine and one-half (9-1/2) consecutive hour workday in which case the lunch break would be thirty minutes with two (2) fifteen minute breaks. The lunch break is considered the EMPLOYEE'S own time.

Recreation EMPLOYEES have a workday which consists of eight (8) consecutive hours interrupted by two (2) fifteen minute breaks.

b. Non-sworn Police Assignments

The workday normally shall consist of nine and one -half (9-1/2) consecutive hours, interrupted by two (2) fifteen minute rest breaks and a thirty minute lunch break. The lunch break is considered the EMPLOYEE'S own time.

2. Where mutually agreeable to the department director and employee, the City Manager may authorize a regularly scheduled reduced work week for individual regular, full time employees. Such employee must work at least 20 hours per week. Salary, cafeteria allowance, holiday pay, sick leave, and vacation shall be pro-rated based on actual hours worked. Overtime shall be paid in accordance with Article 4 - Premium Pay, Section A “Overtime.”

3. The City will continue to schedule EMPLOYEES in order to meet the needs of the citizens for services.

Temperature and seasonal changes may require that EMPLOYEES' schedules be adjusted in the interest of health and safety.

EMPLOYEES may be required to change or adjust shifts with 48 hours’ notice due to special assignments or health and safety issues. Shifts shall not be altered to avoid the payment of overtime.

Modified work schedules on a limited basis may occur if mutually agreeable to the EMPLOY EE and City management to accommodate EMPLOYEE needs or assist in provision of City services.

SECTION M. Call-in Procedures

Departments may establish reasonable call -in procedures for EMPLOYEES to report their absence or delayed attendance at work. No call-in procedure shall require that an EMPLOYEE call in earlier than one hour prior to the EMPLOYEE'S scheduled start time. A voicemail box shall be available in the operating department for such calls where an EMPLOYEE'S supervisor is not available or on duty during the time the EMPLOYEE must call in.

ARTICLE 4 - PREMIUM PAY

SECTION A. Overtime

1. General

Overtime worked beyond forty (40) hours per seven-day work period shall be at the rate of time and one - half and shall be paid in either cash or compensatory time off for classifications represented by the ECMEA.

All paid leaves, i.e., holiday pay, sick or vacation leaves, shall be considered hours worked.

The overtime service must be for work definitely ordered or approved by the City Manager or designee.

7 The smallest unit of time worked to be credited as overtime shall be as set forth in the Fair Labor Standards Act (FLSA) as amended.

2. Overtime Rate

Overtime shall be computed at the rate of one and a half times the EMPLOYEE'S normal hourly compensation.

3. Compensatory Time

EMPLOYEES covered by this MOU shall be paid for overtime in either cash or compensatory time off at a time and one -half rate at the EMPLOYEE'S option. Employees shall only accumulate up to 80 hours of compensatory time off.

SECTION B. Scheduled Overtime

1. Overtime shall be considered "scheduled" if the employee receives notice at least 48 hours in advance.

2. If the overtime is scheduled within the same day as a regular shift and there is at least one hour break between the overtime and regular shift, one half hour of travel time before and one half hour after the actual hours worked will be paid at the overtime rate.

3. If the scheduled overtime does not occur within the same day as a regular shift, no travel time shall be paid.

SECTION C. Holdover Overtime

1. "Holdover" overtime shall be considered as more than a quarter of an hour worked at the end of a regular shift with less than one hour break in between. All holdover overtime shall be paid at the time and one-half rate in ten minute increments.

2. No travel time shall be paid.

SECTION D. Call-out Overtime

1. "Call-out" overtime shall be considered overtime for which the employee did not have at least 48 hours advance notice.

2. Call-out compensation for represented classifications shall be paid at the time and one -half rate including one-half hour travel time before and one -half hour travel time after the actual work assignment begins and ends.

3. In those instances where the call-out continues into the regularly scheduled shift, only the half hour prior to the call-out will be credited.

4. EMPLOYEES called back to work (includes EMPLOYEES on Standby Assignment) outside their normal work shift hours, shall be paid a minimum of two (2) hours at the EMPLOYEE'S overtime rate for such call- out, to include the one-half hour of travel time before and one-half hour of travel time after the actual work assignment begins and ends.

SECTION E. Standby Time

1. Standby time shall be compensated at the rate of eight (8) hours of vacation in -lieu for the week of assignment. For each holiday occurring during the assigned week, Saturdays and Sundays excluded, an additional four (4) hours of vacation in-lieu shall be credited to the EMPLOYEE.

8 2. For those EMPLOYEES in the Street and Sanitation Division of the Public Works Department and Forensic Evidence Technicians assigned standby duties, sixteen (16) hours vacation for each seven-day week to which they are assigned standby duties shall be credited to their vacation balance. If a holiday occurs during the assigned week, four (4) additional hours of vacation will be credited to the EMPLOYEE'S vacation balance.

3. EMPLOYEES who have been designated as "standby" staff and who are required to respond to work outside of their regular shift, shall be compensated at the overtime rate for hours actually worked.

SECTION F. Temporary Upgrade

1. If an EMPLOYEE is temporarily assigned a higher position by his/her supervisor and it is approved by the City Manager, then the EMPLOYEE shall be granted a temporary advancement equivalent to the greater of 5% or "A" Step of the range to which the EMPLOYEE would be in if promoted to the position. This pay shall be for the period in excess of 80 cumul ative hours per calendar year during which an EMPLOYEE is required to perform the duties of the higher position.

At the conclusion of such assignment, the EMPLOYEE'S salary shall be reduced to the normal rate prescribed for the EMPLOYEE'S classification. Acting status which exceeds six months requires additional City Manager approval.

2. Public Safety Communications Operators working as Police Dispatchers for at least four (4) continuous hours in a single shift shall receive a 10% differential for all tim e worked over four hours as a Police Dispatcher during that shift. Public Safety Communications Operators working as Dispatchers for an entire shift shall receive a 10% differential from the first hour.

3. A Police Dispatcher temporarily assigned by his/her supervisor to work as a Supervising Police Dispatcher shall be granted a temporary salary increase equivalent to the greater of 5% or “A” Step for the Supervising Police Dispatcher classification. This temporary salary increase shall apply only to the period in excess of 80 cumulative hours per calendar year during which the Police Dispatcher is required to perform the duties of a Supervising Police Dispatcher. The 80 hour threshold may only be met with hours worked as a Supervising Police Dispatcher for a full shift or an 8 hour payback shift. Short-term assignments of less than a full shift or an 8 hour payback shift are not counted toward the 80 hour threshold and are not eligible for the temporary upgrade pay after the 80 hour threshold is met.

SECTION G. Shift Differential - Special Assignment

Special Assignments are defined as assignments in which the EMPLOYEE works on a schedule that is other than his/her regular daily schedule and where all or the greatest portion of his/her temporary daily shift occurs outside his/her regular daily shift schedule.

EMPLOYEES designated for Special Assignments shall receive additional compensation of one range or approximately 2.5% for the days during which they work on the Special Assignment. This additional compensation shall be called shift differential, and only the following classifications are eligible for this pay: Secretary, Engineering Technician, Senior Engineering Technician and Public Works Inspector.

SECTION H: Night Shift Differential

EMPLOYEES in the following classifications shall receive 5% for night differential:

Police Dispatcher I/II
Public Safety Communications Operator (Terminal Classification) Supervising Police Dispatcher

9 SECTION I. Bilingual Pay

The City Manager or his/her designee may designate positions within the City as bilingual positions. EMPLOYEES who apply for a bilingual position, or a bilingual designation to their existing position, may be selected at the discretion of the City Manager or his/her designee if the EMPLOYEE has at least a satisfactory rating on his or her most recent performance report and is certified by a language professional designated by the City as having suitable skills to provide translation service. The EMPLOYEE wi ll be compensated $ 120 per month and may resign or be relieved of this duty if the EMPLOYEE or department needs require.

SECTION J. Court Time (Job related subpoena)

Following is the overtime procedure when an eligible EMPLOYEE is required to appear before a judicial, legislative or administrative entity with the power of subpoena for reasons arising out of their employment with the City:

a. El Cajon Municipal Court

In addition to thirty (30) minutes travel and preparation time, EMPLOYEE shall receive a minimum of two (2) hours pay, at the normal overtime rate, when they are responding to subpoenas outside of their normal work day or work week.

b. Superior Court or other judicial, legislative or administrative entity with the power of subpoena located in downtown San Diego.

In addition to one (1) hour of travel and preparation time, EMPLOYEES shall receive a minimum of two (2) hours pay, at the overtime rate, when they are responding to subpoenas.

In those instances where the court appearance is continued into the regularly scheduled shift, the EMPLOYEE shall only be paid court pay for that period prior to start of said shift including travel time of one -half hour. The same applies to the court appearances that extend beyond a regular shift.

SECTION K. Sweeper Operator Night Shift Pay

While assigned to duties as a night shift sweeper operator outside Public Works’ regularly scheduled daytime working hours, Equipment Operators so designated by the department shall receive 5% above their base compensation.

SECTION L. Pest Control Advisor Pay

A Senior Public Works Maintenance Worker, while assigned the responsibility by the department for serving as a Pest Control Advisor and who possesses the appropriate licensed certification, is eligible for 5% additional compensation.

SECTION M. Notary Public Pay

The City Manager or his/her designee may designate positions within the City as Notary Publics. Employees who apply for Notary Public may be selected at the discretion of the City Manager or his/her designee if the EMPLOYEE has at least a satisfactory rating on their last performance evaluation and possess the State of California Notary Public Credential. The City shall pay $75/month and the cost to bond employees so designated.

Employees shall perform notary services only under the direction of their department director.

10 SECTION N. HVAC Certification Pay

All Facilities Technicians who possess the Universal Refrigerant Transition and Recovery Certification shall be eligible for 5% additional compensation.

SECTION O. Training Officer Incentive Pay

Employees in the classification of Police Dispatcher who are approved Dispatcher Training Officers (DTOs), and serve a minimum of three (3) scheduled work shifts in a calendar month in this capacity, shall be eligible for an incentive pay of $100 per month while serving in this capacity.

ARTICLE 5 - PERQUISITES

SECTION A. Uniform Allowance

1. Non-sworn Police/Fire EMPLOYEES

a. The annual uniform allowance for EMPLOYEES in the following classifications shall be $400:

Police Dispatcher I/II
Public Safety Communications Operator (Terminal Classification) Supervising Police Dispatcher

The annual uniform allowance for EMPLOYEES in the following classifications shall be $600:

Parking Enforcement Officer
Police Services Officer I/II

The annual uniform allowance for EMPLOYEES in the following classifications shall be $1,000:

Fire Inspectors
Deputy Fire Marshal

The full uniform allowance will be paid to EMPLOYEES who have served in a uniformed assignment for three months or more at the time of the distribution of the allowance provided the EMPLOYEE is still in the assignment at the time of distribution. EMPLOYEES who are serving in a uniformed assignment for three months or less shall receive one -half of the uniform allowance.

The allowance will be paid in the second paycheck in July.

Uniforms shall be set by the appropriate department.

b. Uniform shirts, baseball -type hats and jackets will be provided and laundered for Public Works Maintenance Workers (includes Public Works Equipment Operators). The shirts will be required to be worn on duty. Department will issue replacement apparel upon submittal of damaged apparel if apparel was damaged in the course of City-assigned duties.

c. Annual uniform allowance of $ 100 shall be provided to full and three -quarter time Parks and Recreation employees ( Parks and Recreation Supervisor and Assistant Parks and Recreation Supervisor) to purchase staff shirts which will be worn at least 2 -3 days per week. The City will also reimburse for the initial purchase of a windbreaker or sweatshirt as approved by the Director of Recreation as to style, color, etc.

11 d. Garage EMPLOYEES

The City agrees to provide and launder blue uniforms (shirts and trousers) for Equipment Mechanics and Lead Equipment Mechanic.

SECTION B. Tool Allowance

Equipment Mechanics will be required to furnish their own tools which will be in accordance with the Fundamental Tool Inventory List. As a result of this procedure, the City will compensate each regular Equipment Mechanic and Lead Equipment Mechanic $ 600 per year for tool replacement or procurement. The allowance will be paid in the second paycheck in July.

SECTION C. Boot Allowance

The City agrees to pay each regular employee in the following maintenance classifications and any employee that is required to do field work as part of their usual and customary duties $200 annually for safety boots: Facilities Technician, Equipment Mechanic, Lead Equipment Mechanic, Public Works Maintenance Worker I/II, Senior Public Works Maintenance Worker, Public Works Eq uipment Operator, Public Works Crew Leader , and Public Works Inspector. The safety boots shall be worn during all work hours. The allowance will be paid in the second paycheck in July.

SECTION D. Travel Reimbursement

1. Mileage

The travel reimbursement allowance will be the rate established by the IRS at the time of reimbursement for those EMPLOYEES required to use their personal vehicles in the conduct of CITY business. Reimbursement shall be in accordance with the City’s Administrative Policy.

2. Meals

If the City requires you to attend training within the County of San Diego for the full work shift away from your normal work location, you will be compensated for lunch in accordance with the City’s Travel Administrative Policy.

SECTION E. Tuition and Book Reimbursement

1. Qualifications

Tuition and the cost of books actually paid will be refunded to all regular City EMPLOYEES for professional and technical courses taken in accredited educational institutions provided that:

a. The EMPLOYEE has at least a satisfactory rating on the most recent performance report.

b. The subject matter of the course relates directly to and contributes toward the performance of the EMPLOYEE'S position with the City or advancement in the job series.

c. Before receiving reimbursement, the EMPLOYEE shall furnish evidence that he/she has completed the course with a grade of "C" or better in undergraduate work, and a grade of "B" or better in graduate work, except where an average grade of "C" is acceptable for graduation by the educational institution.

12 d. Job-related courses, seminars or classes will be eligible for reimbursement if proof of attendance and payment is submitted. These courses require department director approval of time off and subject matter and shall be submitted to the Director of Human Resources for review and encumbrance of funds.

e. City may allow employees to attend classes during work hours for workshops which are specific to employee's current job responsibilities. Employees must obtain his/her supervisor's approval.

Semester/quarter courses are not within the meaning of the term workshop.

2. Maximum Reimbursement

The maximum reimbursement for any course or courses shall be $1,500 per individual per fiscal year.

3. Administration

The responsibility for administering this plan is placed with the Department of Finance in collaboration with the department appointing authority.

SECTION F. Deferred Compensation

1. The City agrees to continue to provide an Internal Revenue Code Section 457 deferred compensation plan.

2. The City Manager is designated as the Plan Administrator. He/she may appoint a Deputy Plan Administrator.

3. The City shall monitor, administer and account for all funds distributed as deferred compensation, and shall charge no fees of any kind to the EMPLOYEES or against funds deposited on behalf of the EMPLOYEES.

4. When a participant in the Plan becomes eligible to collect all accumulated funds deferred on the EMPLOYEE'S behalf, the City shall d isburse funds according to the EMPLOYEE'S participation agreement.

SECTION G. State Disability Insurance (SDI) Integration

All EMPLOYEES represented by the ECMEA became eligible to receive benefits under the State Disability Insurance (SDI) Program commencing May 1, 1982 at their own expense. EMPLOYEE wages will be integrated with SDI benefit payments and eligible leave balances. The portion of the EMPLOYEE'S regular salary that is not paid by SDI will be charged against eligible leave balances. The total amount of the benefits combined shall not exceed 100% of the EMPLOYEE'S regular salary.

SECTION H. Reimbursement of Expenses in Obtaining Required Licenses and Permits

The City shall reimburse EMPLOYEES for fees and expenses related to obtaining certificates, permits and/or licenses required by and related to their job assignments or by special departmental designation with City Manager approval.

Usually, these are required after a class specification is changed or in the event the City deems such certificates or licenses as job related and not primarily for the EMPLOYEE'S own use.

Fees for permits or licenses that are required as a qualification for a job are not reimbursable. Generally, renewal fees for all classes of driver's license are specifically excluded from coverage under this provision. However, the City will cover the costs of the physical examination required for Class A and B driver's licenses (or the equivalent title) when such a license is required by the EMPLOYEE'S position classification and the physical examination is performed by the City's industrial medical provider.
13 Renewals for selected certificates such as Pesticide Applicator's licenses, notary public, fire extinguisher certification, Advanced Life Saving, and Water Safety Instructor are compensable under this provision.

Fees should be budgeted departmentally. However, any claims not budgeted shall be submitted by the EMPLOYEE through the department director to the Director of Human Resources for disposition. The claim for reimbursement shall include a statement indicating the reason a license or permit is required and receipts for all costs incurred must be attached. The department director shall make a recommendation to approve or deny the claim.

SECTION I. Repair or Replacement of Employee's Clothing or Other Personal Articles

1. Purpose

The purpose of this policy is to provide for the repair or replacement of articles of clothing or other personal articles damaged on the job and to provide a uniform procedure for submitting claims.

2. Intent

It is the City's intent to make reimbursement only in those cases where the damage occurs in the line of duty without fault or negligence on the part of the EMPLOYEE. Only those claims which arise out of the course of employment will be honored, and not those which arise out of situations which can normally be expected either on or off the job. Repair rather than replacement of articles will be given first consideration where such repair is considered suitable. Replacement costs will be based on the condition and age of the article prior to damage.

The pro-rated replacement amount will be based on the cost of replacing the article at the time the damage occurred. Any garment or article replaced will be required to be surrendered at the time of replacement.

3. Submission of Claims

All claims for reimbursement shall be submitted by the EMPLOYEE through the department director to the Purchasing Division for disposition of the claim. Information in this claim shall include a summary statement of the circums tances surrounding the loss or damage; the date, time and place where the loss or damage occurred; the names of witnesses; and/or any other pertinent information which will document or justify the claim. Before forwarding any claim to the Purchasing Division, the department director shall certify that the appropriate investigation of the incident has been made and that, to the best of his/her knowledge, the claim information is complete and correct.

4. Approval of Claims

The City Manager shall administer this policy and shall be the final authority in deciding all claims made under this policy.

SECTION J. Telecommuting

The CITY agrees, upon the request of an EMPLOYEE, to conduct a study of the feasibility of telecommuting as a response to Transportation Demand Management. If such plan is determined to be feasible, the CITY may implement the plan. The costs of equipment, time keeping, travel, insurance and other accommodations required by the CITY to meet safety and other considerations shall be borne by the EMPLOYEE. The telecommuting plan may be terminated by the CITY at any time with 30 days’ notice to the EMPLOYEE.

SECTION K. Typing Certificates

The CITY proposes that typing certificates submitted by current CITY employees will remain valid for two years following the expiration of the eligible list for which the certificate was submitted. 14 SECTION L. Educational Incentive

The Educational Incentive Program is adopted for the benefit of the EMPLOYEES in recognition of certain specified educational achievements. The incentive is not cumulative and shall be capped at 5%. The following classifications are eligible to receive a 2.5% educational incentive for obtaining a Baccalaureate Degree related to the EMPLOYEES held position:

Accounting Technician
Building Inspector
Buyer
Code Compliance Officer
Crime Analyst
Deputy Fire Marshal
Fire Inspector I-II
Forensic Evidence Technician
Forensic Latent Print Examiner
GIS Technician
Plans Examiner
Police Dispatcher I-II
Police Records Supervisor
Police Services Officer I-II
Project Assistant
Public Works Crew Leader
Public Works Inspector
Senior Building Inspector
Senior Buyer
Senior Engineering Technician
Senior Public Works Maintenance Worker
Supervising Building Inspector
Supervising Police Dispatcher

The following classifications are eligible to receive a 5% educational incentive for obtaining a Master’s Degree related to the EMPLOYEES held position:

Assistant Planner
Assistant Parks and Recreation Supervisor
Associate Planner
Crime Analyst
Deputy Fire Marshal
Forensic Evidence Technician
Forensic Latent Print Examiner
Junior Planner
Parks and Recreation Supervisor
Supervising Building Inspector
Supervising Police Dispatcher

ARTICLE 6 - HEALTH AND WELFARE

SECTION A. Medical Insurance

The CITY agrees to continue the CalPERS’ Health Benefits Program that was adopted on January 1, 1986. From the total allotted under the cafeteria benefit, the CITY agrees to pay to CalPERS the statutory minimum according to the Public Employees’ Medical & Hospital Care Act (PEMHCA) toward the cost of any CalPERS’ health plan which the EMPLOYEE chooses, if any. This shall be the amount contributed on behalf of retirees as well. The EMPLOYEE agrees to be liable for the difference between the total cost of the health plan chosen and the CITY'S contribution of the statutory minimum according to PEMHCA. This benefit shall be part of the Section 125 cafeteria plan.

SECTION B. Dental Insurance

The CITY agrees to offer the EMPLOYEES a choice of at least two (2) dental plan options. This benefit shall be an option within of the Section 125 cafeteria plan.

SECTION C. Life and Accidental Death & Dismemberment Insurance

The CITY provides life insurance and accidental death & dismemberment (AD&D) insurance . The amount of the CITY-paid life insurance and AD&D is $25,000. The CITY continues to make available additional term life insurance for EMPLOYEES, spouse and children, but such insurance will not be part of the Section 125 cafeteria 15 plan and must be paid by the EMPLOYEE as a normal payroll after-tax deduction.

SECTION D. Cafeteria Benefit Plan

The CITY offers an Internal Revenue Code Section 125 cafeteria plan ("PLAN") which coincides with the CalPERS’ Health Benefits Program plan year. The PLAN cont ains provisions for employer contribution and EMPLOYEE flexible spending accounts. The PLAN, if practical, shall be written to provide for all allowable benefits. This MOU shall control which of those benefits are utilized and the dollar amount of any employer contribution.

Whereas the CITY will continue to make available State Disability Insurance and individual term life insurance, such insurance will not be part of the PLAN and must be paid by the EMPLOYEE as a normal payroll after-tax deduction.

The cafeteria benefit allowance will be paid monthly with the contribution amount set on a calendar year basis. The monthly cafeteria benefit allowance shall be as follows:

Effective January 1, 2024: $1,450.00
Effective January 1, 2025: $1,550.00
Effective January 1, 2026: $1,700.00

Each EMPLOYEE who elects coverage from a CalPERS’ health plan shall have the statutory minimum according to PEMHCA) paid by the City to CalPERS (See Section A of this Article) for that benefit. This statutory minimum is the amount which is paid to CalPERS on behalf of retirees electing such insurance. An EMPLOYEE who elects not to be covered under a CalPERS’ health plan may use the monthly cafeteria benefit allowance for other eligible benefits.

In the event that the total cost of benefits selected exceeds the allowance, the difference shall be deducted from the EMPLOYEE's salary as a "salary reduction" item; i.e., paid with before -tax dollars. If the allowance exceeds the total cost of benefits selected, the difference shall be paid to the EMPLOYEE as “cash in lieu” under the following stipulations.

Employees hired before July 1, 2019 : Employees shall be entitled to receive the monthly cafeteria allowance difference that exceeds the total cost of benefits, up to $1,150, as cash in lieu.

Employees hired on or after July 1, 2019: Are not eligible for any cash in lieu.

Limited Re-Opener on Affordable Care Act (“ACA”) Compliance:

In the event any provision of Federal law would impose greater financial cost or penalties on the City, which is above and beyond the City’s agreed upon contribution to an EMPLOYEE’s cafeteria plan as described above, the parties agree to a limited meet and confer solely as to changes to the cafeteria plan that would be needed to avoid such additional cost or penalties. The City may require proof of coverage as a condition of receiving the City’s full cafeteria contribution. If and when this becomes necessary, an employee who provides evidence of group medical insurance coverage (e.g., coverage under a spouse’s employer’s plan) that is compliant with the Affordable Care Act (“ACA”) shall receive the full cafeteria benefit allowance cash in lieu in accordance with the stipulations stated above. Employees hired before July 1, 2019 , who do not provide appropriate proof of coverage, or who provide proof of non-group coverage, or coverage that is otherwise not ACA compliant, shall receive the difference between the City’s monthly cafeteria plan contribution and the lowest priced “Employee Only” coverage offered through the CalPERS’ medical insurance plans.

16 SECTION E. Retirement System (CalPERS)

1. Retirement Formula and Final Compensation

The City of El Cajon entered into a contract with the California Public Employees' Retirement System , hereinafter referred to as CalPERS, effective January 1, 1959. The following benefits are in effect for unit members:

a. EMPLOYEES who are considered “classic members” (i.e. not defined as “New Members” pursuant to the California Public Employees’ Pension Reform Act of 2013 (“PEPRA”)) shall receive:

 A retirement formula of 3% at age 60
 One-year highest compensation (Government Code section 20042)

b. EMPLOYEES who qualify as “New Members” as that term is defined by the PEPRA shall have the benefits required by PEPRA, which include, but are not limited to:

 A retirement formula of 2% at age 62
 Three-year final compensation (Government Code section 20037)

2. 1959 Survivor Benefit

The City’s CalPERS plan includes the fourth level of the 1959 Survivors' Benefit (Government Code section 21574).

3. Death Benefit

The City’s CalPERS plan provides a death benefit of $5,000 (Government Code section 21623.5).

The City agrees to research the 2W Death Benefit outside and post negotiations for all City employees and will come back to MEA with a recommendation after research is complete. The recommendation will be provided to MEA no later than December 15, 2023.

4. Military Service Credit

a. The contract with CalPERS allows eligible EMPLOYEES to receive military service credit as outlined in Section 21024 of the Public Employees' Retirement Law.

b. The contract with CalPERS has been further amended to provide that after October 1, 1977, any EMPLOYEE electing to receive military credit toward retirement shall pay the cost of the time credited.

5. Sick Leave Credit

The contract with CalPERS includes the ability of EMPLOYEES to convert unused sick leave to service credit at retirement as outlined in Section 20965 of the Public Employees' Retirement Law.

6. No City Paid EMPLOYEE Contribution

a. Currently, EMPLOYEES who are “classic members” (see Article 6, Section F.1.a. above) pay the 8% EMPLOYEE’s share of the retirement cost.

Any State mandated or other increases in the cost of the retirement system resulting from increases in the benefit le vel of the current plan are subject to future negotiations between the City and the 17 ECMEA. Any such cost increases will not automatically be absorbed by the City as part of the fully paid plan.

b. In 1999, the City agreed to adopt CalPERS Section 20636(c)(4) whereby the Employer Paid Member Contributions are reported to CalPERS as compensation. Employer Paid Member Contributions equal 0% during the term of this MOU.

c. EMPLOYEES who qualify as “New Members” as that term is defined by the PEPRA (see Article 6, Section F.1.b. above) shall pay employee contributions equal to 50% of normal cost and the City will make no Employer Paid Member Contributions.

ARTICLE 7 - LEAVES - TIME OFF

SECTION A. Vacation

1. Earned Vacation

EMPLOYEES paid at a bi -weekly rate shall be credited with annual vacation with pay according to their number of years of continuous, uninterrupted, full-time service as follows:

2. Vacation Rate - Vacation shall be credited per the following schedule:

a. 3.07 hours of vacation accrued and credited bi-weekly from the date of hire until completion of the 36th month;

b. 4.60 hours of vacation accrued and credited bi -weekly following completion of the 36th month through the 108th month;

c. 5.52 hours of vacation accrued and credited bi-weekly following completion of the 108th month through the 156th month;

d. 6.14 hours of vacation accrued and credited bi-weekly following completion of the 156th month.

3. Vacation Credit Accumulation

In the event an EMPLOYEE who has served continuously for at least twelve months does not take all of the vacation to which entitled in a single year, the EMPLOYEE shall be allowed to accumulate the balance to be taken in a subsequent year.

a. Vacation Cap

1. EMPLOYEES may accumulate unused vacation up to, but not exceeding, 480 hours.

2. EMPLOYEES with ten (10) years of continuous uninterrupted service may accumulate unused vacation up to, but not exceeding, 560 hours.

3. Employees will not accrue vacation leave after the cap is reached, except if there is documented denial of the EMPLOYEE’S request for use of vacation within the preceding 12 months. The cap will be extended by the amount of leave denied for an additional one year from date of denial.

4. EMPLOYEES have the option of cash reimbursement for unused paid vacation at any time during employment provided the EMPLOYEE has a balance of at least 80 hours after cash out. The 18 minimum amount to be cashed out will be 40 hours. EMPLOYEES must have taken 80 hours of vacation leave during the previous year (26 pay periods) to qualify for cash reimbursement.

b. Unused Vacation at Separation

EMPLOYEES who are separated from City employment, whether voluntarily or involuntarily, shall be paid all unused accumulated vacation.

4. Holidays Occurring During Vacation

Paid holidays immediately preceding, immediately following or wholly within the vacation period shall not be regarded as part of the annual vacation.

5. Vacation Schedules

Vacation schedules shall be arranged by the City Manager or designee with particular regard to the needs of the service, and so far as possible, with the wishes of the EMPLOYEE. Vacation time shall be with full pay for such time as the EMPLOYEE would have been paid if at work for the City for the same period of time. At the discretion of the City Manager, the EMPLOYEE'S vacation time may be divided if the needs of the service so require.

a. Commencement of Vacation

Vacation time may commence on any workday of the week and shall consist of consecutive working days, exclusive of any paid holidays under the terms of Article 7, Section A.4. above.

6. Vacation Requests

No vacation shall be granted to, or taken by, an EMPLOYEE without the consent of the EMPLOYEE'S department director. Requests for annual vacation shall be submitted in advance, on the prescribed form, signed by the EMPLOYEE and approved by the City Manager or designee.

7. Vacation Usage

Requests to take more than two times the annual vacation in any one year will not normally be considered. If extenuating circumstances exist, such requests must have the approval of the City Manager. Vacation may be used in increments of no less than one (1) hour.

All newly hired EMPLOYEES shall be eligible for vacation immediately once they accrue a balance of leave time and otherwise satisfy the requirement to use vacation.

SECTION B. Holidays

1. The holidays of the City, except as otherwise provided by this Article, shall be:

New Year’s Day January 1
Martin Luther King's Birthday Third Monday in January
Washington's Birthday Third Monday in February
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Admissions Day* September 9 (float)
Columbus Day* Second Monday in October (float)
19 Veterans Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Friday after Thanksgiving
Christmas Eve December 24
Christmas Day December 25
New Year’s Eve December 31
and every day proclaimed by City Council as a public holiday.

*Two (2) floating holidays in lieu of celebrating Columbus Day and Admissions Day. City facilities shall remain open on both days.

Vacation shall accrue and be credited bi -weekly to compensate for the two floating holidays based on regularly scheduled work shift (permanent shift):
5-8 Schedules: 0.62 hours 9/80 Schedules: 0.69 hours
4/10 Schedules: 0.77 hours 3/12 Schedules: 0.92 hours

2. Holidays Falling on Regular Days Off

a. EMPLOYEES with Saturday and Sunday Off

When a holiday falls on a Sunday, the following Monday shall be observed as the holiday. When a holiday falls on a Saturday, the previous Friday shall be observed as the holiday.

b. EMPLOYEES with Other Than Saturday and Sunday Off

When a holiday falls on a Saturday, the holiday shift hours shall be added to the EMPLOYEE'S vacation balance in lieu of the holiday. When the holiday falls on a day other than Saturday, and such day is the EMPLOYEES' normal day off, they shall receive the holiday shift hour s as a vacation accrual to their balance in addition to their normal day off.

3. EMPLOYEES Required to Work on a Holiday

EMPLOYEES required to work on a holiday shall be granted overtime pay in addition to any other time which may be granted under this section. (Overtime pay is paid at the rate of time and one-half.)

4. Vacation In Lieu of Holidays

Certain designated classes assigned shift work shall receive, in addition to the vacation specified in Article 7, Section A.2., one hundred forty-four (144) hours of vacation in lieu of holidays. These classes are:

Parking Enforcement Officer
Police Dispatcher I/II
Police Services Officer I/II
Public Safety Communications Operator (Terminal Classification) Supervising Police Dispatcher

In addition, classes covered under this section shall receive an additional in lieu of shift hours for any one - time holiday proclaimed by the President of the United States or the Governor of the State of California and granted by the City Coun cil to all City EMPLOYEES. Leave granted under this section shall be taken in accordance with Article 7, Section A and used within twelve months from the date accrued.

20 5. Holiday Time Off

a. During the term of this MOU, all covered employees recognize that the City intends to close City Hall, the City’s Public Works Yard, and the City’s Fleet Shop for the work days between the observed Christmas holiday and the observed New Years’ Eve holiday in 2023, 2024, and 2025. In 2023, these dates are December 26, 27 and 28, and 29. In 2024, these dates are December 26, 27, and 30. In 2025, these dates are December 2 6, 29, and 30. All covered employees will generally be required to use vacation leave during this time.

b. If an employee has worked for the City for less than six months, the City will “advance” him/her vacation leave to cover any otherwise unpaid time off during this period.

c. If an employee has worked for the City more than six months and does not have enough vacation leave to cover the time off, he/she will be placed on leave without pay status.

d. Should a covered employee affected by the closure desire not to use his/her available vacation balance during all or part of the closure, the employee must make a request to take unpaid leave during the closure via the chain of command to the City Manager. The City Manager will consider each request on a case-by-case basis; however, the City Manager’s decision will be final.

e. Some employees in the Police Department and in the Public Works Department not assig ned to City Hall may be required to work some or all of these days based on operational needs of the City.

SECTION C. Sick Leave

1. Sick leave with pay shall be granted to all EMPLOYEES in accordance with this section. Sick leave shall not be considered as a right which an EMPLOYEE may use at his/her discretion, but shall be allowed only in case of: (1) necessity and actual personal sickness or disability of the EMPLOYEE; or (2) to attend to an illness or injury, including time for scheduled doctor or de ntist appointment, of a person who is in the relationships to the employee as described in California Labor Code §233 and §246.5, which currently includes:

Child

Parent

Spouse
Grand Child Foster Child Adopted Child
Step Child Legal Ward Child of Domestic Partner
Step Parent Legal Guardian Adoptive Parent
Foster Parent Sibling Parent-in-Law
Grand Parent Registered Domestic Partner Child of Person Standing in Loco Parentis

Sick leave may also be used in cases where the EMPLOYEE is a victim of domestic violence, sexual assault, or stalking in order to attend to the health, welfare and safety of the EMPLOYEE or the EMPLOYEE’s child as set forth in Labor Code §230.1 and §246.5. Abuse of sick leave privileges, as with all rules, is grounds for disciplinary action.

a. Compensation Procedure

In order to receive compensation while absent on sick leave, EMPLOYEES shall notify their immediate supervisor or the City Manager prior to or within (1) hour after the time set for beginning their daily duties.
21 b. Certificate of Absences

In cases of suspected abuse, chronic sick leave use, instances requiring modified duty work assignments, or at the discretion of the City Manager, a physician's certificate may be required regardless of the length of abs ence if the EMPLOYEE is given reasonable notice to allow provision of such physician's certificate.

In the case of a suspected sick -out, the City Manager or designee may implement immediate requirements for a physician's certificate.

c. Sick Leave Earning Rate

All EMPLOYEES who are paid at a bi-weekly rate shall accrue sick leave at the rate of 3.68 hours per bi-weekly pay period. All unused sick leave may be accumulated.

d. Sick Leave Conversion Privilege

An EMPLOYEE who has taken five days (40 hours) sick leave or less during the calendar year ending December 30 of each year shall be entitled to either convert up to 60 hours of unused sick leave to vacation leave or receive a cash payment for up to three d ays (24 hours), based upon the current compensation rate. In no event can any EMPLOYEE select a combination of two options or reduce the accumulated sick leave balance below 192 hours. No prorations shall be made for EMPLOYEES terminating before December 30 of the calendar year.

e. Reimbursement for Unused or Unconverted Sick Leave Upon Separation

After 10 years of continuous (uninterrupted) City service and upon voluntary separation under satisfactory conditions as determined by the City Manager, an EMPLOYEE shall be eligible to receive a cash payment equivalent to 25% of all unused sick leave, less the total number of hours converted to either cash, vacation, or a combination thereof as set forth in Article 7, Section C. 1(e). Such reimbursement is to be computed upon the EMPLOYEE'S final compensation rate. (e.g. 600 [balance of sick leave on books after conversions and use] x .25 = 150; 150 - 400 [hours converted previously] = -0-).

f. Unused Sick Leave at Retirement for Health Insurance

10 through 14 years of service: 25% of the sick leave balance at retirement;

15 through 19 years of service: 50% of the sick leave balance at retirement;

20+ years of service: 75% of the sick leave balance at retirement.

An EMPLOYEE choosing to exercise this benefit must submit a written request to the City’s Finance Department no later than 120 days following the date of separation from City employment. This benefit will be in addition to the PEMHCA contribution the City currently contributes to the Public Employees’ Retirement System for retiree health insurance benefits. The supplemental benefits described above shall be used to pay health insurance premiums for the retiree and dependents, if applicable. However, if the employee is deceased before the funds are exhausted, the supplemental benefits shall cease and the remaining funds shall be the City’s property. 22 The City elects to self -administer this plan at this time. The City will pay the annualized dollar equivalent of the Kaiser two-party health insurance premium once per year in January of each year.

This benefit may be used in combination with service credit for unused sick leave as described in Article 6, Section F.5.

2. Bereavement Leave

All employees covered under this memorandum of agreement shall be entitled to the bereavement leave of absence and employment rights and privileges provided by state and federal laws and regulations. Up to three (3) regularly scheduled working days will be paid by the City, as bereavement leave, to EMPLOYEES in order to discharge the customary obligations arising from the death of a relative as defined by the state. Employees may also request the use of an additional two (2) regularly scheduled working days to be charged to sick or vacation leave accruals. The designated representative must approve requests for such leave and documentation, as defined by the state, requested within 30 days of the leave.

3. Compulsory Sick Leave

a. If, in the opinio n of the City Manager, an EMPLOYEE is incapacitated for work due to illness or disability, such EMPLOYEE may be required to submit to an examination by a City designated physician, the costs to be borne by the City. If the EMPLOYEE wishes to change physic ians, one request may be made. Any subsequent reports verifying the EMPLOYEE'S fitness will be at the EMPLOYEE'S expense. If the report of the physician shows the EMPLOYEE to be in an unfit condition to perform job duties, the City Manager shall have the right to compel the EMPLOYEE to take a sufficient leave of absence to enable the EMPLOYEE to perform the essential functions of his or her job with or without a reasonable accommodation. Accrued sick leave can be used for such absences or, when no accrued leave exists or has been exhausted, the EMPLOYEE may be granted leave without pay, the total of which shall not exceed one year. For good cause, the EMPLOYEE may request extensions of this time in increments of not more than one month.

b. An EMPLOYEE who objects to an unpaid leave of absence and/or a leave of absence requiring use of the EMPLOYEE’s personal leave accruals will be provided notice and opportunity to respond to the City Manager before any action of the City Manager.

c. EMPLOYEES whose performance is adversely affected by the use of alcoholic beverages, chemical substances (illicit drugs) or medications which are not prescribed or used in a manner contrary to physician’s orders may in some cases be subject to the above provisions, as well as any disciplinary procedures. EMPLOYEES whose medication may alter their behavior so as to cause a potential safety problem (e.g. related to operating equipment or motor vehicles or restrictions on being on ladders, at heights or in confined areas) must report the use of medication to their supervisors for modifying their work assignment temporarily. Abuse or failure to report could lead to discipline.

The object of this rule is to protect the City's interest in having a safe and effective work force and in assisting EMPLOYEES in achieving a level of fitness to perform their duties. (Refer to Administrative Policy D-1)

Any application of this section which results in action by the City adverse to an EMPLOYEE or his/her continued employment may be appealed to the Personnel Commission.

4. Pregnancy Disability Leave

a. EMPLOYEES applying for leave or benefits based upon disability caused by pregnancy, childbirth, or pregnancy related conditions shall be treated in all respects as an EMPLOYEE applying for leave 23 or benefits due to any other illness or disability. EMPLOYEES may request modified work assignments if accompanied by a physician's statement.

b. Prior to beginning pregnancy disability leave, EMPLOYEES must submit a request for leave of absence for the anticipated length of the leave to the Director of Human Resources via the department director. In the case of an unexpected need for pregnancy disability leave, the EMPLOYEE may submit the required paperwork when able to do so. Requests are to include approximate dates of absence and anticipated date of return.

Upon expiration of a regularly approved leave or within a reasonable period of time after notice to return to duty, the EMPLOYEE shall be reinstated in the position held at the time leave was granted without any loss of seniority. Failure on the part of the EMPLOYEE on leave to report promptly at the expiration of pregnancy disability leave, or within a reasonable time after notice to return to duty, shall be cause for discharge. This shall not apply to an EMPLOYEE who takes CFRA leave immediately following pregnancy disability leave.

EMPLOYEES returning from a leave of absence due to any disability, including Pregnancy Disability Leave, must submit a release from the attending physician prior to, but no later than, the start of the first work day.

5. Family Care and/or Medical Leave

EMPLOYEES shall be granted family care leave or medical leave in accordance with the City’s Administrative Policy and the Family Medical Leave Act and/or California Family Rights Act for any of the following reasons:

a. to care for a newborn child of the EMPLOYEE within 12 months of the birth; or

b. to care for a newly adopted child or a child placed in foster care with the employee within 12 months of the placement; or

c. to care for a spouse, child or parent of the employee with a serious health condition; or

d. because of a serious health condition which causes the employee to be unable to perform his/her duties; or

e. a qualifying exigency arising out of the fact the employee’s spouse, son, daughter, or parent is a covered military member on covered active duty or who is called to an impending call to covered active duty in the Armed Forces, National Guard, or Reserves; or

f. to care for a spouse, son, daughter, parent, or next of kin who is a current covered service member of the Armed Forces, a member of the National Guard or Reserves, or a covered veteran, for whom an employee is eligible to take military caregiver leave under the Family Medical Leave Act due to injury or illness incurred in the line of duty on active duty; or

g. any other reason permitted under the Family Medical Leave Act and/or California Family Rights Act.

All EMPLOYEES are required to report to Human Resources that: (1) he/she has a reasonable belief that he/she has a serious medical condition, but shall not provide further details; (2) the expected commencement and duration of the leave for the serious medical c ondition; and (3) documentation by a medical provider of the employee’s work restrictions upon return to work. The reporting requirement applies regardless of the type of leave taken.

24 SECTION D. Military Leave

Any employee who is or becomes a member of the Armed Services, Militia or Organized Reserves of California or the United States shall be entitled to the leaves of absence and employment rights and privileges provided by USERRA and the Military and Veterans Code of the State of California.

SECTION E. Jury/Witness Leave

In accordance with the City’s Administrative Policy, every regular and probationary EMPLOYEE is entitled to be absent from duty with the City while called to serve as a trial juror or as a witness called by a subpoena before a court of law. Under such circumstances, the EMPLOYEE shall be paid the difference between their full salary and any payment received by them, except travel pay, for such duty. If jury service or witness time is less than a full work day, the EMPLOYEE is expected to return to work, unless a justification is provided.

SECTION F. Leave of Absence Without Pay

The City Manager may grant a regular or probationary employee leave of absence without pay or accrual of seniority or benefits, for a period not to exceed one year. No such leave shall be granted except upon written request of the EMPLOYEE, setting forth the reason for the request, and approval shall be in writing. Upon expiration of a regularly approved leave or within a reasonable period of time after notice to return to duty, the EMPLOYEE shall be reinstated in the position held at the time leave was granted. Failure on the part of an EMPLOYEE on leave to report promptly at its expiration, or within a reasonable time after notice to return to duty, shall be cause for discharge.

EMPLOYEES making use of this provision who return to duty in one year or le ss shall return with the seniority status for benefits and working conditions which he/she held at the time of commencement of the leave. An EMPLOYEE may choose to remain in any group insurance plans by agreeing to pay the full cost while on such leave of absence as permitted by the carriers.

SECTION G. Workers' Compensation Leave

1. All compensation received in accordance with the provisions of the Labor Code and Workers' Compensation Laws of the State of California shall be deemed to be included in any compensation due from the City by virtue of any grant for sick leave with pay.

2. Initial and final (employee is discharged from care) workers’ compensation related medical appointments, PQME appointments and depositions, will not be charged to sick leave.

Employees are required to furnish appoin tment verifications that include: date of appointment, time of appointment, and date of injury for which the appointment is in reference to. Employees are encouraged to schedule these appointments at the beginning of their scheduled work day OR at the end of their work day in order to maximize the allotted release time (the process will be outlined in the City’s Administrative Policy).

4. The CITY agrees to continue the Cafeteria Benefit Plan employer contribution for up to six months if an EMPLOYEE goes into a leave without pay status due to an industrial injury/illness.

SECTION H. Catastrophic Leave

1. This program allows one or more EMPLOYEES to donate vacation for use by another who, due to extensive or catastrophic illness or injury, has exhausted paid leave and is subsequently facing financial hardship. Each request will be considered on a case-by-case basis.

25 2. Requests by an EMPLOYEE(S) to donate vacation and/or compensatory time are submitted for approval to the Director of Human Resources. After considering all issues and consultation with concerned parties, the Director of Human Resources will make a determination. Any request denied by the Director of Human Resources may be appealed to the City Manager.

Once approved, vacation credits may be transferred from the donor EMPLOYEE(S) to a "fund" established for recipient EMPLOYEE to be used on an hour-for-hour basis, in accordance with the following conditions:

a. Program is administered Citywide allowing hours to cross departments and EMPLOYEE bargaining groups. Management EMPLOYEES may also participate.

b. Receiving EMPLOYEE must have exhausted all earned leave (sick leave, compensatory time and vacation/ vacation-in-lieu) and will/has entered leave without pay status.

c. EMPLOYEE(S) donating time must transfer a minimum of eight (8) hours and in whole hour increments thereafter.

d. Donated hours are considered a gift to the recipient and irrevocable. Therefore, recipient is not required to "pay back" any hours received.

e. Hours transferred will have an hour-for-hour value with no regard to dollar value of donor v. recipient.

f. Unused hours will remain in the "fund" for future use to be determined by the Director of Human Resources and will not be considered the donee’s vacation leave available for future non -catastrophic leave absences or cash out.

g. Once donated leave benefits become payable, temporary recovery may occur resulting in a future period(s) of disability. Approval procedures should not be necessary if periods of disability are separated by temporary recovery of 90 days or less.

h. EMPLOYEES wishing to donate vacation hours must maintain a minimum vacation balance of 80 hours (after donation).

With regard to other benefits, coordination is as follows:

SDI: SDI benefits are coordinated with donated vacation hours in accordance with Administrative Policy D- 16, "State Disability Insurance."

Workers' Compensation: Donated hours can be utilized for the difference, but no more than recipient EMPLOYEE'S regular salary.

SECTION I. Voluntary Time Off

Regular, full-time employees in non-sworn classifications may elect to “buy” up to eighty (80) hours per fiscal year of voluntary time off (VTO) subject to staffing needs of the department and the prior approval of the department director. Employees may “buy” this time, up to eighty (80) hours combined, in July or January of each fiscal year.

This benefit is available each fiscal year during the term of this Agreement. The City’s Administrative Policy on Voluntary Time Off, A-20, is hereby incorporated by reference.

26 ARTICLE 8 - LAYOFF

SECTION A. Purpose

To provide a means by which EMPLOYEES are to be demoted or laid off when a reduction in force is necessitated by a lack of work, lack of funds or abolishment of a position.

Prior to a layoff due to a reduction in force necessitated by financial emergency, th e City Council may choose to adopt other alternatives which are legally available to avoid layoffs. Prior to any action being taken, written notice shall be given to the ECMEA.

SECTION B. Determination

1. The City Council shall determine, on the basis of the needs of the City, as recommended by the City Manager, which department and classifications shall be subject to layoff in the event a reduction in force is necessitated by lack of funds.

2. In the event a reduction in force is necessitated by a lack of work or the abolishment of positions, the City Manager shall determine which department or classifications shall be subject to layoff based upon the needs of the City.

SECTION C. Reduction in Force - Demotion

Except as otherwise provided, if a vacant position in a series is available during a reduction in workforce, the qualified employee with the greatest length of seniority in the affected series who is otherwise subject to layoff shall be offered a transfer or demotion to the vacant position in lieu of layoff.

Whenever two or more employees have identical seniority status in a series, the order of demotion shall be determined by the City Manager on the basis of performance.

SECTION D. Order of Reduction in Force

In a reduction in force situation, the following order of layoffs shall be followed: (a) Part -time and provisional EMPLOYEES in the affected classification series; (b) Limited -term EMPLOYEES in reverse order of their classification seniority in the affected class series; (c) probationary E MPLOYEES in reverse order of their classification seniority in the affected class series; (d) Should there be a need for further reduction, regular EMPLOYEES in the affected classification series shall be involuntarily demoted in reverse order of their classification seniority; (e) Should a reduction in force still be necessary, regular EMPLOYEES shall be laid off in reverse order of their seniority in the affected class series. Any EMPLOYEE so laid off will be given (10) working days’ notice in writing from the City Manager.

SECTION E. Determining Order of Layoff and Demotion For EMPLOYEES With Identical Seniority

Should two or more EMPLOYEES have identical classification seniority, the order of layoff and demotion will be determined by length of contin uous service in the affected series. Whenever two or more EMPLOYEES have identical service in the affected series, the order of layoff and demotion shall be determined by the City Manager on the basis of performance.

SECTION F. Order and Method of Demotion Pursuant to a Reduction in Force - Bumping

When required, due to a reduction in force, EMPLOYEES shall be demoted in the following manner:

27 1. EMPLOYEES who are involuntarily demoted, who have held regular status in a lower classification shall have the right to bump EMPLOYEES in a lower classification with less classification seniority. For this purpose, classification seniority shall include the seniority the EMPLOYEE had in any higher classification in the affected class as well as the seniority the EMPLOYEE has in the lower classification that the EMPLOYEE is demoted to.

2. EMPLOYEES who have not actually held status in a lower classification shall be allowed to demote to a vacant position or to a position held by a City probationary EMPLOYEE in s uch lower class if they meet or exceed the employment standards of the lower class and the skills, knowledge, abilities and typical tasks are similar to the class they are being demoted from. However, an EMPLOYEE may not bump to a lower classification they have not previously held where the knowledge, skills, abilities and typical tasks are not similar or related to the higher classification. Bumping to a lower classification in the class series will be allowed even though the EMPLOYEE had not previously h eld a position in the lower classification if the classification has been created or added to the class series following the EMPLOYEE'S promotion to a higher classification in the affected class series, or if a new entry -level position was created followin g the EMPLOYEE'S date of hire. Bumping to a newly created classification will only be allowed if the City Manager has determined that the EMPLOYEE meets or exceeds the qualifications for that classification.

SECTION G. Reinstatement of EMPLOYEES Demoted as a Result of a Reduction in Force

EMPLOYEES who are demoted as a result of a reduction in force shall have their names placed on a classification reinstatement list in the order of their classification seniority. Vacant positions within a classification series shall first be offered to EMPLOYEES on this list.

SECTION H. Reemployment of EMPLOYEES Laid Off as a Result of a Reduction in Force

EMPLOYEES who are laid off and who held regular City status at the time of layoff shall have their names placed on a reemployment list for classifications in which they previously held status and for classifications at the same or lower salary range for which they qualify in the order of their seniority in the affected class series. Vacant positions in such classifications will be offered to eligibles on the Reemployment List who qualify for such vacancies prior to an open or promotional recruitment.

SECTION I. Duration of Reinstatement and Reemployment List

The eligibility of individuals on the Reinstatement and Reemployment lists shall extend for a period of two years from the date of demotion or layoff. Eligibles not responding to written notification of an opening within ten (10) working days shall have their names removed from either the Reemployment or Reinstatement List. EMPLOYEES appointed from a reemployment list or classification reinstatement list within two years from date of layoff shall not be subject to re-testing upon appointment.

SECTION J. Restoration of Benefits Upon Reemployment Following a Reduction in Force

Upon reemployment following a reduction in force, an individual reemployed in the same class or a lower class in the series will have the following benefits restored:

1. Prior sick leave balance, if any.

2. Seniority at time of layoff for purposes of determining merit increases, vacation accrual rate and f uture reduction in force.

3. Upon reemployment, the EMPLOYEE shall be paid at the same step of the salary range currently in effect for the classification the EMPLOYEE held immediately prior to layoff. If the EMPLOYEE chooses to be reemployed in a clas sification which has a salary range lower than the classification from which the EMPLOYEE was laid off, then the salary placement will be made as follows: 1) at a point either equivalent to the EMPLOYEE'S salary range and step immediately prior to layoff; 2) if the maximum of the salary range 28 of the position to which the EMPLOYEE is to be reemployed is less than the minimum salary currently in effect for the classification from which laid off, the EMPLOYEE will receive the maximum of the salary range for the classification in which the EMPLOYEE is reemployed.

4. All benefits EMPLOYEES are eligible to receive including the deferred compensation benefit if they were receiving it prior to layoff. (Referred to Article 6 F.2. (Retirement).

SECTION K. Quarterly Performance Reports

Quarterly performance reports will be required to be completed during the first year of reemployment on any EMPLOYEE appointed from a reemployment list or classification reinstatement list.

SECTION L. Payoff of Accruals Upon Layoff

Laid off EMPLOYEES are to be paid for all accrued holidays, vacation and non-exempt overtime when separated as a result of a layoff. The sick leave balance of such EMPLOYEE will remain on the books and will be reinstated if they are reappointed unless the EMPLOYEE is eligible for, and elects to participate in, the sick leave reimbursement program for termination.

SECTION M. Retirement Contribution

Upon layoff, the EMPLOYEE may elect to either withdraw his/her retirement contribution or leave the money in the retirement system. Prior to reemployment, however, if the retirement funds have been withdrawn, they must be redeposited in accordance with arrangements satisfactory to the Public Employees' Retirement System.

SECTION N. Non-discrimination in Reduction in Force

Layoffs and demotions which result from a reduction in force shall be made without regard to an EMPLOYEE'S race, color, religious creed, ancestry, national origin, marital status, sex, age (over 40), medical condition (including cancer), disability (including HIV or AIDS), sexual orientation, genetic information, gender identity or expression, status as a military member or veteran, or any other protected classification.

ARTICLE 9 - GRIEVANCE PROCEDURE

SECTION A. Purpose

1. To promote improved employer -EMPLOYEE relations by establishing grievance procedures on matters for which appeal or hearing is not provided by other regulations.

2. To assure fair and equitable treatment of all EMPLOYEES and promote harmonious relations a mong EMPLOYEES, supervisors and management.

3. To encourage the settlement of disagreements informally at the EMPLOYEE supervisor level and provide an orderly procedure to handle grievances throughout the several supervisory levels where necessary.

4. To provide that appeals shall be conducted as informally as possible.

5. To resolve grievances as quickly as possible and correct, if possible, the cause of grievance; thereby reducing the number of grievances and future similar complaints.

SECTION B. Reviewable Grievances

To be reviewable under this procedure, a grievance must:

29 1. Concern matters or incidents that have occurred.

2. Result from an act or omission by management regarding working conditions or other aspects of employer - EMPLOYEE relations over which the director of the department or the City has control.

3. Arise out of a specific situation, act or acts complained of as being unfair which result in an inequity or damage to the EMPLOYEE.

4. Specify the relief sought, which relief must be within the power of the director of the department or the City Manager to grant in whole or in part.

5. Or be in violation of this MOU.

6. Grievances may be filed by an individual EMPLOYEE, a group of EMPLOYEES or the ECMEA on behalf of one or more EMPLOYEES for an alleged violation of the MOU.

SECTION C. Non-reviewable Grievances

A grievance is not reviewable under this procedure if it requires the modification of a policy established by law, or is a matter which is reviewable under some other administrative procedure and/or personnel rule such as:

1. Applications for changes in title, job classification or salary.

2. Appeals from formal disciplinary proceedings.

3. Appeals arising out of merit system examinations.

4. Appeals from work performance evaluations.

SECTION D. Informal Grievance Procedure

An EMPLOYEE who has a problem or complaint should first try to get it settled through discussion with the immediate supervisor without undue delay. If, after this discussion, the EMPLOYEE does not believe the problem has been satisfactorily resolved, the problem may be discussed with the next level of supervision, up to and including the department director. Every effort should be made to find an acceptable solution by informal means at the lowest possible level of supervision. If the EMPLOYEE is not in agreement with the decision reached by discussion, and has met with all appropriate supervisors and department director, the EMPLOYEE may file a formal grievance in writing within ten days after receiving the informal decision from the Department Director. An informal grievance shall not be taken above the City Manager.

SECTION E. Special Provisions of the Formal Grievance Procedure

1. Procedure for Presentation

In presenting a grievance, the EMPLOYEE shall follow the sequence and procedure outlined.

2. Prompt Presentation

The EMPLOYEE shall discuss the grievance with the immediate supervisor promptly after the act or omission of management causing the grievance.

30 3. Prescribed Form

The formal written grievance shall be submitted on a form prescribed by the City Manager for this purpose.

Supervisors and the Human Resources Department shall maintain an adequate supply of such forms.

4. Statement of Grievance

The grievance shall contain a statement of:

(a) The specific situation, act or acts complained of as being unfair; (b) The inequity or damage suffered by the employee; and (c) The relief sought.

5. EMPLOYEE Representation

The EMPLOYEE may choose a representative at any step after the first step of the procedure; i.e., at any step after formal discussion with the immediate supervisor. No person hearing a grievance need recognize more than one representative for any EMPLOYEE at any one time unless so desired.

6. Handled During Working Hours

Whenever possible, grievances will be handled during the regularly scheduled working hours of the parties involved.

7. Extension of Time

The time limits within which action must be taken or a decision made as specified in this procedure may be extended by mutual written consent of the parties involved. A statement of the duration of such extension of time must be signed by both parties involved at the step to be extended.

8. Consolidation of Grievances

If the grievance involves a group of EMPLOYEES or if a number of EMPLOYEES file separate grievances on the same matter, the grievances shall be handled as a single grievance.

9. Settlement

Any grievance shall be considered settled at the completion of any step if all parties are satisfied or if neither party presents the matter to a higher authority within the prescribed period of time.

10. Reprisal

The grievance procedure is intended to assure a grieving EMPLOYEE the right to present a grievance without fear of disciplinary action or reprisal from the supervisor, superior or department director, provided the provisions of this grievance procedure are observed.

SECTION F. Formal Grievance Procedure Steps

1. First Level of Review

The appeal shall be presented in writing to the EMPLOYEE'S immediate supervisor, who shall render a decision and comments in writing and return them to the EMPLOYEE within 15 calendar days after receiving the appeal. If the EMPLOYEE does not agree with the supervisor's decision, or if no answer has been received within 15 calendar days, the EMPLOYEE may present the appeal in writing to the next level supervisor. 31 Failure of the EMPLOYEE to take further action within 10 calendar days after receipt of the written decision of the supervisor, or within a total of 25 calendar days, if no decision is rendered, will constitute a dropping of the appeal.

2. Further Level or Levels of Review as Appropriate

The supervisor receiving the appeal shall review it, render the decision and comments in writing, and return them to the EMPLOYEE within 15 calendar days after receiving the appeal. If the EMPLOYEE does not agree with the decision, or if no answer has been received within 15 calendar days, the appeal may be presented in writing to the department director. Failure of the EMPLOYEE to take further action within 10 calendar days after receipt of the decision, or within a total of 25 calendar days, if no decision is rendered, will constitute a dropping of the appeal.

3. Department Review

The department director or designee receiving the appeal shall discuss the grievance with the EMPLOYEE, representative, if any, and with other appropriate persons. The department director shall render a decision and comments in writing and return them to the EMPLOYEE within 15 calendar days after receiving the appeal.

If the EMPLOYEE does not agree with the decision reached, or if no answer has been received within 15 calendar days, the appeal may be presented in writing to the City Manager. Failure of the EMPLOYEE to take further action within 10 calendar days after receipt of the decision, or within a total of 25 calendar days, if no decision is rendered, will constitute a dropping of the appeal.

4. Mediation

The EMPLOYEE or the City may request that the grievance be submitted to mediation within 10 calendar days of receipt of the Department Review decision, or within a total of 25 calendar days if no Department Review decision is rendered. If either party denies the mediation request, the grievance shall proceed to the next Step.

If the parties mutually agree to mediate, the parties shall make a formal, written request for a mediator from the California State Mediation and Conciliation Service. The choice of a mediator must be agreed upon by both parties.

Mediation shall commence no later than 10 days after selection of a mediator, unless the parties mutually agree to extend this time line. If the grievance was mediated and resolved, the parties may request that the mediator provide a written summary of the outcome; a description of the dispute and the resolution reached by the parties. If the mediation does not result in a resolution within 25 days of the commencement of mediation, the grievance shall be c onsidered unresolved and the parties shall request that the mediator render a written, advisory opinion letter to the parties within 15 calendar days of the final mediation session. This opinion is non-binding and is intended to be an advisory recommendat ion, only. Failure of the EMPLOYEE to take further action within 10 calendar days after receipt of the advisory opinion letter will constitute a dropping of the appeal.

5. City Manager Review

The City Manager or designee shall discuss the grievance with the EMPLOYEE, their representative, if any, and with other appropriate persons. The City Manager may designate a factfinding committee, or other not in the normal line of supervision, or the Personnel Commission to advise concerning the appeal. The City Manager shall render a decision in writing to the EMPLOYEE within 20 calendar days after receiving the appeal.

SECTION G. Disciplinary Procedure

The City’s Administrative Policy D -14 on Disciplinary Procedure for regular miscellaneous employees is hereby incorporated by reference and included as Attachment “B” to this MOU.

32 ARTICLE 10 - SUGGESTION AWARD PROGRAM

SECTION A. Purpose

The purpose of a Suggestion Award Program is to develop increased efficiency of governmental operations in the CITY by providing recognition to EMPLOYEES for submission of original and constructive suggestions. Such a program stimulates imaginative and inventive thinking among EMPLOYEES which can eliminate duplication, waste or safety hazards, reduce costs or accidents, improve service, methods or equipment or save time, staffing level, money, materials or space.

SECTION B. Suggestion Award Program

A copy of said program is available in its entirety in the Human Resources Department.

ARTICLE 11 - OUTSIDE EMPLOYMENT

SECTION A.

No EMPLOYEE shall engage in any employment nor maintain any business interest which creates a conflict with the City employment or which is in conflict with the City work schedule.

The following will be considered to be in conflict of interest with City employment unless shown otherwise:

1. Any employment or business interest in an outside entity which is regulated by the City department in which the EMPLOYEE works;

2. Any employment or business interest in any outside endeavor which would give a City EMPLOYEE special advantage due to knowledge or information of a confidential or special nature (not av ailable to the general public) which the EMPLOYEE may gain from City employment;

3. Use or reference to City job title while engaged in outside employment or business interest;

4. Other situations which create an actual conflict of interest.

SECTION B.

EMPLOYEES may be required to report outside employment or business interests on forms to be provided by the City not more than twice yearly. These shall be maintained in the EMPLOYEES' personnel file.

ARTICLE 12 - EMPLOYEE RIGHTS

EMPLOYEES of the City shall have the right to form, join and participate in the activities of EMPLOYEE organizations of their own choosing for the purpose of representation on all matters of employer -EMPLOYEE relations including, but not limited to wages, hours, and other terms and conditions of employment. EMPLOYEES of the City also shall have the right to refuse to join or participate in the activities of EMPLOYEE organizations and shall have the right to represent themselves individually in their employ ment relations with the City. No EMPLOYEE shall be interfered with, intimidated, restrained, coerced or discriminated against by the City or by any EMPLOYEE organization because of his/her exercise of these rights.

Each EMPLOYEE shall enjoy all the rights and privileges afforded to him/her under the Constitutions of the United States and the State of California; the laws of the State of California; and the ordinances, rules, policies and procedures of the City of El Cajon in his/her employment relationship with the City.

ARTICLE 13 - CITY RIGHTS

The rights of the City include, but are not limited to, the exclusive right to determine the mission of its constituent departments, commissions and boards; set standards of service; determine the procedures and standards of selection for employment and promotion; direct its EMPLOYEES; take disciplinary action; relieve its EMPLOYEES from 33 duty because of lack of work or for other legitimate reasons; maintain the efficiency of governmental operations; determine the methods, means and personnel by which government operations are to be conducted; determine the content of job classifications; take all necessary actions to carry out its mission in emergencies; and exercise complete control and discretion over its organization and the technology of performing its work.

Drug-free Workplace Act of 1988

The ECMEA agrees to support a drug -free workplace as required by the Federal Regulations passed in 1988. For further details, refer to City Council Policy A-19 or contact the Human Resources Department.

Driver's License Checks

The CITY shall use the State of California Department of Motor Vehicles pull notice program for the purpose of determining the status of the driver's licenses of all EMPLOYEES required to possess them. This is for the protection of the integrity of the CITY'S liability insurance and the safety of EMPLOYEES and citizens. Any adverse actions taken would include appropriate appeal rights for EMPLOYEES.

ARTICLE 14 - ASSOCIATION RIGHTS

The ECMEA shall enjoy all of the rights and privileges afforded to it under the Constitutions of the United States and the State of California; the laws of the State of California; and the ordinances, rules, policies and procedures of the City of El Cajon.

The President of the ECMEA may have a maximum of one hour per week without loss of compensation to engage in ECMEA business with prior approval of the department director. If the President wishes to designate the Secretary or Treasurer be allowed to use this time for appropriate business, reasonable notification shall be made to the City Manager's office in advance, generally in writing. The City will send a memo to affected depart ment directors in advance advising that this situation may occur. The ECMEA shall be allowed the use of City facilities, if available, for the purpose of conducting ECMEA meetings. The ECMEA shall also be allowed the use of bulletin board space at locations throughout the City. The ECMEA agrees to pay for printing services provided by the City.

Safety Committee

The ECMEA shall have a member serve on the Safety Committee in accordance with City Council Policy A-9.

ARTICLE 15 - MODIFIED DUTY

SECTION A

At the City’s discretion, modified duty shall be given to EMPLOYEES who are unable to perform the essential functions of his/her job due to medical condition or disability where the City is able to reasonably accommodate the EMPLOYEE’S limitations.

SECTION B

EMPLOYEES recommended for modified duty must bring a written statement from a physician stating the medical reasons for modification, the prognosis for recovery and specific restrictions required. This must be presented to the department director as soon as possible after the physician recommends said EMPLOYEE for modified duty. The recommended length of time is left to the discretion of the treating physician.

34 SECTION C

A general job description shall be provided to the physician to determine the modifications. (RU-91 may be used as a supplement to this.) A supervisor may be asked to provide relevant additional information and possible alternative assignments.

SECTION D

An EMPLOYEE on modified duty shall notify the department director as soon as he/she is available for full duty and shall provide the department with a physician's release from modified duty stating the date of return to work and any remaining modifications needed.

SECTION E

The CITY may provide modified duty as long as work is available and the EMPLOYEE is productive.

SECTION F

The CITY retains the right to require periodic medical updates from the EMPLOYEE's treating physician and the right to send an EMPLOYEE for an evaluation at CITY expense , if the amount of modified duty appears to be excessive.

SECTION G

EMPLOYEES eligible for modified duty who refuse it shall receive no workers' compensation benefits but may exhaust eligible leave balances.

ARTICLE 16 - EMPLOYEE ASSISTANCE PROGRAM

The City shall maintain and fund an EAP program which does not exceed $20,000 in cost per year.

ARTICLE 17 - INDIVIDUAL PERSONNEL FILES

Section A. Traffic Accidents

The City and the ECMEA agree to purge the personnel records of EMPLOYEES of all referenc es to reprimand relating to the EMPLOYEES’ traffic accidents. Purging will be at the request of the EMPLOYEE to the City Manager after three full years of accident-free driving.

Section B. Disciplinary Actions

In addition, upon request of the EMPLOYEE t o the City Manager, the City will purge disciplinary actions that do not relate to workers’ compensation or unresolved liability claims and are more than 5 years old, provided that no similar disciplinary actions have been imposed on said employee.

ARTICLE 18 - LIMITED-TERM EMPLOYEES / CONTRACTING OUT

The City and MEA agree that the City may, through attrition as positions become vacant due to termination, resignation or retirement, employ limited-term/non-benefitted employees to perform the services of the position that has become vacant, or to contract out the services performed by the vacant position. MEA expressly waives the right to meet and confer over the City’s decision to employ limited -term/non-benefitted employees or to contract out services performed by a position that has become vacant through termination, resignation or retirement, however, MEA retains the right to meet and confer over the impact(s) of the City’s decision. The City’s decision to employ 35 limited-term/non-benefitted emplo yees or to contract out services will be made on a case -by-case basis in consideration of factors including the economic benefit to the City. The City shall not lay -off any EMPLOYEE in order to employ limited -term/non-benefitted employees or to contract o ut the services performed by that EMPLOYEE.

Pursuant to the Side Letter Agreement entered into between the City and ECMEA in January 2012, the terms of which are incorporated herein, the City may employ Limited -Term Custodians to fill vacant positions in the classification of Custodian.

ARTICLE 19 - MAINTENANCE OF BENEFITS

The status of all existing benefits and conditions of employment now enjoyed by classifications represented by ECMEA shall not be deemed affected by this MOU, except as specifically mo dified by provisions hereof or by actions taken in implementation thereof.

The City and the ECMEA hereby expressly waive any right to request any changes in the wages, hours, or other conditions of employment of EMPLOYEES covered by this MOU. Neither the City nor the ECMEA shall be required to "Meet and Confer" as to any such request unless by mutual consent of both parties. The right of the ECMEA and the City to "Meet and Confer" on the interpretation or application of this MOU is excluded in the waiver described above.

ARTICLE 20 - CURRENT PRACTICES

It is understood that existing ordinances, resolutions, City Council and Administrative policies of the City, past ECMEA MOUs, Personnel Rules and departmental rules and regulations cover matters pertainin g to employer - EMPLOYEE relations including, but not limited to, wages, salaries, benefits, hours and other terms and conditions of employment. As such, they are hereby incorporated herein by this reference and made a part hereof as though set forth in full and, except as provided in this MOU, shall remain in full force and effect during the term hereof.

ARTICLE 21 - AGENCY SECURITY

Pursuant to AB 119, the City acknowledges and will comply with Sections 3555-3559 of the Government Code.

Continuous and uninterrupted service by the City and its EMPLOYEES to the citizens, and orderly EMPLOYEE relations between the City and its EMPLOYEES being essential considerations of this MOU, the ECMEA agrees, on behalf of itself and its members, individually and collectively, that there shall not be any strikes, boycotting, work stoppages, shutdown or slow-down/speed-up actions, or a concerted refusal to render services or to work overtime or any other curtailment, restriction or acceleration of work at any time during the term of this MOU.

Nothing shall be construed in this MOU to prevent the ECMEA or its members from exercising any legal rights prescribed by State law.

ARTICLE 22 - FEDERAL - STATE LAWS

It is understood and agreed that this Memorandum of Understanding is subject to all present and future applicable federal and state laws and regulations and the provisions hereof shall be effective and implemented only to the extent permitted by such laws and regulations. If any part of this Memorandum of U nderstanding is in conflict or inconsistent with such applicable laws and regulations, or otherwise held to be invalid or unenforceable by any tribunal of competent jurisdiction, such part or provisions shall be suspended and superseded by such applicable laws and regulations, and the remainder of this Memorandum of Understanding shall not be affected thereby and shall remain in full force and effect. Modifications to such sections will be made within a reasonable period of time via the Meet and Confer process.

36 AMERICANS WITH DISABILITIES ACT (ADA)

The CITY and the ECMEA agree that they are subject to and must conform to the Americans with Disabilities Act (ADA).

ARTICLE 23 – NON-DISCRIMINATION

The ECMEA accepts and supports the official City Equal Employment Opportunity Policy

ARTICLE 24 - TERM AND IMPLEMENTATION

This MOU shall become effective only after adoption by the City Council of the City of El Cajon and ratification by the members of ECMEA. This MOU shall commence its term July 1, 20 23 (except as otherwise provided in this MOU) and shall continue in effect through June 30, 2026.

ARTICLE 25 – LIMITED SALARY RE-OPENER

This LIMITED salary re-opener solely applies for the duration of the initial 2023-2026 contract, expires at the expiration of this contract term, does not extend if the contract is extended, and will not extend into the successor contract. This LIMITED salary re-opener solely applies to the Police Dispatcher I/II, Supervising Police Dispatcher, Forensic Evidence Technician, and Forensic Latent Print Examiner classifications.

If at any time during this agreement the City, or MEA, determine they are unable to recruit or retain employees in these classifications, the parties agree to re-open this contract to solely discuss hourly wages of the aforementioned classifications.

ARTICLE 26 - RENEGOTIATION

Negotiations for a successor MOU shall commence within a reasonable time period following written notice served by either party on the other.

37 This MOU is entered into by the following representatives of the CITY and the ECMEA.

City Negotiating Team

_______________________________________
Graham Mitchell – City Manager

_______________________________________
Clay Schoen – Director of Finance

_______________________________________
Marisol Thorn – Human Resources Director

El Cajon Municipal Employees’ Association Negotiating Team

___________________________________
George Parkinson – President

38 ATTACHMENT A - SALARY TABLES
Salary Table – Effective 6/24/2023

EFFECTIVE
DATE

DESCRIPTION STEP HOURLY RATE
06/24/2023 ACCOUNTING TECHCIAN 1 $ 25.0909 06/24/2023 ACCOUNTING TECHCIAN 2 $ 26.3454 06/24/2023 ACCOUNTING TECHCIAN 3 $ 27.6628 06/24/2023 ACCOUNTING TECHCIAN 4 $ 29.0459 06/24/2023 ACCOUNTING TECHCIAN 5 $ 30.4981

06/24/2023 ADMINISTRATIVE SECRETARY 1 $ 25.9702 06/24/2023 ADMINISTRATIVE SECRETARY 2 $ 27.2687 06/24/2023 ADMINISTRATIVE SECRETARY 3 $ 28.6321 06/24/2023 ADMINISTRATIVE SECRETARY 4 $ 30.0639 06/24/2023 ADMINISTRATIVE SECRETARY 5 $ 31.5670

06/24/2023 ASSISTANT PLANNER 1 $ 31.8263 06/24/2023 ASSISTANT PLANNER 2 $ 33.4202 06/24/2023 ASSISTANT PLANNER 3 $ 35.1072 06/24/2023 ASSISTANT PLANNER 4 $ 36.8771 06/24/2023 ASSISTANT PLANNER 5 $ 38.7297

06/24/2023 ASST PARKS & RECREATION SUPERVISOR 1 $ 25.9690 06/24/2023 ASST PARKS & RECREATION SUPERVISOR 2 $ 27.2674 06/24/2023 ASST PARKS & RECREATION SUPERVISOR 3 $ 28.6308 06/24/2023 ASST PARKS & RECREATION SUPERVISOR 4 $ 30.0623 06/24/2023 ASST PARKS & RECREATION SUPERVISOR 5 $ 31.5654

06/24/2023 ASSOCIATE PLANNER 1 $ 37.5196 06/24/2023 ASSOCIATE PLANNER 2 $ 39.3955 06/24/2023 ASSOCIATE PLANNER 3 $ 41.3654 06/24/2023 ASSOCIATE PLANNER 4 $ 43.4336 06/24/2023 ASSOCIATE PLANNER 5 $ 45.6053

06/24/2023 BUILDING INSPECTOR 1 $ 33.7559 06/24/2023 BUILDING INSPECTOR 2 $ 35.4437 06/24/2023 BUILDING INSPECTOR 3 $ 37.2159 06/24/2023 BUILDING INSPECTOR 4 $ 39.0766 06/24/2023 BUILDING INSPECTOR 5 $ 41.0305

06/24/2023 BUYER 1 $ 28.8455
06/24/2023 BUYER 2 $ 30.2877
06/24/2023 BUYER 3 $ 31.8021
06/24/2023 BUYER 4 $ 33.3922
06/24/2023 BUYER 5 $ 35.0619

06/24/2023 CODE COMPLIANCE OFFICER 1 $ 30.4569 06/24/2023 CODE COMPLIANCE OFFICER 2 $ 31.9798 06/24/2023 CODE COMPLIANCE OFFICER 3 $ 33.5787 39 06/24/2023 CODE COMPLIANCE OFFICER 4 $ 35.2578 06/24/2023 CODE COMPLIANCE OFFICER 5 $ 37.0206

06/24/2023 CRIME ANALYST 1 $ 31.5170
06/24/2023 CRIME ANALYST 2 $ 33.0929
06/24/2023 CRIME ANALYST 3 $ 34.7474
06/24/2023 CRIME ANALYST 4 $ 36.4849
06/24/2023 CRIME ANALYST 5 $ 38.3092

06/24/2023 CUSTOMER SERVICE REPRESENTATIVE 1 $ 19.8919 06/24/2023 CUSTOMER SERVICE REPRESENTATIVE 2 $ 20.8865 06/24/2023 CUSTOMER SERVICE REPRESENTATIVE 3 $ 21.9308 06/24/2023 CUSTOMER SERVICE REPRESENTATIVE 4 $ 23.0273 06/24/2023 CUSTOMER SERVICE REPRESENTATIVE 5 $ 24.1786

06/24/2023 DEPUTY FIRE MARSHAL 1 $ 39.8576 06/24/2023 DEPUTY FIRE MARSHAL 2 $ 41.8505 06/24/2023 DEPUTY FIRE MARSHAL 3 $ 43.9430 06/24/2023 DEPUTY FIRE MARSHAL 4 $ 46.1402 06/24/2023 DEPUTY FIRE MARSHAL 5 $ 48.4472

06/24/2023 EQUIPMENT MECHANIC 1 $ 29.0597 06/24/2023 EQUIPMENT MECHANIC 2 $ 30.5127 06/24/2023 EQUIPMENT MECHANIC 3 $ 32.0383 06/24/2023 EQUIPMENT MECHANIC 4 $ 33.6402 06/24/2023 EQUIPMENT MECHANIC 5 $ 35.3222

06/24/2023 FACILITIES TECHICIAN 1 $ 24.6020 06/24/2023 FACILITIES TECHICIAN 2 $ 25.8320 06/24/2023 FACILITIES TECHICIAN 3 $ 27.1236 06/24/2023 FACILITIES TECHICIAN 4 $ 28.4798 06/24/2023 FACILITIES TECHICIAN 5 $ 29.9037

06/24/2023 FIRE INSPECTOR I 1 $ 30.6021 06/24/2023 FIRE INSPECTOR I 2 $ 32.1322 06/24/2023 FIRE INSPECTOR I 3 $ 33.7388 06/24/2023 FIRE INSPECTOR I 4 $ 35.4258 06/24/2023 FIRE INSPECTOR I 5 $ 37.1971

06/24/2023 FIRE INSPECTOR II 1 $ 33.6698 06/24/2023 FIRE INSPECTOR II 2 $ 35.3533 06/24/2023 FIRE INSPECTOR II 3 $ 37.1209 06/24/2023 FIRE INSPECTOR II 4 $ 38.9770 06/24/2023 FIRE INSPECTOR II 5 $ 40.9258

06/24/2023 FLEET SPECIALIST 1 $ 21.7661 06/24/2023 FLEET SPECIALIST 2 $ 22.8544 06/24/2023 FLEET SPECIALIST 3 $ 23.9971 06/24/2023 FLEET SPECIALIST 4 $ 25.1970 06/24/2023 FLEET SPECIALIST 5 $ 26.4568

40 06/24/2023 FORENSIC EVIDENCE TECHNICIAN 1 $ 32.7764 06/24/2023 FORENSIC EVIDENCE TECHNICIAN 2 $ 34.4152 06/24/2023 FORENSIC EVIDENCE TECHNICIAN 3 $ 36.1359 06/24/2023 FORENSIC EVIDENCE TECHNICIAN 4 $ 37.9428 06/24/2023 FORENSIC EVIDENCE TECHNICIAN 5 $ 39.8399

06/24/2023 FORENSIC LATENT PRINT EXAMINER 1 $ 40.1820 06/24/2023 FORENSIC LATENT PRINT EXAMINER 2 $ 42.1912 06/24/2023 FORENSIC LATENT PRINT EXAMINER 3 $ 44.3007 06/24/2023 FORENSIC LATENT PRINT EXAMINER 4 $ 46.5157 06/24/2023 FORENSIC LATENT PRINT EXAMINER 5 $ 48.8414

06/24/2023 GIS TECHNICIAN 1 $ 28.7150
06/24/2023 GIS TECHNICIAN 2 $ 30.1508
06/24/2023 GIS TECHNICIAN 3 $ 31.6584
06/24/2023 GIS TECHNICIAN 4 $ 33.2412
06/24/2023 GIS TECHNICIAN 5 $ 34.9033

06/24/2023 JUNIOR PLANNER 1 $ 27.9980
06/24/2023 JUNIOR PLANNER 2 $ 29.3979
06/24/2023 JUNIOR PLANNER 3 $ 30.8677
06/24/2023 JUNIOR PLANNER 4 $ 32.4112
06/24/2023 JUNIOR PLANNER 5 $ 34.0317

06/24/2023 LEAD EQUIPMENT MECHANIC 1 $ 31.0484 06/24/2023 LEAD EQUIPMENT MECHANIC 2 $ 32.6008 06/24/2023 LEAD EQUIPMENT MECHANIC 3 $ 34.2309 06/24/2023 LEAD EQUIPMENT MECHANIC 4 $ 35.9424 06/24/2023 LEAD EQUIPMENT MECHANIC 5 $ 37.7396

06/24/2023 LEAD FACILITIES TECHICIAN 1 $ 29.5700 06/24/2023 LEAD FACILITIES TECHICIAN 2 $ 31.0484 06/24/2023 LEAD FACILITIES TECHICIAN 3 $ 32.6008 06/24/2023 LEAD FACILITIES TECHICIAN 4 $ 34.2309 06/24/2023 LEAD FACILITIES TECHICIAN 5 $ 35.9424

06/24/2023 PARKING ENFORCEMENT OFFICER 1 $ 24.8504 06/24/2023 PARKING ENFORCEMENT OFFICER 2 $ 26.0924 06/24/2023 PARKING ENFORCEMENT OFFICER 3 $ 27.4068 06/24/2023 PARKING ENFORCEMENT OFFICER 4 $ 28.7834 06/24/2023 PARKING ENFORCEMENT OFFICER 5 $ 30.2220

06/24/2023 PARKS & RECREATION SUPERVISOR 1 $ 32.2920 06/24/2023 PARKS & RECREATION SUPERVISOR 2 $ 33.9066 06/24/2023 PARKS & RECREATION SUPERVISOR 3 $ 35.6019 06/24/2023 PARKS & RECREATION SUPERVISOR 4 $ 37.3821 06/24/2023 PARKS & RECREATION SUPERVISOR 5 $ 39.2511

06/24/2023 PLANS EXAMINER 1 $ 37.2327
06/24/2023 PLANS EXAMINER 2 $ 39.0943
06/24/2023 PLANS EXAMINER 3 $ 41.0490
41 06/24/2023 PLANS EXAMINER 4 $ 43.1015 06/24/2023 PLANS EXAMINER 5 $ 45.2566

06/24/2023 POLICE DISPATCHER I 1 $ 29.5702 06/24/2023 POLICE DISPATCHER I 2 $ 31.0487 06/24/2023 POLICE DISPATCHER I 3 $ 32.6011 06/24/2023 POLICE DISPATCHER I 4 $ 34.2312 06/24/2023 POLICE DISPATCHER I 5 $ 35.9428

06/24/2023 POLICE DISPATCHER II 1 $ 34.2575 06/24/2023 POLICE DISPATCHER II 2 $ 35.9704 06/24/2023 POLICE DISPATCHER II 3 $ 37.7688 06/24/2023 POLICE DISPATCHER II 4 $ 39.6573 06/24/2023 POLICE DISPATCHER II 5 $ 41.6401

06/24/2023 POLICE RECORDS SPECIALIST 1 $ 20.8346 06/24/2023 POLICE RECORDS SPECIALIST 2 $ 21.8763 06/24/2023 POLICE RECORDS SPECIALIST 3 $ 22.9701 06/24/2023 POLICE RECORDS SPECIALIST 4 $ 24.1186 06/24/2023 POLICE RECORDS SPECIALIST 5 $ 25.3246

06/24/2023 POLICE RECORDS SUPERVISOR 1 $ 26.2755 06/24/2023 POLICE RECORDS SUPERVISOR 2 $ 27.5894 06/24/2023 POLICE RECORDS SUPERVISOR 3 $ 28.9688 06/24/2023 POLICE RECORDS SUPERVISOR 4 $ 30.4172 06/24/2023 POLICE RECORDS SUPERVISOR 5 $ 31.9381

06/24/2023 POLICE SERVICES OFFICER I 1 $ 27.8810 06/24/2023 POLICE SERVICES OFFICER I 2 $ 29.2751 06/24/2023 POLICE SERVICES OFFICER I 3 $ 30.7388 06/24/2023 POLICE SERVICES OFFICER I 4 $ 32.2759 06/24/2023 POLICE SERVICES OFFICER I 5 $ 33.8895

06/24/2023 POLICE SERVICES OFFICER II 1 $ 29.2851 06/24/2023 POLICE SERVICES OFFICER II 2 $ 30.7493 06/24/2023 POLICE SERVICES OFFICER II 3 $ 32.2869 06/24/2023 POLICE SERVICES OFFICER II 4 $ 33.9013 06/24/2023 POLICE SERVICES OFFICER II 5 $ 35.5963

06/24/2023 PROJECT ASSISTANT 1 $ 31.3605 06/24/2023 PROJECT ASSISTANT 2 $ 32.9285 06/24/2023 PROJECT ASSISTANT 3 $ 34.5750 06/24/2023 PROJECT ASSISTANT 4 $ 36.3038 06/24/2023 PROJECT ASSISTANT 5 $ 38.1189

06/24/2023 PROPERTY CLERK 1 $ 22.8632
06/24/2023 PROPERTY CLERK 2 $ 24.0063
06/24/2023 PROPERTY CLERK 3 $ 25.2066
06/24/2023 PROPERTY CLERK 4 $ 26.4669
06/24/2023 PROPERTY CLERK 5 $ 27.7903

42 06/24/2023 PUBLIC SAFETY COMMUNICATIONS OPERATOR 1 $ 22.7493 06/24/2023 PUBLIC SAFETY COMMUNICATIONS OPERATOR 2 $ 23.8868 06/24/2023 PUBLIC SAFETY COMMUNICATIONS OPERATOR 3 $ 25.0812 06/24/2023 PUBLIC SAFETY COMMUNICATIONS OPERATOR 4 $ 26.3353 06/24/2023 PUBLIC SAFETY COMMUNICATIONS OPERATOR 5 $ 27.6520

06/24/2023 PUBLIC WORKS CREW LEADER 1 $ 29.1373 06/24/2023 PUBLIC WORKS CREW LEADER 2 $ 30.5942 06/24/2023 PUBLIC WORKS CREW LEADER 3 $ 32.1239 06/24/2023 PUBLIC WORKS CREW LEADER 4 $ 33.7301 06/24/2023 PUBLIC WORKS CREW LEADER 5 $ 35.4167

06/24/2023 PUBLIC WORKS EQUIPMENT OPERATOR 1 $ 27.6097 06/24/2023 PUBLIC WORKS EQUIPMENT OPERATOR 2 $ 28.9901 06/24/2023 PUBLIC WORKS EQUIPMENT OPERATOR 3 $ 30.4397 06/24/2023 PUBLIC WORKS EQUIPMENT OPERATOR 4 $ 31.9616 06/24/2023 PUBLIC WORKS EQUIPMENT OPERATOR 5 $ 33.5598

06/24/2023 PUBLIC WORKS INSPECTOR 1 $ 34.2510 06/24/2023 PUBLIC WORKS INSPECTOR 2 $ 35.9636 06/24/2023 PUBLIC WORKS INSPECTOR 3 $ 37.7619 06/24/2023 PUBLIC WORKS INSPECTOR 4 $ 39.6499 06/24/2023 PUBLIC WORKS INSPECTOR 5 $ 41.6325

06/24/2023 PUBLIC WORKS MAINTENANCE WORKER I 1 $ 20.2794 06/24/2023 PUBLIC WORKS MAINTENANCE WORKER I 2 $ 21.2934 06/24/2023 PUBLIC WORKS MAINTENANCE WORKER I 3 $ 22.3580 06/24/2023 PUBLIC WORKS MAINTENANCE WORKER I 4 $ 23.4760 06/24/2023 PUBLIC WORKS MAINTENANCE WORKER I 5 $ 24.6498

06/24/2023 PUBLIC WORKS MAINTENANCE WORKER II 1 $ 22.3676 06/24/2023 PUBLIC WORKS MAINTENANCE WORKER II 2 $ 23.4860 06/24/2023 PUBLIC WORKS MAINTENANCE WORKER II 3 $ 24.6603 06/24/2023 PUBLIC WORKS MAINTENANCE WORKER II 4 $ 25.8933 06/24/2023 PUBLIC WORKS MAINTENANCE WORKER II 5 $ 27.1880

06/24/2023 SECRETARY 1 $ 19.3106
06/24/2023 SECRETARY 2 $ 20.2762
06/24/2023 SECRETARY 3 $ 21.2901
06/24/2023 SECRETARY 4 $ 22.3544
06/24/2023 SECRETARY 5 $ 23.4721

06/24/2023 SENIOR BUILDING INSPECTOR 1 $ 35.8007 06/24/2023 SENIOR BUILDING INSPECTOR 2 $ 37.5907 06/24/2023 SENIOR BUILDING INSPECTOR 3 $ 39.4702 06/24/2023 SENIOR BUILDING INSPECTOR 4 $ 41.4438 06/24/2023 SENIOR BUILDING INSPECTOR 5 $ 43.5160

06/24/2023 SENIOR BUYER 1 $ 31.8263
06/24/2023 SENIOR BUYER 2 $ 33.4202
06/24/2023 SENIOR BUYER 3 $ 35.1072
43 06/24/2023 SENIOR BUYER 4 $ 36.8771
06/24/2023 SENIOR BUYER 5 $ 38.7297

06/24/2023 SENIOR ENGINEERING TECHNICIAN 1 $ 37.2393 06/24/2023 SENIOR ENGINEERING TECHNICIAN 2 $ 39.1013 06/24/2023 SENIOR ENGINEERING TECHNICIAN 3 $ 41.0564 06/24/2023 SENIOR ENGINEERING TECHNICIAN 4 $ 43.1092 06/24/2023 SENIOR ENGINEERING TECHNICIAN 5 $ 45.2647

06/24/2023 SENIOR PUBLIC WORKS MAINTENANCE WORKER 1 $ 26.3962 06/24/2023 SENIOR PUBLIC WORKS MAINTENANCE WORKER 2 $ 27.7161 06/24/2023 SENIOR PUBLIC WORKS MAINTENANCE WORKER 3 $ 29.1019 06/24/2023 SENIOR PUBLIC WORKS MAINTENANCE WORKER 4 $ 30.5570 06/24/2023 SENIOR PUBLIC WORKS MAINTENANCE WORKER 5 $ 32.0848

06/24/2023 SUPERVISING BUILDING INSPECTOR 1 $ 38.3536 06/24/2023 SUPERVISING BUILDING INSPECTOR 2 $ 40.2712 06/24/2023 SUPERVISING BUILDING INSPECTOR 3 $ 42.2848 06/24/2023 SUPERVISING BUILDING INSPECTOR 4 $ 44.3990 06/24/2023 SUPERVISING BUILDING INSPECTOR 5 $ 46.6190

06/24/2023 SUPERVISING ENGINEERING TECHNCIAN 1 $ 31.8263 06/24/2023 SUPERVISING ENGINEERING TECHNCIAN 2 $ 33.4202 06/24/2023 SUPERVISING ENGINEERING TECHNCIAN 3 $ 35.1072 06/24/2023 SUPERVISING ENGINEERING TECHNCIAN 4 $ 36.8771 06/24/2023 SUPERVISING ENGINEERING TECHNCIAN 5 $ 38.7297

06/24/2023 SUPERVISING POLICE DISPATCHER 1 $ 40.8873 06/24/2023 SUPERVISING POLICE DISPATCHER 2 $ 42.9316 06/24/2023 SUPERVISING POLICE DISPATCHER 3 $ 45.0782 06/24/2023 SUPERVISING POLICE DISPATCHER 4 $ 47.3321 06/24/2023 SUPERVISING POLICE DISPATCHER 5 $ 49.6986

Salary Table – Effective 6/22/2024

EFFECTIVE
DATE

DESCRIPTION STEP HOURLY RATE
06/22/2024 ACCOUNTING TECHCIAN 1 $ 26.6189 06/22/2024 ACCOUNTING TECHCIAN 2 $ 27.9499 06/22/2024 ACCOUNTING TECHCIAN 3 $ 29.3475 06/22/2024 ACCOUNTING TECHCIAN 4 $ 30.8148 06/22/2024 ACCOUNTING TECHCIAN 5 $ 32.3554

06/22/2024 ADMINISTRATIVE SECRETARY 1 $ 26.7493 06/22/2024 ADMINISTRATIVE SECRETARY 2 $ 28.0868 06/22/2024 ADMINISTRATIVE SECRETARY 3 $ 29.4911 06/22/2024 ADMINISTRATIVE SECRETARY 4 $ 30.9658 06/22/2024 ADMINISTRATIVE SECRETARY 5 $ 32.5140 44 06/22/2024 ASSISTANT PLANNER 1 $ 32.7811 06/22/2024 ASSISTANT PLANNER 2 $ 34.4228 06/22/2024 ASSISTANT PLANNER 3 $ 36.1604 06/22/2024 ASSISTANT PLANNER 4 $ 37.9834 06/22/2024 ASSISTANT PLANNER 5 $ 39.8916

06/22/2024 ASST PARKS & RECREATION SUPERVISOR 1 $ 26.7481 06/22/2024 ASST PARKS & RECREATION SUPERVISOR 2 $ 28.0854 06/22/2024 ASST PARKS & RECREATION SUPERVISOR 3 $ 29.4897 06/22/2024 ASST PARKS & RECREATION SUPERVISOR 4 $ 30.9642 06/22/2024 ASST PARKS & RECREATION SUPERVISOR 5 $ 32.5124

06/22/2024 ASSOCIATE PLANNER 1 $ 38.6452 06/22/2024 ASSOCIATE PLANNER 2 $ 40.5774 06/22/2024 ASSOCIATE PLANNER 3 $ 42.6064 06/22/2024 ASSOCIATE PLANNER 4 $ 44.7366 06/22/2024 ASSOCIATE PLANNER 5 $ 46.9735

06/22/2024 BUILDING INSPECTOR 1 $ 35.8117 06/22/2024 BUILDING INSPECTOR 2 $ 37.6022 06/22/2024 BUILDING INSPECTOR 3 $ 39.4824 06/22/2024 BUILDING INSPECTOR 4 $ 41.4564 06/22/2024 BUILDING INSPECTOR 5 $ 43.5292

06/22/2024 BUYER 1 $ 29.7109
06/22/2024 BUYER 2 $ 31.1963
06/22/2024 BUYER 3 $ 32.7562
06/22/2024 BUYER 4 $ 34.3940
06/22/2024 BUYER 5 $ 36.1138

06/22/2024 CODE COMPLIANCE OFFICER 1 $ 31.3706 06/22/2024 CODE COMPLIANCE OFFICER 2 $ 32.9392 06/22/2024 CODE COMPLIANCE OFFICER 3 $ 34.5861 06/22/2024 CODE COMPLIANCE OFFICER 4 $ 36.3155 06/22/2024 CODE COMPLIANCE OFFICER 5 $ 38.1312

06/22/2024 CRIME ANALYST 1 $ 33.4364
06/22/2024 CRIME ANALYST 2 $ 35.1083
06/22/2024 CRIME ANALYST 3 $ 36.8635
06/22/2024 CRIME ANALYST 4 $ 38.7068
06/22/2024 CRIME ANALYST 5 $ 40.6423

45 06/22/2024 CUSTOMER SERVICE REPRESENTATIVE 1 $ 21.1034 06/22/2024 CUSTOMER SERVICE REPRESENTATIVE 2 $ 22.1585 06/22/2024 CUSTOMER SERVICE REPRESENTATIVE 3 $ 23.2664 06/22/2024 CUSTOMER SERVICE REPRESENTATIVE 4 $ 24.4296 06/22/2024 CUSTOMER SERVICE REPRESENTATIVE 5 $ 25.6511

06/22/2024 DEPUTY FIRE MARSHAL 1 $ 43.5166 06/22/2024 DEPUTY FIRE MARSHAL 2 $ 45.6923 06/22/2024 DEPUTY FIRE MARSHAL 3 $ 47.9770 06/22/2024 DEPUTY FIRE MARSHAL 4 $ 50.3759 06/22/2024 DEPUTY FIRE MARSHAL 5 $ 52.8946

06/22/2024 EQUIPMENT MECHANIC 1 $ 30.8294 06/22/2024 EQUIPMENT MECHANIC 2 $ 32.3709 06/22/2024 EQUIPMENT MECHANIC 3 $ 33.9894 06/22/2024 EQUIPMENT MECHANIC 4 $ 35.6889 06/22/2024 EQUIPMENT MECHANIC 5 $ 37.4734

06/22/2024 FACILITIES TECHICIAN 1 $ 25.3401 06/22/2024 FACILITIES TECHICIAN 2 $ 26.6070 06/22/2024 FACILITIES TECHICIAN 3 $ 27.9373 06/22/2024 FACILITIES TECHICIAN 4 $ 29.3342 06/22/2024 FACILITIES TECHICIAN 5 $ 30.8008

06/22/2024 FIRE INSPECTOR I 1 $ 32.7810 06/22/2024 FIRE INSPECTOR I 2 $ 34.4200 06/22/2024 FIRE INSPECTOR I 3 $ 36.1411 06/22/2024 FIRE INSPECTOR I 4 $ 37.9481 06/22/2024 FIRE INSPECTOR I 5 $ 39.8456

06/22/2024 FIRE INSPECTOR II 1 $ 36.0671 06/22/2024 FIRE INSPECTOR II 2 $ 37.8704 06/22/2024 FIRE INSPECTOR II 3 $ 39.7639 06/22/2024 FIRE INSPECTOR II 4 $ 41.7522 06/22/2024 FIRE INSPECTOR II 5 $ 43.8397

06/22/2024 FLEET SPECIALIST 1 $ 22.4191 06/22/2024 FLEET SPECIALIST 2 $ 23.5400 06/22/2024 FLEET SPECIALIST 3 $ 24.7170 06/22/2024 FLEET SPECIALIST 4 $ 25.9529 06/22/2024 FLEET SPECIALIST 5 $ 27.2505

06/22/2024 FORENSIC EVIDENCE TECHNICIAN 1 $ 34.7725 46 06/22/2024 FORENSIC EVIDENCE TECHNICIAN 2 $ 36.5111 06/22/2024 FORENSIC EVIDENCE TECHNICIAN 3 $ 38.3366 06/22/2024 FORENSIC EVIDENCE TECHNICIAN 4 $ 40.2535 06/22/2024 FORENSIC EVIDENCE TECHNICIAN 5 $ 42.2662

06/22/2024 FORENSIC LATENT PRINT EXAMINER 1 $ 41.3875 06/22/2024 FORENSIC LATENT PRINT EXAMINER 2 $ 43.4569 06/22/2024 FORENSIC LATENT PRINT EXAMINER 3 $ 45.6297 06/22/2024 FORENSIC LATENT PRINT EXAMINER 4 $ 47.9112 06/22/2024 FORENSIC LATENT PRINT EXAMINER 5 $ 50.3066

06/22/2024 GIS TECHNICIAN 1 $ 29.5765 06/22/2024 GIS TECHNICIAN 2 $ 31.0553 06/22/2024 GIS TECHNICIAN 3 $ 32.6082 06/22/2024 GIS TECHNICIAN 4 $ 34.2384 06/22/2024 GIS TECHNICIAN 5 $ 35.9504

06/22/2024 JUNIOR PLANNER 1 $ 30.5682 06/22/2024 JUNIOR PLANNER 2 $ 32.0967 06/22/2024 JUNIOR PLANNER 3 $ 33.7014 06/22/2024 JUNIOR PLANNER 4 $ 35.3866 06/22/2024 JUNIOR PLANNER 5 $ 37.1558

06/22/2024 LEAD EQUIPMENT MECHANIC 1 $ 33.5788 06/22/2024 LEAD EQUIPMENT MECHANIC 2 $ 35.2577 06/22/2024 LEAD EQUIPMENT MECHANIC 3 $ 37.0207 06/22/2024 LEAD EQUIPMENT MECHANIC 4 $ 38.8717 06/22/2024 LEAD EQUIPMENT MECHANIC 5 $ 40.8154

06/22/2024 LEAD FACILITIES TECHICIAN 1 $ 30.4571 06/22/2024 LEAD FACILITIES TECHICIAN 2 $ 31.9799 06/22/2024 LEAD FACILITIES TECHICIAN 3 $ 33.5788 06/22/2024 LEAD FACILITIES TECHICIAN 4 $ 35.2578 06/22/2024 LEAD FACILITIES TECHICIAN 5 $ 37.0207

06/22/2024 PARKING ENFORCEMENT OFFICER 1 $ 25.5959 06/22/2024 PARKING ENFORCEMENT OFFICER 2 $ 26.8752 06/22/2024 PARKING ENFORCEMENT OFFICER 3 $ 28.2290 06/22/2024 PARKING ENFORCEMENT OFFICER 4 $ 29.6469 06/22/2024 PARKING ENFORCEMENT OFFICER 5 $ 31.1287

06/22/2024 PARKS & RECREATION SUPERVISOR 1 $ 34.2586 06/22/2024 PARKS & RECREATION SUPERVISOR 2 $ 35.9715 47 06/22/2024 PARKS & RECREATION SUPERVISOR 3 $ 37.7701 06/22/2024 PARKS & RECREATION SUPERVISOR 4 $ 39.6587 06/22/2024 PARKS & RECREATION SUPERVISOR 5 $ 41.6415

06/22/2024 PLANS EXAMINER 1 $ 39.5002 06/22/2024 PLANS EXAMINER 2 $ 41.4751 06/22/2024 PLANS EXAMINER 3 $ 43.5489 06/22/2024 PLANS EXAMINER 4 $ 45.7263 06/22/2024 PLANS EXAMINER 5 $ 48.0127

06/22/2024 POLICE DISPATCHER I 1 $ 30.4573 06/22/2024 POLICE DISPATCHER I 2 $ 31.9802 06/22/2024 POLICE DISPATCHER I 3 $ 33.5791 06/22/2024 POLICE DISPATCHER I 4 $ 35.2581 06/22/2024 POLICE DISPATCHER I 5 $ 37.0211

06/22/2024 POLICE DISPATCHER II 1 $ 35.2852 06/22/2024 POLICE DISPATCHER II 2 $ 37.0495 06/22/2024 POLICE DISPATCHER II 3 $ 38.9019 06/22/2024 POLICE DISPATCHER II 4 $ 40.8470 06/22/2024 POLICE DISPATCHER II 5 $ 42.8893

06/22/2024 POLICE RECORDS SPECIALIST 1 $ 21.4596 06/22/2024 POLICE RECORDS SPECIALIST 2 $ 22.5326 06/22/2024 POLICE RECORDS SPECIALIST 3 $ 23.6592 06/22/2024 POLICE RECORDS SPECIALIST 4 $ 24.8422 06/22/2024 POLICE RECORDS SPECIALIST 5 $ 26.0843

06/22/2024 POLICE RECORDS SUPERVISOR 1 $ 28.6876 06/22/2024 POLICE RECORDS SUPERVISOR 2 $ 30.1221 06/22/2024 POLICE RECORDS SUPERVISOR 3 $ 31.6281 06/22/2024 POLICE RECORDS SUPERVISOR 4 $ 33.2095 06/22/2024 POLICE RECORDS SUPERVISOR 5 $ 34.8700

06/22/2024 POLICE SERVICES OFFICER I 1 $ 28.7174 06/22/2024 POLICE SERVICES OFFICER I 2 $ 30.1534 06/22/2024 POLICE SERVICES OFFICER I 3 $ 31.6610 06/22/2024 POLICE SERVICES OFFICER I 4 $ 33.2442 06/22/2024 POLICE SERVICES OFFICER I 5 $ 34.9062

06/22/2024 POLICE SERVICES OFFICER II 1 $ 30.1637 06/22/2024 POLICE SERVICES OFFICER II 2 $ 31.6718 06/22/2024 POLICE SERVICES OFFICER II 3 $ 33.2555 48 06/22/2024 POLICE SERVICES OFFICER II 4 $ 34.9183 06/22/2024 POLICE SERVICES OFFICER II 5 $ 36.6642

06/22/2024 PROJECT ASSISTANT 1 $ 32.3013 06/22/2024 PROJECT ASSISTANT 2 $ 33.9164 06/22/2024 PROJECT ASSISTANT 3 $ 35.6123 06/22/2024 PROJECT ASSISTANT 4 $ 37.3929 06/22/2024 PROJECT ASSISTANT 5 $ 39.2625

06/22/2024 PROPERTY CLERK 1 $ 23.5491 06/22/2024 PROPERTY CLERK 2 $ 24.7265 06/22/2024 PROPERTY CLERK 3 $ 25.9628 06/22/2024 PROPERTY CLERK 4 $ 27.2609 06/22/2024 PROPERTY CLERK 5 $ 28.6240

06/22/2024 PUBLIC SAFETY COMMUNICATIONS OPERATOR 1 $ 23.4318 06/22/2024 PUBLIC SAFETY COMMUNICATIONS OPERATOR 2 $ 24.6034 06/22/2024 PUBLIC SAFETY COMMUNICATIONS OPERATOR 3 $ 25.8336 06/22/2024 PUBLIC SAFETY COMMUNICATIONS OPERATOR 4 $ 27.1254 06/22/2024 PUBLIC SAFETY COMMUNICATIONS OPERATOR 5 $ 28.4816

06/22/2024 PUBLIC WORKS CREW LEADER 1 $ 30.0114 06/22/2024 PUBLIC WORKS CREW LEADER 2 $ 31.5120 06/22/2024 PUBLIC WORKS CREW LEADER 3 $ 33.0876 06/22/2024 PUBLIC WORKS CREW LEADER 4 $ 34.7420 06/22/2024 PUBLIC WORKS CREW LEADER 5 $ 36.4792

06/22/2024 PUBLIC WORKS EQUIPMENT OPERATOR 1 $ 28.4380 06/22/2024 PUBLIC WORKS EQUIPMENT OPERATOR 2 $ 29.8598 06/22/2024 PUBLIC WORKS EQUIPMENT OPERATOR 3 $ 31.3529 06/22/2024 PUBLIC WORKS EQUIPMENT OPERATOR 4 $ 32.9204 06/22/2024 PUBLIC WORKS EQUIPMENT OPERATOR 5 $ 34.5666

06/22/2024 PUBLIC WORKS INSPECTOR 1 $ 35.2785 06/22/2024 PUBLIC WORKS INSPECTOR 2 $ 37.0425 06/22/2024 PUBLIC WORKS INSPECTOR 3 $ 38.8948 06/22/2024 PUBLIC WORKS INSPECTOR 4 $ 40.8394 06/22/2024 PUBLIC WORKS INSPECTOR 5 $ 42.8815

06/22/2024 PUBLIC WORKS MAINTENANCE WORKER I 1 $ 20.8878 06/22/2024 PUBLIC WORKS MAINTENANCE WORKER I 2 $ 21.9322 06/22/2024 PUBLIC WORKS MAINTENANCE WORKER I 3 $ 23.0287 06/22/2024 PUBLIC WORKS MAINTENANCE WORKER I 4 $ 24.1803 49 06/22/2024 PUBLIC WORKS MAINTENANCE WORKER I 5 $ 25.3893

06/22/2024 PUBLIC WORKS MAINTENANCE WORKER II 1 $ 23.0386 06/22/2024 PUBLIC WORKS MAINTENANCE WORKER II 2 $ 24.1906 06/22/2024 PUBLIC WORKS MAINTENANCE WORKER II 3 $ 25.4001 06/22/2024 PUBLIC WORKS MAINTENANCE WORKER II 4 $ 26.6701 06/22/2024 PUBLIC WORKS MAINTENANCE WORKER II 5 $ 28.0036

06/22/2024 SECRETARY 1 $ 20.4866
06/22/2024 SECRETARY 2 $ 21.5110
06/22/2024 SECRETARY 3 $ 22.5867
06/22/2024 SECRETARY 4 $ 23.7158
06/22/2024 SECRETARY 5 $ 24.9016

06/22/2024 SENIOR BUILDING INSPECTOR 1 $ 39.5042 06/22/2024 SENIOR BUILDING INSPECTOR 2 $ 41.4793 06/22/2024 SENIOR BUILDING INSPECTOR 3 $ 43.5533 06/22/2024 SENIOR BUILDING INSPECTOR 4 $ 45.7310 06/22/2024 SENIOR BUILDING INSPECTOR 5 $ 48.0176

06/22/2024 SENIOR BUYER 1 $ 32.7811
06/22/2024 SENIOR BUYER 2 $ 34.4228
06/22/2024 SENIOR BUYER 3 $ 36.1604
06/22/2024 SENIOR BUYER 4 $ 37.9834
06/22/2024 SENIOR BUYER 5 $ 39.8916

06/22/2024 SENIOR ENGINEERING TECHNICIAN 1 $ 38.3565 06/22/2024 SENIOR ENGINEERING TECHNICIAN 2 $ 40.2743 06/22/2024 SENIOR ENGINEERING TECHNICIAN 3 $ 42.2881 06/22/2024 SENIOR ENGINEERING TECHNICIAN 4 $ 44.4025 06/22/2024 SENIOR ENGINEERING TECHNICIAN 5 $ 46.6226

06/22/2024 SENIOR PUBLIC WORKS MAINTENANCE WORKER 1 $ 28.8194 06/22/2024 SENIOR PUBLIC WORKS MAINTENANCE WORKER 2 $ 30.2605 06/22/2024 SENIOR PUBLIC WORKS MAINTENANCE WORKER 3 $ 31.7734 06/22/2024 SENIOR PUBLIC WORKS MAINTENANCE WORKER 4 $ 33.3621 06/22/2024 SENIOR PUBLIC WORKS MAINTENANCE WORKER 5 $ 35.0302

06/22/2024 SUPERVISING BUILDING INSPECTOR 1 $ 36.8747 06/22/2024 SUPERVISING BUILDING INSPECTOR 2 $ 38.7184 06/22/2024 SUPERVISING BUILDING INSPECTOR 3 $ 40.6543 06/22/2024 SUPERVISING BUILDING INSPECTOR 4 $ 42.6871 06/22/2024 SUPERVISING BUILDING INSPECTOR 5 $ 44.8215 50 06/22/2024 SUPERVISING ENGINEERING TECHNCIAN 1 $ 32.7811 06/22/2024 SUPERVISING ENGINEERING TECHNCIAN 2 $ 34.4228 06/22/2024 SUPERVISING ENGINEERING TECHNCIAN 3 $ 36.1604 06/22/2024 SUPERVISING ENGINEERING TECHNCIAN 4 $ 37.9834 06/22/2024 SUPERVISING ENGINEERING TECHNCIAN 5 $ 39.8916

06/22/2024 SUPERVISING POLICE DISPATCHER 1 $ 42.1139 06/22/2024 SUPERVISING POLICE DISPATCHER 2 $ 44.2195 06/22/2024 SUPERVISING POLICE DISPATCHER 3 $ 46.4305 06/22/2024 SUPERVISING POLICE DISPATCHER 4 $ 48.7521 06/22/2024 SUPERVISING POLICE DISPATCHER 5 $ 51.1896

Salary Table – Effective 6/21/2025

EFFECTIVE
DATE

DESCRIPTION STEP HOURLY RATE
06/21/2025 ACCOUNTING TECHCIAN 1 $ 27.4175 06/21/2025 ACCOUNTING TECHCIAN 2 $ 28.7884 06/21/2025 ACCOUNTING TECHCIAN 3 $ 30.2279 06/21/2025 ACCOUNTING TECHCIAN 4 $ 31.7392 06/21/2025 ACCOUNTING TECHCIAN 5 $ 33.3261

06/21/2025 ADMINISTRATIVE SECRETARY 1 $ 27.5518 06/21/2025 ADMINISTRATIVE SECRETARY 2 $ 28.9294 06/21/2025 ADMINISTRATIVE SECRETARY 3 $ 30.3758 06/21/2025 ADMINISTRATIVE SECRETARY 4 $ 31.8948 06/21/2025 ADMINISTRATIVE SECRETARY 5 $ 33.4894

06/21/2025 ASSISTANT PLANNER 1 $ 33.7645 06/21/2025 ASSISTANT PLANNER 2 $ 35.4555 06/21/2025 ASSISTANT PLANNER 3 $ 37.2452 06/21/2025 ASSISTANT PLANNER 4 $ 39.1229 06/21/2025 ASSISTANT PLANNER 5 $ 41.0883

06/21/2025 ASST PARKS & RECREATION SUPERVISOR 1 $ 27.5505 06/21/2025 ASST PARKS & RECREATION SUPERVISOR 2 $ 28.9280 06/21/2025 ASST PARKS & RECREATION SUPERVISOR 3 $ 30.3744 06/21/2025 ASST PARKS & RECREATION SUPERVISOR 4 $ 31.8931 06/21/2025 ASST PARKS & RECREATION SUPERVISOR 5 $ 33.4878

06/21/2025 ASSOCIATE PLANNER 1 $ 39.8046 06/21/2025 ASSOCIATE PLANNER 2 $ 41.7947 51 06/21/2025 ASSOCIATE PLANNER 3 $ 43.8846 06/21/2025 ASSOCIATE PLANNER 4 $ 46.0787 06/21/2025 ASSOCIATE PLANNER 5 $ 48.3827

06/21/2025 BUILDING INSPECTOR 1 $ 36.8861 06/21/2025 BUILDING INSPECTOR 2 $ 38.7303 06/21/2025 BUILDING INSPECTOR 3 $ 40.6669 06/21/2025 BUILDING INSPECTOR 4 $ 42.7001 06/21/2025 BUILDING INSPECTOR 5 $ 44.8351

06/21/2025 BUYER 1 $ 30.6022
06/21/2025 BUYER 2 $ 32.1322
06/21/2025 BUYER 3 $ 33.7389
06/21/2025 BUYER 4 $ 35.4258
06/21/2025 BUYER 5 $ 37.1972

06/21/2025 CODE COMPLIANCE OFFICER 1 $ 32.3117 06/21/2025 CODE COMPLIANCE OFFICER 2 $ 33.9274 06/21/2025 CODE COMPLIANCE OFFICER 3 $ 35.6237 06/21/2025 CODE COMPLIANCE OFFICER 4 $ 37.4050 06/21/2025 CODE COMPLIANCE OFFICER 5 $ 39.2751

06/21/2025 CRIME ANALYST 1 $ 34.4395
06/21/2025 CRIME ANALYST 2 $ 36.1615
06/21/2025 CRIME ANALYST 3 $ 37.9694
06/21/2025 CRIME ANALYST 4 $ 39.8680
06/21/2025 CRIME ANALYST 5 $ 41.8616

06/21/2025 CUSTOMER SERVICE REPRESENTATIVE 1 $ 21.7365 06/21/2025 CUSTOMER SERVICE REPRESENTATIVE 2 $ 22.8233 06/21/2025 CUSTOMER SERVICE REPRESENTATIVE 3 $ 23.9644 06/21/2025 CUSTOMER SERVICE REPRESENTATIVE 4 $ 25.1625 06/21/2025 CUSTOMER SERVICE REPRESENTATIVE 5 $ 26.4206

06/21/2025 DEPUTY FIRE MARSHAL 1 $ 44.8221 06/21/2025 DEPUTY FIRE MARSHAL 2 $ 47.0631 06/21/2025 DEPUTY FIRE MARSHAL 3 $ 49.4163 06/21/2025 DEPUTY FIRE MARSHAL 4 $ 51.8872 06/21/2025 DEPUTY FIRE MARSHAL 5 $ 54.4814

06/21/2025 EQUIPMENT MECHANIC 1 $ 31.7543 06/21/2025 EQUIPMENT MECHANIC 2 $ 33.3420 06/21/2025 EQUIPMENT MECHANIC 3 $ 35.0091 52 06/21/2025 EQUIPMENT MECHANIC 4 $ 36.7596 06/21/2025 EQUIPMENT MECHANIC 5 $ 38.5976

06/21/2025 FACILITIES TECHICIAN 1 $ 26.1003 06/21/2025 FACILITIES TECHICIAN 2 $ 27.4052 06/21/2025 FACILITIES TECHICIAN 3 $ 28.7754 06/21/2025 FACILITIES TECHICIAN 4 $ 30.2142 06/21/2025 FACILITIES TECHICIAN 5 $ 31.7248

06/21/2025 FIRE INSPECTOR I 1 $ 33.7644 06/21/2025 FIRE INSPECTOR I 2 $ 35.4526 06/21/2025 FIRE INSPECTOR I 3 $ 37.2253 06/21/2025 FIRE INSPECTOR I 4 $ 39.0865 06/21/2025 FIRE INSPECTOR I 5 $ 41.0410

06/21/2025 FIRE INSPECTOR II 1 $ 37.1491 06/21/2025 FIRE INSPECTOR II 2 $ 39.0065 06/21/2025 FIRE INSPECTOR II 3 $ 40.9568 06/21/2025 FIRE INSPECTOR II 4 $ 43.0048 06/21/2025 FIRE INSPECTOR II 5 $ 45.1549

06/21/2025 FLEET SPECIALIST 1 $ 23.0917 06/21/2025 FLEET SPECIALIST 2 $ 24.2462 06/21/2025 FLEET SPECIALIST 3 $ 25.4585 06/21/2025 FLEET SPECIALIST 4 $ 26.7315 06/21/2025 FLEET SPECIALIST 5 $ 28.0680

06/21/2025 FORENSIC EVIDENCE TECHNICIAN 1 $ 35.8157 06/21/2025 FORENSIC EVIDENCE TECHNICIAN 2 $ 37.6064 06/21/2025 FORENSIC EVIDENCE TECHNICIAN 3 $ 39.4867 06/21/2025 FORENSIC EVIDENCE TECHNICIAN 4 $ 41.4611 06/21/2025 FORENSIC EVIDENCE TECHNICIAN 5 $ 43.5342

06/21/2025 FORENSIC LATENT PRINT EXAMINER 1 $ 42.6291 06/21/2025 FORENSIC LATENT PRINT EXAMINER 2 $ 44.7606 06/21/2025 FORENSIC LATENT PRINT EXAMINER 3 $ 46.9986 06/21/2025 FORENSIC LATENT PRINT EXAMINER 4 $ 49.3485 06/21/2025 FORENSIC LATENT PRINT EXAMINER 5 $ 51.8158

06/21/2025 GIS TECHNICIAN 1 $ 30.4638
06/21/2025 GIS TECHNICIAN 2 $ 31.9870
06/21/2025 GIS TECHNICIAN 3 $ 33.5864
06/21/2025 GIS TECHNICIAN 4 $ 35.2656
53 06/21/2025 GIS TECHNICIAN 5 $ 37.0289

06/21/2025 JUNIOR PLANNER 1 $ 31.4852
06/21/2025 JUNIOR PLANNER 2 $ 33.0596
06/21/2025 JUNIOR PLANNER 3 $ 34.7124
06/21/2025 JUNIOR PLANNER 4 $ 36.4482
06/21/2025 JUNIOR PLANNER 5 $ 38.2705

06/21/2025 LEAD EQUIPMENT MECHANIC 1 $ 34.5862 06/21/2025 LEAD EQUIPMENT MECHANIC 2 $ 36.3154 06/21/2025 LEAD EQUIPMENT MECHANIC 3 $ 38.1313 06/21/2025 LEAD EQUIPMENT MECHANIC 4 $ 40.0379 06/21/2025 LEAD EQUIPMENT MECHANIC 5 $ 42.0399

06/21/2025 LEAD FACILITIES TECHICIAN 1 $ 31.3708 06/21/2025 LEAD FACILITIES TECHICIAN 2 $ 32.9393 06/21/2025 LEAD FACILITIES TECHICIAN 3 $ 34.5862 06/21/2025 LEAD FACILITIES TECHICIAN 4 $ 36.3155 06/21/2025 LEAD FACILITIES TECHICIAN 5 $ 38.1313

06/21/2025 PARKING ENFORCEMENT OFFICER 1 $ 26.3638 06/21/2025 PARKING ENFORCEMENT OFFICER 2 $ 27.6815 06/21/2025 PARKING ENFORCEMENT OFFICER 3 $ 29.0759 06/21/2025 PARKING ENFORCEMENT OFFICER 4 $ 30.5363 06/21/2025 PARKING ENFORCEMENT OFFICER 5 $ 32.0626

06/21/2025 PARKS & RECREATION SUPERVISOR 1 $ 35.2864 06/21/2025 PARKS & RECREATION SUPERVISOR 2 $ 37.0506 06/21/2025 PARKS & RECREATION SUPERVISOR 3 $ 38.9032 06/21/2025 PARKS & RECREATION SUPERVISOR 4 $ 40.8485 06/21/2025 PARKS & RECREATION SUPERVISOR 5 $ 42.8907

06/21/2025 PLANS EXAMINER 1 $ 40.6852
06/21/2025 PLANS EXAMINER 2 $ 42.7194
06/21/2025 PLANS EXAMINER 3 $ 44.8554
06/21/2025 PLANS EXAMINER 4 $ 47.0981
06/21/2025 PLANS EXAMINER 5 $ 49.4531

06/21/2025 POLICE DISPATCHER I 1 $ 31.3710 06/21/2025 POLICE DISPATCHER I 2 $ 32.9396 06/21/2025 POLICE DISPATCHER I 3 $ 34.5865 06/21/2025 POLICE DISPATCHER I 4 $ 36.3158 06/21/2025 POLICE DISPATCHER I 5 $ 38.1317 54 06/21/2025 POLICE DISPATCHER II 1 $ 36.3438 06/21/2025 POLICE DISPATCHER II 2 $ 38.1610 06/21/2025 POLICE DISPATCHER II 3 $ 40.0690 06/21/2025 POLICE DISPATCHER II 4 $ 42.0724 06/21/2025 POLICE DISPATCHER II 5 $ 44.1760

06/21/2025 POLICE RECORDS SPECIALIST 1 $ 22.1034 06/21/2025 POLICE RECORDS SPECIALIST 2 $ 23.2086 06/21/2025 POLICE RECORDS SPECIALIST 3 $ 24.3690 06/21/2025 POLICE RECORDS SPECIALIST 4 $ 25.5875 06/21/2025 POLICE RECORDS SPECIALIST 5 $ 26.8668

06/21/2025 POLICE RECORDS SUPERVISOR 1 $ 29.5482 06/21/2025 POLICE RECORDS SUPERVISOR 2 $ 31.0258 06/21/2025 POLICE RECORDS SUPERVISOR 3 $ 32.5769 06/21/2025 POLICE RECORDS SUPERVISOR 4 $ 34.2058 06/21/2025 POLICE RECORDS SUPERVISOR 5 $ 35.9161

06/21/2025 POLICE SERVICES OFFICER I 1 $ 29.5789 06/21/2025 POLICE SERVICES OFFICER I 2 $ 31.0580 06/21/2025 POLICE SERVICES OFFICER I 3 $ 32.6108 06/21/2025 POLICE SERVICES OFFICER I 4 $ 34.2415 06/21/2025 POLICE SERVICES OFFICER I 5 $ 35.9534

06/21/2025 POLICE SERVICES OFFICER II 1 $ 31.0686 06/21/2025 POLICE SERVICES OFFICER II 2 $ 32.6220 06/21/2025 POLICE SERVICES OFFICER II 3 $ 34.2532 06/21/2025 POLICE SERVICES OFFICER II 4 $ 35.9658 06/21/2025 POLICE SERVICES OFFICER II 5 $ 37.7641

06/21/2025 PROJECT ASSISTANT 1 $ 33.2703 06/21/2025 PROJECT ASSISTANT 2 $ 34.9339 06/21/2025 PROJECT ASSISTANT 3 $ 36.6807 06/21/2025 PROJECT ASSISTANT 4 $ 38.5147 06/21/2025 PROJECT ASSISTANT 5 $ 40.4404

06/21/2025 PROPERTY CLERK 1 $ 24.2556
06/21/2025 PROPERTY CLERK 2 $ 25.4683
06/21/2025 PROPERTY CLERK 3 $ 26.7417
06/21/2025 PROPERTY CLERK 4 $ 28.0787
06/21/2025 PROPERTY CLERK 5 $ 29.4827

55 06/21/2025 PUBLIC SAFETY COMMUNICATIONS OPERATOR 1 $ 24.1348 06/21/2025 PUBLIC SAFETY COMMUNICATIONS OPERATOR 2 $ 25.3415 06/21/2025 PUBLIC SAFETY COMMUNICATIONS OPERATOR 3 $ 26.6086 06/21/2025 PUBLIC SAFETY COMMUNICATIONS OPERATOR 4 $ 27.9392 06/21/2025 PUBLIC SAFETY COMMUNICATIONS OPERATOR 5 $ 29.3360

06/21/2025 PUBLIC WORKS CREW LEADER 1 $ 30.9117 06/21/2025 PUBLIC WORKS CREW LEADER 2 $ 32.4574 06/21/2025 PUBLIC WORKS CREW LEADER 3 $ 34.0802 06/21/2025 PUBLIC WORKS CREW LEADER 4 $ 35.7843 06/21/2025 PUBLIC WORKS CREW LEADER 5 $ 37.5736

06/21/2025 PUBLIC WORKS EQUIPMENT OPERATOR 1 $ 29.2911 06/21/2025 PUBLIC WORKS EQUIPMENT OPERATOR 2 $ 30.7556 06/21/2025 PUBLIC WORKS EQUIPMENT OPERATOR 3 $ 32.2935 06/21/2025 PUBLIC WORKS EQUIPMENT OPERATOR 4 $ 33.9080 06/21/2025 PUBLIC WORKS EQUIPMENT OPERATOR 5 $ 35.6036

06/21/2025 PUBLIC WORKS INSPECTOR 1 $ 36.3369 06/21/2025 PUBLIC WORKS INSPECTOR 2 $ 38.1538 06/21/2025 PUBLIC WORKS INSPECTOR 3 $ 40.0616 06/21/2025 PUBLIC WORKS INSPECTOR 4 $ 42.0646 06/21/2025 PUBLIC WORKS INSPECTOR 5 $ 44.1679

06/21/2025 PUBLIC WORKS MAINTENANCE WORKER I 1 $ 21.5144 06/21/2025 PUBLIC WORKS MAINTENANCE WORKER I 2 $ 22.5902 06/21/2025 PUBLIC WORKS MAINTENANCE WORKER I 3 $ 23.7196 06/21/2025 PUBLIC WORKS MAINTENANCE WORKER I 4 $ 24.9057 06/21/2025 PUBLIC WORKS MAINTENANCE WORKER I 5 $ 26.1510

06/21/2025 PUBLIC WORKS MAINTENANCE WORKER II 1 $ 23.7298 06/21/2025 PUBLIC WORKS MAINTENANCE WORKER II 2 $ 24.9163 06/21/2025 PUBLIC WORKS MAINTENANCE WORKER II 3 $ 26.1621 06/21/2025 PUBLIC WORKS MAINTENANCE WORKER II 4 $ 27.4702 06/21/2025 PUBLIC WORKS MAINTENANCE WORKER II 5 $ 28.8437

06/21/2025 SECRETARY 1 $ 21.1012
06/21/2025 SECRETARY 2 $ 22.1563
06/21/2025 SECRETARY 3 $ 23.2643
06/21/2025 SECRETARY 4 $ 24.4273
06/21/2025 SECRETARY 5 $ 25.6486

06/21/2025 SENIOR BUILDING INSPECTOR 1 $ 37.9809 56 06/21/2025 SENIOR BUILDING INSPECTOR 2 $ 39.8800 06/21/2025 SENIOR BUILDING INSPECTOR 3 $ 41.8739 06/21/2025 SENIOR BUILDING INSPECTOR 4 $ 43.9677 06/21/2025 SENIOR BUILDING INSPECTOR 5 $ 46.1661

06/21/2025 SENIOR BUYER 1 $ 33.7645
06/21/2025 SENIOR BUYER 2 $ 35.4555
06/21/2025 SENIOR BUYER 3 $ 37.2452
06/21/2025 SENIOR BUYER 4 $ 39.1229
06/21/2025 SENIOR BUYER 5 $ 41.0883

06/21/2025 SENIOR ENGINEERING TECHNICIAN 1 $ 39.5072 06/21/2025 SENIOR ENGINEERING TECHNICIAN 2 $ 41.4825 06/21/2025 SENIOR ENGINEERING TECHNICIAN 3 $ 43.5567 06/21/2025 SENIOR ENGINEERING TECHNICIAN 4 $ 45.7346 06/21/2025 SENIOR ENGINEERING TECHNICIAN 5 $ 48.0213

06/21/2025 SENIOR PUBLIC WORKS MAINTENANCE WORKER 1 $ 29.6840 06/21/2025 SENIOR PUBLIC WORKS MAINTENANCE WORKER 2 $ 31.1683 06/21/2025 SENIOR PUBLIC WORKS MAINTENANCE WORKER 3 $ 32.7266 06/21/2025 SENIOR PUBLIC WORKS MAINTENANCE WORKER 4 $ 34.3630 06/21/2025 SENIOR PUBLIC WORKS MAINTENANCE WORKER 5 $ 36.0811

06/21/2025 SUPERVISING BUILDING INSPECTOR 1 $ 40.6893 06/21/2025 SUPERVISING BUILDING INSPECTOR 2 $ 42.7237 06/21/2025 SUPERVISING BUILDING INSPECTOR 3 $ 44.8599 06/21/2025 SUPERVISING BUILDING INSPECTOR 4 $ 47.1029 06/21/2025 SUPERVISING BUILDING INSPECTOR 5 $ 49.4581

06/21/2025 SUPERVISING ENGINEERING TECHNCIAN 1 $ 33.7645 06/21/2025 SUPERVISING ENGINEERING TECHNCIAN 2 $ 35.4555 06/21/2025 SUPERVISING ENGINEERING TECHNCIAN 3 $ 37.2452 06/21/2025 SUPERVISING ENGINEERING TECHNCIAN 4 $ 39.1229 06/21/2025 SUPERVISING ENGINEERING TECHNCIAN 5 $ 41.0883

06/21/2025 SUPERVISING POLICE DISPATCHER 1 $ 43.3773 06/21/2025 SUPERVISING POLICE DISPATCHER 2 $ 45.5461 06/21/2025 SUPERVISING POLICE DISPATCHER 3 $ 47.8234 06/21/2025 SUPERVISING POLICE DISPATCHER 4 $ 50.2147 06/21/2025 SUPERVISING POLICE DISPATCHER 5 $ 52.7253

City Council
Agenda Report
Agenda Item 9.

BACKGROUND:

Tentative agreement was reached within settlement authority for MMPEG and is identified in the documents:

Three Year Term - July 1, 2023 through June 30, 2026.

Annual salary increases of 3.5%, 3% and 3% respectively.

Market salary increases for the identified classifications.

Increase in cafeteria plan contributions effective January of each year.

Increase tuition reimbursement.

Other minor operational, clean up and/or non-economic items.

The signed Memorandum of Understanding will be available in the Human Resources Department for review.

CALIFORNIA ENVIRONMENTAL QUALITY ACT:

The proposed tentative agreement with the El Cajon Mid-Management and Professional Employees Group is not a “Project” as defined under section 15378 of the State CEQA Guidelines, because it is a governmental fiscal/administrative activity which does not result in a physical change in the environment.

FISCAL IMPACT:

The tentative agreement was reached within settlement authority provided by the City Council.

Prepared By: Marisol Thorn, Director of Human Resources Reviewed By:

Approved By: Graham Mitchell, City Manager
.!!!!_ Valley of Opportunity
• • • • •
•
Attachments
Resolution

MMPEG TA

MMPEG MOU

Page 1 of 3 ends

RESOLUTION NO. ___-23

RESOLUTION APPROVING

MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF EL CAJON AND THE

EL CAJON MID-MANAGEMENT AND
PROFESSIONAL EMPLOYEES’ GROUP
FOR THE PERIOD OF JULY 1, 2023 THROUGH JUNE 30, 2026,

IN ACCORDANCE WITH THE MEYERS-MILIAS-BROWN ACT

WHEREAS, the City Council has approved changes in the terms and conditions of employment of employees in the classifications represented by the El Cajon Mid - Management and Professional Employees’ Group for the period of July 1, 2023 through June 30, 2026, as hereinafter set forth:

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF EL CAJON AS FOLLOWS:

1. The City Council hereby approves t he revised and updated Memorandum of Understanding By and Between the City of El Cajon and the El Cajon Mid-Management and Professional Employees’ Group ( "MMPEG") (the "Memorandum") containing provisions for changes in the terms and conditions of employment for fiscal y ears 2023 through 2026. A summary of said Memorandum is attached hereto as Exhibit " A," and made a part hereof by this reference.

06/13/23 CC Agenda
Employee Org – EC MMPEG MOU 052223

Page 2 of 3 ends

EXHIBIT "A"

Summary of Revised Terms and Conditions of
El Cajon Mid-Management and Professional Employees’ Group (MMPEG) Memorandum of Understanding:

1. Duration: July 1, 2023 – June 30, 2026

2. Application of Increases outside Step Increases:

Market adjustment followed by cost of living adjustment if applicable.

4. Market Adjustments:

Effective first paycheck in July 2023

CLASSIFICATION Increase %
Assistant Engineer 1
City Traffic Engineer 20
Communications Center Manager 4
Crime Lab Manager 12
Fleet Manager 5
GIS Analyst 4
Housing Manager 6
Housing Specialist 2.5
Maintenance Supervisor 5
Management Analyst 6
Management Assistant 12
Operations Manager 2.5
Police Records Manager 19
Principal Civil Engineer 15
Senior Accountant 8
Senior Management Analyst 2
Senior Planner 8

Page 3 of 3 ends

Market Adjustments (Continued)
Effective first paycheck in July 2024

CLASSIFICATION Increase %
Crime Lab Manager 4
Housing Manager 2
Maintenance Supervisor 2
Management Analyst 2
Management Assistant 4
Police Records Manager 6
Senior Accountant 3
Senior Planner 3

5. Cafeteria Plan Increase:

Effective Date Existing and New Employees
January 1, 2024 Cafeteria: $1,450
January 1, 2025 Cafeteria: $1,550
January 1, 2026 Cafeteria: $1,700

6. Tuition Reimbursement: $1,500/year

7. Bereavement Leave:

City of El Cajon Tentative Agreement
El Cajon Mid-Management Employees Group
May 18, 2023
July 1, 2023 to June 30, 2026
Application of Increases outside Step Increases:

Market adjustment followed by cost of living adjustment if applicable.

Cost of Living Adjustments:

Effective first paycheck in July 2023
CLASSIFICATION Increase%
Assistant Enqineer 1
City Traffic Enqineer 20
Communications Center Manager 4
Crime Lab Manaqer 12
Fleet ManaQer 5
GIS Analvst 4
Housing Manager 6
Housinq Specialist 2.5
Maintenance Supervisor 5
Manaqement Analyst 6
Manaqement Assistant 12
Operations Manaaer 2.5
Police Records Manaqer 19
Principal Civil Enaineer 15
Senior Accountant 8
Senior Manaaement Analvst 2
Senior Planner 8
City of El Cajon Tentative Agreement
El Cajon Mid-Management Employees Group
May 18, 2023
Market Adjustments (Continued)
Effective first paycheck in July 2024

CLASSIFICATION
Crime Lab Manaaer
Housinq Manaaer
Maintenance Supervisor
Manaaement Analyst
Manaaement Assistant
Police Records Manaqer
Senior Accountant
Senior Planner
Cafeteria
Increase%
4 2
2 2
4 6
3 3
Effective Date Existin~ and New Employees
Januarv 1, 2024
Januarv 1, 2025
Januarv 1, 2026
Tuition Reimbursement:
$1,500/year
Bereavement Leave:

Cafeteria : $1,450
Cafeteria: $1,550
Cafeteria: $1,700
Update language in MOU to read: All employees covered under this memorandum of agreement shall be entitled to the bereavement leave of absence and employment rights and privileges provided by state and federal laws and regulations. Up to three regularly scheduled working days will be paid by the City, as bereavement leave, to EMPLOYEES in order to discharge the customary obligations arising from the death of a relative as defined by the state. Employees may also request the use of an additional two regularly scheduled working days to be charged to sick or vacation leave accruals.

The designated representative must approve requests for such leave and documentation, as defined by the state, requested within 30 days of the leave.

City of El Cajon Tentative Agreement
El Cajon Mid-Management Employees Group
May 18, 2023
the Associ t"on:

For the City:

G
Clay Schoen - Director of Finance
lb. %J Q
~
Marisol Thorn - Director of Human Resources

MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF EL CAJON

AND EL CAJON MID MANAGEMENT AND

PROFESSIONAL EMPLOYEES’ GROUP (MMPEG)

2023-2026

The Valley of Opportunity
~ ~ ~
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1"Porate 0
i

MEMORANDUM OF UNDERSTANDING

BETWEEN THE

CITY OF EL CAJON
AND

EL CAJON MID MANAGEMENT AND
PROFESSIONAL EMPLOYEES’ GROUP

TABLE OF CONTENTS
Page

ARTICLE 1 – INTENT ........................................................................................................... 1

ARTICLE 2 – RECOGNITION ............................................................................................. 1

ARTICLE 3 – COMPENSATION .......................................................................................... 2

Section A – Salary Adjustment .................................................................................................. 2

Market Adjustments .............................................................................................. 2

Cost of Living Adjustments .................................................................................. 2

Section B – Normal Salary Advancement for Employees ......................................................... 2

Section C – Application of the Compensation Schedule ........................................................... 3

New Appointments ................................................................................................. 3

Advancement Provisions ........................................................................................ 3

Section D – Step Y ..................................................................................................................... 4

Section E – Promotion to Another Class .................................................................................... 4

Section F – Voluntary Demotion ............................................................................................... 4

Section G – Transfer to Assignment Within the Classification ................................................. 4

Section H – Inequitable Compensation ...................................................................................... 4

Section I – Paydays/Early Paychecks ......................................................................................... 5

Paydays ................................................................................................................. 5

Early Checks ......................................................................................................... 5

Section J – Workday/Workweek ................................................................................................ 5 ii

Section K – Work Schedule ....................................................................................................... 5

ARTICLE 4 – PREMIUM PAY ............................................................................................. 6

Section A – Overtime ................................................................................................................. 6

Section B – Temporary Upgrade ................................................................................................ 6

Section C – Bilingual Pay .......................................................................................................... 6

Section D – Differential for Master’s Degree, Professional Registration or CPA Designation ........................................................................... 6

Section E – Uniform Allowance ................................................................................................ 7

ARTICLE 5 – PERQUISITES ................................................................................................ 7

Section A – Travel Reimbursement ........................................................................................... 7

Section B – Tuition and Book Reimbursement .......................................................................... 7

Requirements ........................................................................................................ 7

Related Applications ............................................................................................. 8

Administration ...................................................................................................... 8

Section C – Deferred Compensation .......................................................................................... 8

ARTICLE 6 – HEALTH AND WELFARE ........................................................................... 9

Section A – Medical Insurance .................................................................................................. 9

Section B – Dental Insurance ..................................................................................................... 9

Section C – Life and Accidental Death & Dismemberment Insurance ...................................... 9

Section D – Cafeteria Benefit Plan ............................................................................................ 9

Section E – Retirement System (CalPERS) ............................................................................... 10

Retirement Formula and Final Compensation ...................................................... 10

1959 Survivor Benefit ........................................................................................... 11

Death Benefit ......................................................................................................... 11

iii
Military Service Credit .......................................................................................... 11

Sick Leave Credit .................................................................................................. 11

No City Paid Employee Contribution ................................................................... 11

Section F – Disability Insurance ................................................................................................ 12

ARTICLE 7 – LEAVES / TIME OFF .................................................................................... 12

Section A – Vacation .................................................................................................................. 12

Earned Vacation .................................................................................................... 12

Vacation Rate ........................................................................................................ 12

Vacation Credit Accumulation .............................................................................. 12

Vacation Usage ..................................................................................................... 13

Section B – Administrative Leave ............................................................................................. 13

Section C – Holidays .................................................................................................................. 13

Observed Holidays ................................................................................................ 13

Holidays Falling on Regular Days Off ................................................................. 14

Holiday Time Off ................................................................................................. 14

Section D – Sick Leave .............................................................................................................. 15

Sick Leave ............................................................................................................. 15

Compensation Procedure ........................................................................ 15

Certificate of Absences .......................................................................... 15

Sick Leave Earning Rate ........................................................................ 16

Sick Leave Conversion Privileges .......................................................... 16

Reimbursement of Unused / Unconverted Sick Leave .......................... 16

Unused Sick Leave for Retirement for Health Insurance....................... 16

Bereavement Leave ............................................................................................... 17 iv

Compulsory Sick Leave ........................................................................................ 17

Family Care and/or Medical Leave ....................................................................... 18

Section E – Military Leave ......................................................................................................... 19

Section F – Jury and Witness Leave .......................................................................................... 19

Section G – Leave of Absence Without Pay .............................................................................. 19

Section H – Workers' Compensation Leave ............................................................................... 19

Section I – Catastrophic Leave ................................................................................................... 20

ARTICLE 8 – OUTSIDE EMPLOYMENT .......................................................................... 21

Section A – General Statement .................................................................................................. 21

Section B – Application for Outside Employment ..................................................................... 21

Outside Employment Statement .......................................................................... 21

Acceptable Statements ......................................................................................... 21

Failure to Submit Statement ................................................................................ 21

Section C – Guidelines for Approving Outside Employment .................................................... 21

Section D – Revocation .............................................................................................................. 22

Section E – Workers' Compensation .......................................................................................... 22

Section F – Unauthorized Outside Employment ........................................................................ 22

ARTICLE 9 – NON–DISCRIMINATION ............................................................................ 22

ARTICLE 10 – INDIVIDUAL PERSONNEL FILES .......................................................... 23

Section A – Traffic Accidents .................................................................................................... 23

Section B – Disciplinary Actions ............................................................................................... 23

ARTICLE 11 – MODIFIED DUTY ....................................................................................... 23

ARTICLE 12 – EMPLOYEE ASSISTANCE PROGRAM.................................................. 24

ARTICLE 13 – EMPLOYEE RIGHTS ................................................................................. 24 v

ARTICLE 14 – CITY RIGHTS .............................................................................................. 24

ARTICLE 15 – LIMITED-TERM EMPLOYEES / CONTRACTING OUT .................... 24

ARTICLE 16 – FEDERAL / STATE LAWS ......................................................................... 25

Drug-free Workplace Act of 1988.............................................................................................. 25

Driver’s License Checks ............................................................................................................ 25

SIGNATURE PAGE ................................................................................................................ 26

Appendix A – Salary Tables ...................................................................................................... 27

1 ARTICLE 1  INTENT

Pursuant to the provisions of the Meyers -Milias-Brown Act and the Employer -Employee Relations Procedure of the City of El Cajon, this Memorandum of Understanding, hereinafter referred to as an "MOU", is entered into by the staff of the City of El Cajon, hereinafter referred to as the "CITY", and the El Cajon Mid Management and Professional Employees’ Group, hereinafter referred to as the MMPEG, which is to be in effect through June 30, 2026.

The purpose of this MOU is to provide or derly procedures for the administration of employer - employee relations between the CITY and the MMPEG for the establishment of fair and reasonable wages, hours and other conditions of employment for EMPLOYEES of the City, and for the peaceful and equitable resolution of disputes arising thereof.

This MOU has been reached through the process of “Meet and Confer” with the objective of fostering effective cooperation between the City and its EMPLOYEES.

ARTICLE 2  RECOGNITION

The MMPEG is recognized as the majority representative for EMPLOYEES in the classifications listed below, excluding EMPLOYEES designated as confidential, and hereinafter referred to as “EMPLOYEE(S)”:

Accountant
Assistant Engineer/Licensed Land Surveyor
Associate Engineer
Fire Marshal
City Traffic Engineer
Communications Center Manager
Crime Laboratory Manager
Facilities Manager
Fleet Manager
Geographic Information Systems (GIS) Analyst
Housing Manager
Housing Specialist
Junior Engineer
Maintenance Supervisor
Management Analyst
Management Assistant
Operations Manager
Police Records Manager
Principal Civil Engineer
Public Works Supervisor
Purchasing Agent
Senior Accountant
Senior Management Analyst (excluding Senior
Management Analyst in City Manager’s Office
and Finance Department)
Senior Planner

2 ARTICLE 3  COMPENSATION

SECTION A. SALARY ADJUSTMENT

EMPLOYEES shall receive the following salary increase to be reflected in the salary schedules of each classification. Increases will be applied as follows:

1. Merit Increases (if applicable)

2. Market Adjustment (if applicable)

3. Cost of Living Increases

1. Market Adjustments

Effective the first paycheck in July 2023, the following classifications will receive a market adjustment:

Assistant Engineer 1%
City Traffic Engineer 20%
Communications Center Manager 4%
Crime Lab Manager 12%
Fleet Manager 5%
GIS Analyst 4%
Housing Manager 6%
Housing Specialist 2.5%
Maintenance Supervisor 5%
Management Analyst 6%
Management Assistant 12%
Operations Manager 2.5%
Police Records Manager 19%
Principal Civil Engineer 15%
Senior Accountant 8%
Senior Management Analyst 2%
Senior Planner 8%

Effective the first paycheck in July 2024, the following classifications will receive a market adjustment:

Crime Lab Manager 4%
Housing Manager 2%
Maintenance Supervisor 2%
Management Analyst 2%

Management Assistant 4%
Police Records Manager 6%
Senior Accountant 3%
Senior Planner 3%

3 2. Cost of Living Adjustments

Reflected on the first paycheck in July 2023: 3.5% salary increase to all represented classifications

Reflected on the first paycheck in July 2024: 3% salary increase to all represented classifications

Reflected on the first paycheck in July 2025: 3% salary increase to all represented classifications

The new salary ranges for all represented classifications are set forth in Attachment A of the MOU.

SECTION B: NORMAL SALARY ADVANCEMENT FOR EMPLOYEES

The five-step, three and one-half year compensation plan is administered as follows:

STEP A B C D E
Salary Review
Periods Hire step After
6 months
After
1 year
After
1 year
After
1 year

Advancement to Step B is an incentive adjustment to encourage EMPLOYEES to improve their work.

EMPLOYEES shall be made e ligible for this adjustment if they were appointed to Step A and if they have completed six months service in Step A. Steps C, D and E are provided for EMPLOYEES who are fully qualified, experienced and ordinarily conscientious in their work and therefore, upon completion of at least one year of service in step B, C or D, an EMPLOYEE shall be advanced to the next highest rate.

SECTION C. APPLICATION OF THE COMPENSATION SCHEDULE

The salary range as set forth for each classification shall be applied in accordance with the following:

1. New Appointments

2. Advancement Provisions

No salary advancement shall be made so as to exceed any maximum step established in the compensation schedule for the class to which advanced EMPLOYEE'S position is allocated.

Advancement shall depend upon increased service value of an EMPLOYEE to the CITY as exemplified by the recommendations of his/her department director, length of service, performance record, special training undertaken, or other pertinent evidence, within the advancement policy established by the compensation schedule. The advancement of an EMPLOYEE, therefore, is one in which actual merit and not time alone governs.

4 EMPLOYEES shall be recommended for pay increases then only when they clearly deserve advancement as indicated by at least a satisfactory rating on their last performance evaluation, and not simply according to the lapse of a time period.

SECTION D. STEP Y

Step Y of a salary range in any class is defined as any rate of pay in excess of the max imum step prescribed for a class. EMPLOYEES at the Y step shall retain the same rate of pay they were receiving immediately prior to being assigned to the Y step. EMPLOYEES may be assigned to Step Y if they are reclassified from a class or position in wh ich they acquired regular status to a class or position with a lower salary maximum than their present position, or they may have their salary reduced, whichever, in the opinion of the City Manager, meets the needs of the CITY.

SECTION E. PROMOTION TO ANOTHER CLASS

Upon promotion, EMPLOYEES shall receive an increase in pay of at least five percent, subject to the following conditions: the position held by the EMPLOYEE immediately prior to the promotion must have been held under a regular appointment and EMPLOYEES shall be paid at a rate which is at least as high as they would receive if they were entering City service in the class to which they are promoted. No EMPLOYEE who is receiving compensation at the Y rate immediately prior to promotion shall have his/her salary reduced by reason of such promotion.

SECTION F. VOLUNTARY DEMOTION

An EMPLOYEE may request a voluntary demotion to any position in the City for which they are qualified, including positions represented by other employee associa tions. Any EMPLOYEE not represented by MMPEG, may similarly demote to a position covered by this MOU for which they are qualified, subject to approval of the City Manager . Such voluntary demotion shall require the recommendation of the EMPLOYEE'S department d irector and the approval of the C ity Manager.

Voluntary demotions shall not result in salary increases.

An EMPLOYEE taking such a voluntary demotion shall be placed in that step in the salary range of the classification to which the EMPLOYEE is taking the voluntary demotion that would be nearest to the salary said EMPLOYEE received prior to the demotion.

SECTION G. TRANSFER TO ASSIGNMENT WITHIN THE CLASSIFICATION

When a transfer of assignment is made within a given classification, there shall be no salary increase or decrease because of such transfer.

SECTION H. INEQUITABLE COMPENSATION

5 SECTION I. PAYDAYS/EARLY PAYCHECKS

1. Paydays

The City's regular payday shall be every other Friday. The City will make all reasonable efforts to deliver paychecks by the end of the work day of the Friday payday except due to an emergency beyond the control of the City. In the event of unforeseeable delays, deliv ery of paychecks will be made as expeditiously as possible.

2. Early Paychecks

The City will make all reasonable attempts to deliver the bi -weekly paychecks by the end of an EMPLOYEE’S shift when the EMPLOYEE works a shift ending after 5:00 p.m. on the Thursday preceding the normal Friday payday.

SECTION J. WORKDAY/WORKWEEK

All classifications covered herein are exempt from the overtime provisions of the Fair Labor Standards Act. Therefore, mid -management and professional EMPLOYEES shall be conside red to work an "indefinite" workweek and not be entitled to overtime compensation unless otherwise provided herein.

Indefinite workweek is meant to imply some flexibility in the schedule so long as all responsibilities and obligations are covered. Generally, the EMPLOYEE will work 40 hours weekly. The bi-weekly pay period is normally 80 hours.

Management and professional EMPLOYEES who elect to leave early or leave the worksite to conduct personal business shall, when practicable, inform the immediate supervisor.

The City will continue to schedule EMPLOYEES in order to meet the needs of the citizens for services. Temperature and seasonal changes may require that EMPLOYEES’ schedules be adjusted in the interest of health and safety.

EMPLOYEES may be required to change or adjust work hours due to special assignments or health and safety issues.

Modified work schedules on a limited basis may occur if mutually agreeable to the EMPLOYEE and City management to accommodate EMPLOYEE needs or assist in provision of City services.

SECTION K. WORK SCHEDULE

The City maintains a 9/80 work schedule for most City departments. City Hall’s regular hours will be Monday through Thursday, 7:30 a.m. to 5:00p.m., alternate (“non-dark”) Fridays, 8:00 a.m. to 5:00 p.m., and City Hall is closed to the public (i.e. “dark”) on alternate Fridays. City Hall Hours are established by the City Manager. The bi-weekly pay period is normally eighty (80) hours.

6 At the discretion of the department director and based on the operational needs of the City, some employees may be required to work every Friday. In this case, the employees will be assigned other days off (e.g., Mondays) in alternate weeks. At the discretion of the department director and based on the operational needs of the City, some employees may be required to work times (i.e., hours) other than those described above for City Hall (e.g., Public Works Yard, Recreation Centers and Fleet Shop).

ARTICLE 4  PREMIUM PAY

SECTION A. OVERTIME

Mid-management and professional EMPLOYEES are not eligible to receive overtime compensation; however, in the event an inordinate amount of overtime is worked by a management employee, the department director may authorize additional scheduled time off if the City Manager approves.

Further, mid -management and professional employees shall not have their predetermined salaries reduced during a workweek in which they performed any work except for infractions of safety rules of major significance intended to prevent serious danger to other EMPLOYEES or the workplace.

SECTION B. TEMPORARY UPGRADE

If an EMPLOYEE is temporarily assigned to a position with a higher salary range by his/her supervisor and the assignment is approved by the City Manager, the EMPLOYEE will be granted a temporary advancement equivalent to a minimum of 5% or to "A" Step of the range to which the EMPLOYEE would be in if promoted to the position. This pay shall be for the period in excess of 80 cumulative hours per calendar year during which an EMPLOYEE is required to perform the duties of the higher position.

SECTION C. BILINGUAL PAY

The City Manager or his/her designee may designate positions within the City as bilingual positions.

EMPLOYEES who apply for a bilingual position, or a bilingual designation to their existing position, may be selected at the discretion of the City Manager or his/her designee if the EMPLOYEE has at least a satisfactory rating on his or her most recent performance report and is certified by a language professional designated by the City as having suitable skills to pr ovide translation service. The EMPLOYEE will be compensated $ 120 per month and may resign or be relieved of this duty if the EMPLOYEE or department needs require.

SECTION D. DIFFERENTIAL PAY FOR MASTER’S DEGREES, PROFESSIONAL

REGISTRATION OR CERTIFIED PUBLIC ACCOUNTANT DESIGNATION

Mid-management and professional EMPLOYEES are eligible for 5% additional compensation for only one of the following reasons:

7 a. The EMPLOYEE has a Master’s degree(s) directly related to their position with the CITY, but not required as per the classification specification appropriate to their position; or

b. The EMPLOYEE is classified as an Assistant Civil Engineer or Associate Civil Engineer and possesses a current California registration certificate as a Professional Civil or Traffic Engineer; or

c. The EMPLOYEE is classified as an Accountant or Senior Accountant and possesses a current California designation as a Certified Public Accountant.

EMPLOYEES are not eligible to receive more than 5% additional compen sation where the EMPLOYEE possesses more than one Master’s degree and/or certification.

It shall be the EMPLOYEE’S responsibility to furnish a copy of the Master’s degree, Professional Engineer registration or Certified Public Accountant certificate to th e Director of Human Resources and a transcript, if necessary, to demonstrate the job relatedness of the degree. Master’s degrees must be from an accredited institution of postsecondary education.

SECTION E. UNIFORM ALLOWANCE

A uniform allowance of $400 per year shall be paid to EMPLOYEES in the following classifications who have served in that classification for a period of three months or more prior to distribution of the allowance and provided the employee is still in the classification at the time of distribution:

Communications Center Manager

EMPLOYEES serving in any of the aforementioned classifications for a period of less than three months shall be paid a uniform allowance of $200. Uniforms shall be set by the appropriate department.

ARTICLE 5  PERQUISITES

SECTION A. TRAVEL REIMBURSEMENT

The travel reimbursement allowance will be the rate established by the IRS at the time of reimbursement for EMPLOYEES required to use their personal vehicles in the conduct of CITY business. Reimbursement shall be made in accordance with current CITY travel allowance policy.

SECTION B. TUITION AND BOOK REIMBURSEMENT

1. Requirements

Tuition and the cost of books actually paid will be refunded up to a maximum of $ 1,500 per fiscal year to all mid -management and professional EMPLOYEES for professional and technical courses, schools or work related seminars provided that:

8 a. The EMPLOYEE has at least a satisfactory proficiency rating on the most recent performance report,

b. The subject matter of the cou rse relates directly to and contributes toward the performance of the EMPLOYEE'S position with the City, and

c. Before receiving reimbursement, the EMPLOYEE shall furnish evidence that he/she has completed the course work with a grade of "C" or better in un dergraduate work, and a grade of "B" or better in graduate work, except where an average grade of "C" is acceptable for graduation by the educational institution.

2. Related Applications

To encourage continuous education and supervisory/ management tr aining, the CITY will include, within the Tuition Reimbursement Policy, the opportunity for mid -management and professional EMPLOYEES to use the allowance to help defray costs of attending relevant seminars, workshops, conferences and classes (not necessar ily requiring a grade) which promote professional growth. In addition, mid -management and professional EMPLOYEES may apply this allowance toward related lodging, meals and other travel costs in compliance with the procedure for Travel and Meetings as established in the City’s Administrative Policy.

Tuition reimbursement allowance may also be utilized to cover the cost of membership fees for job-related professional associations.

For any eligible expenses incurred in a prior fiscal year but not previously r eimbursed, a current employee may request reimbursement up to 60% of the annual maximum from the prior year as specified in the current Memorandum of Understanding or Work Rules. The remaining 40% of the annual allowance each year would be reserved for cur rent classes, seminars and professional memberships, etc.

3. Administration

The responsibility for administering this plan is placed with the Department of Finance in collaboration with the department appointing authority.

SECTION C. DEFERRED COMPENSATION

a. The CITY continues to provide an Internal Revenue Code Section 457 Deferred Compensation Plan.

b. The CITY Manager is designated the Plan Administrator and may appoint a Deputy Plan Administrator.

c. The CITY monitors, administers and accounts for all funds distributed as deferred compensation, and charges no fees of any kind to the EMPLOYEES or against funds deposited on behalf of the EMPLOYEES.

9 d. When a participant in the Plan becomes eligible t o collect all accumulated funds deferred on the EMPLOYEE'S behalf, the CITY disburses funds according to the EMPLOYEE'S participation agreement.

ARTICLE 6  HEALTH AND WELFARE

SECTION A. MEDICAL INSURANCE

The CITY is continuing the CalPERS Health Benefits Program that was adopted on January 1, 1986.

From the total allotted under the cafeteria benefit, the CITY agrees to pay to CalPERS the statutory minimum according to the Public Employees’ Medical & Hospital Care Act (PEMHCA) toward the cost of any CalPERS health plan which the EMPLOYEE chooses, i f any. The EMPLOYEE agrees to be liable for the difference between the total cost of the health plan chosen and the CITY's contribution of the statutory minimum according to PE MHCA. This benefit shall be part of the Section 125 cafeteria benefit plan.

SECTION B. DENTAL INSURANCE

The CITY agrees to offer EMPLOYEES dental insurance as an option within the Section 125 cafeteria benefit plan.

SECTION C. LIFE AND ACCIDENTAL DEATH & DISMEMBERMENT INSURANCE

The CITY provides life insurance and accidental death & dismemberment (AD&D) insurance. The amount of the City-paid life insurance and AD&D is one and one-half times the EMPLOYEE'S annual salary plus $25,000, to a maximum of $350,000. The CITY continues to make available additional, individual term life insurance for EMPLOYEES, spouse and children, but such insurance will not be part of the Section 125 cafeteria benefit plan and must be paid by the EMPLOYEE as a normal payroll after-tax deduction.

SECTION D. CAFETERIA BENEFIT PLAN

The CITY offers an Internal Revenue Code Section 125 cafeteria benefit plan ("PLAN”) which coincides with the CalPERS’ Health Benefits Program plan year. The PLAN contains provisions for employer contribution and EMPLOYEE flexible spending accounts. The PLAN, if practical, shall be written to provide for all allowable benefits. This MOU shall control which of those benefits are utilized and the dollar amount of any employer contribution.

The cafeteria benefit allowance will be paid monthly with the contribution amount set on a calendar year basis. The monthly cafeteria benefit allowance shall be as follows:

Effective January 1, 2024: $1,450.00
Effective January 1, 2025: $1,550.00
Effective January 1, 2026: $1,700.00

Each EMPLOYEE who elects coverage from a CalPERS’ h ealth plan shall have the statutory minimum according to PEMHCA paid by the City to CalPERS (See Section A of this Article) for that

10 benefit. This statutory minimum is the amount which is paid to CalPERS on behalf of retirees electing such insurance. An E MPLOYEE who elects not to be covered under a CalPERS’ health plan may use the monthly cafeteria benefit allowance for other eligible benefits.

If the allowance exceeds the total cost of benefits selected, the difference shall be paid to the EMPLOYEE as “cash in lieu” under the following stipulations:

Employees hired before July 1, 2019:

Employees shall be entitled to receive the monthly cafeteria allowance difference that exceeds the total cost of benefits, up to $1,150, as cash in lieu.

Employees hired on or after July 1, 2019:

Are not eligible for any cash in lieu.

In the event any provision of Federal law would impose greater financial cost or penalties on the City, which is above and beyond the City’s agreed upon contribution to an EMPLOYEE’s cafeteria plan as described above, the parties agree to a limited meet and confer solely as to changes to the cafeteria plan that would be needed to avoid such additional cost or penalties. The City may require proof of coverage as a condition of receiving the City’s full cafeteria contribution. If and when th is becomes necessary, an employee who provides evidence of group medical insurance coverage (e.g., coverage under a spouse’s employer’s plan) that is compliant with the Affordable Care Act (“ACA”) shall receive the full cafeteria benefit allowance cash in lieu in accordance with the stipulations stated above. Employees hired before July 1, 2019, who do not provide appropriate proof of coverage, or who provide proof of non -group coverage, or coverage that is otherwise not ACA compliant, shall only receive the difference between the City’s monthly cafeteria plan contribution and the lowest priced “Employee Only” coverage offered through the CalPERS’ medical insurance plans.

SECTION E. RETIREMENT SYSTEM (CalPERS)

1. Retirement Formula and Final Compensation

The City of El Cajon entered into a contract with the California Public Employees' Retirement System, hereinafter referred to as CalPERS, effective January 1, 1959. The following benefits are in effect for unit members:

a. EMPLOYEES who are considered “ classic members” (i.e. not defined as “New Members” pursuant to the California Public Employees’ Pension Reform Act of 2013 (“PEPRA”)) shall receive:

 A retirement formula of 3% at age 60
 One-year highest compensation (Government Code section 20042)

b. EMPLOYEES who qualify as “New Members” as that term is defined by the PEPRA shall have the benefits required by PEPRA, which include, but are not limited to:

11  A retirement formula of 2% at age 62
 Three-year final compensation (Government Code section 20037)

2. 1959 Survivor Benefit

The City’s CalPERS plan includes the fourth level of the 1959 Survivors' Benefit (Government Code section 21574).

3. Death Benefit

The City’s CalPERS plan provides a death benefit of $5,000 (Government Code section 21623.5).

4. Military Service Credit

a. The contract with CalPERS allows eligible EMPLOYEES to receive military service credit as outlined in Section 21024 of the Public Employees' Retirement Law. b. The contract with CalPERS has been further amended to provide that afte r October 1, 1977, any EMPLOYEE electing to receive military credit toward retirement shall pay the cost of the time credited.

5. Sick Leave Credit

The contract with CalPERS includes the ability of EMPLOYEES to convert unused sick leave to service credit at retirement as outlined in Section 20965 of the Public Employees' Retirement Law. At retirement, EMPLOYEES hired before July 1, 2013 are entitled to participate in the unused sick leave retirement credit benefits and/or the unused sick leave reimbursem ent program, if eligible. This benefit will have no effect on the annual unused sick leave conversion program.

6. No City Paid EMPLOYEE Contribution

a. Currently, EMPLOYEES who are “classic members” (see Article 6, Section F.1.a. above) pay the 8% EMPLOYEE’s share of the retirement cost.

b. Any State mandated or other increases in the cost of the retirement system resulting from increases in the benefit level of the current plan are subject to future negotiations between the City and the ECMEA. Any such cost increases will not automatically be absorbed by the City as part of the fully paid plan.

c. In 1999, the City agreed to adopt CalPERS Section 20636(c)(4) whereby the Employer Paid Member Contributions are reported to CalPERS as compensation. Employer Pa id Member Contributions equal 0% during the term of this MOU.

d. EMPLOYEES who qualify as “New Members” as that term is defined by the PEPRA (see Article 6, Section F.1.b. above) shall pay employee contributions equal to 50% of normal cost and the City will make no Employer Paid Member Contributions.

12 SECTION F. DISABILITY INSURANCE

The CITY provides mid-management and professional EMPLOYEES fully paid short-term and long- term disability plans. Plan documents are available in the Human Resources Department.

ARTICLE 7  LEAVES / TIME OFF

SECTION A. VACATION

1. Earned Vacation

EMPLOYEES paid at a bi -weekly rate shall be credited with annual vacation with pay according to their number of years of continuous, uninterrupted, full-time service.

2. Vacation Rate

Vacation shall be credited per the following schedule:

a. 3.07 hours of vacation accrued and credited bi -weekly from the date of hire until completion of the 36th month;

b. 4.60 hours of vacation accrued and credited bi-weekly following completion of the 36th month through the 108th month;

c. 5.52 hours of vacation accrued and credited bi-weekly following completion of the 108th month through the 156th month;

d. 6.14 hours of vacation accrued and credited bi-weekly following completion of the 156th month.

3. Vacation Credit Accumulation

a. EMPLOYEES may accumulate unused vacation /administrative leave up to, but not exceeding, 540 hours. EMPLOYEES with ten (10) years of continuous uninterrupted service may accumulate unused vacation/administrative leave up to, but not exceeding, 620 hours. Except as provided in the case of denial described below, each employee will cease to accrue vacation/administrative leave once he/she reaches this cap.

b. Mid-management and professional EMPLOYEES have the opt ion of 100% cash reimbursement for unused paid vacation at any time provided that they have used at least 80 hours of vacation/administrative leave during the preceding year (26 pay periods).

c. If an employee provides a documented denial of his/her req uest for use of vacation within the preceding 12 months, his/her cap will be extended by the amount of leave denied for an additional one year from the date of denial.

13 d. Unused Vacation at Separation: EMPLOYEES who separate from the CITY shall be paid for all unused vacation time.

4. Vacation Usage

Requests to take more than two times the annual vacation in any one year will not normally be considered. If extenuating circumstances exist, such requests must have the approval of the City Manager.

All newly hired EMPLOYEES shall be eligible for vacation immediately once they accrue a balance of leave time and otherwise satisfy the requirements to use vacation.

SECTION B. ADMINISTRATIVE LEAVE

Mid-management and professional EMPLOYEES are granted an a dditional 60 hours administrative leave per year to be accrued as paid vacation (2.3 hours accrue bi-weekly). This leave can be used as it is accrued in accordance with the City’s Administrative Policy.

SECTION C. HOLIDAYS

1. Observed Holidays

The holidays of the CITY, except as otherwise provided by this Article, shall be:

New Year’s Day January 1
Martin Luther King's Birthday Third Monday in January
President's Day Third Monday in February
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Admissions Day* September 9 (float)
Columbus Day* Second Monday in October (float)
Veterans Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Friday after Thanksgiving
Christmas Eve December 24
Christmas Day December 25
New Year’s Eve December 31

and every day proclaimed by the CITY
Council as a public holiday.

*Two (2) floating holidays in lieu of celebrating Columbus Day and Admissions Day. City facilities shall remain open on both days.

14 Vacation shall accrue and be credited bi -weekly to compensate for the two floating holidays based on regularly scheduled work shift (permanent shift):

5-8 Schedules: 0.62 hours
9/80 Schedules: 0.69 hours
4/10 Schedules: 0.77 hours

2. Holidays Falling on Regular Days Off

a. EMPLOYEES with Saturday and Sunday Off

When a holiday falls on a Sunday, the following Monday shall be observed as the holiday. When a holiday falls on a Saturday, the previous Friday shall be observed as the holiday.

b. EMPLOYEES With Other Than Saturday and Sunday Off

When a holiday falls on a Saturday, the holiday shift hours shall be added to the EMPLOYEE'S vacation balance in lieu of the holiday. When the holiday falls on a day other than Saturday, and such day is the EMPLOYEES' normal day off, they shall receive the holiday shift hours as a vacation accrual in addition to their normal day off.

3. Holiday Time Off

a. All covered employees recognize that the City intends to close City Hall, the City’s Public Works Yard, and the City’s Fleet Shop for the work days between the observed Christmas holiday and the observed New Years’ Eve holiday in 2024 and 2025 . In 2023, these dates are December 26, 27, 28 and 29. In 2024, these dates are December 26, 27 and 30. In 2025, these dates are December 26, 29 and 30. All covered employees will generally be required to use vacation leave during this time.

b. If an employee has worked for the City for less than six months, the City will “advance” him/her vacation leave to cover any otherwise unpaid time off during this period.

c. If an employee has worked for the City more than six months and does not have enough vacation leave to cover the time off, he/she will be placed on leave without pay.

The City Manager will consider each request on a case -by-case basis; however, the City Manager’s decision will be final.

15 e. Some employees in the Police Department, Parks and Recreation Department and in the Public Works Department not assigned to City Hall may be required to work some or all of these days based on operational needs of the City.

e. This program will only become effective if and when members of the City’s Municipal Employees’ Association (MEA) agree to the same terms and conditions.

SECTION D. SICK LEAVE

1. Sick Leave

Sick leave with pay is granted to mid -management and professional EMPLOYEES in accordance with this section. Sick leave shall not be considered as a right which an EMPLOYEE may use at his/her discretion, but is allowed only in case of: (1) necessity an d actual personal sickness or disability of the EMPLOYEE; or (2) to attend to an illness or injury, including time for scheduled doctor or dentist appointment, of a person who is in the relationships to the employee as described in California Labor Code §233 and §246.5, which currently includes:

Child Parent Spouse
Grand Child Foster Child Adopted Child
Step Child Legal Ward Child of Domestic Partner
Step Parent Legal Guardian Adoptive Parent
Foster Parent Sibling Parent-in-Law
Grand Parent Registered Domestic Partner Child of Person Standing in Loco Parentis

Abuse of sick leave privileges may be grounds for disciplinary action.

a. Compensation Procedure

In order to receive compensation while absent on sick leave, EMPLOYEES shall notify their immediate supervisor or department director prior to or within (1) hour after the time set for beginning their daily duties.

b. Certificate of Absences

In cases of suspected abuse, chronic sick leave use, instances requiring modified duty work assignments, or at the discretion of the City Manager, a physician's certificate may be required regardless of the length of absence if the EMPLOYEE is given reasonable notice to allow provision of such physician's certificate.

16 c. Sick Leave Earning Rate

All EMPLOYEES who are paid at a bi -weekly rate shall accrue sick leave at the rate of 3.68 hours per bi -weekly pay period. All such sick leave which is unused may be accumulated.

d. Sick Leave Conversion Privileges

In no event may an EMPLOYEE select a combination of two options or reduce the accumulated sick leave balance below 192 hours. No prorations shall be made for EMPLOYEES terminating on or before December 30 of the calendar year.

e. Reimbursement of Unused or Unconverted Sick Leave Upon Separation

After 10 years of continuous (uninterrupted) CITY service and upon voluntary separation under satisfactory conditions (as determined by the CITY Manager), an EMPLOYEE shall be eligible to receive a cash payment equivalent to 25% of all unused sick leave, less the total number of hours converted to either cash, vacation, or a combination thereof as set forth in Article 7, Section (D)(1)(d). Such reimbursement is to be computed upon the EMPLOYEE'S final compensation rate.

[e.g. 600 (balance of sick leave on the books after
conversion and use) x .25 = 150; 150 - 400 (hours
converted previously) = -0-]

f. Unused Sick Leave at Retirement for Health Insurance

For EMPLOYEES hired before July 1, 2013 o nly, upon retirement from City employment for service or disability, an employee may elect to use unused sick leave at its dollar value at retirement (hourly base rate plus any regularly recurring bi-weekly premium pay, i.e., differential pay for Master’s Degrees) to pay health insurance premiums in retirement according to the following schedule:

10 through 14 years of service: 25% of the sick leave balance at retirement;

15 through 19 years of service: 50% of the sick leave balance at retirement;

20 + years of service: 75% of the sick leave balance at retirement.

17 City currently contributes to the Public Employees’ Retirement System for retiree health insurance benefits. The supplemental benefits described above shall be used to pay health insurance premiums for the retiree and dependents, if applicable. However, if the employee is deceased before the funds are exhausted, the supplemental benefits shall cease and the remaining funds shall be the City’s property.

The City elects to self-administer this plan at this time. The City will pay the annualized dollar equivalent of the Kaiser two -party health insurance premium once per year in January of each year.

This benefit may be used in combination with service credit for unused sick leave as described in Arti cle 6 – HEALTH AND WELFARE – SECTION E, Retirement System (CalPERS) (5). Sick Leave Credit.

2. Bereavement Leave

All employees covered under this memorandum of agreement shall be entitled to the bereavement leave of absence and employment rights and p rivileges provided by state and federal laws and regulations. Up to three regularly scheduled working days will be paid by the City, as bereavement leave, to EMPLOYEES in order to discharge the customary obligations arising from the death of a relative a s defined by the state. Employees may also request the use of an additional two regularly scheduled working days to be charged to sick or vacation leave accruals. The designated representative must approve requests for such leave and documentation, as defined by the state, requested within 30 days of the leave.

3. Compulsory Sick Leave

a. If, in the opinion of the City Manager, an EMPLOYEE is incapacitated for work due to illness, such EMPLOYEE may be required to submit to a City designated physician for examination at the CITY'S expense. If the EMPLOYEE objects to being examined by the designated physician, one change of physician may be requested. If the report of the physician shows the EMPLOYEE to be unfit to perform job duties, the City Manager has the right to compel the EMPLOYEE to take a sufficient leave of absence to enable the EMPLOYEE to perform the essential functions of his or her job with or without a reasonable accommodation. Accrued sick leave can be used for such absences or, when no accrued leave exists or has been exhausted, EMPLOYEE may be granted leave without pay, the total of which shall not exceed one year. For good cause, EMPLOYEE may request extensions of this time in increments of not more than one month.

b. An EMPLOYEE who o bjects to an unpaid leave of absence or a leave of absence requiring use of the EMPLOYEE’s personal leave accruals will be provided notice and opportunity to respond to the City Manager before any action of the City Manager.

c. Verification of fitness will b e made by a physician designated by the CITY and all expenses incurred in securing the verification will be at the EMPLOYEE'S expense.

18 The object of this rule is to protect the CITY'S interest in having a safe and effective work force and in assisting E MPLOYEES in achieving a level of fitness to perform their duties.

d. EMPLOYEES whose performance is adversely affected by the use of alcoholic beverages, chemical substances (illicit drugs) or prescribed or unprescribed medications may be subject to the provisions above. EMPLOYEES whose medication may alter their behavior so as to cause a potential safety problem (e.g. related to operating equipment or restrictions on being on ladders, at heights or in confined areas) must report the use of medication t o their supervisor for modifying their work assignment temporarily. Abuse or failure to report could lead to discipline.

4. Family Care and/or Medical Leave

EMPLOYEES shall be granted family care leave or medical leave in accordance with the City’s Administrative Policy, the Family Medical Leave Act and the California Family Rights Act for any of the following reasons:

1. to care for a newborn child of the EMPLOYEE within 12 months of the birth; or

2. to care for a newly adopted child or a child placed in foster care with the EMPLOYEE within 12 months of the placement; or

3. to care for a spouse, child or parent of the EMPLOYEE with a serious health condition; or

4. because of a serious health condition which causes the EMPLOYEE to be unable to perform his/her duties; or

5. a qualifying exigency arising out of the fact the employee’s spouse, son, daughter, or parent is a covered military member on covered active duty or who is called to an impending call to covered active duty in the Armed Forces, National Guard, or Reserves; or

6. to care for a spouse, son, daughter, parent, or next of kin who is a current covered service member of the Armed Forces, a member of the National Guard or Reserves, or a covered veteran, for whom an employee is eligible to take military caregiver leave under the Family Medical Leave Act due to injury or illness incurred in the line of duty on active duty; or

7. any other reason permitted under the Family Medical Leave Act and/or California Family Rights Act.

All EMPLOYEES are required to report to Human Resources that: (1) he/she has a reasonable belief that he/she has a serious medical condition, but shall not provide further details; (2) the expected commencement and duration of the leave for the serious medical condition ; and (3) documentation by a medical provider of the employee’s work restrictions upon return to work.

The reporting requirement applies regardless of the type of leave taken.

19 SECTION E. MILITARY LEAVE

SECTION F. JURY AND WITNESS LEAVE

In accordance with the City’s Administrative Policy, an EMPLOYEE is entitled to be absent from duty when called to serve as a trial juror or as a witness called by a subpoena before a court of law.

Under such circumstances, the EMP LOYEE is paid the difference between full salary and any payment received by them, except travel pay, for such duty. If jury service or witness time is less than a full work day, the EMPLOYEE is expected to return to work, unless a justification is provided.

SECTION G. LEAVE OF ABSENCE WITHOUT PAY (Other than Family Care and/or Medical Leave)

The City Manager may grant leave of absence without pay or accrual of seniority or benefits, for a period not to exceed one year. No such leave will be granted ex cept upon written request of the EMPLOYEE, setting forth the reason for the request, and approval will be given in writing. Upon expiration of a regularly approved leave or within a reasonable period of time after notice to return to duty, the EMPLOYEE is reinstated in the position held at the time leave was granted. Failure on the part of an EMPLOYEE on leave to report promptly at its expiration, or within a reasonable time after notice to return to duty, can be cause for discharge. EMPLOYEES making use of this provision who return to duty in one year or less shall return with the seniority status for benefits and working conditions which were held prior to the leave. An EMPLOYEE may choose to remain in any group insurance plans by agreeing to pay the full cost, while on a leave of absence.

SECTION H. WORKERS' COMPENSATION LEAVE

2. Initial and final (employee is discharged from care) workers’ compensation related medical appointments, PQME appointments and depositions, will not be charged to sick leave.

3. For accepted claims, the City will provide up to 2 hours of release time for workers’ compensation related medical appointments. Release time will be considered “regular hours” for purposes of time recording. Employees are required to furnish appointment verifications that include: date of appointment, time of appointment, and date of injury for which the appointment is in reference to. Employees are encouraged to schedule these appointments at the beginning of their scheduled work day OR at the end of their work day in order to maximize the allotted release time (the process will be outlined in the City’s Administrative Policy).

20 4. The CITY agrees to continue the Cafeteria Benefit Plan employer contribution for up to six months if an EMPLOYEE goes into a leave without pay status due to an industrial injury/illness.

SECTION I. CATASTROPHIC LEAVE

This program allows one or more EMPLOYEES to donate vacation for use by another who, due to extensive or catastrophic illness or injury, has exhausted paid leave and is subsequently facing financial hardship. Each request will be considered on a case by case basis.

Requests by an EMPLOYEE(S) to donate vacation and/or compensatory time off are submitted for approval to the Director of Human Resources. After considering all issues and consultation with concerned parties, the Director of Human Resources will make a determination. Any request denied by the Director of Human Resources may be appealed to the City Manager.

Once approved, vacation credits may be transferred from the donor EMPLOYEE(S) to a "fund" established for recipient EMPLOYEE to be used on an hour -for-hour basis, in accordance with the following conditions:

a. Program is administered Citywide allowing hours to cross departments and EMPLOYEE bargaining groups.

b. Receiving EMPLOYEE must have exhausted all earned leave (sick and vacation leave) and will/has entered leave without pay status.

c. EMPLOYEE(S) donating time must transfer a minimum of eight hours and in whole hour increments thereafter.

d. Donated hours are considered a gift to the recipient and irrevocable. Therefore, recipient is not required to "pay back" any hours received.

e. Hours transferred will have an hour -for-hour value with no regard to dollar value of donor v. recipient.

f. Unused hours will remain in the "fund" for future use to be determined by the Director of Human Resources, and will not be considered the donee’s vacation leave available for future non-catastrophic leave absences or cash out.

h. EMPLOYEES wishing to donate vacation hours must maintain a minimum vacation balance of 80 hours (after donation).

21 NOTE: Workers' Compensation: Donated hours can be utilized for the difference, but no more than recipient EMPLOYEE'S regular salary.

ARTICLE 8  OUTSIDE EMPLOYMENT

SECTION A. GENERAL STATEMENT

When a person accepts employment with the CITY, it is assumed that this employment is to be that person's primary vocational responsibility. Any other employment, regardless of form, where personal services are rendered or goods or property are sold for financial business gain, is considered outside employment and is subject to the provisions set forth in this section.

SECTION B. APPLICATION FOR OUTSIDE EMPLOYMENT

1. Outside Employment Statement

An EMPLOYEE who w ishes to engage in outside employment must file an Outside Employment Statement with the Director of Human Resources. All Outside Employment Statements on file in the Human Resources Department will be reviewed annually.

2. Acceptable Statements

The Outside Employment Statement will be submitted to the Human Resources Department and given to the City Manager if a determination concerning the acceptability of the request is needed. The EMPLOYEE will receive a copy of the completed Outside Employment Statement.

3. Failure to Submit Statement

If the CITY discovers that an EMPLOYEE is engaged in outside employment and has not submitted an Outside Employment Statement, the EMPLOYEE may be subject to disciplinary action, up to and including termination as determined by the City Manager.

SECTION C. GUIDELINES FOR APPROVING OUTSIDE EMPLOYMENT

Outside employment will be reviewed on the basis of its compatibility with the continued satisfactory performance of an EMPLOYEE'S official CITY duties. Review of Ou tside Employment Statements will be based on the following criteria:

a. Does the Outside Employment involve the use of CITY time, facilities, equipment and supplies, or the prestige or influence of one's CITY office or employment?

b. Does the EMPLOYEE'S department control, inspect, review, audit or enforce the Outside Employment?

22 c. Does the Outside Employment involve the acceptance of money or other consideration from an agency or individual(s) other than the CITY for the performance of an act which the EMPLOYEE would be required to render while acting in an official capacity as a City Employee?

d. Is the EMPLOYEE utilizing CITY information not normally available to the public in the performance of Outside Employment?

e. Is the position in any way inco nsistent, incompatible or in conflict with assigned duties?

f. Does the Outside Employment interfere with the scheduling of work hours and/or emergency call-out?

g. Would the Outside Employment aggravate any physical disability or infirmity of the EMPLOYEE (as indicated by sick leave record and/or physical or mental stress of the outside work)?

The EMPLOYEE will not be allowed, under any circumst ance, to use his/her CITY title when engaged in Outside Employment.

SECTION D. REVOCATION

The CITY may re voke any prior approval of Outside Employment for any reason where any act or behavior of the EMPLOYEE during his/ her performance of outside work detrimentally reflects upon a department or the CITY in general. Written notice stating the reason for revocation and the effective date shall be given to the EMPLOYEE. A copy of this notice will be placed in the EMPLOYEE'S personnel jacket.

SECTION E. WORKERS' COMPENSATION

Workers' Compensation claims resulting from injuries or illnesses sustained during the course of Outside Employment shall be determined by State Law.

SECTION F. UNAUTHORIZED OUTSIDE EMPLOYMENT

Unauthorized outside employment may result in disciplinary action, up to and including termination.

ARTICLE 9  NON-DISCRIMINATION

Mid-management and professional employees are subject to the official CITY Equal Employment Opportunity Policy.

23 ARTICLE 10  INDIVIDUAL PERSONNEL FILES

SECTION A. TRAFFIC ACCIDENTS

If an EMPLOYEE addresses a request to the City Manager after a full two y ears of accident -free driving, letters of reprimand relating to the EMPLOYEE'S traffic accidents each year will be purged.

SECTION B. DISCIPLINARY ACTION

In addition, upon request of the EMPLOYEE to the CITY Manager, the CITY will purge disciplinary actions that do not relate to workers' compensation or unresolved liability claims and are more than three (3) years old, provided that no similar disciplinary actions have been imposed on said EMPLOYEE.

ARTICLE 11  MODIFIED DUTY

EMPLOYEES recommended for mod ified duty must bring a written statement from a physician stating the medical reasons for modification, the prognosis for recovery and specific restrictions required. This must be presented to the Department Head or designee as soon as possible after the physician recommends said EMPLOYEE for modified duty. The recommended length of time is left to the discretion of the treating physician.

a. A general job description shall be provided to the physician to determine the modifications.

A supervisor may be a sked to provide relevant supplemental information and possible alternative assignments.

b. An EMPLOYEE on modified duty shall notify the Department Director or designee as soon as he/she is available for full duty and shall provide the department with a phys ician's release from modified duty stating the date of return to work and any remaining modifications needed.

c. The CITY shall provide modified duty as long as work is available and the EMPLOYEE is productive.

d. The CITY retains the right to require periodic medical updates from the EMPLOYEE's treating physician and the right to send an EMPLOYEE for an evaluation at CITY expense, if the amount of modified duty appears to be excessive.

e. EMPLOYEES eligible for modified duty who refuse it shall receive no worker s' compensation benefits but may exhaust eligible leave balances.

24 ARTICLE 12  EMPLOYEE ASSISTANCE PROGRAM

The CITY will fund an Employee Assistance Program to include mid -management and professional EMPLOYEES.

ARTICLE 13— EMPLOYEE RIGHTS

EMPLOYEES of the City shall have the right to form, join and participate in the activities of EMPLOYEE organizations of their own choosing for the purpose of representation on all matters of employer-EMPLOYEE relations including, but not limited to wages, hours, an d other terms and conditions of employment. EMPLOYEES of the City also shall have the right to refuse to join or participate in the activities of EMPLOYEE organizations and shall have the right to represent themselves individually in their employment rela tions with the City. No EMPLOYEE shall be interfered with, intimidated, restrained, coerced or discriminated against by the City or by any EMPLOYEE organization because of his/her exercise of these rights.

ARTICLE 14  CITY RIGHTS

The rights of the City include, but are not limited to, the exclusive right to determine the mission of its constituent departments, commissions and boards; set standards of service; determine the procedures and standards of selection for employment and promotion; direct its EMPLOYEES; take disciplinary action; relieve its EMPLOYEES from duty because of lack of work or for other legitimate reasons; maintain the efficiency of government operations; determine the methods, me ans and personnel by which government operations are to be conducted; determine the content of job classifications; take all necessary actions to carry out its mission in emergencies; and exercise complete control and discretion over its organization and the technology of performing its work.

ARTICLE 15  LIMITED-TERM EMPLOYEES / CONTRACTING OUT

The City and MMPEG agree that the City may, through attrition as positions become vacant due to termination, resignation or retirement, employ limited-term/non-benefitted employees to perform the services of the position that has become vacant, or to contract out the services performed by the vacant position. MMPEG expressly waives the right to meet and confer over the City’s decision to employ limited-term/non-benefitted employees or to contract out services performed by a position that has become vacant through termination, resignation or retirement, however, MMPEG retains the right to meet and confer over the impact(s) of the City’s decision. The City’s decisio n to employ limited - term/non-benefitted employees or to contract out services will be made on a case -by-case basis in consideration of factors including the economic benefit to the City. The City shall not lay -off any EMPLOYEE in order to employ limited-term/non-benefitted employees or to contract out the services performed by that EMPLOYEE.

25 ARTICLE 16  FEDERAL / STATE LAWS

It is understood and agreed that this MOU is subject to all present and applicable federal and state laws and regulations and the provisions hereof shall be effective and implemented not to conflict with such laws and regulations. If any part of this MOU is in conflict or inconsistent with such applicable provisions of federal or state laws or regulations, or otherwise held to be invalid or unenforceable by any tribunal of competent jurisdiction, such part of provisions shall be suspended and superseded by such applicable laws and regulations, and the remainder of this MOU shall not be affected thereby and shall remain in full force and effect Pursuant to AB 119, the City acknowledges and will comply with Sections 3555-3559 of the Government Code.

1. Drug-free Workplace Act of 1988

The MMPEG agrees to support a drug-free workplace as required by the Federal Regulations passed in 1988. For further details, refer to City Council Policy or contact the Human Resources Department.

2. Driver’s License Checks

The CITY shall use the State of California Department of Motor Vehicles Pull Notice Program for the purpose of determining the status of the driver’s licenses of all EMPLOYEES required to possess them. This is for the protection of the integrity of the CITY’s liability insurance and the safety of EMPLOYEES and citizens. Any adverse actions taken would include appropriate appeal right for EMPLOYEES.

26 This MOU is entered into by the following representatives of the CITY and the MID MANAGEMENT AND PROFESSIONAL EMPLOYEES’ GROUP to become effective upon approval by the City Council and execution of the respective parties.

City Negotiating Committee MMPEG Negotiating Committee

Graham Mitchell Jennifer Lytle
City Manager President

Clay Schoen Sara Marshall
Director of Finance Vice President

Marisol Thorn Monica Martinez
Director of Human Resources Secretary

27 ATTACHMENT A – SALARY TABLES

Salary Table - Effective 6/24/2023

EFFECTIVE DATE DESCRIPTION STEP HOURLY RATE
06/24/2023 ACCOUNTANT 1 $ 34.3413
06/24/2023 ACCOUNTANT 2 $ 36.0584
06/24/2023 ACCOUNTANT 3 $ 37.8613
06/24/2023 ACCOUNTANT 4 $ 39.7545
06/24/2023 ACCOUNTANT 5 $ 41.7422

06/24/2023 ASSISTANT ENGINEER 1 $ 40.8836 06/24/2023 ASSISTANT ENGINEER 2 $ 42.9279 06/24/2023 ASSISTANT ENGINEER 3 $ 45.0743 06/24/2023 ASSISTANT ENGINEER 4 $ 47.3279 06/24/2023 ASSISTANT ENGINEER 5 $ 49.6943

06/24/2023 ASSOCIATE ENGINEER 1 $ 46.9166 06/24/2023 ASSOCIATE ENGINEER 2 $ 49.2624 06/24/2023 ASSOCIATE ENGINEER 3 $ 51.7255 06/24/2023 ASSOCIATE ENGINEER 4 $ 54.3117 06/24/2023 ASSOCIATE ENGINEER 5 $ 57.0274

06/24/2023 CITY TRAFFIC ENGINEER 1 $ 66.7078 06/24/2023 CITY TRAFFIC ENGINEER 2 $ 70.0432 06/24/2023 CITY TRAFFIC ENGINEER 3 $ 73.5454 06/24/2023 CITY TRAFFIC ENGINEER 4 $ 77.2227 06/24/2023 CITY TRAFFIC ENGINEER 5 $ 81.0839

06/24/2023 COMMUNICATIONS CENTER MANAGER 1 $ 49.7620 06/24/2023 COMMUNICATIONS CENTER MANAGER 2 $ 52.2501 06/24/2023 COMMUNICATIONS CENTER MANAGER 3 $ 54.8626 06/24/2023 COMMUNICATIONS CENTER MANAGER 4 $ 57.6057 06/24/2023 COMMUNICATIONS CENTER MANAGER 5 $ 60.4860

06/24/2023 CRIME LAB MANAGER 1 $ 49.7760 06/24/2023 CRIME LAB MANAGER 2 $ 52.2648 06/24/2023 CRIME LAB MANAGER 3 $ 54.8782 06/24/2023 CRIME LAB MANAGER 4 $ 57.6221 06/24/2023 CRIME LAB MANAGER 5 $ 60.5032

06/24/2023 FACILITIES MANAGER 1 $ 53.0541 06/24/2023 FACILITIES MANAGER 2 $ 55.7244 06/24/2023 FACILITIES MANAGER 3 $ 58.5396 06/24/2023 FACILITIES MANAGER 4 $ 61.4997

28 06/24/2023 FACILITIES MANAGER 5 $ 64.5944

06/24/2023 FIRE MARSHAL 1 $ 63.7560
06/24/2023 FIRE MARSHAL 2 $ 66.9335
06/24/2023 FIRE MARSHAL 3 $ 70.2662
06/24/2023 FIRE MARSHAL 4 $ 73.7748
06/24/2023 FIRE MARSHAL 5 $ 77.4594

06/24/2023 FLEET MANAGER 1 $ 44.8610
06/24/2023 FLEET MANAGER 2 $ 47.1041
06/24/2023 FLEET MANAGER 3 $ 49.4593
06/24/2023 FLEET MANAGER 4 $ 51.9323
06/24/2023 FLEET MANAGER 5 $ 54.5289

06/24/2023 GIS ANALYST 1 $ 35.7150
06/24/2023 GIS ANALYST 2 $ 37.5007
06/24/2023 GIS ANALYST 3 $ 39.3757
06/24/2023 GIS ANALYST 4 $ 41.3446
06/24/2023 GIS ANALYST 5 $ 43.4118

06/24/2023 HOUSING MANGER 1 $ 53.5385
06/24/2023 HOUSING MANGER 2 $ 56.2154
06/24/2023 HOUSING MANGER 3 $ 59.0262
06/24/2023 HOUSING MANGER 4 $ 61.9775
06/24/2023 HOUSING MANGER 5 $ 65.0763

06/24/2023 HOUSING SPECIALIST 1 $ 35.3696 06/24/2023 HOUSING SPECIALIST 2 $ 37.1381 06/24/2023 HOUSING SPECIALIST 3 $ 38.9950 06/24/2023 HOUSING SPECIALIST 4 $ 40.9448 06/24/2023 HOUSING SPECIALIST 5 $ 42.9920

06/24/2023 JUNIOR ENGINEER 1 $ 36.2457
06/24/2023 JUNIOR ENGINEER 2 $ 38.0580
06/24/2023 JUNIOR ENGINEER 3 $ 39.9609
06/24/2023 JUNIOR ENGINEER 4 $ 41.9590
06/24/2023 JUNIOR ENGINEER 5 $ 44.0569

06/24/2023 MAINTENANCE SUPERVISOR 1 $ 35.4389 06/24/2023 MAINTENANCE SUPERVISOR 2 $ 37.2108 06/24/2023 MAINTENANCE SUPERVISOR 3 $ 39.0714 06/24/2023 MAINTENANCE SUPERVISOR 4 $ 41.0249 06/24/2023 MAINTENANCE SUPERVISOR 5 $ 43.0762

06/24/2023 MANAGEMENT ASSISTANT 1 $ 31.0666

29 06/24/2023 MANAGEMENT ASSISTANT 2 $ 32.6199 06/24/2023 MANAGEMENT ASSISTANT 3 $ 34.2508 06/24/2023 MANAGEMENT ASSISTANT 4 $ 35.9635 06/24/2023 MANAGEMENT ASSISTANT 5 $ 37.7617

06/24/2023 MANAGEMENT ANALYST 1 $ 36.5773 06/24/2023 MANAGEMENT ANALYST 2 $ 38.4062 06/24/2023 MANAGEMENT ANALYST 3 $ 40.3265 06/24/2023 MANAGEMENT ANALYST 4 $ 42.3429 06/24/2023 MANAGEMENT ANALYST 5 $ 44.4601

06/24/2023 OPERATIONS MANAGER 1 $ 53.0544 06/24/2023 OPERATIONS MANAGER 2 $ 55.7071 06/24/2023 OPERATIONS MANAGER 3 $ 58.4924 06/24/2023 OPERATIONS MANAGER 4 $ 61.4170 06/24/2023 OPERATIONS MANAGER 5 $ 64.4878

06/24/2023 POLICE RECORDS MANAGER 1 $ 43.2432 06/24/2023 POLICE RECORDS MANAGER 2 $ 45.4053 06/24/2023 POLICE RECORDS MANAGER 3 $ 47.6757 06/24/2023 POLICE RECORDS MANAGER 4 $ 50.0594 06/24/2023 POLICE RECORDS MANAGER 5 $ 52.5624

06/24/2023 PRINCIPAL CIVIL ENGINEER 1 $ 63.6189 06/24/2023 PRINCIPAL CIVIL ENGINEER 2 $ 66.7998 06/24/2023 PRINCIPAL CIVIL ENGINEER 3 $ 70.1398 06/24/2023 PRINCIPAL CIVIL ENGINEER 4 $ 73.6468 06/24/2023 PRINCIPAL CIVIL ENGINEER 5 $ 77.3291

06/24/2023 PURCHASING AGENT 1 $ 42.9422 06/24/2023 PURCHASING AGENT 2 $ 45.0893 06/24/2023 PURCHASING AGENT 3 $ 47.3437 06/24/2023 PURCHASING AGENT 4 $ 49.7108 06/24/2023 PURCHASING AGENT 5 $ 52.1964

06/24/2023 SENIOR ACCOUNTANT 1 $ 46.3775 06/24/2023 SENIOR ACCOUNTANT 2 $ 48.6964 06/24/2023 SENIOR ACCOUNTANT 3 $ 51.1312 06/24/2023 SENIOR ACCOUNTANT 4 $ 53.6877 06/24/2023 SENIOR ACCOUNTANT 5 $ 56.3721

06/24/2023 SENIOR MANAGEMENT ANALYST 1 $ 44.8884 06/24/2023 SENIOR MANAGEMENT ANALYST 2 $ 47.1328 06/24/2023 SENIOR MANAGEMENT ANALYST 3 $ 49.4895 06/24/2023 SENIOR MANAGEMENT ANALYST 4 $ 51.9638

30 06/24/2023 SENIOR MANAGEMENT ANALYST 5 $ 54.5621

06/24/2023 SENIOR PLANNER 1 $ 46.9476
06/24/2023 SENIOR PLANNER 2 $ 49.2950
06/24/2023 SENIOR PLANNER 3 $ 51.7597
06/24/2023 SENIOR PLANNER 4 $ 54.3477
06/24/2023 SENIOR PLANNER 5 $ 57.0651

Salary Table - Effective 6/22/2024

EFFECTIVE DATE DESCRIPTION STEP HOURLY RATE
06/22/2024 ACCOUNTANT 1 $ 35.3715
06/22/2024 ACCOUNTANT 2 $ 37.1402
06/22/2024 ACCOUNTANT 3 $ 38.9971
06/22/2024 ACCOUNTANT 4 $ 40.9471
06/22/2024 ACCOUNTANT 5 $ 42.9945

06/22/2024 ASSISTANT ENGINEER 1 $ 42.1101 06/22/2024 ASSISTANT ENGINEER 2 $ 44.2157 06/22/2024 ASSISTANT ENGINEER 3 $ 46.4265 06/22/2024 ASSISTANT ENGINEER 4 $ 48.7477 06/22/2024 ASSISTANT ENGINEER 5 $ 51.1851

06/22/2024 ASSOCIATE ENGINEER 1 $ 48.3241 06/22/2024 ASSOCIATE ENGINEER 2 $ 50.7403 06/22/2024 ASSOCIATE ENGINEER 3 $ 53.2773 06/22/2024 ASSOCIATE ENGINEER 4 $ 55.9411 06/22/2024 ASSOCIATE ENGINEER 5 $ 58.7382

06/22/2024 CITY TRAFFIC ENGINEER 1 $ 68.7090 06/22/2024 CITY TRAFFIC ENGINEER 2 $ 72.1445 06/22/2024 CITY TRAFFIC ENGINEER 3 $ 75.7518 06/22/2024 CITY TRAFFIC ENGINEER 4 $ 79.5394 06/22/2024 CITY TRAFFIC ENGINEER 5 $ 83.5164

06/22/2024 COMMUNICATIONS CENTER MANAGER 1 $ 51.2549 06/22/2024 COMMUNICATIONS CENTER MANAGER 2 $ 53.8176 06/22/2024 COMMUNICATIONS CENTER MANAGER 3 $ 56.5085 06/22/2024 COMMUNICATIONS CENTER MANAGER 4 $ 59.3339 06/22/2024 COMMUNICATIONS CENTER MANAGER 5 $ 62.3006

06/22/2024 CRIME LAB MANAGER 1 $ 53.3200 06/22/2024 CRIME LAB MANAGER 2 $ 55.9861

31 06/22/2024 CRIME LAB MANAGER 3 $ 58.7855 06/22/2024 CRIME LAB MANAGER 4 $ 61.7248 06/22/2024 CRIME LAB MANAGER 5 $ 64.8110

06/24/2023 FACILITIES MANAGER 1 $ 54.6457 06/24/2023 FACILITIES MANAGER 2 $ 57.3961 06/24/2023 FACILITIES MANAGER 3 $ 60.2958 06/24/2023 FACILITIES MANAGER 4 $ 63.3447 06/24/2023 FACILITIES MANAGER 5 $ 66.5322

06/24/2023 FIRE MARSHAL 1 $ 65.6687
06/24/2023 FIRE MARSHAL 2 $ 68.9415
06/24/2023 FIRE MARSHAL 3 $ 72.3742
06/24/2023 FIRE MARSHAL 4 $ 75.9880
06/24/2023 FIRE MARSHAL 5 $ 79.7832

06/22/2024 FLEET MANAGER 1 $ 46.2068
06/22/2024 FLEET MANAGER 2 $ 48.5172
06/22/2024 FLEET MANAGER 3 $ 50.9431
06/22/2024 FLEET MANAGER 4 $ 53.4903
06/22/2024 FLEET MANAGER 5 $ 56.1648

06/22/2024 GIS ANALYST 1 $ 36.7865
06/22/2024 GIS ANALYST 2 $ 38.6257
06/22/2024 GIS ANALYST 3 $ 40.5570
06/22/2024 GIS ANALYST 4 $ 42.5849
06/22/2024 GIS ANALYST 5 $ 44.7142

06/22/2024 HOUSING MANGER 1 $ 56.2476
06/22/2024 HOUSING MANGER 2 $ 59.0599
06/22/2024 HOUSING MANGER 3 $ 62.0129
06/22/2024 HOUSING MANGER 4 $ 65.1136
06/22/2024 HOUSING MANGER 5 $ 68.3691

06/22/2024 HOUSING SPECIALIST 1 $ 36.4307 06/22/2024 HOUSING SPECIALIST 2 $ 38.2522 06/22/2024 HOUSING SPECIALIST 3 $ 40.1649 06/22/2024 HOUSING SPECIALIST 4 $ 42.1731 06/22/2024 HOUSING SPECIALIST 5 $ 44.2818

06/22/2024 JUNIOR ENGINEER 1 $ 37.3331
06/22/2024 JUNIOR ENGINEER 2 $ 39.1997
06/22/2024 JUNIOR ENGINEER 3 $ 41.1597
06/22/2024 JUNIOR ENGINEER 4 $ 43.2178
06/22/2024 JUNIOR ENGINEER 5 $ 45.3786

32 06/22/2024 MAINTENANCE SUPERVISOR 1 $ 37.2321 06/22/2024 MAINTENANCE SUPERVISOR 2 $ 39.0937 06/22/2024 MAINTENANCE SUPERVISOR 3 $ 41.0484 06/22/2024 MAINTENANCE SUPERVISOR 4 $ 43.1008 06/22/2024 MAINTENANCE SUPERVISOR 5 $ 45.2558

06/22/2024 MANAGEMENT ASSISTANT 1 $ 33.2786 06/22/2024 MANAGEMENT ASSISTANT 2 $ 34.9424 06/22/2024 MANAGEMENT ASSISTANT 3 $ 36.6894 06/22/2024 MANAGEMENT ASSISTANT 4 $ 38.5241 06/22/2024 MANAGEMENT ASSISTANT 5 $ 40.4504

06/22/2024 MANAGEMENT ANALYST 1 $ 38.4281 06/22/2024 MANAGEMENT ANALYST 2 $ 40.3495 06/22/2024 MANAGEMENT ANALYST 3 $ 42.3670 06/22/2024 MANAGEMENT ANALYST 4 $ 44.4855 06/22/2024 MANAGEMENT ANALYST 5 $ 46.7098

06/22/2024 OPERATIONS MANAGER 1 $ 54.6460 06/22/2024 OPERATIONS MANAGER 2 $ 57.3783 06/22/2024 OPERATIONS MANAGER 3 $ 60.2472 06/22/2024 OPERATIONS MANAGER 4 $ 63.2595 06/22/2024 OPERATIONS MANAGER 5 $ 66.4224

06/22/2024 POLICE RECORDS MANAGER 1 $ 47.2129 06/22/2024 POLICE RECORDS MANAGER 2 $ 49.5735 06/22/2024 POLICE RECORDS MANAGER 3 $ 52.0523 06/22/2024 POLICE RECORDS MANAGER 4 $ 54.6549 06/22/2024 POLICE RECORDS MANAGER 5 $ 57.3876

06/22/2024 PRINCIPAL CIVIL ENGINEER 1 $ 65.5275 06/22/2024 PRINCIPAL CIVIL ENGINEER 2 $ 68.8038 06/22/2024 PRINCIPAL CIVIL ENGINEER 3 $ 72.2440 06/22/2024 PRINCIPAL CIVIL ENGINEER 4 $ 75.8562 06/22/2024 PRINCIPAL CIVIL ENGINEER 5 $ 79.6490

06/22/2024 PURCHASING AGENT 1 $ 44.2305 06/22/2024 PURCHASING AGENT 2 $ 46.4420 06/22/2024 PURCHASING AGENT 3 $ 48.7640 06/22/2024 PURCHASING AGENT 4 $ 51.2021 06/22/2024 PURCHASING AGENT 5 $ 53.7623

06/22/2024 SENIOR ACCOUNTANT 1 $ 49.2019 06/22/2024 SENIOR ACCOUNTANT 2 $ 51.6620

33 06/22/2024 SENIOR ACCOUNTANT 3 $ 54.2451 06/22/2024 SENIOR ACCOUNTANT 4 $ 56.9572 06/22/2024 SENIOR ACCOUNTANT 5 $ 59.8052

06/22/2024 SENIOR MANAGEMENT ANALYST 1 $ 46.2351 06/22/2024 SENIOR MANAGEMENT ANALYST 2 $ 48.5468 06/22/2024 SENIOR MANAGEMENT ANALYST 3 $ 50.9742 06/22/2024 SENIOR MANAGEMENT ANALYST 4 $ 53.5227 06/22/2024 SENIOR MANAGEMENT ANALYST 5 $ 56.1990

06/22/2024 SENIOR PLANNER 1 $ 49.8067
06/22/2024 SENIOR PLANNER 2 $ 52.2971
06/22/2024 SENIOR PLANNER 3 $ 54.9119
06/22/2024 SENIOR PLANNER 4 $ 57.6574
06/22/2024 SENIOR PLANNER 5 $ 60.5404

Salary Table – Effective 6/21/2025

EFFECTIVE DATE DESCRIPTION STEP HOURLY RATE
06/21/2025 ACCOUNTANT 1 $ 36.4326
06/21/2025 ACCOUNTANT 2 $ 38.2544
06/21/2025 ACCOUNTANT 3 $ 40.1670
06/21/2025 ACCOUNTANT 4 $ 42.1755
06/21/2025 ACCOUNTANT 5 $ 44.2843

06/21/2025 ASSISTANT ENGINEER 1 $ 43.3734 06/21/2025 ASSISTANT ENGINEER 2 $ 45.5422 06/21/2025 ASSISTANT ENGINEER 3 $ 47.8193 06/21/2025 ASSISTANT ENGINEER 4 $ 50.2101 06/21/2025 ASSISTANT ENGINEER 5 $ 52.7207

06/21/2025 ASSOCIATE ENGINEER 1 $ 49.7738 06/21/2025 ASSOCIATE ENGINEER 2 $ 52.2625 06/21/2025 ASSOCIATE ENGINEER 3 $ 54.8756 06/21/2025 ASSOCIATE ENGINEER 4 $ 57.6193 06/21/2025 ASSOCIATE ENGINEER 5 $ 60.5003

06/21/2025 CITY TRAFFIC ENGINEER 1 $ 70.7703 06/21/2025 CITY TRAFFIC ENGINEER 2 $ 74.3088 06/21/2025 CITY TRAFFIC ENGINEER 3 $ 78.0244 06/21/2025 CITY TRAFFIC ENGINEER 4 $ 81.9256 06/21/2025 CITY TRAFFIC ENGINEER 5 $ 86.0219

34 06/21/2025 COMMUNICATIONS CENTER MANAGER 1 $ 52.7925 06/21/2025 COMMUNICATIONS CENTER MANAGER 2 $ 55.4321 06/21/2025 COMMUNICATIONS CENTER MANAGER 3 $ 58.2038 06/21/2025 COMMUNICATIONS CENTER MANAGER 4 $ 61.1139 06/21/2025 COMMUNICATIONS CENTER MANAGER 5 $ 64.1696

06/21/2025 CRIME LAB MANAGER 1 $ 52.8074 06/21/2025 CRIME LAB MANAGER 2 $ 55.4477 06/21/2025 CRIME LAB MANAGER 3 $ 58.2202 06/21/2025 CRIME LAB MANAGER 4 $ 61.1313 06/21/2025 CRIME LAB MANAGER 5 $ 64.1878

06/24/2023 FACILITIES MANAGER 1 $ 56.2851 06/24/2023 FACILITIES MANAGER 2 $ 59.1180 06/24/2023 FACILITIES MANAGER 3 $ 62.1047 06/24/2023 FACILITIES MANAGER 4 $ 65.2450 06/24/2023 FACILITIES MANAGER 5 $ 68.5282

06/24/2023 FIRE MARSHAL 1 $ 67.6388 06/24/2023 FIRE MARSHAL 2 $ 71.0097 06/24/2023 FIRE MARSHAL 3 $ 74.5454 06/24/2023 FIRE MARSHAL 4 $ 78.2676 06/24/2023 FIRE MARSHAL 5 $ 82.1767

06/21/2025 FLEET MANAGER 1 $ 47.5930 06/21/2025 FLEET MANAGER 2 $ 49.9727 06/21/2025 FLEET MANAGER 3 $ 52.4714 06/21/2025 FLEET MANAGER 4 $ 55.0950 06/21/2025 FLEET MANAGER 5 $ 57.8497

06/21/2025 GIS ANALYST 1 $ 37.8901
06/21/2025 GIS ANALYST 2 $ 39.7845
06/21/2025 GIS ANALYST 3 $ 41.7737
06/21/2025 GIS ANALYST 4 $ 43.8624
06/21/2025 GIS ANALYST 5 $ 46.0556

06/21/2025 HOUSING MANGER 1 $ 56.7990 06/21/2025 HOUSING MANGER 2 $ 59.6390 06/21/2025 HOUSING MANGER 3 $ 62.6209 06/21/2025 HOUSING MANGER 4 $ 65.7519 06/21/2025 HOUSING MANGER 5 $ 69.0395

06/21/2025 HOUSING SPECIALIST 1 $ 37.5236 06/21/2025 HOUSING SPECIALIST 2 $ 39.3998 06/21/2025 HOUSING SPECIALIST 3 $ 41.3698

35 06/21/2025 HOUSING SPECIALIST 4 $ 43.4383 06/21/2025 HOUSING SPECIALIST 5 $ 45.6103

06/21/2025 JUNIOR ENGINEER 1 $ 38.4531 06/21/2025 JUNIOR ENGINEER 2 $ 40.3757 06/21/2025 JUNIOR ENGINEER 3 $ 42.3945 06/21/2025 JUNIOR ENGINEER 4 $ 44.5143 06/21/2025 JUNIOR ENGINEER 5 $ 46.7400

06/21/2025 MAINTENANCE SUPERVISOR 1 $ 37.5972 06/21/2025 MAINTENANCE SUPERVISOR 2 $ 39.4769 06/21/2025 MAINTENANCE SUPERVISOR 3 $ 41.4508 06/21/2025 MAINTENANCE SUPERVISOR 4 $ 43.5233 06/21/2025 MAINTENANCE SUPERVISOR 5 $ 45.6996

06/21/2025 MANAGEMENT ANALYST 1 $ 38.8048 06/21/2025 MANAGEMENT ANALYST 2 $ 40.7452 06/21/2025 MANAGEMENT ANALYST 3 $ 42.7824 06/21/2025 MANAGEMENT ANALYST 4 $ 44.9216 06/21/2025 MANAGEMENT ANALYST 5 $ 47.1677

06/21/2025 MANAGEMENT ASSISTANT 1 $ 32.9586 06/21/2025 MANAGEMENT ASSISTANT 2 $ 34.6065 06/21/2025 MANAGEMENT ASSISTANT 3 $ 36.3366 06/21/2025 MANAGEMENT ASSISTANT 4 $ 38.1537 06/21/2025 MANAGEMENT ASSISTANT 5 $ 40.0614

06/21/2025 OPERATIONS MANAGER 1 $ 56.2854 06/21/2025 OPERATIONS MANAGER 2 $ 59.0996 06/21/2025 OPERATIONS MANAGER 3 $ 62.0546 06/21/2025 OPERATIONS MANAGER 4 $ 65.1573 06/21/2025 OPERATIONS MANAGER 5 $ 68.4151

06/21/2025 POLICE RECORDS MANAGER 1 $ 45.8767 06/21/2025 POLICE RECORDS MANAGER 2 $ 48.1705 06/21/2025 POLICE RECORDS MANAGER 3 $ 50.5792 06/21/2025 POLICE RECORDS MANAGER 4 $ 53.1080 06/21/2025 POLICE RECORDS MANAGER 5 $ 55.7635

06/21/2025 PRINCIPAL CIVIL ENGINEER 1 $ 67.4933 06/21/2025 PRINCIPAL CIVIL ENGINEER 2 $ 70.8679 06/21/2025 PRINCIPAL CIVIL ENGINEER 3 $ 74.4113 06/21/2025 PRINCIPAL CIVIL ENGINEER 4 $ 78.1319 06/21/2025 PRINCIPAL CIVIL ENGINEER 5 $ 82.0385

36 06/21/2025 PURCHASING AGENT 1 $ 45.5574 06/21/2025 PURCHASING AGENT 2 $ 47.8353 06/21/2025 PURCHASING AGENT 3 $ 50.2269 06/21/2025 PURCHASING AGENT 4 $ 52.7382 06/21/2025 PURCHASING AGENT 5 $ 55.3752

06/21/2025 SENIOR ACCOUNTANT 1 $ 49.2019 06/21/2025 SENIOR ACCOUNTANT 2 $ 51.6620 06/21/2025 SENIOR ACCOUNTANT 3 $ 54.2451 06/21/2025 SENIOR ACCOUNTANT 4 $ 56.9572 06/21/2025 SENIOR ACCOUNTANT 5 $ 59.8052

06/21/2025 SENIOR MANAGEMENT ANALYST 1 $ 47.6222 06/21/2025 SENIOR MANAGEMENT ANALYST 2 $ 50.0032 06/21/2025 SENIOR MANAGEMENT ANALYST 3 $ 52.5034 06/21/2025 SENIOR MANAGEMENT ANALYST 4 $ 55.1284 06/21/2025 SENIOR MANAGEMENT ANALYST 5 $ 57.8850

06/21/2025 SENIOR PLANNER 1 $ 49.8067 06/21/2025 SENIOR PLANNER 2 $ 52.2971 06/21/2025 SENIOR PLANNER 3 $ 54.9119 06/21/2025 SENIOR PLANNER 4 $ 57.6574 06/21/2025 SENIOR PLANNER 5 $ 60.5404

City Council
Agenda Report
Agenda Item 10.

BACKGROUND:

Tentative agreement was reached within settlement authority for ECPFF and is identified in the documents:

Three-Year Term - July 1, 2023 through June 30, 2026.

Annual salary increases of 5%, 3% and 3% respectively.

Market salary increases for the identified classifications.

Increase in annual non-PERSable stipends.

Increase in bilingual pay.

Add preceptor premium pay.

Increase in uniform allowance.

Expand educational incentive.

Increase in cafeteria plan contributions effective January of each year.

Increase tuition reimbursement.

Expand vacation accrual tiers.

Other minor operational, clean up and/or non-economic items.

The signed Memorandum of Understanding will be available in the Human Resources Department for review.

CALIFORNIA ENVIRONMENTAL QUALITY ACT:

The proposed tentative agreement with the El Cajon Professional Firefighters Local 4603 is not a “Project” as defined under section 15378 of the State CEQA Guidelines, because it is a governmental fiscal/administrative activity which does not result in a physical change in the environment.
.!!!!_ Valley of Opportunity
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FISCAL IMPACT:

The tentative agreement was reached within settlement authority provided by the City Council.

Prepared By: Marisol Thorn, Director of Human Resources Reviewed By:

Approved By: Graham Mitchell, City Manager
Attachments
Resolution

TA ECPFF
Memorandum of Understanding

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El Cajon City CouncilJune 13, 2023

El Cajon City Council
June 13, 2023