Agenda Item No: L.4
AGENDA REPORT
DATE: December 2, 2025
TO: Mayor and Council
FROM: David Gassaway, City Manager
SUBJECT: Resolution 2025 -241 HR Amending Terms and Conditions of Non-Represented Confidential Employees
Amending the Terms and Conditions of the Benefits Summar ies for Non-Management Confidential and Confidential Management Employees
Funding Source: $75,994; General Fund
Contact: Farbod Pirouzmand, (707) 428-7397
RECOMMENDED ACTION
Adopt resolution.
STATEMENT OF ISSUE
The city manager proposes to amend the existing terms and conditions and adopt a new Benefits Summary applicable to non-represented classifications. This action is necessary to maintain internal equity, consistent with the City’s established compensation philos ophy and guidelines.
The need for these amendments arises from the new terms established during successful labor negotiations with the unions representing similarly situated employees as the non -represented classifications.
DISCUSSION
Recent successful negotiations with various bargaining units ha ve changed compensation and benefits in their respective collective bargaining agreements. Our non -represented employees’ compensation and benefits normally follow the Fairfield Employees’ Association (FEA) and Fairfield General Management Association (FGMA). To ensure adherence to the City's compensation philosophy, which provides essential guidelines for updating compensation and mitigating compaction , remedial adjustments are required to restore intended struc tural relationships and enhance the City’s ability to attract and retain highly qualified personnel. For non-represented employees, it is important to keep parity with FEA and FGMA respectively
because these employees perform similar work and have a similar scope of responsibilities to employees represented by both associations.
Approval of the changes will cost the General Fund $75,994 over the two years covering these changes. However, the long-term savings over 10 years from these changes will be $124,226.
The costs for such adjustments are made possible through significant concessions by executive management staff, specifically the forfeiture of a portion of the prior fi scal year’s salary adjustment, supplemented by a cost -neutral adjustment achieved through a reduction in personal leave hours. This approach maintains structural alignment and upholds the City’s compensation philosophy without a significant impact to the General Fund.
Amendments to the successor Benefits Summar ies for both groups are described in the table below.
Non-Represented Non-Management Confidential Employees (FEA Affiliated Group):
Provision Summary of Change
Bereavement Leave Updated to ensure compliance with state law.
Bilingual Pay Updated eligibility standards to ensure pay is granted only where language skills are routinely
used.
Off-Salary Schedule Pay with Paid Time
Off Alternative
Provides the option to receive a 3% cash payment in
year one and 1% in year two, or to take the
equivalent value in time off.
Health, Life Insurance, and Other
Benefits
Streamlined existing language.
Sick Leave Cash Out Options Reduced maximum accrual limit but e nhanced benefit offering for yearly distribution if contributed to a retirement account. Removed sick leave cash
out upon separation.
Compensation Study Salary adjustment for classifications that are below 4% of the market median.
Pro-Rata Employment Aligned MOU language to current practice.
Non-Represented Confidential Management Employees (FGMA Affiliated Group):
Provision Summary of Change
Bereavement Leave Updated to ensure compliance with state law Deferred Compensation: 401(a) Enhanced benefit offerings to existing members; reduced benefit offering and introduced vesting
schedule for employees hired into the unit after the
adoption of successor MOU
Off-Salary Schedule Pay with Paid Time
Off alternative
Issued a one-time cash payment to compensate for
the period between expired and successor MOUs.
Personal Leave Established a maximum accrual limit where none existed previously and reduced benefit offering for all members
Pro-Rata Status Clarified benefit and premium calculations for employees working in less than full-time positions
Retirement (EPMC/Contribution Rates) Decreased employer obligations through a reduced benefit offering
Sick Leave Restricted value of unused sick leave upon separation and reduced benefit offering for employees hired into
the unit after adoption of successor MOU
Vacation Accrual Rates Reduced accrual rates for employees hired into the unit after the adoption of successor MOU
FINANCIAL IMPACT
The total projected net cost over the next two years to the General Fund (Fund 101) is $ 75,994, and savings of $124,226 by the tenth year.
PUBLIC CONTACT/ADVISORY BODY RECOMMENDATION
N/A
ALTERNATIVE ACTION
The c ouncil may choose not to approve the new compensation changes for non-represented classifications and direct staff to amend different terms than stated above.
COORDINATED WITH
City Manager’s Office and Finance Department
STAFF CONTACT
Farbod Pirouzmand, Assistant City Manager/Director of Human Resources (707) 428-7397
[email protected]
ATTACHMENTS
Attachment 2: Proposed Resolution
Attachment 3: Non-Management Confidential Benefits Summary Attachment 4: Confidential Management Benefits Summary