Folsom City Council
December 9, 2025

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7 transportation impact analyses in CEQA from measuring impacts to drivers (Level of Service) to measuring the impact of driving (Vehicle Miles Travelled).

The FPASP EIR/EIS predated this change and so did not include an analysis of VMT. As the relocation would be considered a new project under CEQA, a VMT analysis was deemed necessary. Kimley Horn found that the school relocation screened out of further VMT analysis because under locally accepted guidelines, it falls under the Local-Serving Public Facilities/Services category, which is considered exempt. Therefore, no further CEQA review is required for this impact area. City staff did not identify any other potential environmental impacts from the relocation that would necessitate analysis beyond that provided in the FPASP EIR/EIS. See Attachment 6 for the VMT Screening Analysis.

Findings: Relocated park or school parcels continue to meet the standards for the type of park or school proposed. Relocated park or school parcels remain within walking distance of the residents they serve.

Analysis: Met. The Folsom Cordova Unified School District has confirmed that the proposed relocated school continues to meet their standards for the type of school proposed. School sites in the Plan Area must be within walking distance of residential neighborhoods, support the expected number of students generated by Plan Area development, and must not burden properties north of Highway 50 with additional cost to build and maintain. Staff notes that the relocation of the middle school site shifts which students would likely walk to campus from those in the central district of the Plan Area to those in the western district. However, the Plan Area includes a robust network of Class I bike paths and Class II bike lanes that can provide a reasonable opportunity for students to the east of the combined school site to walk or bicycle to campus. An exhibit provided by FCUSD showing areas within 3 miles of the existing and proposed sites and FPASP Figure 7.32 – Bikeway Plan are included as Attachments 7 and 8 to this report for reference.

As outlined earlier, the MAM also includes a request to transfer dwelling units between Plan Area parcels. The city shall approve residential dwelling unit allocation transfers or density adjustments between any Plan Area residential land use parcel or parcels, provided the following conditions are met:

Condition: The transferor and transferee parcel or parcels are located within the Plan Area and are designated for residential use.

Analysis: Met. All parcels are within the Plan Area and are either currently or as a result of the school relocation will be designed for residential use.

Condition: The transferor and transferee parcel or parcels conform to all applicable development standards contained in Appendix A of the FPASP.

Analysis: Met. All parcels conform to applicable development standards of the FPASP.

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8 Condition: The transfer of units does not result in increased impacts beyond those identified in the FPASP EIR/ EIS.

Analysis: Met. The transfer of units does not result in additional residential units, increases to VMT, or any other impacts beyond those identified in the FPASP EIR/EIS.

Condition: The transfer of units does not adversely impact planned infrastructure, roadways, schools or other public facilities; affordable housing agreements; or fee programs and assessment districts; unless such impacts are reduced to an acceptable level through project-specific mitigation measures.

Analysis: Met. The transfer of units does not adversely impact any of the above items, as it supports school development, and has no impact to planned infrastructure, affordable housing agreements, or fee programs and assessment districts.

Overall, while the project meets the requirement for the MAM and allows FCUSD to develop the middle school and high school campuses in a more efficient manner, this does shift the middle school away from the more walkable central area of the community to the western area where there is less housing and more open space. Homeowners in Mangini Ranch may have purchased homes expecting to be within walking distance or at least close proximity to the school and may now have to drive their children to school. As noted previously, the consolidation of the middle and high school sites and as well as the return a more residential central area are consistent with the original Plan Area land use pattern from 2011. Nevertheless, this return to consolidated school campuses also results in a residential remainder parcel that is 3.93 acres adjacent to the proposed middle school campus that is isolated and may be somewhat difficult to develop.

FINANCIAL IMPACT
No financial impact is anticipated with the approval of the Minor Administrative Modification as the request will not result in any changes to the total number of residential units within the FPASP.

ENVIRONMENTAL REVIEW
All Public/Quasi-Public sites shown in FPASP Figure 4.2 – Specific Plan Land Use may be relocated or abandoned as a minor administrative modification of the FPASP. The land use designation of the vacated site or sites will revert to the lowest density adjacent residential land use. In no event shall the maximum number of Plan Area dwelling units and the total commercial building area allocated in this Specific Plan be exceeded. For purposes of CEQA compliance for discretionary projects, the combination of the total maximum number of residential units and commercial square footage analyzed in the Folsom Plan Area Specific Plan Environmental Impact Report/Environmental Impact Statement SCH#200809205) shall not be exceeded without requiring further CEQA compliance.

A Vehicle Miles Travelled Screening Analysis prepared by Kimley Horn found that the school relocation screened out of further VMT analysis because under locally accepted guidelines, it falls under the Local-Serving Public Facilities/Services category, which is considered exempt.

Therefore, no further CEQA review is required for this impact area. City staff did not identify

12/09/2025 Item No.20.
9 any other potential environmental impacts from the relocation that would necessitate analysis beyond that provided in the FPASP EIR/EIS. Finally, the transfer of dwelling units requested as part of this MAM does not result in any increase in residential units analyzed in the FPASP EIR/EIS. Therefore, this request qualifies for the statutory exemption of CEQA Guidelines Section 15182 – Projects Pursuant to a Specific Plan.

ATTACHMENTS

1. Resolution No. 11512 – A Resolution Approving a Minor Administrative Modification Request from the Folsom Cordova Unified School District to Modify Folsom Plan Area Specific Plan Land Use Designations and Residential Unit Allocations for Designated Parcels, to Accommodate the Relocation of a Planned Middle School Site to a Location Adjacent to a High School Site.

2. FPASP Figure 11.1 – Public Services and Facilities

3. Preliminary Folsom Ranch High School/Middle School Site Plan, dated April 2, 2025

4. Project Cover Letter and Narrative

5. Intersection Control Evaluation (ICE) Summary, dated June 5, 2025

6. Vehicle Miles Travelled (VMT) Screening Analysis, dated October 13, 2025

7. FCUSD 3-Mile Buffer Radius Exhibit

8. FPASP Figure 7.32 – Bikeway Plan
Submitted,

PAM JOHNS
Community Development Director

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Attachment 1

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Resolution No. 11512

RESOLUTION NO. 11512

A RESOLUTION APPROVING A MINOR ADMINISTRATIVE MODIFICATION

REQUEST FROM THE FOLSOM CORDOVA UNIFIED SCHOOL DISTRICT TO

MODIFY FOLSOM PLAN AREA SPECIFIC PLAN LAND USE DESIGNATIONS AND

RESIDENTIAL UNIT ALLOCATIONS FOR DESIGNATED PARCELS, TO

ACCOMMODATE THE RELOCATION OF A PLANNED MIDDLE SCHOOL SITE TO

A LOCATION ADJACENT TO A HIGH SCHOOL SITE
WHEREAS, the Folsom Cordova Unified School District requests approval of a Minor Administrative Modification from the City of Folsom to support the relocation of a proposed middle school site; and
WHEREAS, City staff have confirmed that all findings and conditions required under Section 13.3 (Administrative Procedures) of the Folsom Plan Area Specific Plan related to the changes in land uses and reallocation of residential units under a Minor Administrative Modification can be met; and
WHEREAS, notice has been given at the time and in the manner required by State Law and City Code; and
WHEREAS, the Minor Administrative Modification is exempt from further environmental review under Section 15182 (Projects Implementing Specific Plans) of the CEQA Guidelines.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Folsom approves a Minor Administrative Modification request from the Folsom Cordova Unified School District to modify Folsom Plan Area Specific Plan land use designations and residential unit allocations for designated parcels, to accommodate the relocation of a planned middle school site to a location adjacent to a high school site, as shown in Exhibit “A.” BE IT FURTHER RESOLVED that these approvals are based on the following findings:

GENERAL FINDINGS
A. NOTICE OF HEARING HAS BEEN GIVEN AT THE TIME AND IN THE MANNER REQUIRED BY STATE LAW AND CITY CODE.

B. THE PROJECT IS CONSISTENT WITH THE GENERAL PLAN AND THE FOLSOM PLAN AREA SPECIFIC PLAN.

CEQA FINDINGS
C. THE CITY, AS LEAD AGENCY, PREVIOUSLY CERTIFIED AN

ENVIRONMENTAL IMPACT REPORT/ENVIRONMENTAL IMPACT STATEMENT FOR THE FOLSOM PLAN AREA SPECIFIC PLAN.

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Resolution No. 11512

D. THE CITY HAS DETERMINED THAT THE MIDDLE SCHOOL RELOCATION

PROJECT IS UNDERTAKEN PURSUANT TO AND IN CONFORMITY TO THE FOLSOM PLAN AREA SPECIFIC PLAN.

E. THE CITY HAS DETERMINED THAT NONE OF THE CIRCUMSTANCES DESCRIBED IN CEQA GUIDELINES SECTION 15162 GENERALLY REQUIRING THE PREPARATION OF A SUBSEQUENT EIR EXIST IN THIS CASE.

F. APPLICABLE MITIGATION MEASURES FROM THE FPASP FEIR ARE APPLIED TO THIS PROPOSED PROJECT.

G. THE PROJECT IS EXEMPT FROM ENVIRONMENTAL REVIEW UNDER SECTION 15182 (PROJECTS IMPLEMENTING SPECIFIC PLANS) OF THE CEQA GUIDELINES.

PASSED AND ADOPTED this 9
th day of December, 2025, by the following roll-call vote:

AYES: Councilmember(s):

NOES: Councilmember(s):

ABSENT: Councilmember(s):

ABSTAIN: Councilmember(s):
__________________________________
Sarah Aquino, MAYOR
ATTEST:
______________________________
Christa Freemantle, CITY CLERK

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Resolution No. 11512

Exhibit A
FPASP Land Use Designation and Dwelling Unit Reallocation

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Resolution No. 11512

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Attachment 2

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Folsom Plan Area Specific Plan - August 2024 11-5
Section 11 Public Services & Facilities
SP-MHD
US HIGHWAY 50
Savannah Parkway
Empire Ranch Road Grand Prair ei Road
Westwood Drive
East B di well Street
Future Capital SouthEast Connector (Existing White Rock Road) Mangini Parkway
Mangini Parkway
Oak Avenue Parkway
Prairie City Road
Rowberry Rd.

Alder Creek Parkway
Alder Creek Parkway
Sacramento County
El Dorado County
Savannah Parkway
Mangini Parkway
Sacramento-Placerville Transit Corridor
US HIGHWAY 50
Iron Point Road
East Bidwell Street
Broadstone Parkway
Iron Point Road
WLS
CT
ES1
PWST
PWST
NPWST
PWBPS
NPWBPS
PWST
PWBPS
NPWBPS
WLS
ES3
ES2
ES5
HS
ES4
MS
P
P
P
P
P
P
P
P
F
P
F
MS
Figure 11.1
Public Services & Facilities
0 Ü500 1,000
Feet
Legend
Elementary School
Middle School
High School
Potable Water
Storage Tank
Potable Water Storage
Tank (In Open Space)
Non-Potable Water
Storage Tank
Potable Water
Booster Pump Station
Non-Potable Water
Booster Pump Station
Wastewater Lift Station
Cell Towers
Park
Fire Station
(Conceptual Location)
Police Substation
(Conceptual Location)
Municipal Services Center
(Conceptual Location)
ES
MS
HS
PWST
PWST
NPWST
PWBPS
NPWBPS
WLS
CT
MS
P
F
P

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Attachment 3

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Attachment 4

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17B + 165A-1 | MAM / TDR Project Narrative | Justification | Compliance 07-08-25 | FPASP PARCELS 17B + 165A-1 MAM/TDR 1
PROJECT NARRATIVE | FPASP PARCELS 17B + 165A-1
MINOR ADMINISTRATIVE AMENDMENT (MAM) & TRANSFER OF DEVELOPMENT RIGHTS (TDR):

Background | The FPASP was adopted in 2011. At that time, the high school and middle school were combined into one site located east of the current high school site. In 2017, the Folsom Cordova School District needs changed, and a Minor Administrative Amendment (MAM) was sought and approved to split the high school and middle school into two sites and locate them in their current (approved) locations. REFER TO ATTACHED HIGH SCHOOL/MIDDLE SCHOOL MAM LETTER, APPROVED 11-7-2017.

Below are exhibits from that MAM in 2017. Currently, the Folsom Cordova School District is planning the further development of school sites in the FPASP. To that end, the District would like to seek a Minor Administrative Amendment (MAM) to re-combine the high school and middle school into one large parcel where the high school site is currently located. This document describes that request and provides justification for compliance with the FPASP.

EXISTING

PROPOSED AND

APPROVED

WITH MAM ON
11-7-17

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17B + 165A-1 | MAM / TDR Project Narrative | Justification | Compliance 07-08-25 | FPASP PARCELS 17B + 165A-1 MAM/TDR 2
Background | For reference, shown here is the current and approved FPASP Land Use Plan.

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17B + 165A-1 | MAM / TDR Project Narrative | Justification | Compliance 07-08-25 | FPASP PARCELS 17B + 165A-1 MAM/TDR 3
The Request | A Minor Administrative Amendment (MAM) is sought for the modification of land use designation to essentially ‘swap’ land use designations between FPASP Parcels 17B and FPASP 165A-1. Correspondingly, a Transfer of Development Rights (TDR) is sought for the transfer of dwelling units from FPASP Parcel 17B to FPASP Parcel 165A-1. (Note: Parcel 17B would retain some SFHD land use and dwelling units.) In order to meet minimum density on donor and receiver parcels, an additional FPASP parcel, Parcel 12, is included in the unit transfer. Proposed parcels meet density range requirements for SFHD as set forth in the FPASP. The proposed transfer does not result in a change in Plan Area total units.

Justification for Request | This MAM/TDR is sought to further the desire of the Folsom-Cordova School District in siting the Middle School next to the High School site. The approval of this MAM will further the District’s acquisition goals to deliver a timely and cost-efficient school complex to the PlanArea.

EXISTING DATA:• Parcel 17B = SFHD 15.68ac; 101du • Parcel 12 = SFHD 24.61ac; 141du • Parcel 165A-1 = 22.21ac; PQP (Middle School) (242 total units) PROPOSED DATA: • Parcel 17B = SFHD 3.93 ac; 16du (-85du) • Parcel 17B = PQP (Middle School) 11.75ac • Parcel 12 = SFHD 24.61ac; 137du (-4du) • Parcel 165A-1 = SFHD 22.21ac; 89du (+89du) (242 total units) A graphic depiction of this MAM/TDR is shown on the following page.

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17B + 165A-1 | MAM / TDR Project Narrative | Justification | Compliance 07-08-25 | FPASP PARCELS 17B + 165A-1 MAM/TDR 4
FPASP #17B
Existing: SFHD 15.68 ac; 101 du
Proposed: SFHD 3.93 ac; 16 du (-85 du) &
PQP (Middle School) 11.75 ac
FPASP #165A-1
Existing: PQP (Middle School) 22.21 ac
Proposed: SFHD 22.21 ac; 89 du (+89 du)
FPASP
#17B-2
PQP
FPASP
#17B-1
SFHD
FPASP #12
Existing: SFHD 24.61 ac; 141 du
Proposed: SFHD 24.61 ac; 137 du (-4 du)

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17B + 165A-1 | MAM / TDR Project Narrative | Justification | Compliance 07-08-25 | FPASP PARCELS 17B + 165A-1 MAM/TDR 5
Justification Compliance | This MAM/TDR is sought to further the desire of the Folsom-Cordova School District in siting the Middle School next to the High School site.

Minor Administrative Amendment Compliance – LAND USE DESIGNATION MODIFICATION The proposed entitlements seek a Minor Administrative Amendment (MAM) to the FPASP land use plan, as amended over time, for the minor land use refinements discussed above, as anticipated and permitted in the FPASP, Chapter 13 Implementation, Section 13.3.1 Minor Administrative Amendment.The FPASP anticipates that situations may arise necessitating changes to the Specific Plan Land Use diagram and text and outlines the basis for Minor Administrative Modifications and Specific Plan Amendments. Administrative Modifications do not have a significant impact on the Plan if they are deemed consistent with the objectives and policies of the FPASP and can be approved administratively by the Community Development Director.

Per the FPASP, Minor Administrative Amendments to the FPASP that are consistent with and do not substantially change its overall intent, such as minor amendments to the land use locations and parcel boundaries, be approved administratively by the Community Development Department, provided the following criteria (below) are met. Minor Administrative Amendment compliance criteria are listed as follows. (Justification for compliance FPASP Minor Administrative Modification criteria are shown are shown in blue italics.)
• The proposed modification is within the Plan Area. (The proposed modifications are within the FPASP Plan Area.) • The modification does not reduce the size of the proposed Town Center. (The proposed Town Center is not a part of this project.) • The modification maintains compliance with City Charter Article 7.08, previously known as Measure W. (The proposed modifications comply with Measure W. There is no acreage change to Measure W Open Space) • The general land use pattern remains consistent with the intent and spirit of the FPASP. (The general land use pattern remains consistent with the intent and spirit of the FPASP.)
• The proposed changes do not substantially alter the backbone infrastructure network. (The proposed changes do not alter the backbone infrastructure network.)
• The proposed modification offers equal or superior improvements to development capacity or standards. (The proposed modifications do not alter development capacity or standards.)
• The proposed modification does not increase environmental impacts beyond those identified in the EIR/EIS. (The proposed modifications do not increase environmental impacts beyond those identified in the EIR/EIS.) • Relocated park or school parcels continue to meet the standards for the type of park or school proposed. (There is no change to park locations and the District is in support of the proposed relocation of the Middle School.) • Relocated park or school parcels remain within walking distance of the residents they serve. (There is no change to park locations and the Middle School remains in walking distance of the residents it serves.)

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17B + 165A-1 | MAM / TDR Project Narrative | Justification | Compliance 07-08-25 | FPASP PARCELS 17B + 165A-1 MAM/TDR 6
Minor Administrative Amendment Compliance - TRANSFER OF DWELLING UNITS The proposed entitlements seek a Minor Administrative Amendment (MAM) to the FPASP with a Transfer of Development Rights (TDR), as anticipated and permitted in the FPASP, Chapter 13 Implementation, Section 13.3.1 Minor Administrative Amendment. The FPASP permits flexibility in transferring residential unit allocations (and commercial building area allocations) to reflect changing market demand. Transfer of residential unit allocations are allowed as a MAM consistent with FPASP, Chapter 13 Implementation, Section 13.3.2 Transfer of Development Rights.

This proposed transfer of units does not add additional dwelling units to the FPASP, nor does a change in population result from this transfer of units. This proposed transfer of dwelling units does not change the land use designations/distributions of the units. The donor and receiver Parcels remain consistent with the density ranges allowed in the FPASP. FPASP Section 4.7 describes the context in which transfer of residential units is expected or likely to occur. The FPASP permits adjustments to the residential land use mix to reflect sensitive natural features as well as changing market demand for a particular housing type. Transfer of units is permitted between residential parcels provided that the Plan Area maximum entitlement of 11,461 dwelling units is not exceeded except by amendment of the FPASP. Each residential development parcel is allocated a certain number of dwelling units . If a parcel is developed at less than its allocation number, the remaining un-built units may be transferred to another residential parcel or parcels. Increases or decreases in residential density resulting from unit transfers shall not be less than the minimum or exceed the maximum allowable density for each residential land use category unless a request to increase or decrease the density is accompanied with a Specific Plan Amendment application pursuant to Section 13.3.1. In addition to the requirements as set forth in Section 4.7 of the FPASP (above), the City shall approve residential dwelling unit transfers or density adjustments between any Plan Area residential land use parcel or parcels, provided the following conditions are met (below). (Justification for compliance with FPASP Minor Administrative Modification criteria are shown are shown in blue italics.) • The transferor and transferee parcel or parcels are located within the Plan Area and are designated for residential use. (The transferor and transferee parcels are located within the Plan Area, are designated for residential use.) • The transferor and transferee parcel or parcels conform to all applicable development standards contained in Appendix A. (The transferor and transferee parcels will conform to all applicable development standards contained in Appendix A.) • The transfer of units does not result in increased impacts beyond those identified in the FPASP EIR/EIS. (The transfer of units does not result in increased impacts beyond those identified in the FPASP EIR/EIS.) • The transfer of units does not adversely impact planned infrastructure, roadways, schools, or other public facilities; affordable housing agreements; or fee programs and assessment districts unless such impacts are reduced to an acceptable level though project-specific mitigation measures. (The transfer of units will not adversely impact planned infrastructure, roadways, schools, or other public facilities; affordable housing agreements; or fee programs and assessment districts.)

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Attachment 5

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kimley-horn.com 555 Capitol Mall, Suite 300, Sacramento, California 95814 916 858 5800 Memorandum
To: Matt Washburn
Folsom Cordova Unified School District

From: Sean Houck, PE
Molly Tremblay
Matt Weir, PE, TE, PTOE, RSP1
Re: Intersection Control Evaluation (ICE) Summary
FCUSD High School/Middle School
Folsom Ranch – Folsom, California
Date: June 5, 2025
As requested and necessitated by the City of Folsom (“City”), Kimley-Horn recently prepared a comprehensive Intersection Control Evaluation (ICE)1
to document our evaluation of offsite traffic, access,
and circulation conditions anticipated to result from the completion of the FCUSD High School/Middle School project in Folsom Ranch (the “Proposed Project” or “Project”). The purpose of this memorandum is to provide a summary of the ICE findings to assist the Folsom Cordova Unified School District and the City with review of aforementioned comprehensive ICE deliverable.

Summary of Findings
As discussed herein, the impetus for this ICE was the City’s desire to understand if the shift of the Folsom Ranch middle school site from its current Specific Plan location to the adjacent/combined site next to the high school site would create traffic access or circulation issues not previously contemplated as part of the Specific Plan traffic analyses. The ICE concludes that both the traffic signals and roundabouts operate acceptably during the weekday peak-hours. As a result, the proposed land use shift is not anticipated to create additional transportation concerns beyond the Specific Plan. Furthermore, the ICE concludes that roundabout traffic control at all four study intersections is recommended due to both quantitative and qualitative measures as documented thoroughly within the ICE. The reader is encouraged to review the ICE for appropriate supporting material.

Overview
The following is a summary of the primary ICE components:

Study Intersections
The following intersections were included in this study to inform the recommended ultimate transportation network configuration:

1. Oak Avenue Parkway @ Mangini Parkway

2. Mangini Parkway @ Primary Site Driveway (East)

3. Mangini Parkway @ Site Driveway (West)

4. Oak Avenue Parkway @ Primary Site Driveway
1 Intersection Control Evaluation, Folsom Cordova Unified School District High School/Middle School, Folsom Ranch, Folsom, California, Kimley-Horn, May 21, 2025.

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FCUSD High School/Middle School Page 2 of 5
Intersection Control Evaluation (ICE) Summary June 5, 2025 Development Assumptions and Trip Generation
The study assumes the following development and network parameters:

A. Near-Term (2025) plus Project
o Scenario assumes full occupancy (including overflow) of both High School and Middle School sites
o The localized transportation network is defined as follows:
o No Oak Avenue Parkway connection to Alder Creek Parkway o No Mangini Parkway connection to Prairie City Road
B. Build-Out (2045) plus Project
o Scenario includes Build-Out (2045) peak-hour volumes established using the City’s Travel Demand Model (TDM), representative of build-out of planned development within the general project vicinity and the associated transportation network, combined with the assigned Project trips
o Scenario assumes the previous location of the Middle School has swapped land uses with the single family residential that previously occupied Parcel 17B per the Specific Plan o Scenario assumes full occupancy (including overflow) of both High School and Middle School sites
o The localized transportation network is defined as follows:
o Oak Avenue Parkway connection to Alder Creek Parkway
o Mangini Parkway connection to Prairie City Road
A custom trip generation was produced for the project representing the expected trip characteristics specifically associated with middle school and high school students at the combined Folsom Ranch site.

Project trips were distributed across the surrounding transportation network based on the City’s travel demand model (TDM) and professional judgment. Project trips generated by the middle school and high school were assigned to the appropriate project driveways as dictated by their mode and the access conditions shown on the project site plan. The complete Project is estimated to generate 2,594 AM peakhour trips, 1,897 School-PM peak-hour trips, and 814 PM peak-hour trips.

Methodology
The following is a summary of the ICE study methodologies which are consistent with City’s guidelines.

Four key quantitative performance measures were used to determine the benefits of proposed improvements:
 Benefits
o Delay Reduction: The delay reduction benefit is a measure of the societal cost associated with the number of person-hours of delay at the study intersection during the study period.

Components used to calculate the delay reduction benefit include peak hour delay, average vehicle occupancy (AVO), and the value of travel time savings (VTTS). o Safety: The safety benefit is a measure of the societal cost associated with the predicted number and severity of crashes that may occur based on intersection control type, intersection configuration, physical setting, and volume of traffic.  Costs
o Operations and Maintenance: The operations and maintenance (O&M) cost is a measure of the added annual cost to operate and maintain the proposed intersection control alternative.

These costs include annual power consumption for lighting, signal power consumption, traffic signal timing, equipment replacement, pavement management, and landscape maintenance amongst others.

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FCUSD High School/Middle School Page 3 of 5
Intersection Control Evaluation (ICE) Summary June 5, 2025 o Initial Capital: The initial capital cost is a measure of the added cost to construct the proposed improvements. A range of estimated order of magnitude costs was developed for the proposed improvements based on engineering judgement.

A Benefit-Cost (B/C) ratio was developed using the quantitative performance measures described above.

The B/C ratio measures the expected return on investment when a traditionally controlled intersection (traffic signal) is compared relative to a proposed roundabout controlled intersection. The alternative with the greatest benefit compared to the cost was identified as the preferred alternative.

Table 1 summarizes the net present value of each of the four different performance measures, as well as the lifecycle benefit-cost ratio when comparing the roundabout to a signal. The preferred intersection control is based solely on the B/C score and the expected return on investment for the 20-year life cycle starting in 2025 and ending 2045.

Table 1 – Summary of Performance Measure Results & B/C Ratio Scoring

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FCUSD High School/Middle School Page 4 of 5
Intersection Control Evaluation (ICE) Summary June 5, 2025 Consideration was given to qualitative measures at each study intersection. These measures include presence and width of sidewalks, presence and class of bike lanes, and required right-of-way acquisition.

Table 2 summarizes qualitative factors that were considered in the design of each alternative. The traffic signal and TWSC have similar qualitative benefits compared to the roundabout; however, the roundabout minimized left-turn movements to improve safety at all intersections.

Table 2 – Summary of Qualitative Assessment

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FCUSD High School/Middle School Page 5 of 5
Intersection Control Evaluation (ICE) Summary June 5, 2025 Conclusions
Below is a summary of the findings as contained in the ICE:
 Intersection 1: Oak Avenue Parkway and Mangini Parkway The roundabout is the preferred alternative (see ICE for concept exhibit).  Intersection 2: Mangini Parkway and Primary Site Driveway (East) The roundabout is the preferred alternative (see ICE for concept exhibit).  Intersection 3: Mangini Parkway and Site Driveway (West) The roundabout is the preferred alternative (see ICE for concept exhibit).  Intersection 4: Oak Avenue Parkway and Primary Site Driveway The roundabout is the preferred alternative (see ICE for concept exhibit).

As you have expressed, the impetus for this ICE was the City’s desire to understand if the shift of the Folsom Ranch middle school site from its current Specific Plan location to the adjacent/combined site next to the high school site would create traffic access or circulation issues not previously contemplated as part of the Specific Plan traffic analyses. The ICE concludes that both the traffic signals and roundabouts operate acceptably during the weekday peak-hours. As a result, the proposed land use shift is not anticipated to create additional transportation concerns beyond the Specific Plan. Furthermore, the ICE concludes that roundabout traffic control at all four study intersections is recommended due to both quantitative and qualitative measures as documented thoroughly within the ICE. The reader is encouraged to review the ICE for appropriate supporting material.

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Attachment 6

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kimley-horn.com 555 Capitol Mall, Suite 300, Sacramento, California 95814 916 858 5800 Memorandum
To: Matt Washburn
Folsom Cordova Unified School District

From: Tyler Mickelson, PE
Atticus Washington, EIT
Matt Weir, PE, TE, PTOE, RSP1
Re: Vehicle Miles Traveled (VMT) Screening Analysis
FCUSD High School/Middle School
Folsom Ranch – Folsom, California
Date: October 13, 2025
Consistent with the CEQA VMT Analysis task described in Amendment 1 of our Scope of Services, and as required by the City of Folsom (“City”), Kimley-Horn is writing to summarize the Vehicle Miles Traveled (VMT) screening analysis completed for the FCUSD High School/Middle School project in Folsom Ranch (the “Proposed Project” or “Project”). The purpose of this memorandum is to summarize the VMT analysis and resultant findings for the proposed Project.

Project Description
The Project proposes to swap the existing Folsom Ranch middle school parcel north of Mangini Parkway near Sierra Boulevard with a parcel adjacent to the proposed high school to be located southwest of the Mangini Parkway intersection with Oak Avenue, including the rezoning of the adjacent parcel. The proposed Project site plan is shown in Figure 1. The Project location and general vicinity is depicted in Figure 2.

Purpose of Analysis
Senate Bill 743 (2013) changed the focus of transportation impact analyses in CEQA from measuring impacts to drivers, to measuring the impact of driving. The change was made by replacing Level of Service (LOS) with VMT. This shift in transportation impact focus was intended to better align transportation impact analyses and mitigation outcomes with the State’s goals to reduce greenhouse gas (GHG) emissions, encourage infill development, and improve public health through more active transportation.

Level of service or other delay metrics may still be used to evaluate the impact of projects on drivers as part of land use entitlement review, fee programs, and community plan conformance.

In January 2019, the Natural Resources Agency finalized updates to the CEQA Guidelines including the incorporation of SB 743 modifications. The Guidelines’ changes were approved by the Office of Administrative Law and are now in effect. The provisions apply statewide as of July 1, 2020.

To aid lead agencies with SB 743 implementation, the Governor’s Office of Planning and Research (OPR) produced the Technical Advisory on Evaluating Transportation Impacts in CEQA (December 2018) that provides guidance regarding the variety of implementation questions they face with respect to shifting to a VMT metric. Key guidance from this document includes:
 VMT is the most appropriate metric to evaluate a project’s transportation impact.  OPR recommends tour- and trip-based travel models to estimate VMT, but ultimately defers to local agencies to determine the appropriate tools.

12/09/2025 Item No.20.

FCUSD High School/Middle School Page 2 of 3
Vehicle Miles Traveled Screening Analysis October 13, 2025  OPR recommends measuring VMT for residential and office projects on a “per rate” basis (VMT per capita for residential and VMT per employee for office).  OPR notes that residential and office projects that are located in areas with low VMT, and that incorporate similar features (i.e., density, mix of uses, transit accessibility), will tend to exhibit similarly low VMT.
 OPR recommends that new retail development be evaluated using a net change metric. In addition, by adding retail opportunities into the urban fabric and improving retail destination proximity, local serving retail tends to shorten trips and reduce VMT. Generally, retail development of less than 50,000 square feet may be considered local serving.  Lead agencies have the discretion to set or apply their own significance thresholds.

As the City of Folsom has not yet adopted VMT guidelines, this screening analysis was conducted consistently with Sacramento County’s VMT guidelines which are consistent with OPR guidance. The screening thresholds to consider for projects located within Sacramento County defined by Sacramento County Traffic Impact Analysis Guidelines1
are the following:
 Small Projects – Projects generating less than or equal to 230 average daily traffic.  Local-Serving Retail – Projects consisting of local serving retail uses must meet the following screening criteria:
o Total gross floor area must be less than 125,000 square feet for infill developments or supported by a market capture area of 3 miles or less; and o Project land is not a regional-serving land use.
 Local-Serving Public Facilities/Services – Local-serving public facilities/services include day care centers, public K-12 schools, neighborhood park, community centers, post offices, police and fire facilities, libraires, government offices, utility, communications, water sanitation, waste management, and similar facilities.
 Projects in VMT-Efficient Areas – Projects located low VMT-generating areas area based on approved screening maps. Projects must be consistent in size and land use with the surrounding built environment.
 Project Near Transit Station – Projects must satisfy all the following requirements:
o Located with ½ mile of an existing high-quality transit stop2 ; and
o Minimum floor area ratio of 0.75; and
o Does not include substantially more parking than required; and o Does not replace affordable housing; and
o Does not negatively impact active transportation facilities (transit, bike, or pedestrian infrastructure).
 Affordable Housing – Projects consisting of deed-restricted affordable housing must meet the following criteria
o Does not include substantially more parking than required; and o Transit access is within ½ mile walking distance from project o Does not negatively impact active transportation facilities (transit, bike, or pedestrian infrastructure).

1 Sacramento County Traffic Impact Analysis Guidelines, County of Sacramento, January 2025. 2 High-quality transit stops include existing rail transit stations, a ferry terminal, or the intersection of two or more major bus routes with frequency of 20 minutes or less during AM and PM commute periods.

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FCUSD High School/Middle School Page 3 of 3
Vehicle Miles Traveled Screening Analysis October 13, 2025 Methodology and Assumptions
Based on the land use information provided, for the purposes of VMT screening analysis and the determination of transportation related significant impacts, the following screening criterion was analyzed:
 Local-Serving Public Facilities/Services – Public K-12 Schools A project is considered to result in a less than significant impact if it meets the definition and screening criteria for local-serving public facilities or services development as identified in the Sacramento County Guidelines.

Screening Analysis
As defined in the Sacramento County Guidelines, the Project, regardless of location, meets the definition of a local serving public facility. The proposed Project will relocate the planned location of Folsom Ranch middle school parcel to a new parcel located adjacent to the specific plan’s proposed high school site.

Relocating the planned parcel for the proposed Project within the specific plan area will not change the Folsom Ranch middle school exemption status under the County’s guidelines. This finding is because Public K-12 schools primarily function to serve the surrounding residents rather than attract vehicle travel across the region/County primarily because they are located within the communities they serve.

The proposed Project meets the County’s local serving public facility screening criteria and thus is presumed to result in a less than significant VMT impact.

Conclusions
Based on review of Sacramento County’s VMT screening criteria the following conclusions are made:
 The proposed Project meets Sacramento County’s VMT screening criteria of a local-serving public facility and is presumed to result in a less than significant VMT impact.

Attachments

Figure 1 – Project Site Plan
Figure 2 – Project Vicinity Map

12/09/2025 Item No.20.

Source: DLR Group, April 8, 2025

NOT TO SCALE
Figure 1
Project Site Plan
FCUSD High School/Middle School

12/09/2025 Item No.20.

White Rock Rd
Mangini Pkwy
Oak Avenue
Pkwy
Mangini Pkwy

NOT TO SCALE
Figure 2
Project Vicinity Map
FCUSD High School/Middle School

12/09/2025 Item No.20.

Attachment 7

12/09/2025 Item No.20.
!
!
3 MILE BUFFER
3 MIL
E
B
U
F
F
E
R

COMBINED HIGH SCHOOL

AND MIDDLE SCHOOL SITE

EXISTING MIDDLE SCHOOL SITE
5 7919-YR4

MIDDLE SCHOOL

MINOR ADMINISTRATIVE MODIFICATION
April 2025
Folsom Plan Area Specific Plan
City of Folsom, California
1552 Eureka Road, Suite 100 Roseville, California 95661 Legend
Areas Excluded from 3 Mile Buffer Calculations:

1. Areas North of Freeway.

2. Areas Outside of School District Boundary.

Dwelling Unit Summary FPASP Dwelling Units Other Dwelling Units Total Dwelling Units Existing Middle School 13,343 1,652 14,995
Combined High School and Middle School 13,209 2,993 16,202

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Attachment 8

12/09/2025 Item No.20.

Folsom Plan Area Specific Plan - August 2024 7-47
Section 7 Circulation
Sacramento-Placerville Transit Corridor
Sacramento-Placerville Transit Corridor
Iron Point Road
East Bidwell Street
Broadstone Parkway
Iron Point Road
Mangini Parkway
Savannah Parkway
El Dorado County
Sacramento County
Alder Creek Parkway
Rowberry Rd.

Prairie City Road
Oak Avenue Parkway
Future Capital SouthEast Connector (Existing White Rock Road) East B di well St.

Grand Prairie Road
Empire Ranch Road
US HIGHWAY 50
Mangini Parkway
Westwood Dr vi e
Alder Creek Parkway
I
Financing responsibility for bikeways shown to be determined through the Public Facilities Financing Plan adopted by the City Council.

The additional Class I Bikeway opportunities shown herein are recommended by the Parks and Recreation Department; however, they have not undergone the design feasibility and environmental permitting as the other bikeways depicted in this Plan. However, by depicting there bikeway opportunities, the City reserves the right to design, fund and construct these bikeways. The additional Class I Bikeway Opportunities are subject to modication due to future land use or other changes and restrictions caused by environmental permitting issues. The FPASP Bikeway Master Plan may require periodic updating to re ect modications due to these changes.

Note: Feasability for trac signal/
roundabout to be determined prior
to or at time of site speci
c
development plan.

Pedestrian Activated Trac Signal
Trac Signal/Roundabout
of Streets
Class I Bike Path Undercrossing
Overcrossing of Class I Bike Path)
of Streets (Class II Bike Lane
Class I Bike Path Undercrossing
of Alder Creek & its Tributaries
Class I Bike Path Overcrossing
Opportunities (
Additional Class I Bike Path
City Recommended)
Class II Bike Lane
Class I Bike Path
Legend
Figure 7.32
Bikeway Plan

12/09/2025 Item No.20.

This page is intentionally left blank
to facilitate double-sided printing
and minimize paper use.

12/09/2025 Item No.20.

Folsom City Council
Staff Report
1 MEETING DATE: 12/9/2025
AGENDA SECTION: New Business
SUBJECT: Resolution No. 11518 - A Resolution Authorizing the City Manager to Execute a Memorandum of Understanding Between the City of Folsom and the Folsom Middle Management Group FROM: Human Resources Department

RECOMMENDATION / CITY COUNCIL ACTION
The Human Resources Director recommends that the City Council pass and adopt Resolution No. 11518 – A Resolution Authorizing the City Manager to Execute a Memorandum of Understanding Between the City of Folsom and the Folsom Middle Management Group.

BACKGROUND / ISSUE
The existing Memorandum of Understanding (MOU) between the City of Folsom and the Folsom Middle Management Group expires on December 31, 2025. The parties began negotiations on a new MOU on September 9, 2025, and reached a tentative agreement on November 24, 2025. The Folsom Middle Management Group ratified the tentative agreement on December 3, 2025. The new proposed successor MOU is being presented to the City Council on December 9, 2025, for consideration and approval.

POLICY / RULE
Government Code Title 1, Division 4, Chapter 10 commonly known as the Meyers-MiliasBrown Act requires that representatives of the Governing Body of a public agency shall meet and confer in good faith regarding wages, hours, and other terms and conditions of employment with representatives of recognized employee organizations. Both parties shall endeavor to reach a tentative agreement within the scope of representation, and, if a tentative agreement is reached and ratified by the respective parties, they shall prepare a written memorandum of understanding.

12/09/2025 Item No.21.
2 ANALYSIS and FINANCIAL IMPACT
A tentative agreement was reached by the parties and the proposed successor Memorandum of Understanding, which will be effective January 1, 2026, contains the following changes that have some economic impact, as outlined below. The changed provisions are as follows:

1. The MOU term will be for three (3) years: January 1, 2026, through December 31, 2028.

2. Effective January 1, 2026, the following classifications shall be increased to the salary range which is closest to 5% above the current salary range as a market adjustment:
a. Water Treatment Plant Manager
b. Water Treatment Plant Supervisor
c. Utilities Maintenance Manager
d. Utilities Maintenance Supervisor
e. Wastewater Collection Manager
f. Wastewater Collection Supervisor
g. Water Distribution Supervisor
h. Water Distribution Manager
i. Associate Civil Engineer
j. Principal Engineer
k. Senior Civil Engineer
l. Solid Waste Manager
m. Solid Waste Supervisor
n. Environmental Specialist Supervisor
The cost of the special salary increase will be approximately $140,747 in the first year in salary and benefits.
o General Fund (010) - $33,030
o Water (520) - $53,179
o Sewer (530) - $34,834
o Solid Waste (540) - $19,704

3. A Cost-of-living adjustment (COLA) will be provided for each year of the agreement:
o Year 1: Effective January 1, 2026

1. 3% for all classifications

2. The cost for the first year of the COLA will increase salary and benefits approximately $278,862
 General Fund (010) - $204,697
 Water (520) - $32,037
 Sewer (530) - $25,818
 Solid Waste (540) - $16,310

12/09/2025 Item No.21.
3 o Year 2: Effective January 1, 2027

1. 3% for all classifications

2. The cost for the second year of the COLA will increase salary and benefits approximately $432,197
 General Fund (010) - $244,859
 Water (520) - $87,772
 Sewer (530) - $62,472
 Solid Waste (540) - $37,094
o Year 3: Effective January 1, 2028

1. 3% for all classifications

2. The cost for the third year of the COLA will increase salary and benefits approximately $445,163
 General Fund (010) - $252,205
 Water (520) - $90,406
 Sewer (530) - $64,346
 Solid Waste (540) - $38,207
The total cost of this agreement is as follows:

4. Boot Allowance
o Employees required by the City to wear work boots may request reimbursement for new boots up to once per year per employee and will be reimbursed the actual cost up to $325.00.

5. Health Insurance – Cash Back
o Employees who decline City health insurance coverage will receive an increase in their cash-in-lieu benefit from $250 to $300 per month. o The cost of the increase in cash back pay will be approximately $4,200 in the first year.

6. Special Certification/License Pay
o The City may authorize special certification/license pay to employee with authorization by the Department Head and Human Resources. o The City will determine the amount of the special certification/license pay.

7. A variety of non-economical and clarification language changes were also agreed upon.

Market Adj.

Year 2 Year 3
General Fund (010) $ 33,030 $204,697 $244,859 $252,205 $ 734,790 Water (520) $ 53,179 $ 32,037 $ 87,772 $ 90,406 $ 263,394 Sewer (530) $ 34,834 $ 25,818 $ 62,472 $ 64,346 $ 187,469 Solid Waste (540) $ 19,704 $ 16,310 $ 37,094 $ 38,207 $ 111,316 Total $ 140,747 $278,862 $432,197 $445,163
COLA
Year 1
Cost by Fund

12/09/2025 Item No.21.
4 ATTACHMENTS

1. Resolution No. 11518 - A Resolution Authorizing the City Manager to Execute a Memorandum of Understanding between the City of Folsom and the Folsom Middle Management Group.

2. Proposed Memorandum of Understanding between the City of Folsom and the Folsom Middle Management Group for the term of January 1, 2026, through December 31, 2028.

Submitted,
Allison Garcia, Human Resources Director

12/09/2025 Item No.21.

Attachment 1

12/09/2025 Item No.21.

Resolution No. 11518

RESOLUTION NO. 11518

A RESOLUTION AUTHORIZING THE CITY MANAGER TO EXECUTE A

MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF FOLSOM AND

THE FOLSOM MIDDLE MANAGEMENT GROUP
WHEREAS, the City of Folsom and the Folsom Middle Management Group have met and conferred in good faith since September 9, 2025; and
WHEREAS, the parties reached a tentative agreement on November 24th, 2025; and WHEREAS, the members of the Folsom Middle Management Group ratified the tentative agreement on December 3, 2025; and
WHEREAS, the City Manager and the City’s negotiation team recommend the City Council adopt the agreement
NOW, THEREFORE, BE IT RESOLVED that the City Council adopts the agreement between the City of Folsom and the Folsom Middle Management Group for the period of January 1, 2026, to December 31, 2028; and
BE IT FURTHER RESOLVED, that the City Council of the City of Folsom authorizes the City Manager to execute a Memorandum of Understanding between the City of Folsom and the Folsom Middle Management Group.

PASSED AND ADOPTED this 9
th day of December, 2025, by the following roll-call vote:

AYES: Councilmember(s):

NOES: Councilmember(s):

ABSENT: Councilmember(s):

ABSTAIN: Councilmember(s):
__________________________________
Sarah Aquino, MAYOR
ATTEST:
______________________________
Christa Freemantle, CITY CLERK

12/09/2025 Item No.21.

Attachment 2

12/09/2025 Item No.21.

MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF FOLSOM
AND

FOLSOM MIDDLE MANAGEMENT GROUP
January 1, 20263 – December 31, 20285

12/09/2025 Item No.21.

FMMG Memorandum of Understanding Page 2
January 1, 20263 – December 31, 20285
Table of Contents
ARTICLE I – RECOGNITION AND COVERAGE ........................................................... 4

1. RECOGNITION ......................................................................................................... 4 ARTICLE II – NO STRIKE OR LOCKOUT ..................................................................... 5

1. NO STRIKE ............................................................................................................. 5

2. LOCKOUT ............................................................................................................... 5 ARTICLE III – COMPENSATION.................................................................................... 5

1. SALARY INCREASES ................................................................................................ 5

2. SALARY RANGES .................................................................................................... 5

3. SALARY RANGE ADJUSTMENTS ................................................................................ 6

4. DEFERRED COMPENSATION ..................................................................................... 6

5. BI-LINGUAL PAY.................................................................................................... 76

6. PUBLIC EMPLOYEES RETIREMENT SYSTEM (PERS) .................................................. 7

7. RETIREMENT OPTIONAL SETTLEMENT 2 DEATH BENEFITS (SURVIVORS).................. 887

8. RETIREE HEALTH INSURANCE .................................................................................. 8

9. RETIREE DENTAL AND VISION INSURANCE............................................................. 109

10. OUT OF AREA HEALTH PREMIUM PLAN ............................................................. 10109

11. USE OF ACCRUED LEAVE TIME PENDING RETIREMENT..................................... 111110

12. EDUCATION INCENTIVE PAY ................................................................................... 11

13. CELL PHONE ................................................................................................ 131312 ARTICLE IV – INSURANCE................................................................................. 141312

1. HEALTH INSURANCE ...................................................................................... 141312

2. HEALTH INSURANCE – CASH BACK ................................................................. 161614

3. HEALTH BENEFITS LABOR-MANAGEMENT COMMITTEE ..................................... 171715

4. DENTAL INSURANCE ...................................................................................... 171715

5. VISION PLAN................................................................................................. 171715

6. SHORT TERM DISABILITY INSURANCE.............................................................. 181715

7. LONG TERM DISABILITY INSURANCE ............................................................... 181815

8. LIFE INSURANCE ........................................................................................... 181816

9. DOMESTIC PARTNER ..................................................................................... 181816 ARTICLE V – HOURS, HOLIDAYS AND LEAVES.............................................. 181816

1. MANAGEMENT LEAVE .................................................................................... 181816

2. LONGEVITY PAY............................................................................................ 191916

3. RETENTION PAY............................................................................................ 191917

4. MANAGEMENT/SUPERVISORY EMPLOYEE HOURS OF WORK ............................. 191917

5. ANNUAL LEAVE ............................................................................................. 202018

6. SICK LEAVE.................................................................................................. 212119

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FMMG Memorandum of Understanding Page 3
January 1, 20263 – December 31, 20285

7. COMPENSATION UPON SERVICE SEPARATION ................................................. 212119

8. FMMG CATASTROPHIC LEAVE BANK.............................................................. 222119

9. TUITION REIMBURSEMENT POLICY.................................................................. 232320

10. HOLIDAYS..................................................................................................... 252523 ARTICLE VI – POSITION CLASSIFICATION ...................................................... 262623

1. EMPLOYEE CLASSIFICATION STUDY REQUESTS ............................................... 262623

2. MARKET SURVEY .......................................................................................... 272724 ARTICLE VII – MISCELLANEOUS ...................................................................... 282825

1. SALARY ON STATUS CHANGES....................................................................... 282825

2. BI-WEEKLY PAY SCHEDULE/ALTERNATE WORK SCHEDULES............................ 313128

3. EMPLOYEE WELLNESS .................................................................................. 313128 ARTICLE VIII – PERFORMANCE EVALUATIONS.............................................. 313128

1. PERFORMANCE EVALUATIONS........................................................................ 313128 ARTICLE IX – EMPLOYEE DISCIPLINE ............................................................. 313128

1. EMPLOYEE DISCIPLINE .................................................................................. 313129 ARTICLE X – GRIEVANCE PROCEDURE .......................................................... 373734 ARTICLE XI – TERM OF AGREEMENT .............................................................. 393936

1. TERM OF MOU ............................................................................................. 393936

2. TOTAL AGREEMENT....................................................................................... 393936 APPENDIX A – LIST OF OCCUPIED CLASSES IN BARGAINING UNIT........... 414138 APPENDIX B – FMMG SALARY RANGES ......................................................... 434239

12/09/2025 Item No.21.

FMMG Memorandum of Understanding Page 4
January 1, 20263 – December 31, 20285

PREAMBLE
On this date hereinafter subscribed, authorized representatives of the City of Folsom, herein called "City", and authorized representatives of the Folsom Middle Management Group, herein called "FMMG ", made and entered into this Memorandum of Understanding (MOU).

It is understood and agreed that this agreement supersedes and replaces all prior agreements between the City and FMMG covering the matters contained herein. Where ordinances and policies conflict with this Memorandum of Understanding, the Memorandum of Understanding shall prevail.

The term "Agreement" or “Memorandum of Understanding” as used herein means the written agreement provided under Section 3505.1 of the Government Code.

This MOU is subjected to all existing State laws and ordinances, resolutions and personnel rules of the City, except as expressly provided to the contrary by this MOU.

ARTICLE I – RECOGNITION AND COVERAGE

1. Recognition
FMMG is recognized as the exclusive representative group, as provided in the City's Employer-Employee Relations Rules, for all employees assigned to the Middle Management Bargaining Unit. The City recognizes the Folsom Middle Management Group as a unique employee group and acknowledges their contributions and dedication to the achievement of the City's goals. In recognition, the City agrees to ensure that FMMG's benefit package differentiates from those of other employee groups. Classifications included in the Middle Management Bargaining Unit are listed in Appendix A to this MOU.

All classifications listed in "Appendix A - List of Classes in Bargaining Unit", and any successor classifications, are included in this bargaining unit.

Classes will be added or deleted from the Middle Management Bargaining Unit pursuant to City Personnel Rules. The City agrees to notify FMMG at such time as the City creates, deletes, or modifies a job classification. Upon request of FMMG, the City agrees to meet and confer on assignment of the classification to the Middle Management Bargaining Unit.

On a monthly basis the City shall provide FMMG with a list of City employees within the Middle Management Bargaining Unit by class, name, hourly wage, step placement, anniversary date, and employment status (permanent, full-time, or part-time).

The City agrees to establish payroll deductions for normal and regular monthly FMMG

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FMMG Memorandum of Understanding Page 5
January 1, 20263 – December 31, 20285
membership dues and assessments, should FMMG choose to implement such deductions with the signed approval of each FMMG member to be assessed.

ARTICLE II – NO STRIKE OR LOCKOUT

1. No Strike
FMMG agrees that during the term of this Agreement, neither it nor its officers, employees, representatives, or members will engage in, encourage, sanction, support or suggest any strikes, work stoppages, boycotts, slow downs, mass resignations, mass absenteeism, picketing or any other similar actions which would involve suspension of, or interference with, the normal work of the City of Folsom. In the event that FMMG members participate in such activities in violation of this provision, FMMG shall notify those members so engaged to cease and desist from such activities and shall instruct the members to return to their normal duties.

2. Lockout
No lockout of employees shall be instituted by the City during the term of this MOU.

ARTICLE III – COMPENSATION

1. Salary Increases
A. Effective full execution of this Agreement, or January 1, 2026January 1, 2023, whichever is later, all employees represented by FMMG shall receive a salary increase of 3%.

B. Effective January 1, 20274, all employees represented by FMMG shall receive a salary increase of 3%.

C. Effective January 1, 20285, all employees represented by FMMG shall receive a salary increase of 3%.

2. Salary Ranges
A. Effective January 1, 2023, Appendix B shows the new salary ranges for each job classification effective January 1, 2026. Salary range steps shall be approximately 3% between steps. The range and steps include any salary increase received pursuant to Article III, Section 1.

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FMMG Memorandum of Understanding Page 6
January 1, 20263 – December 31, 20285
B. Employees will be moved to the new salary range step that is closest to their base salary (base salary as of December 31, 2022) without being lower.

Procedures for step advancement, promotion, demotion, transfer, and layoff as set forth in City of Folsom Personnel Rules and Regulations, and this MOU, shall apply. Anniversary dates shall remain the same.

3. Salary Range Adjustments
A. Effective January 1, 2026 or upon full execution of this Agreement whichever is later3, the salary ranges for the following classifications shall receive a 5% salary increase as a market adjustmentbe increased by 5%:
1) 1. Water Treatment Plant ManagerWater Treatment Plant Supervisor 2) Water Treatment Plant Supervisor
3) 2. Utilities Maintenance ManagerWater Distribution Supervisor 4) 3. Utilities Maintenance SupervisorWastewater Collections Supervisor 5) 4. Wastewater Collection ManagerUtility Maintenance Supervisor 6) Wastewater Collection Supervisor
7) Water Distribution Manager
8) 5. Water Distribution SupervisorUtility Maintenance Supervisor – Water Meters
9) 6. Associate Civil EngineerStreets Operations Supervisor 10)7. Principal EngineerSolid Waste Supervisor
11)8. Senior Civil Engineer Facilities Maintenance Supervisor 12)9. Solid Waste ManagerMaintenance Supervisor
13)Solid Waste Supervisor
14)Environmental Specialist Supervisor

4. Deferred Compensation
A. Effective the first full pay period following Folsom City Council ratification of this MOU, for employees participating in the City’s deferred compensation program, the City agrees to make the following matching contributions in accordance with the following schedule:

Length of Service Maximum City Matching Contribution
0 –10 years $300.00 per month
10 – 15 years $325.00 per month
15 – 20 years $350.00 per month
20+ years $400.00 per month
Formatted: Numbered + Level: 1 + Numbering Style: 1, 2, 3, … + Start at: 1 + Alignment: Left + Aligned at: 0.75" + Indent at: 1"
Formatted: Indent: First line: 0.5"
Formatted: Numbered + Level: 1 + Numbering Style: 1, 2, 3, … + Start at: 1 + Alignment: Left + Aligned at: 0.75" + Indent at: 1"
Formatted: Numbered + Level: 1 + Numbering Style: 1, 2, 3, … + Start at: 1 + Alignment: Left + Aligned at: 0.75" + Indent at: 1"

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FMMG Memorandum of Understanding Page 7
January 1, 20263 – December 31, 20285
B. The City agrees to explore additional 457 plan options within six (6) months following the effective date of this MOU. The City will notify FMMG prior to making any plan changes.

5. Bi-Lingual Pay
Should the need arise, the parties agree during the term of this Agreement to set up a process whereby employees may track the use of bilingual skills, and to meet and confer if the use of bilingual skills become a regular part of the employee’s duties and responsibilities.

6. Public Employees Retirement System (PERS)
A. Retirement Formula
(1) MAll FMMG miscellaneous employees hired by the City of Folsom on or prior to May 16, 2011June 30, 2010, shall receive the retirement benefit of 2.7%@55. MAll FMMG miscellaneous employees hired by the City of Folsom on or after May 17, 2011July 1, 2010, who qualify as CalPERS Classic members and before January 1, 2013, shall receive the retirement benefit of 2%@55. MiscellaneousAll employees hired by the City of Folsom on or after January 1, 2013, who qualify as CalPERS PEPRA members shall receive retirement benefits pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRAAB 340).
(2) MiscellaneousAll employees hired by the City of Folsom on or prior to June 30, 2010May 16, 2011, shall receive the retirement benefit based on the single highest twelve (12) months of compensation.

Miscellaneous All employees hired by the City of Folsom on or after May 17, 2011July 1, 2010, shall receive the retirement benefit based on the employee's highest average monthly compensation during thirty-six (36) consecutive months of employment as provided in state law pertaining to CalPERS.
(3) Should another employee organization representing a City bargaining unit agree to a retirement benefit formula for miscellaneous employees that is different than the benefit formula in Article III, Section 7A, Item (1) or (2), FMMG shall be given the option to amend the appropriate retirement benefit formula contained herein to match the retirement benefit formula agreed to with the other employee organization. Any change shall be applied prospectively.

B. Retirement Contributions
Formatted: Indent: Left: 0.25", Hanging: 0.31", Numbered + Level: 1 + Numbering Style: A, B, C, … + Start at: 1 + Alignment: Left + Aligned at: 0.25" + Indent at: 0.5", Tab stops: 0.56", Left

12/09/2025 Item No.21.

FMMG Memorandum of Understanding Page 8
January 1, 20263 – December 31, 20285
(1) Miscellaneous FMMG “classic” employees hired by the City of Folsom on or prior to May 16, 2011, shall pay 8% of the employee share of retirement. Miscellaneous employees hired by the City of Folsom on or after May 17, 2011, who are CalPERS Classic members shall pay 7% of the employee share of retirementtowards their PERS retirement plan.
(2) FMMG PEPRAMiscellaneous employees who are CalPERS PEPRA members hired under the 2%@62 formula shall pay the employee share of retirement as specified and adjusted by CalPERSPEPRA.

C. EPMC
Pursuant to Government Code section 20691, the City agrees to include the amount of the City’s payment of the employee’s final year of compensation for PERS retirement computation purposes.

7. Retirement Optional Settlement 2 Death Benefits (Survivors) The City agrees to continue to provide the Pre-Retirement Optional Settlement 2 Death Benefit pursuant to Government Code Section 21548.

8. Retiree Health Insurance
A. Employees hired on or prior to May 8, 2007, who retire1 from City service may participate in the Kaiser or other City insurance plans made available by the City for active employees. The amount of the City’s monthly contribution shall be determined as set forth below. Any costs that exceed the maximum paid by the City towards retiree health insurance costs shall be borne by the retiree.
(1) Employees who retire with less than 5 years of service2 shall not be eligible to receive any City contribution toward the cost of retiree health insurance.
1 “Employees” are exclusively permanent and/or probationary employees of the City of Folsom hired on or before May 8, 2007. “Retire” or “retiree” is defined as any classified City employee who (1) applies for retirement with the Public Employees’ Retirement System (PERS) within ninety (90) days after terminating employment with the City; and (2) receives a PERS retirement benefit. 2 “Service” is defined as full time (or equivalent) continuous permanent and/or probationary employment status with the City of Folsom.

12/09/2025 Item No.21.

FMMG Memorandum of Understanding Page 9
January 1, 20263 – December 31, 20285
(2) Employees who retire with more than 5 years of service shall qualify for a monthly City retiree health insurance contribution. (3) Subject to the maximum set forth in Section 8A(4) below, the City retiree health insurance contribution shall be as follows:
a. Retiree only – an amount equal the City’s contribution towards active employee health insurance for the category of
“employee only.”
b. Retiree and one dependent – an amount equal to the City’s contribution towards active employee health insurance for the category of “employee plus one.”
c. Retiree and two or more dependents – an amount equal to the City’s contribution towards active employee health insurance for the category of “employee plus two or more” until the retiree reaches age 55. Thereafter, the City’s contribution towards a retiree with two or more dependents shall be an amount equal to the City’s contribution towards active employee health insurance for the category of “employee plus one” plus $100. (4) Effective January 1, 2012, the City’s monthly contribution toward the cost of retiree health insurance shall not exceed the maximum monthly contribution paid by the City to active employee health insurance for the categories of employee only (for retiree only), employee plus one (for retiree plus one dependent), and employee plus two or more until age 55 and employee plus one plus $100 after age 55 (for retiree plus two or more dependents).
(5) The January 1, 2012, cap for each category shall be adjusted each January thereafter by an amount not to exceed 3%, depending on the percent increase in the Consumer Price Index (CPI), U.S. Department of Labor, for November – November of the previous year, Index CPI-W, Urban Wage Earners and Clerical Workers, Series #CWUR0400SA0, United States. (Example, if the cost of living for the specified period increases by 2%, the cap shall be increased by 2%. If the cost of living for the specified period increases by 4%, the cap shall be increased by 3% (cost of living increases in the cap shall be rounded to the nearest tenth).

B. The City shall contribute $25 per pay period into a Health Reimbursement Arrangement Retirement Account (HRA) for each permanent employee hired after May 8, 2007. The principles governing the HRA shall be

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established by the Internal Revenue Service (IRS) and the City Human Resources Department.

9. Retiree Dental and Vision Insurance
Effective January 1, 2020, employees who retire from City service must have at least 120 months of continuous service as a City employee to qualify for dental and vision insurance benefits provided to active employees. The City shall contribute 5% of the premium per year of City service, up to an 80% City contribution.

10.Out of Area Health Premium Plan
A. OAHPP shall work in conjunction with the Health Reimbursement Arrangement Retirement Account (HRA) provided by the City to active employees. Each OAHPP retiree will obtain a participant account.

B. Only retirees who (a) are not eligible for Medicare who livereside outside of the serviceplan area as defined by the City health insurance carriers; (b) qualify for rRetiree health cCoverage pursuant to Article III, Section 7; and (c) agree to disenroll from the current group medical benefit plan for retiree health coverage may participate in OAHPP.

C. Once a retiree opts to participate in OAHPP, the retiree shall thereafter be prohibited from returning to retiree health coverage.

D. The City will contribute to the retiree’s participant account on a monthly basis in an amount equal to the amount of the City’s contribution for employee only, or employee plus 1 coverage, or employee plus family coverage based on the retiree’s marital status at the time of OAHPP election. Eligible dependents not covered at the time of election will not be added at a later date. Annual confirmation of dependent eligibility will be required. Spouses may not be added later. The City’s contribution would be used for premiums to obtain health coverage and other qualified out-of-pocket medical expenses. Under no circumstances shall the contribution be higher than the City paid premiums for similarly situated in-area employees. The retiree shall be responsible for administrative costs established by the HRA plan administrator.

E. Upon the death of, or martial dissolution from, the retiree’s spouse on record at the time of election to participate in the OAHPP, the funding level will be adjusted to employee only. Subsequent spouse(s) from any subsequent marriage(s) (i.e. post initial OAHPP election) shall not be eligible to participate and funding will remain at employee only. In the event of the retiree’s death, surviving spousal benefits will conform to City practices

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applicable to employees participating in City plans. Should the retiree obtain coverage from another source (e.g. coverage by spouse), the funding will cease and will not be reinstated.

F. Rules and procedures governing OAHPP shall be determined and administered by the City’s Human Resources Department. Disputes regarding the OAHPP shall be appealed to the City Manager or designee and shall not be subject to arbitration.

G. As an option to the OAHPP, retirees who qualify for retiree health coverage pursuant to Article III, Section 7, may elect the Aetna PPO plan during annual enrollment and prior to moving out of state. The retiree must then keep Aetna as their provider until such time as they move back into the regions covered by whoever are the City health providers at the time, and may elect another provider during the next open enrollment. It is understood by both parties that this option is available only in accordance with the rules and procedures of Aetna and only as long as Aetna chooses to be a provider for the City.

11. Use of Accrued Leave Time Pending Retirement
A. With prior approval of the City Manager or designee and pursuant to procedures established by the Human Resources Director, employees who have declared their intention to retire from employment with the City of Folsom may use accrued Annual Leave or Administrative Leave to extend their retirement date beyond the last day worked.

B. Notwithstanding any other provision of this MOU, accrued Annual Leave or Administrative Leave used to extend a retirement date shall not result in the accrual of additional Annual Leave, Sick Leave, or Administrative Leave.

C. Requests to extend a retirement date pursuant to this section shall be submitted to the City Human Resources Department. This provision shall be administered pursuant to procedures established by the City Human Resources Department.

12. Education Incentive and Special Certification/License Pay A. For employees hired on January 1, 2020, or later, education incentive pay is limited to job related degrees not required in their classification description and approved by the employee’s department head and the City’s Human Resources Director. The incentives listed below are non-cumulative and paid at the highest rate:

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• Bachelor’s degree: $300 per month.
• Master’s degree: $300 per month.
• Bachelor’s/Master’s (in unrelated field): $150.00 per month.

B. For employees hired before January 1, 2020, educational incentive pay is frozen at the dollar amount paid on December 31, 2019. No increase in this dollar amount will occur unless this amount is less than the amount listed in subparagraph A above, at which point the amount will be adjusted to the higher level.

C. Payment of education incentive will begin effective the first pay period after the employee provides the Human Resources Department with the appropriate documentation, which includes a copy of transcripts or diploma.

It is the responsibility of each employee to notify the Human Resources Department of his/her eligibility for education incentive and to provide the appropriate documentation.

D. Employees who qualify for the education incentive and who received City paid tuition reimbursement (Article V, Section 8) will not receive education incentive pay until they have reimbursed the City for the cost of the tuition reimbursement. Once payment is made in full for tuition reimbursement, the education incentive will start and be paid directly to the employee.

Reimbursing the City will consist of delaying the incentive pay until an amount equivalent to the tuition reimbursement has been withheld. For example, if an employee qualified for $300 per month in education incentive payment, but had received $3,000 in tuition reimbursement, the employee’s incentive payment would be delayed 10 months from the education incentive effective date.

E. Special Certification/License Pay
a. The City may authorize special certification/license pay to employees.

Such authorization must be approved by the Department Head and Human Resources.

To qualify for such pay, the certification or license shall meet the following criteria, as determined by the City:

1. Certification/license is for duties required by the City.

2. Certification/license is for duties not specified in the employee’s job classification.

3. Certification/license must be renewable.

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for the certification/license.

The City will determine the amount of the special certification/license pay.
b. The City shall maintain a Certification/License Pay Schedule identifying approved certifications and associated pay amounts. i. This schedule shall be updated annually and reviewed with FMMG
ii. Certifications and licenses not currently listed in the schedule may be proposed by FMMG for the City's review.

D.

13. Cell Phone
A department head, with City Manager approval, may approve the issuance of a city cell phone or may authorize the use of the employee’s personal cell phone for work purposes.

If an employee opts to use his/her personal phone for work purposes the City will provide employee with a maximum monthly cell phone stipend of $50.00. The monthly stipend shall cover expenses, charges, maintenance and replacement of the employee’s phone including damage, loss, theft or other operational issues affecting the phone during private use or during the course and scope of employment. The City shall have no further liability for these items beyond the stipend amount. If an employee opts to use his/her personal cell phone, employee will provide the cellular phone record of business calls during work hours upon request of the City.

14.Boot Allowance
A. The City will reimburse employees the actual cost of purchasing work boots.

Only employees required by the City to wear work boots are eligible for reimbursement. Employees may request reimbursement for new boots up to once per year per employee and will be reimbursed the actual cost up to $325.

This section applies to boots purchased after January 1, 2026.

B. Nothing in this section shall prohibit the City from providing work boots for employees at City expense.

C. This section shall be administered pursuant to procedures established by the City Human Resources Department.

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January 1, 20263 – December 31, 20285
ARTICLE IV – INSURANCE

1. Health Insurance
A. A. The City’s maximum monthly contribution for active employee health coverage for the year 2025 is as follows:

Employee only: $754
Employee plus one: $1,506
Employee plus family: $1,955
B. The City’s maximum monthly contribution for active employee health insurance will be adjusted annually. If there is an increase in the Kaiser HMO monthly premium, the City will cover 50% of the increase, adding it to the previous year’s contribution for employee-only, employee plus one, and employee plus two or more coverage levels. The final amount will be rounded to the next whole number. The employee is responsible for the difference between the applicable premium and the City’s contribution. If there is no premium increase, the City’s contribution remains unchanged.

Example:

If the previous year’s City contribution for the employee-only coverage was $500 and the Kaiser HMO premium increased by $20, the new City contribution would be:
$500 + (50% of $20) = $500 + $10 = $510
As demonstrated in the example below, the City’s maximum monthly contribution for active employee health insurance coverage shall be adjusted annually to an amount equal to 50% of the increase, if any, above the prior year’s Kaiser monthly premium rate combined with the City’s prior year contribution amount for employee only, employee plus 1, and employee plus 2 or more (rounded to the next whole number). The employee is responsible for the difference between the applicable premium and the City’s contribution.

Example:

Employee only category: The 2010 monthly premium for Kaiser employee only is $507.89 and the City’s maximum monthly contribution is $486.00. If this premium increases by 10% for 2011, or to $558.68, the City’s contribution for 2011 for the employee only category would be computed as follows: $558.68 - $507.89 = $50.79, $50.79 x 50% = $23.40, $486.00 + $23.40 = $509.40. After rounding to the next whole number, the City’s Formatted: Indent: Left: 1.5", No bullets or numbering
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maximum contribution for health insurance for the employee only category would be $509 per month. If the premium increases by 10% for 2012, or to $614.55, the City’s contribution for 2012 for the employee only category would be computed as follows: $614.55 - $558.68 = $55.87, $55.87 x 50% = $27.93, $509.00 + $27.93 = $536.93. After rounding to the next whole number, the City’s maximum contribution for health insurance for the employee only category would be $537 per month.

Employee plus 1 category: The 2010 monthly premium for Kaiser employee plus 1 is $1,015.78 and the City’s maximum monthly contribution is $972.00.

If this premium increases by 10% for 2011, or to $1,117.36, the City’s contribution for 2011 for the employee plus 1 category would be computed as follows: $1,117.36 - $1,015.78 = $101.58, $101.58 x 50% = $50.79, $972.00 + $50.79. = $1,022.79. After rounding to the next whole number, the City’s maximum contribution for health insurance for the employee plus 1 category would be $1,023 per month. If the premium increases by 10% for 2012, or to $1,229.10, the City’s contribution for 2012 for the employee plus 1 category would be computed as follows: $1,229.10 - $1,117.36 = $111.74, $111.74 x 50% = $55.87, $1,023.00 + $55.87. = $1,078.87. After rounding to the next whole number, the City’s maximum contribution for health insurance for the employee plus 1 category would be $1,079 per month.

Employee plus 2 or more category: The 2010 monthly premium for Kaiser employee plus 2 or more is $1,320.52 and the City’s maximum monthly contribution is $1,263.00. If this premium increases by 10% for 2011, or to $1,452.57, the City’s contribution for 2011 for the employee plus 2 or more category would be computed as follows: $1,452.57 - $1,320.00 = $132.57, $132.57 x 50% = $66.29, $1,263 + $66.29 = $1,329.29. After rounding to the next whole number, the City’s maximum contribution for health insurance for the employee plus 2 or more category would be $1,329 per month. If the premium increases by 10% for 2012, or to $1,597.83, the City’s contribution for 2012 for the employee plus 2 or more category would be computed as follows: $1,597.83 - $1,452.57 = $145.26, $145.26 x 50% = $72.63, $1,329 + $72.63 = $1,401.63. After rounding to the next whole number, the City’s maximum contribution for health insurance for the employee plus 2 or more category would be $1,402 per month.

B.

C. Employees who select a health plan with higher monthly premiums than the maximum monthly premium paid by the City (Section A and B above) shall pay the difference through payroll deduction. Should employees select a health plan with lower monthly premiums than the maximum monthly premium paid the City, the City’s contribution shall be limited to the cost of the monthly premium.

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January 1, 20263 – December 31, 20285
C.

D. C. The City will continue an IRS 125 Medical Reimbursement Account.

Employees may participate in the account pursuant to administrative procedures established by the City.

D.

E. D The City's maximum monthly contribution for active employee health insurance coverage shall not be reduced below eighty percent (80%) of the health benefit plan that represents the lower overall premium cost to the City (not including any High Deductible plans).

E.

F. E. High Deductible Health Plans
i. The City agrees to offer High Deductible Health Benefit Plans in addition to the HMO plans offered by the health benefit plan carriers.
ii. The City agrees to make available a Health Savings Account (HSA) to employees who select either of the High Deductible Health Benefit Plans.
iii. Fifty percent (50%) of the difference between the City's monthly contribution towards the cost of the Kaiser HMO Health plan premiums as set forth in Article IV, Section 1 of the MOU and the monthly premium for a High Deductible Health Plan shall be contributed into the employee's HSA. Tax status of contributions, contribution amounts, and use of HSA funds shall be in accordance with federal and state law.

2. Health Insurance – Cash Back
A. Probationary or permanent employees, who certify to the Human Resources Department that they have group health insurance coverage with comparable benefits to health plans offered by City, may decline to participate in City health insurance coverage.

B. Employees who decline to participate in City health insurance coverage shall receive a cash back payment from the City of $300250 per month for each month the employee does not participate in City health insurance coverage.

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C. Employees who have declined to participate in City health plan coverage pursuant to this section may enroll in City health plan coverage only during the annual open enrollment period.

D. This section shall be administered pursuant to procedures established by the City Human Resources Department.

E. Employees who decline health insurance coverage shall continue to be eligible to participate in the City’s vision and dental plans.

F. An employee whose spouse is employed by the City and receives health insurance is also eligible to receive the cash back payment.

3. Health Benefits Labor-Management Committee
The parties agree to participate in a joint Health Benefits Labor-Management Committee to review existing health benefit programs, including, but not limited to, the cost containment, direct contracting for health benefit plans, and creation of a health benefits cafeteria plan.

The Health Benefits Labor-Management Committee shall be open to all employee organizations representing City employees. FMMG may select up to two City employees to participate in Committee meetings. Employees who participate in Committee meetings shall do so without loss of compensation.

4. Dental Insurance
The City will offer at least one dental insurance plan to eligible employees. Dental insurance will be provided by Delta Dental. The City will contribute 80% of the monthly premium for an employee, employee and dependent, or employee and family as set forth in the plan document. Employees will contribute 20% of the monthly premium. The City’s obligation for dental insurance coverage is limited to the plan document. The dental carrier shall determine dental plan coverage.The Plan will be the Delta Dental Preferred Provider Program, with a coverage maximum of $1,750 per year for employees/dependents who patronize Preferred Provider Program participating dentists. Employees/dependents who choose non-participating dentists shall have a coverage maximum of $1,500 per year.

5. Vision Plan
Vision coverage will be provided by Vision Services Plan (VSP). The City will contribute 80% of the monthly premium for an employee, employee and dependent, or employee and family as set forth in the plan document. Employees will contribute 20% of the monthly premium. The City’s obligation for vision insurance coverage is limited to plan contributions.

The following elements shall provide the basis of VSP coverage:
• One eye exam every 12 months; Formatted: Body Text, No bullets or numbering

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January 1, 20263 – December 31, 20285
• One set of lenses every 12 months;
• $100 allowance/wholesale basis for frames; and
• A co-pay of $5.00 per visit.

6. Short Term Disability Insurance
The City agrees to provide a Short Term Disability Insurance Program as provided in the plan document, with the City paying 100% of the premium rate for the weekly indemnity insurance program (short-term disability) of 60% of salary for 26 weeks. The maximum payment is subject to plan agreement. The waiting period for initiation of benefits under the plan shall be 12 calendar days.

7. Long Term Disability Insurance
The City agrees to provide a long-term disability program for employees in the Middle Management Bargaining Unit as provided in the plan document. Plan coverage shall provide a maximum benefit of up to 60% of salary, up to age 65. The maximum payment on this plan is subject to plan agreement.

8. Life Insurance
The City agrees to provide $60,000 of life insurance coverage to each employee in the Middle Management Bargaining Unit, and $2,000 1,000 for each dependent. Employees may purchase additional life insurance coverage for themselves and/or their dependents through the City’s life insurance carrier pursuant to procedures established by the City’s Human Resources Department. The City’s obligation to life insurance coverage is limited to the plan contribution.

9. Domestic Partner
For purposes of insurance coverage, “dependent” shall include a domestic partner who has been certified by the Secretary of State’s Office pursuant to Family Code Sections 297 et seq.

ARTICLE V – HOURS, HOLIDAYS AND LEAVES

1. Management Leave
Employees in the Middle Management Bargaining Unit shall receive 80 hours per year of management leave. Current rules governing the use of accrued management leave (formerly known as administrative leave) shall continue to apply.

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January 1, 20263 – December 31, 20285
An employee in the Middle Management Bargaining Unit who is required by his or her department head to regularly attend meetings during non-work hours may be allocated up to a total of 100 hours per year of management leave. Annually, department heads shall provide a list to the City Manager of those employees who they feel are deserving of the additional management leave. A list of meetings requiring routine attendance by the employee shall be included with each employee’s name. The list shall be submitted for the City Manager’s review and approval no later than July 1 of each year, and employees on the list notified by August 15. An employee who has not been included on the list may request that he/she be permitted to accrue additional management leave time. Such requests are subject to final approval by the City Manager.

This section shall not be subject to the Grievance/Arbitration provisions of this Agreement.

2. Longevity Pay
A. Subject to subsection B below, employees hired on or before July 1, 2010, in the FMMG bargaining unit shall be eligible to receive longevity pay beginning with ten (10) or more years of City service. The Longevity Pay formula is based on 2 1/2% increments and is as follows:
2½% after ten (10) years of City service;
an additional 2½% for a total of 5% after fifteen (15) years of City service; an additional 2½% for a total of 7½% after twenty (20) years of City service.

B. Employees hired after July 1, 2010, shall not be eligible to receive Longevity Pay.

3. Retention Pay
A. Subject to subsection c. below, employees in the FMMG bargaining unit shall be eligible to receive Retention Pay beginning with ten (10) or more years of continuous City service.

B. Retention Pay shall be 2 ½% of the employees’ base salary.

C. Employees receiving Longevity Pay (Article V, Section 2) shall not be eligible to receive Retention Pay.

All special pay in this Section shall be deemed longevity pay and reported to CalPERS as special compensation pursuant to C.C.R. Section 571.

4. Management/Supervisory Employee Hours of Work

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January 1, 20263 – December 31, 20285
Consistent with City Policy #204 (Management Leave Policy) or as modified, management and supervisory employees who are exempt from the Fair Labor Standards Act (FLSA) shall work an average workweek of 40 hours. The salary received by those employees shall be considered full compensation for all time that is required for the employee to perform the duties of the position to which he/she is assigned.

Management and supervisory employees may be required to work hours in excess of the average workweek of 40 hours. The City Manager may approve additional compensation for management and supervisory employees in recognition of a large number of hours worked in a workweek due to a long-term, extreme emergency situation. Otherwise, hours worked in excess of the average workweek are not compensable.

Management and supervisory employees who are not required to work a normal workday or part thereof shall receive full compensation without deduction if the absence does not reduce the employees average work week below 40 hours within the 24 pay periods ending the pay period in which the absence occurred.

5. Annual Leave
A. Employees shall receive the following Annual Leave credits:

Length of Service Annual Leave Allowance
0 – 5 years 16 hours per month
5 –10 years 18.68 hours per month
10-15 years 21.34 hours per month
15+ years 24 hours per month
B. Except as specified in Article V, Section 6 below, employees shall not accrue sick leave. However, employees who have accumulated sick leave hours shall retain such hours and may use such leave credits pursuant to Article V, Section 6, Sick Leave, of this MOU. All Vacation Leave shall be converted to Annual Leave on an hour for hour basis3.

C. Annual leave credits may be used for any approved absence, including vacation and illness or injury. When annual leave is used for vacation, it shall be scheduled pursuant to City Personnel Rules. When annual leave is used for illness or injury leave (e.g., sick leave) purposes, it shall be taken pursuant to City Personnel Rules.

D. There shall be an annual leave cap of 320 hours. Employees with annual leave balances that exceed the annual leave cap of 320 hours as of the date 3 The parties agree that "vacation Leave" shall henceforth mean "annual leave".

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January 1, 20263 – December 31, 20285
of ratification of this MOU may retain such balances until the annual leave balances are reduced to the 320-hour cap.
1) In the event the City does not approve annual leave for an employee in an amount sufficient to reduce accumulated annual leave to 320 hours, the number of hours that exceed 320 hours shall be rolled over into sick leave until the annual leave balance is reduced to the 320-hour cap.

E. Employees may continue to cash-out annual leave per fiscal year on an hourfor-hour basis at the employee’s regular straight-time hourly rate pursuant to procedures established by the Human Resources Department.

G. Employees may request one cash out per fiscal year (July 1 – June 30) of not more than 60 hours of annual leave only after an employee has used 40 hours of annual leave in the same fiscal year.

H. Accrued annual leave shall be cashed out upon separation of employment with the City on an hour for hour basis.

6. Sick Leave
A. Sick leave may be used by employees for purposes enumerated in City Personnel Rules.

B. Consistent with PERS law, the City has amended the City's contract with CalPERS to permit sick leave to be converted to service credit for purposes of retirement (Government Code section 20965).

C. Accrued sick leave shall not be cashed out.

D. There shall be no maximum on the number of hours of sick leave an employee may accrue (bank).

7. Compensation Upon Service Separation
Probationary employees in the classified service who separate from city service shall be entitled to payment for accrued annual leave and holiday hours earned on a pro-rata basis up to the date of separation.

Regular full-time employees in the classified service, regardless of service length, shall be entitled to payment for annual leave and holiday time up to their date of separation.

Payment shall be made on an hour-for-hour basis at the employee’s regular straight-time hourly rate of pay.

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January 1, 20263 – December 31, 20285

8. FMMG Catastrophic Leave Bank
The purpose of the FMMG catastrophic time bank is to enable employees to receive and donate accrued annual leave and compensating time off (CTO) credits to assist employees who have no leave and who will suffer a financial hardship due to a prolonged illness, or injury, bereavement or other FMLA qualifying event to themselves or a member of the immediate family as defined in City Personnel Rules. The following conditions shall apply:

A. Individuals who request donated leave must do so in writing and have proper certification of need on file with Human Resources.

B. Catastrophic Leave will be available only to employees who are unable to work due to a prolonged catastrophic non-industrial illness or injury which is estimated to last for at least thirty (30) calendar days and have exhausted all of their own paid leave through a bona fide serious illness or injury.

An employee may receive up to twenty-four (24) hours of Catastrophic Leave for bereavement, based on the death of the employee’s spouse, parent, sibling, child, grandchild, or grandparent if all of their own paid leave has been exhausted.

B. Full-time permanent employees may receive a maximum parental leave of four (4) weeks, consisting of up to one hundred sixty (160) hours of continuous paid leave. Catastrophic Leave shall only be used once the employee has exhausted all their own paid leave.

C. The time bank shall be administered by the City.

D. An employee may be on disability insurance and use the time bank credits in the same manner that annual leave is used to supplement disability insurance benefits.

E. All donations are to be confidential between the donating employee and the City.

F. Donations are limited to annual leave and compensatory time. Sick leave may not be donated under this plan. Employees donating to the time bank must have eighty (80) hours of annual leave available after making a donation. Donations are capped at no more than 320 hours total per calendar year to the individual requesting donations. Distribution will be on a payroll to payroll basis.

G. Donations should be a minimum of four (4) hours per each donation form Formatted: List Paragraph, Left, No bullets or numbering Formatted: Indent: Left: 1", No bullets or numbering
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January 1, 20263 – December 31, 20285
submitted.

H. Donating employees must sign an authorization form (prepared by the City) and specify the number of hours and type of leave donated to the catastrophic leave bank. These hours are allocated to employees as needed, subject to the cap. Employees who donate leave cannot designate which coworker should receive the donated hours. Employees relinquish all rights and claims to hours donated.

I. Hours of donated leave shall be valued at the recipient’s regular base wage.

J. Donations shall be subject to applicable tax laws. An employee donating accrued leave or an employee receiving donated leave shall waive all tax liability of the City through the establishment of the catastrophic time donation program.

K. Availability of catastrophic leave time shall not delay or prevent the City from taking action to medically separate or disability retire an employee.

L. The City may require a physician's statement stating that the presence of the employee who is requesting catastrophic leave time to care for an ill or injured immediate family member is necessary.

9. Tuition Reimbursement Policy
With the advance written approval of an employee’s department director and the Human Resources Director, and upon satisfactory completion with a grade “B” or better, the City shall reimburse an eligible, permanent unit member for the cost of tuition from a recognized college or university (on a course-by-course basis) for courses having a strong nexus to the employee’s job classification and will benefit the City. All classes will be taken on the employee’s own time.

A. Eligibility:

1. In order to qualify for tuition reimbursement, an employee shall have attained permanent status (successfully completed entry-level probation). No reimbursement will be made for classes taken during the eligibility period or prior to attaining permanent status. Classes successfully challenged will not be eligible for reimbursement.

2. Recognized colleges or universities are those accredited by Regional Accrediting Organizations as recognized by the Council for Higher Education Accreditation (CHEA). Current (2019-2020) regional accrediting organizations are: Accrediting Commission for Community and Junior

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Colleges (ACCJC); Western Association of Schools and Colleges; Higher Learning Commission (HLC); Middle States Commission on Higher Education (MSCHE); New England Commission of Higher Education (NECHE); Northwest Commission on Colleges and Universities (NWCCU); Southern Association of Colleges and Schools Commission on Colleges (SACSCOC); WASC Senior College and University Commission (WSCUC).

B. Tuition shall be reimbursed as follows:

1. Fifty percent (50%) of the cost of tuition, up to a maximum of $4,000 per fiscal year for employees working towards a Bachelor of Arts, Bachelor of Science, Masters of Art, or Masters of Science degree at an accredited college or university.

C. Approval of a claim for tuition reimbursement shall be as follows:

1. Claims for tuition reimbursement will be denied for any course or class that has not received prior written approval by the employee’s department director and City.

2. Tuition reimbursement shall be on a course by course basis by the employee’s department head and Human Resources Director and should have a strong nexus to the employee’s job classification, the employee’s career development at the City or is a requirement for a degree program that has a strong nexus to the employee’s job.

3. All requests for tuition reimbursement are subject to available funds as determined by the City. Approval for any program does not guarantee approval or available funds for any subsequent class.

4. Reimbursement requests and grade reports must be turned in to the employee’s department and the Human Resources Department within ninety (90) days of course completion.

5. Any employee voluntarily terminating their employment within twenty-four (24) months of receiving reimbursement under this section will be responsible for repaying the City of Folsom the full amount of the reimbursement received. An employee involuntarily separated (termination, lay-off or industrial disability retirement) will not be required to reimburse the City.

D. Student Loan Repayment Option
Effective January 1, 2020, tuition reimbursement may be used for the purpose of repaying student loans incurred prior to or during City employment with the following

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conditions:

1. The expense was from a recognized college or university that is accredited by an accrediting organization approved by the City.

2. The request shall be toward an unpaid student loan balance at the time of the request.

3. The education/degree has a strong nexus to the employee’s job classification or the employee’s career development or will be of benefit to the City all of which shall be determined solely by the City.

4. The maximum reimbursement shall be up to $3,000 per fiscal year or $9,000 in total over the employee’s entire length of service with the City.

5. Reimbursement by the City shall be on a 50/50 matching basis with the employee. For example, the employee must pay $6,000 to get $3,000 of reimbursement from the City.

6. All requests are subject to available funds as determined by the City.

7. Documentation of the employee payment toward the debt shall be furnished at the request of the City and no reimbursement will be approved unless such documentation is acceptable to the City.

8. Reimbursement will be subject to IRS regulations.

9. Employee may not receive both student loan debt reduction payment and tuition reimbursement at the same time, during any fiscal year.

10. Any employee terminated for cause or voluntarily terminating their employment (including retirement), within thirty-six (36) months of receiving reimbursement under this section will be responsible for repaying the City the full amount of the reimbursement received. Any employee involuntarily separated by layoff or disability retirement will not be required to reimburse the City.

11. This Section shall not be subject to Article X, Grievance Procedure, of this MOU.

10. Holidays
A. The City shall observe the following holidays:

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• New Year's Day (January 1)
• Martin Luther King Day
• President's Day (Washington's Birthday)
• Memorial Day
• Independence Day
• Labor Day
• Veterans Day
• Thanksgiving Day
• Friday following Thanksgiving Day
• December 24
• Christmas Day
• December 31
• Personal Holiday
B. Classified employees shall be entitled to one (1) personal holiday (8 hours) per calendar year. Personal holiday shall be taken in the same manner and under the same rules as vacation leave. Employees on their initial probationary period must complete probation before they can take their personal holiday.

ARTICLE VI – POSITION CLASSIFICATION

1. Employee Classification Study Requests
A. During the month of June, an employee may request a classification study of his/her position. Such requests shall be submitted in writing to the City Human Resources Department. After submittal, the Human Resources Department will collaboratively meet and discuss with a designee(s) from FMMG, in order to narrow the number of classification requests down to the numbers listed below.
a. FMMG may select up to six requests in calendar year 2023 b. FMMG may select up to four requests in calendar year 2024 c. FMMG may select up to four requests in calendar year 2025 B. The classification requests to be evaluated will be chosen by July 31 of the same calendar year, and the City will complete such classification studies not later than December of the year the request was submitted. If the study recommends a change in classification and an associated salary increase for the affected employee, the effective date of the salary increase shall be July 1 of the year the request was submitted by the employee to the City Human Resources Department. The City agrees to notify FMMG of the classification

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study results and meet with FMMG upon request to share and discuss study findings.

If an FMMG employee submits a classification study and their submittal is accepted for review, that employee may not submit another classification study request for three years from initial request.

C. Disputes regarding the findings of the Human Resources Department on FMMG position classification study requests may be appealed to the City Manager or designee. The City Manager or designee’s decision shall be final.

2.1. Market Survey
A. Within 120 days after City Council ratification of this MOU, the City of Folsom will complete a market survey for positions 1-7 in Article III, Section 3. a. Upon completion of the market survey, the City will notify FMMG of the results and meet with FMMG upon request to share and discuss study findings.
b. Disputes regarding the findings of the Human Resources Department may be appealed to the City Manager or designee. The City Manager or designee’s decision shall be final.

B.A. The City will conduct a market survey of benchmark classes as determined by FMMG and the City of Folsom. The market survey shall be concluded not later than 120 days prior to the expiration of this MOU.

C. The purpose of the market survey is to determine the relationship of the total compensation for employees in the job classifications identified in Article III, Section 3 when compared to comparable job classifications in the following agencies: City of Davis, City of Fairfield, City of Rocklin, City of Roseville, City of Sacramento, City of West Sacramento, County of Sacramento, El Dorado Irrigation District, San Juan Water District, Sacramento Suburban Water District and Nevada Irrigation District.

B.

D.

C. Compensation, for purpose of this survey, shall constitute the following elements and criteria:

1. 1. Monthly base salary (top step in the salary range).

2. 2. Maximum monthly contribution to health insurance
(medical, dental and vision).

3. Employer monthly payment of employee share of
retirement.

Formatted: Indent: Left: 1"
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Formatted: List Paragraph, Indent: First line: 0", Right: 0" Formatted: Left, Numbered + Level: 1 + Numbering Style:
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4. 3. Maximum Education/Certification Incentive Pay,
broken into monthly equivalents.

5. The City’s contribution towards employee Social
Security.

6. Maximum longevity or retention pay made available
to new employees.

7. Maximum employer contribution to deferred
compensation.

4. Any significant special pays, broken into monthly equivalents.

5. Items 3 & 4 are for informational purposes only, not to be used in the calculation of total compensation.

ED. The market survey will include base salary and total compensation, by classification, comparing the City of Folsom to those agencies identified in this Article VI, Section 2, subsection BC. The parties agree to meet and confer over survey results.

ARTICLE VII – MISCELLANEOUS

1. Salary on Status Changes
A. Promotion: An employee who is promoted to a position in a classification with a higher salary range shall be placed in the step in the new salary range that is at least 5% above the current base salary. An employee thus promoted is therefore assigned a new salary anniversary date effective of the date of promotion.

An employee who is promoted to a higher class effective within thirty (30) calendar days of a step increase within the lower class range shall be eligible first to receive the within range increase and then the higher step as provided in this section, providing that the employee's performance was satisfactory for salary advancement in the lower class and that the higher class is reasonably within the career path of the lower class which shall be determined by the City Manager.

B. Demotion: Employees may only be demoted for purposes of employee discipline or layoff. An employee who is demoted to a position in a class with a lower salary range shall be reduced in salary to the step in the lower class salary range as follows:
i. Disciplinary demotions may be assigned to any salary step in the lower class range which is at least one (1) step less than that received Formatted: Left
Formatted: Left, Numbered + Level: 1 + Numbering Style:
1, 2, 3, … + Start at: 1 + Alignment: Left + Aligned at: 1.5" + Indent at: 1.75", Tab stops: 1.75", Left
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in the class from which demoted. A new anniversary date shall be established on the effective date of the demotion.

C. Transfer: An employee who is transferred from one position to another position in the same class, or to another position in a class having the same salary range and substantially similar duties, shall be compensated at the same step in the salary range as previously received without a change in the anniversary date.

D. Reinstatement/Reemployment: An employee who is reinstated or reemployed in a position previously occupied pursuant to the City's Personnel Rules and Regulations shall receive not more than the step in the salary range received prior to separation, and a new anniversary date shall be assigned based on the reinstatement or reemployment date.

E. Range Assignment Change
i. Whenever a class is reassigned to either a higher or lower salary range by the City Council, the salary of each incumbent in such class on the effective date of the reassignment shall be adjusted accordingly. If the position is reassigned or reclassified to a higher range, and the incumbent is appointed to the position, the incumbent’s salary shall be the step that is at least 5% above the current base salary. If the position is reassigned to a class having a lower salary range, the salary and anniversary date of the employee shall not change, and the salary of the employee shall be designated as a "Y" rate and shall not change during continuous regular service until the salary of the new position exceeds the employee's present salary. ii. When a salary range reassignment becomes effective within thirty (30) calendar days of an employee's salary anniversary date, the employee shall first receive the within range step increase and then receive the corresponding step adjustment, provided that the employee's performance was satisfactory for salary advancement upon eligibility for step increases.

F. Compensation Upon Reclassification: The salary of an employee in a position that is reclassified shall be determined as follows:
i. If the position is reclassified to a class with the same salary range as the previous class, and if the incumbent is appointed to the reclassified position, the salary rate shall apply to a change of class title.

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ii. If the position is reclassified to a class with a higher salary range, and the incumbent is appointed to the position, the incumbent’s salary shall be the step that is at least 5% above the current base salary.

The employee shall receive a new anniversary date upon
reclassification in this manner.
iii. If the position is reclassified to a class with a lower salary range than the previous class, and if the incumbent is appointed to the reclassified position, the employee's salary shall not change. If the employee's salary is greater than the maximum step of the lower salary range, the employee's salary shall be "Y" rated until such time as any general cost-of-living increase, inequity adjustment, or other salary increase results in a monthly salary appropriate for the class.

The employee's salary anniversary date shall not change and shall not require a new probationary period.

G. Compensation for Working in A Higher Classification (Acting Pay) i. On occasion an employee may be required to perform duties of another classification with a higher salary range because of a temporary vacancy in that position. The employee’s salary will be adjusted to compensate for the higher level of duties. In such cases, the City will adhere to CalPERS regulations regarding these types of assignments (i.e., out-of-class assignments, temporary upgrade pay, or non-pensionable extra duty pay) and assign appropriately per these regulations (Government Code section 20480).

In order to receive adjusted compensation for working in a higher classification the employee must be assigned in writing by the department head, assume and perform substantially all the duties and responsibilities of the position, and perform them for at least one week (five consecutive working days).

Compensation for working in a higher classification shall consist of a flat five percent (5%) increase above the employee’s current salary or the lowest salary within the higher salary range, whichever is greater, but not to exceed the maximum of the range established for the higher classification.
ii. Work periods in higher-class assignments shall not apply toward seniority or time-in-class consideration for promotional or layoff purposes as regard the higher class.
iii. If an employee and his/her department head agree that the employee

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be assigned on a temporary basis for training purposes, no compensation will be due the temporarily assigned employee. In no case shall such training be for more than thirty (30) calendar days.

After two (2) weeks a progress report will be given to the employee in order to evaluate the employee's success in the training program.

2. Bi-Weekly Pay Schedule/Alternate Work Schedules
Should the City decide to implement a bi-weekly pay schedule (26 pay periods per year) in lieu of the current bi-monthly pay schedule (24 pay periods per year), the City agrees to notify FMMG and meet and confer with FMMG on the impact on employees in the Middle Management Bargaining Unit. The parties also agree to meet and confer over alternate work schedules, including, but not limited to, 4/10 and 9/80 work schedules.

3. Employee Wellness
The City agrees to work with FMMG towards the goal of implementing an employee wellness program. The City and FMMG agree to create a Wellness Advisory Committee.

The Committee shall hold regular meetings to explore maximizing current health benefit programs and incentives to achieve such elements as a tobacco-free lifestyle and other healthy choices.

ARTICLE VIII – PERFORMANCE EVALUATIONS

1. Performance Evaluations
A. When an employee’s scheduled step increase is withheld due to unsatisfactory performance, the employee shall retain his/her salary anniversary date.

B. Denial of a step increase may be appealed to the Human Resources Director. This section shall not be subject to the Grievance and Arbitration provisions of this MOU.

ARTICLE IX – EMPLOYEE DISCIPLINE

1. Employee Discipline
A. Policy: It is the policy of the City that discipline of City employees be imposed on an appropriate and consistent basis. When an employee engages in misconduct or when job performance is unsatisfactory in the judgment of the City, disciplinary action may be initiated.

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B Definition: As used herein, "disciplinary action" means written reprimand, suspension without pay, reduction in pay, demotion, or dismissal (see City Personnel Rules).

C. Application:
(1) Permanent Status: This provision shall only apply to employees with permanent status with the City.
(2) Probationary Status: An employee in probationary status shall have no right to grieve or arbitrate release from probationary appointment. (3) Temporary Employee: An employee in a temporary position shall have no right to grieve or arbitrate release from temporary appointment. (4) Temporary Upgrade (Out of Class): An employee in a temporary upgrade status shall have no right to grieve or arbitrate release from temporary upgrade status.
(5) A written reprimand shall be appealable only to the City Manager or his/her designee with the right to present the employee’s position and supporting evidence, but no right to present evidence or confront or cross examine witnesses. The decision of the City Manager of designee shall be final.
(6) Upon the request of an employee, a written reprimand shall be removed from an employee’s personnel file after two (2) years from the original date of issuance; provided, however, that the employee has not been subject to formal disciplinary action during the two (2) year period.
(7) A counseling memo or letter of instruction shall not be considered disciplinary action and shall not be appealable.

D. Cause for Disciplinary Action:

Discipline shall be for cause. (Personnel Rules, Section 1.08.110).

Examples of conduct or performance deficiencies that may warrant discipline include, but are not limited to:
(1) Misstatement of facts during the hiring process
(2) Falsification of an entry on a City document (e.g., time card, expense

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report)
(3) Disclosure of confidential information
(4) Insubordination or willful disobedience
(5) Incompetence, inefficiency or unsatisfactory job performance (6) Discriminatory, discourteous, or unbecoming behavior (7) Theft, misuse or unauthorized use or possession of City property (8) Dishonesty
(9) Misconduct, i.e., any behavior that brings harm or discredit to the City (10) Being under the influence of illegal drugs or alcohol or possessing illegal drugs while on City property or on official business (11) Possession of a firearm, weapon, or hazardous or dangerous device while on City property or on official business
(12) Conviction of a felony or misdemeanor that involves moral turpitude, or any other conviction or pleas of nolo contendere or diversion for such offense, which adversely affects, or brings discredit to, the City (13) Excessive absence or tardiness
(14) Absence without approved leave
(15) Violation of a City rule, policy, or procedure
(16) Soliciting outside work for personal gain during the conduct of City business; engaging in outside employment for any business under contract by the City; participating in any outside employment that adversely affects the employee’s City work performance; and engaging in unauthorized outside employment.
(17) Loss or failure to maintain any license, certification, and/or clearance which is required as a minimum qualification or condition or employment for the employee’s position.
(18) Abusive conduct or “bullying” that a reasonable person would find hostile, offensive, and unrelated to an employer’s legitimate business

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interests. This may include repeated infliction of verbal abuse such as the use of derogatory remarks, insults, and epithets, verbal or physical conduct that a reasonable person would find threatening, intimidating or humiliating, or the gratuitous sabotage or undermining of a person’s work performance.

E. Preliminary Notice of Disciplinary Action
(1) Prior to taking disciplinary action with a regular employee to suspend without pay, reduce pay, demote (except for demotion in lieu of layoff), or dismiss, the Department Head will provide the employee with a written preliminary notice of disciplinary action which shall contain the charges, the specific factual basis for the charges, and the nature of the proposed disciplinary action. A copy of the notice of disciplinary action shall be served upon the employee either personally or via email or U.S. Mail, to the last known address of the employee. The last known address shall be deemed to be the address that is within the employee’s official personnel file. If notice is provided by mail, the employee should be deemed to have received notice ten (10) calendar days after the date of mailing.
(2) The Preliminary Notice of Disciplinary Action shall include:
a. A statement of the nature of the disciplinary action; b. The effective date of the disciplinary action;
c. A statement of the reasons for the disciplinary action; d. Any supporting material or documentation and a statement of the employee’s right to review all relevant documents and materials;
e. A statement advising the employee of the right to appeal the action, the manner and time of which the appeal must be made, and the required content of the appeal; and
f. The name and address of the person to whom all written communication regarding this appeal shall be sent.

F. Appeal of Disciplinary Actions
(1) Skelly Meeting

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a. An employee who is subject to disciplinary action of suspension without pay, reduction in pay, demotion, or
dismissal, shall have the right, within five (5) workdays after receiving a Preliminary Notice of Disciplinary Action to request a Skelly Meeting by filing a written request for a meeting signed by the employee or the employee's representative with the employee's consent with the City Human Resources Director. i. The right to request a Skelly Meeting does not apply to a Written Reprimand. An employee who is subject to
disciplinary action of a Written Reprimand and
disagrees with the discipline is encouraged to discuss
with their Department Manager. The employee may
also, within five (5) days after receiving a Written
Reprimand, request a meeting with the City Manager or
designee by filing a written request with the Human
Resources Director.
ii. The City Manager or designee shall have final authority to sustain, modify, or dismiss the Written Reprimand.

This decision may be communicated orally or in writing.

A Written Reprimand is not appealable beyond the City
Manager or designee whose decision is final. In
addition, a Written Reprimand may be removed from the
employee’s personnel file after two years if subsequent disciplinary action has not occurred within that
timeframe.
b. Failure to respond or inaction within the specified time will result in the waiver of the right to a Skelly meeting, or, in the case of a Written Reprimand, a meeting with the City Manager or designee, and the proposed discipline becoming final. c. Upon a written request for a Skelly meeting, the City shall appoint a “Skelly Officer”. The Skelly Officer will meet with the employee, listen to arguments and receive documents
presented by the employee. Within a reasonable time and in writing, the Skelly Officer shall respond to the City, with a copy to the employee and the employee’s representative, if
applicable. The Skelly Officer may recommend that the City dismiss, modify, or sustain the proposed discipline.

If the proposed discipline is sustained or modified by the City

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after the Skelly Meeting, the disciplinary action shall be implemented. A Final Notice of Disciplinary Action shall be served in the same manner as the Preliminary Notice of
Disciplinary Action, except that the Final Notice of Disciplinary Action shall include a statement advising the employee of the right to appeal the action, the manner and time in which the appeal must be made, the required content of the appeal, and name and address of the person to whom all communication regarding the appeal shall be sent.
(1) Arbitration Hearing
a. Within ten (10) calendar days after receipt of the Skelly Officer’s response, disciplinary actions may be appealed to arbitration. If the employee fails to file a notice of appeal to arbitration within this time period, the disciplinary action shall become final and there shall be no further appeal.
b. The decision of the arbitrator shall be final and binding on the parties. No appeal or review of the arbitrator’s decision by Writ or other mechanism before any court, administrative tribunal or any other forum on any legal theory or basis shall be possible. c. Appeals of disciplinary actions to arbitration shall be pursuant to the Grievance and Arbitration provisions of this MOU, except that on disciplinary appeals:
i. An appeal of a disciplinary action is a complaint of a permanent employee of whether there was cause for
the disciplinary action taken against the employee.
ii. The parties to the hearing and to the selection of the arbitrator shall be the employee, who may be
represented by FMMG or independent counsel, and the
City.
iii. The employee may be represented by FMMG; or, if the employee chooses not to be represented by FMMG, the
employee may be self-represented or represented by
independent counsel at the employee’s own expense.
iv. The employee shall be entitled to appear personally at the hearing and produce evidence.

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v. The fees and expenses of the arbitrator, a court reporter and transcript if required by the arbitrator, shall be
shared equally by the parties involved.

ARTICLE X – GRIEVANCE PROCEDURE

1. Definition: A grievance is a complaint of an affected employee or group of employees resulting from interpretation or application of this Agreement, or City rules.

2. Time Limits: Grievances not presented within the time limits established for each step of this procedure shall not be considered. Should the City fail to answer within the established time limits, the grievance may be appealed to the next step of the grievance procedure.

When days are used in this article for the purpose of establishing time limits, those limits will be presumed to have been met when the appropriate forms are either personally delivered to the affected party or deposited in the U.S. mail, as evidenced by the appropriate postmark.

Time limits may be waived or extended by mutual agreement between the parties.

As referred to in this article, all “days” are “work days.”

3. Presentation: An employee and/or FMMG representative may present a grievance during work time provided such presentations and discussions do not disrupt City operations and are kept to a reasonable minimum.

4. Procedure: All grievances as defined herein shall be processed in accordance with this procedure. All grievances, beginning at Step 1 shall be filed on a form provided by the City for that purpose. FMMG may refuse to represent a grievant and the City may refuse to consider a grievance where the aggrieved party has not followed this procedure.

A. INFORMAL STEP. Within fifteen (15) days of the event or circumstance giving rise to the grievance or within fifteen (15) days of the time the affected employee or FMMG should reasonably have been aware of the event or circumstance, the grievance shall be discussed informally with the person or persons most directly responsible for the event or circumstances which gave rise to the grievance. If the grievance is not resolved within five (5) days of the date on which it is first presented at the Informal Step, the grievant may proceed to Step 1 and file a formal grievance.

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B. FORMAL. If there is no agreement at the informal level:

STEP 1. A formal grievance shall be presented in writing to the grievant’sgrievant’ s department head. The department head shall conduct such investigation as is deemed appropriate and shall issue a written determination within ten (10) days of the date on which the grievance was appealed to the department head.

STEP 2. Within five (5) days of the Step 1 response or, if no Step 1 response is received, within twenty (20) days of the date of the Step 1 appeal, the grievance may be appealed to the City Manager or designee.

The City Manager or designee shall conduct such investigation as is deemed appropriate and shall issue a written determination within ten (10) days of the date on which the grievance is first presented at Step 2. If the City Manager or designee fails to issue a written determination within the prescribed period of time or if the determination is not satisfactory to the grievant, only FMMG may request the matter of contract provision be submitted to binding arbitration. Individual employees may submit grievances relating to discipline to binding arbitration.

STEP 3. A request for binding arbitration shall be made in writing to the City Manager within fifteen (15) days of the date which the grievant received a copy of the written determination of Step 2, or in the event that no Step 2 answer is received, within twenty (20) days of the date of the Step 2 appeal.

An arbitrator may be selected by mutual agreement between the parties.

However, should the parties fail to voluntarily agree upon an arbitrator, the parties shall make a joint request to the California State Mediation and Conciliation Service. The parties shall request a list of five (5) qualified arbitrators. Each party shall alternately strike one name from the list and the last remaining name shall serve as arbitrator. The first party to strike a name shall be determined by the toss of a coin.

The arbitrator’s decision shall be final and binding on the City, FMMG, and the grievant(s). The arbitrator shall have no authority to add to or delete from the terms of this Agreement, or City Personnel Rules. All fees and costs of the arbitrator and court reporter, if any, shall be borne equally by the parties.

5. Letters of Reprimand
Upon request of an employee, a written reprimand shall be removed from an employee’s personnel file after two (2) years from the original date of issuance; provided, however, that the employee has not been subject to formal disciplinary action during the two (2) year period.

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A written reprimand shall be appealable only to the Human Resources Director and then to the City Manager with the right to present the employee’s position and supporting evidence, but no right to confront or cross examine witnesses. The decision of the City Manager shall be final.

6. Short Term Suspension
The parties agree that the members of this unit are not subject to short-term suspension as defined by the Personnel Rules and Regulations of the City of Folsom.

ARTICLE XI – TERM OF AGREEMENT

1. Term of MOU
Unless specified otherwise herein, this MOU shall be effective January 1, 20263, to December 31, 20285. The parties agree to begin negotiations on a successor Memorandum of Understanding no later than 120 calendar days prior to expiration of this Memorandum of Understanding.

2. Total Agreement
This Memorandum of Understanding (MOU) constitutes a full and complete agreement by the parties and contains all the matters upon which the parties reached agreement.

Therefore, except as provided herein, the City and FMMG, for the duration of this Agreement, each voluntarily and unqualifiedly waives the right and each agrees that the other should not be obligated to meet and confer with respect to any subject or matter whether or not referred to or covered in this agreement.

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The terms and conditions of this MOU are executed this _____ day of _____________, 20____23 by the Employer-Employee Representatives whose signatures appear below on behalf of their respective organizations.

For the City: For FMMG:
________________________
Elaine AndersenBryan Whitemyer Ryan NevesJamison Larson City Manager FMMG President
________________________
Allison Garcia Josh JohnsrudZach Bosch
Human Resources Director FMMG Representative
________________________
John SpittlerVance Piggott Todd EisingGreg Bakken
City RepresentativeHuman Resources Advisor FMMG Representative ________________________
Doris Valencia Robert RedigerAndrew Tweet
Sr. Human Resources Analyst Business FMMG Representative

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APPENDIX A – List of Occupied Classes in Bargaining Unit Associate Civil Engineer
Building Inspector Supervisor
Building Official/Building Services Supervisor
Building Safety and Enforcement Manager
Building Services Manager/Chief Building Official
Capital Projects Manager
Chief Building Official
City Engineer
Code Enforcement Supervisor
Code Enforcement Manager
Community & Cultural Services Manager
Deputy Fire Marshal
Development Engineering Manager
Environmental Specialist Supervisor
Facilities Maintenance Manager
Facilities Maintenance Supervisor
Fire Protection Engineer
Housing Manager
Information Services Manager
Library Supervisor
Lighting & Landscape District Manager
Maintenance Supervisor
Management Analyst
Municipal Landscape Services Manager
Park Planning Manager
Plan Check Engineer
Planning Manager
Principal Civil Engineer
Principal Planner
Public Works/Utilities Section Manager
Public Works/Utilities Section Manager - Engineer
Recreation & Community Services Manager
Recreation Supervisor
Senior Civil Engineer
Senior Management Analyst
Senior Park Planner
Senior Planner
Senior Trails Planner
Solid Waste Supervisor
Solid Waste/Fleet Manager
Streets Operations Manager
Streets Operations Supervisor
Traffic/Control/Lighting Supervisor

12/09/2025 Item No.21.

FMMG Memorandum of Understanding Page 42
January 1, 20263 – December 31, 20285
Urban Forester
Utility Maintenance Supervisor
Utility Maintenance Manager
Utilities Manager
Wastewater Collection Supervisor
Wastewater Collection Manager
Water Distribution Supervisor
Water Distribution Manager
Water Treatment Plant Supervisor
Water Treatment Plant Manager
Zoo Supervisor
Zoo Manager

12/09/2025 Item No.21.

APPENDIX B – FMMG Salary Ranges
Salary Range Salary 1 2 3 4 5 6 7 8 9
Eff 1/1/26 $ 96,443.19 $ 99,336.49 $ 102,316.58 $ 105,386.08 $ 108,547.66 $ 111,804.09 $ 115,158.21 $ 118,612.96 $ 122,171.35 Eff 1/1/27 $ 99,336.49 $ 102,316.58 $ 105,386.08 $ 108,547.66 $ 111,804.09 $ 115,158.21 $ 118,612.96 $ 122,171.35 $ 125,836.49 Eff 1/1/28 $ 102,316.58 $ 105,386.08 $ 108,547.66 $ 111,804.09 $ 115,158.21 $ 118,612.96 $ 122,171.35 $ 125,836.49 $ 129,611.58 Eff 1/1/26 $ 101,325.63 $ 104,365.40 $ 107,496.36 $ 110,721.25 $ 114,042.89 $ 117,464.18 $ 120,988.10 $ 124,617.74 $ 128,356.28 Eff 1/1/27 $ 104,365.40 $ 107,496.36 $ 110,721.25 $ 114,042.89 $ 117,464.18 $ 120,988.10 $ 124,617.74 $ 128,356.28 $ 132,206.97 Eff 1/1/28 $ 107,496.36 $ 110,721.25 $ 114,042.89 $ 117,464.18 $ 120,988.10 $ 124,617.74 $ 128,356.28 $ 132,206.97 $ 136,173.17 Eff 1/1/26 $ 103,858.76 $ 106,974.53 $ 110,183.76 $ 113,489.28 $ 116,893.95 $ 120,400.77 $ 124,012.80 $ 127,733.18 $ 131,565.18 Eff 1/1/27 $ 106,974.53 $ 110,183.76 $ 113,489.28 $ 116,893.95 $ 120,400.77 $ 124,012.80 $ 127,733.18 $ 131,565.18 $ 135,512.13 Eff 1/1/28 $ 110,183.76 $ 113,489.28 $ 116,893.95 $ 120,400.77 $ 124,012.80 $ 127,733.18 $ 131,565.18 $ 135,512.13 $ 139,577.49 Eff 1/1/26 $ 106,391.91 $ 109,583.67 $ 112,871.18 $ 116,257.31 $ 119,745.03 $ 123,337.39 $ 127,037.51 $ 130,848.63 $ 134,774.09 Eff 1/1/27 $ 109,583.67 $ 112,871.18 $ 116,257.31 $ 119,745.03 $ 123,337.39 $ 127,037.51 $ 130,848.63 $ 134,774.09 $ 138,817.31 Eff 1/1/28 $ 112,871.18 $ 116,257.31 $ 119,745.03 $ 123,337.39 $ 127,037.51 $ 130,848.63 $ 134,774.09 $ 138,817.31 $ 142,981.83 Eff 1/1/26 $ 109,051.70 $ 112,323.25 $ 115,692.95 $ 119,163.74 $ 122,738.65 $ 126,420.81 $ 130,213.44 $ 134,119.84 $ 138,143.43 Eff 1/1/27 $ 112,323.25 $ 115,692.95 $ 119,163.74 $ 122,738.65 $ 126,420.81 $ 130,213.44 $ 134,119.84 $ 138,143.43 $ 142,287.74 Eff 1/1/28 $ 115,692.95 $ 119,163.74 $ 122,738.65 $ 126,420.81 $ 130,213.44 $ 134,119.84 $ 138,143.43 $ 142,287.74 $ 146,556.37 Eff 1/1/26 $ 111,711.51 $ 115,062.86 $ 118,514.75 $ 122,070.19 $ 125,732.29 $ 129,504.26 $ 133,389.39 $ 137,391.07 $ 141,512.80 Eff 1/1/27 $ 115,062.86 $ 118,514.75 $ 122,070.19 $ 125,732.29 $ 129,504.26 $ 133,389.39 $ 137,391.07 $ 141,512.80 $ 145,758.19 Eff 1/1/28 $ 118,514.75 $ 122,070.19 $ 125,732.29 $ 129,504.26 $ 133,389.39 $ 137,391.07 $ 141,512.80 $ 145,758.19 $ 150,130.93 Eff 1/1/26 $ 117,506.66 $ 121,031.86 $ 124,662.81 $ 128,402.70 $ 132,254.78 $ 136,222.42 $ 140,309.10 $ 144,518.37 $ 148,853.92 Eff 1/1/27 $ 121,031.86 $ 124,662.81 $ 128,402.70 $ 132,254.78 $ 136,222.42 $ 140,309.10 $ 144,518.37 $ 148,853.92 $ 153,319.54 Eff 1/1/28 $ 124,662.81 $ 128,402.70 $ 132,254.78 $ 136,222.42 $ 140,309.10 $ 144,518.37 $ 148,853.92 $ 153,319.54 $ 157,919.12 Eff 1/1/26 $ 120,444.33 $ 124,057.66 $ 127,779.38 $ 131,612.77 $ 135,561.15 $ 139,627.98 $ 143,816.82 $ 148,131.33 $ 152,575.27 Eff 1/1/27 $ 124,057.66 $ 127,779.38 $ 131,612.77 $ 135,561.15 $ 139,627.98 $ 143,816.82 $ 148,131.33 $ 152,575.27 $ 157,152.53 Eff 1/1/28 $ 127,779.38 $ 131,612.77 $ 135,561.15 $ 139,627.98 $ 143,816.82 $ 148,131.33 $ 152,575.27 $ 157,152.53 $ 161,867.10 Eff 1/1/26 $ 123,381.99 $ 127,083.45 $ 130,895.96 $ 134,822.83 $ 138,867.52 $ 143,033.55 $ 147,324.55 $ 151,744.29 $ 156,296.62 Eff 1/1/27 $ 127,083.45 $ 130,895.96 $ 134,822.83 $ 138,867.52 $ 143,033.55 $ 147,324.55 $ 151,744.29 $ 156,296.62 $ 160,985.52 Eff 1/1/28 $ 130,895.96 $ 134,822.83 $ 138,867.52 $ 143,033.55 $ 147,324.55 $ 151,744.29 $ 156,296.62 $ 160,985.52 $ 165,815.08 Eff 1/1/26 $ 126,466.53 $ 130,260.53 $ 134,168.35 $ 138,193.40 $ 142,339.20 $ 146,609.38 $ 151,007.66 $ 155,537.89 $ 160,204.02 Eff 1/1/27 $ 130,260.53 $ 134,168.35 $ 138,193.40 $ 142,339.20 $ 146,609.38 $ 151,007.66 $ 155,537.89 $ 160,204.02 $ 165,010.14 Eff 1/1/28 $ 134,168.35 $ 138,193.40 $ 142,339.20 $ 146,609.38 $ 151,007.66 $ 155,537.89 $ 160,204.02 $ 165,010.14 $ 169,960.45 Eff 1/1/26 $ 129,705.36 $ 133,596.53 $ 137,604.42 $ 141,732.55 $ 145,984.53 $ 150,364.07 $ 154,874.99 $ 159,521.24 $ 164,306.88 Eff 1/1/27 $ 133,596.53 $ 137,604.42 $ 141,732.55 $ 145,984.53 $ 150,364.07 $ 154,874.99 $ 159,521.24 $ 164,306.88 $ 169,236.08 Eff 1/1/28 $ 137,604.42 $ 141,732.55 $ 145,984.53 $ 150,364.07 $ 154,874.99 $ 159,521.24 $ 164,306.88 $ 169,236.08 $ 174,313.16 Eff 1/1/26 $ 136,190.63 $ 140,276.35 $ 144,484.64 $ 148,819.18 $ 153,283.76 $ 157,882.27 $ 162,618.74 $ 167,497.30 $ 172,522.22 Eff 1/1/27 $ 140,276.35 $ 144,484.64 $ 148,819.18 $ 153,283.76 $ 157,882.27 $ 162,618.74 $ 167,497.30 $ 172,522.22 $ 177,697.89 Eff 1/1/28 $ 144,484.64 $ 148,819.18 $ 153,283.76 $ 157,882.27 $ 162,618.74 $ 167,497.30 $ 172,522.22 $ 177,697.89 $ 183,028.82 Eff 1/1/26 $ 152,630.46 $ 157,209.37 $ 161,925.65 $ 166,783.42 $ 171,786.93 $ 176,940.53 Eff 1/1/27 $ 157,209.37 $ 161,925.65 $ 166,783.42 $ 171,786.93 $ 176,940.53 $ 182,248.75 Eff 1/1/28 $ 161,925.65 $ 166,783.42 $ 171,786.93 $ 176,940.53 $ 182,248.75 $ 187,716.21 Eff 1/1/26 $ 160,357.37 $ 165,168.09 $ 170,123.13 $ 175,226.83 $ 180,483.63 $ 185,898.15 Eff 1/1/27 $ 165,168.10 $ 170,123.14 $ 175,226.83 $ 180,483.64 $ 185,898.15 $ 191,475.09 Eff 1/1/28 $ 170,123.14 $ 175,226.83 $ 180,483.64 $ 185,898.15 $ 191,475.09 $ 197,219.35 Eff 1/1/26 $ 164,366.31 $ 169,297.30 $ 174,376.22 $ 179,607.50 $ 184,995.73 $ 190,545.60 Eff 1/1/27 $ 169,297.30 $ 174,376.22 $ 179,607.50 $ 184,995.73 $ 190,545.60 $ 196,261.97 Eff 1/1/28 $ 174,376.22 $ 179,607.50 $ 184,995.73 $ 190,545.60 $ 196,261.97 $ 202,149.83 T93
T84
T86
T89
T91
T92
T104
T106
T107
T94
T95
T96
T97
T98
T99

12/09/2025 Item No.21.

FMMG Memorandum of Understanding Page 44
January 1, 20263 – December 31, 20285
Salary Range Salary 1 2 3 4 5 6 7 8 9
Eff 1/1/23 $ 88,259 $ 90,907 $ 93,634 $ 96,443 $ 99,336 $102,317 $105,386 $108,548 $111,804 Eff 1/1/24 $ 90,907 $ 93,634 $ 96,443 $ 99,336 $102,317 $105,386 $108,548 $111,804 $115,158 Eff 1/1/25 $ 93,634 $ 96,443 $ 99,336 $102,317 $105,386 $108,548 $111,804 $115,158 $118,613 Eff 1/1/23 $ 92,727 $ 95,509 $ 98,374 $101,326 $104,365 $107,496 $110,721 $114,043 $117,464 Eff 1/1/24 $ 95,509 $ 98,374 $101,326 $104,365 $107,496 $110,721 $114,043 $117,464 $120,988 Eff 1/1/25 $ 98,374 $101,326 $104,365 $107,496 $110,721 $114,043 $117,464 $120,988 $124,618 Eff 1/1/23 $ 95,045 $ 97,897 $100,834 $103,859 $106,975 $110,184 $113,489 $116,894 $120,401 Eff 1/1/24 $ 97,897 $100,834 $103,859 $106,975 $110,184 $113,489 $116,894 $120,401 $124,013 Eff 1/1/25 $100,834 $103,859 $106,975 $110,184 $113,489 $116,894 $120,401 $124,013 $127,733 Eff 1/1/23 $ 97,364 $100,285 $103,293 $106,392 $109,584 $112,871 $116,257 $119,745 $123,337 Eff 1/1/24 $100,285 $103,293 $106,392 $109,584 $112,871 $116,257 $119,745 $123,337 $127,038 Eff 1/1/25 $103,293 $106,392 $109,584 $112,871 $116,257 $119,745 $123,337 $127,038 $130,849 Eff 1/1/23 $107,535 $110,761 $114,084 $117,507 $121,032 $124,663 $128,403 $132,255 $136,222 Eff 1/1/24 $110,761 $114,084 $117,507 $121,032 $124,663 $128,403 $132,255 $136,222 $140,309 Eff 1/1/25 $114,084 $117,507 $121,032 $124,663 $128,403 $132,255 $136,222 $140,309 $144,518 Eff 1/1/23 $110,224 $113,530 $116,936 $120,444 $124,058 $127,779 $131,613 $135,561 $139,628 Eff 1/1/24 $113,530 $116,936 $120,444 $124,058 $127,779 $131,613 $135,561 $139,628 $143,817 Eff 1/1/25 $116,936 $120,444 $124,058 $127,779 $131,613 $135,561 $139,628 $143,817 $148,131 Eff 1/1/23 $118,699 $122,260 $125,928 $129,705 $133,597 $137,604 $141,733 $145,985 $150,364 Eff 1/1/24 $122,260 $125,928 $129,705 $133,597 $137,604 $141,733 $145,985 $150,364 $154,875 Eff 1/1/25 $125,928 $129,705 $133,597 $137,604 $141,733 $145,985 $150,364 $154,875 $159,521 Eff 1/1/23 $139,678 $143,869 $148,185 $152,630 $157,209 $161,926 Eff 1/1/24 $143,869 $148,185 $152,630 $157,209 $161,926 $166,783 Eff 1/1/25 $148,185 $152,630 $157,209 $161,926 $166,783 $171,787 Eff 1/1/23 $150,418 $154,931 $159,579 $164,366 $169,297 $174,376 Eff 1/1/24 $154,931 $159,579 $164,366 $169,297 $174,376 $179,608 Eff 1/1/25 $159,579 $164,366 $169,297 $174,376 $179,608 $184,996 T98
T104
T107
T84
T86
T89
TBD range
for Art. III,
Sect. 3 titles
T94
T95

12/09/2025 Item No.21.

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to facilitate double-sided printing
and minimize paper use.

12/09/2025 Item No.21.

Folsom City Council
Staff Report
1 MEETING DATE: 12/9/2025
AGENDA SECTION: New Business
SUBJECT: Resolution No. 11519 - A Resolution Authorizing the City Manager to Execute a Memorandum of Understanding between the City of Folsom and the Folsom Police Officers Association (FPOA)
FROM: Human Resources Department

RECOMMENDATION / CITY COUNCIL ACTION
The Human Resources Director recommends that the City Council pass and adopt Resolution No. 11519 – A Resolution Authorizing the City Manager to Execute a Memorandum of Understanding between the City of Folsom and the Folsom Police Officers Association (FPOA).

BACKGROUND / ISSUE
The existing Memorandum of Understanding (MOU) between the City of Folsom and the Folsom Police Officers Association (FPOA) expires on December 31, 2025. The parties began negotiations on a new MOU on September 8, 2025, and reached a tentative agreement on October 23, 2025. The FPOA ratified the tentative agreement on November 25, 2025. The new proposed successor MOU is being presented to the City Council on December 9, 2025, for consideration and approval.

POLICY / RULE
Government Code Title 1, Division 4, Chapter 10 commonly known as the Meyers-MiliasBrown Act requires that representatives of the Governing Body of a public agency shall meet and confer in good faith regarding wages, hours, and other terms and conditions of employment with representatives of recognized employee organizations. Both parties shall endeavor to reach a tentative agreement within the scope of representation, and, if a tentative agreement is reached and ratified by the respective parties, they shall prepare a written memorandum of understanding.

12/09/2025 Item No.22.
2 ANALYSIS and FINANCIAL IMPACT
A tentative agreement was reached by the parties and the proposed successor Memorandum of Understanding, which will be effective January 1, 2026, contains the following changes that have some economic impact, as outlined below. The changed provisions are as follows:

1. The MOU term will be for three (3) years: January 1, 2026, through December 31, 2028.

2. A cost-of-living adjustment (COLA) is provided for each year of the agreement:
o Year 1: Effective January 1, 2026
 3% for all classifications
 The cost for the first year of the COLA will increase salary and benefits by approximately $590,092.
o Year 2: Effective January 1, 2027
 3% for all classifications
 The cost for the second year of the COLA will increase salary and benefits by approximately $999,988.
o Year 3: Effective January 1, 2028
 3% for all classifications
 The cost for the third year of the COLA will increase salary and benefits by approximately $1,047,620.

3. A Market Adjustment is provided for each year of the agreement:
o Effective January 1, 2026, a Market Adjustment of 4% will be made for the following positions:
 Police Officer
 Police Corporal
 Police Sergeant
o Market Adjustment of 2.5% will be made for the following position:
 Community Service Officer
o The cost for the first year of the Market Adjustment will increase salary and benefits by approximately $590,092.
o Effective January 1, 2027, a Market Adjustment of 2.5% will be made for the following positions:
 Police Officer
 Police Corporal
 Police Sergeant
 Community Service Officer
 Crime Analyst
o The cost for the second year of the Market Adjustment will increase salary and benefits by approximately $388,191

12/09/2025 Item No.22.
3 o Effective January 1, 2028, a Market adjustment of 2.5% will be made for the following positions:
 Police Officer
 Police Corporal
 Police Sergeant
 Community Service Officer
o The cost for the third year of the Market Adjustment will increase salary and benefits by approximately $405,310
The cost of this agreement is as follows:

4. Educational Incentive Pay
o Effective January 1, 2026, the educational incentive for Records Supervisor, Communication Supervisors and Dispatcher I/II will increase from a maximum of 10% to 12.5%, through a combination of POST and/or education incentives. o Effective January 1, 2026, the educational incentive for employees in the position of Animal Control Officer is being added for a maximum incentive of 5% (2.5% for Associate’s Degree and 5% for Bachelor’s Degree). o Effective January 1, 2026, employees hired prior to July 1, 2010, who are in possession of a Master’s Degree will receive an additional 5% incentive.

5. Detective Incentive
o Effective January 1, 2026, employees who are routinely and consistently assigned to the Detective Division shall receive a differential pay of 5%.

6. A variety of non-economical and clarification language changes were also agreed upon.

ATTACHMENTS

1. Resolution No. 11519 - A Resolution Authorizing the City Manager to Execute a Memorandum of Understanding between the City of Folsom and the Folsom Police Officers Association (FPOA)

2. Proposed Memorandum of Understanding between the City of Folsom and the FPOA for the term of January 1, 2026, through December 31, 2028.

Submitted,
Allison Garcia, Human Resources Director
Market Adj. COLA Market Adj. COLA Market Adj. COLA
General Fund (010) $ 590,092 $ 582,670 $ 388,191 $ 999,988 $ 405,310 $ 1,047,620 $ 4,013,871 Total
Year 1 Year 2 Year 3
$ 1,172,762 $ 1,388,179 $ 1,452,930
Cost by Fund

12/09/2025 Item No.22.

Attachment 1

12/09/2025 Item No.22.

Resolution No. 11519

RESOLUTION NO. 11519

A RESOLUTION AUTHORIZING THE CITY MANAGER TO EXECUTE A

MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF FOLSOM AND

THE FOLSOM POLICE OFFICERS ASSOCIATION (FPOA)
WHEREAS, the City of Folsom and the Folsom Police Officers Association (FPOA) have met and conferred in good faith since September 8, 2025; and WHEREAS, the parties reached a tentative agreement on October 23, 2025; and WHEREAS, the members of the Folsom Police Officers Association (FPOA) ratified the tentative agreement on November 25, 2025; and
WHEREAS, the City Manager and the City’s negotiation team recommend the City Council adopt the tentative agreement
NOW, THEREFORE, BE IT RESOLVED that the City Council adopts the tentative agreement between the City of Folsom and the Folsom Police Officers Association (FPOA) for the period of January 1, 2026, to December 31, 2028; and BE IT FURTHER RESOLVED, that the City Council of the City of Folsom authorizes the City Manager to execute a Memorandum of Understanding between the City of Folsom and the Folsom Police Officers Association (FPOA).

PASSED AND ADOPTED this 9th day of December 2025, by the following roll-call vote:

AYES: Councilmember(s):

NOES: Councilmember(s):

ABSENT: Councilmember(s):

ABSTAIN: Councilmember(s):

Sarah Aquino, MAYOR
ATTEST:
_____________________________________
Christa Freemantle, CITY CLERK

12/09/2025 Item No.22.

Attachment 2

12/09/2025 Item No.22.

FPOA Memorandum of Understanding
1/1/256 – 12/31/258
page 1

MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF FOLSOM
AND

FOLSOM POLICE OFFICERS ASSOCIATION
January 1, 20256, through December 31, 20258

12/09/2025 Item No.22.

FPOA Memorandum of Understanding
1/1/256 – 12/31/258
page 2

TABLE OF CONTENTS
PREAMBLE..................................................................................................................... 5 ARTICLE I – RECOGNITION AND COVERAGE ............................................................ 5 A. Recognition: ....................................................................................................... 5 B. Total Agreement:.............................................................................................. 65 C. Severability of Provisions: .................................................................................. 6 ARTICLE II – MANAGEMENT RIGHTS.......................................................................... 6 ARTICLE III – NO STRIKE.............................................................................................. 7 ARTICLE IV – EMPLOYEE RIGHTS............................................................................... 8 A. Union Bank Time:............................................................................................... 8 B. Non-discrimination: ............................................................................................ 8 C. Access to Personnel Files:................................................................................. 8 D. Documents in Personnel Files:........................................................................... 9 ARTICLE V – SALARY AND OTHER COMPENSATION ................................................ 9 A. Salary Adjustments: ........................................................................................... 9 B. Market Survey:................................................................................................. 10 C. Salary Ranges:............................................................................................. 1110 D. Creation of Salary Range A and Salary Range B:........................................ 1211 E. Salary Step Placement:.................................................................................... 12 F. Clothing /Uniform Allowance: ........................................................................... 12 G. Education Incentive Pay:.............................................................................. 1413 H. Tuition Reimbursement Policy:..................................................................... 1715 I. Canine Officers and Motor Officers: ............................................................. 1917 J. Night Shift Differential: ................................................................................. 1918 K. Training Differential – Dispatchers: .............................................................. 1918 L. Training Differential: ..................................................................................... 1918 M. Longevity Pay:.............................................................................................. 2018 N. Bilingual Pay: ............................................................................................... 2019 O. Veteran Incentive: ........................................................................................ 2119 ARTICLE VI – RETIREMENT.................................................................................... 2119 A. Public Employees Retirement System (PERS) – Formula: .......................... 2119

12/09/2025 Item No.22.

FPOA Memorandum of Understanding
1/1/256 – 12/31/258
page 3
B. Public Employee Retirement System (PERS) – Retirement Benefit: ........... 2220 C. Retiree Health Insurance: ............................................................................ 2220 D. Retiree Dental and Vision Insurance:........................................................... 2422 E. Social Security Retirement Plan:.................................................................. 2422 F. Out-of-Area Health Plan (OAHP): ................................................................ 2422 ARTICLE VII – INSURANCE..................................................................................... 2523 A. Health Insurance:......................................................................................... 2523 B. IRS 125 Reimbursement Account: ............................................................... 2725 C. Health Benefits Labor-Management Committee: ......................................... 2725 D. Dental Insurance:......................................................................................... 2725 E. Vision Care:.................................................................................................. 2825 F. Life Insurance:.............................................................................................. 2825 G. Short Term Disability Program: .................................................................... 2825 H. Long Term Disability Program:..................................................................... 2826 ARTICLE VIII – HOURS OF WORK AND OVERTIME.............................................. 2826 A. Work Shifts and Work Schedules:................................................................ 2826 B. Daylight Savings Time: ................................................................................ 2926 C. Shift Rotation Schedule:............................................................................... 2927 D. Shift Trade:................................................................................................... 3027 E. Minimum Staffing Levels: ............................................................................. 3027 F. Overtime:...................................................................................................... 3027 G. Overtime Rotation System: .......................................................................... 3028 H. Call-In Pay:................................................................................................... 3128 I. Telephone Standy/Court Preparation:.......................................................... 3128 J. Compensatory Time Off: .............................................................................. 3128 K. Standby Duty – Dispatchers:........................................................................ 3129 ARTICLE IX – LEAVES............................................................................................. 3229 A. Annual Leave: .............................................................................................. 3229 B. Sick Leave:................................................................................................... 3331 C. Holidays: ...................................................................................................... 3431 D. Use of Accrued Employee Furlough Time:................................................... 3532 E. Maternity/Paternity Leave: ........................................................................... 3532

12/09/2025 Item No.22.

FPOA Memorandum of Understanding
1/1/256 – 12/31/258
page 4
F. FPOA Catastrophic Leave Bank: ................................................................. 3532 ARTICLE X – MISCELLANEOUS ............................................................................. 3633 A. Fitness for Duty:........................................................................................... 3633 B. City Vehicle Use:.......................................................................................... 3734 C. Probationary Period: .................................................................................... 3734 D. Permanent Part-Time Employees: ............................................................... 3835 E. Voluntary Wellness Program:....................................................................... 3835 F. Personal Leave Time: .................................................................................. 3836 G. Mutual Aid Assignments:.............................................................................. 3936 H. Lateral Hire – Police Officer/Dispatcher ....................................................... 3937 ARTICLE XI – GRIEVANCE PROCEDURE .............................................................. 4037 A. Definition: ..................................................................................................... 4037 B. Time Limits:.................................................................................................. 4037 C. Presentation:................................................................................................ 4038 D. Procedure:.................................................................................................... 4038 ARTICLE XII – DISCIPLINE PROCEDURE.............................................................. 4239 A. Policy: .......................................................................................................... 4239 B. Definition: ..................................................................................................... 4239 C. Persons Authorized to Initiate Disciplinary Action: ....................................... 4239 D. Application of Appeal Procedure: ................................................................. 4239 E. Cause for Disciplinary Action: ...................................................................... 4340 F. Preliminary Notice of Disciplinary Action:..................................................... 4441 G. Skelly Meeting:............................................................................................. 4442 H. Appeal of Disciplinary Action:....................................................................... 4542 ARTICLE XIII – LAYOFF ........................................................................................... 4643 A. Layoff ........................................................................................................... 4643 ARTICLE XIV – TERM AND SIGNATURE CLAUSE ................................................. 4946 A. Term of Agreement: ..................................................................................... 4946 B. Signature Clause:......................................................................................... 4947 Attachment A. Salary Schedule................................................................................. 5148 ..........................................................................................................................................

12/09/2025 Item No.22.

FPOA Memorandum of Understanding
1/1/256 – 12/31/258
page 5

PREAMBLE
This Memorandum of Understanding, hereinafter referred to as "the Agreement", entered into by the City of Folsom, hereinafter referred to as "the City", or "the employer", pursuant to Section 3500 et seq. of the Government Code of the State of California and the Folsom Police Officers Association, hereinafter referred to as "the Association" or "FPOA" has as its purpose the promotion of harmonious labor relations between the City and the FPOA; establishment of an equitable and peaceful procedure for the resolution of differences; and the establishment of rates of pay, hours of work, and other terms and conditions of employment.

It is understood and agreed that this Memorandum of Understanding (MOU) supersedes and replaces all previous such actions on these points by and between the City of Folsom and the Folsom Police Officers Association. Where ordinances and policies that may conflict with the Memorandum of Understanding exist, the Memorandum of Understanding will prevail.

The term "Agreement" as used herein means the written agreement provided under section 3505.1 of the Government Code.

ARTICLE I – RECOGNITION AND COVERAGE
A. Recognition:

Folsom Police Officers Association is recognized as the exclusive representative, as provided in the City's Employer Employee Relations Rules for all employees assigned to the Police Bargaining Unit in the following classifications and any other classification which is agreed between the parties to be included in the Police bargaining Unit.

Animal Control Officer
Community Service Officer
Communications Supervisor
Crime Analyst
Dispatcher I/II
Police Corporal
Police Officer
Police Records Technician
Police Records Supervisor
Police Sergeant
Volunteer Coordinator

12/09/2025 Item No.22.

FPOA Memorandum of Understanding
1/1/256 – 12/31/258
page 6
B. Total Agreement:

This Memorandum of Understanding constitutes a full and complete agreement by the parties and contains all the matters upon which the parties have reached agreement. Therefore, except as provided herein, the City and the Association, for the duration of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively, with respect to any subject or matter referred to or covered in this Agreement, as well as any subject or matter not referred to or covered in this Agreement.

C. Severability of Provisions:

Should any section, clause or provision of this Agreement be declared illegal by final judgment of a court of competent jurisdiction, such invalidation of such section, clause or provision shall not invalidate the remaining portions hereof, and such remaining portions shall remain in full force and effect for the duration of this Agreement. In the event of such invalidation, the parties agree to meet and confer concerning substitute provisions for provisions rendered or declared illegal.

ARTICLE II – MANAGEMENT RIGHTS
All City rights and functions, except those which are expressly abridged by this Agreement, shall remain vested with the City. The rights of the City include, but are not limited to, the exclusive right to:

A. Manage the City generally and to determine issues of policy.

B. Determine the existence of facts which is the basis of management decisions.

C. Determine the necessity for and organization of any service or activity conducted by the City, and to expand or diminish services.

D. Determine the nature, manner, means, technology, and extent of services to be provided to the public.

E. Determine methods of financing.

F. Determine types of equipment or technology to be used.

G. Determine and/or change the facilities, methods, technology, means, organizational structure, and size and composition of the work force, and to allocate and assign the work by which the City operations are to be conducted.

H. Determine and change the number of locations, relocations, and types of operations, processes, and materials to be used in carrying out all City functions,

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including, but not limited to, the right to contract for or sub-contract any work or operation of the City.

I. Assign work to and schedule employees in accordance with requirements as determined by the City, and to establish and change work schedules and assignments upon reasonable notice and good faith meet and confer.

J. Lay off employees from duties because of lack of work or funds, or under conditions where continued work would be ineffective or non-productive.

K. Establish and modify productivity and performance programs and standards.

L. Dismiss, suspend without pay, demote, reprimand, withhold salary step increases, or otherwise discipline employees for cause.

M. Determine minimum qualifications, skills, abilities, knowledge, selection procedures and standards, and job classifications, and to reclassify employees.

N. Hire, transfer, promote, and demote employees.

O. Determine policies, procedures, and standards for selection, training, and promotion of employees.

P. Establish reasonable employee performance standards including, but not limited to, quality and quantity standards; and to require compliance therewith.

Q. Maintain order and efficiency in City facilities and operations.

R. Establish, publish, and/or modify rules and regulations to maintain order and safety and health in the City. The City agrees to meet and confer on any items that fall within the scope of Government Code Section 3500 et. seq.

S. Restrict the activity of an employee organization on the municipal property and on municipal time except as set forth in the City's Personnel Rules.

T. Take any and all necessary action to carry out the mission of the City in emergencies.

ARTICLE III – NO STRIKE
FPOA agrees that during the term of this Agreement, neither it nor its officers, employees, representatives, or members will engage in, encourage, sanction, support or suggest any strikes, work stoppages, boycotts, slowdowns, mass resignations, mass absenteeism or any other similar actions which would involve suspension of, or interference with, the normal work of the City of Folsom. In the event that FPOA members participate in such activities in violation of this provision, FPOA shall notify

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those members so engaged to cease and desist from such activities and shall instruct the members to return to their normal duties.

ARTICLE IV – EMPLOYEE RIGHTS
A. Union Bank Time:

1. Employees in the bargaining unit may, but are not required to, donate accrued Annual Leave, or Holiday Leave in no less than one-half (.5) hour increments, into a bank of hours from which designated FPOA representatives may draw time for the purposes of conducting association business, including but not limited to, training programs and seminars.

Donated time will be transferred from the donating employee's accrued Annual Leave or Holiday Leave to the Union Bank as a one-time donation or from Annual Leave on a regular basis each pay period.

2. The FPOA President or designee must approve, fill out and submit a leave request slip for all employees using the Union Bank. The release of employees on Union Bank Time shall be subject to the needs of the City, as determined by the Police Chief.

3. The FPOA shall submit a request to the Police Chief or designee for the release of employees on Union Bank Time at least 7 calendar days prior to the desired time off or as otherwise approved by the Police Chief.

B. Non-discrimination:

The City agrees not to discriminate against any employee because of membership in the Association or because of any activities on behalf of the Association. The City further agrees not to discriminate, harass, or reprise against any employee as a result of their exercise of their rights under this Agreement, or under Section 3500 et seq., of the Government Code of the State of California.

C. Access to Personnel Files:

The City shall maintain only one (1) personnel file on each person in the Human Resources Department. A duplicate personnel file shall be maintained at the Police Department. Both files shall be kept secured.

Upon request by an employee, the employee and/or his/her authorized representative may review the personnel files during regular business hours, except where denial of access is authorized by statute.

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Information contained in an employee's personnel file shall be confidential and available for inspection only to authorized management/administrative personnel and the supervisor of the employee; except, however, that information in an employee's personnel file may be released pursuant to court order, subpoena, or with a release signed by the employee. The department shall notify the employee of the existence of such court order, subpoena, or a motion for court order to gain access to the personnel file prior to the release of any information.

No material which relates to the employee's conduct, attitude, work performance, or service will be included in his/her personnel file without being signed and dated by the author of such material. Before such material is placed in the employee's file, the department head shall provide the employee with the opportunity to review the material and sign and date it. A copy of such material shall be provided to the employee. The employee shall have the right to insert in his/her file within thirty (30) days of the employer placing the item in the file, supplementary material and a written response to any item in the file. Such a response shall remain attached to the material it supplements for as long as the material remains in the file.

D. Documents in Personnel Files:

Upon the request of an employee, and with the approval of the Police Chief, counseling memos and reprimands shall be removed from personnel files after two (2) years. These items, along with disciplinary actions (i.e., suspensions, reductions in pay, and demotions) shall be removed and destroyed after five (5) years in accordance with the City’s records retention policy.

Internal affairs investigations shall be kept in a separate file under the employee’s name and shall be purged and destroyed after five (5) years. Such files shall be maintained in the Police Department.

Notwithstanding any other provision of this Agreement, complaints and any reports or findings relating to these complaints shall be retained for a period of five (5) years for records where there was not a sustained finding of misconduct and for fifteen (15) years where there was a sustained finding of misconduct.

ARTICLE V – SALARY AND OTHER COMPENSATION
A. Salary Adjustments:

A. Cost of Living Adjustments

1. Effective January 1, 20256, all employees shall receive a cost-of-living salary increase of 3%.

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2. Effective January 1, 2027, all employees shall receive a cost-of-living salary increase of 3%.

3. Effective January 1, 2028, all employees shall receive a cost-of-living salary increase of 3%.

1. Market Adjustments

1. Effective January 1, 20256, all employees in the position of Police Officer, Police Corporal and Police Sergeant, shall receive a Market Adjustment increase of 24%. increase, for a total salary adjustment of 5%.

2. Effective January 1, 2026, all employees in the positions of Community Service Officer shall receive a market adjustment increase of 2.5%

3. Effective January 1, 2027, all employees in the positions of Police Officer, Police Corporal, Police Sergeant, Community Service Officer, and Crime Analyst shall receive a market adjustment increase of 2.5%.

2.4. Effective January 1, 2028, all employees in the positions of Police Officer, Police Corporal, Police Sergeant, Community Service Officer shall receive a market adjustment increase of 2.5%.

Note: Market Adjustments will be applied first, then COLA.

Retroactive pay will be provided exclusively to employees who are actively employed with the City as of the ratification date of this MOU.

B. Market Survey:

The City agrees to conduct a market survey of the classes of Police Officer, Police Sergeant, Dispatcher II, and Police Records Technician. The survey shall be concluded not later than 120 days prior to the expiration of this MOU.

1. The purpose of the study is to determine the relationship of the total compensation for employees in the job classifications identified above when compared to comparable job classifications in the following agencies: City of Elk Grove, City of Rocklin, City of West Sacramento, City of Sacramento, City of Roseville, City of Citrus Heights, and County of Sacramento.

2. Compensation, for purposes of this study, shall constitute the following elements:
a. Base salary (top step in the salary range)
b. Maximum contribution to health insurance
c. Uniform Allowance (to include value of uniforms provided by employer)
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d. Maximum Education/POST Incentive Pay
e. Social Security

3. Study results will identify the mean (average) and relative ranking of the base salary and total compensation, by classification, comparing the City of Folsom to those agencies identified in subsection 1 above.

C. Salary Ranges:

The first-year salary range for each job classification in the Police Bargaining Unit are set forth in Attachment A, Salary Schedules, of this Agreement. The Salary Range for each classification includes Salary Increases (Article V, Section A above), and any Market Adjustment Article V, Section B above). It is understood that implementation of any salary increase, or market adjustment may vary slightly due to rounding. Procedures for step advancement, promotion, demotion, transfer, and layoff as set forth in City of Folsom Personnel Rules and Regulations, and the MOU shall apply. Should unusual circumstances or rigid adherence to the current salary range structure cause an unforeseen inequity, the City Manager may authorize a special salary adjustment appropriate to the circumstance(s).

1. Effective January 1, 2022, the classes of Police Officer, Police Corporal, Police Sergeant, Communications Supervisor, and Dispatcher II shall have one salary range (Attachment A). The salary range for each classification shall consist of nine (9) steps, with three (3) percent between steps. The highest step in the existing salary range(s) for each class shall constitute the highest step in the new salary range for each class. For all other classes in the FPOA bargaining unit, the current salary range structure shall remain unchanged.
a. When converting to the new salary range, employee step assignment shall be equal to the salary step the employee is assigned on January 1, 2022. For example, an employee assigned to Step Six (6) on January 1, 2022, shall be assigned to Step Six (6) in the new salary range.

2. Employees in the classes of Police Corporal and Police Sergeant who are assigned to Range A on January 1, 2022, shall convert to the new salary range (Item D.1 above) on the first calendar day after December 31, 2024.

Range A shall continue for employees who are assigned to Range A through December 31, 2024. Employee step assignment into the new range (Item D.1 above) shall be equal to the Range A salary step the employee is assigned on December 31, 2024. Effective January 1, 2022, all new appointments into the classes of Police Corporal and Police Sergeant shall be appointed to the new salary range (Item D.1, above).

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D. Creation of Salary Range A and Salary Range B:

Except for the class of Police Officer, Police Corporal, Police Sergeant, Community Services Officer, Communications Supervisor and Dispatcher II, each job classification shall have two salary ranges: Range A and Range B.

Procedures for step advancement, promotion, demotion, transfer, and layoff as set forth in City of Folsom personnel rules and the MOU shall apply. Any unitwide salary change shall be applied equally to Range A and Range B. Such salary changes may vary slightly due to rounding.

Salary Range A
Where Salary Range A applies, Salary Range A shall be the salary range for employees employed by the City prior to February 6, 2014. Said employees shall be assigned Range A for City job classifications for the remainder of their continuous employment with the City.

Salary Range B
Where Salary Range B applies, employees who are hired on or after February 6, 2014, shall be assigned to Salary Range B. Said employees shall be assigned Range B for City job classifications for the remainder of their continuous employment with the City.

For classifications with Salary Range A and B, the top step of Salary Range B shall be 100% of the top step of Salary Range A for each job classification.

Except for the class of Community Services Officer, Salary Range B shall consist of thirteen (13) salary steps.

Community Services Officer shall have a single salary range. The salary range for Community Services Officer shall consist of 12 steps.

Dispatcher I is a 12-month probationary/trainee position and shall have a separate 1-step salary range. Upon successful completion of the 12-month trainee opportunity as Dispatcher I, employees will be promoted to Dispatcher II.

E. Salary Step Placement:

Employee step placement in the salary range for each classification are shown in Attachment B, Salary Step Placement.

F. Clothing /Uniform Allowance:

1. Plain Clothes Assignments:

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When the Police Chief assigns employees to a plain clothes assignment (for more than 3 months consecutively), such employees shall receive a clothing allowance of $1000.00 per year. Plain clothes assignments are those assignments that require professional business attire. Other plain clothes assignments that do not require daily wearing of professional business attire may qualify for the allowance based upon individual written approval by the Chief of Police. Appropriate justification shall be made for such approval.

Employees assigned to a plain clothes assignment shall be responsible for the cleaning of their own clothing, except that employees in a plain clothes assignment may have their department issued uniforms cleaned as needed based upon uniformed or overtime assignments.

Clothing allowance shall be paid annually in conjunction with bi-annual shift changes, on or before January 20th and on or before July 20th of each fiscal year. Employees assigned to a plain clothes assignment in January or in July of each year shall receive the annual clothing allowance for the year, payable as described above. Employees assigned to a plain clothes assignment after shift changes will receive a pro-rated clothing allowance.

2. Sworn Personnel
As provided in Section 4 below, the City agrees to provide the initial issue of uniforms to all sworn employees and the City shall pay for the cleaning and replacement of all uniforms.

Any proposed change to the uniforms will only be done after meet and confer with the Association.

For CalPERS Classic members, the City agrees to report to PERS the estimated value of $850 per fiscal year for each uniformed employee for purposes of cleaning, maintaining and replacing uniforms.

3. Non-Sworn Personnel
The City agrees to provide the initial issue of uniforms to all non-sworn employees, consistent with department policy.

4. Uniform Issuance/Replacement – All Employees:

The City will provide the initial issue of uniforms to all employees of the department. The City shall replace any uniform or authorized equipment, which has been lost, stolen, damaged or rendered unserviceable as a

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result of on duty activity. Personnel will receive authorization for uniform replacement from their immediate supervisor.

G. Education Incentive Pay:

1. Effective January 1, 20265, employees shall be eligible to receive Eeducation Iincentive Ppay starting the first full pay period following submission of documentation showing they qualify for such pay.

2. Police Officers, Corporals and Sergeants will be entitled to receive Eeducational iIncentive Ppay based on the following:

Police Officers and Corporals
Either:
c.a. Police Officers and Police Corporals Employees listed in subsection 2 who hold who possess the following degree(s) from a recognized college or university shall receive the following:
(1) Associate’s of Arts degree: 5% salary increase of base pay. shall receive a salary increase of 5%.
(2) Bachelor’s of Arts/Science degree: 10% salary increase of base pay. shall receive a salary increase of 10%.
(3) In no event shall a Police Officer of Police Corporal Employees listed in subsection 2 who hold possesses both an Associate’s of Arts degree and a Bachelor’s of
Arts/Science degree shall receive no more than a 10%
salary increase of base pay.

OR:
d.b. Police Officers and Police CorporalsEmployees listed in subsection 2 who possess hold the following POST certificates shall receive the following:
(1) Intermediate P.O.S.T. Certificate: shall receive a5% salary increase of 5%.base pay.
(2) Advanced P.O.S.T. Certificate: shall receive a10% salary increase of 10%base pay.
(2)(3) In no event shall an officer Employees listed in subsection 2 who possesses hold both an Intermediate P.O.S.T.

Certificate and an Advanced P.O.S.T. Certificate shall receive a salary increase ofno more than 12.50% salary increase of base pay.

Sergeants
Either:

Sergeants who possess the following degree(s) from a recognized college or university:

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(1) Associate of Arts (AA) degree shall receive a salary increase of 5%.

Bachelor of Arts/Science (BA/BS) degree shall receive a salary increase of 10%.
(2) In no event shall a Sergeant who possesses both an AA degree and a BA/BS degree receive more than 10%.

OR:
a. Sergeants who possess the following POST Certificates:
(4) Intermediate POST Certificate shall receive a salary increase of 5%.
(5) Advanced POST Certificate shall receive a salary increase of 10%.
(6) In no event shall a Sergeant who possesses both an
Intermediate POST Certificate and an Advanced POST
Certificate receive more than 12.5%.
c. Employees listed in subsection 2 who hold an Associate’s or Bachelor’s Degree and P.O.S.T. certificate(s), shall receive a total Education Incentive Pay of no more than 12.50% salary increase of base pay.

3. No Police Officer, Police Corporal, or Sergeant who possess an AA or BA/BS college degree(s) and POST certificate(s) shall receive a total EIP salary increase of more than 12.5%.

3. Communications Supervisors, Dispatchers, Police Records Technicians, Community Service Officers, Records SupervisorsEmployees listed in the chart below will be entitled to receive Education Incentive Pay based on the following:

Classification Education Max
Education P.O.S.T. Max P.O.S.T.

Max Combined
Total
Records
Supervisors
P.O.S.T. Records
Supervisor Certificate 7.50% 12.50%
Communications
Supervisors
P.O.S.T. Dispatch
Supervisor Certificate 7.50% 12.50%
Dispatcher I/II P.O.S.T. Dispatcher
Certificate 7.50% 12.50%
Records
Technicians 5.00%
Community
Service Officers 5.00%
Animal Control
Officers 5.00%
Associate's = 2.5%
Bachelor's = 5% 5%
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3. . Dispatchers with the possession of Dispatch POST certification shall receive 7.5%.
. Records Supervisor with the possession of POST certification shall receive 7.5%.
. Dispatchers, Dispatchers, Community Service Officers or Police Records Technicians with possession of:

Associate of Arts Degree shall receive 2.5%.

Bachelor of Arts Degree shall receive 5%.
a. With the exception of Item subsection 45 below, no employees in the classification of Records Supervisors, Communications Supervisors, or Dispatcher I/II or Technician who possess hold an AAAssociate’s or BA/BSBachelor’s college Ddegree(s) and DispatchP.O.S.T Certification as listed in the above chart, shall receive a total Education Incentive Pay of no more than 12.50% salary increase of base pay. receive a total EIP salary increase of more than 10%.

4. Master’s Degree:

Employees hired prior to July 1, 2010, who are in possession of a Masters’s of Arts/Masters of Science dDegree as of December 31, 2025 receive an additional 5% incentive. Degrees shall be related to the field of Law Enforcement or Public Administration as approved by the Chief of Police. Employees hired on or after July 1, 2010, shall not qualify for an additional 5% for a Master’s of Arts/Masters of Science dDegree. An employee receiving this incentive shall not exceed a total education incentive under this section of more than fifteen percentseventeen and one-half percent (1517.5%).

5. Crime Analyst Certificate:

Employees in the class of Crime Analyst who submit evidence documentation that they possess a Crime & Intelligence Analysis Certificate from an accredited institution approved by the City shall, one time only, be advanced in the salary range by an amount equal to approximately 10%: after the first full pay period following submission of documentation showing they qualify for such pay.
• For employees assigned to range A, advancement shall equal two steps.

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• For employees assigned to range B, advancement shall equal four steps.

6. Notwithstanding subsections 1 through 5 above, for the period beginning July 1, 2010, and ending June 30, 2011, employee advancement from one Education Incentive Pay level to the next EIP level shall be frozen.

Employees who would normally have advanced to a higher EIP level during this period shall advance to the next higher level twelve (12) months from the date they would have otherwise qualified and shall not receive any retroactive payment.

H. Tuition Reimbursement Policy:

With the advance written approval of the Department and City and upon satisfactory completion with a grade “C” or better, the City shall reimburse an eligible, permanent unit member for the cost of tuition from a recognized college or university (on a course-by-course basis) for courses having a strong nexus to City law enforcement duties and benefit to the City. All classes will be taken on the unit member’s own time.

1. Eligibility:
a. In order to qualify for tuition reimbursement, a unit member shall have attained permanent status (successfully completed entry-level probation) as a unit member in Folsom. No reimbursement will be made for classes taken during the eligibility period or prior to attaining permanent status.

Classes successfully challenged will not be eligible for reimbursement.
b. Recognized colleges or universities are those institutions of higher learning accredited by one or more of the following accrediting organizations: Middle States Association of Colleges and Schools, New England Association of Schools and Colleges, North Central Association of Colleges and Schools, Northwest Commission on Colleges and Universities, Southern Association of Colleges and Schools, and Western Association of Schools and Colleges.

2. Tuition shall be reimbursed as follows:1
a. For unit members who have completed a total of 60 or less undergraduate2 semester units, the City will reimburse a unit 1 A college quarter system will be converted to a semester system. The semester system that coincides with that used at CSUS will be used.
2 Upon specific approval of the Chief of Police, a unit member who has completed a total of 60 or less undergraduate semester units, may be reimbursed at the CSUS rate referenced in (b) for a lower division Formatted: Indent: Left: 1", Hanging: 0.5", Bulleted +
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member in the amount of the cost of per unit tuition for a resident student enrolled at a Los Rios Junior College District community college.
b. For unit members who have a total of 61 or more undergraduate semester units, the City will reimburse a unit member in the amount of the cost of per semester tuition for either a part time student or full-time student (depending on the number of units carried by the unit member for the semester) for a California resident student enrolled at California State University, Sacramento (CSUS). c. For unit members who are enrolled in a graduate program, the City will reimburse a unit member in the amount of the cost of per semester tuition for either a part time student or full-time student (depending on the number of units carried by the unit member for the semester) for a California resident student enrolled at California State University, Sacramento (CSUS).

3. In any one semester or quarter, the maximum reimbursement for class(es) required books in total shall be a maximum of $500 per semester.

4. Approval of Tuition Reimbursement Claims:

Approval of a claim for tuition reimbursement shall be as follows:
a. Claims for tuition reimbursement will be denied for any course or class that has not received prior written approval from the Department and City.
b. Tuition reimbursement shall be on a course-by-course basis. c. All requests for tuition reimbursement, whether for a single class or a class that is part of an approved program are subject to available funds as determined by the City. Approval for any program does not guarantee approval or available funds for any subsequent class.
(1) To expedite tuition reimbursement, claim approval, a unit member may seek City approval to enter into a course of study for a specified degree or certificate. Degree or
certificate program approval must have a strong nexus to City law enforcement duties as approved in writing by the Department. A request for approval of a degree program or certificate shall include a current, full course description inclusive of mandatory core and elective course options. (2) For each selection of an elective option, the unit member shall obtain the approval of the Department based upon the option most beneficial to the Department and City.
course if currently enrolled in CSUS in a four-year course of study and the lower division units are part of that course of study.

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(3) If a course of study approval has been granted, the unit member may submit the previously granted approval and
indicate the completed course description included in the approval.
d. Tuition reimbursement is not authorized for course work (unit credit) that applies to previous academic or professional experience. Nor is reimbursement authorized for course work necessitated by a change in a course of study, major, a repetition of a course for any reason or other academic circumstance.

I. Canine Officers and Motor OfficersSpecialty Pay:

1. Officers who are routinely and consistently assigned to the Canine Program will be compensated for thirty (30) minutes each day (at time and one-half) for time spent off-duty caring for their dogs.

2. Officers who are routinely and consistently assigned to a Motor Officer position shall receive a Motor Officer differential of five percent (5%).

2.3. Employees who are routinely and consistently assigned to the Detective Division shall receive a differential pay of five percent (5%).

J. Night Shift Differential:

Dispatchers and sworn personnel who work the night shift shall receive a night shift differential of $1.00 per hour. The department will designate which hours/shifts shall qualify for payment of night shift differential.

Effective January 1, 2023, night shift differential shall increase to $1.25 per hour.

Effective January 1, 2024, night shift differential shall increase toof $1.50 per hour.

K. Training Differential – Dispatchers:

The City agrees to pay employees in the classification of Dispatcher an additional 5% salary differential when assigned the responsibility for training newly hired Dispatcher(s).

L. Training Differential:

When an employee is assigned as a training officer to train another employee, he/she shall receive a pay differential of 5% for all hours worked while assigned to train another employee. Employees in the classification of Corporal shall not be eligible for a Training Differential.

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assignment. Such reassignments shall be made pursuant to the current operating procedure.

M. Longevity Pay:

1. Subject to subsections 2 and 3 below, the City will pay employees in the classifications Police Officer, Corporal, Sergeant and Dispatcher for their continued service based on the following formula. The Longevity Pay increments will be paid monthly.
2 ½% After 10 years of full time City service
Additional 2 ½% After 15 years of full time City service Additional 2 ½% After 20 years of full time City service Longevity pay shall not exceed a total of 7 ½% per month for an employee with twenty or more years of full time City service.

2. Employees in classifications not eligible for the Longevity Pay Incentive in subsection 1 above are eligible for a Longevity Pay Incentive as follows:
a. Upon completion of ten (10) or more years of full-time continuous City service, the employee will receive 2 ½% of the employee's base salary.

3. Any employee receiving a higher longevity incentive prior to the effective date of this Agreement than they would receive under this Agreement will continue to receive the longevity incentive they received prior to the effective date of this Agreement.

N. Bilingual Pay:

1. The Police Chief may designate not more than ten (10) employees as eligible to receive a 2.5% Bilingual Pay differential. Employees eligible for Bilingual Pay must (1) speak a foreign language as identified by the City; (2) agree to utilize his/her bilingual ability on the job; and (3) demonstrate bilingual proficiency satisfactory to the Director of Human Resources.

Such assignments shall be in writing and must be renewed on an annual basis.

2. Employees shall maintain the necessary training and certification standards established by the City to continue to receive bilingual pay. All employees receiving bilingual pay shall have their bilingual performance included as part of the employee’s City performance evaluation.

Performance that falls below “meets expectations” may subject the employee to loss of bilingual pay.

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O. Veteran Incentive:

1. Employees who have successfully completed military service and have received an “Honorable Discharge,” shall receive an incentive of two and one-half percent (2 ½%). An employee who qualifies for the Veteran Incentive and an Education Incentive under Article V, Section G, will only receive the Education Incentive. To qualify for this incentive, employees shall provide a copy of their DD-214 to the Human Resources Department to certify that they have received an honorable discharge. The Veteran Incentive does not qualify as pensionable income pursuant to Rule 571.

The Veteran Incentive will be paid the first pay period following submission to, and approval by, Human Resources.

P. PEPRA Members Supplemental Retirement Plan

1. Effective as soon as administratively possible, but no later than 90 days from ratification, the City shall establish a 457 Plan for members hired on or after January 1, 2013. Government (Gov.) Code section 7522.10 of the PEPRA law provides the authority for the earnings limit for all PEPRA members. In the event PEPRA members reach the annual compensation limits in a calendar year, the City and employee shall deposit an amount equal to the employee/employer retirement contributions into the employee’s 457 Plan for the remainder of the calendar year. Contributions to the 457 Plan shall be paid on each payroll cycle. At the start of the new calendar year, contributions to the 457 Plan shall be paused, and all contributions shall resume to CalPERS until the member reaches the annual limit in the new calendar year.

ARTICLE VI – RETIREMENT
A. Public Employees Retirement System (PERS) – Formula:

1. Safety police employees hired on or prior to December 16, 2010, shall receive the retirement benefit of 3%@50. Safety police employees hired on or after December 17, 2010, but prior to January 1, 2013, shall receive the retirement benefit of 2%@50. Safety police employees hired on or after January 1, 2013, shall receive the retirement benefit of 2.7%@57 or as specified in the California Public Employee's Pension Reform Act of 2013 (PEPRA).

2. Miscellaneous employees hired on or prior to May 16, 2011, shall receive the retirement benefit of 2.7%@55. Miscellaneous employees hired on or after May 17, 2011, shall receive the retirement benefit of 2%@55. All Formatted: Indent: Left: 1", No bullets or numbering
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employees hired on or after January 1, 2013, shall receive the retirement benefit 2%@62 or as specified in the California Public Employee's Pension Reform Act of 2013 (PEPRA).

3. Safety police employees hired on or prior to December 16, 2010, and miscellaneous employees hired on or prior to May 16, 2011, shall receive the receive the retirement benefit based on the single highest twelve (12) months of compensation.

Safety police employees hired on or after December 17, 2010, and miscellaneous employees hired on or after May 17, 2011, shall receive the retirement benefit based on the employee's highest average monthly compensation during thirty-six (36) consecutive months of employment as provided in state law pertaining to PERS.

B. Public Employee Retirement System (PERS) – Retirement Benefit:

1. Safety police employees hired prior to January 1, 2013, shall pay 9% of the employee share of retirement. Miscellaneous employees hired on or prior to May 16, 2011, shall pay 8% of the employee share of retirement.

Miscellaneous employees hired on or after May 17, 2011, shall pay 7% of the employee share of retirement.

2. The City agrees to continue Government Code Section 20691, Conversion of Employer Paid Member Contributions (EPMC), for miscellaneous employees.

3. Safety police and miscellaneous employees hired on or after January 1, 2013, will pay the employee contribution as specified and adjusted by PERS.

C. Retiree Health Insurance:

1. Employees hired on or prior to May 8, 2007, who retire3from City service on July 1, 2007, or later may participate in the health insurance plans made available by the City for active employees. The amount of the City’s monthly contribution shall be determined as set forth below. Any costs that exceed the maximum paid by the City towards retiree health insurance costs shall be borne by the retiree.
3 “Employees” are exclusively permanent and/or probationary employees of the City of Folsom on the date the Addendum was approved by the Folsom City Council (May 8, 2007). “Retire” or “retiree” is defined as any classified City employee who (1) applies for retirement with the Public Employees’ Retirement System (PERS) within ninety (90) days after terminating employment with the City; and (2) receives a PERS retirement benefit.

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a. Employees who retire with less than 5 years of service4 shall not be eligible to receive any City contribution toward the cost of retiree health insurance.
b. Employees who retire with more than 5 years of service shall qualify for a monthly City retiree health insurance contribution.

Subject to the maximum set forth in Item 1.c. below, the City retiree health insurance contribution shall be as follows:

1. Retiree only – an amount equal to the City’s contribution towards active employee health insurance for the category of “employee only.”

2. Retiree and one dependent – an amount equal to the City’s contribution towards active employee health insurance for the category of “employee plus one.”

3. Retiree and two or more dependents - an amount equal to the City’s contribution towards active employee health
insurance for the category of “employee plus one” plus $100. c. The City’s monthly contribution toward the cost of retiree health insurance shall not exceed the maximum monthly contribution paid by the City to active employee health insurance for the categories of employee only (for retiree only), employee plus one (for retiree plus one dependent), and employee plus one plus $100 (for retiree plus two or more dependents), as of January 1, 2012.
(1) The January 1, 2012, cap for each category shall be adjusted each January thereafter by an amount not the
exceed 3%, depending on the percent increase in the
Consumer Price Index (CPI), U.S. Department of Labor, for November - November of the previous year, Index CPI-W,
Urban Wage Earners and Clerical Workers, Series
#CWUR0400SA0, United States. (Example, if the cost of
living for the specified period increases by 2%, the cap shall be increased by 2%. If the cost of living for the specified period increases by 4%, the cap shall be increased by 3% (cost of living increases in the cap shall be rounded to the nearest tenth.)
4 “Service” is defined as full time (or equivalent) continuous permanent and/or probationary employment status with the City of Folsom.

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2. The City shall contribute $25 per pay period into a Health Reimbursement Arrangement for each probationary/permanent employee hired after May 8, 2007.

D. Retiree Dental and Vision Insurance:

Effective the first full pay period after approval of this MOU by the City Council, employees who retire from City service must have at least 120 months of continuous service as a City employee to qualify for dental and vision insurance benefits provided to active employees. The City shall contribute 5% of the premium per year of City service, up to 80% City contribution.

E. Social Security Retirement Plan:

Employees in the Police Bargaining Unit shall maintain enrollment in the federal Social Security System (F.I.C.A.).

F. Out-of-Area Health Plan (OAHP):

1. OAHP shall work in conjunction with the Health Reimbursement Arrangement (HRA) provided by the City to active employees. Each OAHP retiree will obtain a participant account.

2. Only retirees who (a) are not eligible for Medicare who reside outside of the service area as defined by the City health insurance carriers; (b) qualify for retiree health coverage pursuant to Article VI, Section C; and (c) agree to disenroll from the current group medical benefit plan for retiree health coverage may participate in OAHP.

3. Once a retiree opts to participate in OAHP, the retiree shall thereafter be prohibited from returning to retiree health coverage.

4. The City will contribute to the retiree’s participant account monthly in an amount equal to the amount of the City’s contribution for employee only or employee plus 1 coverage, based on the retiree’s marital status at the time of OAHP election. Eligible dependents not covered at the time of election will not be added at a later date. Annual confirmation of dependent eligibility will be required. The City’s contribution would be used for premiums to obtain health coverage and other qualified out-of-pocket medical expenses. Under no circumstances shall the contribution be higher than the City paid premiums for similarly situated in-area employees. The retiree shall be responsible for administrative costs established by the HRA plan administrator.

5. Upon the death of, or marital dissolution from, the retiree’s spouse on record at the time of election to participate on OAHP, the funding level will be adjusted to employee only. Subsequent spouse(s) from any

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subsequent marriage(s) (i.e. post initial OAHP election) shall not be eligible to participate and funding will remain at employee only. In the event of the retiree’s death, surviving spousal benefits will conform to the City practices applicable to employees participating in City plans. Should the retiree obtain coverage from another source (e.g. coverage by spouse), the funding will cease and will not be reinstated.

6. Rules and procedures governing OAHP shall be determined and administered by the City’s Human Resources Department. Disputes regarding OAHP shall be appealed to the City Manager or designee and shall not be subject to arbitration.

ARTICLE VII – INSURANCE
The City’s obligation for health, dental, vision, life and disability insurance coverage is limited to plan contribution. Plan content, including eligibility criteria, is determined by the respective carriers.

A. Health Insurance:

1. Beginning January 1, 2011, the City’s maximum monthly contribution for active employee health insurance coverage shall be adjusted annually to an amount equal to 50% of the increase above the 2010 Kaiser monthly premium rate for employee only category ($507.89), employee plus 1 category ($1,015.78), and employee plus 2 or more category ($1,320.52), rounded to the next whole number.

Example:

Employee only category: The 2010 monthly premium for Kaiser employee only is $507.89 and the City’s maximum monthly contribution is $486.00. If this premium increases by 10% for 2011, or to $558.68, the City’s contribution for 2011 for the employee only category would be computed as follows: $558.68 - $507.89 = $50.79, $50.79 x 50% = $25.40, $486.00 + $25.40 = $511.40. After rounding to the next whole number, the City’s maximum contribution for health insurance for the employee only category would be $511 per month.

Employee plus 1 category: The 2010 monthly premium for Kaiser employee plus 1 is $1,015.78 and the City’s maximum monthly contribution is $972.00. If this premium increases by 10% for 2011, or to $1,117.36, the City’s contribution for 2011 for the employee plus 1 category would be computed as follows: $1,117.36 - $1,015.78 = $101.58, $101.58 x 50% = $50.79, $972.00 + $50.79 = $1,022.79. After rounding to

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the next whole number, the City’s maximum contribution for health insurance for the employee plus 1 category would be $1,023 per month.

Employee plus 2 or more category: The 2010 monthly premium for Kaiser employee plus 2 or more is $1,320.52 and the City’s maximum monthly contribution is $1,263.00. If this premium increases by 10% for 2011, or to $1,452.57, the City’s contribution for 2011 for the employee plus 2 or more category would be computed as follows: $1,452.57 - $1,320.52 = $132.05, $132.05 x 50% = $66.03, $1,263 + $66.03 = $1,329.03. After rounding to the next whole number, the City’s maximum contribution for health insurance for the employee plus 2 or more category would be $1,329 per month.

1. The City’s maximum monthly contribution for active employee health coverage for the year 2025 is as follows:

Employee only: $754
Employee plus one: $1,506
Employee plus family: $1,955

2. The City’s maximum monthly contribution for active employee health insurance will be adjusted annually. If there is an increase in the Kaiser HMO monthly premium, the City will cover 50% of the increase, adding it to the previous year’s contribution for employee-only, employee plus one, and employee plus two or more coverage levels. The final amount will be rounded to the next whole number. The employee is responsible for the difference between the applicable premium and the City’s contribution. If there is no premium increase, the City’s contribution remains unchanged.

Example:

If the previous year’s City contribution for the employee-only coverage was $500 and the Kaiser HMO premium increased by $20, the new City contribution would be:
$500 + (50% of $20) = $500 + $10 = $510

6.3. Employees who select a health plan with higher monthly premiums than the maximum monthly premium paid by the City (Section A, item 1 and 2 above) shall pay the difference through payroll deduction. Should employees select a health plan with lower monthly premiums than the maximum monthly premium paid the City, the City’s contribution shall be limited to the cost of the monthly premium.

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7.4. High-Deductible Health Plans
a. The City agrees to offer two High-Deductible Health Benefit Plans offered by the health benefit plan carriers.
b. The City agrees to make available a Health Savings Account (HSA) to eligible active employees who select either of the HighDeductible Health Benefit Plans. c. Tax status of contributions, contribution amounts, and use of HSA funds shall be in accordance with federal and state law.

8.5. Health Insurance – Cash Back
a. Probationary or permanent employees, who certify to the Human Resources Department that they have group health insurance coverage with comparable benefits to health plans offered by the City, may decline to participate in City health insurance coverage. b. Employees who decline to participate in City health insurance coverage shall receive a cash back payment from the City of $300 per month for each month the employee does not participate in City health insurance coverage.
c. Employees who have declined to participate in City health plan coverage pursuant to this section may enroll in City health plan coverage only during the annual open enrollment period. d. This section shall be administered pursuant to procedures established by the City Human Resources Department.
e. Employees who decline health insurance coverage shall continue to be eligible to participate in the City’s vision and dental plans. f. An employee whose spouse is employed by the City and receives health insurance is also eligible to receive the cash back payment.

B. IRS 125 Reimbursement Account:

The City will provide access to an IRS 125 Reimbursement Account. Employees may participate in the account pursuant to administrative procedures established by the City.

C. Health Benefits Labor-Management Committee:

The parties agree to participate in a city-wide Health Benefits Labor-Management Committee to review existing health benefit programs, plan changes, and cost containment. The Health Benefits Labor-Management Committee shall be open to all employee organizations representing City employees. FPOA may select up to two representatives to participate in Committee meetings. Employees who participate in Committee meetings shall do so without loss of compensation.

D. Dental Insurance:

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Dental insurance will be provided by Delta Dental Plan. Effective the first full pay period after approval of this MOU by the City Council, tThe City will contribute 80% of the monthly premium for an employee, employee and dependent, or employee and family as set forth in the plan document. Employees will contribute 20% of the monthly premium. The City’s obligation for dental insurance coverage is limited to plan contributions. Delta Dental Services, Inc. shall determine dental plan coverage.

E. Vision Care:

Vision coverage will be provided by Vision Services Plan. Effective the first full pay period after approval of this MOU by the City Council, tThe City will contribute 80% of the monthly premium for an employee, employee and dependent, or employee and family as set forth in the plan document.

Employees will contribute 20% of the monthly premium. The City’s obligation for vision insurance coverage is limited to plan contributions. VSP shall determine vision plan coverage.

F. Life Insurance:

The City agrees to continue to pay premiums to provide $50,000 life insurance coverage and $50,000 accidental death and dismemberment coverage for employees in the bargaining unit for the term of this Agreement.

Eligible dependents shall receive $2,000 life insurance coverage.

G. Short Term Disability Program:

The City agrees to provide a Short-Term Disability Insurance Program as provided in the plan document, with the City paying 100% of the monthly premium rate for the weekly indemnity insurance program (short term disability) of 60% of salary for 26 weeks. The waiting period for initiation of benefits under the plan shall be 12 calendar days. This program is for non-job-related injuries or illness.

H. Long Term Disability Program:

The City agrees to provide a long-term disability program for employees in the bargaining unit as provided in the plan document. The plan shall provide for a maximum benefit of 60% of salary, up to age 65. This program is for non-jobrelated injuries or illness.

ARTICLE VIII – HOURS OF WORK AND OVERTIME
A. Work Shifts and Work Schedules:

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The Police Chief or designee shall establish work shifts and work schedules for all employees. Employees shall work shifts of eight, nine, ten, eleven or twelve hours based on the Police Department’s needs.

The Police Department may redefine the first and last day of any scheduled workweek for each shift. The redefined workweek will be implemented for each work schedule based on the Police Department’s scheduling requirements.

Prior to any permanent change in work schedules, the department will give notice to the FPOA and, if requested by the FPOA, meet over the impact of such change.

As a result of a scheduled shift rotation, should an employee be required to work a different shift with less than a 12-hour period off between the old shift and the new, that employee shall be granted up to one scheduled shift off or paid administrative leave to ensure adequate rest between shifts. An employee’s regular days off prior to the shift change shall not be changed for the purposes to avoid this provision.

All FLSA 7K exemptions for Police officers will apply, e.g., hours worked and overtime provisions, unless modified by this Memorandum of Understanding.

B. Daylight Savings Time:

Effective upon Council adoption, if the changeover from Daylight Savings Time to Standard Time in the fall results in an extended workday, employees shall be compensated for the actual number of hours worked, including overtime compensation if appropriate. If the changeover from Standard Time to Daylight Savings Time in the spring results in a reduced workday, employees will be compensated for the actual number of hours worked, except those employees shall be allowed to debit available annual leave, compensatory time or holiday leave balances to offset any loss of pay that would otherwise occur.

C. Shift Rotation Schedule:

1. The shift rotation schedule for non-probationary police officers and sergeants shall be by seniority bidding. The Chief of Police or designee can alter shift assignments when it is in the best interest of the department under the following circumstances (the Chief will advise the FPOA President of his actions and reasons therefore):
a. Deployment of probationary officers.

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b. Deployment of patrol officers/sergeants in special assignment positions.
c. It is recognized by the Chief that there exists an issue of officer safety or the need to deploy a specific officer due to personal matters.

2. Shift rotations shall occur during the following time periods:

Patrol Personnel: March and September
Dispatch Personnel: March and September
D. Shift Trade:

A shift trade system is authorized wherein an employee scheduled for duty on a given day and shift can, with prior notice to the Chief of Police or designee; arrange to have another employee work for him/her. Shift trades may only take place between employees who are in the same job classification and within the same pay period. Example, a Police Officer may only make a shift trade with another Police Officer. A Police Officer may not make a shift trade with a Police Sergeant.

E. Minimum Staffing Levels:

Police Department staffing levels shall be established by the Chief of Police.

F. Overtime:

Overtime may be required of any employee when the Chief of Police or designee determines it to be in the best interest of the City. Employees will be compensated only for overtime ordered or authorized by designated supervisory personnel. However, no employee may be required to work overtime during any scheduled workweek in which the employee is on unpaid status due to disciplinary action.

Overtime will be paid for any hours worked outside an employee’s scheduled hours of work.

Time worked in excess of eight (8) hours in a day shall not count in determining whether an employee has worked in excess of forty (40) hours in a week.

The overtime rate of pay shall be either 1½ times the hourly rate of salary with respect to cash payment; or 1½ hours for each hour worked with respect to compensatory time off (CTO). Compensatory time off hours shall be included on payroll stubs.

G. Overtime Rotation System:

An overtime rotation system shall be approved by the Chief of Police which provides an equal opportunity for all officers to assume overtime assignments when the overtime is discretionary.

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H. Call-In Pay:

1. Any employee who is called in to work with less than 24 hours’ notice shall be compensated at a minimum of four hours at the overtime pay rate, except as reflected herein.

2. The City reserves the right to assign an employee to overtime work concurrent with the beginning or end of a shift, provided that an employee is given more than 24 hours’ notice. In such cases, the employee will be compensated hour for hour at time and one half.

3. Employees will be compensated with a minimum of two (2) hours of overtime pay for departmental meetings and training held outside an employee’s scheduled hours of work.

I. Telephone Standy/Court Preparation:

1. The City will pay a minimum of two (2) hours of overtime for telephone standby for court, or cancellation of a court appearance within 24 hours prior to the scheduled court appearance.

2. Employees scheduled to appear in court shall be compensated a minimum of four (4) hours at the overtime rate if the employee reports for the appearance. Employees who report for a court appearance shall not be eligible to receive the two (2) hours of overtime for court telephone standby or less than 24-hour Court cancellation as set forth in Item 1 above.

J. Compensatory Time Off:

Compensatory time off (CTO) may be accrued in lieu of overtime pay to a maximum of one hundred sixty (160) hours. Employees may take CTO off at the convenience of the City and upon approval of the Chief of Police.

1. Exception: Events or training, which are subject to outside reimbursement, will be posted in advance if eligible for overtime pay only. These instances must be pre-approved by the Chief of Police or designee and the overtime must be specifically posted as “eligible for overtime pay only.”

2. Effective the first full pay period after approval of this MOU by the City Council, employees may, within the first 30 days after ratification by the City Council, convert all accrued CTO to cash on an hour for hour basis.

K. Standby Duty – Dispatchers:

1. The City may assign a Dispatcher to Standby Duty, as it deems necessary.

Standby Duty requires a Dispatcher assigned:

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a. To be ready to respond immediately to calls from the City and to be called into work;
b. To be reachable by telephone/pager;
c. To refrain from activities which might impair their ability to perform any assigned duties.

2. Standby Duty shall be for a 24-hour period.

3. Employees assigned to Standby Duty shall receive compensation of $70.00 per 24-hour period.

4. Employees assigned to Standby Duty and who are called in to work shall be compensated at the overtime rate pursuant to Article VIII, Section E (Overtime) of the Agreement. Article VIII, Section G (Call-In Pay) of the Agreement shall also apply.

5. Standby Duty shall be assigned by the Police Department on an equitable basis based on the needs of the department.

ARTICLE IX – LEAVES
A. Annual Leave:

1. Employees shall receive the following Annual Leave credits:

Non-shift personnel (40-hour work week):

Length of Service Annual Leave Allowance
0 – 5 years 16.34 hours per month
5 – 10 years 19.34 hours per month
10 – 15 years 22.34 hours per month
15+ years 24.34 hours per month
Shift personnel:

Length of Service Annual Leave Allowance
0 – 5 years 17.00 hours per month
5 – 10 years 20.00 hours per month
10 – 15 years 23.00 hours per month
15+ years 25.00 hours per month

2. Except as specified in Article IX, Section B below, employees shall not accrue sick leave. However, employees who have accumulated sick leave hours shall retain such hours and may use such leave credits pursuant to Article IX, Section B, below.

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3. Annual leave credits may be used for any approved absence, including vacation and illness or injury. When annual leave is used for vacation, it will be scheduled pursuant to City Personnel Rules. When annual leave is used for illness or injury leave (e.g., sick leave) purposes, it will be taken pursuant to Article IX, Section B of this MOU.

4. Employees with annual leave balances that exceed the annual leave caps of 400 as of the date of ratification of this MOU by City Council, may retain such balances until the annual leave balances are reduced to the new cap.
a. To avoid exceeding the maximum of 400 hours of accumulated annual leave, the City may direct an employee to take time off on annual leave. However, in the event the City does not approve annual leave for an employee in an amount sufficient to reduce accumulated annual leave to 400 hours, the number of hours that exceed 400 hours shall be rolled over into sick leave until the annual leave balance is reduced to the cap.

5. Cash Out of Annual Leave
b. Employees may cash out up to 40 hours of annual leave per fiscal year.
c. Annual Leave shall be cashed out pursuant to procedures established by the City Human Resources Department.
d. Accrued annual leave shall be cashed out upon separation from employment with the City on an hour for hour basis.

6. Annual vacation requests shall be approved based on department policy as approved by the Chief of Police.

B. Sick Leave:

1. Sick leave may be used by employees for purposes enumerated in City Personnel Rules.

2. The City’s contract with CalPERS permits sick leave to be converted to service credit for purposes of retirement (Government Code section 20965).

3. Accrued sick leave shall not be cashed out.

4. There shall be no maximum on the number of hours of sick leave an employee may accrue (bank).

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C. Holidays:

1. Employees who are not assigned by the Police Chief to work shifts shall receive the following:
a. The following holidays shall be observed by the City:
(1) New Year’s Day (January 1)
(2) Martin Luther King Day
(3) President’s Day (Washington’s Birthday)
(4) Memorial Day
(5) Independence Day
(6) Labor Day
(7) Veterans Day
(8) Thanksgiving Day
(9) Friday following Thanksgiving Day
(10) December 24
(11) Christmas Day
(12) December 31
(13) One (1) personal holiday as set forth in Item e) below. b. If any holiday falls on a Saturday, the proceeding Friday shall be observed as the holiday; and if any such holiday falls on a Sunday, the following Monday shall be observed as the holiday.
c. If a holiday occurs on the employee's first normal day off, the employee shall take the preceding day as the holiday; however, id the holiday occurs on the employee’s second consecutive normal day off, the employee shall take the following day as the holiday. d. Notwithstanding the above, eligible employees who are not able to take a designated holiday day off shall be credited with one (1) additional day of annual leave (8 hours) for each holiday not taken.

Examples of this would include a non-peace officer assigned to work a shift who’s regularly scheduled workday falls on a holiday or a non-shift peace officer whose duties required him/her to work on a holiday.
e. As listed under Item (a) above, employees shall be entitled to one (1) personal holiday (8 hours) per calendar year. The personal holiday shall be taken in the same manner and under the same rules as compensating time off (CTO), except that employees who have not completed their initial probationary period may not take their personal holiday until they have completed the probationary period.
f. No holiday pay shall be accrued when an employee has been off work on unpaid status for more than 90 days.

2. Effective July 1, 2010:

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Employees who are assigned by the Police Chief to work shifts shall cease accruing Holiday Leave time; instead, such employees shall receive a 6% Holiday Pay differential. Holiday Pay shall be multiplied by the employee’s salary step. Holiday Pay is additional compensation for employees who are normally required to work on an employer-approved holiday because they work in positions that require staffing without regard to holidays. Employees no longer accrue Holiday Leave credits, but employees with accrued Holiday Leave credits on the books may take such time off in the same manner as Annual Leave. Holiday Pay shall be compensable for retirement (PERS) purposes.

D. Use of Accrued Employee Furlough Time:

Between March 2009 and June 2010 employees (except employees in the classes of Dispatcher I, Dispatcher II, and Communications Supervisor) had their salary reduced 2 hours per pay period in exchange for accruing 2 hours per pay period of Furlough Time. For those employees with accrued Furlough Leave on the books, the use of Furlough Leave shall be treated the same as Annual Leave, except that accrued Furlough Leave shall have no cash value.

E. Maternity/Paternity Leave:

The City and FPOA agree that the family leave policy will be to provide four (4) months of maternity/paternity leave, without compensation, consistent with law.

F. FPOA Catastrophic Leave Bank:

1. The purpose of the FPOA catastrophic time bank is to enable employees to receive and donate accrued annual leave, sick leave, and compensating time off (CTO) credits to assist employees who have no leave and who will suffer a financial hardship due to a prolonged illness or injury to themselves or a member of the immediate family as defined in City Personnel Rules. The following conditions shall apply:
a. Catastrophic Leave will be available only to employees who have exhausted all of their own paid leave through a bona fide serious illness, injury or FPOA defined catastrophic.
b. The City shall administer the time bank.
c. An employee may be on disability insurance and use the time bank credits in the same manner that sick leave is used to supplement disability insurance benefits.
d. All donations are to be confidential, between the donating employee and the City.
e. Employees donating to the time bank must have forty (40) hours of annual leave or sick leave available after making a donation. f. Donating employees must sign an authorization form (prepared by the City) and specify the employee who is to be a recipient of the

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donation. Employees relinquish all rights and claims to hours donated. Donor specific time does not require exhaustion of accrued leave time by recipient.
g. Donations shall be subject to applicable tax laws.
h. Availability of catastrophic leave time shall not delay or prevent the City from taking action to medically separate or disability retire an employee.
i. The City may require a physician's statement stating that the presence of the employee who is requesting catastrophic leave time to care for an ill or injured immediate family member is necessary.

ARTICLE X – MISCELLANEOUS
A. Fitness for Duty:

1. The City may require an employee to submit to a medical examination by a physician designated by the City to evaluate the capacity of the employee to perform the work of the employee's position. The decision to require an employee to submit to such medical examination shall be based upon reasonable cause to believe, by the employee’s department head or designee, that the employee is unable to perform the work of the employee’s position. The City shall pay the cost of such examination.

The physician shall make a written report to the City. Information provided by the City's physician shall be kept confidential. A copy of the physician's report shall be given to the employee.

After consideration of the report and other pertinent information, the City will take steps in accordance with State and Federal law regarding disabilities. If the City concludes the employee is unable to perform the work of his/her present position, the City may demote or transfer the employee to an appropriate position, including one of less than full time. If it is concluded that the employee is unable to perform the duties of his/her position and the employee cannot be demoted or transferred to another position, the employee's employment with the City may be terminated.

Any such action shall be considered non-disciplinary. An employee who is terminated because he/she is unable to perform the duties of his/her position shall be placed on paid administrative leave until the date of separation.

An employee terminated pursuant to this section may elect, at the employee's cost, to an examination by a physician of the employee's choice. If the employee's physician finds the employee fit to perform his/her job duties the employee shall have the right to submit the matter to binding arbitration, pursuant to Article XI of this MOU.

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After weighing the evidence submitted by both parties, the employee may be reinstated if the arbitrator determines that the employee is fit to perform the duties of his/her former position. Reinstatement shall not require current eligibility on any city employment list. The arbitrator may elect to pay the employee for some or all of the time between the termination date and the date of the arbitrator's award.

2. This section shall not supersede any rights and/or remedies the parties may have pursuant to the California Workers Compensation system and Labor Code.

3. The parties agree to meet during the term of this agreement to review policies and statutes that govern Fitness for Duty and insure compliance with state law.

B. City Vehicle Use:

City vehicles shall be assigned at the discretion of the Chief of Police.

C. Probationary Period:

1. The City will require a 12-month probationary period for all classes in the police bargaining unit. All regular employees shall serve a 12-month probationary period upon appointment to a classification in the police bargaining unit; with the exception that employees appointed to the class of Police Officer shall begin their 12-month probationary period at the conclusion of academy graduation. Probationary periods may be extended consistent with City Personnel Rules.

2. Notwithstanding Section C, subsection 1 above, employees in the class of Crime Analyst shall not complete the probationary period until the employee possesses the Crime and Intelligence Certificate as set forth in Article V, Section J, subsection 6. Failure of any employee in the class of Crime Analyst to possess the Crime and Intelligence Certificate prior to conclusion of the probationary period shall cause the employee to be released from employment in the class.

3. Notwithstanding Section C, subsection 1 above, employees in the class of Dispatcher I/II, if starting in the entry level of Dispatcher I, will serve a minimum 18-month probationary period. This involves 12 months in the probationary trainee position of Dispatcher I, followed by another 6 months of probation upon advancement to Dispatcher II. Failure of any Dispatcher I to attain POST certification prior to the conclusion of the 12 months Dispatcher I probationary period shall cause the employee to be released from employment in the class.

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1/1/256 – 12/31/258
page 38
D. Permanent Part-Time Employees:

Permanent part-time employees are employees hired off an eligible list and who work at least 20 hours per week and not more than 39 hours per week.

The City agrees to provide the same pay 100% of the health, dental, and vision insurance contributions premiums for the employee-only category for permanent part-time employees that it provides permanent full-time employees. Permanent part-time employees shall have the option to purchase employee plus 1 or employee plus 2 or more dependent coverage through the City at rates established by the City's health, dental and vision insurance carriers. When a permanent part-time employee purchases dependent coverage, the employee shall pay the difference between the amount paid by the City for employee-only coverage and the cost of the dependent coverage.

Other benefits provided in the Memorandum of Understanding (MOU) between the City and the FPOA shall be allocated to permanent part-time employees on a pro-rata basis.

E. Voluntary Wellness Program:

The Police Department will implement a Voluntary Wellness Program for employees in the classes of Police Officer, Police Corporal, Police Sergeant, and Community Service Officer. The purpose of the program is to encourage the proper physical conditioning and health of law enforcement personnel. The department shall determine specific procedures and policies; however, key elements shall include:

1. Regular exercise regimen. Employees shall be granted up to four hours (not to exceed one hour per shift) of release time per workweek to exercise, call load permitting. Such time shall be scheduled at the discretion of appropriate supervisory personnel.

2. Participation in an annual “baseline” physical evaluation conducted by the department.

3. The Chief of Police shall be authorized to implement program changes which benefit additional members of the FPOA. Those additions will be published consistent with department directives.

Nothing in this section shall be deemed to interfere or infringe upon the right of the City to set work schedules and/or hours of work as set forth in Article II, Section 1 of this Agreement.

F. Personal Leave Time:

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FPOA Memorandum of Understanding
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page 39

1. Any Personal Leave Time (PLT) earned by employees and still remaining on the books may be used by employees for time off on an hour for hour basis until the employee has exhausted the bank. Use of PLT time shall be subject to the following:

PLT may be used by employees for time off on an hour for hour basis until the employee has exhausted the bank. Use of PLT time shall be subject to the following:
b. Use of PLT shall be subject to operating needs of the Police Department.
c. Use of PLT shall not cause the Police department to backfill behind an employee using OLT.
d. PLT shall have no cash value and may not be cashed out. If an employee terminates employment with the City or retires, any PLT remaining in the bank shall be surrendered with no value to the employee.

2. At such times that the Chief of Police changes the work schedule for Dispatchers from a 12-hour day shift to a 10-hour day shift, Dispatchers shall accrue a one-time grant of 100 hours of Personal Leave Time.

Nothing in this section shall be deemed to interfere or infringe upon the right of the City to set work schedules and/or hours of work as set forth in Article II, Section I of this Agreement.

G. Mutual Aid Assignments:

All personnel assigned by the Chief of Police to provide Mutual Aid to another public agency will be compensated (portal to portal) from time of assignment to their return to the police headquarters. While on Mutual Aid assignment, personnel will be compensated at their regular rate of pay during their normally assigned shifts. Personnel assigned to work on days off shall be compensated at the overtime rate.

Specific policies and procedures applicable to Mutual Aid assignments shall be determined by the department.

H. Lateral Hire – Police Officer/Dispatcher
As a recruitment incentive for the lateral hire of a Police Officer or Dispatcher, the City may, at its discretion, offer one or more of the following employment enhancements:

2. Accrual of Annual Leave pursuant to Article IX, Section A, at the rate consistent with the vacation accrual rate of the lateral hire’s last place of employment as a Police Officer/Dispatcher.

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FPOA Memorandum of Understanding
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page 40

3. Training and education incentives pursuant to Article V, Section H.

4. Salary step placement consistent with the candidate's previous experience as a Police Officer/Dispatcher.

5. Crediting of up to forty (40) hours of personal leave time (PLT). PLT shall have no cash value. PLT shall be taken in a manner consistent with department vacation policy. Should a lateral hire terminate employment with the City, any unused PLT shall be forfeited.

ARTICLE XI – GRIEVANCE PROCEDURE
A. Definition:

The term "Grievance" as used in this Agreement is limited to a complaint or request of an employee, group of employees, or FPOA which involves the interpretation, application, or compliance with the provisions of this Agreement or City Rules.

B. Time Limits:

Grievances not presented within the time limits established for each step of this procedure shall not be considered. Should the City fail to answer within the established time limits, the grievance may be processed to the next level and the failure to answer shall be given the appropriate weight by the arbitrator.

When days are used in this article for the purpose of establishing time limits, those limits will be presumed to have been met when the appropriate forms are either personally delivered to the affected party or deposited in the U.S. mail, as evidenced by the appropriate postmark.

Time limits may be waived by mutual agreement between the parties. As referred to in this article, all "days" are "calendar days." C. Presentation:

An employee and/or FPOA representative may present a grievance while on duty, provided such presentations and discussions do not disrupt City operations and are kept to a reasonable minimum.

D. Procedure:

All grievances as defined herein shall be processed in accordance with this procedure. All grievances, beginning at Step 2 shall be filed on forms provided by the City for that purpose. FPOA may refuse to represent a grievant and the

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1/1/256 – 12/31/258
page 41
City may refuse to consider a grievance in those circumstances where the aggrieved party has not followed this procedure.

1. STEP 1. Within fifteen (15) days of the act(s) and/or omission(s) giving rise to the grievance or within fifteen (15) days of the time the employee or FPOA should reasonably have been aware of said act(s) and/or omission(s), the grievance shall be discussed informally with the person or persons most directly responsible for the circumstances which gave rise to the grievance. If the grievance is not resolved within fifteen (15) days of the date on which it is first presented at Step 1, the grievant may proceed to Step 2.

2. STEP 2. Within fifteen (15) days of receipt of the Step 1 answer, or if no answer is given, within thirty (30) days of the Step 1 meeting, the grievant, if still dissatisfied, shall file with the Police Chief, a formal written grievance. Within fifteen (15) days of the receipt of the formal grievance the Police Chief or designee shall meet with the grievant to discuss the matter. The Police Chief or designee shall respond to the grievant, in writing, within fifteen (15) days of the Step 2 meeting. The Step 2 response shall include the position of the Police Department and the reasons therefore, as related to the grievance.

3. STEP 3. Within fifteen (15) days of the Step 2 response or, if no Step 2 response is received, within thirty (30) days of the Step 2 meeting, the grievance may be presented in writing to the City's Employee Relations Officer. The Employee Relations Officer shall conduct such investigation as is deemed appropriate and shall issue a written determination within thirty (30) days of the date on which the grievance is first presented at Step 3. If the Employee Relations Officer fails to issue a written determination within the prescribed period of time or if the determination is not satisfactory to the grievant, the grievant may request that the matter be submitted to binding arbitration.

Matters involving the interpretation or application of this Agreement may only be submitted to Step 4 by FPOA. Employees may submit matters of discipline to arbitration pursuant to Article XII of this Agreement.

4. STEP 4. A request for binding arbitration shall be made in writing to the Employee Relations Officer within fifteen (15) days of the date which the grievant received a copy of the written determination of Step 3, or in the event that no Step 3 answer is received, within forty-five (45) days of the date of the Step 3 meeting. An arbitrator may be selected by mutual agreement between the parties. However, should the parties fail to

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1/1/256 – 12/31/258
page 42
voluntarily agree upon an arbitrator, the parties shall make a joint request to the American Arbitration Association or the Mediation and Conciliation Service of the State of California. The parties shall request a list of five (5) qualified arbitrators. Each party shall alternately strike one name from the list and the last remaining name shall serve as arbitrator. The first party to strike a name shall be determined by the toss of a coin.

The arbitrator's decision shall be final and binding on the City, FPOA, and the grievant. The arbitrator shall have no authority to add to or delete from the terms of this Agreement or City rules. All fees and costs of the arbitrator and court reporter, if any, shall be borne equally by the parties.

In matters of discipline, which have not been submitted to arbitration by FPOA, all costs will be split between the parties to the arbitration and shall not include FPOA.

ARTICLE XII – DISCIPLINE PROCEDURE
A. Policy:

It is the policy of the City that the discipline of City employees be imposed on an appropriate and consistent basis. When an employee engages in misconduct or when job performance is unsatisfactory in the judgment of the City, disciplinary action may be initiated. This article modifies disciplinary procedures identified in City Personnel Rules.

B. Definition:

As used herein, “disciplinary action” means written reprimand, suspension without pay, reduction in pay, demotion, or dismissal.

C. Persons Authorized to Initiate Disciplinary Action:

Discipline may be initiated by those authorized in the City Personnel Rules.

D. Application of Appeal Procedure:

1. Permanent Status: This article shall only apply to employees with permanent status with the City.

2. Probationary Status: An employee in probationary status shall have no right to grieve or arbitrate release from probationary appointment.

3. Temporary Employee: An employee in a temporary position shall have no right to grieve or arbitrate release from temporary appointment.

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page 43

4. Temporary Upgrade (Out of Class): An employee in a temporary upgrade status shall have no right to grieve or arbitrate release from temporary upgrade status.

5. A written reprimand shall be appealable only to the City Manager or his/her designee with the right to present the employee’s position and supporting evidence, but no right to confront or cross-examine witnesses.

The decision of the City Manager or designee shall be final.

6. Upon the request of an employee, a written reprimand shall be removed from an employee’s personnel file after two (2) years from the original date of issuance; provided, however, that the employee has not been subject to disciplinary action during the two (2) year period.

7. A counseling memorandum, letter of instruction or similar action shall not be considered formal disciplinary action. Such measures shall be considered corrective action. The Police Chief may issue General Orders defining corrective action measures and identify those management personnel who can issue such measures. Corrective action may not be appealed beyond the Police Chief.

E. Cause for Disciplinary Action:

1. Discipline shall be for cause. Examples of conduct or performance deficiencies that may warrant discipline include, but are not limited to (more examples can be found in the City Personnel Rules):
b. Misstatement of facts during hiring process
c. Falsification of an entry on a City document (e.g., timecard, expense report)
d. Disclosure of confidential information
e. Insubordination or willful disobedience
f. Incompetence, inefficiency or unsatisfactory job performance g. Discriminatory, discourteous, or unbecoming behavior h. Theft, misuse or unauthorized use or possession of City property i. Dishonesty
j. Misconduct, i.e., any behavior that brings harm or discredit to the City
k. Being under the influence of illegal drugs or alcohol or possessing illegal drugs while on City property or on official business l. Conviction of a felony or misdemeanor that involves moral turpitude, or any other conviction or pleas of nolo contendere (no contest) or diversion for such offense, which adversely affects, or brings discredit to the City
m. Excessive absence or tardiness
n. Absence without approved leave

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FPOA Memorandum of Understanding
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o. Violation of a City rule, policy, or procedure
p. Soliciting outside work for personal gain during the conduct of City business; engaging in outside employment for any business under contract by the City; participating in any outside employment that adversely affects the employee’s City work performance; and engaging in unauthorized outside employment
q. Loss or failure to maintain any license, certification, and/or clearance which is required as a minimum qualification or condition of employment for the employee’s position
F. Preliminary Notice of Disciplinary Action:

1. A copy of the preliminary notice of disciplinary action shall be served upon the employee either personally, or by first class mail and certified mail, return receipt requested, to the last known address of the employee. The last known address shall be deemed to be the address that is within the employee’s official personnel file. If notice is provided by mail, the employee should be deemed to have received notice ten (10) workdays after the date of mailing.

2. The Preliminary Notice shall include:
a. A statement of the nature of the disciplinary action; b. The effective date of the disciplinary action;
c. A statement of the reasons for the disciplinary action citing the item(s) under Article XII, Section E, General Orders, or the Personnel Rules which have been violated;
d. Any supported material or documentation;
e. A Preliminary Notice of Disciplinary Action shall be valid provided it contains a statement advising the employee of the right to request a Skelly Meeting, the manner and time in which the request for a Skelly Meeting must be made, and the required content of the request for a Skelly Meeting; and
f. The name and address of the person to whom all written communication regarding this Skelly Meeting [alternatively, matter] shall be sent.

G. Skelly Meeting:

1. An employee who is subject to disciplinary action shall have the right, within five (5) workdays after receiving a Proposed Notice of Disciplinary Action to request a Skelly Meeting by filing a written request for a meeting signed by the employee or the employee’s representative with the employee’s consent with the City Human Resources Director.

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2. Failure to respond to or inaction within the specified time will result in the waiver of the right to a Skelly meeting and the proposed discipline becoming final.

3. Upon a written request for a Skelly meeting, the City shall appoint a “Skelly Officer”. The Skelly Officer will meet with the employee, listen to arguments and receive documents presented by the employee. Within a reasonable time and in writing, the Skelly Officer shall respond to the City, with a copy to the employee and the employee’s representative, if applicable. The Skelly Officer may recommend that the City dismiss, modify, or sustain the proposed discipline.

4. If the proposed discipline is sustained or modified by the City after the Skelly Meeting, the disciplinary action shall be implemented. A Final Notice of Disciplinary Action shall be served in the same manner as the Preliminary Notice of Disciplinary Action, except that the Final Notice of Disciplinary Action shall include a statement advising the employee of the right to appeal the action, the manner and time in which the appeal must be made, the required content of the appeal, and the name and address of the person to whom all written communication regarding the appeal shall be sent.

H. Appeal of Disciplinary Action:

1. Within ten (10) workdays after receipt of the Final Notice of Disciplinary Action, disciplinary actions may be appealed to arbitration. Notice of the appeal must be filed with the Human Resources Director. If the employee fails to file a notice of appeal within this time period, the disciplinary action shall become final and there shall be no further appeal.

2. The decision of the arbitrator shall be final and binding on the parties. No appeal or review of the arbitrator’s decision by Writ or other mechanism before any court, administrative tribunal or any other forum on any legal theory or basis shall be possible.

3. Appeals of disciplinary actions to arbitration shall be pursuant to Article XI (Grievance Procedure) of this Agreement, except that on disciplinary appeals:
a. An appeal for a disciplinary action is a complaint of a permanent employee of whether there was cause for the disciplinary action taken against the employee.
b. The parties to the discipline hearing and to the selection of the arbitrator shall be the employee, who may be represented by FPOA, self-represented, or independent counsel, and the City who

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may be represented by the Human Resources Department or counsel.
c. The employee shall be entitled to appear personally at the hearing and produce evidence.
d. The fees and expenses of the arbitrator, a court reporter and transcript if required by the arbitrator, shall be shared equally by the parties.

ARTICLE XIII – LAYOFF
A. Layoff
When it becomes necessary due to lack of work, lack of funds, or in the interest of economy, to reduce the number of employees in the Police Department bargaining unit, the order in which employees will be laid off within each class affected by the layoff shall be based on seniority as provided in Section C.

1. Area of Layoff:

The City shall determine the area(s) and positions in which layoffs may occur, including the identification of the division, work unit, class, and specific position. When a list of the affected areas and/or positions has been prepared, the City will give notice to FPOA prior to implementation of the layoff, and upon request, shall meet with FPOA in good faith regarding the impact of the layoff (consistent with Section H). Unless agreed otherwise, the following layoff procedure shall be followed:
a. Employees holding temporary, seasonal, part-time, probationary, or provisional appointments in the class shall be laid off first.

Employees serving in a regular part-time position shall be laid off second. Employees who have completed probation (i.e. permanent employees) shall be laid off last. Employees off work on approved leave (workers compensation, disability leave, etc.) who are identified for layoff shall be laid off in the same manner as if the employee was on active duty.
b. Should it become necessary to lay off permanent employees, the employees laid off shall be those with the least service credit within the identified classifications in the department. If two (2) or more employees in this circumstance possess essentially the same amount of service credit, the Police department shall determine which person shall be laid off.

2. Seniority Defined:

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page 47
Seniority shall be defined by the date of the most recent appointment to the classification. Time served as a probationary employee in the class shall be included in determining seniority.

3. Notification:

Employees to be laid off shall be given final written notification by the City of such action. Whenever possible, such notification shall be given a minimum of thirty (30) calendar days prior to the effective date of the layoff. At its discretion, the City may also issue preliminary written layoff notices.

4. Right to Demote:

Any employee who is scheduled for layoff shall have a right to demote to a class in which the employee formerly held permanent status. Any employee scheduled for layoff in a class outside the bargaining unit shall bump into a class in the bargaining unit if they formerly held permanent status in that class. If there is no authorized position in the class to which the employee would otherwise have a right to demote, then the employee shall be laid off from employment.

The right to demote shall be implemented as follows:
a. If there is only one other lower salaried class in which the employee formerly held permanent status, the employee shall be demoted to that class. If there is no vacancy in that class and the demoting employee has less seniority than all other employees in that class, the demoting employee shall be laid off from that class and from employment.
b. If there are two or more lower salaried classes in which the employee formerly held permanent status, the employee shall be demoted to that class in which the employee formerly held permanent status which has the highest salary. If there is no vacancy in that class, and the demoting employee has less seniority than all other employees in that class, the above process shall continue until the demoting employee either reaches a class in which the employee formerly held permanent status in which there is a vacancy or in which the employee is not the least senior employee in that class, or the employee is laid off from employment.
c. An employee who is least senior in a class in which there is no vacancy and to which an employee demotes from a higher class shall be laid off from that class, and shall have the same right to demote as does any other employee who is laid off.

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page 48
d. An employee demoted under this procedure shall be deemed to have exercised the employee's right to demote and to have accepted each demotion, subject to the employee's right to resign from employment.
e. An employee who is demoted from a class in which the employee holds permanent status shall be deemed for all purposes to have been laid off from each class from which the employee
subsequently demotes or is displaced, including classes which the employee passes through because of the absence of a vacancy and insufficient seniority to occupy a position.

5. Reemployment:

The names of employees laid off in accordance with the provisions of this section shall be placed on a reemployment list. Names shall be placed on a reemployment list by classification in order of seniority. A reemployment list will be used to fill vacancies in the classification before any other eligible list that exists for that classification. In the event that a person on layoff declines reemployment to a vacant position in the classification from which the employee was laid off or cannot be contacted through telephone and certified mail within fifteen (15) working days, such person's name shall be removed from the reemployment list.

A reemployment list will remain in effect for two (2) years unless specifically extended, or sooner if exhausted. Upon reinstatement an employee will be eligible for all benefits acquired by the employee prior to the layoff, including prior Annual Leave accrual rates, health benefits provided in the current FPOA Memorandum of Understanding, retirement tier (as permitted by PERS law) and seniority. An employee shall not receive credit for time spent on layoff in computing time for any benefit entitlement. Rehire shall be subject to successful completion of pertinent psychological, medical, polygraph, and background investigations.

6. Appeals:

Interpretations of the provisions of this section may be appealed through the grievance procedure (Article XI) of this Agreement. Such grievances must be filed within five (5) workdays of final written notification of the proposed layoff. For the purpose of appealing interpretations of this section, grievances shall be filed directly with the City Manager (Step 3 of the grievance procedure). The filing of a grievance shall not prevent the City from implementing the layoff. The reasons or necessity for the layoff shall not be subject to the grievance procedure or appeal.

7. Nothing in this section shall delay or limit the City’s right to lay off employees.

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page 49
ARTICLE XIV – TERM AND SIGNATURE CLAUSE
A. Term of Agreement:

This Memorandum of Understanding incorporates all modifications regarding wages, hours, and other terms and conditions of employment. This Memorandum of Understanding shall be effective as of January 1, 20252026, and shall expire December 31, 20285. Should either party desire to commence the meet and confer process for the next subsequent Memorandum of Understanding, that party shall notify the other in writing no earlier than one hundred twenty (120) calendar days prior to the expiration date of the existing Memorandum of Understanding, and the meet and confer process shall begin no later than ninety (90) calendar days prior to the expiration date of this Agreement.

B. Signature Clause:

The terms and conditions of this Memorandum of Understanding are executed this ______ day of ___________, 2025 by the employer employee representatives whose signatures appear below on behalf of their respective organizations.

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FPOA Memorandum of Understanding
1/1/256 – 12/31/258
page 50

CITY OF FOLSOM FOLSOM POLICE OFFICERS ASSOCIATION
_______________________________ __________________________________ Bryan Whitemyer John TriplettPaul Rice
City Manager President, FPOA
_______________________________ __________________________________ Allison Garcia Larry Menth
Human Resources Director Labor Relations Consultant
_______________________________ __________________________________ Richard HillmanRandy Ulibarri Michael GruenebergEathan
Vavak
Interim Chief of Police Board MemberVice President, FPOA _______________________________ __________________________________ Vance Piggott Deidre McAuliffLuis Mena
City Representative Board Member, FPOA
_______________________________ __________________________________ Gabriela L. Cousineau Paul RiceGavin Plank
Management Analyst, HR Board Member, FPOA
___________________________________
Daren ProciwJessica Price
Board Member, FPOA

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page 51
Attachment A. Salary Schedule

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1/1/256 – 12/31/258
page 52

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Formatted: Style1

12/09/2025 Item No.22.

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12/09/2025 Item No.22.

Folsom City Council
Staff Report
1 MEETING DATE: 12/9/2025
AGENDA SECTION: New Business
SUBJECT: Resolution No. 11520 – A Resolution Authorizing the City Manager to Execute a Memorandum of Understanding Between the City of Folsom and the Folsom Police Management
Association (FPMA)
FROM: Human Resources Department

RECOMMENDATION / CITY COUNCIL ACTION
The Human Resources Director recommends that the City Council pass and adopt Resolution No. 11520 – A Resolution Authorizing the City Manager to Execute a Memorandum of Understanding between the City of Folsom and the Folsom Police Management Association (FPMA).

BACKGROUND / ISSUE
The existing Memorandum of Understanding (MOU) between the City of Folsom and the Folsom Police Management Association (FPMA) expires on December 31, 2025. The parties began negotiations on a new MOU on September 2, 2025, and reached a tentative agreement on December 1, 2025. The FPMA ratified the tentative agreement on December 3, 2025. The new proposed successor MOU is being presented to the City Council on December 9, 2025, for consideration and approval.

POLICY / RULE
Government Code Title 1, Division 4, Chapter 10 commonly known as the Meyers-MiliasBrown Act requires that representatives of the Governing Body of a public agency shall meet and confer in good faith regarding wages, hours, and other terms and conditions of employment with representatives of recognized employee organizations. Both parties shall endeavor to reach a tentative agreement within the scope of representation, and, if a tentative agreement is reached and ratified by the respective parties, they shall prepare a written memorandum of understanding.

12/09/2025 Item No.23.
2 ANALYSIS and FINANCIAL IMPACT
A tentative agreement was reached by the parties and the proposed successor Memorandum of Understanding, which will be effective January 1, 2026, contains the following changes that have some economic impact, as outlined below. The changed provisions are as follows:

1. The MOU term will be for three (3) years: January 1, 2026, through December 31, 2028.

2. A cost-of-living adjustment (COLA) is provided for each year of the agreement:
o Year 1: Effective January 1, 2026
 3% for all classifications
 The cost for the first year of the COLA will increase salary and benefits by approximately $65,192.
o Year 2: Effective January 1, 2027
 3% for all classifications
 The cost for the second year of the COLA will increase salary and benefits by approximately $69,728.
o Year 3: Effective January 1, 2028
 3% for all classifications
 The cost for the third year of the COLA will increase salary and benefits by approximately $72,577.

3. A Market Adjustment is provided for the first two (2) years of the agreement o Effective January 1, 2026, employees will receive a Market Adjustment in the amount of 3%.
 The cost of the first year Market Adjustment will increase salary and benefits by approximately $65,192.
o Effective January 1, 2027, employees will receive a Market Adjustment in the amount of 2%.
 The cost of the second year Market Adjustment will increase salary and benefits by approximately $46,069.

Total Cost of this agreement is:

4. A variety of non-economical and clarification language changes were also agreed upon.

ATTACHMENTS

1. Resolution No. 11520- A Resolution Authorizing the City Manager to Execute a Memorandum of Understanding between the City of Folsom and the Folsom Police Management Association (FPMA)
Market Adj. COLA Market Adj. COLA COLA
Year 3
General Fund (010) $ 65,192 $ 65,192 $ 46,069 $ 69,728 $ 72,577 $ 318,758 Total $ 72,577
Cost by Fund
Year 1 Year 2
$ 130,384 $ 115,797

12/09/2025 Item No.23.
3 2. Proposed Memorandum of Understanding between the City of Folsom and the FPMA for the term of January 1, 2026, through December 31, 2028.

Submitted,
Allison Garcia, Human Resources Director

12/09/2025 Item No.23.

Attachment 1

12/09/2025 Item No.23.

Resolution No. 11520

RESOLUTION NO. 11520

A RESOLUTION AUTHORIZING THE CITY MANAGER TO EXECUTE A

MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF FOLSOM AND

THE FOLSOM POLICE MANAGEMENT ASSOCIATION (FPMA)
WHEREAS, the City of Folsom and the Folsom Police Management Association (FPMA) have met and conferred in good faith since September 2, 2025; and WHEREAS, the parties reached a tentative agreement on December 1, 2025; and WHEREAS, the members of the Folsom Police Management Association (FPMA) ratified the tentative agreement on December 3, 2025; and
WHEREAS, the City Manager and the City’s negotiation team recommend the City Council adopt the tentative agreement
NOW, THEREFORE, BE IT RESOLVED that the City Council adopts the tentative agreement between the City of Folsom and the Folsom Police Management Association (FPMA) for the period of January 1, 2026, to December 31, 2028; and BE IT FURTHER RESOLVED, that the City Council of the City of Folsom authorizes the City Manager to execute a Memorandum of Understanding between the City of Folsom and the Folsom Police Management Association (FPMA).

PASSED AND ADOPTED this 9
th day of December 2025, by the following roll-call vote:

AYES: Councilmember(s):

NOES: Councilmember(s):

ABSENT: Councilmember(s):

ABSTAIN: Councilmember(s):

Sarah Aquino, MAYOR
ATTEST:
_____________________________________
Christa Freemantle, CITY CLERK

12/09/2025 Item No.23.

Attachment 2

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF FOLSOM
AND

FOLSOM POLICE MANAGEMENT

ASSOCIATION
February 16, 2023January 1, 2026, through December 31,
20252028

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

TABLE OF CONTENTS
PREAMBLE..................................................................................................................... 5 ARTICLE I - RECOGNITION AND COVERAGE............................................................. 5 A. Recognition:.......................................................................................................... 5 B. Total Agreement:.................................................................................................. 5 C. Severability of Provisions: .................................................................................... 6 ARTICLE II – MANAGEMENT RIGHTS.......................................................................... 6 ARTICLE III – NO STRIKE.............................................................................................. 7 ARTICLE IV – EMPLOYEE RIGHTS............................................................................... 8 A. Union Bank Time:................................................................................................. 8 B. Non-discrimination:............................................................................................... 8 C. Access to Personnel Files: ................................................................................... 8 D. Purging Personnel Files: ...................................................................................... 9 ARTICLE V – SALARY AND OTHER COMPENSATION................................................ 9 A. Salary Ranges:..................................................................................................... 9 B. Salary Increases:................................................................................................ 10 C. Special Salary Adjustment.................................................................................. 10 D. Market Survey: ................................................................................................... 11 E. Maintenance of Salary Relationships ................................................................. 11 F. Deferred Compensation ..................................................................................... 12 G. Clothing/Uniform Allowance: .............................................................................. 12 H. Educational Incentive Pay: ................................................................................. 13 I. Tuition Reimbursement Policy:........................................................................... 14 J. Longevity Pay/Law Enforcement Retention Pay:................................................ 14 K. Bilingual Pay:...................................................................................................... 15 L. One-Time Adjustment Pay.................................................................................. 16 ARTICLE VI – RETIREMENT ....................................................................................... 16 A. Public Employees Retirement System (PERS) -- Formula: ................................ 16 B. Public Employees Retirement System (PERS) – Retirement Benefit:................ 17 C. Retiree Health Insurance:................................................................................... 17 D. Pre-retirement Optional Settlement 2W Death Benefit (Survivors):.................... 18 E. Retiree Dental and Vision Insurance: ................................................................. 18 F. Social Security Retirement Plan: ........................................................................ 19 ARTICLE VII – INSURANCE......................................................................................... 19

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

A. Health Insurance: ............................................................................................... 19 B. IRS 125 Reimbursement Account: ..................................................................... 21 C. Health Benefits Labor-Management Committee:................................................ 22 D. Dental Insurance: ............................................................................................... 22 E. Vision Care:........................................................................................................ 22 F. Life Insurance:.................................................................................................... 22 G. Short Term Disability Program:........................................................................... 22 H. Long Term Disability Program: ........................................................................... 23 ARTICLE VIII – HOURS OF WORK AND OVERTIME.................................................. 24 A. Overtime:............................................................................................................ 24 B. Management Leave:........................................................................................... 24 ARTICLE IX – LEAVES................................................................................................. 25 A. Annual Leave:..................................................................................................... 25 B. Sick Leave:......................................................................................................... 26 C. Holidays:............................................................................................................. 26 D. FPMA Catastrophic Leave Bank:........................................................................ 27 ARTICLE X – MISCELLANEOUS ................................................................................. 28 A. Fitness for Duty: ................................................................................................. 28 B. City Vehicle Use: ................................................................................................ 29 C. Probationary Period:........................................................................................... 29 D. Permanent Part-Time Employees:...................................................................... 29 E. Voluntary Wellness Program: ............................................................................. 29 F. Personal Leave Time.......................................................................................... 30 G. Mutual Aid Assignments ..................................................................................... 30 H. Fraternal Order of Police (FOP) Legal Defense Plan Legal Services................. 31 ARTICLE XI – GRIEVANCE PROCEDURE.................................................................. 31 A. Definition: ........................................................................................................... 31 B. Time Limits: ........................................................................................................ 31 C. Presentation: ...................................................................................................... 31 D. Procedure:.......................................................................................................... 32 ARTICLE XII – DISCIPLINE PROCEDURE.................................................................. 33 A. Policy:................................................................................................................. 33 B. Definition: ........................................................................................................... 33 C. Persons Authorized to Initiate Disciplinary Action:.............................................. 33 D. Definitions:.......................................................................................................... 33 E. Cause for Disciplinary Action:............................................................................. 33 F. Preliminary Notice of Disciplinary Action: ........................................................... 34 G. Skelly Meeting: ................................................................................................... 35 H. Appeal of Disciplinary Action: ............................................................................. 36