2 RESOLUTION 2026-23
A RESOLUTION OF THE CITY COUNCIL OF THE CITYOF FORTUNA
ESTABLISHING AND AUTHORIZING SUPPLEMENTAL COMPENSATION AND
BENEFITS FOR MANAGEMENT AND CONFIDENTIAL
(“UNREPRESENTED”) EMPLOYEES
Effective July 1, 2026
WHEREAS, the City Council has established supplemental compensation and benefits for Management and Confidential “Unrepresented” Employees for Fiscal Year 2025-27 for all fulltime unrepresented employees; and WHEREAS, this Resolution shall reflect the proposed amendments for Fiscal Year 2025-27; and WHEREAS this Resolution will be effective July 1, 2026 and WHEREAS, this Resolution shall supersede all previous Resolutions Establishing an authorizing supplemental compensation and benefits for management and confidential “Unrepresented” employees Schedules.
BE IT RESOLVED by the City Council of the City of Fortuna that the following list of management and confidential employees, which are not represented (“UNREPRESENTED”) by a union or association, shall receive the supplemental compensation and benefits contained within.
Department Heads
Parks and Recreation Director
Community DevelopmentPublic Works Director
Division Heads
Chief Treatment Plant Operator
General Services Superintendent
Deputy City Engineer
Police Lieutenant
Utility Superintendent
Senior Planner
Confidential/Mid-Management
Engineering Tech II
Recreation Program Supervisor
Conference Center Manager
Payroll/Benefits Administrator (Finance)
Finance Office Supervisor
Building Official
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3 Those employees identified above shall receive the following supplemental compensation and benefits to be administered at the direction of the City Manager. Department Heads, Division Heads and Confidential/Mid-Management employees hold their positions at the will of the City Council or City Manager.
SECTION 1. PAY
Pay Adjustments for Unrepresented Non-Safety Employees
For Fiscal Year 2025-26 unrepresented, non-safety employees currently employed by the City and scheduled for active shifts or on paid leave as of July 1, 2025, the City offers a one-time $7,500 retention stipend to be paid in two lump sums, in the last pay period of July 2025 and first pay period of December 2025.
For Fiscal Year 2026-27 unrepresented, non-safety employees currently employed by the City and scheduled for active shifts or on paid leave as of July 1, 2026, the City offers a one-time retention stipend of $7,500 to be paid in two lump sums, last pay period in July 2026 and first pay period in December 2026.
Effective June 29, 2025, for all unrepresented non-safety employees, the normal, full-time workweek shall consist of thirty-four (34) hours with offices closed on Fridays. Upon schedule change, a full-time equivalent (FTE) of 1.0 is equivalent to an employee who normally works thirty-four hours per week.
During the 24-month trial period of the 34-hour work week, hourly pay will be adjusted by 17.65% to ensure employees are earning the same weekly amount.
At the completion of the 24-month trial period, unless otherwise extended by the City and the Association, the normal, full-time workweek will revert back to a forty (40) hour workweek, with the employees’ hourly pay adjusted back to its previous wage rate prior to the trial period.
Pay Adjustments Unrepresented Safety Employees
Effective July 1, 2026 Aa 10% salary adjustment to the Police Lieutenant classification to address salary compression impacts associated with the November 17, 2025, side letter with the Fortuna Police Employees Association (FPEA) that provided an overall 15% pay increase for the Police Sergeant classification. The previously approved annual stipend amount of $9,800 will no longer be paid in conjunction with this change.
For Fiscal Year 2025-26 unrepresented safety employees currently employed by the City and scheduled for active shifts or on paid leave as of July 1, 2025, the City offers a one-time retention stipend, or ten percent of base pay, as shown in the chart below to be paid in two lump sums, last pay period in July 2025 and first pay period in December 2025.
For Fiscal Year 2026-27 unrepresented safety employees currently employed by the City and Senior Administrative Assistant/Deputy City Clerk (City Manager’s Office)
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4 scheduled for active shifts or on paid leave as of July 1, 2026, the City offers a one-time retention stipend as shown in the chart below to be paid in two lump sums, last pay period in July 2026 and first pay period in December 2026.
Police Lieutenant $9,900
Longevity Pay
Upon completion of five (5) years of continuous employment with the City of Fortuna, eligible employees shall receive an additional 5% of their base salary as longevity pay. Upon completion of fifteen (15) years of continuous employment with the City of Fortuna, eligible employees shall receive an additional 2% of their base salary as longevity pay. Upon completion of twenty (20) years of continuous employment with the City of Fortuna, eligible employees shall receive an additional 2% of their base salary as longevity pay.
SECTION 2. HEALTH & WELFARE
The City agrees to provide medical, dental, vision and life insurance for unrepresented employees in the same manner as for employees represented by the Fortuna Employees Association.
A. For the term July 1, 2025 – June 30, 2027, for unrepresented employees, the premium payments towards medical shall be split between the City at 85% and the employee at 15%.
B. For the term July 1, 2026 through December 31, 2026, for all employees in the Unrepresented Group, the contribution towards medical insurance, shall be as follows:
July 1 - Dec. 31, 2026 MONTHLY COSTS WITH $500 DEDUCTIBLE Employee Employee +1 Employee +2
(or more)
Medical- Anthem/Blue Cross $1,440.00 $3,016.00 $4,307.00 Amount paid by City $1,271.68 $2,663.80 $3,804.06
Amount paid by Employees $168.14 $352.20 $502.94
A.C. Beginning January 1, 2027, mMedical pPremiums will revert back to being split between the City at 85% and the employee at 15%, regardless of changes to premiums at that time.
B.D. For unrepresented employees participating in the City’s medical coverage, the City will provide a vision plan and a dental plan through the California Intergovernmental Risk Authority (CIRA)Redwood Empire Municipal Insurance Fund (REMIF). The City pays this benefit in full for full-time employees.
C.E. Life insurance is provided for full-time City employees. The City contributes the premium for ten thousand dollars ($10,000) term life insurance per employee.
D.F. Cal Ore Life Flight benefits will be provided for FY 2025-27, for all full-time benefitted employees and their household. Employees that opt-out of medical coverage will also be provided Cal Ore Life Flight benefits at no additional cost.
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5 E.G. The City offers an employee assistance program that offers 24/7 counseling, nursing, legal, and financial assistance for employees. The City pays this benefit in full for all full time employees.
F.H. The City will provide access to Aflac supplemental insurance options to all City employees. Premiums for supplemental insurance are to be paid by the employee and may be set up on a “pre-tax” payment schedule.
SECTION 3. OPTING OUT OF MEDICAL COVERAGE
A. Under the following circumstances, a full-time employee may decline medical coverage, and receive a stipend for opting out of coverage provided the following conditions are met:
1. The medical insurance plan must allow an employee to decline coverage, and the employee can meet any and all requirements for opting out of coverage.
2. The employee must provide written proof of other coverage.
3. All local, federal and state laws must be observed, as well as conditions of any contract into which the City has entered, or will enter; particularly the Section 125 plan the City has in place.
B. This Resolution provides for unrepresented employees to opt out of the medical insurance coverage and receive 75% of the employee-only medical premium, prorated and paid bimonthly. In order to exercise this option, an employee must provide evidence of other insurance coverage provided by a member of his/her immediate family. If an employee does opt out, he/she will not be eligible to come back into the City plan until the next open enrollment period, or in the case of a qualifying event as stated in the medical insurance contract.
C. If an employee chooses to “opt out” of the medical coverage, the employee will still have the option to be covered for vision and dental only. The cost to the employee would be the minimum monthly contribution rate of: $50 single/$75 employee +1/$100 employee +2, respectively for both, as a package. The employee share for the vision/dental package will be deducted from the employee’s bi-weekly paycheck twice a month split in equal amounts if the employee chooses this option.
SECTION 4. STATE DISABILITY PROGRAM
All employees covered by this Resolution are required to enroll for State Disability Insurance (S.D.I.) benefits. S.D.I. benefits shall be integrated with sick leave benefits. S.D.I. premiums are to be paid by the employee.
SDI benefit as determined by the State will be applied first. Long Term Disability benefits, if applicable, will be applied second. Accrued sick leave, vacation, and approved personal leave will then be applied in a proportionate amount which, when added to SDI, will provide compensation equal to the employee’s regular wage or wage. Under no circumstances will an employee be permitted to aggregate SDI, or other benefits in an amount exceeding the employee’s regular wage or wage.
6 SECTION 5. HOLIDAY BENEFITS AND PAID LEAVES
Vacation
The vacation schedule for unrepresented non-safety employees shall be as follows:
Full Years of Service
Completed by Employee
Number of Working Days of
Vacation Earned
Maximum Accumulated
Leave in Bank Allowed
1 through 5 years 68 Hours annually 160 Hours
6 through 10 years 102 Hours annually 240 Hours
11 years and Over 136 Hours annually 320 Hours
Vacation leave may be taken as it accrues, after one year of employment. Each unrepresented nonsafety employee shall be granted at least eighty (68) hours of vacation per calendar year provided the employee has vacation time accrued.
An employee who becomes ill or has a family medical emergency during his or her scheduled vacation may elect to use sick leave or family sick leave in lieu of vacation time, provided the department head is notified at the beginning of the illness, injury or emergency and; provided further the employee, upon return from vacation provides the Human Resources Manager with a certificate from a medical doctor stating the nature and extent of the employee's illness or injury during his or her vacation.
For unrepresented safety employee(s) the vacation schedule in the Fortuna Police Officers Association MOU will be the guiding document.
SECTION 6. ACCRUED VACATION / SICK LEAVE RECORDS
The City will provide each employee on a bi-weekly basis a record of accrued vacation and sick leave, which the employee has earned. Vacation may be accumulated up the amount shown in the chart above. Once an employee has reached the maximum accumulation limit for vacation leave, the employee will cease accruing additional vacation benefits until the employee has used a portion of his or her accrued vacation and reduces his or her balance below the maximum accumulation limit. Thereafter, vacation benefits will again begin to accrue, on a prospective basis only, until the employee again reaches the maximum accumulation limit.
For unrepresented safety employee(s) the vacation schedule in the Fortuna Police Officers Association MOU will be the guiding document.
SECTION 7. ANNUAL VACATION BUYBACK PROGRAM
On an annual basis the City agrees to allow those employees covered by this resolution to sell up to one hundred (100) hours of vacation. The minimum leave time which may be subject to the buyback is eight (8) hours. Vacation time may be sold back two times each fiscal year to a maximum of 100 hours. To participate in this program, the employee must return a form approved by management that is dated and signed. Payment will be made at the regular pay rate as of the date the form is submitted to the Finance Department. Forms must be submitted 1 week prior to desired pay date or they will be processed in the following pay period. Vacation time bought back 7 pursuant to this provision shall be subtracted from the employee’s accumulated vacation time balance when paid. Upon separation, all unused accrued vacation leave shall be paid to the employee at his or her regular rate of pay.
SECTION 8. ADMINISTRATIVE TIME/MANAGEMENT LEAVE
Unrepresented employees are entitled to Administrative Leave to be accrued on July 1st of each year. New employees hired throughout the year will receive pro-rated Administrative Leave.
Administrative Leave is a management level benefit that represents the time requirement for managers in the public sector, to work on organizational meetings or other work-related tasks, outside the regular work period. Management leave is over and above vacation entitlement, in lieu of overtime pay or compensation time off and is allocated as follows:
• Department Head: 80 Hours
• Police Lieutenant: 80 Hours
• Division Head: 40 Hours
• All other unrepresented- Exempt Employees: 20 hours
•
SECTION 9. HOLIDAYS
Holidays for Unrepresented Non-Safety Employees
Holidays Provided Prior to June 29, 2025:
1. The City agrees to pay all full-time regular employees in the bargaining unit for the following twelve (12) holidays* per year:
• New Year's Day,
• Martin Luther King Jr. Day,
• The day observed as President’s Day,
• Cesar Chavez Day
• Memorial Day,
• Juneteeth,
• Independence Day,
• Labor Day,
• Veteran’s Day
• Thanksgiving,
• The day after Thanksgiving,
• Christmas Day.
In addition, any other day proclaimed by the Fortuna City Council as a public holiday, day of mourning or day of thanksgiving will be provided to all full-time regular employees in the bargaining unit.
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8 (*A holiday that falls on a weekend is usually observed on the closest weekday (e.g. a holiday falling on a Saturday is observed on the preceding Friday, while a holiday falling on a Sunday is observed on the succeeding Monday.)
2. Employees shall receive eight (8) hours of pay for a holiday. In addition to the eleven (MOU) paid holidays referenced above, in lieu of providing paid holidays on, Admissions Day and Columbus Day, the City agrees to provide two (2) floating holidays for those employees covered by this MOU. Floating holidays will be accrued at the time the actual holidays occur. Floating holidays may be accrued up to a maximum of 10 days. The timing of taking the floating holidays shall be subject to management's approval.
3. An employee required to work on a paid holiday (except scheduled floating holidays) will be compensated one and one half times the regular rate of pay for all such time worked and may be given an equivalent amount of time off (eight (8) straight time hours) in the same pay period or to bank the equivalent amount as CTO not to exceed the maximum one hundred and sixty (160) hours as provided in Paragraph 26 of this MOU.
Holidays Provided Effective June 29, 2025:
1. As part of a 24-month trial period, the City will be transitioning to a thirty-four (34) hour workweek with City offices closed on Fridays. To ensure consistent services and continued operations while providing a 34-hour workweek, the City agrees to pay all full-time regular employees in the bargaining unit for the following eight (8) holidays per year:
• New Year's Day,
• The day observed as President’s Day,
• Memorial Day,
• Independence Day,
• Labor Day,
• Thanksgiving,
• Christmas Eve,
• Christmas Day.
However, if one of the eight (8) holidays referenced above is on a Friday, Saturday, or Sunday, employees will not receive the holiday.
In addition, any other day proclaimed by the Fortuna City Council as a public holiday, day of mourning or day of thanksgiving will be provided to all full-time regular employees in the bargaining unit.
Employees shall receive eight and a half (8.5) hours of pay for a holiday.
2. In addition to the up to eight (8) paid holidays referenced above the City agrees to provide three (3) floating holidays for those employees covered by this MOU. Floating 9 holidays will be accrued July 1 each year. Floating holidays may be accrued up to a maximum of 10 days. The timing of taking the floating holidays shall be subject to management's approval.
3. An employee required to work on a paid holiday (except scheduled floating holidays) will be compensated one and one half times the regular rate of pay for all such time worked and may be given an equivalent amount of time off (8.5 straight time hours) in the same pay period or to bank the equivalent amount as CTO not to exceed the maximum one hundred and sixty (160) hours as provided in Paragraph 26 of this MOU.
4. At the completion of the 24-month trial period, unless otherwise extended by the City and the Association, holidays provided to full-time Association employees will revert back to the policies referenced in Subsection A above that existed prior to the trial period.
10 Holidays for Unrepresented Safety Employees
1. The City agrees to pay all unrepresented safety Employees for twelve (12) holidays per year. Recognized holidays are: New Year's Day, Martin Luther King Jr., the day observed as President’s Day, Cesar Chavez Day, Memorial Day, Juneteenth, Veteran’s Day, Independence Day, Labor Day, Thanksgiving Day, the day after Thanksgiving Day, Christmas Day, and any other day proclaimed by the Fortuna City Council as a public holiday, day of mourning or day of thanksgiving. Employees shall receive eight (8) hours of pay for a holiday.
2. In addition to the twelve paid holidays referenced above, the City agrees to provide two (2) floating holidays. Floating holidays will be accrued July 1 each year. Floating holidays may be accrued up to a maximum of 10 days. The timing of taking the floating holidays shall be subject to management's approval.
(*A holiday that falls on a weekend is usually observed on the closest weekday (e.g. a holiday falling on a Saturday is observed on the preceding Friday, while a holiday falling on a Sunday is observed on the succeeding Monday.)
SECTION 10. SICK LEAVE
Sick leave is a benefit, and should be used only when necessary. The accrual rate for sick leave is 8 hours for each calendar month of service.
A. Sick leave shall not be considered a privilege, which an employee may use at his/her discretion, but shall be allowed only in case of necessity and actual sickness or disability.
Sick leave may be used, with prior department head approval, for dental, eye, and doctor appointments.
B. Employees who have accumulated four hundred eighty (480) or more hours of sick leave may on an annual basis convert any sick leave accumulated over four hundred eighty (480) hours to a cash payment at twenty-five percent (25%) of the value of said sick leave time over four hundred eighty (480) hours.
C. In order to receive compensation while absent on sick leave, the employee shall notify his or her immediate supervisor prior to, or within thirty (30) minutes after the time set for beginning his or her daily duties, or as may be otherwise specified by the employee's department head. Failure to do so without good reason shall result in that day of absence being treated as leave of absence without pay and may result in disciplinary action.
SECTION 11. FAMILY SICK/BEREAVEMENT LEAVE
A. An employee may be granted up to forty-eight (48) hours per fiscal year for family sick leave with pay, per California Labor Code Section 233, utilizing an employee’s accumulated sick leave for family illness purposes. Family sick leave is applicable when the employee's presence is necessary to provide or arrange proper care for the employee’s ill child or an ill member of the employee's immediate family or immediate household. For family sick leave purposes, immediate family member shall include spouse, domestic 11 partner, parents, children and other close relatives, with the approval of the Department Head. Misuse of family sick leave privileges is grounds for disciplinary action.
Family sick must be taken in not less than quarter hour increments.
B. An unrepresented employee may be granted up to forty (40) hours bereavement leave with pay. Bereavement leave is applicable when death occurs in the employee's immediate family. Such family shall include spouse, domestic partner, parents, children, stepchildren, children of a domestic partner, grandparent, grandchild, brother, sister, mother/father-inlaw, parent of a domestic partner, son or daughter-in-law, brother or sister-in-law, legal guardian, or custodial child, or other person as approved by the Human Resources Director.
Misuse of bereavement leave privileges is grounds for disciplinary action. Bereavement leave shall be approved by the City Manager.
C. For purposes of this section, domestic partner means an individual as defined in Family Code section 297 et seq.
SECTION 12. JURY DUTY
A. Any employee who is required to report for jury duty shall receive full pay for such absence from duty provided the employee endorses to the City any checks or warrants received in payment for jury duty exclusive of mileage for personal vehicles or other out-of-pocket expenses incurred due to jury duty and provides verification of jury duty service.
B. An employee summoned to serve on a jury must notify his or her supervisor or department head as soon as possible after receiving notice of both possible and actual jury service.
C. Time spent on jury duty is not work time for purposes of calculating overtime compensation.
SECTION 13. HOURS OF WORK AND OVERTIME
Work Period
For purposes of the Fair Labor Standards Act (FLSA) the City and the unrepresented non-safety and non-management employees agree for the term of this document, the normal work period shall consist of forty (40) hours worked within seven (7) consecutive days beginning at 12:00 a.m. Sunday and ending 11:59 p.m. on the successive Saturday, or as otherwise designated for employees on a flexible schedule.
Effective June 29, 2025, the normal, full-time workweek shall consist of thirty-four (34) hours.
Upon schedule change, a full-time equivalent (FTE) of 1.0 is equivalent to an employee who normally works thirty-four hours per week.
Work Schedules
Schedule of hours of employment shall be established by the department head with the approval of the City Manager. The department head, with the approval of the City Manager, may change the work week for any group of employees.
Trial Period: Effective June 29, 2025, as part of a 24-month trial period, the normal, full-time workweek shall consist of thirty-four (34) hours. Upon the schedule change, a full-time equivalent (FTE) of 1.0 is equivalent to an employee who normally works thirty-four hours per week. During 12 this time, the Employer and Employees will evaluate the effectiveness of the schedule, including any impacts on productivity, morale, and work-life balance.
For a shift that begins on one day and ends on the following day, the “workday” shall be the day the shift began.
A. All employees shall be assigned to work shifts with regular starting and ending times.
Assigned work shifts are subject to change.
Upon request of the employee, the City Manager or his/her designee shall consider the feasibility of flexible work schedules. The City retains the sole right to determine whether to approve and continue flexible work schedules.
Work Period for Safety Personnel
1. For unrepresented safety Employees the normal work period shall consist of forty (40) hours worked within seven (7) consecutive days beginning at 12:00 a.m. Sunday and ending 11:59 p.m. on the second successive Saturday, except as otherwise designated for employees on a flexible schedule approved in writing by both the Department Head and City Manager.
2. Schedule of alternative work hours may be established by the Department Head with the approval of the City Manager. The Department Head, with the approval of the City Manager, may change the work week hours at any time.
3. Unrepresented management safety employees will not be part of the 34-hour work week schedule and will stay on the 40-hour work week schedule.
SECTION 14. ACCUMULATION OF COMPENSATORY TIME OFF (CTO)
1. In the event that overtime must be incurred, non-management unrepresented employees will have two options: 1) be paid at one and one-half (1.5) times the employee's base rate of pay, or 2) accumulate at one and one-half (1.5) times the employee's base rate of pay up to a maximum of one hundred sixty (160) hours as compensatory time to be taken off at a later time as requested by the employee, and approved by the Department Head.
2. Once an eligible non-management unrepresented employee has banked a maximum of 160 hours of compensatory time, any additional overtime will be paid to the employee.
3. Unrepresented non-management employees may sell back up to 80 hours of banked CTO time up to two times per fiscal year.
4. Any non-management unrepresented employee who has accrued compensatory time off may be permitted by his/her supervisor to use such compensatory time within a reasonable period of time if the use of compensatory time does not unduly disrupt the operations of the City.
5. Compensatory time off must be used in increments of not less than one quarter hour. 13 SECTION 15. OVERTIME DEFINITION
A. Prior to June 29, 2025: Except for standby provisions as described below in Section XI, overtime is defined as hours worked in excess of forty (40) hours per week. Employees will not work overtime without prior authorization from their supervisor or department head, except in case of emergency.
B. Effective June 29, 2025: For a trial period of 24-months, except for standby provisions as described below in Section XI, overtime is defined as hours worked in excess of thirtyfour (34) hours per week, to be provided at the corresponding rate of pay as provided in Section X.5 below. Employees will not work overtime without prior authorization from their supervisor or department head, except in case of emergency.
It is understood and agreed upon that during the transition to the 34-hour workweek, the Utilities Crew and Wastewater Crew will incur overtime as part of their regularly assigned work schedule due to the nature of the job and up until the time it takes to train qualified employees.
At the completion of the 24-month trial period, unless otherwise extended by the City and the Association, the definition of overtime will revert back to that referenced in Subsection A above that existed prior to the trial period.
SECTION 16. PROTECTIVE FOOTWEAR / BUSINESS APPAREL
1. The City will provide an annual stipend up to $200.00 per fiscal year (July 1 to June 30) for the purchase of work boots and/or business attire based on job classification. The stipend will accumulate and be paid out one time annually and included in the last pay period of the fiscal year. The stipend will be pro-rated for new employees or employees that leave employment prior to the end of the fiscal year.
2. The Police Lieutenant is eligible for an annual Uniform/Duty Gear allowance made in two payments, by January 15 and July 15 of each year. The maximum allowance shall be $1,000.00 per year. The Police Lieutenant is not eligible for the Protective Footwear/Business Apparel allowance outlined in 15.1, above.
SECTION 17. RESIDENCY AND OTHER INCENTIVES
1. As an incentive for employees to live within the city limits of the City, eligible unrepresented Fortuna employees who reside within 20 miles of the City of Fortuna shall receive $50.00 per month as additional compensation.
2. Certain unrepresented City employees are eligible for incentives. Incentives shall be paid as shown in the following table:
Position Incentive
Amount
For
Chief Treatment Plant Operator $630/year Grade IV Wastewater Payroll and Benefits Administrator or
Finance Office Supervisor
$2800/year Accounting Certificate
Building Official $630/year ICC Maintenance & Housing Inspector Utility Superintendent $630/year Distribution Level 4 (D4) 14 *Only one employee will be allowed to receive certificate pay at a time. Certificate pay offering will be determined by the Finance Director and approved by the City Manager.
Position Incentive* For
Police Lieutenant 7% P.O.S.T. Intermediate Certificate, or 14% P.O.S.T. Advanced Certificate
5% P.O.S.T. Supervisory Certificate
$2,800.00/year. P.O.S.T. Management Certificate
Employees who obtain the Advanced POST certificate will no longer receive the 7%. Intermediate POST certificate amount and will receive the 14% Advanced certificate amount. Employees must provide proof of successful attainment of certificates in order to qualify for incentive pay.
To remain eligible for said incentive pay an employee must maintain satisfactory job performance as determined by the Chief of Police. To qualify for the above incentive pay, Police Officers and Sergeants shall have incentive pay recommended by the Chief and approved by the City Manager.
SECTION 17. EMPLOYEE USE OF PARK & RECREATION PROGRAMS
1. The following programs are offered to City Employees free of charge:
• President's Week – 4 days
• Spring Break – 5 days
• Summer Fun/Kiddie Kamp – 11 weeks
• Thanksgiving Week – 3 days
• Winter Break – up to 8 days
• Public Skating at The Firemen’s Pavilion in Rohner Park • Youth Basketball
• Basketball Camp
Children of employees of the City of Fortuna may attend the summer and holiday programs the Parks & Recreation Department offer free of charge. Employee’s must enroll their children during the designated employee enrollment period, which will open to employees prior to the enrollment period for the public. If employees enroll their children after the designated employee enrollment period, the employee’s children may be subject a waitlist.
SECTION 18. EDUCATION AND TRAINING REIMBURSEMENT
As an incentive to employee education and training, the City will reimburse employees for successful completion of coursework and exams related to their employment with the City.
Reimbursements must be pre-approved by the Department Head and City Manager.
Reimbursement will be given following the satisfactory completion of the course and/or exam. To ensure adequate funds are available in department budget(s), requests for reimbursement must be made and approved by the City Manager no later than March 1st. Books and reusable materials will become the property of the City and will be made available for use by other employees.
SECTION 19. MISCELLANEOUS
15 1. Unrepresented employees shall be eligible to receive step increases when applicable under the same system as afforded to the Fortuna Employees Association (for non-sworn employees) and the Fortuna Police Employees Association (for sworn employees).
2. This Agreement shall be effective from June 29, 2025 and shall continue in effect through June 30, 2027.
PASSED AND ADOPTED on this 1st day of June 2026, by the following vote:
AYES:
NOES:
ABSTAIN:
ABSENT:
______________________
Mike Johnson, Mayor
ATTEST:
________________________
Siana L. Emmons, City Clerk