Agenda packet — Gilroy City Council, July 27, 2026 (part 2 of 2)

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Examples:

1. Employee A holds a Grade III WDO Certification on July 1, 2017 and works in Streets.

Employee A continues to receive $125 for the certification.

2. Employee B earns a Grade III WDO Certification on August 1, 2017 and works in Streets.

Employee B does not receive any license pay for the certification.

3. Employee B transfers to the Water Section on September 1, 2017. Employee B will receive $250/month for the Grade III while working in the Water Section.

It is the responsibility of the employee to obtain and maintain certifications for which they wish to receive, and wish to continue to receive, certification pay. It is the responsibility of the employee to provide their supervisor AND the human resources department a current written certification documenting valid certifications. It is the responsibility of the employee to monitor expiration dates of certifications, as certification pay will terminate if updated valid certification documentation is not provided prior to the expiration of the certification. If certification pay is terminated due to an expired certification, the employee can reapply at a later time to receive the certification pay. Certification pay will begin the first of the month following human resources receipt of valid, documented certification.

The above referenced certificate pay program is further documented on the attached Certificate Pay Chart for Certain Public Works Operations and Utilities Operations Employees – General Unit (Exhibit B).

Section L. Bi-lingual Pay:

1. Employees in the classification/job series of Police Records Technician, Public Safety Communicator, Community Services Officer, and other law enforcement Technician positions who demonstrate the ability to communicate (as a result of a verbal skills test) effectively in both Spanish and English shall receive an additional five (5%) percent of their respective base salaries.

2. Other unit employees are eligible for five (5%) percent bi-lingual pay as follows:
a. The City shall determine which employees are needed to serve as interpreters and possess necessary verbal competency in Spanish (via a verbal skills test). The City shall use the following criteria in determining whether or not it is necessary for an employee to serve as an interpreter:
i. Very frequent public contact in person and over the phone. ii. The City uses the employee as an interpreter on a daily basis. iii. The employee works in a department with numerous interpretations with Spanish speaking citizens.
b. Examples of employee who will qualify for bi-lingual/interpreter status include those encountering the public at the counters in the finance, recreation, and community development departments.
c. Employees receiving bilingual pay must provide interpreter services upon request of their supervisor or when contacted by a citizen requiring assistance in Spanish.

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3. The City may require any employee receiving bi-lingual pay to re-certify (test) based on observed skill level or lack of use. However, such re-certification shall occur no more than once every two (2) years. This test shall be a verbal skills test.

Section M. Deferred Compensation:

Effective with the pay period beginning July 1, 2020, City will contribute $30/month to a City deferred compensation plan on behalf of each bargaining unit member. In order to receive the City contribution, each bargaining unit member must be enrolled in one of the City’s deferred compensation plans.

ARTICLE VI. INSURANCE PROGRAMS
Section A. Medical and Dental Insurance:

1. City Contributions

The City shall provide a cafeteria program dollar contribution for each bargaining unit employee. The cafeteria plan contribution amount is established as of January 1, 2026 as the plan year for health plan coverage is the calendar year. The City cafeteria contribution amount shall increase by 5% each January 1of the MOU using the January 1, 2026 amount as the baseline starting point. Any health plan rate increases in excess of the annual City contribution amount each year shall be paid by the employee.

The baseline monthly city cafeteria plan contribution amounts effective as of January 1, 2026 are:

Employee Only $939.36
Employee + 1 $1,859.09
Employee + 2 or more $2,480.68
The above contribution amounts include any mandatory PERS PEMHCA contribution and the mandatory Dental Contribution.

2. The contribution amount that the employee qualifies to receive is based upon the number of individuals that the employee enrolls in a medical plan.

3. The employee may purchase other insurance benefits with any remaining contribution amount or through payroll deduction. Some of these benefits may be eligible for a pre-tax deduction.

The employee may not waive dental insurance. The employee must enroll himself or herself, along with qualifying dependents, in the Dental plan.

4. Employees waiving medical insurance, or whose medical insurance is less than the City contribution are entitled to the following:
a) Hired prior to July 1, 2026
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o Bargaining unit members hired by the City on or before June 30, 2026 who waive medical coverage are entitled to $939.36 in taxable cash less the medical contribution required by CalPERS and less the dental premium. o If a bargaining unit member hired by the City on or before June 30, 2026 spends less than the following amounts on medical and dental premiums, the balance will be paid to the employee as taxable cash.

Employee Only $939.36
Employee +1
dependent
$1,859.09
Employee +2 or
more $2,480.68
b) Hired on or after July 1, 2026
Bargaining unit members who are newly hired by the City on or after July 1, 2026 who waive medical coverage are entitled to $939.36 in taxable cash less the medical contribution required by CalPERS and less the dental premium. However, the taxable cash paid to an employee in this group after the CalPERS and dental deductions may not exceed $500.

5. The employee may waive medical coverage under this program and enroll in dental insurance provided they show proof of other medical insurance coverage. If the employee waives medical insurance, then the employee is eligible to receive the employee only contribution in cash less the medical contribution required by CalPERS and less the dental premium subject to the caps listed in a) and b) above. Any cash payments received under this program are taxable.

6. Medical In Lieu:

Pursuant to the Flores v. City of San Gabriel case, the City includes the medical in lieu amounts as part of the regular rate of pay for calculating FLSA overtime premiums. The City will cease including medical in lieu as part of the regular rate in the event that it is no longer legally required to do so.

Section B. Life Insurance:

The CITY shall contribute up to $15.00 per employee per month toward the cost of a one-hundred thousand ($100,000) dollar life insurance and accidental death & dismemberment insurance policy for unit members.

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Section C. Long Term Disability Insurance:

For the term of this Agreement the CITY shall maintain in effect the Long Term Disability Program providing for a maximum ninety (90) day elimination period and payment of sixty (60%) percent of salary to a benefit maximum of no less than five thousand ($5,000) per month. Employees shall have the option of using accrued paid time to supplement LTD to bring gross wages to 100%.

ARTICLE VII. LEAVES
Leaves shall be as provided for in Section VI, Leaves of Absence, Vacation and Sick Leave, of the Human Resources Rules and Regulations. Vacation and Sick Leave accumulation shall be as follows:

Section A. Vacation Leave:

Every full-time employee who shall have been in the service of the CITY shall accrue vacation as follows:

Completed Years of Service Mo. Hours Accrued Yearly Accrual 1 – 5 6.67 Hours 80 hours
6 – 15 10.00 Hours 120 hours
15 + 13.33 Hours 160 hours
Employees will be allowed to maintain a vacation leave balance not to exceed two years' vacation leave. Employees at or above the maximum balance will no longer accrue vacation time until such time that the employee’s vacation balance drops below the maximum balance allowed. New employees will be allowed to take earned vacation in the first year subject to the normal approval process.

Section B. Sick Leave:

Employees shall accrue sick leave at the rate of one (1) 8-hour day per month. Sick leave may be used as it accrues. Employees shall accrue sick leave while on paid vacation. A physician's verification of illness may be required.

1. Family Sick Leave
Employees may use sick leave for any leave covered by the Family and Medical Leave Act or the California Family Rights Act, including covered absences to care for a family member. For absences not covered by the Family and Medical Leave Act or the California Family Rights Act, employees shall be allowed up to six months’ accrual of sick leave (six days or 50% of the annual accrual) to attend to an illness of a child, parent, spouse, or domestic partner of the employee in accordance with the California Labor Code Section 233 regarding kin care.

2. Sick Leave for Job-Connected Injuries
Employees shall discuss the timing of pre-planned absences with their supervisor.

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disruption in the workplace. This includes, but is not limited to scheduling appointments after hours, during lunch, or as close to the beginning or end of the workday as possible.

Section C. Personal Leave:

Personal Leave may be used for pre-planned absences in the same manner as vacation. In addition, Personal Leave time may also be used for unforeseen emergencies occurring at the last minute for which the employee could not have planned ahead.

Personal leave hours are not a vested benefit and do not carry over from one fiscal year to the next.

Unit members shall receive personal leave hours on July 1 of each fiscal year as follows:

Public Safety Communicators, Police Records
Technicians, and any unit member receiving
hourly holiday pay
All Other Unit Members
20 hours of personal leave 16 hours of personal leave
0 hours floating holiday 16 hours of floating holiday converted to personal leave (Lincoln’s Birthday and
Admissions Day)
4 hours of personal leave in recognition of the
Christmas Eve Closure
4 hours in recognition of the Christmas Eve
Closure
Total Personal Leave Hours per fiscal year =
24 hours
Total Personal Leave Hours per Fiscal Year =
36 hours
Employees hired or terminating during the year shall receive prorated personal leave credit on a quarterly basis. Employee is required to work at least one of half of the quarter to receive the quarterly allocation of personal leave time. Since the bank of personal leave hours is fronted to the employee at the start of the fiscal year, if an employee uses more personal leave hours than would be allocated for the fiscal year based on the date of separation, the employee will change the non-eligible excess hours utilized to another available leave bank other than sick leave.

Section D. Bereavement Leave:

Employees make take up to three (3) days of paid Bereavement Leave within the state and five (5) days of paid Bereavement Leave outside of California for the death of immediate family members, per occurrence. Immediate family members are defined as: Grandmother, Grandfather, Mother, Father, Step-Mother, Step-Father, Mother-in-Law, Father-in-Law, Brother, Sister, Step-Brother, Step-Sister, Husband, Wife, Domestic Partner, Natural Born Child, Adopted Child, and/or Step-Child.

Employees may take up to two (2) additional days off using eligible leave banks for the death of an immediate family member within the state.

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For family members not covered in immediate family and people who have a significant relationship with the employee, an unpaid leave of absence can be taken with the approval of the City Administrator. The City Administrator’s decision is final and not subject to appeal.

This section supersedes the language concerning Bereavement Leave in the HR Rules and Regulations.

Section E. Holidays:

1. The legal holidays observed by the City shall include:
• New Year’s Day
• Martin Luther King Day
• Washington’s Birthday
• March 31st
• Memorial Day
• Independence Day
• Labor Day
• Veteran’s Day
• Thanksgiving Day
• The day following Thanksgiving and
• Christmas Day
When a regular holiday falls on Sunday, the following Monday shall be granted as a day off; and when a regular holiday falls on Saturday, the preceding Friday shall be granted as a day off.

Additional paid holidays to those provided in the Human Resources Rules and Regulations and this agreement may be granted if declared by the Gilroy City Council.

2. Holiday Pay:
a. Any employee, other than employees in the classifications of Police Records Technician, and Public Safety Communicator required to work on any holiday shall receive eight (8) hours of straight time pay for the holiday and time and one-half (1.5) for any hours actually worked on the holiday.
b. If a City observed holiday falls on the regular day off for an employee in any job classification other than the classifications of Police Records Technician and Public Safety Communicator, that employee shall arrange with their supervisor to take an alternate day off during the same pay period in which the observed holiday occurred. c. Employees in the classifications of Police Records Technician and Public Safety Communicator assigned to work holidays shall receive holiday pay at the rate of 6% of the employee’s base monthly salary.

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Section F. Christmas Eve Mandatory Closure:

City offices and all non-essential operations shall be closed on the workday immediately preceding the Christmas Day Holiday. However, this is not a holiday and employees will be required to use either paid or unpaid leave to cover their absence on this day. Employees shall designate, at least two weeks prior to the mandatory closure, what leave time the employee will use to cover this day by following the normal time off request process established in the department.

Employees called back to work on the mandatory closure day shall receive call back pay per Article V, Section J contained in this MOU. Employees assigned to stand by duty shall receive stand by pay per Article V, Section I contained in this MOU.

Department Heads retain the discretion to determine if there are department staffing needs for the mandatory closure and shall announce this to the affected employees by no later than the last working day in November. Ideally, staffing will be achieved by employees who request to work on this day and then based on seniority. The schedule shall be posted as soon as possible following the end of November announcement and by no later than the end of the first full week in December. Employees who work on the mandatory closure day shall log their time as regular hours worked at straight time.

Schedule flexing shall not be permitted on this day.

All City Hall employees shall participate in the mandatory closure as the City Hall building will be closed on this date.

This mandatory closure does not apply to Police Department Records and Communication Unit employees.

Community Services Officers normally scheduled to work on this day shall follow their normal work schedule and may request time off per the normal time off procedures.

All other Police Department administrative support staff shall participate in the mandatory closure.

Section G. No Use of Leave to Extend Retirement or Separation Date:

Employees are required to be present at work during the entire two workweeks preceding their retirement or other planned separation from City employment (e.g. resignation to accept new position).

Employees may not use accrued leave time to extend their employment.

ARTICLE VIII. MISCELLANEOUS
Section A. Uniforms:

1. Unit members in the Police Department shall receive uniform allowance paid monthly in the amount of $41.67 per month payable to the classifications of Police Records Technicians I & II, Property & Evidence Technician, Community Services Officer, and Public Safety Communicator. Newly hired employees in these classifications shall receive an initial uniform allowance of two hundred and fifty ($250) dollars.

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2. The City will provide a voucher or reimburse field employees who are required to wear safety shoes in the normal course of his or her duties for one (1) pair of safety shoes per year up to a maximum of $200 per pair. For those employees required to wear safety shoes who are not working in the field on a regular (daily/weekly) basis, the City will provide a voucher or reimbursement for one (1) pair of safety shoes every two years up to a maximum of $200 per pair. The employee is required to wear the shoes at all times when applicable duties are performed.

3. The City will provide a voucher or reimburse employees in the Code Enforcement Officer classification and employees in the Public Works and Utilities Operations Divisions for a second pair of safety shoes each year up to a maximum of $200 per pair. In addition, employees in the Engineering Technician/Inspector classification may request reimbursement for a second pair of safety shoes each year on an as needed basis. Upon request, the Engineering Technician/Inspector’s Department Head or designee will evaluate the condition of the safety shoes to determine whether they need to be replaced. At the discretion of the Department Head/designee, the City will reimburse the Engineering Technician/Inspector for up to a maximum of $200 for the purchase of a second pair of safety shoes.

4. Public Works and Utilities field employees and Facilities employees shall be supplied, by the City, with an allocation sufficient to purchase five (5) shirts and patches, five (5) pants, and three (3) work hats per year. These shall be of a quality similar to a Ben Davis brand. The annual per employee fiscal year maximum Uniform allotment for Public Works and Utilities Operations is $375.00.
a. If an employee can physical show their manager that they have five (5) shirts, five (5) pants, and three (3) hats in good condition, once approved by the manager, the employee can use their uniform allocation for other, non-core uniform items on the approved list. If an employee only needs two (2) pants, two (2) shirts, and one (1) hat to achieve the core allocation noted above, once approve, the employee can use the remaining uniform allotment amount to purchase other, non-core uniform items on the approved list. Absent the manager’s approval to purchase alternate uniform items, the employee shall be required to select the core uniform items (five (5) shirts, five (5) pants, and three (3) hats.
b. Substitutions and modifications may be made by the Uniform Committee made up of Public Works and Utilities field employees. Newly hired employees in these classifications shall receive an initial allocation sufficient to purchase five (5) shirts and patches, five (5) pants, three (3) work hats, one (1) all-weather jacket, one (1) sweatshirt, one (1) belt, and five (5) short-sleeved shirts. c. This first fiscal year annual maximum uniform allotment for each newly hired Public Works and Utilities Operations employee is $620.00.
d. The goal of standardized uniforms for field operations personnel is to present a consistent and neat image to the public we serve.

5. The City shall annually (fiscal year) supply Public Works Engineering and Community Development field employees (Building Inspectors, Code Enforcement Officers, Hazardous Materials Inspectors, and Engineering Technician/Inspectors) with five (5) polo style shirts bearing an approved city logo in a brand and color approved by the City (brand and color to be approved only after taking input on the style and color from the affected employees). The Docusign Envelope ID: E2503950-1E45-8200-80C9-E034601CB4EB

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designated employees shall wear the supplied shirts each day at work with pants (khakis or jeans appropriate for work being performed) consistent with the negotiated dress code. The annual allotment for the 5 shirts provided to each employee in specified classifications in Community Development and Engineering in Community Development is $200. If an employee can demonstrate to the they have 5 Polo Shirts in very good condition City is willing to permit employees to use the residual uniform allowance for other approved City-branded apparel (e.g., a jacket, vest, hat, etc.). Pants are excluded from the uniform reimbursement and may not be purchased with the employee’s allotment.

6. The City will report the above referenced uniform allotment to CalPERS on a monthly basis.

The initial fiscal year allotment for newly hired employees shall be determined by the number of remaining payroll periods in the fiscal year and will then shift to the regular allotment method in the next fiscal year.

7. Fleet employees shall be provided, by the City through a laundry rental service, five shirts and five pants per week.

Section B. Safe Workplace Commitment:

The CITY shall furnish employment and a place of employment which is safe and healthful for the worker therein and shall conform to and comply with all health, safety, and sanitation requirements imposed by State or Federal law or regulations adopted under State or Federal law.

Section C. Safety Committee:

The UNION shall be entitled to appoint two members to the CITY's Safety Committee.

Section D. Tool Allowance:

The CITY agrees to provide all workers with the tools and equipment necessary to perform their jobs and shall maintain same in a safe and healthful condition. This shall not apply to the Equipment Mechanic classes. (See Exhibit C, Mechanic's Tool Policy).

An annual "tool allowance" shall be distributed in July to reimburse the affected employee for wear, adjustment, and other consumable expenses to be used at the discretion of the individual employee.

The tool allowance schedule is as follows:

Senior Equipment Mechanic $600.00 annually
Equipment Mechanic $600.00 annually
Pursuant to CalPERS regulations, tool allowance is non-PERSable compensation.

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Section E. Contracting Out:
(1) Except for temporary contracts (less than one year) or contracts to fill an immediate need (such as a vacant full-time position), the CITY will notify the UNION if it intends to contract out the functions currently performed by employees within the unit. Upon request, at the initiation of the contract and whenever the contract is up for renewal, the CITY will meet with the UNION (including employees with knowledge of the work to be contracted) to explain the reason for the decision to contract out and to solicit UNION views on the proposal, including possibilities for cost savings. Nothing in this section shall be construed to limit the rights of the City Council to contract out work in its sole discretion. Nor shall any meeting under this section meetings delay the City Council’s adoption of any contract. (2) Nothing in this section shall be construed to limit the rights of the City Council, in its sole discretion, to enter into temporary contracts (less than one year) or contracts to fill an immediate need (such as a vacant full-time position). Such contracts shall not be subject to the provisions of Paragraph (1), above.
(3) This section shall not apply to part-time hiring or to temporary or provisional appointments, which shall continue to occur at the City’s sole discretion.

Section F. Union Leave:

1. UNION Officers (maximum of 7) shall be allowed to utilize a cumulative total of one hundred and twenty (120) hours per fiscal year of release time for UNION business and attendance of UNION related functions including, but not limited to meetings, seminars, and schools.

Release time shall be granted subject to minimum staffing requirements of the Department and is subject to Department Head and/or City Administrator approval.

UNION officers shall be provided with a reasonable amount of release time to meet with CITY management personnel on:
a) Grievances
i. One (1) designated UNION representative is allowed time off without loss of compensation for purposes ofrepresenting an employee in a meeting with City representatives relative to an employee grievance.
ii. One (1) designated UNION representative is allowed time off without loss of compensation for the purpose of discussing or investigating a grievance with an employee.
b) Issues raised by City Management involving CITY/UNION business. The UNION President and/or a designee will have release time without loss of compensation for the purpose of conducting formal meetings with City Management personnel. Release time must be scheduled in advance with the President's or designee's supervisor. c) Other mutually acceptable reasons.

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session regarding the negotiation of an MOU, such release time shall not be charged to the one hundred and twenty (120) hours time bank described in paragraph 1 above.

3. UNION Representatives who are scheduled to work between the hours of 5:00 pm and 7:40 am shall be released from duty at least 8 hours prior to any scheduled meetings with the City/Department representatives concerning matters within the scope of representation.

4. UNION representatives shall request permission to use release time as far in advance as reasonably possible. Supervisors will not unreasonably deny requests for release.

5. UNION will provide the CITY a list of all officers, stewards, and representatives.

Section G. City-Paid Meal:

Employees shall be provided a meal at CITY expense if the employee is required to work two or more hours over their normal work shift in a single working day. Subject work must also conform to the overtime approval requirement. If the City does not provide a meal, employees shall be reimbursed fifteen dollars ($15.00) for the cost of a meal. No receipt will be required. Overtime meal reimbursements shall be documented on the employee’s time sheet/time report and shall be paid with the following payroll as a taxable reimbursement consistent with IRS Regulations (see IRS regulation 15-B, 2013).

Section H. Employee Commitment:

In consideration of the fair and reasonable provisions of this Memorandum of Understanding, employees represented by the Gilroy Employee's Association, through their elected representatives, do hereby make the following pledges to the City of Gilroy:

1. Employee shall make every effort to minimize CITY costs on an on-going basis by encouraging optimum amount of work production from each of its members.

2. Employees shall cooperate in every reasonable way to properly maintain and protect CITY property, equipment, and facilities.

3. Employees shall adhere to all Human Resources Rules and Regulations. Specific attention shall be given to those regulations dealing with sick leave, time off, breaks and punctuality.

Every effort shall be made to maintain a good public image for each and all CITY employees.

This is to be accomplished by maintaining good work habits and keeping busy at productive work during regular working hours.

4. Employees shall use and follow safe working procedures in their day-to-day work routines.

Each employee shall point out to his/her fellow workers any observed unsafe condition or work procedure. Any observed unsafe condition or situation shall be immediately reported by employees to their supervisor. The intent here is to protect fellow workers from any unnecessary injury and the CITY from any potential liability.

5. Employees shall make a special and continuing effort to maintain good and constructive relations with the general public, fellow employees, and CITY officials. Every effort will be Docusign Envelope ID: E2503950-1E45-8200-80C9-E034601CB4EB

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made to be considerate and understanding of the other person's point of view, misunderstanding or problem.

6. The Gilroy Employee's Association shall assume a leadership role in carrying out the above pledges.

Section I. Probationary Period:

With the exception of classifications of Public Safety Communicator and Senior Public Safety Communicator, newly hired employees will serve a twelve (12) month probationary period. The classifications of Public Safety Communicator and Senior Public Safety Communicator shall serve an eighteen (18) month probationary period. The probationary period for promotions of permanent employees shall be six (6) months.

Section J. Residency Requirements:

Employees in the Public Works and Utilities Operations Sections of Water, Wastewater, Parks & Landscape, and Streets/Trees/Stormwater & Drainage required to participate in on-call/stand-by work shall be subject to the following requirements:

1. Employees hired on or after July 1, 1989 shall be required to live, within one (1) year from date of hire, within sixty (60) minutes normal driving time from City Hall. Normal driving time shall be defined as driving the most direct route at the posted speed limit.

2. Employees hired prior to July 1, 1989 living within the sixty (60) minute limit shall be subject to this rule. Current employees living outside the sixty (60) minute limit shall not move outside their present driving radius but may move within it.

Section K. Eyeglass Replacement:

Once per year (per employee), the CITY shall repair or replace eyeglasses damaged due to the employee's work provided that:

1. The damage was not due to negligence on the employee's part; and

2. The damage was not due to a defect(s) or wear on the glasses.

City-paid repair or replacement shall be limited to a maximum of one-hundred and fifty dollars ($150) per incident, per year.

Section L. Layoff Policy:

The CITY and UNION have agreed to a layoff policy as contained in the Human Resources Rules and Regulations.

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Section M. Employee Assistance Program:

The Employee Assistance Program shall provide for at least ten (10) visits per calendar plan year.

Section N. Grievance and Disciplinary Action:

Bargaining unit members must utilize the Grievance Procedure contained in this article rather than the Human resources Rules and Regulations for any grievances involving the interpretation, application, or alleged violation of this memorandum of understanding. However, any appeal of disciplinary action shall be made pursuant to Section V of the Human Resources Rules and Regulations and not pursuant to this grievance procedure.

Grievance Procedure:

An employee shall have the right to present a grievance pursuant to this procedure. The employee may be represented by the Association or an individual of the employee’s choice at the formal steps of this grievance procedure (excluding Step 1). If the representative is a fellow employee, that employee will receive time off from his or her work assignment for the time of the grievance meeting or hearing plus reasonable travel time. Forty-eight hours prior to the grievance meeting, the employee shall inform the Human Resources Department whether he or she will be represented at the grievance meeting and identify the representative. Grievances are defined as an alleged violation, misinterpretation, or misapplication of this Memorandum of Understanding.

The procedure is not to be used for the following purposes:

1. Resolving complaints, requests or changes in wages, hours and working conditions.

2. To challenge the content of employee evaluations or performance reviews.

3. To challenge a reclassification, layoff, transfer, denial of reinstatement, or denial of a step or merit increase.
a. EXCEPTION: Pursuant to the Miscellaneous and Supervisory Units MOU’s, employees in these units may appeal the denial of a merit step increases to the City Administrator.

4. In cases of oral reprimand, written reprimand, reduction in pay, demotion, suspensions, or termination.

5. To challenge violation of law or past practice.

6. To challenge examinations or appointment to positions.

Grievances shall be in writing, dated and signed by the employee and presented to his/her supervisor. Grievances must be submitted within ten (10) calendar days of the occurrence, or the employee’s knowledge of the occurrence, which gives rise to the grievance. All grievances must clearly state the section of the Memorandum of Understanding that the employee alleges was violated, misinterpreted or misapplied; the specific act or omission which gave rise to this alleged violation, misinterpretation or misapplication; the date or dates on which the violation, misinterpretation or misapplication occurred; what documents, witnesses or other evidence support the employee’s position; and the remedy requested.

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Step1. Initially, all employee grievances should be directed to the immediate supervisor for solution.

Step 2. In the event the immediate supervisor meeting does not resolve the grievance within ten (10) calendar days, the supervisor, at the employee's request, shall present the matter to the next level of supervision within the department concerned. That supervisor and any higher-level supervisor(s) in the department's normal chain of command shall attempt to resolve the grievance. Each level of supervisor shall respond in writing to the grievant within ten (10) calendar days of receipt of the grievance. If the grievance is not resolved at a level below Department Head, the supervisor immediately subordinate to the Department Head, at the employee's request, shall present the matter to the Department Head. This presentation shall be made in the presence of the employee.

The employee shall be allowed adequate time to present his/her side of the matter.

Step 3. In the event the grievance is not adequately resolved within ten (10) calendar days at the Department Head level, the employee may submit the grievance to the City Administrator which submission shall, include the responses received from the supervisors and the Department Head.

Step 4. If the grievance is not resolved within ten (10) calendar days at the City Administrator level, the employee or the City Administrator shall notify the Human Resources Director who shall gather the written facts and present them to the Personnel Commission at its next regular meeting. The Personnel Commission (in accordance with Section 907, of the City Charter) shall hear this matter and report its findings within ten (10) calendar days, to the City Council for review. The action of the City Council shall be final.

The hearing before the Personnel Commission may be conducted informally and the rules of evidence need not apply. The hearing shall be conducted in an orderly manner with a presentation of all material facts so that a fair and impartial decision may be made. The Commission Chairperson shall have full authority at all times to maintain orderly procedure and to restrict the hearing to facts relevant to the complaint. In hearing the appeal, the Commission may require the employee (appellant) to first present his/her grievance; followed by the immediate supervisor for presentation of his/her attempts to resolve the grievance; followed by the Department Head for presentation of his/her attempts to resolve the grievance; followed by the City Administrator for presentation of his/her attempts to resolve the grievance. All involved parties may be entitled to counsel if they so desire. The appellant will bear the expense of his/her own counsel.

The Human Resources Department will provide a checklist to be used in order to ensure that each grievance is dealt with in timely and proper manner. The checklist will be initiated by a supervisor when he/she is first presented with a grievance and will be forwarded along with the grievance and all responses thereto to each succeeding step in the process until a final resolution is obtained. Each succeeding level of authority in this procedure shall refuse to hear the matter unless the preceding step of the procedure has been observed.

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Section O. Bulletin Boards, Mail, and E-mail:

1. The UNION may install at its own expense bulletin boards of reasonable size and construction as approved by the CITY. Bulletin boards shall be placed in locations approved by the CITY; they may be used for official Union bulletins but may not be used to post inflammatory or defamatory material. Pre-approval by the City may be required of any material proposed to be posted by the Union.

2. Subject to pre-approval by the Director of Human Resources, the UNION may utilize interoffice mail and electronic mail for the distribution of information. The UNION understands that information sent through the CITY’S servers will be subject to review under applicable CITY policies and may be subject to disclosure to the public.

Section P. Donation of Vested Time:

Employees may donate vacation hours, personal leave hours, or compensatory time off hours under the Catastrophic Leave Donation Program outlined in the Gilroy Human Resources Rules and Regulations.

Employees may not donate sick leave.

Section Q. Human Resources Files:

At any time during normal working hours, an employee may make an appointment to review their Human Resources file. Employees will be allowed to see their Human Resources file in the presence of a Human Resources representative. An employee’s representative may review an employee’s personnel file in the presence of a Human resources representative upon presentation of a written release from the employee.

Section R. Labor Management Committee:

The City and Union have formed a Labor Management Committee to address issues of importance in labor management relations between the parties. Either party may request that the Committee meet by submitting a written request identifying the specific issue(s) to be discussed. Typically, two representatives shall be appointed by each party.

The Committee will not have the authority to add to, amend, or modify this MOU. However, mutually acceptable recommendations of the Committee may be implemented, after any required meet and confer process.

Section S. Employee Performance Appraisal:

1. Additional Review
If comments are added to an Appraisal by any manager above the level of the supervisor who signs the Appraisal, a copy of the Appraisal (including any additional comments) shall be routed to the employee prior to the EPA being delivered to the Human Resources Department.

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2. Appeal
Unit employees shall be allowed to appeal any Employee Performance Appraisal with an overall rating of less than satisfactory to the City Administrator. There shall be no other form of appeal.

Section T. Equal Employment Opportunity:

The CITY and AFSCME are committed to providing equal employment opportunities for all employees and applicants. Further, the CITY and AFSCME are committed to the elimination of any barriers which restrict women, minorities and the disabled from receiving equal treatment in any aspect of employment. The parties understand that the City may have a legal imperative to act in a manner inconsistent with this agreement or the Human Resources Rules and Regulations. For example, the City may have to accommodate a disabled employee by placing that employee in a particular position without performing a recruitment.

Section U. Alternate Work Schedules:

The City departments may, in the department heads discretion, establish alternative work schedules. If established:

1. Overtime shall be payable for hours worked in excess of the regular workday.

2. Time off shall be earned as if the employee was working a regular work schedule (i.e. eight (8) hours for one (1) day). Time off shall be charged based on the number of hours in the workday missed (i.e. an employee on a 4/10 schedule will be charged ten (10) hours for each day missed on vacation, sick leave, etc.) Employees on alternate work schedules of more than eight (8) hours taking a holiday off shall be required to supplement their eight (8) hours of holiday pay in order to receive payment for the full day.

Section V. DMV Pull Notice Program:

Employees who have the opportunity to operate motorized vehicles on city business are required to be safe drivers and operate vehicles in a safe manner. Employees, who have the opportunity to operate vehicles on city business, must possess and maintain a valid California driver’s license appropriate for the job and vehicle(s) to be operated. Employees who have the opportunity to operate motorized vehicles while on duty must also either: (1) enroll in the City's department of motor vehicles employer pull-notice program, or (2) provide the city with periodic updates of his or her driving record.

1. If an employee enrolls in the DMV employer pull notice program, the employee must fill out a City-specified enrollment form directing the DMV to provide the City with periodic updates of the employee’s driving record.

2. If an employee elects not to enroll in the DMV employer pull notice program, the employee is responsible for providing the City with periodic updates of the employee’s driving Docusign Envelope ID: E2503950-1E45-8200-80C9-E034601CB4EB

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record. These updates shall be provided annually during the month of January and every time the employee receives a citation or other entry on his or her driving record which impacts his or her ability to operate a motor vehicle while on duty, including but not limited to the revocation or temporary suspension of the employee’s drivers’ license.

Section W. Payroll Date and Direct Deposit:

Employees are paid monthly on the first City Hall working day of the month unless an earlier date is designated by the City for a particular month. The City will notify the Association prior to implementing the bi-weekly payroll calendar as part of the implementation of the new ERP.

All unit employees shall enroll in direct deposit within sixty (60) days of employment. Employees shall maintain direct deposit. Employees needing an exception to direct deposit shall submit a request stating the reasons for the exception in writing to the Human Resources Director for consideration.

The decision of the Human Resources Director shall be final.

Section X. Change of Work Schedule (Public Safety Communicators):

In the event of a long-term vacancy (i.e., longer than one full work week), the employee who selected the swing shift (“bump shift”) will be assigned to the vacant shift to ensure adequate coverage. Except in cases of emergency or unforeseen circumstances that may require immediate staffing adjustments, employees shall be provided no less than seven (7) calendar days’ notice prior to the reassignment.

It is recognized that schedules may be altered to facilitate shift changes, changes in assigned days off between shift changes, training requirements, special operations, or emergency situations, including the long-term illness or disability on the part of department members.

ARTICLE IX. PEACEFUL PERFORMANCE
During the life of this Agreement, no work stoppages, strikes, slowdowns, or picketing shall be caused or sanctioned by the UNION, and no lockouts shall be made by the City of Gilroy.

In the event that any employees covered by this Agreement, individually or collectively, violate the provisions of this article and the UNION fails to exercise good faith in halting the work interruption, the UNION and the employees involved shall be deemed in violation of this article and the CITY shall be entitled to seek all remedies available to it under applicable law.

ARTICLE X. REINSTATEMENT
The City shall have the option of reinstating employees who resigned in good standing and to reinstate accrued sick leave and seniority for salary step and leave accrual purposes. This Article can also apply when an employee is laid off and within two years of the employee’s layoff date is hired back to a new job classification.

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ARTICLE XI. REOPENERS

1. Upon request by the City, the City and Union will reopen the MOU to negotiate implementation of a bi-weekly payroll system and to address other changes related to payroll system implementation. The parties’ intention is to develop a bi-weekly pay calendar that will result in employees receiving a portion of their pay earlier in the month.

2. In the event the Employer contribution required by CalPERS for any year cover by the MOU exceeds the estimates in CalPERS’ 2016 actuarial valuation, the City and Union will reopen the contract to negotiate changes to address the rate increases.

3. Upon request by the City, the City and Union will reopen negotiations on revised Human Resources Rules and Regulations to address any substantive changes to the Human Resources Rules and Regulations.

4. Upon request by the City, the City and Union will reopen negotiations on revised Drug and Alcohol Testing Policy to address any changes within the scope of representation.

5. The City will continue the practice of including the Union in the review cycle for the issuance of new procedures or for making changes to existing procedures that impact terms and conditions of employment.

6. Upon request by the City, the City and Union will reopen negotiations on a revised Employer-Employee Relations Resolution to address any substantive changes to the Employer-Employee Relations Resolution.

ARTICLE XII. FULL UNDERSTANDING
This Memorandum of Understanding is the result of the parties’ good faith meeting and conferring pursuant to the MMBA and sets forth the full and entire understanding of the parties regarding the matters set forth herein, and any other prior or existing understanding or agreements by the parties, whether formal or informal, regarding any such matters are hereby superseded or terminated in their entirety.

It is agreed and understood that each party hereto voluntarily and unqualifiedly waives its rights to negotiate and agrees that the other party shall not be required to negotiate with respect to any matter covered herein during the term of this Memorandum of Understanding. Nothing in this paragraph shall preclude the parties from jointly agreeing to meet and confer on any issue(s) within the scope of representation during the term of this agreement. Where this MOU conflicts with the Human Resources Rules and Regulations, the terms of this MOU shall control.

ARTICLE XIII. SAVINGS PROVISION
If any provisions of this Memorandum of Understanding are held to be contrary to law by a court of competent jurisdiction or invalidated by state or federal law, such provisions will not be deemed valid and subsisting except to the extent permitted by law, but all other provisions will continue in full force and effect. Should the State of California adopt legislation forbidding or economically penalizing the CITY for granting any compensation increases called for in this agreement, the compensation increase shall be suspended. The CITY and Association shall meet and confer regarding any suspended compensation increases.

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ARTICLE XIV. TERM
This Memorandum of Understanding represents the entire Agreement between the CITY and UNION on subjects contained herein and shall become in full force and effect on July 1, 2026 unless otherwise noted and shall continue in full force and effect until Midnight June 30, 2029. The UNION shall provide the CITY with its proposals for the period beginning July 1, 2029 no later than February 1, 2029. The parties agree to begin the meet and confer process by February 28, 2029.

For the City of Gilroy: For Gilroy, AFSCME, Local 101
Signature/Date Signature/Date
Matt Morley, City Administrator Carol McEwan, AFSCME Business Agent Charles Sakai, Labor Negotiations Legal Counsel Jon Shouse, President LeeAnn McPhillips, Special Assistant - Human
Resources & Risk Management John Sousa, Vice-President
John Doughty, Public Works Director
Docusign Envelope ID: E2503950-1E45-8200-80C9-E034601CB4EB 7/22/2026
7/22/2026
7/22/2026

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AFSCME GENERAL UNIT

SALARY SCHEDULE
Effective July 1, 2026
(3.8% Cost of Living Increase)
EXHIBIT A-1
Job Classification Title Step A Step B Step C Step D Step E Step F* Step G* Step H* Associate Engineer 8537 11,035.58 11,587.50 12,166.75 12,775.17 13,413.75 14,084.58 14,788.75 15,528.17 132,427 139,050 146,001 153,302 160,965 169,015 177,465 186,338 Assistant Engineer 8536 10,032.33 10,534.08 11,060.67 11,613.75 12,194.33 12,804.17 13,444.33 14,116.50 Environmental Engineer 8538 120,388 126,409 132,728 139,365 146,332 153,650 161,332 169,398 Senior Hazardous Materials 8522
Inspector
Junior Engineer 8533 9,082.25 9,536.33 10,013.08 10,513.75 11,039.42 11,591.42 12,171.00 12,779.50 Planner II 8513 108,987 114,436 120,157 126,165 132,473 139,097 146,052 153,354 Hazardous Materials 8529
Inspector II
Senior Public Safety 8635 8,727.83 9,164.17 9,622.42 10,103.33 10,608.67 11,139.00 11,696.00 12,280.75 Communicator 104,734 109,970 115,469 121,240 127,304 133,668 140,352 147,369 Building Inspector II 8521 8,641.42 9,073.50 9,527.17 10,003.58 10,503.67 11,028.83 11,580.25 12,159.33 103,697 108,882 114,326 120,043 126,044 132,346 138,963 145,912 Public Safety 8634 8,471.08 8,894.58 9,339.42 9,806.33 10,296.75 10,811.58 11,352.08 11,919.67 Communicator 101,653 106,735 112,073 117,676 123,561 129,739 136,225 143,036 Engineering 8532 8,304.33 8,719.33 9,155.33 9,613.17 10,093.75 10,598.58 11,128.50 11,684.92 Technician/Inspector III 99,652 104,632 109,864 115,358 121,125 127,183 133,542 140,219 Accountant 8552 8,222.00 8,633.08 9,064.75 9,517.92 9,993.92 10,493.58 11,018.25 11,569.17 Building Inspector I 8520 98,664 103,597 108,777 114,215 119,927 125,923 132,219 138,830 Code Enforcement 8526
Officer
Hazardous Materials 8517
Inspector I
Housing & Community 8524
Services Coordinator
Planner I 8512
Senior Equipment Mechanic 8510 7,517.58 7,893.67 8,288.33 8,702.67 9,137.83 9,594.75 10,074.50 10,578.25 90,211 94,724 99,460 104,432 109,654 115,137 120,894 126,939 Accounting Technician II 8554 7,296.58 7,661.50 8,044.50 8,446.75 8,869.08 9,312.50 9,778.17 10,267.00 Senior Facilities Maintenance 8507 87,559 91,938 96,534 101,361 106,429 111,750 117,338 123,204 Specialist
Public Safety 8633
Communicator Trainee
Engineering 8531 7,152.83 7,510.42 7,885.92 8,280.33 8,694.25 9,129.08 9,585.58 10,064.92 Technician/Inspector II 85,834 90,125 94,631 99,364 104,331 109,549 115,027 120,779 Information Technology 8561 6,942.58 7,289.50 7,654.00 8,036.75 8,438.58 8,860.50 9,303.58 9,768.75 Technician II 83,311 87,474 91,848 96,441 101,263 106,326 111,643 117,225 Job Class
Number
Rev 8/24 Page 1 of 3
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AFSCME GENERAL UNIT

SALARY SCHEDULE
Effective July 1, 2026
(3.8% Cost of Living Increase)
EXHIBIT A-1
Job Classification Title Step A Step B Step C Step D Step E Step F* Step G* Step H* Job Class
Number
Equipment Mechanic 8508 6,805.75 7,145.92 7,503.25 7,878.50 8,272.42 8,686.00 9,120.33 9,576.33 Sr. Maintenance Worker - 8504 81,669 85,751 90,039 94,542 99,269 104,232 109,444 114,916 Parks & Landscape
Sr. Maintenance Worker - 8566
STSWD
Sr. Maintenance Worker - 8567
Wastewater
Sr. Maintenance Worker - 8542
Water
HCD Technician II 8619 6,671.58 7,005.00 7,355.33 7,723.25 8,109.25 8,514.83 8,940.50 9,387.50 80,059 84,060 88,264 92,679 97,311 102,178 107,286 112,650 Accounting Technician I 8553 6,605.50 6,935.83 7,282.58 7,646.67 8,029.00 8,430.50 8,852.00 9,294.58 Facilities Maintenance 8505 79,266 83,230 87,391 91,760 96,348 101,166 106,224 111,535 Specialist
Fire Administration 8516
Technician
Management Assistant 8519
Permit Technician 8523
Planning Technician 8514
Engineering 8530 6,475.42 6,799.17 7,139.00 7,496.00 7,870.83 8,264.33 8,677.50 9,111.42 Technician/Inspector I 77,705 81,590 85,668 89,952 94,450 99,172 104,130 109,337 Water Operator 8544
Community Coordinator 8547 6,411.17 6,731.75 7,068.42 7,421.75 7,792.83 8,182.58 8,591.58 9,021.25 Community Engagement 8549 76,934 80,781 84,821 89,061 93,514 98,191 103,099 108,255 Coordinator
Recreation Coordinator 8546
Deputy City Clerk 8555 6,284.83 6,599.17 6,929.08 7,275.58 7,639.42 8,021.33 8,422.42 8,843.50 Information Technology 8560 75,418 79,190 83,149 87,307 91,673 96,256 101,069 106,122 Technician I
Property & Evidence 8570
Technician
Senior Police Records 8610
Technician
HCD Technician I 8618 6,039.67 6,341.67 6,658.75 6,991.58 7,341.17 7,708.25 8,093.75 8,498.33 72,476 76,100 79,905 83,899 88,094 92,499 97,125 101,980 Accounting Assistant II 8605 5,979.92 6,278.83 6,592.83 6,922.42 7,268.58 7,632.00 8,013.50 8,414.17 71,759 75,346 79,114 83,069 87,223 91,584 96,162 100,970 PW Maintenance Worker II 8564 5,861.92 6,155.17 6,462.92 6,785.92 7,125.33 7,481.67 7,855.75 8,248.58 Utilities Maintenance Wrkr II 8565 70,343 73,862 77,555 81,431 85,504 89,780 94,269 98,983 Senior Custodian 8509 5,804.08 6,094.25 6,398.83 6,718.92 7,054.83 7,407.67 7,778.08 8,167.00 69,649 73,131 76,786 80,627 84,658 88,892 93,337 98,004 Rev 8/24 Page 2 of 3
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AFSCME GENERAL UNIT

SALARY SCHEDULE
Effective July 1, 2026
(3.8% Cost of Living Increase)
EXHIBIT A-1
Job Classification Title Step A Step B Step C Step D Step E Step F* Step G* Step H* Job Class
Number
Police Records Technician II 8609 5,689.75 5,974.25 6,272.75 6,586.58 6,915.75 7,261.50 7,624.67 8,005.83 68,277 71,691 75,273 79,039 82,989 87,138 91,496 96,070 Community Services Officer 8632 5,633.33 5,915.08 6,210.75 6,521.25 6,847.33 7,189.58 7,549.08 7,926.50 67,600 70,981 74,529 78,255 82,168 86,275 90,589 95,118 Accounting Assistant I 8604 5,413.50 5,684.17 5,968.42 6,266.67 6,580.25 6,909.08 7,254.58 7,617.25 64,962 68,210 71,621 75,200 78,963 82,909 87,055 91,407 PW Maintenance Worker I 8562 5,306.83 5,572.25 5,850.92 6,143.33 6,450.42 6,772.83 7,111.50 7,467.08 Utilities Maintenance Worker I 8563 63,682 66,867 70,211 73,720 77,405 81,274 85,338 89,605 Recreation Specialist 8548
Office Assistant II 8601 5,150.83 5,408.42 5,678.75 5,962.67 6,260.67 6,573.83 6,902.50 7,247.67 Police Records Technician I 8608 61,810 64,901 68,145 71,552 75,128 78,886 82,830 86,972 Custodian 8506 4,999.25 5,249.25 5,511.75 5,787.17 6,076.75 6,380.42 6,699.42 7,034.42 59,991 62,991 66,141 69,446 72,921 76,565 80,393 84,413 Office Assistant I 8600 4,662.92 4,896.08 5,140.83 5,397.92 5,667.92 5,951.17 6,248.75 6,561.17 55,955 58,753 61,690 64,775 68,015 71,414 74,985 78,734 *7/1/22 salary schedule adds Step F (merit step, one year at Step E, and completion of 5 years service requirement per MOU). *7/1/23 salary schedule adds Step G (merit step, one year at Step F, and completion of 10 years service requirement per MOU). *7/1/24 salary schedule adds Step H (merit step, one year at Step G, and completion of 15 years service requirement per MOU).

Annual salary amounts are rounded to the dollar based on Excel formula and are not exact.

AFSCME General Unit employees that are designated by CalPERS and the City of Gilroy as “classic members” of the CalPERS Miscellaneous group have an 8% deduction under IRC 414(h)(2) for the employee contribution to the CalPERS 2.5% @ 55 retirement plan. AFSCME General Unit employees that are designated by CalPERS and the City of Gilroy as “new members” of the CalPERS Miscellaneous group shall pay 50% of the normal cost as established by CalPERS. The normal cost may vary from year to year and this amount shall be a pre-tax payroll deduction under IRC 414(h) (2) for the CalPERS 2% at 62 retirement plan.

Rev 8/24 Page 3 of 3
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AFSCME GENERAL UNIT

SALARY SCHEDULE
Effective July 1, 2027
(3.7% Cost of Living Increase)
EXHIBIT A-2
Job Classification Title Step A Step B Step C Step D Step E Step F* Step G* Step H* Associate Engineer 8537 11,443.92 12,016.25 12,616.92 13,247.83 13,910.08 14,605.75 15,335.92 16,102.75 137,327 144,195 151,403 158,974 166,921 175,269 184,031 193,233 Assistant Engineer 8536 10,403.50 10,923.83 11,469.92 12,043.50 12,645.50 13,277.92 13,941.75 14,638.83 Environmental Engineer 8538 124,842 131,086 137,639 144,522 151,746 159,335 167,301 175,666 Senior Hazardous Materials 8522
Inspector
Junior Engineer 8533 9,418.33 9,889.17 10,383.58 10,902.75 11,447.92 12,020.33 12,621.33 13,252.33 Planner II 8513 113,020 118,670 124,603 130,833 137,375 144,244 151,456 159,028 Hazardous Materials 8529
Inspector II
Senior Public Safety 8635 9,050.75 9,503.25 9,978.42 10,477.17 11,001.17 11,551.17 12,128.75 12,735.17 Communicator 108,609 114,039 119,741 125,726 132,014 138,614 145,545 152,822 Building Inspector II 8521 8,961.17 9,409.25 9,879.67 10,373.75 10,892.33 11,436.92 12,008.75 12,609.25 107,534 112,911 118,556 124,485 130,708 137,243 144,105 151,311 Public Safety 8634 8,784.50 9,223.67 9,685.00 10,169.17 10,677.75 11,211.58 11,772.08 12,360.67 Communicator 105,414 110,684 116,220 122,030 128,133 134,539 141,265 148,328 Engineering 8532 8,611.58 9,041.92 9,494.08 9,968.83 10,467.25 10,990.75 11,540.25 12,117.25 Technician/Inspector III 103,339 108,503 113,929 119,626 125,607 131,889 138,483 145,407 Accountant 8552 8,526.25 8,952.50 9,400.17 9,870.08 10,363.67 10,881.83 11,425.92 11,997.25 Building Inspector I 8520 102,315 107,430 112,802 118,441 124,364 130,582 137,111 143,967 Code Enforcement 8526
Officer
Hazardous Materials 8517
Inspector I
Housing & Community 8524
Services Coordinator
Planner I 8512
Senior Equipment Mechanic 8510 7,795.75 8,185.75 8,595.00 9,024.67 9,475.92 9,949.75 10,447.25 10,969.67 93,549 98,229 103,140 108,296 113,711 119,397 125,367 131,636 Accounting Technician II 8554 7,566.58 7,945.00 8,342.17 8,759.25 9,197.25 9,657.08 10,140.00 10,646.92 Senior Facilities Maintenance 8507 90,799 95,340 100,106 105,111 110,367 115,885 121,680 127,763 Specialist
Public Safety 8633
Communicator Trainee
Engineering 8531 7,417.50 7,788.33 8,177.67 8,586.67 9,015.92 9,466.83 9,940.25 10,437.33 Technician/Inspector II 89,010 93,460 98,132 103,040 108,191 113,602 119,283 125,248 Information Technology 8561 7,199.50 7,559.25 7,937.17 8,334.08 8,750.83 9,188.33 9,647.83 10,130.17 Technician II 86,394 90,711 95,246 100,009 105,010 110,260 115,774 121,562 Job Class
Number
Rev 8/24 Page 1 of 3
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AFSCME GENERAL UNIT

SALARY SCHEDULE
Effective July 1, 2027
(3.7% Cost of Living Increase)
EXHIBIT A-2
Job Classification Title Step A Step B Step C Step D Step E Step F* Step G* Step H* Job Class
Number
Equipment Mechanic 8508 7,057.58 7,410.33 7,780.83 8,170.00 8,578.50 9,007.42 9,457.75 9,930.67 Sr. Maintenance Worker - 8504 84,691 88,924 93,370 98,040 102,942 108,089 113,493 119,168 Parks & Landscape
Sr. Maintenance Worker - 8566
STSWD
Sr. Maintenance Worker - 8567
Wastewater
Sr. Maintenance Worker - 8542
Water
HCD Technician II 8619 6,918.42 7,264.17 7,627.50 8,009.00 8,409.33 8,829.92 9,271.33 9,734.83 83,021 87,170 91,530 96,108 100,912 105,959 111,256 116,818 Accounting Technician I 8553 6,849.92 7,192.50 7,552.00 7,929.58 8,326.08 8,742.42 9,179.50 9,638.50 Facilities Maintenance 8505 82,199 86,310 90,624 95,155 99,913 104,909 110,154 115,662 Specialist
Fire Administration 8516
Technician
Management Assistant 8519
Permit Technician 8523
Planning Technician 8514
Engineering 8530 6,715.00 7,050.75 7,403.17 7,773.33 8,162.08 8,570.08 8,998.58 9,448.50 Technician/Inspector I 80,580 84,609 88,838 93,280 97,945 102,841 107,983 113,382 Water Operator 8544
Community Coordinator 8547 6,648.42 6,980.83 7,329.92 7,696.33 8,081.17 8,485.33 8,909.50 9,355.00 Community Engagement 8549 79,781 83,770 87,959 92,356 96,974 101,824 106,914 112,260 Coordinator
Recreation Coordinator 8546
Deputy City Clerk 8555 6,517.33 6,843.33 7,185.50 7,544.75 7,922.08 8,318.08 8,734.08 9,170.75 Information Technology 8560 78,208 82,120 86,226 90,537 95,065 99,817 104,809 110,049 Technician I
Property & Evidence 8570
Technician
Senior Police Records 8610
Technician
HCD Technician I 8618 6,263.17 6,576.33 6,905.08 7,250.25 7,612.75 7,993.42 8,393.25 8,812.75 75,158 78,916 82,861 87,003 91,353 95,921 100,719 105,753 Accounting Assistant II 8605 6,201.17 6,511.17 6,836.75 7,178.58 7,537.50 7,914.42 8,310.00 8,725.50 74,414 78,134 82,041 86,143 90,450 94,973 99,720 104,706 PW Maintenance Worker II 8564 6,078.83 6,382.92 6,702.08 7,037.00 7,389.00 7,758.50 8,146.42 8,553.75 Utilities Maintenance Wrkr II 8565 72,946 76,595 80,425 84,444 88,668 93,102 97,757 102,645 Senior Custodian 8509 6,018.83 6,319.75 6,635.58 6,967.50 7,315.83 7,681.75 8,065.83 8,469.17 72,226 75,837 79,627 83,610 87,790 92,181 96,790 101,630 Rev 8/24 Page 2 of 3
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AFSCME GENERAL UNIT

SALARY SCHEDULE
Effective July 1, 2027
(3.7% Cost of Living Increase)
EXHIBIT A-2
Job Classification Title Step A Step B Step C Step D Step E Step F* Step G* Step H* Job Class
Number
Police Records Technician II 8609 5,900.25 6,195.33 6,504.83 6,830.25 7,171.67 7,530.17 7,906.75 8,302.08 70,803 74,344 78,058 81,963 86,060 90,362 94,881 99,625 Community Services Officer 8632 5,841.75 6,133.92 6,440.58 6,762.50 7,100.67 7,455.58 7,828.42 8,219.75 70,101 73,607 77,287 81,150 85,208 89,467 93,941 98,637 Accounting Assistant I 8604 5,613.83 5,894.50 6,189.25 6,498.50 6,823.75 7,164.75 7,523.00 7,899.08 67,366 70,734 74,271 77,982 81,885 85,977 90,276 94,789 PW Maintenance Worker I 8562 5,503.17 5,778.42 6,067.42 6,370.67 6,689.08 7,023.42 7,374.67 7,743.33 Utilities Maintenance Worker I 8563 66,038 69,341 72,809 76,448 80,269 84,281 88,496 92,920 Recreation Specialist 8548
Office Assistant II 8601 5,341.42 5,608.50 5,888.83 6,183.25 6,492.33 6,817.08 7,157.92 7,515.83 Police Records Technician I 8608 64,097 67,302 70,666 74,199 77,908 81,805 85,895 90,190 Custodian 8506 5,184.25 5,443.50 5,715.67 6,001.33 6,301.58 6,616.50 6,947.33 7,294.67 62,211 65,322 68,588 72,016 75,619 79,398 83,368 87,536 Office Assistant I 8600 4,835.42 5,077.25 5,331.08 5,597.67 5,877.67 6,171.33 6,479.92 6,803.92 58,025 60,927 63,973 67,172 70,532 74,056 77,759 81,647 *7/1/22 salary schedule adds Step F (merit step, one year at Step E, and completion of 5 years service requirement per MOU). *7/1/23 salary schedule adds Step G (merit step, one year at Step F, and completion of 10 years service requirement per MOU). *7/1/24 salary schedule adds Step H (merit step, one year at Step G, and completion of 15 years service requirement per MOU).

Annual salary amounts are rounded to the dollar based on Excel formula and are not exact.

Rev 8/24 Page 3 of 3
Docusign Envelope ID: E2503950-1E45-8200-80C9-E034601CB4EB

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AFSCME GENERAL UNIT

SALARY SCHEDULE
Effective July 1, 2028
(3.0 Cost of Living Increase)
EXHIBIT A-3
Job Classification Title Step A Step B Step C Step D Step E Step F* Step G* Step H* Associate Engineer 8537 11,787.25 12,376.75 12,995.42 13,645.25 14,327.42 15,043.92 15,796.00 16,585.83 141,447 148,521 155,945 163,743 171,929 180,527 189,552 199,030 Assistant Engineer 8536 10,715.58 11,251.58 11,814.00 12,404.83 13,024.83 13,676.25 14,360.00 15,078.00 Environmental Engineer 8538 128,587 135,019 141,768 148,858 156,298 164,115 172,320 180,936 Senior Hazardous Materials 8522
Inspector
Junior Engineer 8533 9,700.92 10,185.83 10,695.08 11,229.83 11,791.33 12,380.92 13,000.00 13,649.92 Planner II 8513 116,411 122,230 128,341 134,758 141,496 148,571 156,000 163,799 Hazardous Materials 8529
Inspector II
Senior Public Safety 8635 9,322.25 9,788.33 10,277.75 10,791.50 11,331.17 11,897.67 12,492.58 13,117.25 Communicator 111,867 117,460 123,333 129,498 135,974 142,772 149,911 157,407 Building Inspector II 8521 9,230.00 9,691.50 10,176.08 10,685.00 11,219.08 11,780.00 12,369.00 12,987.50 110,760 116,298 122,113 128,220 134,629 141,360 148,428 155,850 Public Safety 8634 9,048.00 9,500.42 9,975.58 10,474.25 10,998.08 11,547.92 12,125.25 12,731.50 Communicator 108,576 114,005 119,707 125,691 131,977 138,575 145,503 152,778 Engineering 8532 8,869.92 9,313.17 9,778.92 10,267.92 10,781.25 11,320.50 11,886.42 12,480.75 Technician/Inspector III 106,439 111,758 117,347 123,215 129,375 135,846 142,637 149,769 Accountant 8552 8,782.00 9,221.08 9,682.17 10,166.17 10,674.58 11,208.25 11,768.67 12,357.17 Building Inspector I 8520 105,384 110,653 116,186 121,994 128,095 134,499 141,224 148,286 Code Enforcement 8526
Officer
Hazardous Materials 8517
Inspector I
Housing & Community 8524
Services Coordinator
Planner I 8512
Senior Equipment Mechanic 8510 8,029.58 8,431.33 8,852.83 9,295.42 9,760.17 10,248.25 10,760.67 11,298.75 96,355 101,176 106,234 111,545 117,122 122,979 129,128 135,585 Accounting Technician II 8554 7,793.58 8,183.33 8,592.42 9,022.00 9,473.17 9,946.83 10,444.17 10,966.33 Senior Facilities Maintenance 8507 93,523 98,200 103,109 108,264 113,678 119,362 125,330 131,596 Specialist
Public Safety 8633
Communicator Trainee
Engineering 8531 7,640.00 8,022.00 8,423.00 8,844.25 9,286.42 9,750.83 10,238.42 10,750.42 Technician/Inspector II 91,680 96,264 101,076 106,131 111,437 117,010 122,861 129,005 Information Technology 8561 7,415.50 7,786.00 8,175.25 8,584.08 9,013.33 9,464.00 9,937.25 10,434.08 Technician II 88,986 93,432 98,103 103,009 108,160 113,568 119,247 125,209 Job Class
Number
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AFSCME GENERAL UNIT

SALARY SCHEDULE
Effective July 1, 2028
(3.0 Cost of Living Increase)
EXHIBIT A-3
Job Classification Title Step A Step B Step C Step D Step E Step F* Step G* Step H* Job Class
Number
Equipment Mechanic 8508 7,269.33 7,632.67 8,014.25 8,415.08 8,835.83 9,277.67 9,741.50 10,228.58 Sr. Maintenance Worker - 8504 87,232 91,592 96,171 100,981 106,030 111,332 116,898 122,743 Parks & Landscape
Sr. Maintenance Worker - 8566
STSWD
Sr. Maintenance Worker - 8567
Wastewater
Sr. Maintenance Worker - 8542
Water
HCD Technician II 8619 7,126.00 7,482.08 7,856.33 8,249.25 8,661.58 9,094.83 9,549.50 10,026.92 85,512 89,785 94,276 98,991 103,939 109,138 114,594 120,323 Accounting Technician I 8553 7,055.42 7,408.25 7,778.58 8,167.50 8,575.83 9,004.67 9,454.92 9,927.67 Facilities Maintenance 8505 84,665 88,899 93,343 98,010 102,910 108,056 113,459 119,132 Specialist
Fire Administration 8516
Technician
Management Assistant 8519
Permit Technician 8523
Planning Technician 8514
Engineering 8530 6,916.42 7,262.25 7,625.25 8,006.50 8,406.92 8,827.17 9,268.50 9,731.92 Technician/Inspector I 82,997 87,147 91,503 96,078 100,883 105,926 111,222 116,783 Water Operator 8544
Community Coordinator 8547 6,847.83 7,190.25 7,549.83 7,927.25 8,323.58 8,739.92 9,176.75 9,635.67 Community Engagement 8549 82,174 86,283 90,598 95,127 99,883 104,879 110,121 115,628 Coordinator
Recreation Coordinator 8546
Deputy City Clerk 8555 6,712.83 7,048.67 7,401.08 7,771.08 8,159.75 8,567.67 8,996.08 9,445.83 Information Technology 8560 80,554 84,584 88,813 93,253 97,917 102,812 107,953 113,350 Technician I
Property & Evidence 8570
Technician
Senior Police Records 8610
Technician
HCD Technician I 8618 6,451.08 6,773.58 7,112.25 7,467.75 7,841.17 8,233.25 8,645.08 9,077.17 77,413 81,283 85,347 89,613 94,094 98,799 103,741 108,926 Accounting Assistant II 8605 6,387.17 6,706.50 7,041.83 7,393.92 7,763.67 8,151.83 8,559.33 8,987.25 76,646 80,478 84,502 88,727 93,164 97,822 102,712 107,847 PW Maintenance Worker II 8564 6,261.17 6,574.42 6,903.17 7,248.08 7,610.67 7,991.25 8,390.83 8,810.33 Utilities Maintenance Wrkr II 8565 75,134 78,893 82,838 86,977 91,328 95,895 100,690 105,724 Senior Custodian 8509 6,199.42 6,509.33 6,834.67 7,176.50 7,535.33 7,912.17 8,307.83 8,723.25 74,393 78,112 82,016 86,118 90,424 94,946 99,694 104,679 Rev 8/24 Page 2 of 3
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AFSCME GENERAL UNIT

SALARY SCHEDULE
Effective July 1, 2028
(3.0 Cost of Living Increase)
EXHIBIT A-3
Job Classification Title Step A Step B Step C Step D Step E Step F* Step G* Step H* Job Class
Number
Police Records Technician II 8609 6,077.25 6,381.17 6,700.00 7,035.17 7,386.83 7,756.08 8,143.92 8,551.17 72,927 76,574 80,400 84,422 88,642 93,073 97,727 102,614 Community Services Officer 8632 6,017.00 6,317.92 6,633.83 6,965.42 7,313.67 7,679.25 8,063.25 8,466.33 72,204 75,815 79,606 83,585 87,764 92,151 96,759 101,596 Accounting Assistant I 8604 5,782.25 6,071.33 6,374.92 6,693.42 7,028.50 7,379.67 7,748.67 8,136.08 69,387 72,856 76,499 80,321 84,342 88,556 92,984 97,633 PW Maintenance Worker I 8562 5,668.25 5,951.75 6,249.42 6,561.75 6,889.75 7,234.08 7,595.92 7,975.67 Utilities Maintenance Worker I 8563 68,019 71,421 74,993 78,741 82,677 86,809 91,151 95,708 Recreation Specialist 8548
Office Assistant II 8601 5,501.67 5,776.75 6,065.50 6,368.75 6,687.08 7,021.58 7,372.67 7,741.33 Police Records Technician I 8608 66,020 69,321 72,786 76,425 80,245 84,259 88,472 92,896 Custodian 8506 5,339.75 5,606.83 5,887.17 6,181.33 6,490.67 6,815.00 7,155.75 7,513.50 64,077 67,282 70,646 74,176 77,888 81,780 85,869 90,162 Office Assistant I 8600 4,980.50 5,229.58 5,491.00 5,765.58 6,054.00 6,356.50 6,674.33 7,008.00 59,766 62,755 65,892 69,187 72,648 76,278 80,092 84,096 *7/1/22 salary schedule adds Step F (merit step, one year at Step E, and completion of 5 years service requirement per MOU). *7/1/23 salary schedule adds Step G (merit step, one year at Step F, and completion of 10 years service requirement per MOU). *7/1/24 salary schedule adds Step H (merit step, one year at Step G, and completion of 15 years service requirement per MOU).

Annual salary amounts are rounded to the dollar based on Excel formula and are not exact.

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AFSCME, LOCAL 101, GENERAL UNIT
CERTIFICATE PAY CHART – EXHIBIT B
JULY 1, 2026 – JUNE 30, 2029 – MOU EXHIBIT

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The amounts noted for each certification are not additive and employee shall receive amount tied to highest level attained for each type of certification.

EMPLOYEES HIRED
PRIOR TO 7/1/2026

WITH NO LAPSE-SEE
MOU)
1 =
$50.00
2 =
$150.00
3 =
$250.00
4 =
$300.00
AWWA
Backflow
Prevention
Tester
$20.00 Playground
Inspection
Certification
$20.00 AWWA Backflow
Prevention
Tester
$20.00 Qualified
Applicator’s
Certificate
$20.00
State of CA
Water
Distribution
Operator Grade
1, 2, 3, or 4
1 = $20.00
2 = $75.00
3 =
$125.00
4 =
$150.00
Pesticide
Advisor
Certification
$50.00 State of CA
Water
Distribution
Operator Grade
1, 2, 3, or 4
1 =
$20.00
2 =
$75.00
3 =
$125.00
4 =
$150.00
Pesticide Advisor
Certification
$50.00
State of CA
Water
Treatment
Operator (any
level)
$20.00 ISA
Certified
Arborist
$250.00 State of CA
Water
Treatment
Operator (any
level)
$20.00 ISA Certified
Arborist
$250.00
AWWA Cross
Connection
Specialist
$20.00 AWWA Cross
Connection
Specialist
$20.00
Qualified
Applicator’s
Certificate
$20.00 Qualified
Applicator’s
Certificate
$20.00
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AFSCME, LOCAL 101, GENERAL UNIT
CERTIFICATE PAY CHART – EXHIBIT B
JULY 1, 2026 – JUNE 30, 2029 – MOU EXHIBIT

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The amounts noted for each certification are not additive and employee shall receive amount tied to highest level attained for each type of certification.

Exhibit B to AFSCME, Local 101 General Unit MOU
Parks & Landscape Section – Public Works Streets/Trees/Stormwater & Drainage Section – Public Works
If Obtained Prior to
7/1/2017
7/1/17 and going
forward
If Obtained Prior to 7/1/2017 7/1/2017 and going forward Certificate Monthly $
Amount
Certificate Monthly
$
Amount
Certificate Monthly
$
Amount
Certificate Monthly
$
Amount
Playground
Inspection
Certification
$20.00 Playground
Inspection
Certification
$20.00
Pesticide
Advisor
Certification
$20.00 Pesticide Advisor
Certification
$20.00
Water – Utilities Wastewater - Utilities
If Obtained Prior to
7/1/2017
7/1/17 and going
forward
If Obtained Prior to 7/1/2017 7/1/2017 and going
forward
Certificate Monthly $
Amount
Certificate Monthly
$
Amount
Certificate Monthly $
Amount
Certificate Monthly
$
Amount
Class A License $20.00 Class A
License
$20.00 Class A
License
$20.00 Class A
License
$20.00
CWEA
Collection
System
Maintenance
Grade I, 2, 3, or
4 1 = $20.00
2 = $75.00
3 =
$125.00
4 =
$150.00
State of CA
Water
Distribution
Operator
Grade 1, 2,
3, 4, or 5
1 =
$50.00
2 =
$150.00
3 =
$250.00
4 =
$300.00
5 =
$400.00
CWEA
Collection
System
Maintenance
Grade I, 2, 3,
or 4
1 = $20.00
2 = $75.00
3 = $125.00
4 = $150.00
CWEA
Collection
System
Maintenance
Grade I, 2, 3,
or 4
1 =
$50.00
2 =
$150.00
3 =
$250.00
4 =
$300.00
AWWA
Backflow
Prevention
Tester
$20.00 AWWA
Backflow
Prevention
Tester
$20.00 AWWA
Backflow
Prevention
Tester
$20.00 Qualified
Applicator’s
Certificate
$20.00
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AFSCME, LOCAL 101, GENERAL UNIT
CERTIFICATE PAY CHART – EXHIBIT B
JULY 1, 2026 – JUNE 30, 2029 – MOU EXHIBIT

Page 3 of 3 ends

The amounts noted for each certification are not additive and employee shall receive amount tied to highest level attained for each type of certification.

Exhibit B to AFSCME, Local 101 General Unit MOU
Water – Utilities Wastewater - Utilities
If Obtained Prior to
7/1/2017
7/1/17 and going
forward
If Obtained Prior to 7/1/2017 7/1/2017 and going
forward
Certificate Monthly $
Amount
Certificate Monthly
$
Amount
Certificate Monthly $
Amount
Certificate Monthly
$
Amount
State of CA
Water
Distribution
Operator Grade
1, 2, 3, or 4
1 = $20.00
2 = $75.00
3 =
$125.00
4 =
$150.00
State of CA
Water
Treatment
Operator 1,
2, 3, or 4
1 =
$20.00
2 =
$40.00
3 =
$60.00
4 =
$80.00
State of CA
Water
Distribution
Operator
Grade 1, 2, 3,
or 4
1 = $20.00
2 = $75.00
3 = $125.00
4 = $150.00
State of CA
Water
Treatment
Operator (any
level)
$20.00 AWWA
Cross
Connection
Specialist
$20.00 State of CA
Water
Treatment
Operator (any
level)
$20.00
AWWA Cross
Connection
Specialist
$20.00 Qualified
Applicator’s
Certificate
$20.00 AWWA Cross
Connection
Specialist
$20.00
Qualified
Applicator’s
Certificate
$20.00 Qualified
Applicator’s
Certificate
$20.00
Playground
Inspection
Certification
$20.00 Playground
Inspection
Certification
$20.00
Pesticide
Advisor
Certification
$20.00 Pesticide
Advisor
Certification
$20.00
Docusign Envelope ID: E2503950-1E45-8200-80C9-E034601CB4EB

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C
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MEMORANDUM
OF

UNDERSTANDING

BETWEEN

THE CITY OF GILROY
AND
AFSCME, AFL-CIO, LOCAL 101

GILROY CHAPTER

SUPERVISORY UNIT
JULY 1, 2026 – JUNE 30, 2029
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TABLE OF CONTENTS
AFSCME, LOCAL 101

SUPERVISORY UNIT MOU

ARTICLE/SECTION DESCRIPTION PAGE NUMBER
ARTICLE I PARTIES TO THE AGREEMENT 1
ARTICLE II RECOGNITION AND SCOPE 1
ARTICLE III CITY RIGHTS 1
Section A In General 1
Section B Rights Enumerated 1
Section C Employee Grievances Not Impaired 2
Section D Consultations with Union 2
ARTICLE IV UNION RIGHTS 2
Section A Union Security 2
Section B Information 3
Section C Employee Orientation 3
ARTICLE V SALARIES AND OTHER COMPENSATION 3
Section A Salaries 3
Section B
Retention/Recognition Incentive/Health
Reimbursement Arrangement 5
Section C Retirement Plans and Contributions 5
Section D Shift Differential 6
Section E Tuition Reimbursement 7
Section F Overtime 7
Section G Stand-By Pay 8
Section H Call Back Pay 9
Section I Temporary Upgrade Pay 9
Section K Certificate/License Pay 10
Section L Bi-Lingual Pay 12
Section M Deferred Compensation 13
ARTICLE VI INSURANCE PROGRAMS 13
Section A Medical and Dental Insurance 13
Section B Life Insurance 14
Section C Long Term Disability Insurance 14
ARTICLE VII LEAVES 15
Section A Vacation Leave 15
Section B Sick Leave 15
Section C Personal Leave 15
Section D Bereavement Leave 16
Section E Holidays 16
Section F Christmas Eve Mandatory Closure 17

ARTICLE/SECTION DESCRIPTION PAGE NUMBER
1 Docusign Envelope ID: E2503950-1E45-8200-80C9-E034601CB4EB

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TABLE OF CONTENTS
AFSCME, LOCAL 101

SUPERVISORY UNIT MOU
Section G
No Use of Leave to Extend Retirement or
Separation Date 18
ARTICLE VIII MISCELLANEOUS 18
Section A Uniforms 18
Section B Safe Work Place Commitment 19
Section C Safety Committee 19
Section D Contracting Out 19
Section E Union Leave 20
Section F City-Paid Meal 21
Section G Employee Commitment 21
Section H Probationary Period 22
Section I Residency Requirements 22
Section J Eyeglass Replacement 22
Section K Layoff Policy 22
Section L Employee Assistance Program 22
Section M Grievance and Disciplinary Action 23
Section N Bulletin Boards, Mail, and E-mail 24
Section O Donation of Vested Time 25
Section P Human Resources File 25
Section Q Labor Management Committee 25
Section R Employee Performance Appraisal 25
Section S Equal Employment Opportunity 26
Section T Alternate Work Schedules 26
Section U DMV Pull Notice Program 26
Section V Payroll Date and Direct Deposit 27
26 PEACEFUL PERFORMANCE 27
ARTICLE X REINSTATEMENT 27
ARTICLE XI REOPENERS 27
ARTICLE XII FULL UNDERSTANDING 28
ARTICLE XIII SAVINGS PROVISION 28
ARTICLE XIV TERM 29

EXHIBITS
Exhibit A (1-3) Salary Tables - Supervisory Unit 3 pages Exhibit B
Certificate/License Pay Chart - Supervisory Unit 3 pages 2 Docusign Envelope ID: E2503950-1E45-8200-80C9-E034601CB4EB

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MEMORANDUM OF UNDERSTANDING

BETWEEN THE

CITY OF GILROY
AND
AFSCME, AFL, CIO, LOCAL 101

GILROY CHAPTER

SUPERVISORY UNIT
JULY 1, 2026 - JUNE 30, 2029
ARTICLE I. PARTIES TO THE AGREEMENT
This Memorandum of Understanding is jointly prepared and executed by representatives of the City of Gilroy (hereinafter CITY) and the Gilroy Employee Association affiliated with the American Federation of State, County, and Municipal Employees (AFSCME), Local 101, AFL-CIO (hereinafter UNION) for presentation to, and consideration by, the City Council of CITY. It shall not be binding until ratified by the UNION and adopted by the City Council.

ARTICLE II. RECOGNITION AND SCOPE
CITY hereby recognizes UNION as the recognized employee organization for purposes of Government Code 3500 et seq. and the Employer-Employee Relations Policy of CITY (City Council Resolution 85-25). Such recognition shall extend only to the representation of employees holding permanent positions in the Supervisory Unit.

ARTICLE III. CITY RIGHTS
Section A. In General:

All CITY rights and functions, except those which are expressly abridged by this Agreement, shall remain vested with CITY.

Section B. Rights Enumerated:

Nothing in this Agreement shall be construed to restrict any legal or inherent exclusive CITY rights with respect to matters of general legislative or managerial policy which include but are not limited to:
the exclusive right to determine the mission of its constituent sections; set standards of selection for Docusign Envelope ID: E2503950-1E45-8200-80C9-E034601CB4EB

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employment and promotion; train, direct and assign its employees; require overtime work; take disciplinary action; relieve its employees from duty because of lack of work or for other legitimate reasons; maintain the efficiency of CITY operations; determine the methods, means and personnel by which CITY operations are to be conducted; determine the content of job classifications; take all necessary actions to prepare for and carry out its mission in emergencies; and exercise complete control and discretion over its organization and the technology of performing its work. CITY has the right to make reasonable rules and regulations pertaining to employees consistent with this Agreement.

Section C. Employee Grievances Not Impaired:

1. The exercise of CITY management rights shall not preclude a grievant from presenting a grievance in accordance with the Human Resources Rules and Regulations, concerning an adverse effect of the exercise of such rights upon employee; provided, however, the basic right of management to act hereunder or make decisions is unimpaired.

2. Notwithstanding paragraph 1, above, bargaining unit members must utilize the Grievance Procedure contained in Article VIII (P) of the MOU rather than the Human Resources Rules and Regulations for any grievances involving the interpretation, application, or alleged violation of this memorandum of understanding.

Section D. Consultations with Union:

This Agreement is not intended to restrict the right of CITY to consult with UNION regarding matters within the right of CITY to determine. However, the parties understand that such consultation shall not create any obligation to meet and confer over issues not within the scope of representation.

Pursuant to MMBA Section 3504, the scope of representation shall include all matters relating to employment conditions and employer-employee relations, including, but not limited to, wages, hours, and other terms and conditions of employment, except, however, that the scope of representation shall not include consideration of the merits, necessity, or organization of any service or activity provided by law or executive order.

ARTICLE IV. UNION RIGHTS
Section. A Union Security:

1. An employee in one of the classes included in the Unit may at any time execute a payroll deduction authorization form (“Deduction Authorization Form”) as furnished by AFSCME.

2. AFSCME will be custodian of records for such Deduction Authorization Form and will provide the City with a certification that it has and will maintain an authorization, signed by the individual from whose salary or wages the deduction or reduction is to be made. AFSCME shall not be required to provide the City a copy of the employee’s authorization unless a dispute arises about the existence or terms of the authorization. However, AFSCME will provide the City with a certification document for each employee with sufficient information to allow the City to identify the appropriate level of deductions.

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3. The City shall begin deductions in the amount prescribed by AFSCME in the first full payroll period after receipt of written certification of employee authorization from AFSCME if received on or before the 20th of the month. Otherwise, the deduction will begin the following month.

4. The City shall direct employee requests to cancel or change deductions to AFSCME and shall rely on information provided by AFSCME regarding whether deductions for an employee organization were properly canceled or changed.

5. Consistent with state law, AFSCME shall indemnify and save harmless the City, its officers and employees, for (1) any claims made by an employee for deductions made in reliance on AFSCME’s certification regarding a Deduction Authorization Form and (2) any claims made by an employee for deductions made in reliance on information provided by AFSCME regarding changes or cancellations to the deduction authorization.

6. The Union shall have the right to use City conference rooms and meeting facilities on the same basis as other governmental organizations. Use of non-public areas shall require prior authorization by the Department Head or designee. All requests for use of facilities shall be made through the Human Resources Director.

Section. B Information:

The City agrees to provide the Union with names of new hires within the bargaining unit on a timely basis. The City will continue to provide the Union with a monthly report, including Employee Name, Department, Wages, and Deduction Amount.

Section. C Employee Orientation:

City and AFSCME have agreed to maintain the current process for AFSCME involvement in the orientation of new bargaining unit employees.

ARTICLE V. SALARIES AND OTHER COMPENSATION
Section A. Salaries:

1. Cost of Living Adjustments
a. Salaries in effect on June 30, 2026 shall be increased by three point eight percent (3.8%) effective July 1, 2026.
b. Salaries in effect on June 30, 2027 shall be increased by three point seven percent (3.7%) effective July 1, 2027.
c. Salaries in effect on June 30, 2028 shall be increased by three percent (3.0%) effective July 1, 2028.
d. The above referenced salary increases have been calculated and are included on the attached salary schedules (Exhibit A-3). Due to rounding, the percentage increases are approximate, not exact.

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e. The City will retain a consultant to complete a benchmark Total Compensation Survey with a target completion date of December 31, 2028. In or around October of 2028, the parties will meet with the City’s retained survey consultant and review the consultant’s recommended survey jurisdictions, benchmark classifications, and survey matches for the revised Total Compensation Survey. The Parties intend the Total Compensation Survey to provide data to inform successor MOU negotiations.

2. Step Advancement:

Unless additional criteria are specified (e.g., longevity steps), advancement between each step in the salary range will require twelve (12) months of actual service at the employee’s current salary step, plus a “meets standards” or better performance evaluation.

3. Retention Steps
Step F (5 Years)
Effective the first full pay period following the later of July 1, 2022 or adoption of the MOU by the City Council, the City will add a new Step F to the salary schedule for each bargaining unit classification. Step F will be set approximately 5.0% higher than the existing Step E. In addition to the normal requirements for Step Advancement (12 months of “meets standards” or better performance at Step E), an employee must have completed five (5) years of service in the bargaining unit.

Employees who qualify for Step F as of July 1, 2022 (i.e., have both 5 years of service and 12 months at Step E) will be eligible to advance to Step F on July 1, 2022. For these employees, July 1 will become their new evaluation date. All other employees will be eligible to advance to Step F on their regularly scheduled evaluation date.
b. Step G (10 Years)
Effective the first full pay period following July 1, 2023, the City will add a new Step G to the salary schedule for each bargaining unit classification. Step G will be set approximately 5.0% higher than the existing Step F. In addition to the normal requirements for Step Advancement (12 months of “meets standards” or better performance at Step F), an employee must have completed ten (10) years of service in the bargaining unit.

Employees will be eligible to advance to Step G on their regularly scheduled evaluation date.
c. Step H (15 Years)
Effective the first full pay period following July 1, 2024, the City will add a new Step H to the salary schedule for each bargaining unit classification. Step H will be set approximately 5.0% higher than the existing Step G. In addition to the normal requirements for Step Advancement (12 months of “meets standards” or better performance at Step G), an employee must have completed fifteen (15) years of service in the bargaining unit.

Employees will be eligible to advance to Step H on their regularly scheduled evaluation date.

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Section B. Retention/Recognition Incentive/Health Reimbursement Arrangement

1. Retiree Allowance – Eligibility, Amount and Timing
An Eligible Retiree, as defined below, shall be eligible to receive a Monthly Allowance, also defined below, from the City until reaching the age of sixty-five (65). An “Eligible Retiree” is a Unit employee that satisfies all the following requirements:
• Is at least fifty-five years old.
• Begins collecting a CalPERS pension within ninety (90) days after separation from City of Gilroy service
• Allowance Amount as follows:

Effective Date Years of Service Amount of Monthly
Payment to Age 65
Hired Prior to 11/1/2005 At least 15 years of FT
service
$15 per year of service
to cap of $200
Hired on or After
11/1/2005
At least 20 years of FT
service
$15 per year of service
to cap of $200
Effective 6/30/2007 At least 25 years of FT
service
$15 per year of service
to cap of $300
• A Unit employee retiring on or after November 1, 2015, must elect to participate in the City’s retiree health reimbursement arrangement.
• Benefits under this section begin the first day of the month following the cessation of City-paid medical benefits. For example, if an employee retires on May 1st and City-paid medical benefits continue through May 31st, the employee will receive his or her first payment under this provision in the month of June. If medical benefits extend to June 30th, then the benefits under this section will begin in the month of July.

2. Eligible Retirees On or After November 1, 2015
The Monthly Allowance for any Unit employee that qualifies as an Eligible Retiree on or after November 1, 2015, including City employees hired or rehired on or after January 1, 2013, shall be made available to the Eligible Retiree under the City’s retiree only health reimbursement arrangement (“Plan”) for the purpose of receiving nontaxable reimbursements of qualifying health care expenses under Sections 105(b) and 213(d) of the Internal Revenue Code.

A condition to receiving the Monthly Allowance and participating in the Plan is the submission of an election form to participate in the Plan. Any monthly administrative fees for the health reimbursement arrangement plan shall be borne by the retiree. An Eligible Retiree retiring on or after November 1, 2015, that does not elect to participate in the Plan will forfeit the Monthly Allowance. Reimbursements from the Plan shall be subject to substantiation that the Eligible Retiree incurred eligible expenses.

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Section C. Retirement Plans and Contributions:

The city of Gilroy shall comply with the Public Employee Pension Reform Act (PEPRA)/Assembly Bill 340 (2012) that went into effect on January 1, 2013. PEPRA is a state law that supersedes any conflicting wording that may be contained in this MOU.

Miscellaneous CalPERS Group:
▪ Tier One – Miscellaneous Employees Hired Prior to January 1, 2013 and Classic Members of CalPERS Hired on or After January 1, 2013
The City shall provide the 2.5% at 55 PERS retirement plan for AFSCME employees in the Miscellaneous CalPERS category that qualify as a “classic” member of CalPERS. This applies to employees hired to a full-time position with the city of Gilroy prior to January 1, 2013 or an employee hired to a full-time position with the city of Gilroy on or after January 1, 2013 who qualifies as a “classic” member of CalPERS. Employees in this category shall have a pre-tax payroll deduction of eight (8%) percent consistent with IRC 414(h)(2). One (1) year final compensation (pursuant to CA Government Code Section 20042) is used for employees who retire under this formula. The City pays the employer contribution. ▪ Tier Two – Miscellaneous Employees Categorized as “New” CalPERS Members Hired On or After January 1, 2013
New full-time AFSCME employees in the Miscellaneous CalPERS category hired on or after January 1, 2013 who are classified as a “new” member of CalPERS shall receive the 2% at 62 CalPERS retirement plan. Employees in this category shall have a pre-tax payroll deduction for 50% of the total normal cost of the plan as identified annually by CalPERS. This employee payroll deduction amount may change from year to year as required by PEPRA. Three year final compensation is used for employees who retire under this formula.

The following items are included in the PERS Miscellaneous retirement contract:
▪ Credit for Unused Sick Leave – pursuant to CA Government Code Section 20965 ▪ 3
rd Level 1959 Survivor Benefit – pursuant to CA Government Code Section 21573 ▪ Military Service Credit – pursuant to CA Government Code Section 21024 ▪ Death Benefit – pursuant to CA Government Code Section 21620 Section D. Shift Differential:

Shift differential shall be paid as follows:

1. Shift differential shall be paid only for those shifts which have a majority of their hours occurring between 3 PM and 7 AM.
a. If the majority of hours occur between 3 PM and 11 PM (swing shift), the City shall pay an hourly premium of two and one half (2.5%) percent of base pay.

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b. If the majority of hours occur between 11 PM and 7 AM (graveyard shift), the City shall pay an hourly premium of five (5%) percent of base pay.

2. Employees shall receive overtime compensation for overtime hours worked, not including shift differential. However, shift differential pay shall be included in the pay rate for employees regularly assigned to the swing or graveyard shift for purpose of computing pay for overtime, sick leave, vacation, and other leave benefits.

Section E. Tuition Reimbursement:

Effective July 1, 2001, AFSCME members attending accredited community colleges, colleges, trade schools or universities may apply for reimbursement of one hundred percent (100%) of the actual cost of tuition, books, fees, or other student expenses for pre-approved job–related and career development courses. In addition, employees attending city-approved, job related continuing education courses, certification programs, or training conferences may also receive tuition reimbursement for the cost of registration, tuition, books, testing, and/or certifications (including certification renewals). Course work shall be completed on the employee’s own time at the employee’s own expense. Upon successful completion of the pre-approved class or training program, the employee shall provide all written documentation on allowable costs and completion/grade/certification/score, etc. to their department head and human resources for review and processing. The maximum tuition reimbursement for employees is $1,000.00 per fiscal year. Reimbursement is contingent upon the successful completion of the course. Successful completion means a grade of "B" or better for undergraduate and graduate courses, full attendance and completion of the training program, and a passing score for non-graded programs that involve certification or testing. All claims for tuition reimbursement require the pre-approval of the employee’s department head and the Human Resources Director. Tuition Reimbursement Request Forms are available in the Human Resources Department.

Section F. Overtime:

1. FLSA Workweek – The FLSA workweeks for Unit employees are as follows unless an alternate workweek is designated and approved by the Human Resources Director:
a. 5-8 Work Schedule: 12:00 a.m. Monday to 11:59 p.m. Sunday b. 4-10 Work Schedule: 12:00 a.m. Monday to 11:59 p.m. Sunday c. 9/80 Work Schedule: Midpoint of 8-hour workday to one minute prior to midpoint of the following same day of week off (for example, 12:00 p.m. on Friday (working 8 a.m. to 5 p.m. with a one-hour unpaid lunch break on the Friday) to 11:59 a.m. on the following Friday).
d. Other workweek designated in writing and approved by the Human Resources Director.

2. Overtime shall be defined as time worked in excess forty (40) hours per week. All paid time shall be considered hours worked for overtime calculation purposes. Overtime shall be paid at the rate of time and one-half (1.5) in either pay or compensatory time (CTO).

3. In addition, overtime shall be paid for all hours worked in excess of the number of hours in an employee’s regular workday. However, an employee and his or her supervisor may agree to “flex” his or her schedule. In this case, an employee may work additional hours on one day and Docusign Envelope ID: E2503950-1E45-8200-80C9-E034601CB4EB

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fewer than normal hours on one or more additional days. Any flex time shall be taken in the same workweek as the additional hours. Flex time shall not create a split shift. The employee shall not earn overtime unless the employee’s total hours worked exceed forty (40) in that workweek.

In the absence of an employee’s agreement to flex time, a supervisor may require the employee to flex his or her schedule to accommodate the City’s legitimate operational needs.

4. Each employee shall have the yearly option of accumulating compensatory time off or being paid monthly for overtime accrued during the immediately preceding month. However, employees may not accrue more than eighty (80) hours of CTO in their CTO bank at one time.

The Department Heads shall retain the authority of reasonably determining within the best interests of the operation of their respective departments, when accrued CTO may be used by each employee.

5. Employees required to attend mandatory courses, training sessions, or drills during off-duty times, shall be compensated for fifty (50) percent of such time on a straight time basis with a minimum of one (1) hour guarantee.

6. To address issues related the Doctrine of Constructive Receipt, no later than December 15 of each calendar year, each employee may irrevocably elect the number of overtime hours for which he or she wishes to receive CTO in lieu of pay for the following calendar year.

Employees shall earn CTO for all overtime hours worked up to the number of hours elected.

All overtime hours worked above the elected number of hours will be paid as overtime, regardless of whether an employee utilizes some or all the accrued CTO as paid leave.

7. This election will be made on a form provided by the City and must be completed and submitted in conformance with the instructions set forth on the form. Failure to make an election prior to the date set forth in this section will result in the employee being paid for all overtime hours worked and the employee will not be eligible for CTO for the calendar year.

CTO may not be cashed out except upon separation from employment.

Section G. Stand-by Pay:

Stand-by duty shall be rotated among employees on a seven (7) day basis. Employees on seven (7) day stand-by shall receive ten (10) hours pay at straight time. If an actual (not observed) holiday falls within the seven (7) day stand-by period, the employee shall receive eight (8) hours pay at straight time for being on stand-by on the actual (not observed) City of Gilroy recognized holiday.

The parties understand that stand-by compensation includes pay for incidental work performed while on standby. Examples of incidental work include periodic phone calls, e-mails, and remote monitoring of systems.

An employee receiving standby pay is expected to remain available to return to work and will return to work when called in. However, with approval of the supervisor at least 48 hours in advance, an employee may substitute for the employee on standby. Such substitution will be treated like a “shift trade” and the employees will be paid as though they worked their scheduled work and standby shifts.

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notice may be approved in emergency circumstances or other situations which could not reasonably have been foreseen (e.g., illness).

Employees on standby duty will be paid at time and one half for work performed after they have returned to the worksite.

Section H. Call Back Pay:

Call back is defined as any unscheduled event occurring after the employee has physically left work that does not continue into or continue after regular duty time. [For example, an employee called back to work one (1) hour prior to his or her regular start time will be paid overtime for the additional hour but will not qualify for callback pay. Similarly, an employee held over at the end of his or her shift will not qualify for callback pay.]

1. Call back shall be paid at a minimum of three (3) hours at time and one–half (1.5). Employees called on an actual (not observed) City of Gilroy recognized holiday will be compensated on the above schedule, but at a double time rate.

2. This provision shall not apply to prescheduled overtime (such as scheduled staff meetings) except that:
a. Members of the Communications and Records Units shall be allowed call back pay when called back for scheduled staff meetings; and
b. Employees called back to work for pre-scheduled events where a third party reimburses the City for the call back pay shall be paid a minimum of two (2) hours at time and one half (1.5). However, if the City does not post the voluntary overtime signup at least fourteen (14) calendar days prior to a pre-scheduled event, employees called back to work for that event shall be paid a minimum of three (3) hours at time and one half.

Any scheduled event/meeting occurring within thirty (30) minutes of the start or end of an employee’s shift will be assumed to be a continuation of regular duty time.

3. The City has the option of holding over employees in lieu of call back for any length of time upon notification to the employee prior to the event/meeting.

Section I. Temporary Upgrade Pay:

1. To qualify for Temporary Upgrade Pay, an employee must be assigned to perform all the duties of a higher classification for ten (10) full working days.

2. Employees who have qualified for Temporary Upgrade Pay in a specific classification shall be paid for each successive day at the rate assigned to the higher classification which represents the lowest step in the higher classification representing a minimum of five (5%) percent increase over the regular pay.

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3. In order to be eligible for Temporary Upgrade Pay, an employee must be assigned by his/her supervisor and approved by his/her Department Head to perform such work. Temporary Upgrade assignments shall be assigned in full day increments.

4. In accordance with Government Code 20480, an employee assigned to work in a Temporary Upgrade assignment may not exceed 960 hours worked in the appointment within a fiscal year if the employee is appointed to an upgraded position or higher classification that is vacant during recruitment for a permanent appointment. This limitation does not apply to a position that is temporarily available due to a leave of absence.

Section J. Certificate/License Pay:

Class A Driver’s License Pay: Employees in Public Works and Utilities Operations (Operations Services Supervisor and Supervising Water Quality Specialist) who are required to obtain and maintain a current CA Class A driver's license shall be paid $20.00 per month.

Certificate Pay for Operations Services Supervisors in Parks & Landscape and Streets/Trees/Stormwater & Drainage Sections of Public Works Operations, and Operations Services Supervisor and Supervising Water Quality Specialist in the Water Section and Wastewater Section of Utilities Operations:

For individuals employed on July 1, 2017, the City shall pay the following monthly amounts to individuals holding the following certifications, regardless of Public Works or Utilities Operations work location (Parks & Landscape, Streets/Trees/Stormwater & Drainage, Water, or Wastewater), so long as the individual holds the certification on July 1, 2017 and continues to hold the certification without interruption:
• State of California Water Distribution Operator and CWEA Collection System Maintenance Certifications:

Grade I $20.00
Grade II $75.00
Grade III $125.00
Grade IV $150.00
The above pays are not cumulative (e.g., employees holding a Grade IV receive $150 in license pay)
• Pesticide Advisor - $20.00
• Qualified Applicator Certificate - $20.00
• State of CA Water Treatment Operator (any one level) - $20.00 • AWWA Backflow Prevention Tester - $20.00
• AWWA Cross Connection Specialist - $20.00
• Playground Inspection Certification - $20.00
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Effective July 1, 2017, the City shall pay the following monthly amounts to individuals holding the following certifications, when they are assigned to the listed Section:

Parks & Landscape Section:
• Pesticide Advisor Certificate - $50.00
• Playground Inspection Certificate - $20.00
• ISA Certified Arborist Certificate - $250.00
Streets/Trees/Stormwater & Drainage Section:
• CWEA Collection System Maintenance Certifications (this certificate in this Section only applies to those employees hired prior to July 1, 2026, and who hold the certification continuously with no lapse):

Grade III $250.00
Grade IV $300.00
• Pesticide Advisor Certificate - $50.00
• ISA Certified Arborist Certificate - $250.00
Water Section:
• State of California Water Distribution Operator Certifications:

Grade III $250.00
Grade IV $300.00
Grade V $400.00
• State of California Water Treatment Operator Certifications:

Grade II $40.00
Grade III $60.00
Grade IV $80.00
• Cross Connection Control Program Specialist Certificate - $20.00 • Backflow Prevention Assembly General Tester Certificate - $20.00 Wastewater Section:
• CWEA Collection System Maintenance Certifications:

Grade III $250.00
Grade IV $300.00
Examples:

1. Employee A holds a Grade III WDO Certification on July 1, 2017 and works in Streets.

Employee A continues to receive $125 per month for the certification.

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2. Employee B earns a Grade III WDO Certification on August 1, 2017 and works in Streets.

Employee B does not receive any license pay for the certification.

3. Employee C earns a Grade V WDO Certification on August 1, 2017 and works in Water.

Employee C will begin to receive $400 per month for the certification.

The above referenced certificate pay program is further documented on the attached Certificate Pay Chart for Certain Public Works Operations Employees – Supervisory Unit (Exhibit D).

Section K. Bi-lingual Pay:

1. Employees in the classification of Public Safety Communications Supervisor who demonstrate the ability to communicate (as a result of a verbal skills test) effectively in both Spanish and English shall receive an additional five (5%) percent of their respective base salaries.

2. Other unit employees are eligible for five (5%) percent bi-lingual pay as follows:
a. The City shall determine which employees are needed to serve as interpreters and possess necessary verbal competency in Spanish. The City shall use the following criteria in determining whether it is necessary for an employee to serve as an interpreter:
i. Very frequent public contact in person and over the phone. ii. The City uses the employee as an interpreter on a daily basis. iii. The employee works in a department with numerous interpretations with Spanish speaking citizens.
b. Examples of employee who will qualify for bi-lingual/interpreter status include those encountering the public at the counters in the finance, recreation, and community development departments.
c. Employees receiving bilingual pay must provide interpreter translation services upon request of their supervisor or when contacted by a citizen requiring assistance in Spanish.

3. The City may require any employee receiving bi-lingual pay to recertify (test) based on observed skill or lack of use. However, such re-certification shall occur no more than once every two. This test shall be a verbal skills test.

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Section L. Deferred Compensation:

Effective with the pay period beginning 7/1/20, City will contribute $30/month to a City deferred compensation plan on behalf of each bargaining unit member. In order to receive the City contribution, each bargaining unit member must be enrolled in one of the City’s deferred compensation plans.

ARTICLE VI. INSURANCE PROGRAMS
Section A. Medical and Dental Insurance:

1. City Contributions
The City shall provide a cafeteria program dollar contribution for each bargaining unit employee. The cafeteria plan contribution amount is established as of January 1, 2026 as the plan year for health plan coverage is the calendar year. The City cafeteria contribution amount shall increase by 5% each January 1of the MOU using the January 1, 2026 amount as the baseline starting point. Any health plan rate increases in excess of the annual City contribution amount each year shall be paid by the employee.

The baseline monthly city cafeteria plan contribution amounts effective as of January 1, 2026 are:

Employee Only $939.36
Employee + 1 $1,859.09
Employee + 2 or more $2,480.68
The above contribution amounts include any mandatory PERS PEMHCA contribution and the mandatory Dental Contribution.

2. The contribution amount that the employee qualifies to receive is based upon the number of individuals that the employee enrolls in a medical plan.

3. The employee may purchase other insurance benefits with any remaining contribution amount or through payroll deduction. Some of these benefits may be eligible for a pre-tax deduction.

The employee may not waive dental insurance . The employee must enroll himself or herself, along with qualifying dependents, in the Dental plan.

Employees waiving medical insurance, or whose medical insurance is less than the City contribution are entitled to the following:
a) Hired prior to July 1, 2026
o Bargaining unit members hired by the City on or before June 30, 2026 who waive medical coverage are entitled to $939.36 in taxable cash less the medical contribution required by CalPERS and less the dental premium. o If a bargaining unit member hired by the City on or before June 30, 2026 spends less than the following amounts on medical and dental premiums, the balance will be paid to the employee as taxable cash.

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4. The employee may waive medical coverage under this program and enroll in dental insurance provided they show proof of other medical insurance coverage. If the employee waives medical insurance, then the employee is eligible to receive the employee only contribution in cash less than medical contribution required by CalPERS and less the dental premium subject to the caps listed in a) and b) above. Any cash payments received under this program are taxable.

5. Medical In Lieu:

Section B. Life Insurance:

Section C. Long Term Disability Insurance:

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Section A. Vacation Leave:

1. Every full-time employee who shall have been in the service of the CITY shall accrue vacation as follows:

Completed Years of Service Mo. Hours Accrued Yearly Accrual 1 - 5 6.67 Hours 80 hours
6 - 15 10.00 Hours 120 hours
15 + 13.33 Hours 160 hours
Employees will be allowed to maintain a vacation leave balance not to exceed two years' vacation leave. Employees at or above the maximum balance will no longer accrue vacation time until such time that the employee’s vacation balance drops below the maximum balance allowed. New employees will be allowed to take earned vacation in the first year subject to the normal approval process.

Section B. Sick Leave:

2. Sick Leave for Job-Connected Injuries
Employees shall discuss the timing of pre-planned absences with their supervisor.

Whenever possible, employees shall schedule partial day absences to minimize disruption in the workplace. This includes, but is not limited to scheduling appointments after hours, during lunch, or as close to the beginning or end of the workday as possible.

Section C. Personal Leave:

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Personal leave hours are not a vested benefit and do not carry over from one fiscal year to the next.

Unit members shall receive personal leave hours on July 1 of each fiscal year as follows:

Police Records Supervisor and Public
Safety Communications Supervisor
All other non-safety Supervisors that do
not receive holiday pay
28 hours of personal leave 24 hours of personal leave
0 hours floating holiday 16 hours floating holiday (in observance of Lincoln’s birthday and Admissions Day)
4 hours in observance of the Christmas Eve
closure
4 hours in observance of the Christmas Eve
closure
Total = 32 hours per fiscal year Total = 44 hours per fiscal year Employees hired or terminating during the year shall receive prorated personal leave credit on a quarterly basis. Employee is required to work at least one half of the quarter to receive the quarterly allocation of personal leave time. Since the bank of personal leave hours is fronted to the employee at the start of the fiscal year, if an employee uses more personal leave hours than would be allocated for the fiscal year based on the date of separation, the employee will change the non-eligible excess hours utilized to another available leave bank other than sick leave.

Section D. Bereavement Leave:

Employees may take up to two (2) additional days off using eligible leave banks for the death of an immediate family member within the state.

This section supersedes the language concerning Bereavement Leave in the HR Rules and Regulations.

Section E. Holidays:

1. The legal holidays observed by the City shall include:
• New Year’s Day
• Martin Luther King Day
• Washington’s Birthday
• March 31st
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• Memorial Day
• Independence Day
• Labor Day, Veteran’s Day
• Thanksgiving Day
• The day following Thanksgiving
• Christmas Day
When a regular holiday falls on Sunday, the following Monday shall be granted as a day off, and when a regular holiday falls on Saturday, the preceding Friday shall be granted as a day off.

Additional paid holidays to those provided in the Human Resources Rules and Regulations and this Agreement may be granted if declared by the Gilroy City Council.

2. Holiday Pay:
a. Any employee, other than employees in the classification of Public Safety Communications Supervisor, required to work on any holiday shall receive eight (8) hours of straight time pay for the holiday and time and one-half (1.5) for any hours actually worked on the holiday. b. If a City observed holiday falls on the regular day off for an employee in any job classification other than the classifications of Police Records Technician and Public Safety Communicator, that employee shall arrange with their supervisor to take an alternate day off during the same pay period in which the observed holiday occurred.
c. Employees in the classification of Public Safety Communications Supervisor assigned to work holidays shall receive holiday pay at the rate of 6% of the employee’s base monthly salary.

Section F. Christmas Eve Mandatory Closure:

Schedule flexing shall not be permitted on this day.

All City Hall employees shall participate in the mandatory closure as the City Hall building will be closed on this date.

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This mandatory closure does not apply to Police Department Records and Communication Unit employees.

Community Services Officers normally scheduled to work on this day shall follow their normal work schedule and may request time off per the normal time off procedures.

All other Police Department administrative support staff shall participate in the mandatory closure.

Section G. No Use of Leave to Extend Retirement or Separation Date:

Employees are required to be present at work during the entire two workweeks preceding their retirement or other planned separation from City employment (e.g. resignation to accept new position).

Employees may not use accrued leave time to extend their employment.

ARTICLE VIII. MISCELLANEOUS
Section A. Uniforms:

1. The Public Safety Communications Supervisor (Police Department) and Deputy Fire Marshal/Hazardous Materials Supervisor (Community Development Department) shall receive uniform allowance in the amount of $41.67 per month. Newly hired employees in this classification shall receive an initial uniform allowance of two hundred and fifty ($250) dollars.

3. The City will provide a voucher or reimburse employees in the Supervising Code Enforcement Officer position and supervisors in the Public Works and Utilities Operations Divisions for a second pair of safety shoes each year up to a maximum of $200 per pair.

4. Public Works and Utilities Operations field employees shall be supplied, by the City, with an allocation sufficient to purchase five (5) shirts and patches, five (5) pants, and three (3) work hats per year. These shall be of a quality similar to a Ben Davis brand. The annual per employee fiscal year maximum Uniform allotment for Public Works and Utilities Operations is $375.00.
a. If an employee can physical show their manager that they have five (5) shirts, five (5) pants, and three (3) hats in good condition, once approved by the manager, the employee can use their uniform allocation for other, non-core uniform items on the approved list. If an employee only needs two (2) pants, two (2) shirts, and one (1) hat to achieve the core allocation noted above, once approve, the employee can use the remaining uniform allotment amount to purchase other, non-core uniform items on the approved list. Absent the manager’s approval to purchase alternate uniform items, the Docusign Envelope ID: E2503950-1E45-8200-80C9-E034601CB4EB

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employee shall be required to select the core uniform items (five (5) shirts, five (5) pants, and three (3) hats. Substitutions and modifications may be made by the Uniform Committee made up of Public Works and Utilities Field employees. b. Newly hired employees in these classifications shall receive an initial allocation sufficient to purchase five (5) shirts and patches, five (5) pants, three (3) work hats, one (1) all-weather jacket, one (1) sweatshirt, one (1) belt, and five (5) short-sleeved shirts. c. The first fiscal year annual maximum uniform allotment for each newly hired Public Works and Utilities Operations employee is $620.00.
d. The goal of standardized uniforms for field operations personnel is to present a consistent and neat image to the public we serve.

5. The City shall annually (fiscal year) supply supervisory unit positions in Public Works Engineering and Community Development field employees (i.e. Supervising Code Enforcement Officer) with five (5) polo style shirts bearing an approved city logo in a brand and color approved by the City (brand and color to be approved only after taking input on the style and color from the affected employees). The designated employees shall wear the supplied shirts each day at work with pants (khakis or jeans appropriate for work being performed) consistent with the negotiated dress code. The annual allotment for the 5 shirts provided to each employee in specified classifications in Community Development and Engineering in Community Development is $200. If an employee can demonstrate to the they have 5 Polo Shirts in very good condition City is willing to permit employees to use the residual uniform allowance for other approved City-branded apparel (e.g., a jacket, vest, hat, etc.). Pants are excluded from the uniform reimbursement and may not be purchased with the employee’s allotment.

6. The City will report the above referenced uniform allotment to CalPERS on a monthly basis.

Section B. Safe Workplace Commitment:

Section C. Safety Committee:

The UNION shall be entitled to appoint two members to the CITY's Safety Committee.

Section D. Contracting Out:
(1) Except for temporary contracts (less than one year) or contracts to fill an immediate need (such as a vacant full-time position) the CITY will notify the UNION if it intends to contract out the functions currently performed by employees within the unit. Upon request, at the initiation of the contract and whenever the contract is up for renewal, the CITY will meet with the UNION Docusign Envelope ID: E2503950-1E45-8200-80C9-E034601CB4EB

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(including employees with knowledge of the work to be contracted) to explain the reason for the decision to contract out and to solicit UNION views on the proposal, including possibilities for cost savings. Nothing in this section shall be construed to limit the rights of the City Council to contract out work in its sole discretion. Nor shall any meetings under this section meetings delay the City Council’s adoption of any contract. (2) Nothing in this section shall be construed to limit the rights of the City Council, in its sole discretion, to enter into temporary contracts (less than one year) or contracts to fill an immediate need (such as a vacant full-time position). Such contracts shall not be subject to the provisions of Paragraph (1), above.
(3) This section shall not apply to part-time hiring or to temporary or provisional appointments, which shall continue to occur at the City’s sole discretion.

Section E. Union Leave:

Release time shall be granted subject to minimum staffing requirements of the Department and is subject to Department Head and/or City Administrator approval.

UNION officers shall be provided with a reasonable amount of release time to meet with CITY management personnel on:
a) Grievances.
i. One (1) designated UNION representative is allowed time off without loss of compensation for purposes ofrepresenting an employee in a meeting with City representatives relative to an employee grievance.
ii. One (1) designated UNION representative is allowed time off without loss of compensation for the purpose of discussing or investigating a grievance with an employee.
b) Issues raised by City Management involving CITY/UNION business. The UNION President and/or a designee will have release time without loss of compensation for the purpose of conducting formal meetings with City Management personnel. Release time must be scheduled in advance with the President's or designee's supervisor. c) Other mutually acceptable reasons.

2. Designated employee representatives shall be provided with release time to participate in formal meet and confer sessions with the CITY. When the meeting is a formal meet and confer session regarding the negotiation of an MOU, such release time shall not be charged to the one hundred and twenty (120) hours time bank described in paragraph 1 above.

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4. UNION representatives shall request permission to use release time as far in advance as reasonably possible. Supervisors will not unreasonably deny requests for release.

5. UNION will provide the CITY a list of all officers, stewards, and representatives.

Section F. City-Paid Meal:

Section G. Employee Commitment:

In consideration of the fair and reasonable provisions of this Memorandum of Understanding, employees represented by the Gilroy Employee’s Association, through their elected representatives, do hereby make the following pledges to the City of Gilroy:

1. Employee shall make every effort to minimize CITY costs on an on-going basis by encouraging optimum amount of work production from each of its members.

2. Employees shall cooperate in every reasonable way to properly maintain and protect CITY property, equipment, and facilities.

3. Employees shall adhere to all Human Resources Rules and Regulations. Specific attention shall be given to those regulations dealing with sick leave, time off, coffee breaks and punctuality. Every effort shall be made to maintain a good public image for each and all CITY employees. This is to be accomplished by maintaining good work habits and keeping busy at productive work during regular working hours.

4. Employees shall use and follow safe working procedures in their day-to-day work routines.

5. Employees shall make a special and continuing effort to maintain good and constructive relations with the general public, fellow employees, and CITY officials. Every effort will be made to be considerate and understanding of the other person's point of view, misunderstanding or problem.

6. The Gilroy Employee's Association shall assume a leadership role in carrying out the above pledges.

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Section H. Probationary Period:

With the exception of classifications of Public Safety Communication Supervisor, newly hired employees will serve a twelve (12) month probationary period. The classifications of Public Safety Communications Supervisor shall serve an eighteen (18) month probationary period. The probationary period for promotions of permanent employees shall be six (6) months.

Section I. Residency Requirements:

Section J. Eyeglass Replacement:

Once per year (per employee), the CITY shall repair or replace eyeglasses damaged due to the employee's work provided that:

1. The damage was not due to negligence on the employee's part; and

2. The damage was not due to a defect(s) or wear on the glasses.

City-paid repair or replacement shall be limited to a maximum of one-hundred and fifty dollars ($150) per incident, per year.

Section K. Layoff Policy:

The CITY and UNION have agreed to a layoff policy as contained in the Human Resources Rules and Regulations.

Section L. Employee Assistance Program:

The Employee Assistance Program shall provide for at least ten (10) visits per calendar plan year.

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Section M. Grievance and Disciplinary Action:

Grievance Procedure:

The procedure is not to be used for the following purposes:

1. Resolving complaints, requests or changes in wages, hours and working conditions.

2. To challenge the content of employee evaluations or performance reviews.

4. In cases of oral reprimand, written reprimand, reduction in pay, demotion, suspensions, or termination.

5. To challenge violation of law or past practice.

6. To challenge examinations or appointment to positions.

Step1. Initially, all employee grievances should be directed to the immediate supervisor for solution.

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resolve the grievance. Each level of supervisor shall respond in writing to the grievant within ten (10) calendar days of receipt of the grievance. If the grievance is not resolved at a level below Department Head, the supervisor immediately subordinate to the Department Head, at the employee's request, shall present the matter to the Department Head. This presentation shall be made in the presence of the employee.

The employee shall be allowed adequate time to present his/her side of the matter.

Section N. Bulletin Boards, Mail, and E-mail:

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Section O. Donation of Vested Time:

Employees may donate vacation hours, personal leave hours, or compensatory time off hours under the Catastrophic Leave Donation Program outlined in the Gilroy Human Resources Rules and Regulations.

Employees may not donate sick leave.

Section P. Human Resources Files:

At any time during normal working hours, an employee may make an appointment to review their Human Resources file. Employees will be allowed to see their Human Resources file in the presence of a Human Resources representative. An employee’s representative may review an employee’s personnel file in the presence of a Human Resources representative upon presentation of a written release from the employee.

Section Q. Labor Management Committee:

Section R. Employee Performance Appraisal:

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Section S. Equal Employment Opportunity:

Section T. Alternate Work Schedules:

The City departments may, in the department heads discretion, establish alternative work schedules. If established:
1) Overtime shall be payable for hours worked in excess of the regular workday. 2) Time off shall be earned as if the employee was working a regular work schedule (i.e. eight (8) hours for one (1) day). Time off shall be charged based on the number of hours in the workday missed (i.e. an employee on a 4/10 schedule will be charged ten (10) hours for each day missed on vacation, sick leave, etc.) Employees on alternate work schedules of more than eight (8) hours taking a holiday off shall be required to supplement their eight (8) hours of holiday pay in order to receive payment for the full day.

Section U. DMV Pull Notice Program:

2. If an employee elects not to enroll in the DMV employer pull notice program, the employee is responsible for providing the City with periodic updates of the employee’s driving record. These updates shall be provided annually during the month of January and every time the employee receives a citation or other entry on his or her driving record which impacts his or her ability to operate a motor vehicle while on duty, including but not limited to the revocation or temporary suspension of the employee’s drivers’ license.

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Section V. Payroll Date and Direct Deposit:

The decision of the Human Resources Director shall be final.

ARTICLE X. REINSTATEMENT
The City shall have the option, upon reinstating employees who resigned in good standing, to reinstate accrued sick leave and reinstate seniority for salary step and leave accrual purposes. This Article can also apply when an employee is laid off and within two years of the employee’s layoff date is hired back to a new job classification.

ARTICLE XI. REOPENERS

3. Upon request by the City, the City and Union will reopen negotiations on revised Human Resources Rules and Regulations to address any substantive changes to the Human resources Rules and Regulations.

4. Upon request by the City, the City and Union will reopen negotiations on revised Drug and Alcohol Testing Policy to address any changes within the scope of representation.

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For the City of Gilroy: For Gilroy, AFSCME, Local 101
Signature/Date Signature/Date
Matt Morley, City Administrator Carol McEwan, AFSCME Business Agent Charles Sakai, Labor Negotiations Legal Counsel Jon Shouse, President LeeAnn McPhillips, Special Assistant - Human
Resources & /Risk Management John Sousa, Vice-President John Doughty, Public Works Director
Docusign Envelope ID: E2503950-1E45-8200-80C9-E034601CB4EB 7/22/2026
7/22/2026
7/22/2026

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AFSCME SUPERVISORY UNIT

SALARY SCHEDULE
Effective July 1, 2026
(3.8% Cost of Living Increase)
Exhibit A-1
Job Classification Title Step A Step B Step C Step D Step E Step F* Step G* Step H* Public Safety 8410 10,132.67 10,639.33 11,171.33 11,729.92 12,316.33 12,932.08 13,578.67 14,257.58 Communications 121,592 127,672 134,056 140,759 147,796 155,185 162,944 171,091 Supervisor
Supervising Code 8403 9,455.33 9,928.00 10,424.33 10,945.75 11,493.08 12,067.58 12,671.00 13,304.58 Enforcement Officer 113,464 119,136 125,092 131,349 137,917 144,811 152,052 159,655 Operations Services 8402 8,304.33 8,719.33 9,155.33 9,613.17 10,093.75 10,598.42 11,128.33 11,684.75 Supervisor 99,652 104,632 109,864 115,358 121,125 127,181 133,540 140,217 Police Records Supervisor 8407
Supervising Accounting
Technician
8408
Supervising Water Quality 8401
Specialist
Recreation Supervisor 8406 7,980.17 8,379.08 8,798.17 9,238.00 9,699.92 10,185.00 10,694.25 11,229.00 95,762 100,549 105,578 110,856 116,399 122,220 128,331 134,748 rev. 7/26
Job
Class
Number
*7/1/22 salary schedule adds Step F (merit step, one year at Step E, and completion of 5 years service requirement per MOU). *7/1/23 salary schedule adds Step G (merit step, one year at Step F, and completion of 10 years service requirement per MOU). *7/1/24 salary schedule adds Step H (merit step, one year at Step G, and completion of 15 years service requirement per MOU).

Annual salary amounts are rounded to the dollar based on Excel formula and are not exact.

AFSCME Supervisory employees that are designated by CalPERS and the City of Gilroy as “classic members” of the CalPERS Miscellaneous group have an 8% deduction under IRC 414(h)(2) for the employee contribution to the CalPERS 2.5% @ 55 retirement plan. AFSCME Supervisory employees that are designated by CalPERS and the City of Gilroy as “new members” of the CalPERS Miscellaneous group shall pay 50% of the normal cost as established by CalPERS. The normal cost may vary from year to year and this amount shall be a pre-tax payroll deduction under IRC 414(h) (2) for the CalPERS 2% at 62 retirement plan.

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AFSCME SUPERVISORY UNIT

SALARY SCHEDULE
Effective July 1, 2027
(3.7% Cost of Living Increase)
Exhibit A-2
Job Classification Title Step A Step B Step C Step D Step E Step F* Step G* Step H* Public Safety 8410 10,507.58 11,033.00 11,584.67 12,163.92 12,772.00 13,410.58 14,081.08 14,785.08 Communications 126,091 132,396 139,016 145,967 153,264 160,927 168,973 177,421 Supervisor
Supervising Code 8403 9,805.17 10,295.33 10,810.00 11,350.75 11,918.33 12,514.08 13,139.83 13,796.83 Enforcement Officer 117,662 123,544 129,720 136,209 143,020 150,169 157,678 165,562 Operations Services 8402 8,611.58 9,041.92 9,494.08 9,968.83 10,467.25 10,990.58 11,540.08 12,117.08 Supervisor 103,339 108,503 113,929 119,626 125,607 131,887 138,481 145,405 Police Records Supervisor 8407
Supervising Accounting
Technician
8408
Supervising Water Quality 8401
Specialist
Recreation Supervisor 8406 8,275.42 8,689.08 9,123.67 9,579.83 10,058.83 10,561.83 11,089.92 11,644.50 99,305 104,269 109,484 114,958 120,706 126,742 133,079 139,734 rev. 7/26
Job
Class
Number
*7/1/22 salary schedule adds Step F (merit step, one year at Step E, and completion of 5 years service requirement per MOU). *7/1/23 salary schedule adds Step G (merit step, one year at Step F, and completion of 10 years service requirement per MOU). *7/1/24 salary schedule adds Step H (merit step, one year at Step G, and completion of 15 years service requirement per MOU).

Annual salary amounts are rounded to the dollar based on Excel formula and are not exact.

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AFSCME SUPERVISORY UNIT

SALARY SCHEDULE
Effective July 1, 2028
(3.0% Cost of Living Increase)
Exhibit A-3
Job Classification Title Step A Step B Step C Step D Step E Step F* Step G* Step H* Public Safety 8410 10,822.83 11,364.00 11,932.17 12,528.83 13,155.17 13,812.92 14,503.50 15,228.67 Communications 129,874 136,368 143,186 150,346 157,862 165,755 174,042 182,744 Supervisor
Supervising Code 8403 10,099.33 10,604.17 11,134.33 11,691.25 12,275.92 12,889.50 13,534.00 14,210.75 Enforcement Officer 121,192 127,250 133,612 140,295 147,311 154,674 162,408 170,529 Operations Services 8402 8,869.92 9,313.17 9,778.92 10,267.92 10,781.25 11,320.33 11,886.25 12,480.58 Supervisor 106,439 111,758 117,347 123,215 129,375 135,844 142,635 149,767 Police Records Supervisor 8407
Supervising Accounting
Technician
8408
Supervising Water Quality 8401
Specialist
Recreation Supervisor 8406 8,523.67 8,949.75 9,397.42 9,867.25 10,360.58 10,878.67 11,422.58 11,993.83 102,284 107,397 112,769 118,407 124,327 130,544 137,071 143,926 rev. 7/26
Job
Class
Number
*7/1/22 salary schedule adds Step F (merit step, one year at Step E, and completion of 5 years service requirement per MOU). *7/1/23 salary schedule adds Step G (merit step, one year at Step F, and completion of 10 years service requirement per MOU). *7/1/24 salary schedule adds Step H (merit step, one year at Step G, and completion of 15 years service requirement per MOU).

Annual salary amounts are rounded to the dollar based on Excel formula and are not exact.

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AFSCME, LOCAL 101, SUPERVISORY UNIT
CERTIFICATE PAY CHART – EXHIBIT B
JULY 1, 2026 – JUNE 30, 2029 – MOU EXHIBIT

Page 1 of 3 ends

The amounts noted for each certification are not additive and employee shall receive amount tied to highest level attained for each type of certification.

EMPLOYEES HIRED
PRIOR TO 7/1/2026

WITH NO LAPSE-SEE
MOU)
3 =
$250.00
4 =
$300.00
AWWA
Backflow
Prevention
Tester
$20.00 Pesticide
Advisor
Certification
$50.00 AWWA Backflow
Prevention
Tester
$20.00 Pesticide Advisor
Certification
$50.00
State of CA
Water
Distribution
Operator Grade
1, 2, 3, or 4
1 = $20.00
2 = $75.00
3 =
$125.00
4 =
$150.00
ISA
Certified
Arborist
$250.00 State of CA
Water
Distribution
Operator Grade
1, 2, 3, or 4
1 =
$20.00
2 =
$75.00
3 =
$125.00
4 =
$150.00
ISA Certified
Arborist
$250.00
State of CA
Water
Treatment
Operator (any
level)
$20.00 State of CA
Water
Treatment
Operator (any
level)
$20.00
AWWA Cross
Connection
Specialist
$20.00 AWWA Cross
Connection
Specialist
$20.00
Qualified
Applicator’s
Certificate
$20.00 Qualified
Applicator’s
Certificate
$20.00
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AFSCME, LOCAL 101, SUPERVISORY UNIT
CERTIFICATE PAY CHART – EXHIBIT B
JULY 1, 2026 – JUNE 30, 2029 – MOU EXHIBIT

Page 2 of 3 ends

The amounts noted for each certification are not additive and employee shall receive amount tied to highest level attained for each type of certification.

Exhibit B to AFSCME, Local 101 Supervisory Unit MOU
Parks & Landscape Section – Public Works Streets/Trees/Stormwater & Drainage Section – Public Works
If Obtained Prior to
7/1/2017
7/1/17 and going
forward
If Obtained Prior to 7/1/2017 7/1/2017 and going forward Certificate Monthly $
Amount
Certificate Monthly
$
Amount
Certificate Monthly
$
Amount
Certificate Monthly
$
Amount
Playground
Inspection
Certification
$20.00 Playground
Inspection
Certification
$20.00
Pesticide
Advisor
Certification
$20.00 Pesticide Advisor
Certification
$20.00
Water – Utilities Wastewater - Utilities
If Obtained Prior to
7/1/2017
7/1/17 and going
forward
If Obtained Prior to 7/1/2017 7/1/2017 and going
forward
Certificate Monthly $
Amount
Certificate Monthly $
Amount
Certificate Monthly $
Amount
Certificate Monthly
$
Amount
Class A License $20.00 Class A
License
$20.00 Class A
License
$20.00 Class A
License
$20.00
CWEA
Collection
System
Maintenance
Grade I, 2, 3, or
4 1 = $20.00
2 = $75.00
3 =
$125.00
4 =
$150.00
State of CA
Water
Distribution
Operator
Grade 3, 4,
or 5
3 =
$250.00
4 =
$300.00
5 =
$400.00
CWEA
Collection
System
Maintenance
Grade I, 2, 3,
or 4
1 = $20.00
2 = $75.00
3 = $125.00
4 = $150.00
CWEA
Collection
System
Maintenance
Grade 3 or 4
3 =
$250.00
4 =
$300.00
AWWA
Backflow
Prevention
Tester
$20.00 AWWA
Backflow
Prevention
Tester
$20.00 AWWA
Backflow
Prevention
Tester
$20.00
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AFSCME, LOCAL 101, SUPERVISORY UNIT
CERTIFICATE PAY CHART – EXHIBIT B
JULY 1, 2026 – JUNE 30, 2029 – MOU EXHIBIT

Page 3 of 3 ends

The amounts noted for each certification are not additive and employee shall receive amount tied to highest level attained for each type of certification.

Exhibit B to AFSCME, Local 101 Supervisory Unit MOU
Water – Utilities Wastewater - Utilities
If Obtained Prior to
7/1/2017
7/1/17 and going
forward
If Obtained Prior to 7/1/2017 7/1/2017 and going
forward
Certificate Monthly $
Amount
Certificate Monthly $
Amount
Certificate Monthly $
Amount
Certificate Monthly
$
Amount
State of CA
Water
Distribution
Operator Grade
1, 2, 3, or 4
1 = $20.00
2 = $75.00
3 =
$125.00
4 =
$150.00
State of CA
Water
Treatment
Operator 2,
3, or 4
2 = $40.00
3 = $60.00
4 = $80.00
State of CA
Water
Distribution
Operator
Grade 1, 2, 3,
or 4
1 = $20.00
2 = $75.00
3 = $125.00
4 = $150.00
State of CA
Water
Treatment
Operator (any
level)
$20.00 AWWA
Cross
Connection
Specialist
$20.00 State of CA
Water
Treatment
Operator
(any level)
$20.00
AWWA Cross
Connection
Specialist
$20.00 AWWA Cross
Connection
Specialist
$20.00
Qualified
Applicator’s
Certificate
$20.00 Qualified
Applicator’s
Certificate
$20.00
Playground
Inspection
Certification
$20.00 Playground
Inspection
Certification
$20.00
Pesticide
Advisor
Certification
$20.00 Pesticide
Advisor
Certification
$20.00
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RESOLUTION NO. 2026-XX

A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF GILROY ESTABLISHING THE JULY 1, 2026,
JULY 1, 2027, AND JULY 1, 2028 SALARY SCHEDULES

FOR EMPLOYEES REPRESENTED BY THE

AMERICAN FEDERATION OF STATE, COUNTY, AND
MUNICIPAL EMPLOYEES (AFSCME, LOCAL 101,

GILROY CHAPTER), GENERAL UNIT
WHEREAS, the City Council does establish salaries for city officers and employees by resolution.

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

1. The salaries effective July 1, 2026 for AFSCME, Local 101, General Unit employees as set forth in the attached salary schedule consisting of three (3) pages is hereby approved and established adding a three point eight percent (3.8%) cost of living increase.

2. The salaries effective July 1, 2027 for AFSCME Local 101, General Unit employees as set forth in the attached salary schedule consisting of three (3) pages is hereby approved and established adding a three point seven percent (3.7%) cost of living increase.

3. The salaries effective July 1, 2028 for AFSCME, Local 101, General Unit employees as set forth in the attached salary schedule consisting of three (3) pages is hereby approved and established adding a three percent (3%) cost of living increase.

PASSED AND ADOPTED this 27th day of July, 2026 by the following roll call vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

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Resolution No. 2026-XX
AFSCME, Local 101, General Unit Employee Salary Schedules July 1, 2026 – June 30, 2029 City Council Regular Meeting | July 27, 2026

Page 2 of 2 ends

APPROVED:

Greg Bozzo, Mayor
ATTEST:
_______________________
Kim Mancera, City Clerk

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AFSCME GENERAL UNIT

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AFSCME GENERAL UNIT

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AFSCME GENERAL UNIT

Annual salary amounts are rounded to the dollar based on Excel formula and are not exact.

Rev 8/24 Page 3 of 3

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AFSCME GENERAL UNIT

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AFSCME GENERAL UNIT

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AFSCME GENERAL UNIT

Annual salary amounts are rounded to the dollar based on Excel formula and are not exact.

Rev 8/24 Page 3 of 3

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AFSCME GENERAL UNIT

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AFSCME GENERAL UNIT

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AFSCME GENERAL UNIT

Annual salary amounts are rounded to the dollar based on Excel formula and are not exact.

Rev 8/24 Page 3 of 3

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RESOLUTION NO. 2026-XX

A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF GILROY ESTABLISHING THE JULY 1, 2026,
JULY 1, 2027, AND JULY 1, 2028 SALARY SCHEDULES

FOR EMPLOYEES REPRESENTED BY THE

AMERICAN FEDERATION OF STATE, COUNTY, AND
MUNICIPAL EMPLOYEES (AFSCME, LOCAL 101,

GILROY CHAPTER), SUPERVISORY UNIT
WHEREAS, the City Council does establish salaries for city officers and employees by resolution.

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

1. The salaries effective July 1, 2026 for AFSCME, Local 101, Supervisory Unit employees as set forth in the attached salary schedule consisting of three (3) pages is hereby approved and established adding a three point eight percent (3.8%) cost of living increase.

2. The salaries effective July 1, 2027 for AFSCME Local 101, Supervisory Unit employees as set forth in the attached salary schedule consisting of three (3) pages is hereby approved and established adding a three point seven percent (3.7%) cost of living increase.

3. The salaries effective July 1, 2028 for AFSCME, Local 101, Supervisory Unit employees as set forth in the attached salary schedule consisting of three (3) pages is hereby approved and established adding a three percent (3%) cost of living increase.

PASSED AND ADOPTED this 27th day of July, 2026 by the following roll call vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

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Resolution No. 2026-XX
AFSCME, Local 101, Supervisory Unit Employee Salary Schedules July 1, 2026 – June 30, 2029 City Council Regular Meeting | July 27, 2026

Page 2 of 2 ends

APPROVED:

Greg Bozzo, Mayor
ATTEST:
_______________________
Kim Mancera, City Clerk

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AFSCME SUPERVISORY UNIT

Annual salary amounts are rounded to the dollar based on Excel formula and are not exact.

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AFSCME SUPERVISORY UNIT

Annual salary amounts are rounded to the dollar based on Excel formula and are not exact.

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AFSCME SUPERVISORY UNIT

Annual salary amounts are rounded to the dollar based on Excel formula and are not exact.

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RESOLUTION NO. 2026-XX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF GILROY ESTABLISHING THE JULY 1, 2026, JULY 1,
2027, AND JULY 1, 2028 SALARY SCHEDULES FOR FULLTIME, UNREPRESENTED, CONFIDENTIAL, NONEXEMPT EMPLOYEES WHEREAS, the City Council does establish salaries for city officers and employees by resolution; and
WHEREAS, the Full-Time, Unrepresented, Confidential, Non-Exempt employees generally receive the same cost of living salary increase and benefits as the AFSCME, Local 101 General Unit.

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

1. The salaries effective July 1, 2026 for Full-Time, Unrepresented, Confidential, NonExempt employees as set forth in the attached salary schedule consisting of one (1) page is hereby approved and established adding a three point eight percent (3.8%) cost of living increase.

2. The salaries effective July 1, 2027 for Full-Time, Unrepresented, Confidential, NonExempt employees as set forth in the attached salary schedule consisting of one (1) page is hereby approved and established adding a three point seven percent (3.7%) cost of living increase.

3. The salaries effective July 1, 2028 for Full-Time, Unrepresented, Confidential, NonExempt employees as set forth in the attached salary schedule consisting of one (1) page is hereby approved and established adding a three percent (3%) cost of living increase.

4. The employee benefits for Full-Time, Unrepresented, Confidential, Non-Exempt employees shall be the same as those provided for AFSCME, Local 101 employees except for personal leave hours which are set at 52 hours per fiscal year for Full-Time, Unrepresented, Confidential, Non-Exempt employees.

PASSED AND ADOPTED this 27th day of July, 2026 by the following roll call vote:

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Resolution No. 2026-XX
FT Unrepresented Confidential NE Salary Schedules/Benefits July 1, 2026 – June 30, 2029 City Council Regular Meeting | July 27, 2026

Page 2 of 2 ends

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

APPROVED:

Greg Bozzo, Mayor
ATTEST:
_______________________
Kim Mancera, City Clerk

Page 301 of 309 ends

Job Classification Title Step A Step B Step C Step D Step E Step F* Step G* Step H* Human Resources & Risk 7620 7,296.58 7,661.50 8,044.50 8,446.75 8,869.08 9,312.50 9,778.08 10,266.92 ManagementTechnician II 87,559 91,938 96,534 101,361 106,429 111,750 117,337 123,203 Accounting Technician II - 7554
Payroll
Human Resources & Risk 7614 6,605.50 6,935.83 7,282.58 7,646.67 8,029.00 8,430.50 8,851.92 9,294.50 Management Technician I 79,266 83,230 87,391 91,760 96,348 101,166 106,223 111,534 Management Assistant 7615
Accounting Technician I - 7553
Payroll
Human Resources 7603 5,150.83 5,408.42 5,678.75 5,962.67 6,260.67 6,573.83 6,902.50 7,247.67 Assistant II 61,810 64,901 68,145 71,552 75,128 78,886 82,830 86,972 Human Resources 7602 4,662.92 4,896.08 5,140.83 5,397.92 5,667.92 5,951.17 6,248.75 6,561.17 Assistant I 55,955 58,753 61,690 64,775 68,015 71,414 74,985 78,734 rev. 7/26

FULL-TIME UNREPRESENTED CONFIDENTIAL

NON-EXEMPT EMPLOYEES

SALARY SCHEDULE
EFFECTIVE: JULY 1, 2026
(3.8% Increase)
Job Class
Number
TM-HCM
*7/1/22 salary schedule added Step F (merit step - meets standards or better performance evaluation, one year at Step E, and completion of 5 years FT service requirement)
*7/1/23 salary schedule added Step G (merit step - meets standards or better performance evaluation, one year at Step F, and completion of 10 years FT service requirement)
*7/1/24 salary schedule added Step H (merit step - meets standards or better performance evaluation, one year at Step G, and completion of 15 years FT service requirement)
Unrepresented non-exempt confidential employees that are designated by CalPERS and the city of Gilroy as “classic members” of the PERS Miscellaneous group have an 8% deduction under IRC 414(h)(2) for the employee contribution to the CalPERS 2.5% @ 55 retirement plan.

Unrepresented non-exempt confidential employees that are designated by CalPERS and the city of Gilroy as “new members” of the PERS Miscellaneous group shall pay 50% of the normal cost as established by CalPERS. The normal cost may vary from year to year and this amount shall be a pre-tax payroll deduction under IRC 414(h) (2) for the CalPERS 2% at 62 retirement plan.

Annual salary amounts are rounded to the dollar based on Excel formula.

Page 302 of 309 ends

Job Classification Title Step A Step B Step C Step D Step E Step F* Step G* Step H* Human Resources & Risk 7620 7,566.58 7,945.00 8,342.17 8,759.25 9,197.25 9,657.08 10,139.83 10,646.83 ManagementTechnician II 90,799 95,340 100,106 105,111 110,367 115,885 121,678 127,762 Accounting Technician II - 7554
Payroll
Human Resources & Risk 7614 6,849.92 7,192.50 7,552.00 7,929.58 8,326.08 8,742.42 9,179.42 9,638.42 Management Technician I 82,199 86,310 90,624 95,155 99,913 104,909 110,153 115,661 Management Assistant 7615
Accounting Technician I - 7553
Payroll
Human Resources 7603 5,341.42 5,608.50 5,888.83 6,183.25 6,492.33 6,817.08 7,157.92 7,515.83 Assistant II 64,097 67,302 70,666 74,199 77,908 81,805 85,895 90,190 Human Resources 7602 4,835.42 5,077.25 5,331.08 5,597.67 5,877.67 6,171.33 6,479.92 6,803.92 Assistant I 58,025 60,927 63,973 67,172 70,532 74,056 77,759 81,647 rev. 7/26
Job Class
Number
TM-HCM
*7/1/22 salary schedule added Step F (merit step - meets standards or better performance evaluation, one year at Step E, and completion of 5 years FT service requirement)
*7/1/23 salary schedule added Step G (merit step - meets standards or better performance evaluation, one year at Step F, and completion of 10 years FT service requirement)
*7/1/24 salary schedule added Step H (merit step - meets standards or better performance evaluation, one year at Step G, and completion of 15 years FT service requirement)
Unrepresented non-exempt confidential employees that are designated by CalPERS and the city of Gilroy as “classic members” of the PERS Miscellaneous group have an 8% deduction under IRC 414(h)(2) for the employee contribution to the CalPERS 2.5% @ 55 retirement plan.

Annual salary amounts are rounded to the dollar based on Excel formula.

FULL-TIME UNREPRESENTED CONFIDENTIAL

NON-EXEMPT EMPLOYEES

SALARY SCHEDULE
EFFECTIVE: JULY 1, 2027
(3.7% Increase)

Page 303 of 309 ends

Job Classification Title Step A Step B Step C Step D Step E Step F* Step G* Step H* Human Resources & Risk 7620 7,793.58 8,183.33 8,592.42 9,022.00 9,473.17 9,946.83 10,444.00 10,966.25 ManagementTechnician II 93,523 98,200 103,109 108,264 113,678 119,362 125,328 131,595 Accounting Technician II - 7554
Payroll
Human Resources & Risk 7614 7,055.42 7,408.25 7,778.58 8,167.50 8,575.83 9,004.67 9,454.83 9,927.58 Management Technician I 84,665 88,899 93,343 98,010 102,910 108,056 113,458 119,131 Management Assistant 7615
Accounting Technician I - 7553
Payroll
Human Resources 7603 5,501.67 5,776.75 6,065.50 6,368.75 6,687.08 7,021.58 7,372.67 7,741.33 Assistant II 66,020 69,321 72,786 76,425 80,245 84,259 88,472 92,896 Human Resources 7602 4,980.50 5,229.58 5,491.00 5,765.58 6,054.00 6,356.50 6,674.33 7,008.00 Assistant I 59,766 62,755 65,892 69,187 72,648 76,278 80,092 84,096 rev. 7/26
Job Class
Number
TM-HCM
*7/1/22 salary schedule added Step F (merit step - meets standards or better performance evaluation, one year at Step E, and completion of 5 years FT service requirement)
*7/1/23 salary schedule added Step G (merit step - meets standards or better performance evaluation, one year at Step F, and completion of 10 years FT service requirement)
*7/1/24 salary schedule added Step H (merit step - meets standards or better performance evaluation, one year at Step G, and completion of 15 years FT service requirement)
Unrepresented non-exempt confidential employees that are designated by CalPERS and the city of Gilroy as “classic members” of the PERS Miscellaneous group have an 8% deduction under IRC 414(h)(2) for the employee contribution to the CalPERS 2.5% @ 55 retirement plan.

Annual salary amounts are rounded to the dollar based on Excel formula.

FULL-TIME UNREPRESENTED CONFIDENTIAL

NON-EXEMPT EMPLOYEES

SALARY SCHEDULE
EFFECTIVE: JULY 1, 2028
(3.0% Increase)

Page 304 of 309 ends

RESOLUTION NO. 2026-XX

A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF GILROY ESTABLISHING THE JULY 1, 2026,
JULY 1, 2027, AND JULY 1, 2028 SALARY SCHEDULES

FOR UNREPRESENTED, PART-TIME/TEMPORARY/

SEASONAL, HOURLY EMPLOYEES
WHEREAS, the City Council does establish salaries for city officers and employees by resolution; and
WHEREAS, the Unrepresented, Part-Time/Temporary/Seasonal, Hourly employees generally receive the same cost of living salary increase as the AFSCME, Local 101 General Unit.

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

1. The salaries effective July 1, 2026 for unrepresented, part-time/temporary/seasonal, hourly employees as set forth in the attached salary schedule consisting of one (1) page is hereby approved and established adding a three point eight percent (3.8%) cost of living increase.

2. The salaries effective July 1, 2027 for unrepresented, part-time/temporary/seasonal, hourly employees as set forth in the attached salary schedule consisting of one (1) page is hereby approved and established adding a three point seven percent (3.7%) cost of living increase.

3. The salaries effective July 1, 2028 for unrepresented, part-time/temporary/seasonal, hourly employees as set forth in the attached salary schedule consisting of one (1) page is hereby approved and established adding a three percent (3%) cost of living increase.

PASSED AND ADOPTED this 27th day of July, 2026 by the following roll call vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

Page 305 of 309 ends

Resolution No. 2026-XX
Unrepresented PT/Temporary/Seasonal Hourly Salary Schedules July 1, 2026 – June 30, 2029 City Council Regular Meeting | July 27, 2026

Page 2 of 2 ends

APPROVED:

Greg Bozzo, Mayor
ATTEST:
_______________________
Kim Mancera, City Clerk

Page 306 of 309 ends

RECREATION POSITIONS:

Class Code Classification Title
9902 Recreation Leader I $17.54 $17.54
9903 Recreation Leader II $18.32 $18.32
9916 Recreation Leader III $19.48 $22.94
9921 Recreation Specialist $26.03 $32.73
OTHER POSITIONS*:

Class Code Classification Title
9803 Firefighter Trainee (Licensed Paramedic)
90% of Step A of
Range F30 from the
IAFF, Local 2805
salary schedule =
hourly rate
95% of Step A of
Range F30 from the
IAFF, Local 2805 salary
schedule = hourly rate
9928 Student Worker $17.54 $17.54
9930 Accounting Assistant I $28.11 $34.44
9932 Office Assistant I $24.21 $29.66
9933 Custodian $25.96 $31.79
9934 Maintenance Worker Assistant $22.41 $28.20
9939 Assistant Fleet Technician $27.56 $33.76
9943 Intern - Fellowship $34.04 $36.45
9946 Code Enforcement Technician $33.09 $40.51
9948 Property & Evidence Technician $32.63 $39.97
9951 Reserve Officer – Level II (flat rate)
95% of Step A of
Range SP32 from
Police Salary
Schedule = hourly
rate
95% of Step A of
Range SP32 from
Police Salary Schedule
= hourly rate
9952 Reserve Officer – Level III (flat rate)
90% of Step A of
Range SP32 from
Police Salary
Schedule = hourly
rate
90% of Step A of
Range SP32 from
Police Salary Schedule
= hourly rate
9953 Police Officer Trainee (flat rate)
90% of Step A of
Range SP32 from
Police Salary
Schedule = monthly
pay rate while
attending police
academy.
90% of Step A of
Range SP32 from
Police Salary Schedule
= monthly pay rate
while attending police
academy.
9955 Intern – Master’s $20.30 $22.57
9956 Intern – Bachelor’s $17.54 $19.56
9957 Police Cadet (High School Student) $17.54 $18.36
9958 Police Cadet (Junior/Community College) $19.44 $21.60 9959 Police Cadet (4
Year College/University > 60 semester units) $21.60 $27.00 9980 Water Conservation Officer $40.33 $50.72
9983 Communication Assistant $25.82 $31.93
9950/B Reserve Officer – Level I (flat rate)
Step A of Range
SP32 from Police
Salary Schedule =
hourly rate
Step A of Range SP32
from Police Salary
Schedule = hourly rate
9985 Extra Help CalPERS Retired Annuitant TBD based on job duties
TBD based on job
duties
9986 Interim CalPERS Retired Annuitant TBD based on job duties
TBD based on job
duties
Hourly Rate Range
*Consistent with some of the ranges noted above, if the city hires a part-time/temporary/seasonal hourly employee to a job classification typically filled by a full-time employee, then the hourly rate range for the part-time/temporary/seasonal hourly position will be 90% of Step A to a maximum of Step C. The only exception is if a full-time employee who was paid higher than Step C reduces to part-time status then that employee will retain the hourly rate equivalent of the salary step they were at when they reduced to part-time status.

HOURLY PART-TIME, TEMPORARY, AND SEASONAL EMPLOYEE

SALARY SCHEDULE
7/1/2026 (3.8%)
Hourly Rate Range

Page 1 of 1 ends

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RECREATION POSITIONS:

Class Code Classification Title
9902 Recreation Leader I $18.19 $18.19
9903 Recreation Leader II $19.00 $19.00
9916 Recreation Leader III $20.20 $23.79
9921 Recreation Specialist $26.99 $33.94
OTHER POSITIONS*:

Class Code Classification Title
9803 Firefighter Trainee (Licensed Paramedic)
90% of Step A of
Range F30 from the
IAFF, Local 2805
salary schedule =
hourly rate
95% of Step A of
Range F30 from the
IAFF, Local 2805 salary
schedule = hourly rate
9928 Student Worker $18.19 $18.19
9930 Accounting Assistant I $29.15 $35.71
9932 Office Assistant I $25.11 $30.76
9933 Custodian $26.92 $32.97
9934 Maintenance Worker Assistant $23.24 $29.24
9939 Assistant Fleet Technician $28.58 $35.01
9943 Intern - Fellowship $35.30 $37.80
9946 Code Enforcement Technician $34.31 $42.01
9948 Property & Evidence Technician $33.84 $41.45
9951 Reserve Officer – Level II (flat rate)
95% of Step A of
Range SP32 from
Police Salary
Schedule = hourly
rate
95% of Step A of
Range SP32 from
Police Salary Schedule
= hourly rate
9952 Reserve Officer – Level III (flat rate)
90% of Step A of
Range SP32 from
Police Salary
Schedule = hourly
rate
90% of Step A of
Range SP32 from
Police Salary Schedule
= hourly rate
9953 Police Officer Trainee (flat rate)
90% of Step A of
Range SP32 from
Police Salary
Schedule = monthly
pay rate while
attending police
academy.
90% of Step A of
Range SP32 from
Police Salary Schedule
= monthly pay rate
while attending police
academy.
9955 Intern – Master’s $21.05 $23.41
9956 Intern – Bachelor’s $18.19 $20.28
9957 Police Cadet (High School Student) $18.19 $19.04
9958 Police Cadet (Junior/Community College) $20.16 $22.40 9959 Police Cadet (4
Year College/University > 60 semester units) $22.40 $28.00 9980 Water Conservation Officer $41.82 $52.60
9983 Communication Assistant $26.78 $33.11
9950/B Reserve Officer – Level I (flat rate)
Step A of Range
SP32 from Police
Salary Schedule =
hourly rate
Step A of Range SP32
from Police Salary
Schedule = hourly rate
9985 Extra Help CalPERS Retired Annuitant TBD based on job duties
TBD based on job
duties
9986 Interim CalPERS Retired Annuitant TBD based on job duties
TBD based on job
duties
Hourly Rate Range
*Consistent with some of the ranges noted above, if the city hires a part-time/temporary/seasonal hourly employee to a job classification typically filled by a full-time employee, then the hourly rate range for the part-time/temporary/seasonal hourly position will be 90% of Step A to a maximum of Step C. The only exception is if a full-time employee who was paid higher than Step C reduces to part-time status then that employee will retain the hourly rate equivalent of the salary step they were at when they reduced to part-time status.

HOURLY PART-TIME, TEMPORARY, AND SEASONAL EMPLOYEE

SALARY SCHEDULE
7/1/2027 (3.7%)
Hourly Rate Range

Page 1 of 1 ends

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RECREATION POSITIONS:

Class Code Classification Title
9902 Recreation Leader I $18.74 $18.74
9903 Recreation Leader II $19.57 $19.57
9916 Recreation Leader III $20.81 $24.50
9921 Recreation Specialist $27.80 $34.96
OTHER POSITIONS*:

Class Code Classification Title
9803 Firefighter Trainee (Licensed Paramedic)
90% of Step A of
Range F30 from the
IAFF, Local 2805
salary schedule =
hourly rate
95% of Step A of
Range F30 from the
IAFF, Local 2805 salary
schedule = hourly rate
9928 Student Worker $18.74 $18.74
9930 Accounting Assistant I $30.02 $36.78
9932 Office Assistant I $25.86 $31.68
9933 Custodian $27.73 $33.96
9934 Maintenance Worker Assistant $23.94 $30.12
9939 Assistant Fleet Technician $29.44 $36.06
9943 Intern - Fellowship $36.36 $38.93
9946 Code Enforcement Technician $35.34 $43.27
9948 Property & Evidence Technician $34.86 $42.69
9951 Reserve Officer – Level II (flat rate)
95% of Step A of
Range SP32 from
Police Salary
Schedule = hourly
rate
95% of Step A of
Range SP32 from
Police Salary Schedule
= hourly rate
9952 Reserve Officer – Level III (flat rate)
90% of Step A of
Range SP32 from
Police Salary
Schedule = hourly
rate
90% of Step A of
Range SP32 from
Police Salary Schedule
= hourly rate
9953 Police Officer Trainee (flat rate)
90% of Step A of
Range SP32 from
Police Salary
Schedule = monthly
pay rate while
attending police
academy.
90% of Step A of
Range SP32 from
Police Salary Schedule
= monthly pay rate
while attending police
academy.
9955 Intern – Master’s $21.68 $24.11
9956 Intern – Bachelor’s $18.74 $20.89
9957 Police Cadet (High School Student) $18.74 $19.61
9958 Police Cadet (Junior/Community College) $20.76 $23.07 9959 Police Cadet (4
Year College/University > 60 semester units) $23.07 $28.84 9980 Water Conservation Officer $43.07 $54.18
9983 Communication Assistant $27.58 $34.10
9950/B Reserve Officer – Level I (flat rate)
Step A of Range
SP32 from Police
Salary Schedule =
hourly rate
Step A of Range SP32
from Police Salary
Schedule = hourly rate
9985 Extra Help CalPERS Retired Annuitant TBD based on job duties
TBD based on job
duties
9986 Interim CalPERS Retired Annuitant TBD based on job duties
TBD based on job
duties
Hourly Rate Range
*Consistent with some of the ranges noted above, if the city hires a part-time/temporary/seasonal hourly employee to a job classification typically filled by a full-time employee, then the hourly rate range for the part-time/temporary/seasonal hourly position will be 90% of Step A to a maximum of Step C. The only exception is if a full-time employee who was paid higher than Step C reduces to part-time status then that employee will retain the hourly rate equivalent of the salary step they were at when they reduced to part-time status.

HOURLY PART-TIME, TEMPORARY, AND SEASONAL EMPLOYEE

SALARY SCHEDULE
7/1/2028 (3.0%)
Hourly Rate Range

Page 1 of 1 ends

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Gilroy City CouncilJuly 27, 2026

Gilroy City Council
July 27, 2026