Agenda packet, first session — Glendale City Council, October 11, 2022 (part 1 of 2)

A G E N D A

GLENDALE CITY COUNCIL

COUNCIL CHAMBERS
613 E. Broadway, 2nd Floor
Glendale, CA 91206
Meetings

are

broadcast

live

Glendale

TV,

viewable

Spectrum

Cable,

channel

and

AT&T

U-
verse,

channel

99. Meetings

are

also

streamed

live

high

definition

(HD)

the

city's

webpage,
glendaleca.gov/live
,

YouTube.com/myglendale
,

and

Apple

TV,

Roku,

and

Amazon

Fire
devices

using

free

app

called

Screenweave

and

choosing

“Glendale

TV”

from

the

menu.

Meetings
are

also

archived

the

City

Website

for

viewing

anytime

glendaleca.gov/agendas
.

Call

(818)
548-4013

for

program

schedules.

DVDs

the

proceedings

are

available

for

purchase

the

City
Clerk's

Office.

For

public

comments

and

questions

during

the

meeting,

call

(818)

937-8100.

Public
comments

specific

agenda

item

will

taken

when

that

agenda

item

discussed.

you

have
any

question

about

matters

the

agenda,

requests

for

assistance,

please

contact

the

City

Clerk
at (818) 548-2090 during regular business hours.

PLEASE TURN OFF CELLULAR PHONES WHILE INSIDE THE MEETING LOCATION In

compliance

with

the

Americans

with

Disabilities

Act

(ADA)

1990,

auxiliary

hearing

aids,

sign
language

translation,

and

Braille

transcripts

are

available

upon

request.

Assisted

listening

devices
are

available

same-day

upon

request.

least

48 hours

(or

two

business

days)

notice

required

for
requests

regarding

sign

language

translation

and

Braille

transcription

services.

All

documents
related

open

session

items

this

agenda

that

are

received

less

than

72 hours

prior

this
meeting,

and

are

public

records,

will

available

for

review

the

Office

the

City

Clerk,

613

Broadway, RM 110, Glendale, CA 91206.

Translation

services

are

provided

for

meetings

through

the

use

bilingual

staff

for

speakers

who
wish

utilize

the

service

available.

Speakers

should

state

their

request

contacting

the

City
Clerk’s

office

(818)

548-2090,

least

24 hours

prior

the

scheduled

meeting.

Please

specify
the

language

for

which

you

require

translation.

The

exclusive

use

City

provided

interpreters

not
required and persons are welcome to use their own interpreter or speak in their native language.

OCTOBER 11, 2022

ROLL CALL

1. CLOSED SESSION
– 1:00 PM ( To Commence at 3PM)
a.

Conference with Legal Counsel – Pending Litigation: Glenoaks Canyon Homeowners Association v. City of Glendale, L.A.S.C. Case No. 22STCP0011 b.

Conference with Legal Counsel – Pending Litigation: Wawanesa General Insurance,

1 TYPED 10/6/2022 7:12:13 AM
10 11 22
CC

Claim No. 22-0108
c.

Public Employment – Attorneys
d.

Conference with Legal Counsel - Anticipated Litigation: Initiation of litigation pursuant to paragraph (4) of subdivision (d) of Government Code Section 54956.9:

One (1) potential case
e.

Conference with Legal Counsel – Anticipated Litigation: Significant exposure litigation pursuant to paragraph subdivisions (d)(2) and (e)(2) of Section 54956.9:

One (1) potential case

2. REGULAR BUSINESS AGENDA
– 6:00 PM
Roll Call
a.

Flag Salute: Mayor Kassakhian
b.

Invocation: Suzie Abajian, City Clerk
c.

Report of City Clerk, re: Posting of Agenda. The Agenda for the October 11, 2022 Regular Meeting of the Glendale City Council was Posted on Thursday, October 6, 2022, on the Bulletin Board Outside City Hall.

3. PRESENTATIONS AND APPOINTMENTS
a.

Agenda Preview for the Meetings of Tuesday, October 18, 2022 b.

Proclamation regarding National Hispanic Heritage Month

4. CONSENT ITEMS
(Including Minutes)
The following are Routine and May be Acted Upon by One Motion. Any Member of Council or the Audience Requesting Separate Consideration May do so by Making Such Request Before Motion is Proposed.
a.

City Clerk, re: Minutes of the Regular City Council, Special City Council, and Joint City Council and Housing Authority Meetings of September 27, 2022 b.

Community Services and Parks, re:

Federal Workforce Innovation and Opportunity
Act (WIOA) funds from the State of California, Employment Development Department (EDD) for the Glendale Youth Alliance and the City of Burbank

1. Motion Accepting Federal Workforce Innovation and Opportunity Act (WIOA) funds from the State of California, Employment Development Department in the amount of $741,131 from July 1, 2022 to June 30, 2023 to enable the Verdugo Workforce Development Board to distribute those funds to the Glendale Youth Alliance and the City of Burbank; Approving the award of WIOA grant funds to the Glendale Youth Alliance in the amount of $605,631 from July 1, 2022 to June 30, 2023 and the City of Burbank in the amount of $135,500 from July 1, 2022 to June 30, 2023 as approved and recommended by the Verdugo Workforce Development Board; and Authorizing the City Manager, or a designee, to execute all agreements, certifications, and documents necessary to accept and implement the funding c.

Community Services and Parks, re:

Youth@Work funds from the Los Angeles
County, Department of Economic Opportunity for the Glendale Youth Alliance

1. Motion Accepting Youth@Work funds from the Los Angeles County, Department of Economic Opportunity in the amount of $268,800, from July 1, 2022 to June 30, 2023 to enable the Verdugo Workforce Development Board to distribute those funds to the Glendale Youth Alliance; Approving the award of Youth@Work grant funds to the

2 TYPED 10/6/2022 7:12:13 AM
10 11 22
CC

Glendale Youth Alliance in the amount of $244,608 from July 1, 2022 to June 30, 2023, as approved and recommended by the Verdugo Workforce Development Board; and Authorizing the City Manager, or a designee, to execute all agreements, certifications, and documents necessary to accept and implement the funding d.

Community Development, re: Plan Check, Inspection and Permit Technician Service Contract Amendments

1. Motion authorizing an amendment to increase the not-to-exceed amount for contract C106829A with JAS Pacific from $650,000 to $780,000 over the duration of the contract

5. CITY COUNCIL/STAFF COMMENTS

6. COMMUNITY EVENT ANNOUNCEMENTS (3-Minutes)

7. ADOPTION OF ORDINANCES
a.

Community Development, re: Adoption of Extension of Interim Urgency Ordinance No. 5978 Prohibiting Issuance of Entitlement and/or Permits for Hotels in the Downtown Specific Plan Area of the City

1. Ordinance Extending, for an Additional One Year Period, Interim Urgency Ordinance No. 5978 Prohibiting Issuance of Entitlements and/or Permits for Hotel Development Projects in the Downtown Specific Plan Area

8. ACTION ITEMS
a.

Human Resources, re: Memorandum of Understanding (MOU) Between the City of Glendale and Glendale Management Association (GMA) on Behalf of Police Sworn Managers and Resolutions Addressing the Terms and Conditions of Said MOU, and Classification and Compensation of Affected City Employees

1. Resolution approving and adopting the Memorandum of Understanding between the City of Glendale and Glendale Management Association (GMA) - Police Sworn Managers commencing July 1, 2022 through June 30, 2024

2. Resolution providing for the establishment of classification titles and compensation for employees covered by the Glendale Management Association Memorandum of Understanding and GMA-Exempt Classifications

3. Resolution of Appropriation in the sum of $125,655 to provide funding for the MOU agreement between the City and Glendale Management Association (GMA) - Police Sworn Managers for the fiscal year commencing July 1, 2022 through June 30, 2023 b.

City Treasurer, re: City of Glendale Investment Policy

1. Resolution adopting the City Investment Policy for Fiscal Year 2022-2023 c.

City Treasurer, re: City Treasurer’s Annual Review of the City Portfolio

1. Motion accepting Report for Fiscal Year ending June 30, 2022 d.

Glendale Water and Power, re: Grayson Power Plant (GPP) Unit 9 Continuous Emission Monitoring System (CEMS) Replacement Project

1. Resolution authorizing an alternative procurement method, dispensing with competitive bidding and authorizing the City Manager, or his designee, to negotiate and execute a design-build contract with Cemtek Environmental Inc. dba CEMTEK KVB-Enertec (CEMTEK) for the GPP Unit 9 CEMS Replacement Project in an amount not to exceed $530,000

2. Resolution of Appropriation

3 TYPED 10/6/2022 7:12:13 AM
10 11 22
CC

Management Services, re: Report Regarding Potential Ban on Gas-Powered Lawn and Landscaping Equipment

1. Motion to Note and File report of a ban on gas-powered lawn and landscaping equipment

2. Motion providing direction regarding next steps on Consideration of ban on gas- powered lawn and landscaping equipment
f.

City Attorney, re: Findings regarding Approval of Design Review Case No. PDR 2101078 for a three-story, 82-room hotel at 1633 Victory Boulevard

1. Resolution Adopting a Subsequent Mitigated Negative Declaration and a Mitigation Monitoring and Reporting Program

2. Motion Sustaining the Design Review Board's Decision to Approve the Design Review Case and Making Findings in Support Thereof

9. HEARINGS

10. REPORTS - INFORMATION

11. WRITTEN COMMUNICATIONS

12. ORAL COMMUNICATIONS
Discussion is Limited to Items NOT a Part of this Agenda. Each Speaker is Allowed 5 minutes.

Council May Question or Respond to The Speaker But There Will be no Debate or Decision.

The City Manager May Refer the Matter to the Appropriate Department for Investigation and Report.

13. NEW BUSINESS

14. ADJOURNMENT

4 TYPED 10/6/2022 7:12:13 AM
10 11 22
CC

Whereas, the City of Glendale traces its history back to its days as a Spanish settlement once belonging to the Verdugo Family and part of the colonial New Spain, a land of indigenous and multi-racial people. A 36,000-acre area known as Rancho San Rafael that included much of what later became Glendale, Burbank, Montrose, Eagle Rock, La Crescenta, Glassell Park and Sunland-Tujunga. When the city of Glendale first came into existence, in 1876, it was called Verdugo; and
Whereas, the City of Glendale has embraced and recognizes the benefits and the beauty of cultural diversity and has become a strong advocate of racial justice and inclusivity of all its residents; and Whereas, Hispanic Heritage holds a special place in the history of Glendale and continues to thrive in the fabric of Glendale through its residents, entrepreneurs, writers, artists, public servants, veterans, engineers, doctors, academics and leaders in government and labor; and Whereas, our community has been enriched by vast rhythms of Latino music; a variety of talented artists; the spices of food we enjoy; and laborers from the front lines, such as doctors, nurses, teachers, childcare providers to laborers that are the backbone of our city; and
Whereas, we are part of a nation with 62.1 million Hispanics, making up 19.1% of the US population (19.9% of Glendale’s population) and accounting for $2 trillion in buying power and the largest and fastest-growing ethnic minority; we recognize that America cannot succeed unless Hispanic families succeed; and Whereas, each year Americans observe Hispanic Heritage Month by celebrating the many contributions and the history of Americans whose ancestors came from Spain, Mexico, the Caribbean, Central and South America; and Whereas, we are proud of a heritage that includes Indigenous, African, Asian, Arab, and European heritage.

We are most proud of the humanity that includes a people from: Argentina, Belize, Bolivia, Brazil, Chile, Colombia, Costa Rica, Cuba, Dominican Republic, Ecuador, El Salvador, Guatemala, Haiti, Honduras, Jamaica, Mexico, Nicaragua, Panama, Paraguay, Peru, Trinidad and Tobago, Uruguay, Venezuela, and the unincorporated U.S. territory, Puerto Rico; and
Whereas, here we are standing, a proud people that can’t be drawn with one line, ¡Qué viva la América! ¡Qué viva Latino Glendale! and
Now, therefore, I, Ardashes “Ardy” Kassakhian, Mayor of the City of Glendale, proclaim September 15 to October 15, 2022 as,
National Hispanic Heritage Month 2022
5 of 307

Ardashes “Ardy” Kassakhian, Mayor
October 11, 2022
6 of 307

09 27 22
CC
1 4A

M I N U T E S

GLENDALE CITY COUNCIL

COUNCIL CHAMBERS
613 E. Broadway, 2nd Floor Glendale, CA 91206
SEPTEMBER 27, 2022
ROLL CALL – All Present

1. CLOSED SESSION – 3:55 p.m.
a. Conference with Legal Counsel – Pending Litigation: Glenoaks Canyon Homeowners Association v. City of Glendale, L.A.S.C. Case No. 22STCP0011 b. Conference with Legal Counsel – Pending Litigation: Claim of Berman, Claim No. 22-0178
Item 1b removed from calendar. City Attorney Mike Garcia indicated that action is not anticipated. Council recessed to Closed Session at 3:56 p.m.

2. REGULAR BUSINESS AGENDA – 6:05 p.m.

Roll Call – Absent: Brotman (entered at 6:06 p.m.)
a. Flag Salute: Mayor Kassakhian
b. Invocation: Suzie Abajian, City Clerk
c. Report of City Clerk, re: Posting of Agenda. The Agenda for the September 27, 2022 Regular Meeting of the Glendale City Council was Posted on September 22, 2022 on the Bulletin Board Outside City Hall.

3. PRESENTATIONS AND APPOINTMENTS
a. Agenda Preview for the Meetings of Tuesday, October 4, 2022 Regular meetings have been cancelled and will resume on October 11, 2022. b. Domestic Violence Awareness Month Proclamation
Diane Lambillotte
c. Proclamation regarding Philippine History Month Cultural Celebration Filipino-American Business Association of Glendale
d. Legislative Update: Senator Anthony Portantino
e. Appointment of Board and Commission (Brotman, 9/20/22)

1. Chris Lowery, Glendale Water and Power Commission

4. CONSENT ITEMS (Including Minutes)
The following are Routine and May be Acted Upon by One Motion. Any Member of Council or the Audience Requesting Separate Consideration May do so by Making Such Request Before Motion is Proposed.

Item 4e pulled for separate consideration.

Ayes:

Noes:

Absent:

Abstain:

Asatryan, Brotman, Devine, Najarian, Kassakhian
None
None
None
7 of 307

09 27 22
CC
2 Asatryan, Brotman, Devine, Najarian, Kassakhian
None
None
None
Ayes:

Noes:

Absent:

Abstain:

Asatryan, Brotman, Devine, Najarian, Kassakhian
None
None
None
Ayes:

Noes:

Absent:

Abstain:

Asatryan, Brotman, Devine, Najarian, Kassakhian
None
None
None
Ayes:

Noes:

Absent:

Abstain:
a. City Clerk, re: Minutes of the Regular City Council meeting of September 20, 2022 and the Special City Council meeting of September 20, 2022 Moved: Najarian Seconded: Brotman
b. Glendale Water and Power, re: Plans and Specifications for the Emerald Isle 1666 Tank and Glendale Recycled Water Tank Rehabilitation Project

1. Resolution 22-138 adopting Specification No. 3934 and Plan No. 6960-E for Emerald Isle 1666 Tank and Glendale Recycled Water Tank Rehabilitation Project, and directing the City Clerk to advertise for bids
Moved: Najarian Seconded: Brotman
c. Libraries, Arts, and Culture, re: Library, Arts and Culture, re: Poet Laureate Pilot Program Recommendation

1. Motion approving the City to pilot a Poet Laureate Program Moved: Najarian Seconded: Brotman

2. Resolution 22-139 of appropriation in the amount of $20,000 from the General Fund Undesignated Fund Balance to support the Poet Laureate Program for FY 22-23
Moved: Najarian Seconded: Brotman
d. Human Resources, re: Acceptance of Grant Funds for Employment Training from the Professional Development Center of Glendale Community College

1. Motion accepting $500,000 in State of California grant funds which are being provided and administered by the Professional Development Center of Glendale Community College, to enable employment training for full-time City of Glendale employees
Asatryan, Brotman, Devine, Najarian, Kassakhian
None
None
None
Ayes:

Noes:

Absent:

Abstain:
8 of 307

09 27 22
CC
3 Asatryan, Brotman, Devine, Najarian, Kassakhian
None
None
None
Ayes:

Noes:

Absent:

Abstain:

Asatryan, Brotman, Devine, Najarian, Kassakhian
None
None
None
Ayes:

Noes:

Absent:

Abstain:

Asatryan, Brotman, Devine, Najarian, Kassakhian
None
None
None
Ayes:

Noes:

Absent:

Abstain:

Asatryan, Brotman, Devine, Najarian, Kassakhian
None
None
None
Ayes:

Noes:

Absent:

Abstain:

Moved: Najarian Seconded: Brotman

2. Resolution 22-140 appropriating $500,000 from the State of California Moved: Najarian Seconded: Brotman
e. Public Works, re: Urban Forestry Grant Tree Planting and Maintenance Program Contract Increases
Presenting:

Loren Klick, Urban Forester
Public Comment:

Monica Campagna

1. Resolution 22-141 dispensing with competitive bidding and authorizing the City Manager, or a designee, to amend contract 8000974 for City Tree Services, with West Coast Arborists, Inc. (WCA) increasing the contract amount by $4,271,660 to a new total amount of $11,577,660, for the purpose of meeting recommended tree planting and maintenance goals, pruning palm trees, planting and caring for 500 trees as part of the reimbursable California Department of Forestry and Fire Protection (Cal Fire) Urban Forestry grant and planting 750 trees as part of the reimbursable California Department of Transportation (Caltrans) Clean California grant subject to budget approval in FY 2023-24, FY 2024-25 and FY 2025-26 Moved: Devine Seconded: Asatryan

2. Resolution 22-142 authorizing the Director of Public Works or his designee to execute a Clean California grant agreement with the California Department of Transportation (Caltrans) for the City of Glendale’s ‘Southeast Glendale Greening’ project to plant 750 trees
Moved: Devine Seconded: Asatryan
9 of 307

09 27 22
CC
4 Asatryan, Brotman, Devine, Najarian, Kassakhian
None
None
None
Ayes:

Noes:

Absent:

Abstain:

Asatryan, Brotman, Devine, Najarian, Kassakhian
None
None
None
Ayes:

Noes:

Absent:

Abstain:

Asatryan, Brotman, Devine, Najarian, Kassakhian
None
None
None
Ayes:

Noes:

Absent:

Abstain:

3. Resolution 22-143 of appropriation for grant funded tree planting and maintenance Moved: Devine Seconded: Asatryan
f. City Manager, re: Cancellation of October 4, 2022 Regular Meeting and Adding October 11, 2022 Regular Meeting to the Council Calendar for the 2022-23 Fiscal Year

1. Motion Modifying City Council Regular Meeting Schedule for the 2022-23 Fiscal Year Moved: Najarian Seconded: Brotman
g. Police Department, re: 2022-2023 Grant from the State of California Office of Traffic Safety, Selective Traffic Enforcement Program, for distracted driving, Vehicle Code, bicycle, pedestrian, and driving under the influence violations

1. Motion to approve the Glendale Police Department’s participation in the State of California Office of Traffic Safety, Selective Traffic Enforcement Program, and authorize the City Manager, or his designee, to accept grant funds in the amount of $285,000
Moved: Najarian Seconded: Devine

5. CITY COUNCIL/STAFF COMMENTS
Councilmember Devine invited the public to see the exhibition called “Paper Cuts,” at the Brand Park Library. She congratulated Peter Rusch and company for the wonderful documentary they put together for the Doctor’s House at Brand Park. Devine also congratulated all the volunteers and staff who put together the successful “Touch the Truck” event.

Councilmember Najarian attended the Trespassing & Suicide Prevention Summit by Metrolink. He stated that the city is in line to receive a grant to do the first phase of the right of way improvement for the railroad crossing along San Fernando Corridor and Doran Street.

Councilmember Brotman asked staff to agendize “slow streets phase 3 and bicycle detection technology report.” Kassakhian seconded.

Mayor Kassakhian attended several events including the 75th Anniversary of Montrose’s Search and Rescue and the screening of the 100th Anniversary of the Burning of Smyrna held by the American Hellenic Council.
10 of 307

09 27 22
CC
5 Asatryan, Brotman, Devine, Kassakhian
None
None
Najarian (recused)
Ayes:

Noes:

Absent:

Abstain:

City Manager Roubik Golanian announced that the Metropolitan Water District’s emergency pipeline repairs have concluded. Chief Assistant General Manager Michael De Ghetto provided a brief update. Mayor Kassakhian thanked the residents who responded to the urgent request to avoid watering their landscapes.

6. COMMUNITY EVENT ANNOUNCEMENTS (3-Minutes)
Mike Mohill
Karen Kwak
Andranik
Ramella Eraghi

7. ADOPTION OF ORDINANCES
a. Community Development, re: Adoption of a Moratorium on New and Conversion of Existing Drive-through Waiting Lanes
Najarian recused himself due to a possible conflict of interest.

Presenting:

Kristen Asp, Principal Planner
Staff Comment:

Mike Garcia, City Attorney
Public Comments:

Alek Bartrosouf
Karen Kwak
Sean Abajian
Kyle
Tom O’Shaughnessy
Cathy Jurca
Ani Gharibian
Brian Zentmyer
Monica Campagna

1. Interim Urgency Ordinance 5994 Prohibiting Developments with New and Conversion of Existing Drive-through Waiting Lanes Citywide Without Pipeline Project Exemption (Brotman, 9/20/22)
Moved: Asatryan Seconded: Brotman

2. Interim Urgency Ordinance Prohibiting Developments with New and Conversion of Existing Drive-through Waiting Lanes Citywide With Pipeline Project Exemption (Devine, 9/20/22)
11 of 307

09 27 22
CC
6 Asatryan, Brotman, Devine, Najarian, Kassakhian
None
None
None
Ayes:

Noes:

Absent:

Abstain:

8. ACTION ITEMS
a. Glendale Water and Power, re: Programming to Incentivize Water Reductions Presenting:

Michael De Ghetto, Chief Assistant General Manager
Staff Comments:

Roubik Golanian, City Manager
Mike Garcia, City Attorney
Public Comment:

Ramella Eraghi
Brotman stated that the cost of pumping water uphill to North Glendale is being subsidized by water rates at the expense of South Glendale. He asked staff to look into incorporating the cost of pumping water uphill to North Glendale in our water rates.

Kassakhian seconded.

1. Motion to Note and File Report on the Success of Glendale Water & Power’s (GWP) Water Conservation Programs
Moved: Asatryan Seconded: Brotman

2. Motion directing staff relating to the allocation of Water funds for additional programs

9. HEARINGS
a. Community Development, re: Appeal of Design Review Board's approval of DRB Case No. PDR2105697 for 420 Nesmuth Road
Hearing opened at 8:26 p.m. and closed at 9:26 p.m.

Najarian recused himself due to a possible conflict of interest and left the Chambers at 8:53 p.m. He returned to the chambers at 9:30 p.m.

Presenting:

Aileen Babakhani, Planner
Staff Comment:

Mike Garcia, City Attorney
Public Comments:

Joseph Ashby, Appellant
Nicola Montuschi, Appellant
Annette Shirinian, Appellant
Garo Nazarian, Applicant
Alfred Babayans, Applicant
12 of 307

09 27 22
CC
7 Asatryan, Brotman, Devine, Kassakhian
None
None
Najarian (recused)
Ayes:

Noes:

Absent:

Abstain:

1. Motion to sustain the Design Review Board's decision and approve the project Moved: Asatryan Seconded: Devine

2. Motion to reverse the Design Review Board's decision and deny the project

3. Motion to remand the project to the Design Review Board for consideration b. Community Development, re: Public Hearing on Appeals of Design Review Board’s approval of Design Review Board Case No. 2101078 located at 1633 Victory Boulevard
Hearing opened at 9:32 p.m. and closed at 11:35 p.m.

Presenting:

Dennis Joe, Senior Planner
Staff Comment:

Mike Garcia, City Attorney
Public Comments:

Anand Desai, Appellant
Philip Marks, Appellant
Gaurang Mehta
Amy Gubler
Adreg Khodaverdian
Artur Arutunian
Ashot Baghdasaryan
Artem Evans
Hrach Hovhanesyan
Ani Megerdichian
Nancy Delgadillo
Suzy Krboyan
Michael Avanessian
Jacklin Boyadjian
Robert
Art Ovanessian
Artine Simiryan
Isabelle Davidian
Alfred Bagryan
Joanne Hedge
Vazgen Baghdasaryan
13 of 307

09 27 22
CC
8 Mayor of the City of Glendale
Asatryan, Najarian, Kassakhian
Brotman, Devine
None
None
Ayes:

Noes:

Absent:

Abstain:

1. Motion to sustain the Design Review Board’s decision to adopt the subsequent mitigated negative declaration and to approve the Design Review application with conditions
Moved: Najarian Seconded: Asatryan

2. Motion to sustain the Design Review Board’s decision to adopt the subsequent mitigated negative declaration and to approve the Design Review application with amended conditions

3. Motion to continue the matter, directing the City Attorney to draft findings reversing the Design Review Board’s decision and denying the project c. Community Development, re: Extension of Interim Urgency Ordinance No. 5978 Prohibiting Issuance of Entitlement and/or Permits for Hotels in the Downtown Specific Plan Area of the City
Hearing opened at 12:08 a.m. and closed at 12:09 a.m.

Staff Comment:

Mike Garcia, City Attorney

1. Introduction of Ordinance Extending, for an Additional One Year Period, Interim Urgency Ordinance No. 5978 Prohibiting Issuance of Entitlements and/or Permits for Hotel Development Projects in the Downtown Specific Plan Area Introduced by: Brotman

10. REPORTS - INFORMATION

11. WRITTEN COMMUNICATIONS

12. ORAL COMMUNICATIONS
Discussion is Limited to Items NOT a Part of this Agenda. Each Speaker is Allowed 5 Discussion is Limited to Items NOT a Part of this Agenda. Each Speaker is Allowed 5 minutes. Council May Question or Respond to The Speaker But There Will be no Debate or Decision. The City Manager May Refer the Matter to the Appropriate Department for Investigation and Report.

13. NEW BUSINESS

1. ADJOURNMENT – 12:12 a.m.

Moved: Devine Seconded: Najarian
City Clerk of the City of Glendale
14 of 307

09 27 22
SP CC
1 4A

M I N U T E S
SPECIAL MEETING: GLENDALE CITY COUNCIL

COUNCIL CHAMBERS
613 E. Broadway, 2nd Floor
Glendale, CA 91206
SEPTEMBER 27, 2022
The Special Public Meeting of the Glendale City Council convened in the City Hall Council Chambers, in said City, at 2:35 p.m. on the above date, pursuant to a call for such meeting signed by the City Clerk of the City Council, and on file with the City Clerk, a copy of which is as follows:

September 22, 2022
Date
A SPECIAL PUBLIC MEETING of the City Council is hereby called to meet at 2:00 PM on Tuesday, September 27, 2022, in the Council Chamber, 613 E. Broadway, 2nd Floor, Glendale, CA 91206 to consider the following item(s) of business, to wit;

1. Management Services, re: Professional Services Agreements with Rincon Consultants, Inc. (Rincon) for the development of a Climate Action and Adaptation Plan (CAAP) for the City of Glendale
a. Motion authorizing the City Manager, or his designee, to execute an 18-month Professional Services Agreement (PSA) with Rincon, to develop a “Qualified” CAAP for the City of Glendale for a total not to exceed amount of $320,000

2. Management Services, re: Environmental Preferable Purchasing a. Motion providing direction on key policy principles to incorporate into the City’s Environmental Preferable Purchasing Policy

3. Police Department, re: Jail Security System - Request to Dispense with Competitive Bidding and Authorize the Execution of an Amendment to the City’s Agreement with Birdi Systems Inc. in the amount not to exceed $600,000 for the completion of the Jail Security System for a total contract amount not to exceed $1,013,518
a. Resolution to dispense with competitive bidding and authorize the City Manager, or a designee, to execute an amendment to the City’s Agreement with Birdi Systems Inc. in the amount not to exceed $600,000 for the completion of the Jail Security System for a total contract amount not to exceed $1,013,518

4. Libraries, Arts, and Culture, re: City-Wide Public Art Landmarks: Glenoaks Blvd.

Median Public Art Piece
a. Motion authorizing the City Manager, or a designee, to enter into an Agreement for Commission of Artwork— subject to approval by the City Attorney— with Forma Studio, in an amount not to exceed $100,000 dispersed from the Urban Art Fund, to design, engineer, fabricate, deliver, and supervise the City’s installation of a public art piece entitled, “Hahamongna,” for the Glenoaks Blvd. Ground level Sculpture Public Art Piece

5. Libraries, Arts, and Culture, re: City-Wide Public Art Landmarks: Verdugo Park Mural Ground Level Public Art Piece
a. Motion authorizing the City Manager, or a designee, to enter into an Agreement for Commission of Artwork— subject to approval by the City Attorney— with Erin Miller Wray, in an amount not to exceed $50,000 dispersed from the Urban Art Fund, to design, fabricate, and install a public art piece entitled, “Verdugo Park Mural,” for the Verdugo Park Mural Ground Level Public Art Piece
15 of 307

09 27 22
SP CC
2 Written Notice of said meeting was given, which Notice consisted of a copy of the foregoing Call, and was served on each Member of the Council not joining in the Call, and upon the in said City not less than 24 hours before the time fixed in said Call for said meeting, as follows:

Upon Elen Asatryan at 5:00 p.m. September 22, 2022 Glendale, CA Upon Dan Brotman at 5:00 p.m. September 22, 2022 Glendale, CA Upon Paula Devine at 5:00 p.m. September 22, 2022 Glendale, CA Upon Ara Najarian at 5:00 p.m. September 22, 2022 Glendale, CA Upon Ardy Kassakhian at 5:00 p.m. September 22, 2022 Glendale, CA Mayor Kassakhian called the meeting to order at 2:35 p.m.

David Jones, Sustainability Officer
Hannah Mize, Rincon
Reema Shakra, Rincon
Public Comment:

Elise Kalfayan
a. Motion authorizing the City Manager, or his designee, to execute an 18-month Professional Services Agreement (PSA) with Rincon, to develop a “Qualified” CAAP for the City of Glendale for a total not to exceed amount of $320,000 Moved: Brotman Seconded: Devine

2. Management Services, re: Environmental Preferable Purchasing Staff Comments:

Roubik Golanian, City Manager
Afshin Bokaei, Deputy Director of Finance
Presenting:

David Jones, Sustainability Officer
Public Comment:

Jennifer Pinkerton
Ayes:

Noes:

Absent:

Abstain:

Asatryan, Brotman, Devine, Najarian, Kassakhian
None
None
None
16 of 307

09 27 22
SP CC
3 a. Motion providing direction on key policy principles to incorporate into the City’s Environmental Preferable Purchasing Policy
Moved: Asatryan Seconded: Brotman

Carl Povilaitis, Police Chief
a. Resolution 22-137 to dispense with competitive bidding and authorize the City Manager, or a designee, to execute an amendment to the City’s Agreement with Birdi Systems Inc. in the amount not to exceed $600,000 for the completion of the Jail Security System for a total contract amount not to exceed $1,013,518 Moved: Devine Seconded: Brotman

4. Libraries, Arts, and Culture, re: City-Wide Public Art Landmarks: Glenoaks Blvd.

Median Public Art Piece
Presenting:

Jennifer Fukutomi-Jones, Principal Arts & Culture Administrator Staff Comment:

Gary Shaffer, Director of Library, Arts & Culture
a. Motion authorizing the City Manager, or a designee, to enter into an Agreement for Commission of Artwork— subject to approval by the City Attorney— with Forma Studio, in an amount not to exceed $100,000 dispersed from the Urban Art Fund, to design, engineer, fabricate, deliver, and supervise the City’s installation of a public art piece entitled, “Hahamongna,” for the Glenoaks Blvd. Ground level Sculpture Public Art Piece
Moved: Devine Seconded: Asatryan
Ayes:

Noes:

Absent:

Abstain:

Asatryan, Brotman, Devine, Najarian, Kassakhian
None
None
None
Ayes:

Noes:

Absent:

Abstain:

Asatryan, Brotman, Devine, Najarian, Kassakhian
None
None
None
Ayes:

Noes:

Absent:

Abstain:

Asatryan, Brotman, Devine, Najarian, Kassakhian
None
None
None
17 of 307

09 27 22
SP CC
4 5. Libraries, Arts, and Culture, re: City-Wide Public Art Landmarks: Verdugo Park Mural Ground Level Public Art Piece
Presenting:

Jennifer Fukutomi-Jones, Principal Arts & Culture Administrator a. Motion authorizing the City Manager, or a designee, to enter into an Agreement for Commission of Artwork— subject to approval by the City Attorney— with Erin Miller Wray, in an amount not to exceed $50,000 dispersed from the Urban Art Fund, to design, fabricate, and install a public art piece entitled, “Verdugo Park Mural,” for the Verdugo Park Mural Ground Level Public Art Piece
Moved: Najarian Seconded: Devine
Adjournment – 3:55 p.m.

Moved: Najarian Seconded: Devine
Mayor of the City of Glendale
City Clerk of the City of Glendale
Ayes:

Noes:

Absent:

Abstain:

Asatryan, Devine, Najarian, Kassakhian
Brotman
None
None
18 of 307

09 27 22
CC HA
1 4A

M I N U T E S
JOINT MEETING: GLENDALE CITY COUNCIL AND GLENDALE HOUSING AUTHORITY

COUNCIL CHAMBERS
613 E. Broadway, 2nd Floor
Glendale, CA 91206
SEPTEMBER 27, 2022
The Joint Meeting of the Glendale City Council and Glendale Housing Authority convened in the City Hal Council Chambers, in said City, at 2:02 p.m. on the above date, pursuant to a call for such meeting signed by the City Clerk of the City Council, and on file with the City Clerk, a copy of which is as follows:

September 22, 2022
Date
A JOINT PUBLIC MEETING of the City Council and Housing Authority is hereby called to meet at 2:00 PM on Tuesday, September 27, 2022, in the Council Chamber, 613 E. Broadway, 2nd Floor, Glendale, CA 91206 to Consider the Following Item(s) of Business, to wit;

1. Community Services and Parks, re: Funding Recommendations by the Glendale Continuum of Care (CoC) Board for the Submission of the Glendale CoC Funding Application to the U.S. Department of Housing and Urban Development as part of the 2022 CoC Notice of Funding Opportunity Competition
a. City Council Motion to approve the 2022 Continuum of Care (CoC) Program Priorities and authorize the submission of a grant application to the Federal Department of Housing and Urban Development (HUD), on behalf of the Glendale CoC, under the 2022 CoC Program Competition, as recommended by the CoC Board; and authorize the City Manager or a designee to execute all agreements, certifications, and documents necessary to accept and implement the funding
b. Housing Authority Motion to approve the 2022 Continuum of Care (CoC) Program Priorities and authorize the submission of a grant application to the Federal Department of Housing and Urban Development (HUD), on behalf of the Glendale CoC, under the 2022 CoC Program Competition, as recommended by the CoC Board; and authorize the City Manager or a designee to execute all agreements, certifications, and documents necessary to accept and implement the funding Written Notice of said meeting was given, which Notice consisted of a copy of the foregoing Call, and was served on each Member of the Council not joining in the Call, and upon the in said City not less than 24 hours before the time fixed in said Call for said meeting, as follows:

Upon Robert Adjinian at 5:00 p.m. September 22, 2022 Glendale, CA Upon Elen Asatryan at 5:00 p.m. September 22, 2022 Glendale, CA Upon Dan Brotman at 5:00 p.m. September 22, 2022 Glendale, CA Upon Paula Devine at 5:00 p.m. September 22, 2022 Glendale, CA Upon Ara Najarian at 5:00 p.m. September 22, 2022 Glendale, CA Upon Laura Parazian at 5:00 p.m. September 22, 2022 Glendale, CA Upon Ardy Kassakhian at 5:00 p.m. September 22, 2022 Glendale, CA Mayor Kassakhian called the meeting to order at 2:02 p.m. 19 of 307

09 27 22
CC HA
2 ROLL CALL
- All Present
- Report of the City Clerk of the City Council and Housing Authority, re: Posting of Agenda. The Agenda for the Tuesday, September 27, 2022 joint public meeting of the City Council and Housing Authority was posted on September 22, 2022 on the Bulletin Board outside City Hall.

Roubik Golanian, City Manager
Presenting:

Arsine Isayan, Homeless Programs Manager
Mayor Kassakhian passed the gavel to Mayor Pro Tem Najarian at 2:17 p.m. and stepped out of the chambers.
a. City Council Motion to approve the 2022 Continuum of Care (CoC) Program Priorities and authorize the submission of a grant application to the Federal Department of Housing and Urban Development (HUD), on behalf of the Glendale CoC, under the 2022 CoC Program Competition, as recommended by the CoC Board; and authorize the City Manager or a designee to execute all agreements, certifications, and documents necessary to accept and implement the funding
Moved: Devine Seconded: Brotman
Vote as Follows
b. Housing Authority Motion to approve the 2022 Continuum of Care (CoC) Program Priorities and authorize the submission of a grant application to the Federal Department of Housing and Urban Development (HUD), on behalf of the Glendale CoC, under the 2022 CoC Program Competition, as recommended by the CoC Board; and authorize the City Manager or a designee to execute all agreements, certifications, and documents necessary to accept and implement the funding Moved: Najarian Seconded: Asatryan
Vote as Follows

2. 3.

Ayes:

Noes:

Absent:

Abstain:

Asatryan, Brotman, Devine, Najarian (pro tem)
None
Kassakhian
None
Ayes:

Noes:

Absent:

Abstain:

Adjinian, Asatryan, Devine, Najarian, Parazian, Brotman None
Kassakhian
None
20 of 307

09 27 22
CC HA
3 ADJOURNMENT – 2:34 p.m.
- City Council
Moved: Devine Seconded: Najarian
- Housing Authority
Moved: Najarian Seconded: Devine
Mayor of the City of Glendale
City Clerk of the City of Glendale
Chair of the Glendale Housing Authority
Clerk of the Glendale Housing Authority
21 of 307

CITY OF GLENDALE, CALIFORNIA

REPORT TO THE CITY COUNCIL

AGENDA ITEM
Report: Federal Workforce Innovation and Opportunity Act (WIOA) funds from the State of California, Employment Development Department (EDD) for the Glendale Youth Alliance and the City of Burbank

1. Motion:
a) Accepting Federal Workforce Innovation and Opportunity Act (WIOA) funds from the State of California, Employment Development Department in the amount of $741,131 from July 1, 2022 to June 30, 2023 to enable the Verdugo Workforce Development Board to distribute those funds to the Glendale Youth Alliance and the City of Burbank;
b) Approving the award of WIOA grant funds to the Glendale Youth Alliance in the amount of $605,631 from July 1, 2022 to June 30, 2023 and the City of Burbank in the amount of $135,500 from July 1, 2022 to June 30, 2023 as approved and recommended by the Verdugo Workforce Development Board; and c) Authorizing the City Manager, or a designee, to execute all agreements, certifications, and documents necessary to accept and implement the funding.

COUNCIL ACTION
Item Type: Consent Calendar
Approved for October 11, 2022 calendar

EXECUTIVE SUMMARY
The State of California, Employment Development Department awarded the Verdugo Workforce Development Board (VWDB) funding of $741,131 from July 1, 2022 to June 30, 2023 to provide WIOA employment services to Adults and Youth in the Verdugo region. The VWDB receives WIOA funds on an annual basis.

From July 1, 2022 to June 30, 2023, the VWDB will award WIOA Youth grant funds to Glendale Youth Alliance (GYA) in the amount of $605,631 to recruit, enroll, and provide 22 of 307

24b
3 5
5 3
work experience for twenty-five (25) In-School and sixty-five (65) Out-of-School Youth as defined by the WIOA federal regulations.

From July 1, 2022 to June 30, 2023, the VWDB will award WIOA grant funds to the City of Burbank in the amount of $135,500 to operate the Burbank Employment Connection from the Burbank Central Library as the affiliate site to the Verdugo Jobs Center (VJC) and provide general WIOA employment services to the public.

COUNCIL PRIORITIES
NA

RECOMMENDATION
(1) Accept WIOA funds from the State of California, Employment Development Department in the amount of $741,131 from July 1, 2022 to June 30, 2023, to enable the VWDB to distribute those funds to the GYA and the City of Burbank; (2) Approve the award of WIOA grant funds to GYA in the amount of $605,631 from July 1, 2022 to June 30, 2023, and the City of Burbank in the amount of $135,500 from July 1, 2022 and June 30, 2023 as approved and recommended by the VWDB; and
(3) Authorize the City Manager, or their designee, to execute all agreements, certifications, and documents necessary to accept and implement the funding.

BACKGROUND
The VWDB receives federal WIOA grant funds to provide employment services to the public. These services include job preparation training, job exploration, workplace readiness skills training, work-based learning experiences, on the job training and skills training to name a few. The overall goal is to enhance regional economies by having a robust skilled workforce.

The VWDB is the planning and policy body for the Verdugo Consortium. The Verdugo Consortium is a Joint Powers Agreement (JPA) comprised of the Cities of Glendale, Burbank, and La Cañada Flintridge. The purpose of VWDB is to provide employment and training programs within the three cities and to allocate and award all Workforce Innovation and Opportunity Act (WIOA) funds and general grant funds toward its goals.

Through the JPA, the City of Glendale is given responsibility for the administration of all Consortium activities, including acting as the recipient of WIOA funds and all other general grant funds received by the VWDB. As the administrative entity for the Verdugo Consortium, the City of Glendale and the Glendale City Council must approve all 23 of 307

34b
3 5
5 3
contracts and funding awards recommendations by the VWDB, which includes WIOAfunds.

ANALYSIS
The WIOA funds from the State of California, Employment Development Department is $741,131 from July 1, 2022 to June 30, 2023 to provide general WIOA services and WIOA Youth In School and out of School services for ages 14 to 24, with up to 200 hours of paid work experience in placements that match the students’ interests and aptitudes.

The Glendale Youth Alliance has been operating year-round youth employment programs and summer employment programs since 1994. They have been operating WIOA youth employment programs since 2000. They have a proven track record of successfully serving youth. For the 2022-23 program year, the VWDB has recommended awarding $605,631 in workforce funds to provide services to youth with multiple barriers in the Verdugo region. GYA will administer the work experience component of the program and receive $605,631 for staffing and operational expenses and to administer the youth payroll for work experience. GYA’s established business relationships with local employers will enable successful connection between these employers and students.

The City of Burbank is a partner in the Verdugo Consortium. Although the Verdugo Jobs Center is the only comprehensive one-stop center in the Verdugo Consortium, in order to provide services more conveniently to the job seekers and employers of Burbank, the City of Burbank operates an affiliate site of the Verdugo Jobs Center from their Burbank main library location. This affiliate provides basic services for job seekers and employers in Burbank. The VWDB has recommended awarding the City of Burbank $135,500 for the 2022-23 program year. These funds will be used to provide core workforce services to at least eighty (80) new clients per month, and Rapid Response assistance to local businesses that are experiencing major layoffs. The Burbank Affiliate site has been in operation since 2000. They have a proven track record of successfully serving Burbank job seekers and employers.

STAKEHOLDERS/OUTREACH
WIOA funds are targeted for the most vulnerable populations. The VWDB will partner with GYA and the City of Burbank to promote WIOA services to the Verdugo region. With established partnerships with organizations in the region, the VWDB will work collaboratively to promote WIOA services to those with limited access to services and with multiple barriers, so they are connected to WIOA programs. 24 of 307

44b
3 5
5 3

FISCAL IMPACT
The contracts for the current year will cost $741,131. The grant award from the State of California, Employment Development Department is $741,131 from July 1, 2022 to June 30, 2023, which was appropriated as a part of the FY 2022-23 budget. No new appropriation is being requested at this time.

The City Council approved funding is outlined below:

Existing Appropriation
Amount Account String Funding Source
$ 605,631 GL: Various-2060-CSP-0020-P0000
PL: CSP00819AG
Workforce Fund – Federal
Grants
$ 42,000 GL: Various-2060-CSP-0020-P0000
PL: CSP00820AG
Workforce Fund – Federal
Grants
$ 42,000 GL: Various-2060-CSP-0020-P0000
PL: CSP00821AG
Workforce Fund – Federal
Grants
$ 51,500 GL: Various-2060-CSP-0020-P0000
PL: CSP00926AG
Workforce Fund – Federal
Grants

ENVIRONMENTAL REVIEW (CEQA/NEPA)
Because no possibility exists that the activity in question (distributing Federal grant funding to each organization who will provide job preparation training and job exploration skills may have a significant effect on the environment, the activity is not subject to CEQA review under the common sense exemption set forth in 14 Cal. Code Regs. § 15061(b)(3).

CAMPAIGN DISCLOSURE
This item is exempt from campaign disclosure requirements.

ALTERNATIVES
Alternative 1: Authorize acceptance of WIOA grant funds and award to the GYA in the amount of $605,631 from July 1, 2022 to June 30, 2023 and award to the City of Burbank in the amount of $135,500 from July 1, 2022 to June 30, 2023; and authorize the City Manager, or their designee to execute all agreements, certifications, and documents necessary to accept, and implement the funding.
25 of 307

54b
3 5
5 3
Alternative 2: Do not authorize to award the contracts as recommended herein. This would prevent services being provided under the WIOA grant.

Alternative 3: The City Council may consider any other alternative not proposed by staff.

ADMINISTRATIVE ACTION
Prepared by:

Judith Velasco, Workforce Development Administrator
Approved by:

Roubik R. Golanian, P.E., City Manager

EXHIBITS/ATTACHMENTS
Exhibit 1: Minutes of the meeting of the Verdugo Workforce Development Board, April 13, 2022
Exhibit 2: Minutes of the meeting of the Verdugo Workforce Development Board, July 6, 2022
26 of 307

MOTION
Moved by Council Member , seconded by Council Member , that the Council of the City of Glendale hereby:

1. Accepts $741,131 in Workforce Innovation Opportunity Act (WIOA) funds from the State of California’s Employment Development Department, to enable the Verdugo Workforce Development Board (VWDB) to distribute those funds to the Glendale Youth Alliance and the City of Burbank in the amounts listed below, as more fully outlined in the Director of Community Services and Park’s October 11, 2022 Report to the City Council;

2. Approves two separate awards of the WIOA funds from July 1, 2022 to June 30, 2023— as recommended by the Verdugo Workforce Development Board— to:

A. The Glendale Youth Alliance, in the amount of $605,631, to provide in-school and out-of-school youth employment and work experience services; and
B. The City of Burbank, in the amount of $135,500, to provide core workforce services, and to furnish reemployment assistance (Rapid Response) to workers who are a part of major layoffs by local businesses; and

3. Authorizes the City Manager, or a designee, to execute all agreements, amendments, certifications, and documents necessary to accept and implement the funding.

Vote as Follows:

Ayes:

Noes:

Absent:

Abstain:
27 of 307

VERDUGO WORKFORCE DEVELOPMENT BOARD

FULL BOARD MEETING MINUTES
4/13/2022
8:30 a.m. to 9:00 a.m.

VWDB Full Board Minutes 4/13/2022 Page 1 of 3
MEMBERS PRESENT: Ara Aslanian, Onnig Bulanikian, Lee Casady, Nick Hacopian, Mary Hamzoian, Steve Kaplan, Gavin Koon,
Debbie Kukta, Pamela Marcello, Stephanie O’Keefe,
Nancy Osipo-Peera, Michael Ritterbrown, Tamar Sadd,
Teresa Sánchez, Terry Walker
MEMBERS ABSENT: Greg Astorian, Marisol Espinoza, Veronica Romero, Julio Ruiz

COMMUNITY &

OTHER AGENCY
REPRESENTATIVES:

Elizabeth Goldman (City of Burbank Library), Soua Vang
(City of Glendale Economic Development), Melanie
Bautista (Employment Development Department), Karine
Grigoryan (Glendale Youth Alliance)
STAFF PRESENT: Judith Velasco, Diana Antonio, MaryAnn Pranke, Melissa Younesian
CALL TO ORDER: 8:33 am by Chair Ara Aslanian via WebEx

I. Introductions
A. VWDB Chair Ara Aslanian welcomed the VWDB and other attendees to the meeting.

B. Mr. Aslanian welcomed Soua Vang to her first meeting. Ms. Vang is the new Deputy Director for City of Glendale Economic Development Department. Mr. Aslanian also thanked Tamar Sadd for her participation in the VWBD meetings and representing the City of Glendale Economic Development Department while the position of Deputy Director was being filled.

1. Ms. Vang introduced herself and expressed excitement in collaborating with the VWDB.

II. Minutes of February 09, 2022
A. VWDB Administration called the roll to confirm attendance. Quorum confirmed.

B. Minutes presented and reviewed. MOTION: Steve Kaplan 2nd: Pamela Marcello Action: APPROVED

III. Action Items
A. Approval of contract amendment to the BioPharma Additional Assistance Contract with Los Angeles Mission College extending the contract end date from March 31, 2022 to September 30, 2022

B. Approval of FY 21-22 Workforce Innovation and Opportunity Act (WIOA) Out-of- School (OSY) contract amendment with Glendale Youth Alliance (GYA) extending contract end date from June 30, 2022 to March 31, 2023

C. Approval of contract amendment to increase the LIFERAP award to Glendale Youth Alliance to $275,052 to provide case management services for 65 households during a two- year period, March 1, 2021 through January 1, 2023

D. Approval of contract amendment with American Federation of Musicians Local 47 extending the contract end date from March 31, 2022 to June 30, 2023

E. Approval of the authorization of sole source funding and contract award with Copy & 28 of 307

VERDUGO WORKFORCE DEVELOPMENT BOARD

FULL BOARD MEETING MINUTES
4/13/2022
8:30 a.m. to 9:00 a.m.

VWDB Full Board Minutes 4/13/2022 Page 2 of 3
Design for communication services from July 1, 2022 through June 30, 2025 with the option of an extension through June 30, 2026

F. Approval of the authorization of sole source funding and contract award with Glendale Youth Alliance for One-Stop Operator services from July 1, 2022 through June 30, 2025 with the option of an extension through June 30, 2026

G. Approval of the authorization of sole source funding award and enter into contract with Glendale Youth Alliance for youth provider services from July 1, 2022 through June 30, 2025 with the option of an extension through June 30, 2026

H. Approval of acceptance of Student Training and Employment Program funds of $450,000 from the California Department of Rehabilitation and to Award Funds of $216,618 to Glendale Youth Alliance and $13,600 to Glendale Community College’s Professional Development Center

I. Approval of allocation of $135,500 to the Burbank Employment Connection to provide Services in the City of Burbank as the Verdugo Jobs Center Affiliate Site for Fiscal Year 2022-2023

J. Approval of the recommendation for Soua Vang to be appointed to the Verdugo Workforce Development Board, in compliance with State and Federal requirements under the Workforce Innovation and Opportunity Act of 2014

MOTION FOR CONSENT ITEM A-H: Motion: Michael Ritterbrown 2nd: Debbie Kukta

APPROVED

IV. Director’s Report
A. Presentation:

1. VWDB Executive Director Judith Velasco conducted a presentation that provided further updates on the BioScience Program and Board Bylaws.
a. On March 7, 2022 a ribbon cutting ceremony was held at Grifols Biologicals for the Biocom Institute Technician Certification (BioTC).
i. As of November 18, 2021, 28 students have registered for the assessment. Of these 23 completed the assessment with 18 students earning the credential, and 13 have been hired.
• The next assessments will occur on April 29, May 20, and June 17. ii. As part of the launch, a Business Forum, presented by Wille Zuniga, President of Grifols, and Ms. Velasco, was held on April 6th to promote the credential and the candidates. In attendance where prominent bioscience companies: Amgen, Gilead, Prolacta, Provivi, Takeda, and Thermo Fisher Scientific. b. Ms. Velasco shared that the Bylaws continue to be under review with legal counsel. i. Based on the survey that was conducted during the previous board meeting, it was decided that the full board will meet at a minimum of three times a year and the Executive Committee will have a minimum of eight meetings annually. Virtual meetings as well as outside meetings will be allowed, in accordance with the Workforce Innovation and Opportunity Act (WIOA) and the Brown Act. ii. A section was added to show that the VWDB is in compliance with the American with Disabilities Act, as well as adding sunshine provisions required by Code of 29 of 307

VERDUGO WORKFORCE DEVELOPMENT BOARD

FULL BOARD MEETING MINUTES
4/13/2022
8:30 a.m. to 9:00 a.m.

VWDB Full Board Minutes 4/13/2022 Page 3 of 3
Federal Regulations, the Workforce Innovation and Opportunity Act, and the Brown Act.

2. Discussion
a. Mr. Aslanian commented that the BioTC is an impressive initiative and hopefully the VWDB can work on similar initiatives for other industries and sectors. i. Ms. Velasco added that the goal is to increase the VWDB’s credibility as an organization in meeting the needs of business.
b. Ms. Velasco clarified that students can retake the assessment up to two times, but before they can retake the assessment, they will receive assistance from the instructors. c. The board congratulated the VWDB administration for its accomplishments with the BioScience project.

B. Ms. Velasco encouraged the board members to review the following reports that were included in the board packet: Fiscal Report, Labor Market Information, Program Report, One-Stop Operator Report, and Youth Operator Report.

V. Public Comments: None

VI. Other Businesses and Announcements
A. The next VWDB Full Board meeting will be held on Wednesday, June 8th at 9:00 am.

VII. Adjournment: 9:08 am

30 of 307

VERDUGO WORKFORCE DEVELOPMENT BOARD

FULL BOARD MEETING MINUTES
7/6/2022
8:30 a.m. to 9:00 a.m.

VWDB Full Board Minutes 7/6/2022 Page 1 of 2
MEMBERS PRESENT: Ara Aslanian, Onnig Bulanikian, Lee Casady, Nick Hacopian, Mary Hamzoian, Steve Kaplan, Pamela
Marcello, Stephanie O’Keefe, Michael Ritterbrown,
Teresa Sánchez, Terry Walker
MEMBERS ABSENT: Greg Astorian, Debbie Kukta, Nancy Osipo Peera, Veronica Romero, Julio Ruiz, Soua Vang

COMMUNITY &

OTHER AGENCY
REPRESENTATIVES:

None
STAFF PRESENT: Judith Velasco, Diana Montecino, MaryAnn Pranke, Melissa Younesian
CALL TO ORDER: 8:35 am by Chair Ara Aslanian via WebEx

I. Introductions
A. VWDB Chair Ara Aslanian welcomed the VWDB.

II. Minutes of April 13, 2022
A. VWDB Administration called the roll to confirm attendance. Quorum confirmed.

B. Minutes presented and reviewed. MOTION: Lee Casady 2nd: Steve Kaplan Action: APPROVED

III. Action Items
A. Approval of the recommendation for Alexis Carter to be appointed to the Verdugo Workforce Development Board, in compliance with State and Federal requirements under the Workforce Innovation and Opportunity Act of 2014

B. Approval of the Verdugo Workforce Development Board Preliminary Budget for Fiscal Year 2022-2023

C. Approval to accept funds from Glendale Community College for Fiscal Year 2022-2023 in the amount of $500,000 to implement the California Adult Education Program and to enter into contract with Glendale Youth Alliance, Emma Sanchez, Armenian Relief Society, Foundation for California Community Colleges, Copy&Design, RxResearch, PARS Equality Center, Glendale Library Arts & Culture and Professional Development Trainers

D. Approval to accept funds from the California Department of Rehabilitation for Fiscal Years 2022-2023, 2023-2024, and 2024-2025 in the amount of $450,000 each fiscal year in Student Training and Employment Program funds, and to enter into contract with Glendale Youth Alliance in an amount not to exceed of $216,618 for each fiscal year and to enter into contract with Glendale Community College’s Professional Development Center in an amount not to exceed $13,600 for each fiscal year

31 of 307

VERDUGO WORKFORCE DEVELOPMENT BOARD

FULL BOARD MEETING MINUTES
7/6/2022
8:30 a.m. to 9:00 a.m.

VWDB Full Board Minutes 7/6/2022 Page 2 of 2
E. Approval to accept funds from the Los Angeles County Department of Workforce Development, Aging, and Community Services for Fiscal Year 2022-2023 in the amount of $99,000 in Measure H funds and to enter into contract with Foundation for California Community Colleges in an amount not to exceed $49,000 to administer the paid work experience for clients

F. Approval to accept funds from the Los Angeles County Department of Workforce Development, Aging, and Community Services for Fiscal Year 2022-2023 in the amount of $268,800 for Youth Employment Services and to enter into contract with Glendale Youth Alliance, in an amount not to exceed $244,608 to provide Youth Services

G. Approval to designate Glendale Youth Alliance as the board’s Youth Provider and to enter into contract with Glendale Youth Alliance for Fiscal Year 2022-2023 in an amount not to exceed $605,631 in Workforce Innovation and Opportunity Act funding for Youth Services

H. Approval to enter into contract with Glendale Youth Alliance for Fiscal Year 2022-2023 in an amount not to exceed $50,000 in Workforce Innovation and Opportunity Act funding for One-Stop Operator services

I. Approval to enter into contract with Foundation for California Community Colleges for Fiscal Year 2022-2023 in an amount not to exceed $114,000 to support paid work experience for Measure H, WIOA Adult and Dislocated Worker Formula and California Adult Education Programs

J. Approval to enter into contract with Copy & Design for Fiscal Year 2022-2023 in an amount not to exceed $100,000 to provide outreach and communications strategies in grant programs

MOTION FOR CONSENT ITEM A-J: Motion: Nick Hacopian 2nd: Lee Casady

APPROVED

IV. Public Comments: None

V. Adjournment: 8:45 am

32 of 307

CITY OF GLENDALE, CALIFORNIA

REPORT TO THE CITY COUNCIL

AGENDA ITEM
Report: Youth@Work funds from the Los Angeles County, Department of Economic Opportunity for the Glendale Youth Alliance

1. Motion:
a) Accepting Youth@Work funds from the Los Angeles County, Department of Economic Opportunity in the amount of $268,800, from July 1, 2022 to June 30, 2023 to enable the Verdugo Workforce Development Board to distribute those funds to the Glendale Youth Alliance;
b) Approving the award of Youth@Work grant funds to the Glendale Youth Alliance in the amount of $244,608 from July 1, 2022 to June 30, 2023, as approved and recommended by the Verdugo Workforce Development Board; and c) Authorizing the City Manager, or a designee, to execute all agreements, certifications, and documents necessary to accept and implement the funding.

COUNCIL ACTION
Item Type: Consent Calendar
Approved for October 11, 2022 calendar

EXECUTIVE SUMMARY
The Los Angeles County, Department of Economic Opportunity awarded the Verdugo Workforce Development Board (VWDB) funding of $268,800 from July 1, 2022 to June 30, 2023 to provide work experience and job preparation training for students under the Youth@Work program. The VWDB has received this funding for over a decade to support students with the most barriers to employment with work-based learning opportunities.

From July 1, 2022 to June 30, 2023, the VWDB will award Youth@Work grant funds to Glendale Youth Alliance (GYA) in the amount of $244,608 to recruit, enroll, and provide work experience for sixty-six (66) students.
33 of 307

24c
6 9
8 1

COUNCIL PRIORITIES
NA

RECOMMENDATION
(1) Accept Youth@Work funds from the Los Angeles County, Department of Economic Opportunity in the amount of $268,800 from July 1, 2022 to June 30, 2023, to enable the VWDB to distribute those funds to GYA; (2) Approve the award of Youth@Work grant funds to GYA in the amount of $244,608 from July 1, 2022 to June 30, 2023, as approved and recommended by the VWDB; and
(3) Authorize the City Manager, or their designee, to execute all agreements, certifications, and documents necessary to accept and implement the funding.

BACKGROUND
Since 2006, the VWDB has received Youth@Work grant funds, previously known as Los Angeles County Youth Jobs Program. Youth@Work provides job exploration, workplace readiness skills training, and work-based learning experiences through field work experience, to youth with the most barriers to employment. The overall goal is to assist vulnerable populations with building work learning skills.

Through the JPA, the City of Glendale is given responsibility for the administration of all Consortium activities, including acting as the recipient of Workforce Innovation and Opportunity Act funds and all other general grant funds received by the VWDB. As the administrative entity for the Verdugo Consortium, the City of Glendale and the Glendale City Council must approve all contracts and funding awards recommendations by the VWDB, which includes the Youth@Work grant.

ANALYSIS
The Youth@Work grant funding from the Los Angeles County, Department of Economic Development is $268,800 from July 1, 2022 to June 30, 2023 to serve approximately sixty-six (66) youth ages 14 to 24, with up to 160 hours of paid work experience in placements that match the students’ interests and aptitudes. 34 of 307

34c
6 9
8 1
The VWDB’s youth provider, GYA, will administer the work experience component of the program and receive $ 244,608 for staffing and operational expenses and to administer the youth payroll. GYA’s established business relationships with local employers will enable successful connection between these employers and students.

The remaining $24,192 will be used by the VWDB to cover administrative expenses that includes oversight of the program.

STAKEHOLDERS/OUTREACH
Youth@Work is targeted for youth between the ages of 14 to 24. The VWDB will partner with Glendale Unified School District and Burbank Unified School District to identify and recruit approximately sixty-six (66) youth for enrollment into the Youth@Work program.

The VWDB will conduct regular meetings and continue ongoing communications (phone and/or email) with these partner schools. Los Angeles County will also refer qualified candidates to VWDB for enrollment into the program.

FISCAL IMPACT
The contract for the current year will cost $244,608. The grant award from the Los Angeles County, Department of Economic Opportunity is $268,800 from July 1, 2022 to June 30, 2023, which was appropriated as a part of the FY 2022-23 budget. No new appropriation is being requested at this time.

Existing Appropriation
Amount Account String Funding Source
$268,800 GL: Various-2060-CSP-0020-P0000
PL: CSP00822AG
Workforce Fund – Local
Grants

ENVIRONMENTAL REVIEW (CEQA/NEPA)
Because no possibility exists that the activity in question (distributing local grant funding to an organization who will provide employment skills training and work experience for youth) may have a significant effect on the environment, the activity is not subject to CEQA review under the common sense exemption set forth in 14 Cal. Code Regs. § 15061(b)(3).

CAMPAIGN DISCLOSURE
This item is exempt from campaign disclosure requirements.

ALTERNATIVES
35 of 307

44c
6 9
8 1
Alternative 1: Authorize acceptance of Youth@Work grant funds and award to the GYA in the amount of $244,608 from July 1, 2022 to June 30, 2023; and authorize the City Manager, or their designee to execute all agreements, certifications, and documents necessary to accept, and implement the funding.

Alternative 2: Do not authorize to award the contracts as recommended herein. This would prevent services being provided under the Youth@Work grant.

Alternative 3: The City Council may consider any other alternative not proposed by staff.

ADMINISTRATIVE ACTION
Prepared by:

Judith Velasco, Workforce Development Administrator
Approved by:

Roubik R. Golanian, P.E., City Manager

EXHIBITS/ATTACHMENTS
Exhibit 1: Minutes of the meeting of the Verdugo Workforce Development Board, July 6, 2022
36 of 307

C:\INETPUB\WWWROOT\MULTITENANT\TEMP\CC_10112022_MOTION_4C1.PDF MOTION
Moved by Council Member , seconded by Council Member , that the Council of the City of Glendale hereby:

1. Accepts $268,800 in Youth@Work funds (“funds”) from the Los Angeles County Department of Economic Opportunity, to enable the Verdugo Workforce Development Board (VWDB) to distribute $244,608 of those funds to the Glendale Youth Alliance and to cover $24,192 in City administrative expenses related to the VWDB, as more fully outlined in the Director of Community Services and Park’s October 11, 2022 Report to the City Council;

2. Approves the award of $244,608 of those funds to the Glendale Youth Alliance— as recommended by the Verdugo Workforce Development Board— to provide employment skills training and work experience for youth from July 1, 2022 to June 30, 2023; and

3. Authorizes the City Manager, or a designee, to execute all agreements, amendments, certifications, and documents necessary to accept and implement the funding.

Vote as Follows:

Ayes:

Noes:

Absent:

Abstain:
37 of 307

VERDUGO WORKFORCE DEVELOPMENT BOARD

FULL BOARD MEETING MINUTES
7/6/2022
8:30 a.m. to 9:00 a.m.

COMMUNITY &

OTHER AGENCY
REPRESENTATIVES:

None
STAFF PRESENT: Judith Velasco, Diana Montecino, MaryAnn Pranke, Melissa Younesian
CALL TO ORDER: 8:35 am by Chair Ara Aslanian via WebEx

I. Introductions
A. VWDB Chair Ara Aslanian welcomed the VWDB.

II. Minutes of April 13, 2022
A. VWDB Administration called the roll to confirm attendance. Quorum confirmed.

B. Minutes presented and reviewed. MOTION: Lee Casady 2nd: Steve Kaplan Action: APPROVED

B. Approval of the Verdugo Workforce Development Board Preliminary Budget for Fiscal Year 2022-2023

38 of 307

VERDUGO WORKFORCE DEVELOPMENT BOARD

FULL BOARD MEETING MINUTES
7/6/2022
8:30 a.m. to 9:00 a.m.

J. Approval to enter into contract with Copy & Design for Fiscal Year 2022-2023 in an amount not to exceed $100,000 to provide outreach and communications strategies in grant programs

MOTION FOR CONSENT ITEM A-J: Motion: Nick Hacopian 2nd: Lee Casady

APPROVED

IV. Public Comments: None

V. Adjournment: 8:45 am

39 of 307

CITY OF GLENDALE, CALIFORNIA

REPORT TO THE SPECIAL CITY COUNCIL

AGENDA ITEM
Report: Plan Check, Inspection and Permit Technician Service Contract Amendments

1.Motion authorizing an amendment to increase the not-to-exceed amount for contract C106829A with JAS Pacific from $650,000 to $780,000 over the duration of the contract

COUNCIL ACTION
Item Type: Consent Calendar
Approved for October 11, 2022 calendar

EXECUTIVE SUMMARY
In order to meet ongoing plan check, inspection, and permit technician services, staff is requesting shifting contract authority among the four plan check service vendors to match the current utilization. Vendors are used with varying frequency based on the type of as-needed-services required at the time, and the expertise of those employed at the various vendors. Because of a current increase in needs for photovoltaic (solar) plan check, and the volume of Accessory Dwelling Unit plan check submission, it is requested to increase the contract maximum with JAS Pacific, while reducing the contract maximum with the other three vendors to offset this increase. 40 of 307

24d
3 6
8 7

COUNCIL PRIORITIES
Environmental Stewardship & Infrastructure: Contracted plan check services are currently being utilized for photovoltaic (solar) plan check, as Glendale does not have a specialized staff member who can review these plans, and Accessory Dwelling Units (ADUs). ADUs have a state mandated review and approval timelines, and because of the volume which is being submitted, staff is unable to meet demands.

RECOMMENDATION
City Council authorize an amendment to increase the not-to-exceed amount over the five-year contract with JAS Pacific from $650,000 to $780,000 over the duration of the contract. If approved, staff will reduce the not-to-exceed amount for contract with VCA Code Group from $150,000 to $133,000, reduce the not-to-exceed amount for contract with Bureau Veritas North America from $150,000 to $87,000, and close the not-to- exceed amount for contract with CSG in the amount of $50,000 to maintain the 2018 Council authorization of $1 million for all contract plan check and inspection services.

BACKGROUND
Community Development Department is responsible for performing plan check, inspection and permit technician services throughout the city. On March 27, 2018, Council authorized the release of an RFP for third party consultants capable of performing the as-needed plan check, inspection and permit technician services in order to reduce backlogs, provide expedited services during heightened construction activity, and to supplement specialized knowledge. Through the strategic use of these contractual services, the Building and Safety Division is better equipped to provide high level services to the development and residential community, especially during periods when submittals exceed staff’s capacity.

At the conclusion of the RFP process, staff determined that the needs of the Department would be best met by contracts executed with the following four companies:

1. JAS Pacific

2. CSG Consultants, Inc.

3. Bureau Veritas

4. VCA Code Group
Each of the above proposers demonstrated to be the most qualified to offer plan check, inspection and permit technician services based on staff qualifications, staffing resources, technical approach, methodology, and pricing. Council approved the execution of a total of $1 million in contracts with the four companies, each with a 5-year term, for an equally divided contract maximum of $250,000 each.

Since contract execution, Building and Safety has utilized more of JAS Pacific’s contract than the other available consultants. As inspection and plan check services are often specialized (plumbing, electrical, photovoltaic, etc.), one vendor may be utilized with greater frequency than others because of the needs the Department has at the time and the qualified staff the vendor has on their team. Many of the contracted plan checkers currently hired to augment staff are retained through JAS Pacific. 41 of 307

34d
3 6
8 7
For this reason, staff recommended on December 3, 2019 that Council authorize shifting contract maximums among the four consultants, increasing JAS Pacific from $250,000 to $450,000, and staff simultaneously reduced the contract maximum for CSG Consultants from $250,000 to $50,000. The Covid-19 pandemic resulted in even higher demand for use of JAS Pacific’s services. During the October 13, 2020 meeting, Council again authorized contract amendments among the plan check contracts, increasing JAS Pacific from $450,000 to $650,000, and staff concurrently reduced the contract maximums for VCA Code Group from $250,000 to $150,000, and Bureau Veritas North America from $250,000 to $150,000.

The term for the four contracts will come to an end in June 2023. Staff will be returning to Council before then to request authorization to issue a new Request for Proposals for similar services.

ANALYSIS
Since the loss of a specialized plan check staff member, photovoltaic plan check has almost exclusively been sent out for plan check services. JAS Pacific not only currently retains the diverse and knowledgeable staff to be able to provide these services, but they have demonstrated their ability to meet Glendale’s submission timelines and reviews standards. JAS continues to be utilized at a higher volume than other contractors to backfill the loss of highly specialized plan check staff and to meet the increased demand for Accessory Dwelling Unit plan check, which has a State mandated turnaround timeline. While staff has the expertise to plan check ADUs, unlike photovoltaic, they have not had the capacity to meet the quick turnaround due to the current volume.

STAKEHOLDERS/OUTREACH
No outreach was necessary.

FISCAL IMPACT
The contract amendment increase totals the overall contract amendment decrease, providing a net zero to overall contract costs. The contract costs for the current year were included as a part of the FY 2022-23 Building & Safety adopted budget, and no additional funding is needed. The City Council approved Funding is outlined below.

Existing Appropriation
Amount Account String Funding Source
$220,000 GL: 43110-1010-CDD-2501-P0000 General Fund

ENVIRONMENTAL REVIEW (CEQA/NEPA)
This item is considered a ministerial activity and therefore, not subjected to CEQA/NEPA review.
42 of 307

44d
3 6
8 7

CAMPAIGN DISCLOSURE
The names and business addresses of the members of the board of directors, the chairperson, CEO, COO, CFO, Subcontractors and any person or entity with more than 10% interest in the company proposed for contract in this Agenda Item Report are attached in Exhibit #1, in accordance with the City Campaign Finance Ordinance No. 5744.

ALTERNATIVES
Alternative 1: Approve the attached motion to increase the not-to-exceed amount for contract with JAS Pacific from $650,000 to $780,000 over the duration of the contract.

Alternative 2: Do not approve the motion. This will result in staff being unable to send out plans for plan check services, creating greater backlog and delays for customers.

Alternative 3: Consider any other alternative not proposed by staff.

ADMINISTRATIVE ACTION
Prepared by:

Tamar Sadd, Principal Administrative Officer
Approved by:

Roubik R. Golanian, P.E., City Manager

EXHIBITS/ATTACHMENTS
Exhibit 1: Campaign Finance Disclosure Statement.
43 of 307

MOTION
Moved by Council Member ____________________________, seconded by Council Member ___________________________, that the City Manager, or his designee, is authorized to amend the professional services agreement with JAS Pacific for plan check, inspection and permit technician services. Said amendment will increase the maximum contract cost from $650,000 to $780,000 over the duration of the contract and shall be in a form approved by the City Attorney.

Vote as follows:

Ayes:

Noes:

Absent:

Abstain:
44 of 307

City of Glendale

DISCLOSURE - CAMPAIGN FINANCE ORDINANCE
The City Council adopted Ordinance No. 5744, “Campaign Finance Ordinance,” which became effective on September 9, 2011, and amended it with Ordinance No. 5768, which became effective on March 15, 2012 (“the Ordinance”). The Ordinance prohibits: (1) A contractor* (including a subcontractor**)― who has a contract with the City of Glendale (“City”), Economic Development Department (“EDD”), or the Housing Authority of the City of Glendale (“HA”) and that contract is subject to approval by the City Council, EDD, or HA― from making a contribution to a City Council member, EDD member, HA member, City Clerk, or City Treasurer; and (2) Council members, EDD members, and HA members from voting on matters concerning a contract with a person who has provided a campaign contribution.

The Ordinance applies to a contractor whose contract requires the City Council’s, EDD's, or HA’s approval. A contract with the City, EDD, or HA is known as a “City Contract.” The Ordinance also applies to a subcontractor who has a subcontract through a City Contract. The Ordinance excludes a competitively bid contract awarded to the lowest responsible bidder.

To assist members of the City Council, EDD, and HA before they vote on a matter regarding a City Contract, the Ordinance requires City staff to prepare this report which discloses certain information about: the contractor receiving the City Contract, and the subcontractor(s) working under the City Contract.

A contractor must provide the information listed below when: A subcontractor must provide the information listed below when:
•The City Contract has a total anticipated or actual value of $50,000 or more; or • The subcontract through a City Contract has a total anticipated or actual value of $25,000 or more; or
• A combination or series of City Contracts have a value of $50,000 or more. • A combination or series of subcontract s, for the same or different projects, have an aggregate value of $25,000 or
more. Information that must be disclosed: ● Name of the person, entity, or organization (i.e., the Contractor or Subcontractor) ● Name of the Chief Executive Officer/Pre
siden t
● Chief Operating Officer
● Chief Financial Officer
● Chairper
son
● All members of the Board of Directors
● All persons who own more than 10% of the perso
n, entity, or organi zation
● Name of any campaign committee owned or controll ed by the person, entity, or organization Please complete the following disclosure form:

Contractor(s)*:

Name Address
Full Name Title Business Address City State Zip
Chairperson
Chief Executive Officer / President
Chief Operating Officer
Chief Financial Officer
Board of Directors
More than 10% interest owner
*“Contractor” is the person, entity, or organization that is the party, or prospective party, to the contract with the City, EDD, or HA or any member of that person’s, entity’s, or organization’s Board of Direct ors, its Chairperson, Chief Executive Officer, Chief Financial Officer, Chief Operat ing Officer, any person with an ownership interest of more than ten percent (10%) in that person, entit y, or organization, and any campaign committee that is o wned or controlled by that person, entity, or organization. Above please disclose these persons’ name and business address. contract
awarded to the lowest responsible bidder.

Jason Addison Smith Consulting Services, Inc DBA JAS Pacific PO Box 2002, Upland, CA 91785
Jason Smith
PO Box 2002
Upland
CA
91785
45 of 307

Rev. 6/7/12 J:\FILES\DOCFILES\ORD\CAMPAIGN CONTRIBUTION\DISCLOSURE FORM – CONTRACTOR – 6-7-12.doc Subcontractor(s)**:

Name Address
Full Name Title Business Address City State Zip
Chairperson
Chief Executive Officer / President
Chief Operating Officer
Chief Financial Officer
Board of Directors
More than 10% interest owner
** “Subcontractor” is the person, entity, or organization that has entered into a contract for the performance of all or a portion of the work undertaken under an agreement with an architect, design professional, engineer, or gener al or prime contract, usually by a general or prime contrac tor. Subcontractor includes any member of that person’s, entity’s, or organization’s Board of Directors, its Chairperson, Chief Executive Officer, Chief Financ ial Officer, Chief Operating Officer, any person with an ownership interest of more than ten percent (10%) in that person, entity, or organization, and any campaign committee that is owned or controlled by that person, entity, or organization. Above please disclose these persons’ name and business address.

Campaign Committee owned or controlled by:

Title Business Address City State Zip

CERTIFICATION
On behalf of the above-named Contractor Subcontractor:
• I acknowledge that I have a continuing obligation to update this disclosure form if I substitute― or if I select additional ― architects, design professionals, contractors, or subcontractors within ten (10) days of the selection or change; and • I hereby certify that:
I have identified all persons for which the Ordinance requires disclo sure; The information in this disclosure form (and any attachment to this form) is true, accurate, correct, and complete; and I have been legally authorized to su bmit this disclosure form.

In total, this disclosure form (including attachments) is pages.

Executed on: , 20 , at: , California.

Signature: Print Full Name:

Address:

Phone Number: E-mail Address:

N/A
2 October 4
22 Upland
Christine Champany
PO Box 2002, Upland, CA 91785
909-605-7777
[email protected]
46 of 307

CITY OF GLENDALE, CALIFORNIA

REPORT TO THE CITY COUNCIL

AGENDA ITEM
Report: Adoption of Extension of Interim Urgency Ordinance No. 5978 Prohibiting Issuance of Entitlement and/or Permits for Hotels in the Downtown Specific Plan Area of the City

COUNCIL ACTION
Item Type: Adoption of Ordinances
Approved for October 11, 2022 calendar

EXECUTIVE SUMMARY
Following the completion of a market study and analysis of potential changes to the Downtown Specific Plan regarding hotel uses, Council requested additional study and analysis regarding modifications to the hotel use incentive and consideration of the use of a conditional use permit and/or development agreement for hotel development projects. As such, an extension to the existing Downtown Specific Plan (DSP) hotel development moratorium is necessary while staff completes the analysis and provides recommended alternatives. The extension of the moratorium would be for a period of 12 months, but it can be terminated at the conclusion of any adopted changes to the DSP.

At the September 27, 2022 City Council meeting, a public hearing was conducted, and following the hearing, the Council introduced the ordinance to extend the one-year DSP hotel development moratorium extension; the ordinance is now before Council for adoption.
47 of 307

27a
3 6
3 2

COUNCIL PRIORITIES
Economic Vibrancy: The moratorium is consistent with the Council’s desire to ensure that the growth and economic vibrancy of downtown is befitting of the Council and community’s vision of a vibrant downtown, and to better understand the need and demand for new hotel rooms without encouraging over-development.

RECOMMENDATION
Staff recommends that the City Council adopt the one-year extension to the existing DSP hotel development moratorium temporarily prohibiting the issuance of entitlements and/or permits for hotel projects using the hotel use incentive.

BACKGROUND
The City Council requested a report regarding the downtown hotel development and a moratorium on the development of hotels while studying the demand for hotels, the existing use incentive, and considerations for requiring a conditional use permit (CUP) or other regulations regarding hotel development.

Staff completed a market study of current and anticipated conditions of hotels in Glendale, as well as alternatives to modify the Downtown Specific Plan regarding hotel uses and the incentive system. As part of that report Council directed staff to continue studying and provide alternatives to the following:
•Modifying the Downtown Specific Plan Hotel Use Incentive so that it is focused on attracting hotel uses that were identified as deficient in the market study; •Consider the possibility of requiring a CUP for hotel uses in the Downtown Specific Plan; and
•Considering incorporating a requirement for a Development Agreement for hotel uses in the Downtown Specific Plan.

Staff will continue to study alternatives, and will return to City Council in 2022 or early 2023 with proposed changes that will then be drafted, presented to Planning Commission for recommendation, and then codified by Council.

The existing DSP hotel development moratorium will expire on October 18, 2022, unless the Council adopts the subject one-year extension, which will extend the moratorium for 12 months, to October 18, 2023.

ANALYSIS
Under California Government Code section 65858, a city may adopt an interim ordinance to temporarily prohibit certain land uses that may be in conflict with a contemplated general plan, specific plan, or zoning proposal that the City Council is considering or intends to study within a reasonable time. The purpose of such an interim ordinance is to give the City time to maintain the status quo and prohibit the issuance of entitlements or permits that would be in conflict with new contemplated standards. The 48 of 307

37a
3 6
3 2
rationale for an urgency ordinance that takes immediate effect is to prevent a “rush to the counter” of applications to establish new uses before standards can be put in place.

The delay in permits allows the city to subject all new uses to the new standards.

Urgency interim ordinances under Government Code Section 65858 require adoption by 4/5 vote of the Council and expire within 45 days, unless extended in the manner described below. An urgency ordinance may only be adopted if the Council finds that there is a current and immediate threat to the public health, safety and welfare, and that the approval of additional entitlements, permits, and other approvals would result in a threat to that public health, safety, or welfare. In this case, the findings in the included ordinance identify the consideration of proposed changes to the DSP, including revisions to the allowable incentives given to a hotel use or modifying how hotels are permitted within the DSP. These findings would be legislative in nature, and would be entitled to a presumption of conclusiveness if adopted by Council.

After notice and public hearing, Council originally enacted an urgency ordinance on October 19, 2021 (only effective for 45 days) and then extended such ordinance on November 30, 2021 for a period of ten (10) months and fifteen (15) days. Unless extended, this ordinance will expire on October 18, 2022.

The ordinance may be extended one more time for an additional year, following a noticed public hearing. A public hearing was conducted on September 27, 2022, and after the hearing concluded, Councilmember Brotman introduced the ordinance to extend the moratorium. Council must now vote on whether to adopt the ordinance; any extension of an interim ordinance also requires a 4/5 vote of the Council. The ordinance contains the same “pipeline provision” as Interim Urgency Ordinance No. 5977 and 5978.

STAKEHOLDERS/OUTREACH
N/A.

FISCAL IMPACT
The action of placing a moratorium on land use entitlements/future hotel developments has no direct costs or financial benefits associated with it. Indirectly, the City would not gain the transient occupancy tax (TOT) and associated permit fees that would flow from future hotel developments.

ENVIRONMENTAL REVIEW (CEQA/NEPA)
Community Development Department staff have evaluated the potential environmental effects of adoption of the proposed Ordinance extending for an additional one-year period Interim Urgency Ordinance No. 5978 temporarily barring hotel development projects in the DSP within the City of Glendale within the meaning of and pursuant to CEQA, and have concluded that this action is consistent with classes of projects that do not have a significant effect on the environment, and thereby qualify for a Categorical Exemption pursuant to CEQA Guidelines Sections 15061(b)(3), 15307, and 15308; the action is therefore exempt from further environmental review or the preparation of an environmental document.
49 of 307

47a
3 6
3 2

CAMPAIGN DISCLOSURE
This item is exempt from campaign disclosure requirements.

ALTERNATIVES

1. Adopt an extension to the ordinance imposing a moratorium on all downtown hotel development projects for twelve (12) months with the same “pipeline provision” as the previous ordinance; per previous Council direction, staff will develop alternatives related to the hotel use incentive and the use of a conditional use permit and/or development agreement for hotel projects, and return to Council to present such alternatives.

2. Decline to adopt an ordinance extending, for twelve (12) months, a moratorium on all DSP hotel development projects. In this case, the moratorium on all DSP hotel development projects will expire of its own terms on October 18, 2022, but staff would continue to develop alternatives related to the hotel use incentive and the use of a conditional use permit and/or development agreement for hotel projects, and return to Council to present such alternatives.

3.Any other alternative not proposed by staff.

ADMINISTRATIVE ACTION
Prepared by:

Bradley Calvert, Assistant Director of Community Development Approved by:

Roubik R. Golanian, P.E., City Manager

EXHIBITS/ATTACHMENTS
None.
50 of 307

1 ORDINANCE NO. _______

AN ORDINANCE OF THE CITY COUNCIL OF THE

CITY OF GLENDALE, CALIFORNIA, EXTENDING, BY AN ADDITIONAL ONE YEAR, INTERIM URGENCY ORDINANCE NO. 5978 PROHIBITING ISSUANCE OF

ENTITLEMENTS AND/OR PERMITS FOR HOTELS IN THE DOWNTOWN SPECIFIC

PLAN AREA OF THE CITY AND DECLARING THE URGENCY THEREOF

NOW THEREFORE, THE CITY COUNCIL OF THE CITY OF GLENDALE, CALIFORNIA, DOES HEREBY FIND, DETERMINE AND DECLARE AS FOLLOWS:

WHEREAS, the California Constitution, the Glendale City Charter, and the State Planning and Zoning Law (California Government Code Sections 6500, et seq.) broadly empower the City of Glendale (“City”) to plan for and regulate the use of land in order to provide for orderly development, the public health, safety and welfare and a balancing of property rights and desires of the community; and
WHEREAS, the Downtown Specific Plan (DSP) is a mixed-use, urban design plan that establishes the desired physical vision for Downtown Glendale through a clear and comprehensive set of policies, incentives, and requirements, adopted on November 7, 2006 and comprehensively amended on March 26, 2019; and WHEREAS, as a means to create maximum community benefit and to enhance livability and quality for all residents, visitors, and those employed within the City, the DSP establishes priorities that enhance the City’s vision, defined as Community Benefits; and WHEREAS, the hotel Community Benefit program contained in Chapter 7.2.3 of the DSP (“Hotel Use Incentive”) allows hotel development projects that provide ground floor designs that enhance the uses and activity of the pedestrian realm to be awarded additional height and FAR because of their role as an important component of a thriving business district, and their ability to oftentimes provide amenities (entertainment, restaurants, and meeting rooms) that are available for use by the general public; and WHEREAS, the Hotel Use Incentive has been utilized to assist in the development of the following hotels: 1) Hampton Inn – 315 S. Brand (Completed 2017); 2) Hyatt Place – 225 W. Wilson (Completed 2019); 3) Residence Inn – 199 N. Louise (Completed 2020); 4) Glenmark Hotel – 1100 N. Brand (Completed 2020); resulting in a total of 499 hotel rooms; and
WHEREAS, there are three hotels proposing to utilize the Hotel Use Incentive that have received some level of discretionary approval: 1) Hilton Expansion – 100 W.

Glenoaks (Stage I approved), 226 rooms; 2) AC Hotel – 120 W. Colorado (fully entitled and Development Agreement approved in May 2021 for an additional three years to obtain building permits by May 2024), 130 rooms; 3) Hotel Indigo – 515-523 N. Central (fully entitled and in plan check), 122 rooms; if developed, these hotels would add a total of 478 hotel rooms; and
51 of 307

2 WHEREAS, hotels are a permitted use in the DSP that do not require any special conditional or other use permit, and additional other hotels may be developed in the DSP that do not utilize the Hotel Use Incentive; and
WHEREAS, the City is considering and currently studying revising the Hotel Use Incentive and is also considering amending the DSP to require hotel uses in the DSP to obtain a conditional use permit; and
WHEREAS, on or about June of 2022, PKF completed a study titled “Market Study for the City of Glendale in Glendale, CA” that studied, among other things, hotel demand, gap analysis, and potential revised incentives for hotel developments; and the City Council received a report on said study at a Special Meeting held on September 13, 2022, but determined additional study, analysis, and information regarding policy and code amendments options is needed; and
WHEREAS, during this period of study and process, the City has and will continue to thoroughly study and examine the potential physical, social and environmental impacts of hotel development and uses in the DSP, the impact of the current design, development and other land use standards and requirements on such development, including, but not limited to, the Hotel Use Incentive, a conditional use permit process, and the need for additional hotel development in the DSP with an emphasis on the type of hotels the City should incentivize or condition; and
WHEREAS, the potential exists that hotel development project applications inconsistent and in conflict with any new or eliminated DSP hotel development policies, zoning, incentives, impact fees or revised standards of property development may be filed during the term that the City is studying potential revisions to DSP hotel use and development; and
WHEREAS, any approval of hotel development and uses in the DSP have the potential to contravene future revised DSP hotel design, development and entitlement standards and requirements, while such revisions are being studied, which will result in a threat to the health, safety and general welfare of residents in the City; and WHEREAS, on October 19, 2021, the City evaluated the potential environmental effects of adoption of Interim Ordinance No. 5977 temporarily prohibiting new hotel development projects in the DSP (“Interim Ordinance 5977) within the meaning of the California Environmental Quality Act (“CEQA”), and the Council found that the adoption of Interim Ordinance 5977 was consistent with classes of projects that do not have a significant effect on the environment and thereby approved a Categorical Exemption pursuant to CEQA Guidelines Section 15061(b)(3), 15307, and 15308, and certified that Interim Ordinance 5977 was exempt from additional environmental review, including from the preparation of an environmental impact report; and
WHEREAS, on October 19, 2021, the City Council, by a fourth-fifths vote, adopted Interim Ordinance No. 5977 imposing a 45-day moratorium on the approval of any new hotel development project in the DSP, with certain specific exemptions for projects that 52 of 307

3 had an approved statutory development agreement prior to the effective date of Interim Ordinance No. 5977, or that had received at least a Stage I design review approval by the City prior to the effective date of Interim Ordinance No. 5977, and for any subsequent approvals or project modifications to a project previously approved by the City; and WHEREAS, on November 16, 2021, the City issued a “10-day report” describing the measures taken to alleviate the conditions that led to the adoption of Interim Ordinance 5977, which date was at least 10 days prior to the adoption of this extension, as required by Government Code Section 65858(d); and
WHEREAS, on November 30, 2021, following a duly-noticed public hearing, the City Council, by a fourth-fifths vote, adopted Interim Ordinance No. 5978 (“Interim Ordinance 5978”), extending, by ten months and fifteen days, Interim Ordinance 5977 imposing a moratorium on the approval of any new hotel development project in the DSP, with certain specific exemptions for projects that had an approved statutory development agreement prior to the effective date of Interim Ordinance 5978, or that had received at least a Stage I design review approval by the City prior to the effective date of Interim Ordinance 5978, and for any subsequent approvals or project modifications to a project previously approved by the City; and
WHEREAS, in order to protect the public health, safety and welfare, it is now necessary for the City to extend Interim Ordinance 5978 by an additional one year in order to continue to undertake action to review and revise applicable provisions of the DSP in order to provide for the reexamination within a reasonable time, of hotel design, development and entitlement standards and requirements in the DSP; and WHEREAS, Government Code Section 65858 provides that a city council may adopt by a four-fifths vote as an urgency measure an interim ordinance prohibiting any uses that may be in conflict with a general plan or zoning measure that the city is considering or studying, or intends to study within a reasonable time, for 45 days, and may extend such moratorium following notice and public hearing for an additional 10 months and 15 days and then for an additional one year period; and WHEREAS, the moratorium and extension of Interim Ordinance 5978 on new hotel use or development for any hotel development projects will prevent changes to the existing physical environment within the DSP area of the city, and therefore, will not result in significant environmental impacts under CEQA, which are made in comparison to existing physical conditions (CEQA Guidelines Sections 15125(a) and 15126.2(a)); and WHEREAS, notice of the date, time and place of the public hearing for this Ordinance to extend Interim Ordinance 5978 for an additional one year was given pursuant to Government Code Sections 65090 and 65858, by publication in Glendale Independent on September 15, 2022, and by posting and making available all written materials referenced herein, which notified the public the City would be considering a one year extension of the adopted Interim Ordinance 5978 imposing a moratorium on all new hotel development projects in the DSP.
53 of 307

4 NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF GLENDALE, CALIFORNIA, DOES HEREBY ORDAIN AS FOLLOWS:

SECTION 1. Findings.

The City Council finds, determines, and declares that:

1. The above recitals are true and correct and are incorporated herein by reference as if set forth in full.

2. The City’s Community Development Department staff have fully evaluated the potential environmental effects of adoption of this Ordinance temporarily barring hotel development projects in the DSP within the City of Glendale within the meaning of and pursuant to CEQA, and the City Council finds that this action is consistent with classes of projects that do not have a significant effect on the environment and thereby approves a Categorical Exemption pursuant to CEQA Guidelines Sections 15061(b)(3), 15307, and 15308, and certifies that this Ordinance is exempt from the requirement of further environmental review or the preparation of an environmental document.

3. The City has an overriding interest in planning and regulating development projects within the City. Implicit in any plan or regulation is the City’s interest in maintaining the quality of urban life and the character of the City’s neighborhoods.

4. Without stable, well-planned neighborhoods, areas of the City can quickly deteriorate, with negative consequences to social, environmental, and economic values.

5. The City has adopted a General Plan and various specific plans, namely the DSP, to ensure a well-planned and safe community.

6. A written report was issued by the City on November 16, 2021, at least ten days prior to the expiration of Interim Ordinance 5977, describing measures taken to alleviate the condition which led to the adoption of the urgency ordinance.

7. An additional two written reports in the form of staff reports to City Council, were issued, published and presented to the City Council on September 13, 2022 and September 27, 2022, ten days prior to the expiration of Interim Ordinance 5978, describing additional measures taken to alleviate the condition which led to the adoption of the urgency ordinance and specifically describing progress made on studying the potential physical, social and environmental impacts of hotel development and uses in the DSP, the impact of the current design, development and other land use standards and requirements on such development, including, but not limited to, the Hotel Use Incentive, and whether there is a need for additional hotel development in the DSP.

8. The City finds that the potential exists that hotel development project applications inconsistent and in conflict with any new or eliminated DSP hotel use and development policies, zoning, incentives, impact fees or revised standards of property development may be filed during the term that the City is studying potential revisions to 54 of 307

5 the DSP Hotel Use Incentive, hotel design and development standards, and conditional use permit requirements (collectively, “hotel use and development standards”), and that any approval of hotel development and uses in the DSP have the potential to contravene future revised or eliminated DSP hotel use and development standards while such standards are being studied, which will result in a threat to the public health, safety and general welfare of residents in the City.

SECTION 2. Moratorium.

1. There is hereby imposed a one-year extension of Interim Ordinance No. 5978 on the approval of any land use entitlement(s) and/or permits under the Glendale Municipal Code for Hotel Development Projects (projects proposing the development of a “hotel or motel”, as defined in Glendale Municipal Code section 30.70.090) located in the Downtown Specific Plan area (DSP) within the City of Glendale. Said moratorium shall not apply to any Hotel Development Project with an approved statutory development agreement prior to the effective date of Ordinance No. 5978, or that has received at least a Stage I design review approval by the City prior to the effective date of Ordinance No. 5978, and shall not apply to any subsequent approvals or project modifications to a project previously approved by the City.

2. It is the intent of the City Council that any proposal for a Hotel Development Project within the DSP during the period of the moratorium shall be considered inconsistent with this Ordinance and with the City’s land use policies and zoning regulations for all purposes, and by all agencies charged with reviewing any application for such use except as specifically exempted in Section 1 above.

3. City staff is directed to continue to undertake a comprehensive study, as described above, and recommend new or amended policies, zoning or development standards, incentives or impact fees with respect to hotel uses and development in the DSP for consideration by the City Council.

4. Violations of this interim moratorium may be charged as a misdemeanor as set forth in Glendale Municipal Code Section 1.20.010, may be the subject of administrative code enforcement remedies as set forth in Chapter 1.24 of the Glendale Municipal Code, or may be deemed a public nuisance and may be enforced by an action for injunction or civil penalties as provided in the Glendale Municipal Code, or by any other remedy authorized by law.

5. The Glendale City Manager is hereby authorized to direct all City Departments, including the Community Development Department, the Police Department, and City Attorney, to facilitate compliance with the purpose and intent of this Ordinance using the enforcement powers described in the preceding paragraph.

SECTION 3. Urgency.

By the City Council’s making the findings and determinations of fact which the Council declares to constitute an urgency for the immediate preservation of the public 55 of 307

6 health, safety or welfare, the City Council hereby declares that this Ordinance is an urgency measure pursuant to City of Glendale Charter Article 6, Section 7 and Government Code Section 65858, which becomes effective immediately upon adoption by an affirmative vote of at least four-fifths (4/5ths) of the members of the City Council.

SECTION 4. Severability.

This Ordinance’s provisions are severable. If any portion of this Ordinance or its application to any person or circumstance is held invalid or unconstitutional, that decision does not affect the validity of the Ordinance’s remaining portions and the Ordinance’s application to other persons and circumstances. The City Council declares that it would have passed the remainder of this Ordinance without the invalid or unconstitutional provision.

SECTION 5. Adoption and Incorporation.

The findings and information contained in the City Council staff reports dated November 16, 2021, November 30, 2021, September 13, 2022, and September 27, 2022 are hereby adopted and incorporated by reference as though fully set forth herein.

SECTION 6. Effectiveness.

This Ordinance shall go into effect upon the expiration of Interim Ordinance No. 5978 and shall be of no further force and effect one year from the expiration date of Interim Ordinance No. 5978, unless otherwise lawfully reenacted or extended by further action of the City Council.

SECTION 7. Certification.

The City Clerk shall certify this Ordinance’s adoption and cause the Ordinance to be published in a manner consistent with the requirements of applicable state and local law.

Adopted by the Council of the City of Glendale on the ____ day of ________, 2022.
___________________________________
Mayor
ATTEST:
_____________________________
City Clerk
56 of 307

7 STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) SS.

CITY OF GLENDALE )
I, Suzie Abajian, Ph.D., City Clerk of the City of Glendale, certify that the foregoing Ordinance No. _________ was passed by a 4/5 ths vote of the Council of the City of Glendale, California, at a regular meeting held on the _____ day of _________________, 2022, and that the same was adopted by the following vote:

Ayes:

Noes:

Absent:

Abstain:
___________________________________
City Clerk
57 of 307

CITY OF GLENDALE, CALIFORNIA

REPORT TO THE CITY COUNCIL

AGENDA ITEM
Report: Memorandum of Understanding (MOU) Between the City of Glendale and Glendale Management Association (GMA) on Behalf of Police Sworn Managers and Resolutions Addressing the Terms and Conditions of Said MOU, and Classification and Compensation of Affected City Employees

COUNCIL ACTION
Item Type: Action Item
Approved for October 11, 2022 calendar

EXECUTIVE SUMMARY
Starting in the summer of 2022, the City and Glendale Management Association (GMA)- Police Sworn Managers have been engaged in labor negotiations with the goal of coming to agreement on a successor Memorandum of Understanding (MOU). This unit covers sworn police managers holding the ranks of Police Lieutenant, Police Captain, and Assistant Police Chief (vacant). As the Council is aware, MOU agreements govern the wages, hours, terms and conditions of employment. The previous MOU between the City and GMA Police Sworn Managers expired on June 30, 2022.

Staff believes the proposed MOU agreement provides an appropriate balance of maintaining a fair and competitive compensation structure while maintaining fiscal responsibility.
58 of 307

28a
3 6
6 9

COUNCIL PRIORITIES
The proposed MOU agreement is consistent with the City Council’s priority of Fiscal Responsibility. The resulting multi-year agreement provides a fair and reasonable compensation package for affected employees while being fiscally responsible.

RECOMMENDATION
That the attached Resolutions and Memorandum of Understanding between the City of Glendale and Glendale Management Association (GMA) - Police Sworn Managers be approved as submitted. Additionally, that the attached Resolutions relating to the compensation of affected employees be approved as submitted.

BACKGROUND
The sworn management-level employees at the ranks of Police Lieutenant, Police Captain, and Assistant Police Chief (vacant) are represented by the Glendale Management Association (GMA), whose negotiations typically run concurrent to the underlying bargaining unit of GPOA. The City recently came to terms with the Glendale Police Officers’ Association (GPOA) for a two-year Memorandum of Understanding (MOU) which will run through June of 2024, and was adopted by City Council on July 12, 2022.

In late summer, the City began negotiations with representatives of the GMA on behalf of Sworn Police Managers with the hopes of coming to agreement on a successor MOU, similar to the GPOA. The previous MOU was for a term of three years, which expired on June 30, 2022.

Over the course of the last couple of months, the parties met, engaged in good faith dialogue, and exchanged various proposals. The GMA Police Sworn Managers’ priorities included modest, but reasonable compensation adjustments over multiple years, with the goal to maintain a competitive salary structure and ensure that compaction would not develop between the Sworn Police Managers and their underlying subordinates within the ranks of the GPOA. Another goal was to attract candidates internally to the managerial position of Police Lieutenant. The City’s priorities continued to focus in general on economic stability, based on multi-year financial forecasts.

After several negotiation sessions, and the exchange of various proposals, the City and GMA Police Sworn Managers have come to terms on a series of agreed-upon proposals designed to meet the priorities and objectives set forth above, including maintaining parity with the underlying bargaining group in order to attract employees to promote to the management ranks of the Police Department.

If approved, the proposed two-year MOU agreement between the City and GMA Sworn Police Managers will run effective July 1, 2022 through June 30, 2024. Staff believes this tentative agreement to be a fair and reasonable compromise that addresses the priorities of both the City and the GMA – Sworn Police Managers.
59 of 307

38a
3 6
6 9
More specifically, the proposed two-year agreement consists of the following key elements:

1. 2.0% Cost-of-Living Adjustment (COLA) effective the pay period that includes October 11, 2022, and a 2.5% COLA effective the first pay period that includes July 1, 2023;

2.Addition of a new top step (Step 7) effective July 1, 2023 in the amount of 4.5% above the existing step 6. As is the current policy, employees advance through the salary steps at the rate of one step per year, based on their annual job performance evaluation. Thus, employees will advance gradually to the new seventh step over time, spreading the costs over several years;

3. Effective upon MOU adoption, an increase in Education Pay (e.g. FBI Academy, Command College, Supervisory/Leadership Institute, etc.) by $150/month;

4. Effective upon MOU adoption, an additional vacation leave accrual tier for employees with 20 years of service or more with a corresponding increase to the accrual limit (16.67 hours of vacation leave per month with an accrual limit of 800 hours); and

5. City matching deferred compensation contribution of up to $200 per month effective July 1, 2023.

ANALYSIS
The proposed MOU between the City and GMA Sworn Police Managers is provided as an attachment (Exhibit 1). The document highlights the changes that have been agreed to and the modifications being made to the expiring MOU.

The terms of the proposed MOU were put forth to the GMA Sworn Police Manager membership for a ratification vote and were approved by the membership.

Staff recommends City Council adoption of the proposed two-year MOU. As the terms of the MOU for GMA Sworn Police Managers are embedded in the broader GMA MOU, “clean-up” language for the MOU in its entirety is also included, such as the inclusion of GMA classifications approved by Council following the adoption of the last MOU.

Also included in this staff report is a Classification and Compensation Resolution which effectuates the proposed agreed-upon compensation adjustments for the GMA- represented employees.

If approved, the economic terms of the proposed MOU will take effect upon adoption of the MOU, for the November 3, 2022 pay date, with no retroactivity.

A Resolution of Appropriation is also included in this report setting aside funds during Fiscal Year 2022/2023 for this proposed MOU agreement.
60 of 307

48a
3 6
6 9

STAKEHOLDERS/OUTREACH
N/A

FISCAL IMPACT
The primary costs of this proposed two-year agreement, as set forth in these Resolutions, are related to the compensation adjustments and the associated benefit load impacts spread over two years.

The year one cost of the Agreement is $125,655, which was not included as a part of the FY 2022-23 budget. Therefore, staff is requesting for an appropriation of $125,655 from the General Fund undesignated fund balance. The appropriation request is outlined below:

The breakdown below represents total compensation and benefits costs for each of the two years of the proposed City/GPOA MOU.

Term Fiscal Year Cost
Year One 2022/2023 $125,655
Year Two 2023/2024 $574,974
Total $700,629
Requesting Appropriation
Amount From (Account
String)
To (Account String) Funding Source
$125,655 25300-1010-000 41100-1010-GPD-7000-P6301 General Fund

ENVIRONMENTAL REVIEW (CEQA/NEPA)
This action is exempt from CEQA because there is no reasonable possibility it will have a significant impact on the environment.

CAMPAIGN DISCLOSURE
This item is exempt from campaign disclosure requirements.

ALTERNATIVES
Alternative 1: Approve Resolution as submitted.

Alternative 2: Not approve Resolution as submitted.

Alternative 3: The City Council may consider any other alternative not proposed by staff.

ADMINISTRATIVE ACTION
Prepared by:

Aymee Martin, Assistant Director of Human Resources
61 of 307

58a
3 6
6 9
Approved by:

Roubik R. Golanian, P.E., City Manager

EXHIBITS/ATTACHMENTS
1) Text of proposed Memorandum of Understanding between the City of Glendale and Glendale Management Association (GMA) – Two-year agreement commencing July 1, 2022 through June 30, 2024.
2) Exhibit A – Classification and Compensation Resolution, which contains salary range amounts for classifications covered by the GMA bargaining group. 62 of 307

6 9
9 0
RESOLUTION NO.______

A RESOLUTION OF THE CITY OF GLENDALE APPROVING

AND ADOPTING A TWO YEAR MEMORANDUM

OF UNDERSTANDING BETWEEN THE CITY OF GLENDALE AND

THE GLENDALE MANAGEMENT ASSOCIATION (GMA)

ON BEHALF OF SWORN POLICE MANAGERS
COMMENCING ON JULY 1, 2022 AND TERMINATING AFTER JUNE 30, 2024.

WHEREAS, the City of Glendale (hereinafter referred to as "City") and the Glendale Management Association (hereinafter referred to as "Association”), on behalf of sworn police managers, have met and conferred over wages, hours, terms and conditions of employment pursuant to Government Code 3500, as amended; and WHEREAS, the City and the Association have agreed to the terms of a Memorandum of Understanding for a period of two years, covering sworn managers of the Glendale Police Department commencing on July 1, 2022 and terminating after June 30, 2024.

NOW, THEREFORE, BE IT RESOLVED BY THE COUNCIL OF THE CITY OF GLENDALE:

Section 1. The City does hereby approve, ratify, and authorize the implementation of each economic and non-economic benefit and right set forth in the Memorandum of Understanding between the City and Association, attached hereto and incorporated herein by this reference as Exhibit "1", and said economic and non- economic benefits and rights shall be implemented to the extent the City may legally do so in accordance with the time constraints of said Memorandum of Understanding. The Chief Human Resources Officer is authorized to make minor clerical and other minor 63 of 307

6 9
9 0
language clarifications to the MOU so long as such changes do not in any manner change the economic or non-economic benefits and rights of the parties.

Section 2. The City Council further authorizes the City Manager and Chief Human Resources Officer to negotiate and implement amendments to this Memorandum of Understanding affecting wages, hours, terms and conditions of employment subject to prior approval by the City Council.

Section 3. Any provision set forth in said Memorandum of Understanding which is inconsistent with any provision of the Municipal Code shall prevail and supersede the inconsistent provisions of the code.

Adopted this 11th day of October 2022.
_____________________________
Mayor
_____________________________________
City Clerk

STATE OF CALIFORNIA )
)

COUNTY OF LOS ANGELES )
I, Suzie Abajian, Ph.D., City Clerk of the City of Glendale, certify that the foregoing resolution was adopted by the Council of the City of Glendale, California, at a regular meeting held on the _________________ day of _________________________, 2022, and that the same was adopted by the following vote:

Ayes:

Noes:

Absent:
___________________________
City Clerk
64 of 307

6 9
9 2

GMA/GMA EXEMPT
RESOLUTION NO. _________________

A RESOLUTION OF THE CITY OF GLENDALE PROVIDING FOR THE

ESTABLISHMENT OF CLASSIFICATION TITLES AND COMPENSATION

FOR EMPLOYEES OF THE CITY OF GLENDALE COVERED BY THE

GLENDALE MANAGEMENT ASSOCIATION MEMORANDUM OF

UNDERSTANDING, INCLUDING EMPLOYEE RELATIONS EXEMPT

CLASSIFICATIONS

WHEREAS, the City of Glendale (hereinafter referred to
as “City”) has established a system of classification for all positions within the City service with descriptive occupational titles used to identify and distinguish positions from one another based on job duties, essential functions, knowledge, skills, abilities and minimum requirements; and
WHEREAS, it is in the City’s best interest to
periodically add and delete classification titles to ensure that the City’s classification plan and organizational structure is contemporary and best meets the needs of its operating
departments; and
WHEREAS, the City has established a system of
compensation for the classification titles listed herein, based on collective bargaining agreements, resolutions and agreements as approved and adopted by the City Council.

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF
THE CITY OF GLENDALE:

Section 1. The classification titles hereinafter
designated in this resolution, except insofar as they are 65 of 307

6 9
9 2
specifically provided for in The Charter of the City of Glendale, are hereby created.

Section 2. As to the persons in the various
classification titles herein mentioned subsequent to the effective date of this resolution, the increases or decreases in rates of compensation set forth herein shall be effective on the date as set forth in Section 8 of this resolution.

Section 3. The following schedule of compensation
rates, attached hereto and incorporated herein as Exhibit "A" and labeled "Salary Range Amounts”, shows standard salary range numbers, the salary steps designated by number, and unless otherwise specified, the full-time monthly rates (in dollars) for all classification titles.

Section 4. The salary range numbers assigned to each
classification are set forth alphabetically in Sections 4.1 through 4.3, inclusive, of this resolution.

SECTION 4.1 Mid-Management - Supervisor
Salary
Range Job Description
2500 * ACCOUNTANT III
2501 * ACCOUNTING SUPERVISOR
2502 * ACCOUNTS PAYABLE SUPERVISOR
2672 * AMBULANCE OPERATOR COORD
2508 * BILLING & COLL ADMIN SUPVR
2509 * BROADCAST COORDINATOR
2510 * BROADCAST MANAGER
2512 * BUILDING INSPECTION SUPERVISOR
66 of 307

6 9
9 2
2513 * BUSINESS TRANSFRM MANAGER
2514 * BUYER SUPERVISOR
2516 * CIVIL ENGINEER II
2517 * COMMUNITY DEVELOPMENT SUPVR
2518 * COMMUNITY FOREST SUPERVISOR
2519 * COMMUNITY SERVICES MANAGER
2520 * COMMUNITY SERVICES SUPERVISOR
2521 * CONSTRUCTION SUPERVISOR
2698 * CRIMINALIST III
2699 * CRIMINALIST IV
2700 * CRIMINALIST V
2523 * CUSTODIAL SUPERVISOR
2524 * CUSTOMER SVC COLLECTION SUPVR
2525 * CUSTOMER SVC FIELD SUPERVISOR
2527 * CUSTOMER SVC OPS SUPERVISOR
2528 * CUSTOMER SVC OPS SUPVR STENO
2529 * CUSTOMER SVC UTILITY SUPVR
2695 * DEPARTMENTAL APPLICATIONS MANAGER
2532 * DEPUTY CITY CLERK
2533 * DEPUTY CITY TREASURER
2534 * DNA LABORATORY SUPERVISOR
2536 * ELECTRICAL ENGINEER II
2537 * ELECTRICAL LINE MECH SUPVR II
2538 * ELECTRICAL MECHANIC SUPVR II
2539 * ELECTRICAL SYS DISPATCH SUPVR
2540 * ELECTRICAL TEST SUPERVISOR
2701 * EMERGENCY MEDICAL SERVICES NURSE SPECIALIST
2543 * ENVIRONMENTAL AFFAIRS MANAGER
2544 * ENVIRONMENTAL MANAGEMENT COORD
2545 * ENVIRONMENTAL PROGRAM SPEC
2546 * EQUIPMENT MAINTENANCE SUPVR
2710 * EXECUTIVE ASSISTANT
67 of 307

6 9
9 2
2547 * EXECUTIVE ASST TO CITY COUNCIL
2548 * FACILITIES MAINT SUPERVISOR
2550 * FIRE COMM SUPERVISOR
2551 * FIRE PREVENTION COORDINATOR
2553 * FIRE PROTECTION ENGINEER II
2554 * FIRE PROTECTION SPECIALIST II
2555 * FORENSIC SUPERVISOR
2694 * GIS MANAGER
2558 * HAZARDOUS MATERIALS SUPERVISOR
2702 * HOMELESS PROGRAMS MANAGER
2560 * HOMELESS PROGRAMS SUPERVISOR
2689 * HOUSING APPLICATIONS MANAGER
2570 * INTEGRATED WASTE SUPERVISOR
2706 * INVESTIGATIVE ANALYST
2680 * IT APPLICATIONS MANAGER
2573 * IT INFRASTRUCTURE MANAGER
2696 * IT PROJECTS MANAGER
2574 * LEGAL SERVICES SUPERVISOR
2575 * LIBRARY ARTS & CULTURE SUPVR
2576 * LIBRARY CIRCULATION SUPERVISOR
2577 * LINE CLEARANCE FOREST SUPVR II
2579 * NEIGHBORHOOD SVCS SUPERVISOR
2697 * NETWORK MANAGER
2580 * NETWORK SPECIALIST SUPERVISOR
2581 * OFFICE SERVICES SUPERVISOR
2582 * OFFICE SERVICES SUPVR STENO
2583 * PARK SERVICES MANAGER
2584 * PARKING MANAGER
2585 * PAYROLL SUPERVISOR
2586 * PC SPECIALIST SUPERVISOR
2588 * POWER LINE SUPERVISOR II
2589 * POWER PLANT INST & CNTRL SUPVR
68 of 307

6 9
9 2
2590 * POWER PLANT MAINTENANCE SUPVR
2591 * POWER PLANT MECHANIC SUPVR
2592 * POWER PLANT OPERATIONS SUPVR
2593 * POWER PLANT SHIFT SUPERVISOR
2677 * PRINCIPAL FIRE/ENV SFTY SPEC
2683 * PRINCIPAL POWER SYSTEM OPER
2595 * PROGRAM SUPERVISOR
2598 * PUBLIC BENEFITS CHRG MKTNG MGR
2600 * RECYCLING COORDINATOR
2603 * SECRETARY TO CITY MANAGER
2604 * SECRETARY TO CITY MANAGER STNO
2612 * SR CODE COMPLIANCE INSPECTOR
2613 * SR COMMUNITY SERVICES SUPVR
2614 * SR CRIME ANALYST
2615 * SR ENVIRONMENTAL PROGRAM SPEC
2616 * SR FACILITIES MAINT SUPERVISOR
2618 * SR GRAPHICS ILLUSTRATOR
2623 * SR INTEGRATED WASTE SUPERVISOR
2626 * SR LIBRARY ARTS & CLTR SUPVR
2627 * SR NEIGHBORHOOD SERVICES SUPVR
2628 * SR PARK SERVICES MANAGER
2629 * SR PC SPECIALIST SUPERVISOR
2630 * SR POWER PLANT SHIFT SUPVR
2635 * SR STREET MAINTENANCE SUPVR
2636 * SR UTILITY ACCOUNTANT
2606 * SHOP SUPERINTENDENT
2639 * STATION ELECTR/OPER SUPVR II
2640 * STATION ELECTRICIAN SUPVR II
2641 * STORES SUPERVISOR
2642 * STREET MAINTENANCE SUPERVISOR
2643 * SUPERVISING ELECTR ENGRG ASSOC
2644 * SURVEY SUPERVISOR
69 of 307

6 9
9 2
2645 * SURVEY SUPERVISOR (LICENSED)
2649 * TELECOMMUNICATIONS SUPERVISOR
2650 * TRAFFIC & PARKING SUPERVISOR
2654 * UNDRGR DISTR CONST SUPVR II
2656 * URBAN FORESTER
2657 * UTILITY BUSINESS SYS SUPPT MGR
2705 * UTILITY OPERATIONS SUPERVISOR
2660 * WASTEWATER MAINT SUPVR
2661 * WATER ENGINEERING SUPERVISOR
2662 * WATER FACILITIES SUPERVISOR
2663 * WATER QUALITY MANAGER
2664 * WATER QUALITY SUPERVISOR
2665 * WATER SYSTEM OPERATIONS SUPVR
2666 * WATER SYSTEM SUPERVISOR II
2668 * WIRELESS SYSTEMS MANAGER
2669 * WIRELESS SYSTEMS SUPERVISOR
2704 * WORKFORCE DEVELOPMENT MANAGER
2703 * WORKFORCE DEVELOPMENT SUPERVISOR
2681 * YOUTH SERVICES SUPERVISOR
SECTION 4.2. Mid-Management-Technical-Professional
Salary
Range Job Description
2503 * ADMINISTRATIVE ANALYST
2504 * ADMINISTRATIVE OFFICER CDD
2505 * ASST PUBLIC INFO OFFICER
2506 * ASST TRANSIT MANAGER
2507 * BENEFITS COORDINATOR
2511 * BUDGET ANALYST
2515 * CASE WORKER II
2522 * CRIME ANALYST
70 of 307

6 9
9 2
2530 * DEPARTMENTAL HR OFFICER
2531 * DEPUTY CITY ATTORNEY
2675 * DEVELOPMENT OFFICER
2685 * EMPLOYEE HEALTH COORD
2535 * ECONOMIC DEVELOPMENT COORD
2542 * ENERGY MARKETER TRADER
2549 * FACILITIES SVCS COORDINATOR
2686 * FINANCIAL APPLICATIONS ANALYST
2552 * FIRE PREVENTION SUPERVISOR
2556 * GIS ANALYST
2557 * GIS PROJECT MANAGER
2559 * HOMELESS PROGRAMS COORDINATOR
2561 * HOUSING ANALYST
2562 * HOUSING COORDINATOR
2069 * HOUSING PROJECT MANAGER
2564 * HOUSING SYSTEMS ANALYST
2565 * HUMAN RESOURCES ANALYST
2566 * HUMAN RESOURCES ANALYST II
2567 * HUMAN RESOURCES COMPLIANCE OFC
2568 * INFO SERVICES PROJECT MANAGER
2679 * INNOVATION PROJECT MANAGER
2569 * INTEGRATED WASTE PLANNER
2571 * INTERNAL AUDITOR
2572 * IT APPLICATIONS ANALYST
2676 * LEGAL FELLOW
2578 * MECHANICAL ENGINEER II
2707 * NETWORK ENGINEER II
2682 * PARALEGAL
2709 * PARK PLANNER
2587 * PLANNER
2594 * POWER SYSTEMS ANALYST
2596 * PROJECT MANAGER
71 of 307

6 9
9 2
2597 * PUBLIC BENEFITS CHRG COORD
2599 * PUBLIC SAFETY BUSINESS SPEC
2673 * PUBLIC WORKS MGMT ANALYST
2688 * PURCHASING COORDINATOR
2684 * RECORDS ADMINISTRATION ANALYST
2601 * REVENUE ANALYST
2678 * RISK & INS SERVICES ANALYST
2602 * SAFETY SERVICES SPECIALIST
2605 * SECURITY SYSTEMS MANAGER
2607 * SR ADMINISTRATIVE ANALYST
2608 * SR ADMINISTRATIVE OFFICER
2610 * SR BUILDING CODE SPECIALIST
2611 * SR BUYER
2687 * SR FINANCIAL APPLICATIONS ANALYST
2617 * SR GIS PROJECT MANAGER
2619 * SR HOUSING ADVISOR
2620 * SR HOUSING ANALYST
2621 * SR HOUSING COORDINATOR
2622 * SR INSPECTOR
2624 * SR INTERNAL AUDITOR
2625 * SR INVESTIGATOR
2708 * SR IT APPLICATIONS ANALYST
2631 * SR PROJECT MANAGER
2690 * SR PUBLIC SAFETY BUSINESS SPECIALIST
2674 * SR PUBLIC WORKS MGMT ANALYST
2632 * SR REVENUE ANAYLST
2633 * SR SAFETY SERVICES SPECIALIST
2634 * SR SECURITY SYSTEMS MANAGER
2637 * SR UTILITY FINANCIAL ANALYST
2638 * SR WORKERS COMP ANALYST
2646 * SYSTEMS ANALYST
2691 * SYSTEMS ENGINEER I
72 of 307

6 9
9 2
2692 * SYSTEMS ENGINEER II
2693 * SYSTEMS ENGINEER III
2647 * SYSTEMS PROGRAMMER
2648 * TECHNICAL STAFF ANALYST
2651 * TRAFFIC ENGINEER II
2652 * TRANSIT ANALYST
2653 * TRANSP & PARKING SVCS SUPVR
2655 * URBAN DESIGNER
2658 * UTILITY FINANCIAL ANALYST
2659 * UTILITY SAFETY OFFICER
2670 * WORKERS COMP ADJUSTOR II
2671 * WORKERS COMP ANALYST
SECTION 4.3 Management
Salary
Range Job Description
2000 * ACCOUNTING MANAGER
2001 * ASST CHIEF INFORMATION OFFICER
2002 * ASST CITY ATTORNEY
2003 * ASST CITY CLERK
2004 * ASST CITY ENGINEER
2005 * ASST CITY TREASURER
2157 * ASST DIR OF CMTY DEVELOPMENT
2006 * ASST DIR OF CMTY SVCS & PARKS
2007 * ASST DIR OF FINANCE
2009 * ASST DIR OF HUMAN RESOURCES
2151 * ASST DIR OF LIB ARTS & CLTR
2011 * ASST DIR OF PUBLIC WORKS
2167 * ASST DIR OF PUBLIC WORKS/CITY ENGINEER
6000 * ASST FIRE CHIEF
6003 * ASST FIRE CHIEF 40 HR
73 of 307

6 9
9 2
2012 * ASST FIRE MARSHAL
2013 * ASST GENERAL MANAGER
2014 * ASST GM UTILITY/FINANCE/RISK
2015 * ASST INTEGRATED WASTE ADMIN
7000 * ASST POLICE CHIEF
2016 * ASST PW MAINT SVCS ADMIN
2017 * ASST TO CITY MANAGER
2018 * ASST TRAFFIC & TRANSP ADMIN
2019 * BENEFITS MANAGER
2020 * BUDGET MANAGER
2021 * BUILDING OFFICIAL
2023 * BUSINESS TRANSFRM & MKTG ADMIN
2024 * CHIEF ASST CITY ATTORNEY
2025 * CHIEF ASST GNRL MGR ELECTRIC
2152 * CHIEF ASST GNRL MGR ELEC & PWR
2153 * CHIEF ASST GNRL MGR WATER
2165 * CHIEF INFORMATION TECHNOLOGY ARCHITECT
2026 * CITY ENGINEER
2027 * CLAIMS & LITIG SUPPORT SUPVR
2174 * COMMUNICATIONS MANAGER
2173 * COMMUNICATIONS OFFICER
2028 * COMMUNICATIONS SYSTEM ADMIN
2029 * COMMUNITY RELATIONS COORD
2030 * COMMUNITY SERVICES ADMIN
2031 * CONSTRUCTION SERVICES MANAGER
2032 * CUSTOMER SVCS ADMINISTRATOR
2526 * CUSTOMER SVC OPS MANAGER
2172 * CYBERSECURITY MANAGER
2033 * DEPUTY BUILDING OFFICIAL
2034 * DEPUTY CHIEF INFO OFFICER
2035 * DEPUTY DIR OF CMTY DEVELOPMENT
2154 * DEPUTY DIR OF CMTY SVCS & PRKS
74 of 307

6 9
9 2
2036 * DEPUTY DIR OF FINANCE
2170 * DEPUTY DIR OF FIRE ADMINISTRATION
2037 * DEPUTY DIR OF HOUSING
2038 * DEPUTY DIR OF HUMAN RESOURCES
2039 * DEPUTY DIR OF LIB ARTS & CLTR
2045 * DEPUTY DIR OF PLNG&NBRHD SVCS
2040 * DEPUTY DIR OF PUBLIC WORKS
2041 * DEPUTY DIR OF PW/ADMIN & ENVIR
2042 * DEPUTY DIR OF PW/CITY ENGINEER
2043 * DEPUTY DIR OF PW/FIELD SVCS
2044 * DEPUTY DIR OF PW/MAINT SVCS
6001 * DEPUTY FIRE CHIEF
6004 * DEPUTY FIRE CHIEF 40 HR
2046 * DEPUTY GENERAL MANAGER GWP
2047 * ECONOMIC DEVELOPMENT MANAGER
2051 * ELECTRICAL SVCS ADMINISTRATOR
2048 * ELECTRICAL SUPERINTENDENT
2049 * ELECTRICAL SUPT-CONST-TRANS&DI
2050 * ELECTRICAL SUPT-SUBMETER&COMM
2052 * EMERGENCY SERVICES COORDINATOR
2053 * ENERGY TRADING MANAGER
2054 * ENVIRONMENTAL PROGRAM ADMIN
2055 * EXECUTIVE ADMIN/VERDUGO FIRE
2056 * EXECUTIVE ANALYST
2057 * FACILITIES MAINT SUPERINTNDNT
2058 * FACILITIES MANAGEMENT ADMIN
2059 * FINANCE ADMINISTRATOR
2060 * FINANCIAL APPLICATIONS ADMIN
2061 * FINANCIAL APPLICATIONS MANAGER
6002 * FIRE BATTALION CHIEF
6005 * FIRE BATTALION CHIEF 40 HR
2063 * FIRE MARSHAL
75 of 307

6 9
9 2
2064 * FISCAL OPERATIONS MANAGER
2065 * FLEET MANAGER
2066 * GENERAL COUNSEL
2067 * GRAPHICS ADMINISTRATOR
2068 * GWP OPERATIONAL SUPPT SVCS MGR
2563 * HOUSING SUPERVISOR
2070 * HUMAN RESOURCES ADMINISTRATOR
2072 * INTEGRATED RESOURCE PLAN ADMIN
2073 * INTEGRATED WASTE ADMINISTRATOR
2074 * INTERNAL AUDIT MANAGER
2162 * INTEGRATED WASTE SUPERINTENDENT
2075 * JAIL ADMINISTRATOR
2155 * LAB DIRECTOR
2076 * LIBRARY ARTS & CULTURE ADM MGR
2077 * LIBRARY ARTS & CULTURE ADMIN
2078 * MECH MAINT & WAREHOUSE ADMIN
2079 * MECHANICAL MAINT SUPERINTENDENT
2080 * NEIGHBORHOOD SVCS ADMIN
2081 * PARKS SERVICES ADMINISTRATOR
2082 * PERMIT SERVICES ADMINISTRATOR
2083 * PLAN CHECK SPECIALIST
2084 * PLANNING ADMINISTRATOR
2085 * POLICE BUDGET & PROPERTY ADMIN
7001 * POLICE CAPTAIN
2086 * POLICE CIVILIAN DIV COMMANDER
2088 * POLICE COMM ADMINISTRATOR
2087 * POLICE COMM & TECHNOLOGY ADMIN
7002 * POLICE LIEUTENANT
2090 * POLICE RECORDS ADMINISTRATOR
2091 * POWER CONTRACTS MANAGER
2092 * POWER MANAGEMENT ADMINISTRATOR
2093 * POWER PLANNING MANAGER
76 of 307

6 9
9 2
2094 * POWER PLANT SUPERINTENDENT
2095 * POWER SYSTEMS SUPERINTENDENT
2096 * PRINCIPAL ACCOUNTANT
2097 * PRINCIPAL ADMIN OFFICER CDD
2098 * PRINCIPAL ASST CITY ATTORNEY
2099 * PRINCIPAL BUILDING CODE SPEC
2100 * PRINCIPAL CIVIL ENGINEER
2101 * PRINCIPAL DEVELOPMENT OFFICER
2102 * PRINCIPAL ECONOMIC DEV OFFICER
2103 * PRINCIPAL ELECTRICAL ENGINEER
2160 * PRINCIPAL HOUSING ADVISOR
2104 * PRINCIPAL HOUSING COORDINATOR
2105 * PRINCIPAL HOUSING PROJECT MGR
2106 * PRINCIPAL HOUSING SUPERVISOR
2107 * PRINCIPAL INSPECTION SUPVR
2108 * PRINCIPAL INTERNAL AUDITOR
2109 * PRINCIPAL LIB ART & CLTR ADMIN
2110 * PRINCIPAL MECHANICAL ENGINEER
2111 * PRINCIPAL NBRHD SERVICES SUPVR
2112 * PRINCIPAL PLANNER
2163 * PRINCIPAL TRAFFIC ENGINEER
2113 * PRINCIPAL URBAN DESIGNER
2114 * PRINCIPAL UTILITY FIN ANALYST
2115 * PROJECT MGMT ADMINISTRATOR
2116 * PUBLIC INFORMATION OFFICER
2117 * PUBLIC SAFETY BUSINESS ADMIN
2118 * PUBLIC SAFETY BUSINESS COORD
2119 * PUBLIC WORKS ADMINISTRATOR
2120 * PUBLIC WORKS MANAGER
2121 * PURCHASING ADMINISTRATOR
2122 * REVENUE MANAGER
2123 * RISK & INSURANCE SERVICES MGR
77 of 307

6 9
9 2
2124 * SAFETY ADMINISTRATOR
2125 * SR ASSISTANT CITY ATTORNEY
2609 * SR BUDGET ANALSYT
2126 * SR CIVIL ENGINEER
2127 * SR COMMUNITY DEVELOPMENT SUPVR
2128 * SR DEVELOPMENT OFFICER
2129 * SR ECONOMIC DEV COORDINATOR
2130 * SR ELECTRICAL ENGINEER
2131 * SR EXECUTIVE ANALYST
2132 * SR HOUSING PROJECT MANAGER
2161 * SR HOUSING SUPERVISOR
2133 * SR HUMAN RESOURCES ANALYST
2134 * SR INTEGRATED WASTE PLANNER
2135 * SR MECHANICAL ENGINEER
2136 * SR PLANNER
2137 * SR PUBLIC WORKS MANAGER
2164 * SR TRAFFIC ENGINEER
2138 * SR URBAN DESIGNER
2139 * STREET SUPERINTENDENT
2166 * SUSTAINABILITY OFFICER
2140 * TRAFFIC & TRANSPORTATION ADMIN
2141 * TRAFFIC & TRANSPORTATION ENGR
2142 * TRANSIT MANAGER
2168 * UTILITY BUSINESS SYSTEMS SUPPORT ADMINISTRATOR
2143 * UTILITY FINANCE MANAGER
2159 * UTILITY MANAGER
2144 * UTILITY RISK MANAGER
2156 * VERDUGO FIRE MANAGER
2145 * WASTEWATER MAINT SUPT
2146 * WATER ENGINEERING MANAGER
2147 * WATER SERVICES ADMINISTRATOR
2148 * WATER SUPERINTENDENT
78 of 307

6 9
9 2
2149 * WORKERS COMP ADMINISTRATOR
2150 * WORKFORCE DEVELOPMENT ADMIN
2158 * YOUTH SERVICES MANAGER
* Exempt from Fair Labor Standards Act
Section 5. The base salaries stated herein include
the employees’ portion of the contributions made to the PERS retirement system and a portion of the employer’s portion of the contributions made to the PERS retirement system. These contributions are up to eight percent (8%) of the base salaries for non-Safety employees and nine percent (9%) of the base salaries for Fire and Police Safety employees. Additionally, employees pay a portion of the employer’s contributions made to the PERS retirement system as provided for in the respective Memorandum of Understanding. The City does not reimburse employees for their PERS contributions, therefore their effective salaries are reduced by this amount from the amounts stated in this resolution.

Section 6. The provisions of this resolution so far as
they are substantially the same as the provisions of previous classification/compensation resolutions and/or ordinances, and any amendment thereto, must be construed as continuations thereof and not as original enactments.

Section 7. It is hereby declared to be the intention
of the Council that the sections, paragraphs, lines, sentences, clauses and phrases of this resolution are severable, and if any 79 of 307

6 9
9 2
phrase, clause, sentence, line, paragraph or section of this resolution shall be declared unconstitutional by the valid judgment or decree of a court of competent jurisdiction, such unconstitutionality shall not affect any of the remaining phrases, clauses, sentences, lines, paragraphs and sections of this resolution.

SECTION 8. EFFECTIVE DATE. This Resolution shall take effect and be in full force as of the pay period beginning October 9, 2022.
(a) In addition to the compensation rates set forth
herein, effective the pay period that includes October 11, 2022, the Sworn Police Manager classifications listed in Section 4 shall be eligible to receive a two percent (2.00%) wage increase to the wages previously in effect.
(b)In addition to the compensation rates set
forth herein, effective the commencement of the first pay period that includes July 1, 2023, all General Manager Non- Safety Sworn classifications listed in Section 4 shall be eligible to receive a one and one-quarter percent (1.25%) wage increase to the wages previously in effect.
(c)In addition to the compensation rates set
forth herein, effective the commencement of the first pay period that includes July 1, 2024, all Sworn Fire Manager classifications listed in Section 4 shall be eligible to receive a one percent (1.00%) wage increase to the wages 80 of 307

6 9
9 2
previously in effect.
(d) In addition to the compensation rates set
forth herein, effective the commencement of the first pay period that includes July 1, 2024, all Sworn Fire Manager classifications listed in Section 4 shall have an additional salary step added to the salary ranges, which shall be in the amount of five and one-half percent (5.50%) above the existing Step 6 of the same salary ranges. With the
addition of the salary step, the current step 1 shall be eliminated, thus maintaining six salary steps within the range.
(e)In addition to the compensation rates set
forth herein, effective the commencement of the first pay period that includes July 1, 2023, all Sworn Police Manager classifications listed in Section 4 shall be eligible to receive a two and one-half percent (2.50%) wage increase to the wages previously in effect.
(f) In addition to the compensation rates set
forth herein, effective the commencement of the first pay period that includes July 1, 2023, all Sworn Police Manager classifications listed in Section 4 shall have an additional salary step added to the salary ranges, which shall be in the amount of four and one-half percent (4.50%) above the existing Step 6 of the same salary ranges.
81 of 307

6 9
9 2
Adopted this 11th day of October 2022.
_______________________
Mayor
ATTEST:
______________________________
City Clerk

STATE OF CALIFORNIA )
) ss:

COUNTY OF LOS ANGELES )
I, Suzie Abajian, Ph.D., City Clerk of the City of
Glendale, certify that the foregoing resolution was adopted by the Council of the City of Glendale, California, at a regular meeting held on the 11th day of October 2022, and that the same was passed by the following vote:

Ayes:

Noes:

Absent:

Abstain:
____________________________
City Clerk

82 of 307

83 of 307

Exhibit 1

CITY OF GLENDALE
AND

GLENDALE MANAGEMENT ASSOCIATION

MEMORANDUM OF UNDERSTANDING
July 1, 2021 – June 30, 2024 General Managers
July 1, 2022 – June 30, 2025 Sworn Fire Managers
July 1, 2022 – June 30, 2024 Sworn Police Managers
84 of 307

Glendale Management
Association Memorandum of
Understanding
July 1, 2021 – June 30, 2024 – General Managers
July 1, 2022 – June 30, 2025 – Sworn Fire Managers
July 1, 2022 – June 30, 2024 – Sworn Police
Managers

TABLE OF CONTENTS
ARTICLE ONE - Parties to Memorandum of Understanding .........................................................................1 ARTICLE TWO - Salaries and Compensation .................................................................................................7 ARTICLE THREE - Work Periods, Schedules and Overtime..........................................................................35 ARTICLE FOUR - Fringe Benefits..................................................................................................................47 ARTICLE FIVE - Leave Policy ........................................................................................................................64 ARTICLE SIX - Working Conditions ..............................................................................................................82 ARTICLE SEVEN - Discipline and Grievance Procedure ...............................................................................87 ARTICLE EIGHT - General Provisions ...........................................................................................................90 PARTIES TO THE AGREEMENT ....................................................................................................................93 APPENDIX "A" .............................................................................................................................................96 APPENDIX "B" ...........................................................................................................................................106 INDEX........................................................................................................................................................108 85 of 307

ARTICLE ONE
1 ARTICLE ONE
I. PARTIES TO MEMORANDUM OF UNDERSTANDING (All Managers) This Memorandum of Understanding (herein referred to as MOU or Agreement, interchangeably) has been prepared pursuant to the terms of the City of Glendale Employee Relations ordinance, as amended, which is hereby incorporated by reference. This Agreement has been executed by representatives of the City of Glendale (hereinafter referred to as "City") on behalf of the City Manager and by representatives of the Glendale Management Association (hereinafter referred to as "Association") pursuant to Government Code 3500, as amended, et seq., and hereby satisfies the City's duty to meet and confer with the Association during the life of this agreement.

II. GENDER (All Managers)
The terms "they" and "their" may be used in this agreement as substitutes for the terms "his", "hers", "his/her", "he", "she", or other terms which would indicate masculine or feminine gender.

III. RECOGNITION (All Managers)
A. GMA - Recognized Employee Organization
Pursuant to the provisions of the Employee Relations Ordinance of the City of Glendale, as amended, the City recognizes the Glendale Management Association as the exclusive recognized employee organization on behalf of all full-time salaried management and mid-management employees of the City of Glendale.

B. Exclusions
Those classifications and positions excluded include employees designated as confidential or executive.

C. Classifications Recognized
Specific classifications recognized by the City of Glendale being represented by the Glendale Management Association are listed in Appendix "A" of this agreement.

D. Categories for Purposes of This Agreement
For purposes of clarity, this agreement will state “All Managers”, “General Managers”, “Sworn Fire Managers”, and “Sworn Police Managers” as applicable to various sections of this agreement. “All Managers” is inclusive of “General Managers”, “Sworn Fire Managers” and “Sworn Police Managers”.
90 of 307

ARTICLE ONE
2 IV. ASSOCIATION AND EMPLOYEE RIGHTS AND RESPONSIBILITIES (All Managers) A. Association and Employee Rights
The City and the Association shall comply with the provisions of the Meyers-Milias-Brown Act (MMBA) or any subsequent State law governing meet and confer rights of employee organizations. The parties further agree that during the term of this Memorandum of Understanding, each party shall retain those rights respectively vested by local, state and federal law which cannot otherwise be waived by this agreement.

B. Payroll Distribution

1. Payroll is distributed on a bi-weekly basis, with the distribution of paychecks occurring every other Thursday. Under the bi-weekly distribution, the pay period shall occur every two weeks, commencing the first (1 st) Sunday and concluding on the second (2nd) Saturday of the pay period, with payroll distribution occurring the second (2 nd) Thursday following the close of the pay period.

C. Payroll Deduction
The City shall, during the term of this Agreement, deduct monies for membership dues on a paycheck basis from all Managers whose classification and position are recognized to be represented by the Association and who voluntarily authorize the deduction in writing.

D. Indemnification – Transmittal of Funds
The Association agrees to hold the City harmless and indemnify the City against any claim, causes of action, or lawsuits arising out of the deduction or transmittal of such funds to the Association, except the failure of the City to transmit monies legally deducted from employees pursuant to this article to the Association.

E. Payroll Direct Deposit Program
All Managers are required to participate in the City’s payroll direct deposit program.

F. Association Representation Responsibilities
The Association agrees and shall assume its responsibilities as recognized designated representative to represent all Managers without discrimination, interference, restraint, or coercion and to comply with exclusive representation responsibilities as set forth in the City's Employee Relations Ordinance as amended.
91 of 307

ARTICLE ONE
3 G. Association Release Time - Meeting and Conferring
The Association negotiating committee shall be allowed release time as approved by management in order to prepare for meet and confer sessions required for subsequent new Memoranda of Understanding. Unless otherwise agreed to by both parties, the negotiating teams for the Association and City shall not exceed six (6) members each.

H. Release Time - Board of Director Meeting
The Association’s Board of Directors or their designated alternate shall be granted release time from their assigned duties to attend regular or special called Board meetings of the Association. Whenever elections are held, the Association shall provide to the City a list of names and classifications of all officers and Board Members and a tentative schedule of all planned Board of Director’s Meetings for the calendar year.

I. Release Time - Representation/Business/Recreational Issues Release time from their assigned duties for on-duty Association Officers, Board of Directors or other unit employees for all other representation and business and/or social/ recreational issues may be granted by the City with prior notification to a supervisor.

J. Association Office Space

1. The City agrees to provide an office space which is available and not needed for City functions and activities for the Association. The location and size of such office space shall continue to be designated by the City and may be changed by the City upon prior notification to the Association.

2. The Association, therefore, agrees that the City maintains the right of access without notice under emergency conditions as set forth in Article Eight of the Memorandum of Understanding between the parties and has the right to periodically inspect this space for maintenance of condition provided that a 24 hour prior notice is given to the President or Vice President and the Association has the opportunity to have a representative in attendance during inspection.

K. Revocation
City reserves the right to revoke Association's use of any facility, space, or equipment for any reason upon prior notification of sixty (60) days to Association. In the event of an emergency, as set forth in Article Eight, the notification provision is waived.

L. Indemnification – Facilities

1. In lieu of charging a rental fee, the Association agrees to hold the City harmless and indemnify the City against any claim, causes of action, or lawsuits arising out of any Association's use, placement, installation, operation, goods, services, or device or any 92 of 307

ARTICLE ONE
4 publication of libelous matter on Association bulletin board or any use, placement, installation of any equipment, furniture, floor covering, records, or other personal property not owned by the City.

2. Association further agrees to reimburse the City for any costs of repair to any building space or structure provided to them by the City under the terms of this agreement resulting from the deliberate, malicious, or negligent act of any of its unit employees related to the Association use of such facilities.

M. Limitations
The Association, its officers, representatives, and/or members shall conduct Association business, including employee relations matters, as set forth in this Agreement, or with the approval of management.

V. MANAGEMENT RIGHTS AND RESPONSIBILITIES (All Managers) A. Management Rights
The City continues to reserve and retain solely and exclusively all rights of management, including those City rights set forth in the City's Employee Relations Ordinance as amended, and including but not limited to, the following rights:

1. To assign work to and schedule employees in accordance with requirements as determined by the City as to work hours and changes to work hours; work schedules, including call back, stand-by, and overtime; and to make assignments to administrative or operational schedules for Sworn Fire Managers; and general assignments, as the work demands, except as otherwise listed by this agreement.

2. To lay off employees of the City from duties because of lack of work or funds, or under conditions where continued work would be ineffective or non-productive or not cost effective as determined by the City.

3. To establish and modify goals and objectives related to productivity and performance programs and standards, including, but not limited to, quality and quantity, and require compliance thereto.

4. To direct, supervise, recruit, select, hire, evaluate, promote, transfer, discipline, discharge, terminate, suspend, demote, reprimand, reduce or withhold salary increases and benefits, and otherwise discipline employees for cause.

5. To determine qualifications, skills, abilities, knowledge, selection procedures and standards, job classifications, and to reallocate and reclassify employees.

6. To hire, transfer intra-or inter-division, promote, reduce in rank, demote, reallocate, and terminate employees and take other personnel action for non-disciplinary reasons in accordance with this Agreement and Civil Service Rules and Regulations. 93 of 307

ARTICLE ONE
5 7. To determine policies, procedures, and standards for selection, training, and promotion of employees.

8. To establish employee performance standards, including quality, and quantity standards, and to require compliance therewith.

9. To maintain order and efficiency in its facilities and operations.

10. To establish, implement, and/or modify rules and regulations, policies and procedures related to productivity, performance, efficiency, standards of ethics, conduct, safety, health, and order in the City and to require compliance therewith.

11. To restrict the activity of an employee organization on City property and facilities and on City time except as set forth in this agreement.

12. To determine the issues of public policy and the overall goals and objectives of the City's departments and to take necessary action to achieve the goals and objectives of the City's departments.

13. To require the performance of other services not specifically stated herein in the event of emergency or disaster as deemed necessary by the City.

14. To take any and all necessary steps and actions to carry out the service requirements and to determine the issues of public policy and the overall mission of the City and the mission of the Agency in emergencies or any other time deemed necessary by the City not specified above.

B. Impact of Management Rights
The City agrees to meet and confer with the Association, except in emergencies as defined elsewhere in this Agreement, over the exercise of a management right which directly impacts upon the wages, hours, and terms and conditions of employment of unit employees, unless remedies for the impact and consequences of the exercise of a management right upon unit employees are provided for in this Agreement, Civil Service Rules and Regulations, or Departmental Rules and Regulations.

VI. NO STRIKE/JOB ACTION PROVISION (All Managers)
The Association acknowledges the no strike/job action provisions and penalties in the City's Employee Relations Ordinance.

A. Employee Conduct
Any employee who participates in any conduct prohibited in Employee Relations Ordinance shall be considered an unauthorized absence and shall be subject to discharge or other disciplinary action by the City.
94 of 307

ARTICLE ONE
6 B. Association Responsibilities
If the Association performs all of the responsibilities in good faith set forth in the Employee Relations Ordinance, its officers, agents, and representatives shall not be liable for damages for prohibited conduct performed by employees who are covered by this Agreement.

VII. BI-MONTHLY MEETING – CITY/GMA (All Managers)
The City Manager or his/her designee and the Chief Human Resources Officer shall meet bi- monthly with representatives of the Association appointed by the Association's president. The purpose of said meeting is to discuss employee relations matters. 95 of 307

ARTICLE TWO
7 ARTICLE TWO

SALARIES AND COMPENSATION
I. SALARY SCHEDULES
All Salary Schedules for General Managers, Sworn Fire Managers, and for Sworn Police Managers are set forth in this Article pursuant to their respective terms.

A. General Managers

1. Cost of Living Adjustments
a. Effective the pay period beginning October 10, 2021, unit employees defined as General Managers shall receive a one-half percent (0.5%) increase to the base salary.
b. Effective the pay period that includes July 1, 2022, unit employees defined as General Managers shall receive a two-percent (2.0%) increase to the base salary. c. Effective the pay period that includes July 1, 2023, unit employees defined as General Managers shall receive a one and one-quarter percent (1.25%) increase to the base salary.

2. Reduction of Employee Cost-Sharing of PERS Employer Contributions a. Effective the first day of the pay period that includes February 1, 2022, the employer PERS contribution rate for unit employees defined as General Managers shall decrease by one percent (1.0%) for a total unit employee contribution of three percent (3.0%).
b. Effective the first day of the pay period that includes July 1, 2023, the employer PERS contribution rate for unit employees defined as General Managers shall decrease by one and one-quarter percent (1.25%) for a total unit employee contribution of one and three-quarters percent (1.75%).

B. Sworn Fire Managers

1. Effective the pay period that includes July 12, 2022, all Sworn Fire Managers in the classifications of Assistant Fire Chief, Deputy Fire Chief and Fire Battalion Chief shall receive a four percent (4.0%) salary adjustment above their classifications’ current assigned salary range.

2. For the fiscal year beginning July 1, 2023 through June 30, 2024, there will be no cost of living salary adjustment.
96 of 307

ARTICLE TWO
8 3. Effective the commencement of the first pay period that includes July 1, 2024, Sworn Fire Managers in the classifications of Assistant Fire Chief, Deputy Fire Chief and Fire Battalion Chief shall receive a one percent (1.0%) salary adjustment above their classification’s current assigned base salary.

4. Effective with the pay period which includes July 1, 2024, a new Step 6 (which is five and one half percent (5.5%) above the current Step 5) will be added to the salary schedule for the Sworn Fire Manager classifications of Assistant Fire Chief, Deputy Fire Chief and Fire Battalion Chief. Sworn Fire Managers will become eligible for advancement to Step 6 if they have been at Step 5 for at least one (1) year and have received a “successfully meets standard” or above performance evaluation.

5. For historical context, effective August 28, 2018, Emergency Medical Services (EMS) pay ($1,084.56 annually) and Uniform pay ($1,000 annually) shall be incorporated into the base salaries for the Sworn Fire Manager classifications of Assistant Fire Chief, Deputy Fire Chief and Fire Battalion Chief. Holiday In-Lieu pay (4.93%) or Administrative Assignment pay (13%) shall also be incorporated into the base salaries for the Sworn Fire Manager classifications of Assistant Fire Chief, Deputy Fire Chief and Fire Battalion Chief, depending upon the assignment.

C. Sworn Police Managers

1. Effective the pay period beginning October 9, 2022, all Sworn Police Managers in the classifications of Police Lieutenant, Police Captain and Assistant Police Chief shall receive a two percent (2.0%) salary adjustment above their classifications’ current assigned salary range.

2. Effective the commencement of the first pay period that includes July 1, 2023, all Sworn Police Managers in the classifications of Police Lieutenant, Police Captain and Assistant Police Chief shall receive a two and one-half percent (2.5%) salary adjustment above their classification’s current assigned base salary.

4. Effective the commencement of the first pay period that includes July 1, 2023, one salary step (Step 7) will be added to the existing salary range for all Sworn Police Managers in the classifications of Police Lieutenant, Police Captain and Assistant Police Chief. The new salary step (Step 7) shall be four and one-half percent (4.5%) above Step 6. Unit employees are required to have served or serve a minimum of twelve months at Step 6 (with a minimum “Successfully Meets” evaluation rating) prior to advancement to Step 7.

II. SALARY MARKET ADJUSTMENTS
A. General Managers
The City agrees to survey ten (10) GMA-represented General Manager classifications as selected by the GMA in each year of this agreement.
97 of 307

ARTICLE TWO
9 B. Sworn Fire Managers
No market adjustment proposed.

C. Sworn Police Managers
No market adjustment proposed.

III. GAIN SHARE
During the term of this agreement, the City may provide a one-time, non-PERSable “gain-share” bonus payment between half (0.5%) and one (1.0%) percent of base salary to all unit employees.

Said payment will be conditioned upon each year’s year end fiscal year budget financial results, at the discretion of the City Manager.

IV. DEFERRED COMPENSATION (All Managers)
A. 457 Deferred Compensation Program
The City administers a 457 deferred compensation program for all Managers, which enables the employee to set aside salaried funds up to the maximum dollar figure allowed under federal law.

B. 401(a) Defined Contribution Plan
The City administers a 401(a) Defined Contribution Plan for all Managers. Each employee may irrevocably elect to participate or not participate in this plan, on a one-time basis only. Each employee who elects to participate shall mandatorily contribute either three and a half percent (3.5%) of their base salary for Management level employees or two percent (2.0%) of their base salary for Mid-Management employees to this plan.

C. Deferred Compensation Included in Employee Base Salary Any deferred compensation paid by the City either in the form of a 457(c) or 401(a) plan shall be included in the employee’s base salary. It is understood and agreed that this City- paid deferred compensation shall be included in all salary and compensation comparisons.

D. Sworn Police Managers
Effective the commencement of the first pay period that includes July 1, 2023, all Sworn Police Managers in the classifications of Police Lieutenant, Police Captain and Assistant Police Chief shall be eligible to receive up to $200 per month as a matching City contribution to their 457 deferred compensation plan.

V. STEP ADVANCEMENT IN RATE OF COMPENSATION (All Managers) 98 of 307

ARTICLE TWO
10 A. Salary Steps Advancement

1.Step 1 - shall be entry step for new Managers in all classifications in this unit.

2.Step 2 - A Manager who is successfully meeting standards based upon their evaluation should receive this step after the completion of six (6) months of service in Step 1 in the same classification.

3.Step 3 - A Manager who is successfully meeting standards based upon their evaluation should receive this step after the completion of one (1) year of service in Step 2 in the same classification.

4.Step 4 - A Manager who is successfully meeting standards based upon their evaluation should receive this step after the completion of one (1) year of service in Step 3 in the same classification.

5.Step 5 - A Manager who is successfully meeting standards based upon their evaluation should receive this step after the completion of one (1) year of service in Step 4 in the same classification.

6.Step 6 - A Manager who is successfully meeting standards based upon their evaluation should receive this step after the completion of one (1) year of service in Step 5 in the same classification.

7.Step 7 - A Manager who is successfully meeting standards based upon their evaluation should receive this step after the completion of one (1) year of service in Step 6 in the same classification. (General Managers only, until the commencement of the first pay period that includes July 1, 2023, when a seventh (7 th) salary step will be added to the Sworn Police Manager classifications.)

8.Step 8 - A Manager who is successfully meeting standards based upon their evaluation should receive this step after the completion of one (1) year of service in Step 7 in the same classification. (General Managers only).

9.Does Not Meet Standards Evaluation - A Manager who receives an evaluation that does not meet standards shall not be advanced to the next step until they receive an evaluation that successfully meets standards. All Managers so affected shall be reevaluated within six (6) months. Any employee denied a step increase shall be notified in writing of reasons for denial.

10.Right to Hire and Appoint Above Step 1 - The City reserves the right to hire and appoint a new or promoted employee at a salary step above Step 1.

B. Effective Date of Step Increases and Extra Compensation All step increases and extra compensation shall be made effective at the start of the next regular pay period.
99 of 307

ARTICLE TWO
11 C. Right to Raise Salaries, Other Compensation and Benefits The City reserves the right to raise salaries, other compensation, and benefits during the term of this agreement. The City will meet and consult with the Association prior to implementing increased compensation and benefits.

D. Y-Rating

1. When a personnel action, such as a demotion due to layoff, reallocation, or reclassification, or job rehabilitation results in the lowering of the incumbent Manager’s salary range, the affected incumbent Manager's salary may be "Y-rated" by the City.

2. "Y-rated" shall mean the maintenance of the incumbent Manager's salary rate at the level effective the day preceding the effective date of the personnel action in lieu of placing the Manager in a lower salary range.

3. The Manager's base salary shall remain at the same level until the salary range of the new classification equals or exceeds the Y-rated salary.

4. Those Managers on job rehabilitation shall be Y-rated upon written agreement and mutual consent between the affected Manager and the City.

E. Base Salary
Base salary shall mean only the assigned salary to any unit classification exclusive of any other type of form or compensation.

F. Extra Pay / Compensation
Extra pay shall be defined as compensation above the Manager’s base salary for special assignments, differentials, and bonuses.

VI. MERIT BONUS PAY (All Managers)
A. Definition
Merit Bonus Pay (MBP) is defined as a management tool to encourage and reward excellence among Management and Mid-Management unit employees. This program is specifically designed to recognize outstanding performance without employee expectation of continual receipt of an award. This bonus pay is not intended to be a compensation benefit, nor an automatic right.

B. Compensation
The amount of MBP awarded to a Manager shall be a range of one (1%) to five (5%) percent of his/her base annual salary less appropriate taxes. 100 of 307

ARTICLE TWO
12 C. Procedure
The department head, with the approval of the City Manager, grants Merit Bonus Pay to eligible unit employees, utilizing form CM-29.

D. Limitations

1. Merit Bonus Pay awards are one-time payments which may be awarded at any time during the fiscal year.

2. The number of eligible Managers receiving Merit Bonus Pay may not exceed twenty percent (20%) of the total number of eligible Managers citywide.

3. As a general rule, MBP may not be awarded to an individual or a team within two consecutive years. However, consecutive year awards may be made in exceptional circumstances to an individual whose efforts have resulted in exceptional achievement of significant importance to the City while at the same time maintaining an overall outstanding performance level, or in the case of a team award, to a team that achieves outstanding results on a new project separate and apart from the project for which it received the previous year’s award. Such candidates for consecutive year awards shall be evaluated on a case by case basis.

4. Because of its desired impact as a management tool, it is the intent that the awarding of MBP be kept confidential between the City Manager, the Department head, the MBP recipient(s) and any other appropriate individuals involved in the process.

VII. ACTING ASSIGNMENT (All Managers)
A. Eligibility
On occasion, the City Manager may grant a Manager an acting or interim assignment for a vacant Executive, Management or Mid-Management position. Such assignments will be designated at the discretion of the City Manager during circumstances where a rare or unusual need of continuity of leadership is specifically warranted.

B. Fulfill Responsibilities of Vacant Position
Acting assignments may be made only to fulfill the responsibilities of the vacant position until such time as an appointment is made, until such time as the incumbent has returned to duty, or as otherwise determined by the City Manager.

C. Assignment Limitations
Acting assignments are limited to one (1) move-up per vacancy. Vacant positions created by acting assignments shall not be deemed vacancies for the purposes of this provision.

Additional move-ups may be approved for acting assignment, depending upon business necessity, as determined by management.
101 of 307

ARTICLE TWO
13 D. Compensation
Upon assignment of an acting appointment, an employee will begin to earn a salary which is equal to Step 1 of the salary range of the position assigned to, but shall receive at least a salary five percent (5%) above the current base salary of the employee's permanent position, unless the five percent (5%) exceeds the top step of the acting assignment classification. In this event the acting assignment salary range shall be top step of the acting assignment classification.

E. Time Accrues Towards Salary Step Increases
While working in an acting capacity, an employee will continue to accrue time toward salary step increases in their permanent position.

VIII. LIMITATION ON EXTRA PAY ASSIGNMENTS (All Managers) Assignments to extra pay positions are temporary, not a separate classification, and do not have Civil Service status and are not subject to Civil Service selection procedures, appeals, or seniority.

Assignments are not a property right.

IX. UNIFORM AND EQUIPMENT MAINTENANCE ALLOWANCE
A. General Managers
General Managers in the classifications of Police Records Administrator, Police Communications Administrator, Criminalist III (only when assigned to the Forensic Services unit) and Wireless Systems Supervisor shall receive a uniform allowance of four hundred twenty-nine dollars ($429) per year. Unit employees in the classification of Jail Administrator shall receive a uniform allowance of six hundred fifty dollars ($650) per year. General Managers in the classifications of Fire Marshal, Assistant Fire Marshal, Fire Prevention Supervisor, Fire Prevention Coordinator, Fire Protection Engineer II, Fire Protection Specialist II, Environmental Management Coordinator, Principal Fire Environmental Safety Specialist, Ambulance Operator Coordinator, Verdugo Fire Manager and Executive Administrator/Verdugo Fire Communications shall receive a uniform allowance of seven hundred fifty four dollars ($754) per year.

Uniform allowance shall be paid as earned and pro-rated into each semi-monthly paycheck.

B. Sworn Police Managers

1. Unit employees in the classifications of Assistant Police Chief, Police Captain and Police Lieutenant shall receive a uniform cleaning and replacement allowance of one thousand four hundred dollars ($1,400) per year.

2. Uniform allowance shall be paid as earned and pro-rated into each semi- monthly paycheck.
102 of 307

ARTICLE TWO
14 C. Safety Boot Issuance (General Managers)

1. General Managers in the field operation classifications designated in Sections D-2 and D-3 below shall be provided one pair of work boots meeting all existing safety standards, as defined by either ANSI or ASTM, of the City’s choice as set forth below:

2. General Managers in the classifications listed below shall be provided boots on an annual basis:

Community Forest Supervisor
Electrical Line Mechanic Supervisor II
Electrical Mechanic Supervisor II
Electrical Operations Supervisor
Electrical Superintendent
Electrical Test Supervisor
Equipment Maintenance Supervisor
Facilities Maintenance Supervisor
Integrated Waste Supervisor
Park Services Manager
Power Plant Instrumentation and Control Supervisor
Power Plant Maintenance Supervisor
Power Plant Mechanic Supervisor
Power Plant Operations Supervisor
Power Plant Shift Supervisor
Power Plant Superintendent
Principal Inspection Supervisor
Safety Administrator
Safety Services Specialist
Sr. Inspector
Sr. Safety Services Specialist
Sr. Power Plant Shift Supervisor
Station Electrician/Operator Supervisor II
Stores Supervisor
Street Maintenance Supervisor
Street Superintendent
Survey Supervisor
Telecommunications Supervisor
Traffic & Parking Supervisor
Underground Distribution Construction Supervisor II
Urban Forester
Utility Safety Officer
Wastewater Maintenance Superintendent
Water Facilities Supervisor
Water Quality Manager
Water Quality Supervisor
103 of 307

ARTICLE TWO
15 Water Superintendent
Water System Operations Supervisor
Water System Supervisor II
Water System Supervisor III

3. General Managers in the classifications listed below shall be provided boots every two years:

Assistant Fire Marshal
Building Inspection Supervisor
Building Official
Civil Engineer II
Construction Services Manager
Customer Service Field Supervisor
Deputy Building Official
Deputy Director of Community Services & Parks
Deputy Director Housing
Deputy Director - Planning
Deputy Director of Public Works/City Engineer
Electrical Engineer II
Electrical System Dispatch Supervisor
Environmental Management Coordinator
Facilities Management Administrator
Facilities Services Coordinator
Fire Marshal
Fire Prevention Coordinator
Fire Protection Engineer II
Fire Protection Specialist II
Fire Prevention Supervisor
Fleet Manager
GIS Analyst (Assigned to Public Works Engineering)
Hazardous Materials Supervisor
Housing Project Manager
Information Services Project Manager (assigned as Network Project Manager) Integrated Waste Superintendent
Mechanical Maintenance Superintendent
Park Services Administrator
Parking Manager
Planner
Principal Building Code Specialist
Principal Civil Engineer
Principal Development Officer
Principal Electrical Engineer
Principal Fire Environmental Safety Specialist
Principal Neighborhood Services Supervisor
Principal Planner
104 of 307

ARTICLE TWO
16 Principal Power Systems Operator
Principal Traffic Engineer
Principal Urban Designer
Project Manager
Sr. Building Code Specialist
Sr. Civil Engineer
Sr. Code Compliance Inspector
Sr. Development Officer
Sr. Electrical Engineer
Sr. Environmental Program Specialist
Sr. Housing Project Manager
Sr. Park Services Manager
Sr. Planner
Sr. Project Manager
Sr. Street Maintenance Supervisor
Sr. Traffic Engineer
Sr. Urban Designer
Sr. Traffic Engineer
Telecommunications Supervisor
Traffic Engineer II
Urban Designer

4. The allowable expenditure for safety footwear for the classifications set forth above shall not exceed one hundred and seventy-five dollars ($175) inclusive of taxes.

5. Should excessive wear or damage as a result of work-related use of safety boots cause the need for premature replacement of said boots, management may authorize their replacement.

X. GENERAL MANAGER’S SPECIAL PAY
A. Water Supervisor Stand-By

1.Stand-by Pay
a. General Managers in the classifications of Water System Supervisor II and Water Facilities Supervisor shall receive an assignment extra pay of six hundred fifty ($650) per month above the base salary, when assigned to stand-by assignment.

Unit employees assigned to stand-by assignment, when called in to work, shall receive a minimum of two (2) hours of overtime, commencing from the time of the call and ending at the time of the return home from the call, and shall continue receiving the full monthly assignment pay of $650 per month. Two (2) work time hours of overtime will also be granted for each remote response to alarms using the SCADA system by unit employees on stand-by assignment and shall continue receiving the full monthly assignment pay of $650 per month. 105 of 307

ARTICLE TWO
17 Multiple alarm responses within the same two (2) hour period will not trigger additional hours of overtime.
b. Effective the pay period including July 1, 2020, the Water Supervisor stand-by assignment pay shall be increased to eight hundred dollars ($800) per month.

2.Duration of Assignment
The City will limit the stand-by assignment to a one-week duration per month for each unit employee assigned unless extenuating circumstances dictate the need for additional assignments.

B. Water Safety Supervisor Pay

1.Water Safety Assignment
The Manager of the Glendale Water & Power, Water Section, so designated by GWP management as the “Water Safety Supervisor,” shall receive an assignment pay equivalent to the fourth step of the City’s Safety Administrator classification.

C. Water Section License Incentive Program

1. General Managers in the classifications of Water System Supervisor II, Water System Supervisor III, Water Facilities Supervisor, Water Quality Supervisor and Water Quality Manager shall receive incentive pay as follows:
a. Eight and a half percent (8.5%) extra pay for obtaining the Level 4 Distribution License (D4).
b. Eleven and a half percent (11.5%) extra pay for obtaining the Level 5 Distribution License (D5).
c. An additional two percent (2.0%) extra pay for obtaining a Level 3 Treatment license (T3) or higher, in addition to the above Distribution licenses listed in part a and b.
d. The above incentive pay is non-cumulative.

2. General Managers in the classifications of Water Systems Operations Supervisor and Water Superintendent that obtain the State of California Department of Water Resources Control Board Level 5 Distribution (D5) and the Level 2 Treatment (T2) licenses shall receive extra pay in the amount of eleven and one-half percent (11.5%) above their base salary, except as set forth below.
a. General Managers in the classification of Water Systems Operations Supervisor shall receive extra pay in the amount of thirteen and a half percent (13.5%) for obtaining the Level 5 Distribution (D5) and Level 3 Treatment (T3) license. 106 of 307

ARTICLE TWO
18 b. General Managers in the classification of Water Superintendent shall receive extra pay in the amount of fourteen and a half percent (14.5%) for obtaining the Level 5 Distribution (D5) and Level 4 Treatment (T4) license. c. An additional one a one-half percent (1.5%) extra pay for obtaining a Treatment license higher than listed in part a and b.

3. General Managers in the classifications of Civil Engineer II, Senior Civil Engineer, Principal Civil Engineer, Water Services Administrator, Assistant General Manager and Chief Assistant General Manager that pass the State of California Department of Water Resources Control Board Level 3 Distribution (D3) licensing examination shall receive extra pay in the amount of eight percent (8%) above their base salary.

4. The City shall reimburse unit employees described above for the cost of the examination and renewal fees.

5. Unit employees in the Water Quality group shall receive two percent (2%) of base pay for a Cross-Connection Control Specialist Certification

6. Unit employees in the Water System Supervisory Series shall receive two percent (2%) of base pay for obtaining and maintaining a Class A California Driver’s license.

D. Longevity Pay – Electrical Line Mechanic Supervisory Series General Managers in the classifications of Electrical Line Mechanic Supervisor II, Electrical Superintendent/Transmission & Distribution and Electrical Superintendent shall receive the following:
•Four percent (4%) of base salary – after working for the City between five (5) years and the end of the employee’s ninth (9th) year of employment with the City. •Nine percent (9%) of base salary – after working for the City for ten (10) years or more.

E. Electrical Operations Cross-Training Switching Pay
General Managers in the classifications of Electrical Test Supervisor and Station Electrician/Operator Supervisor II shall receive extra pay of three percent (3%) above their base salary for obtaining cross-training to operate and switch electrical substations. This extra pay shall only apply following the completion of the cross-training program.

F. Assignment Pay – Electrical Division 12kV Rubber Gloving 107 of 307

ARTICLE TWO
19 1.Compensation Upon Completion of Training Program
Unit employees in the classification of Electrical Line Mechanic Supervisor II, Electrical Superintendent / Transmission / Distribution, Electrical Superintendent / Substations, Metering & Communications, and Station Electrician/Operator Supervisor II shall receive an extra assignment pay of six percent (6%) above their current base salary following the completion of a formalized training program on maintenance and construction work on energized 12kV power lines using insulate / isolate procedures with rubber gloves. The assignment pay set forth above shall apply for all normal work hours and hours of overtime worked.

G. Assignment Pay – Fiber Optic Cable Splicing

1.Compensation Upon Completion of Training Program
Unit employees in the classifications of Electrical Line Mechanic Supervisor II, Station Electrician/Operator Supervisor II, Electrical Test Supervisor, Electrical Superintendent/Construction, Transmission & Distribution, Electrical Superintendent/Substations, Metering & Communications and Electrical Superintendent shall receive an extra assignment pay of one and three-quarters percent (1.75%) above their current base salary following the completion of a formalized training program on splicing and maintenance of City-owned fiber optic cable.

H. Station Electrician/Operator Supervisor II – Base Wage Differential The base salary for the classification of Station Electrician/Operator Supervisor II shall maintain a differential of no more than six percent (6%) of the base salary of the corresponding classification of Electrical Line Mechanic Supervisor II.

I. Forty-Two Hour Work Week – Assignment Pay – GWP Power Plant

1.Assignment
Unit employees in the classifications of Power Plant Shift Supervisor, Sr. Power Plant Shift Supervisor and Power Plant Operations Supervisor may be assigned to a schedule which averages forty two (42) working hours per week; in which event the work time so scheduled shall be considered the regular employment work schedule.

2.Compensation – Holiday In Lieu Pay
During such time as an employee is scheduled to work a forty two (42) hour work week assignment as provided in this section, the employee shall receive a thirteen percent (13%) assignment pay above the base salary rate otherwise applicable to the classification as sole and entire compensation paid for the extra two (2) hours of overtime worked in each workweek and for compensation in lieu of the Holiday sections of this Memorandum of Understanding.
108 of 307

ARTICLE TWO
20 J. Shift Pay – GWP Power Plant
Unit Employees in the classifications of Power Plant Shift Supervisor and Sr. Power Plant Shift Supervisor in the GWP Power Plant who are assigned to certain shifts shall receive extra pay as follows:
a.Evening Shifts: Unit employees who are assigned to work any hours that begin on or after 3:00pm but before 12:00am shall receive ninety cents ($0.90) per hour extra above their base hourly rate for each hour worked within this time period. b. Effective the pay period that includes July 1, 2020, the compensation for Evening Shift pay shall increase to one dollar and twenty-five cents ($1.25) per hour. c.Night Shifts: Unit employees who are assigned to work any hours that begin on or after 12:00 am but before 8:00am shall receive one dollar ($1.00) per hour extra above their base hourly rate for each hour worked within this time period. d. Effective the pay period that includes July 1, 2020, the Night Shift pay shall increase to one dollar and fifty cents ($1.50) per hour.

K. Public Works Department - Storm Water Pollution Prevention Plan (SWPPP) Certification Pay
Unit employees in the classifications of Civil Engineer II, Senior Civil Engineer and Principal Civil Engineer who review Storm Water Pollution Prevention Plans for development projects and hold a certification as a Qualified SWPPP Developer from the State of California Department of Water Resources Control Board shall receive extra pay in the amount of four percent (4%) above their base salary.

L. Environmental – Underground Storage Tank (UST) Inspector Certification Pay

1. Unit employees in the classification of Principal Fire/Environmental Safety Specialist who perform Underground Storage Tank (UST) inspector duties and obtain and maintain an Underground Storage Tank Inspector certification issued by the International Code Council (ICC) shall receive a certification pay of one hundred dollars ($100) per month above their base salary.

2. Effective the pay period beginning October 10, 2021, the above certification pay shall increase to two hundred dollars ($200) per month above the base salary.

Additionally, effective the pay period beginning October 10, 2021, the classification of Assistant Fire Marshal shall be eligible for the above certification pay.

M. Public Works Integrated Waste Truck Mechanical Maintenance Assignment Unit employees in the classification of Equipment Maintenance Supervisor, who are assigned to the Public Works Mechanical Maintenance Division and perform maintenance 109 of 307

ARTICLE TWO
21 on Integrated Waste trucks, shall receive extra compensation in the amount of one hundred twenty-five dollars ($125) per month above their base salary. The trucks being maintained under this provision include all Integrated Waste packer units (front-loaders, rear loaders, automated side loaders and manual side loaders). This extra compensation shall be paid only during those periods or portions thereof when such unit employees are actually assigned to the Public Works Mechanical Maintenance Division and perform maintenance on the refuse vehicles described in above, on a regular basis.

N. Public Works Wastewater/California Water Environment Association (CWEA) Certification
Effective the pay period that begins October 10, 2021, unit employees of the Public Works Department/Wastewater Section, in the classifications of Wastewater Supervisor and Wastewater Superintendent who hold a Collection System Maintenance certification issued by the California Water Environment Association (CWEA), shall receive incentive pay for obtaining certification as follows:

1. One percent (1%) extra pay for obtaining the Collection System Maintenance Level I certificate.

2. Two percent (2%) extra pay for obtaining the Collection System Maintenance Level II certificate.

3. Three percent (3%) extra pay for obtaining the Collection System Maintenance Level III certificate.

4. Four percent (4%) extra pay for obtaining the Collection System Maintenance Level IV certificate.

5. The above incentive pay is non-cumulative.

6. The City shall pay the costs for the above Waste Water Maintenance Section unit employees’ examination and renewal fees, and provide continuous education opportunities for employees to maintain the “contact hour” requirements.

O. Certified Safety Professional Pay
Effective the pay period that begins October 10, 2021, unit employees in the classifications of Utility Safety Officer and Safety Administrator who hold a certification as a “Certified Safety Professional” issued by the Board of Certified Safety Professionals shall receive extra pay in the amount of five percent (5%) above their base salary. 110 of 307

ARTICLE TWO
22 XI. SWORN FIRE MANAGER’S SPECIAL PAY
A. Fire Department Educational Incentive Program
Sworn Fire Managers in the classifications of Assistant Fire Chief, Deputy Fire Chief and Fire Battalion Chief shall receive additional compensation above the base salary for possession of one of the following educational degrees or certificates, as follows:

1.Associate Degree, 60 Units or Fire Officer Certification a. Sworn Fire Managers who possess an Associate of Arts (A.A.) or Associate of Science (A.S.) degree from an accredited college, or complete sixty (60) units of college accredited courses, or receive certification as a Fire Officer by the California Fire Marshal’s Fire Service Training and Education Service, shall receive two-hundred dollars ($200) per month of extra compensation above their base salary.

2.Bachelor’s Degree
a. Sworn Fire Managers, who possess a Bachelor of Arts (B.A.) or Bachelor of Science (B.S.) degree from an accredited college, shall receive two hundred fifty dollars ($250) per month of extra compensation above their base salary.

3.Master’s Degree
a. Sworn Fire Managers who possess a Master of Arts (M.A.), Master of Science (M.S.) or higher level degree from an accredited college, shall receive three hundred dollars ($300) per month of extra compensation above their base salary.

B. Fire Department Chief Officer Certification & Command Pay

1.California Incident Command Strike Team Leader Certification a. Sworn Fire Managers in the classifications of Assistant Fire Chief, Deputy Fire Chief and Fire Battalion Chief, who attain a California Incident Command Strike Team Leader certification shall receive two hundred fifty dollars ($250) per month extra compensation above their base salary.

2.Chief Officer/National Fire Academy Executive Fire Officer Certifications a. Sworn Fire Managers in the classifications of Assistant Fire Chief, Deputy Fire Chief and Fire Battalion Chief, who achieve and maintain either the State of California Chief Officer certification or National Fire Academy Executive Fire Officer certification, shall receive five hundred dollars ($500) per month of extra compensation above their base salary.
111 of 307

ARTICLE TWO
23 C. Paramedic Continuing Education Pay

1.Compensation
Sworn Fire Managers in the classification of Deputy Fire Chief and Fire Battalion Chief, in possession of a Paramedic license shall be compensated for the required twenty- four (24) hours of off-duty continuing education each calendar year by means of receiving two (2) hours of overtime compensation per month at time and one-half (1- 1/2) of top step (Step Six) of the Firefighter classification.

2.Limitations
Paramedic continuing education classes, as set forth in “1” above, shall only be those authorized by the Los Angeles County Department of Health Services. Sworn Fire Managers shall attend these classes on their own time (not work time), providing their own transportation and covering all related costs. Specific Paramedic-related classes presented on-duty, as authorized by the Glendale Fire Department’s EMS battalion chief, shall not count toward the required twenty-four (24) hours of paramedic continuing education.

D. Cell Phone Stipend

1. Sworn Fire Managers in the classifications of Assistant Fire Chief, Deputy Fire Chief and Fire Battalion Chief who agree to receive work-related email on their personal phone devices shall receive a monthly stipend in the amount of one- hundred dollars ($100) per month.

XII. SWORN POLICE MANAGER’S SPECIAL PAY
A. Firearm Proficiency Pay
Sworn Police Managers in the classifications of Assistant Police Chief, Police Captain and Police Lieutenant shall receive additional compensation above the base salary each month for marksmanship as follows:

Standard Compensation Per Month
Marksman $ 0.00 per month
Sharpshooter $12.00 per month
Expert $18.00 per month
Master $30.00 per month
B. Limitations

1. Employees shall receive this extra compensation only for the twelve month (12) period immediately following the demonstration of proficiency as herein provided to the satisfaction of the Police Chief and the certification of such proficiency to the Chief Human Resources Officer.
112 of 307

ARTICLE TWO
24 2. The Police Chief shall determine the firearms qualifying procedure; the firearms course and the required minimum point qualification for both combat and target courses. The determination of the Police Chief on all scoring is final and conclusive.

3. The Police Chief may excuse employees from the firearms proficiency requirements and without loss of firearms proficiency pay if there is sufficient information to warrant a waiver of participation.

C. Post Educational Incentive Program
Sworn Police Managers in the classifications of Assistant Police Chief, Police Captain and Police Lieutenant shall receive additional compensation above the base salary for possession of one of the following certificates awarded by the Peace Officer Standards and Training (POST). Such compensation shall commence on the pay period following the employee meeting the eligibility requirements for the POST certificate as follows:

D. Future Increases
Sworn Police Managers in the classifications of Assistant Police Chief, Police Captain and Police Lieutenant shall receive POST Certificate compensation adjustments equal to each and every future adjustment to the Police Sergeant POST Certificate extra pay.

E. Education Pay

1.Assistant Police Chief / Captain Classification
a. Sworn Police Managers in the classifications of Assistant Police Chief and Police Captain who have successfully completed the FBI Academy, Command College, Supervisory/Leadership Institute, Los Angeles Police Department Leadership Program (formerly West Point Leadership Program) or Executive Developments shall receive additional compensation above the base salary as set forth below. b.Compensation

CLASSIFICATION CERTIFICATE MONTHLY CONTRIBUTION
Intermediate $1,350
Police Lieutenant
Advanced $1,375
Supervisor $1,425
Police Lieutenant / Police Captain / Assistant Police Chief Management $1,625
113 of 307

ARTICLE TWO
25 Education pay for unit employees in the classifications of Assistant Police Chief and Police Captain, as set forth in any of the above POST-certified educational programs shall be four hundred dollars ($400) per month above the base salary.

Such unit employees who have successfully completed two (2) or more of the above educational programs shall receive six hundred dollars ($600) per month above the base salary. Effective the pay period that includes October 11, 2022, unit employees who have successfully completed two (2) or more of the above educational programs shall receive seven hundred and fifty dollars ($750) per month above the base salary.

2.Police Lieutenant Classification
a. Sworn Police Managers in the classification of Police Lieutenant who have successfully completed the FBI Academy, Command College, Supervisory/Leadership Institute, Los Angeles Police Department Leadership Program (formerly West Point Leadership Program) or Executive Development shall receive additional compensation above the base salary as set forth below. b. Compensation
1) Education pay for unit employees in the classification of Police Lieutenant, as set forth in any of the above POST-certified educational programs shall be three hundred twenty-five dollars ($325) per month above the base salary.

Such unit employees who have successfully completed two (2) or more of the above educational programs shall receive four hundred seventy-five dollars ($475) per month above the base salary. Effective the pay period that includes October 11, unit employees who have successfully completed two (2) or more of the above educational programs shall receive six hundred and twenty-five dollars ($625) per month above the base salary.

F. Mandatory Weekend / Holiday Staff Duty Pay – Police Captains

1. Police Sworn Managers in the classifications of Assistant Police Chief and Police Captain shall receive three hundred fifty dollars ($350) per month above the base salary when assigned by the Police Chief to Mandatory Weekend/Holiday Staff Duty.

2.Limitations
This extra compensation shall be paid only when Police Sworn Managers in the classifications of Assistant Police Chief and Police Captain are actually assigned to the Mandatory Weekend/Holiday Staff Duty. Said assignments and any changes and/or revocations of said assignments shall be determined solely at the discretion of the Police Chief. Should a unit employee be unable to perform this function due to a non- job-related illness or injury for a period of twenty-one (21) calendar days or more, this assignment compensation shall be suspended for all scheduled work days not 114 of 307

ARTICLE TWO
26 worked in excess of the first twenty-one (21) calendar days and until the day he/she returns to this full duty assignment.

G. On-Call Duty Pay – Police Lieutenants

1. Police Sworn Managers in the classification of Police Lieutenant shall receive two hundred fifty dollars ($250) per month above the base salary when assigned by the Police Chief to on-call responsibilities.

2.Limitations
This extra compensation shall be paid only when Police Sworn Managers in the classification of Police Lieutenant are in assignments which require their response to work-related duties during non-work hours. Said assignments and any changes and/or revocations of said assignments shall be determined solely at the discretion of the Police Chief. If an On-Call Police Lieutenant is recalled to work, there will be no Emergency Recall overtime paid; however, if a Police Lieutenant not On-Call is recalled to work, Emergency Recall overtime would be paid, as per Article Three, Section VI-E. Should a unit employee be unable to perform this function due to a non- job-related illness or injury for a period of twenty-one (21) calendar days or more, this assignment compensation shall be suspended for all scheduled work days not worked in excess of the first twenty-one (21) calendar days and until the day he/she returns to this full duty assignment.

H. SWAT Commander Assignment

1. Police Sworn Managers in the classification of Police Lieutenant assigned to SWAT shall receive four (4) hours of compensatory time per month. The compensatory time granted for this assignment is non-cumulative and shall not exceed four hours, should a Police Lieutenant be assigned to more than one of the above assignments.

2.Limitations
This extra compensation shall be paid only when Police Sworn Managers in the classification of Police Lieutenant are actually assigned to SWAT. Said assignments and any changes and/or revocations of said assignments shall be determined solely at the discretion of the Police Chief. Should a unit employee be unable to perform this function due to a non-job-related illness or injury for a period of twenty-one (21) calendar days or more, this assignment compensation shall be suspended for all scheduled work days not worked in excess of the first twenty-one (21) calendar days and until the day he/she returns to this full duty assignment.

I. Deputy Police Chief Assignment

1. The Police Chief may assign or rotate employees in the classification of Police Captain to the non-Civil Service position of Deputy Police Chief. The Police Chief shall be solely responsible for the selection and appointment of these positions 115 of 307

ARTICLE TWO
27 based on the needs of the organization. Appointments made under this provision are subject to review and are revocable at any time by the Police Chief based on the needs of the organization. The Deputy Police Chief designation is a temporary assignment, not a separate job classification; it does not have Civil Service status and is not subject to Civil Service selection procedures, appeals or seniority; appointments to Deputy Police Chief is not a property right and may be revoked by the Police Chief at any time.

2. Police Captains assigned to the Deputy Police Chief position shall receive extra compensation in an amount of three percent (3%) to five percent (5%) per month above their base salary. The amount of extra compensation for the Deputy Police Chief shall be determined by the Police Chief in his/her sole discretion.

J. Longevity Compensation

1. Compensation
Unit employees in the Sworn Police Manager classifications shall receive additional monthly compensation at the rates and for the service periods as a sworn peace officer as set forth in the table below.
a. Effective the pay period beginning September 29, 2019:
% of Payment Years of Sworn Service
2% of base salary Beginning year 20
b. Effective the commencement of the pay period that includes July 1, 2020, the cumulative total percentages for Longevity Compensation shall be:
% of Payment Years of Sworn Service
2% of base salary Beginning year 10
4% of base salary Beginning year 20
c. Effective the commencement of the pay period that includes July 1, 2021, the cumulative total percentages for Longevity Compensation shall be:
% of Payment Years of Sworn Service
4% of base salary Beginning year 10
8% of base salary Beginning year 20
d. Unit employees shall be responsible for notifying the Professional Standards Bureau of their eligibility to receive longevity compensation. Compensation will be effective the commencement of the pay period in which the notification is received or the date of eligibility, whichever is the latter.
116 of 307

ARTICLE TWO
28 XIII. RETIREMENT
A. PERS (All Managers)
The City provides all Managers retirement coverage through the Public Employees' Retirement System (PERS). The City of Glendale recognized two categories of coverage through PERS: Miscellaneous for General Managers and Safety for Sworn Fire Managers and Sworn Police Managers.

B. Employer PERS Contribution Rate (All Managers)
The employer PERS contribution rate is established and adjusted annually for the employer by PERS Board of Administration. The City shall be solely responsible for payment of the employer contribution rate established by PERS, except as set forth in the respective employee cost-sharing provisions in Sections “F” and “J”.

C. Employee PERS Contribution Rate (All Managers)

1. It is understood that the employee contribution rate is added to salaries by the City and shall be included in all salary and compensation comparisons.

2. Should Federal and State laws and regulations require the withholding of personal income taxes, the City will withhold such income taxes which are applicable.

3. The City has adopted the CalPERS resolution in accordance with IRS code secion 414(h)2 to ensure that the employee contribution is made on a pre-tax basis.

4. AB 340 (the California Public Employees’ Pension Reform Act of 2013,) as it may from time to time exist, shall in its entirety be given full force and effect during and after the adoption of this agreement. Any provision in this agreement which contradict any provision of AB 340 shall be deemed null and void, with the contrary AB 340 provision(s) being given full force and effect. Therefore, no provision of AB 340 shall be deemed to impair any provision of this agreement or any MOU, Agreement, Rule or Regulation predating this agreement.
“New members” as defined by AB 340 on and after January 1, 2013, shall individually pay an initial Member CALPERS contribution rate of fifty percent (50%) of the normal cost rate for the Defined Benefit Plan effective July 1, 2013 in which said new member is enrolled, rounded to the nearest quarter of one percent (1%), or the current contribution rate of similarly situated employees, whichever is greater. (AB 340 – Government code section 7522.30)
“New members” as defined by AB 340 on and after January 1, 2013, shall be enrolled in the AB 340 7522.20(a) provided for retirement formula (2.5% at 67 – miscellaneous; 2.7% at 57 – sworn safety) (Government Code section 7522.20(a).

Final pensionable compensation (as defined for new members in Government Code section 7522.34) shall be determined by reference to the highest average annual 117 of 307

ARTICLE TWO
29 pensionable compensation earned during a period of thirty six (36) consecutive months (Government Code section 7522.32(a)).

Miscellaneous PERS Formula
Employment Start Date Category PERS Formula
Hired before 01/01/11 Classic Member* 2.5% @55
Hired between 01/01/11 and
12/31/12
Classic Member*
(2nd Tier)

2.0% @55
Hired on or after 01/01/13 New Member 2.5% @67
Sworn Safety Police PERS Formula
Employment Start Date Category PERS Formula
Hired before 01/01/12 Classic Member* 3.0% @50
Hired between 01/01/12 and
12/31/12
Classic Member*
(2nd Tier)

3.0% @55
Hired on or after 01/01/13 New Member 2.7% @57
Sworn Safety Fire PERS Formula
Employment Start Date Category PERS Formula
Hired before 01/01/11 Classic Member* 3.0% @50
Hired between 01/01/11 and
12/31/12
Classic Member*
(2nd Tier)

3.0% @55
Hired on or after 01/01/13 New Member 2.7% @57
*Classic members are those hired before 01/01/2013 under CalPERS or do not fit the definition of new member.

D. Additional Retirement Benefits (All Managers)

1. Survivors Continuance

2. One year highest compensation

3. Post retirement survivors allowance to continue after re-marriage

4. Military buy back

5. 1959 Survivor’s Benefit – Level Four

6. Unused Sick Leave Credits (Gov’t. Code 20965)
E. General Managers

1. General Managers (Miscellaneous employees) contribute seven percent (7%) of their salary exclusive of overtime and reimbursement compensation. This employee contribution rate is governed by State legislation.
118 of 307

ARTICLE TWO
30 2. Effective upon the implementation of the PERS 2.5% at 55 retirement enhancement, the employee contribution rate shall increase to eight percent (8%) of their salary.

3. The employee contribution rate applies to: Holiday Cashout, Foreign Language Interpreter Pay and Uniform Allowance, or other special pays as defined by PERS, where applicable.

4. “2% at 55” formula effective October 1, 1994.

5. “2.5% at 55” Formula effective December 1, 2005 (single highest year).

6. “2% at 55” formula with the highest three average years, as adopted by the City effective January 1, 2011 for all new unit employees hired on or after January 1, 2011.

For new unit employees hired under the 2% at 55 formula, the employee contribution rate shall be seven percent (7%) of their salary.

7. Retirement Optional Settlement 2 Death Benefit (Govt. Code Section 21548) to be adopted by the City effective July 1, 2007.

F. PERS Cost Sharing (General Managers)

1. Effective July 1, 2011, General Managers agree to contribute 3.0% of their salary to the employer PERS contribution rate.

2. Effective July 1, 2016, General Managers agree to contribute 4.0% of their salary to the employer PERS contribution rate.

3. As set forth in Article Two, Section I-A-2, effective the first day of the pay period that includes February 1, 2022, the General Manager contribution to the employer PERS contribution rate shall decrease by one percent (1.0%) for a total employee contribution of three percent (3.0%).

4. As set forth in Article Two, Section I-A-2, effective the first day of the pay period that includes July 1, 2023, the General Manager contribution to the employer PERS contribution rate shall decrease by one and one-quarter percent (1.25%) for a total employee contribution of one and three-quarters percent (1.75%).

5. Employer PERS Contribution Rate: For the purposes of this section, “employer PERS contribution rate” means the percentage rate established annually by PERS as the employer cost for retirement benefits.

6. Salary and Extra Pay: For the purposes of this section, “salary” means those categories of salary and PERS reportable extra pay.

7. Employee Contribution to Employer Contribution Rate – Pre-Tax: The City has retained specialized legal counsel in order to render a written opinion as to whether or not said employee contributions to the employer-side contribution requirement 119 of 307

ARTICLE TWO
31 can be considered on a “pre-tax” basis. If the rendered legal opinion is, in the opinion of the Office of the City Attorney, supportive of City treatment of said contributions as “pre-tax”, the City shall undertake the steps, including adoption of appropriate City Council resolution(s), necessary to allow the Payroll Section to treat these distributions as “pre-tax”. However, it is expressly agreed to and understood by the parties that the City itself has no authority or jurisdiction by which to bind the IRS, the Franchise Tax Board, or any other agency to a determination that said contributions are indeed “pre-tax”. Thus, the parties agree and acknowledge that the City shall have no liability to any individual employee, should a taxing agency or other administrative body reject treatment of said contributions as being “pre-tax”.

G. “Favored Nations” Clause (General Managers)
Should the GCEA or IBEW bargaining units negotiate any further retirement enhancements, the City will meet and confer with the GMA to discuss providing the same or equivalent retirement options for GMA general manager employees. Further, if the GCEA or IBEW bargaining units negotiate a lesser increase in retirement cost sharing than the amount set forth in Section (F)(1) and (F)(2) above, that lesser cost savings shall concurrently be provided to GMA general manager employees.

H. Sworn Fire Managers

1. Sworn Fire Managers (Safety employees) contribute 9.0% of their salary, exclusive of overtime and reimbursement compensation. This employee contribution rate is governed by State legislation.

2. The employee contribution rate applies to: Fire Command Pays, Fire Department Education Pay, Fire Department Administrative Assignment Pay, Fire Department Holiday-in-lieu Pay, Holiday Cashout, Foreign Language Interpreter Pay and Uniform Allowance, or other special pays as defined by PERS, where applicable.

3. “3% at 50” formula, effective June 30, 2001.

4. “3% at 55” formula as adopted by the City effective January 1, 2011 for all new unit employees hired on or after January 1, 2011.

5. “3% at 55” (with highest three average years) formula as adopted by the City effective January 1, 2014 for all new unit employees hired on or after January 1, 2014.

6. Retirement Option Settlement 2 Death Benefit (Govt. Code 21548) effective September 1, 2002.

I. Sworn Police Managers

1. Sworn Police Managers (Safety employees) contribute nine percent (9%) of their salary, exclusive of overtime and reimbursement compensation. This employee contribution rate is governed by State legislation.
120 of 307

ARTICLE TWO
32 2. The employee contribution rate applies to: Police Command Pay, Firearm Proficiency Pay, POST Education Pay, Police Mandatory Weekend/Holiday Staff Duty Pay, Police Holiday Cashout, Foreign Language Interpreter Pay, Longevity Pay and Uniform Allowance, or other special pays as defined by PERS, where applicable.

3. “3% at 50” formula, effective June 30, 2001.

4. “3% at 55” formula (with highest three average years), as adopted by the City effective January 1, 2012 for all new unit employees hired on or after January 1, 2012.

5. Retirement Option Settlement 2 Death Benefit (Govt. Code 21548) Effective no later than January 1, 2005.

J. PERS Cost-Sharing – Sworn Police Managers

1. In the event that the employer Public Employees’ Retirement System (PERS) contribution rate established (by PERS) for the category of public safety Police employees of the City of Glendale exceeds 4% of salary, the City and unit employees agree that the City and the unit public safety Police employees shall pay equal amounts (50/50) of any employer PERS contribution rate in excess of 4% of salary.

2. The maximum amount a unit employee will pay is not to exceed one and a half (1.5%) of base salary annually during the life of the benefit.

3. Effective August 1, 2011, the maximum amount a unit employee will pay is not to exceed three and a half percent (3.5%) of “PERSable” salary annually during the life of the benefit.

4. Examples
The following examples illustrate this agreement between the City and GMA Sworn Police Managers (as of 8/1/11):
a.Employee Contribution Example

EMPLOYER PERS

CONTRIBUTION RATE
CITY
PAYS

EMPLOYEES
PAY

1.0% 1.0% 0.0%

2.0% 2.0% 0.0%

3.0% 3.0% 0.0%

4.0% 4.0% 0.0%
PAY 50/50 IN EXCESS OF 4%

5.0% 4.5% 0.5%

6.0% 5.0% 1.0%

7.0% 5.5% 1.5%

8.0% 6.0% 2.0%

10.0% 7.0% 3.0%
121 of 307

ARTICLE TWO
33 20.0% 16.5% 3.5%

30.0% 26.5% 3.5%

40.0% 36.5% 3.5%
(Maximum amount of 3.5% to be paid by unit employees annually) K. PERS Cost-Sharing – Sworn Fire Managers

1. Effective January 1, 2011, in the event that the employer Public Employees’ Retirement System (PERS) contribution rate established (by PERS) for the category of public safety Fire employees of the City of Glendale exceeds 4% of salary, the City and unit employees agree that the City and the unit public safety Fire employees shall pay equal amounts (50/50) of any employer PERS contribution rate in excess of 4% of salary for the life of the benefit.

2. Effective January 1, 2011, the unit employee will pay 2.0% of “PERSable” salary for the PERS cost-sharing.

3. Effective January 1, 2013, the unit employee will pay 2.25% of “PERSable” salary for the PERS cost-sharing.

4. Effective January 1, 2014, the unit employee will pay 3.0% of “PERSable” salary for the PERS cost-sharing.

5. Effective January 1, 2015, the unit employee will pay 3.5% of “PERSable” salary for the PERS cost-sharing.

6. Effective August 16, 2016, the unit employee will pay 4.0% of “PERSable” salary for the PERS cost-sharing.

7. Effective the pay period that includes July 12, 2022, the unit employee will pay an additional 3.5%, for a total of 7.5% of “PERSable” salary for the PERS cost-sharing.

Effective November 6, 2022, the employer PERS contribution rate for unit employees defined as Sworn Fire Managers shall increase by three and one half percent (3.5%) for a total employee contribution of seven and one half percent (7.5%).

L. PERS Cost-Sharing Limitations
The employee contribution shall not exceed fifty percent (50%) of the full PERS rate (employee share plus employer share), regardless of the negotiated PERS cost-sharing.

The employee contribution, however, shall not fall below ten percent (10%) (employee share plus employer share).

122 of 307

ARTICLE THREE
34 ARTICLE THREE

WORK PERIODS, SCHEDULES AND OVERTIME
I. FLSA EXEMPT (All Managers)
Managers in management and mid-management classifications are exempt under the Fair Labor Standards Act (FLSA), and are therefore not eligible for overtime. Certain management and mid- management classifications may receive overtime on an exception basis, under limited circumstances, as recommended by the department head and approved by the City Manager.

II. TIME NOT CONSIDERED AS WORK TIME
A. Meal Time (All Managers)

1.One Hour Meal Break
Except for some field and 24 hour operations, as specified by the City, the normal unpaid meal break shall be one hour in length – the purpose being to allow employees the opportunity to rest from work duties, exercise, socialize with co-workers and avail themselves of noon-time informational and training programs.

2.Half-Hour Meal Break Exception
Employees normally assigned a one-hour meal break may request and be granted permission to have a one-half (1/2) hour meal break under certain conditions as follows:
a. Service to the public, accomplishment of the City's operational mission and the staffing and work needs of the employees, co-workers and supervisor will take precedence over any one-half (1/2) hour lunch requests. b. All such requests when granted shall be considered temporary in nature and subject to revocation by the supervisor at any time.

3. Employee personal obligations may be considered in one-half (1/2) hour meal break requests; however, in granting such requests, first consideration will be given to those employees who have urgent personal emergency concerns such as serious documentable dependent care problems or ridesharing obligations.

B. General Managers

1.Activities Not Considered Time Worked
The following activities shall not be considered time worked, except as provided for in this agreement.
123 of 307

ARTICLE THREE
35 a. Meal breaks.
b. Leave of absence taken without pay.
c. Travel time to work and returning home in either personal or City vehicle. d. Time in off-duty training assignments (homework, study time, meal time, sleep time, etc.)
e. Off-duty travel to training sites and returning home, except as provided elsewhere in this agreement.
f. Off-duty time spent on court stand-by time, except as provided elsewhere in this agreement.
g. Any time not authorized as work time.
h. Any time spent in and related to pursuit of a formal education degree. i. Any time spent by employees in accomplishing voluntary or mandatory Employee Assistance Rehabilitation Program (EAP).

C. Sworn Fire Managers

1.Activities Not Considered Time Worked
The following activities shall not be considered time worked, except as provided for in this agreement.
a. Meal breaks.
b. Leave of absence taken without pay.
c. Travel time to work and returning home in either personal or City vehicle. d. Time in off-duty training assignments (homework, study time, meal time, sleep time, etc.)
e. Off-duty travel to training sites and returning home, except as provided elsewhere provided in this agreement.
f. Off-duty time spent on court stand-by time, except as provided elsewhere provided in this agreement.
g. Any time not authorized as work time.
h. Any time spent in and related to pursuit of a formal education degree. 124 of 307

ARTICLE THREE
36 i. Any time spent by employees in accomplishing voluntary or mandatory Employee Assistance Rehabilitation Program (EAP).

D.Sworn Police Managers

1.Activities Not Considered Time Worked
The following activities shall not be considered time worked, except as provided for in this agreement.
a. Leave of absence taken without pay.
b. Travel time to work and returning home in either personal or City vehicle. c. Time in off-duty training assignments (homework, study time, meal time, sleep time, etc.)
d. Off-duty travel to training sites and returning home, except as set forth in this article.
e. Off-duty time spent on court stand-by time, except as set forth in this article. f. Any time not authorized as work time.
g. Any time spent in and related to pursuit of a formal education degree. h. Any time spent by employees in accomplishing voluntary or mandatory Employee Assistance Rehabilitation Program (EAP).

III. BREAKS – REST PERIODS
A. Benefit - Not Right (All Managers)
Break-rest periods are a benefit and not a right, and time must be earned as any other benefit and is computed at the rate of fifteen minutes per four hours worked, or major fraction thereof. Rest periods are scheduled or rescheduled by management as job requirements dictate.

IV. WORK SCHEDULES
A. City Work Schedules (General Managers and Sworn Police Managers) City work schedules shall be as herein defined except as otherwise provided for:
125 of 307

ARTICLE THREE
37 1.5/40 Work Schedule
The 5/40 schedule shall consist of a forty (40) hour work week schedule consisting of five (5) eight (8) hour paid work days in a seven (7) consecutive calendar day period exclusive of any meal periods assigned by management.

2.9/80 Work Schedule
The 9/80 work schedule shall consist of an eighty (80) hour work two week schedule consisting of eight (8) nine (9) hour days and one eight (8) hour working day in an eighty (80) work hour work period in fourteen (14) consecutive calendar days. This schedule shall be divided into two forty (40) work hour work periods segments exclusive of any meal periods as assigned by management.

3.4/40 Work Schedule (General Managers)
The 4/40 work schedule shall consist of a forty (40) hour work week schedule consisting of four (4) ten (10) paid work hour days in a seven consecutive calendar day period exclusive of any meal periods assigned by management.

4.4/40 Work Schedule (Sworn Police Managers)
The 4/40 work schedule shall consist of a forty (40) hour work week schedule consisting of four (4) ten (10) paid work hour days in a seven consecutive calendar day period inclusive of any meal periods assigned by management.

B. City Work Schedules (Sworn Fire Managers)
Sworn Fire Managers have the option of the following work schedules.

1.24-Hour Shift Schedule
Sworn Fire Managers assigned to work the twenty four (24) hour work shift shall begin at 0700 hours and terminate work at 0700hours the following day.

2.40-Hour Work Week Schedule
Sworn Fire Managers assigned to work the forty (40) hour work week shall be assigned daily starting and terminating work time approved by Fire Management.

3.Re-opener Clause – Change of Work Hours
The City and GMA agree to promptly meet and confer should any changes occur to the Operations (24-hour) work schedule as a result of a future collective bargaining agreement with the underlying bargaining unit (GFFA) during the term of this agreement.
126 of 307

ARTICLE THREE
38 4.4/40 Work Schedule
The 4/40 work schedule shall consist of a forty (40) hour work week schedule consisting of four (4) ten (10) paid work hour days in a seven consecutive calendar day period exclusive of any meal periods assigned by management. Coordination of the work week schedule of all unit employees working the 4/40 work schedule shall be between the unit employees and the Fire Chief or his/her designee.

5.9/80 Work Schedule
The 9/80 work schedule shall consist of an eighty (80) hour work two week schedule consisting of eight (8) nine (9) hour days and one eight (8) hour working day in an eighty (80) work hour work period in fourteen (14) consecutive calendar days. This schedule shall be divided into two forty (40) work hour work periods segments exclusive of any meal periods as assigned by management.

C. Telecommuting (All Managers)
City employees may be eligible to participate in Telecommuting as part of their work schedule upon meeting the requirements of the City's Telecommuting Policy as set forth in the Administrative Policy Manual and approved by Management.

D. Flexible Work Schedules (All Managers)
The City and the employee association agree to comply with the provisions of the letter of agreement (Appendix D) regarding flexible work schedules and the various options addressed therein. The intent of this letter is to provide for a collaborative and cooperative approach in addressing work schedules, with the appropriate balance between service to the public, departmental operations, commitment to the environment and the needs and concerns of Managers.

V. TIME WORK INCREMENTS (All Managers)
A. Increments - Less Than One Hour
All authorized time worked which is beyond the Manager's work shift schedule which is less than one-hour increments shall be compensated in the following manner:

Time Time Worked
0-3 minutes -0-
4-8 minutes 0.1 hour
9-15 minutes 0.2 hour
16-20 minutes 0.3 hour
21-26 minutes 0.4 hour
27-33 minutes 0.5 hour
34-38 minutes 0.6 hour
39-45 minutes 0.7 hour
127 of 307

ARTICLE THREE
39 46-50 minutes 0.8 hour
51-57 minutes 0.9 hour
57-60 minutes 1.0 hour
B. Increments Over One Hour
Any time work increments which are over one hour shall be compensated in the same procedure as mentioned herein.

VI. OVERTIME DEFINITIONS
Management and Mid-management employees covered by this Memorandum of Understanding are exempt under the Fair Labor Standards Act. However, in those instances where employees are eligible for overtime, the following shall define overtime.

A. Regular Overtime (General Managers and Sworn Police Managers) Overtime for Managers on the 5/40 work week schedule is time worked in excess of eight (8) paid hours in a work day except as set forth in this agreement.

Overtime for Managers on a 9/80 work schedule is time worked in excess of nine (9) paid hours in a work day except for any scheduled eight (8) paid hour work day as set forth in this agreement.

Overtime for Managers on a 4/40 work week schedule is time worked in excess of ten (10) paid hours in a work day except as set forth in this agreement.

B. Time Worked - Flexible Work Schedules (All Managers) Overtime for all Managers who work flexible (staggered) work schedules by mutual agreement between supervisor and Managers shall be paid overtime only for hours worked in excess of forty (40) hours per work week.

C. Court Time (All Managers)
Court time is work time required of a Manager to attend court in response to a "go" subpoena, a coroner's inquest, or a hearing or trial in a civil or criminal case, at a time other than the employee's assigned work shift schedule, for the purpose of testifying as to knowledge acquired or claimed to have been acquired by such employee in the course of employment with the City. Travel time to work and returning home shall not be counted as time worked except as provided for Sworn Police Managers. 128 of 307

ARTICLE THREE
40 D. Overtime (Sworn Fire Managers)

1.Operations Assignment
Overtime for Sworn Fire Managers on a 56-hour work schedule is time worked in excess of 204 hours in a 27-day work period. Work time shall include all paid leave hours.

2.Administrative Assignment
Overtime for Sworn Fire Managers on a 5/40, 9/80 or 4/40 Administrative Assignment work schedule is time worked in excess of eight (8), nine (9) or ten (10) paid hours, respectively, in a workday, when specifically assigned to either an Operations Assignment or Emergency Response callout. Work time shall include all paid leave hours.

E. Overtime (Sworn Police Managers)

1.Police Lieutenant Overtime
Police Lieutenant overtime is limited to Emergency Recall work, SWAT Commander On-Call Compensatory Time hours or reimbursed overtime. Police Lieutenants agree to adjust their daily and weekly work schedules to accommodate all other work demands, to include court appearances.

2.Emergency Recall Work
Emergency recall work is performed by a unit employee who is ordered to duty when:
a. When such order occurs after going off duty; and it is deemed necessary or advisable to properly handle an emergency incident(s); or b. To maintain necessary staffing levels; or
c. Unit employee is ordered to duty from emergency standby.

3.Emergency Recall Minimum Hours
Unit employees recalled to work on an emergency recall basis shall be granted a minimum of four (4) hours of overtime.

4.Emergency Recall Travel Time
Travel time to work shall be counted as work time. Total work time for travel time to work for emergency recall purposes shall not exceed one hour per incident. Travel time returning home shall not be considered work time.
129 of 307

ARTICLE THREE
41 5.Reimbursed Overtime
The Police Chief shall have the discretion to approve overtime for Police Lieutenants for overtime assignments that are grant-funded or reimbursed by non-City funds.

Grant-funded overtime may be approved if permitted by the terms of the grant.

VII. OVERTIME COMPENSATION RATE
A. Regular Overtime Payment (All Managers))

1. For those Managers eligible for overtime, overtime shall be paid in cash or compensatory time at one and one-half (1½) times the employee's regular hourly rate of pay.

B. Stand-By Assignment - Glendale Water & Power and Police Department / IT (General Managers)

1. Payment
Glendale Water & Power General Managers assigned to off duty stand-by assignment, excluding Water Section employees assigned to Water Stand-By duty, shall be paid an assignment extra pay equal to 35% of their hourly rate of pay for each hour on stand-by during the hours between the end of the normal field work schedule and the start of the next normal field work schedule.

2.Water Assignment Pay
Glendale Water & Power General Managers in the classification of Water System Supervisor II shall not be entitled to stand-by pay as defined in this section. In lieu of stand-by pay, Water System Supervisor II shall receive an assignment pay, as defined in Article Two.

3.Police Department Assignment/ISD Employees
Unit employees (General Managers) of the Information Services Department (ISD), when assigned to the Police Department Information Technology Division, shall be eligible for standby pay at the rate of 15% of the hourly rate for each hour on stand- by. Such employees shall remain eligible for management or mid-management leave.

C. Stand-by Assignment Limitations

1.Limitations
Eligible General Managers shall receive stand-by pay only for those hours on stand- by assignment duty and shall not receive stand-by pay for any overtime worked during those assigned stand-by hours.
130 of 307

ARTICLE THREE
42 2. Non-Work Time
It is understood that such time on stand-by assignment is non-work time for the purposes of determining overtime compensation.

3. Full and Entire Compensation
Except as otherwise provided for in this article, this compensation shall represent full and entire compensation for stand-by assignment.

D. Sunday Overtime - Glendale Water & Power Department – Electrical and Water Division Field Operations

1. General Managers of Glendale Water & Power Department – Electrical and Water Division field operations in the classifications of Electrical Line Mechanic Supervisor II, Electrical Mechanic Supervisor II, Station Electrician/Operator Supervisor II, Underground Distribution Construction Supervisor II, Electrical Test Supervisor, Electrical Superintendent/Transmission & Distribution, Electrical Superintendent, Water Quality Manager, Water Quality Supervisor, Water System Operations Supervisor, Water System Supervisor II, Water System Supervisor III and Water Facilities Supervisor shall be compensated at double (2 times) the employees’ regular hourly rate of pay for all overtime work assigned, both scheduled and unscheduled on Sundays. This double time overtime applies only during the hours assigned between 12:00 a.m. and 11:59 p.m. on Sundays. Any portion of a work assignment falling outside of these hours shall revert to either straight time pay or time and one- half pay, as provided by this agreement.

2. Unit employees while on standby assignment, and then assigned to work Sunday overtime, cease receiving standby pay upon assignment to this overtime assignment.

3. This double time payment shall only apply to overtime work and shall not apply to work and crews which are normally scheduled to work on Sundays.

E. Unscheduled Overtime in Excess of Twelve Continuous Hours – Glendale Water & Power – Electrical Division Field Operations

1. General Managers of Glendale Water & Power Department – Electrical Division field operations in the classifications of Electrical Line Mechanic Supervisor II, Electrical Mechanic Supervisor II, Station Electrician/Operator Supervisor II, Underground Distribution Construction Supervisor II, Electrical Test Supervisor, Electrical Superitendent/Transmission & Distribution and Electrical Superintendent shall be compensated at double (2 times) the employees’ regular hourly rate of pay for any unscheduled overtime, after having worked in excess of twelve (12) continuous hours, until such time that the employee is relieved from duty. 131 of 307

ARTICLE THREE
43 F. Continuous Overtime

1. Unit employees called back to work six (6) or more hours prior to the start of their regular work shift, who work continuously through the start of the regular work shift, shall continue to receive overtime at the rate earned prior to the commencement of the regular work shift (double-time if between 12:00 am and 8:00 am), as set forth in #2 above, into the regular work shift. The unit employee shall continue to receive the double-time pay until relieved of duty for a rest period of six (6) continuous hours.

2. The unit employee on a rest period shall be paid at straight time for the duration of their regular work shift. If the rest period occurs outside of the regular work shift, there shall be no compensation.

3. Should the unit employee be called back to work less than six (6) hours following the commencement of the rest period, over time pay at the double-time rate shall resume when the work commences.

4. An appropriate rest area on City facilities will be provided for the rest period.

VIII. OVERTIME "COMPENSATORY TIME" ACCUMULATED AND PAYMENT A. Eligibility (All Managers)
Unit employees may choose, in lieu of overtime payment, to have overtime hours worked converted to a compensatory time bank.

B. Conversion (All Managers)
Overtime designated for compensatory time may be converted and banked at the rate of straight time, one and one half time, double time, double time and one half or half time at the mutual agreement between Management and the employee.

Example: Overtime Worked Comp. Time Conversion
Half-Time 1 hour 0.5 hours
Straight Time 1 hour 1.0 hours
One & One-half 1 hour 1.5 hours
Double Time 1 hour 2.0 hours
Double Time & One-half 1 hour 2.5 hours
C. Maximum Accumulation
Compensatory hours may be accumulated as follows unless otherwise set forth in this agreement:
132 of 307

ARTICLE THREE
44 1.General Managers
May accumulate up to a total of 94 compensatory hours.

2.Sworn Fire Managers
May accumulate up to a total of 72 hours compensatory hours.

3.Sworn Police Managers
May accumulate up to a total of 40 hours compensatory hours.

D. Use of Compensatory Time (All Managers)
Accumulated compensatory time may be utilized as paid leave on a straight time hour for hour basis at the mutual convenience of management and employee. All compensatory time utilized as paid leave by an employee shall be debited from their accrued compensatory time bank.

E. Pay Out - Compensatory Time

1.Excess Compensatory Time – Transfer to RHSP (All Managers) All Managers must transfer unused accumulated compensatory time over the limits set forth in Section VIII-C at the employee’s current hourly rate of pay including extra pays that are normally subject to overtime, to the employee’s RHSP account. This transfer will be made in the pay period following the accrual exceeding the maximum hours.
a. All Sworn Police Managers with a minimum of 600 hours in their sick leave bank may, on an annual basis, transfer up to 96 hours of sick leave into their comp time bank as outlined in Section V of Article Five.

2.Compensatory Time at Termination (All Managers)
All accumulated compensatory time which has not been utilized prior to a Manager's employment termination from the City shall be deposited into the employee’s RHSP account at the employee's current hourly rate of pay.

3.Compensatory Time - Change in Classification (General Managers and Sworn Fire Managers)
Any General Manager or Sworn Fire Manager who changes classification which results in a difference in the rate of pay, and who has accumulated any hours of compensatory time shall have all their accumulated compensatory hours paid off at their current hourly rate of pay.
133 of 307

ARTICLE THREE
45 4.Compensatory Time – Change in Classification – (Sworn Police Managers) Sworn Police Managers who change classification which results in a difference in the rate of pay shall either:
a. Have all of their accumulated compensatory time paid off at their current classification regular rate of pay including extra pays; or b. Convert all of their accumulated compensatory time at their current classification regular rate of pay, and transfer full dollar value on a pro-rated equivalent basis to their new classification compensation time bank.
c. For example: if a Police Lieutenant is promoted to Police Captain and has one hundred (100) hours at forty dollars ($40.00) per hour, the City would either pay the Police Lieutenant four thousand dollars ($4,000); or the newly promoted Police Captain, who is now making fifty dollars ($50.00) per hour would have their new comp time bank converted to eighty (80) hours.

IX. EMERGENCY OVERTIME REQUIREMENT (All Managers)
The City reserves the right to require all Managers to work overtime in an emergency as set forth in Article Eight. In such instances when external funding is available from emergency agencies, overtime compensation may be provided to all Managers.
134 of 307

ARTICLE FOUR
46 ARTICLE FOUR

FRINGE BENEFITS
I. FRINGE BENEFITS ADMINISTRATION PROVISION (All Managers) A. Administration

1. The City reserves the right to select, administer, or fund any fringe benefits programs involving insurance that now exist or may exist in the future.

B. Selection and Funding

1. In the administration of fringe benefits programs involving insurance, the City shall have the right to select any insurance carrier, self-insure, or other method of providing coverage to fund the benefits provided, as long as the benefits of the plan are substantially the same.

2. The City may choose to exercise its right to select the insurance carrier and select Medicare as the City’s Retirement Insurance Carrier for eligible Managers and retirees. In such case, employees and retirees will be required to enroll in Medicare to be eligible to participate in other City medical plans.

3. The City shall pay all of its portion of the medical insurance premium for any portion of the month worked by a terminating employee regardless of how many days the terminating employee works in their last month of employment.

C. Changes
The City shall meet with the Association prior to any change of insurance carrier or method of funding coverage for any fringe benefits listed in this article.

D. Limitations – Leave of Absence Without Pay

1. The City shall not pay any costs for any fringe benefits provided in this agreement for any person who is on leave of absence without pay for more than fifty percent (50%) of the payroll period unless the affected employee is qualified under the Family and Medical Leave Act (FMLA) Policy.

2. The employee shall be notified and billed for the monthly insurance premium by the City.

3. For an employee qualified under the City's Family and Medical Leave Act (FMLA) Policy, the City shall continue to pay the City's portion of the medical insurance premiums as set forth in this article of this agreement, not to exceed that required by law.
135 of 307

ARTICLE FOUR
47 E. Employee Changes in Benefit Coverage
Where optional choice of fringe benefit plans and/or insurance carriers is available to employees, changes in benefit plans and/or insurance carriers may only be made during the open enrollment period established by the City.

II. MEDICAL INSURANCE (All Managers)
A. Medical Insurance Premium Decreases – Effective Upon “Un-blending” of Medical Insurance Effective June 1, 2016
Effective upon the “un-blending” of medical insurance coverage for active employees and retirees, which took effect June 1, 2016, each unit employee shall receive 100% of the medical premium decrease/savings applied as a reduction to the employees’ monthly medical insurance premiums.

B. Medical Insurance - 50/50 Split - Effective June 1, 2021 Effective June 1, 2021, the City shall pay fifty percent (50%) of any medical insurance premium increase, with the employee paying the remaining fifty percent (50%) of any increase that is effective June 1, 2021. Should the medical insurance premium decrease, the City and employee shall receive premium reductions in the same 50/50 proportion.

The medical insurance rates for all GMA unit employees (General Managers and Fire Sworn Managers) effective June 1, 2021 are as follows:

Prudent Buyer PPO Indemnity Plan
Employee’s
Monthly
Contribution
City’s
Monthly
Contribution
a. Employee $133.55 $483.57
b. Employee plus one dependent $346.84 $1,232.34
c. Employee plus two or more dependents $490.70 $1,748.79 California Care HMO Plan
Employee’s
Monthly
Contribution
City’s
Monthly
Contribution
a. Employee $228.28 $493.06
b. Employee plus one dependent $483.31 $1,031.51
c. Employee plus two or more dependents $688.71 $1,475.17

136 of 307

ARTICLE FOUR
48 Kaiser Traditional High Option Plan
Employee’s
Monthly
Contribution
City’s
Monthly
Contribution
a. Employee $92.18 $509.52
b. Employee plus one dependent $184.57 $1,018.81
c. Employee plus two or more dependents $260.96 $1,441.83

Kaiser Deductible Low Option Plan
Employee’s
Monthly
Contribution
City’s
Monthly
Contribution
a. Employee $51.72 $449.11
b. Employee plus one dependent $103.45 $898.20
c. Employee plus two or more dependents $146.38 $1,270.96 Anthem High Deductible Plan
Employee’s
Monthly
Contribution
City’s
Monthly
Contribution
a. Employee $89.22 $323.07
b. Employee plus one dependent $190.16 $675.65
c. Employee plus two or more dependents $271.01 $965.86 The medical insurance rates for Police Sworn Managers effective June 1, 2022 are as follows:

Prudent Buyer PPO Indemnity Plan
Employee’s
Monthly
Contribution
City’s
Monthly
Contribution
a. Employee $18.22 $598.90
b. Employee plus one dependent $46.84 $1,532.34
c. Employee plus two or more dependents $190.70 $2,048.79 California Care HMO Plan
Employee’s
Monthly
Contribution
City’s
Monthly
Contribution
a. Employee $59.85 $661.49
b. Employee plus one dependent $183.31 $1,331.51
c. Employee plus two or more dependents $388.71 $1,775.17

137 of 307

ARTICLE FOUR
49 Kaiser Traditional High Option Plan
Employee’s
Monthly
Contribution
City’s
Monthly
Contribution
a. Employee $38.24 $563.46
b. Employee plus one dependent $76.46 $1,126.92
c. Employee plus two or more dependents $108.22 $1,594.57

Kaiser Deductible Low Option Plan
Employee’s
Monthly
Contribution
City’s
Monthly
Contribution
a. Employee $31.80 $469.03
b. Employee plus one dependent $63.61 $938.04
c. Employee plus two or more dependents $90.01 $1,327.33 Anthem High Deductible Plan
Employee’s
Monthly
Contribution
City’s
Monthly
Contribution
a. Employee $12.17 $400.12
b. Employee plus one dependent $25.68 $840.13
c. Employee plus two or more dependents $105.32 $1,131.55 C. Medical Insurance - 50/50 Split - Effective June 1, 2022 Effective June 1, 2022, the City shall pay fifty percent (50%) of any medical insurance premium increase, with the employee paying the remaining fifty percent (50%) of any increase that is effective June 1, 2022. Should the medical insurance premium decrease, the City and employee shall receive premium reductions in the same 50/50 proportion.

The medical insurance rates for all GMA unit employees (General Managers and Fire Sworn Managers) effective June 1, 2022 are as follows:
138 of 307

ARTICLE FOUR
50 The medical insurance rates for Police Sworn Managers effective June 1, 2022 are as follows:
139 of 307

ARTICLE FOUR
51 D. Medical Insurance - 50/50 Split - Effective June 1, 2023 Effective June 1, 2023, the City shall pay fifty percent (50%) of any medical insurance premium increase, with the employee paying the remaining fifty percent (50%) of any increase that is effective June 1, 2023. Should the medical insurance premium decrease, the City and employee shall receive premium reductions in the same 50/50 proportion.

E. Medical Insurance - 50/50 Split - Effective June 1, 2024 Effective June 1, 2024, the City shall pay fifty percent (50%) of any medical insurance premium increase, with the employee paying the remaining fifty percent (50%) of any increase that is effective June 1, 2024. Should the medical insurance premium decrease, the City and employee shall receive premium reductions in the same 50/50 proportion.

F. Medical Insurance – Claims Experience/Un-blending of Rates Effective upon the “un-blending” of medical insurance coverage for active employees and retirees, which took effect June 1, 2016, the City and Association agree that all subsequent medical insurance premium rate renewals will be established according to the claims experience of only active City employees. Accordingly, prospective retirees’ medical insurance premium rates will remain “un-blended” from the active City employees’ rates and determined according to the claims experience of only City retirees.

G. Medical Insurance Plan Improvements – Meet and Confer The City and Association agree to meet and confer over the payment of any premium cost increases due to new medical plan improvements and/or plan design changes in the medical insurance plan, for benefits provided solely for employees represented by the Glendale Management Association, and not provided for any of the existing non- management bargaining units (GCEA, IBEW, GPOA and GFFA).

H. Medical Insurance - Indemnity Plan Coverage

1.Plan Premium Rate
The indemnity plan premium includes the rate charged for medical insurance coverage and is based on (a) the plan's group experience including mental health care; (b) cost of administering the claims; (c) excess claims stop loss insurance; and (d) cost of Prescription Drug Card Program.

2.Coverage
The indemnity plan coverage shall include the following coverage:
a. One common plan;
b. Out of pocket stop loss per individual $2,000/$4,000; 140 of 307

ARTICLE FOUR
52 c. Deductible In-Network: $200 per individual not to exceed aggregate total of $400 per employee and dependents; Deductible Out-of-Network: $400 per individual not to exceed aggregate total of $800 per employee and dependents; d. No deductible is applied to special accident benefits; e. No Pre-authorization for hospitalization and outpatient services, other than some specialized services.
f. 1.) All charges other than an office visit in the designated PPO Network shall be covered at 80% subject to the annual deductible.

2.) All office visits are $10 and are not subject to a deductible.

3.) All charges outside designated PPO Network shall be covered at 60% of reasonable and customary charges subject to the annual deductible. g. Maternity benefits for employees and dependent spouses; h. Mental and nervous (mental health care) benefits shall be included in the indemnity insurance plan and paid the same as other illnesses. i. Home health care plan;
j. Preferred Provider Option (PPO);
k. Medical case management;
l. Nursery care for newborn infants;
m. Prescription Drug Card Program (ten dollars ($10.00) co-pay for generic drug prescriptions and twenty dollars ($20.00) co-pay for non-generic drug prescriptions); no deductible.

I. HMO Medical Plans - Inpatient and Outpatient Psychological Services (Mental Health Care) Benefits
Provided per the terms and conditions of the medical health care plans.

J. Medical Insurance – Indemnity/HMO Plan Benefits Booklet The specific details of the indemnity and HMO plan medical insurance benefits are set forth in the Medical Insurance Plan Benefits Booklet available in the City's Human Resources Department. All benefit descriptions included herein are subject to the individual insurance carriers’ benefit provisions as described in the respective Explanation of Benefits (EOB) for each carrier.
141 of 307

ARTICLE FOUR
53 K. Paid Industrial Leave - Medical Insurance Premium All Managers on paid industrial leave absent from duty because of injury or illness arising out of and in the course of employment shall have the City paid portion of their monthly insurance premium paid. This paid premium shall continue for a period up to 2080 work hours and exhaustion of all City-paid leave benefits.

L. Meet and Confer - Medical Premium Increases
The City agrees to meet and confer over the increase of medical premiums with the understanding that premium increases on either the indemnity or pre-paid (HMO) plans can be modified through benefit modification agreed to by the City and Association.

III. MEDICAL INSURANCE - RETIRED EMPLOYEES
A. Retiree Health Savings Plan (RHSP) (All Managers)

1.Purpose
a. The Retiree Health Savings Plan (RHSP) enables retiring unit employees the opportunity to convert unused accumulated sick leave hours to pre-tax monies to be used for the retirees’ medical insurance costs during their retirement. b. Retiring unit employees may also participate in the PERS Sick Leave Credit program for unused sick leave, as set forth in Govt. Code 20965. Said retiring employees who choose the option of converting unused sick leave to service credit may not receive double credit for the same allotment of unused sick leave hours at retirement.

For Example:

If a unit employee has 2,000 hours upon retirement, he or she may choose any one of these three options:

1. Convert 2,000 hours to the RHSP program;

2. Convert 2,000 hours to the PERS Sick Leave Credit program; or

3. A combination of the above two options with the understanding that hours may only be used once.

2.Sick Leave Conversion Rate
Retiring City employees may have each eligible hour of accrued unused sick leave hours converted at the rate of thirty-three dollars ($33.00) per hour which will be placed in each employee’s individual Retired Health Savings Plan (RHSP) 142 of 307

ARTICLE FOUR
54 effective the employee’s official date of retirement.

3.Future Increases in Sick Leave Conversion Rate
The City shall pay a sick leave conversion rate equal to three dollars ($3.00) per hour more than the highest retiree hourly conversion rate paid to any other recognized employee organization.

4.Eligibility Limitations
a. Managers who retire from the City of Glendale (regardless of length of service) or terminate employment after fifteen (15) years or more of service shall be eligible to participate in the Retiree Health Savings Plan (RHSP) and have their sick leave hour conversion amounts deposited into said RHSP account. b. Managers must have their unused accumulated vacation leave paid at the current base rate of pay to the employee’s RHSP account upon retirement subject to IRS regulations. Any accumulated compensatory leave shall be paid at the currently hourly regular rate of pay including extra pays.
c. Active Managers must transfer unused accumulated compensatory time in excess of the limit set forth in this agreement at the current regular rate of pay, including extra pays that are normally subject to overtime, to the employee’s RHSP account, subject to IRS regulations. The transfer will be made the pay period following the pay period in which accrual exceeds the maximum hours, per this agreement.
d. The employee is responsible for paying any post retirement RHSP service fees and holds the City harmless for any taxes incurred from their utilization of the RHSP.

5.All RHSP Exhausted – May Choose to Personally Maintain Medical Plan When all RHSP funds have been exhausted, retired eligible employees may elect to pay personally the full monthly medical premium to continue on the City’s medical plan or terminate the medical plan coverage.

B. RHSP Seniority Contributions (General Managers)
The City shall contribute to all General Managers’ RHSP account the amount of one- hundred fifty dollars ($150) per month.

C. RHSP Contributions – (Sworn Fire Managers)
The City shall contribute to all sworn Fire Managers in the classifications of Assistant Fire Chief, Deputy Fire Chief, and Fire Battalion Chief, the following amounts toward their RHSP account:
143 of 307

ARTICLE FOUR
55 a. 56-Hour Schedule: three-hundred fifty dollars ($350) per month b. 40-Hour Schedule: four-hundred fifty dollars ($450) per month D. RHSP Contributions – (Sworn Police Managers)
The City shall contribute to all full-time, sworn Police Managers in the classifications of Assistant Police Chief, Police Captain and Police Lieutenant, three hundred seventy-five dollars ($375) per month.

IV. MEDICARE (All Managers)
A. Retired Employees - Eligible for Medicare
Retired Managers and/or their qualified dependents that are eligible to be covered by Medicare under Subchapter XVIII of Title 42 of the United States Code (relative to Health Insurance for the Aged) are deemed to be within the Modified and Supplemental group insurance coverage.

B. Retired Employees - Medicare

1. The retired Manager and/or qualified dependent entitled to receive City paid Part "A" Medicare shall enroll in Part "A" (Hospital) Medicare upon becoming eligible for Medicare coverage.

2. Retired Managers and/or their qualified dependents who are not entitled to receive City paid Part “A” Medicare benefits may be required to enroll in Part “A” (Hospital) Medicare benefits as a condition of participating in the City’s retired employee medical insurance plans.

3. These retired City employees shall have their Part “A” Medicare benefits paid for by the City when they are participating in the City’s medical insurance plan and shall continue to pay the City Medical insurance premiums, and Part “B” Medical as designated by the City.

4. Effective October 6, 2015, retired City employees who are not eligible for free Medicare Part A coverage shall be eligible for reimbursement from the City for the Part A costs regardless of what plan is selected, including non-City plans.

5. Eligible retired City employees and their qualified dependents who fail to enroll in Part “A” Medicare benefits may be barred from participation in Retired Employee medical Insurance plans. This Medicare enrollment requirement may be modified or rescinded by the City at any time.

6. Retired City employees participating in the City’s medical insurance plan shall enroll in Part “B” Medical.
144 of 307

ARTICLE FOUR
56 7. Retired employees who reach age 65 must enroll in both Medicare Parts “A” and “B” within their eligibility period. Failure to reenroll will result in an increase in the retiree’s medical rates as set forth by the insurance carriers to be effective after the 1st of the month following the eligibility period.

V. DENTAL INSURANCE CARRIER AND PLAN DESIGN (All Managers) A. Dental Insurance Plan

1.Dental Carrier
Three plans are available from Guardian Insurance: PPO – High Option; PPO – Mid- Level “Buy-Up”; and DMO.

2.PPO – High Option Dental Plan
The City shall pay the full premium for the PPO dental plan per month per employee for a dental plan for employees and their qualified dependents.

3.PPO – Mid-Level “Buy-Up” Dental Plan
For the PPO Mid-Level “Buy-Up” plan, the City shall pay the amount of the premium that is provided to unit employees participating in the DMO plan for employees and their qualified dependents. Employees will pay the difference from the DMO dental rates accordingly.

4.DMO - Dental Plan
The City shall pay the full premium for the DMO dental plan per month per employee for a dental plan for employees and their qualified dependents.

B. Premium Increases
Any premium increases on the PPO-High Option Plan or DMO dental plans that occur during the term of this agreement shall be paid by the City.

C. Dental Plan Enrollment Limitations
The following limitations apply to the respective dental plans:

1.City of Glendale Guardian PPO-High Option Plan
Employees covered under the City of Glendale indemnity medical plan may enroll in either of the two PPO Plans or the DMO Dental Plan during open enrollment only.

2.DMO & PPO Mid-Level “Buy-Up” Dental Plan
145 of 307

ARTICLE FOUR
57 a. Managers covered under the HMO medical plan are restricted to dental coverage under the DMO dental plan or to “buy-up” to the PPO-Mid-Level Plan. b. Dependents not enrolled in the HMO medical plan shall not be eligible for the coverage in DMO dental plan or the PPO-Mid-Level “Buy-Up” Plan.

3. Managers waiving Medical Insurance may participate in all Dental Insurance Plans.

D. Retired Employees – Dental Plans

1. Retirees shall be permitted to participate in the City’s dental plans as set forth below.
a. The premiums will be fully paid by the retired employee. b. Retired employees in the Indemnity Medical Plan may elect to participate in either the PPO Dental Plan or the HMO Dental Plan.
c. Retired employees in the HMO Medical Plan may enroll only in the HMO Dental Plan.
d. The City reserves the right to form a “Retiree” group within the Dental Program for rate-setting purposes.

VI. VISION/OPTICAL INSURANCE - ASSOCIATION PLAN (All Managers) A. Vision Insurance
Group vision insurance shall be provided to all Managers and their dependents, governed solely by contracts of insurance approved by Council and purchased by the City. The vision plan provides for an examination, frames and lenses (or contact lenses) every twelve (12) months, with a ten-dollar ($10) co-payment.

B. Premium Payments
The City shall pay the entire cost of the premium.

VII. LONG-TERM DISABILITY (LTD) INSURANCE (All Managers) A. LTD Insurance
Long-term disability (LTD) insurance shall be provided to all Managers. The plan provides a 66 2/3% of the employee’s base salary ($15,000 monthly maximum) to normal retirement as defined by the plan or forty-eight months, whichever is longer, with an elimination period of sixty (60) days.
146 of 307

ARTICLE FOUR
58 B. Premium Payments
The City shall pay the entire cost of the premium.

VIII. LIFE INSURANCE (All Managers)
A. Life Insurance
Life Insurance shall be provided to all Managers, with a paid term life insurance policy which equals one hundred thirty-three percent (133%) of the employee’s annual base salary rounded to the nearest thousand, up to a maximum of two-hundred fifty-thousand dollars ($250,000).

B. Premium Payments
The City shall pay the entire cost of the premium.

C. Voluntary Life Insurance
All Managers may voluntarily purchase life insurance coverage in addition to that provided in Section VIII A and B above and/or voluntarily purchase life insurance coverage for spouse and dependents.

IX. DECEASED MANAGERS – CONTINUATION OF MEDICAL INSURANCE (All Managers) Upon the death of an active Manager insured under the City’s medical insurance plans, the City will continue to pay the entire cost of the medical insurance premium for the employee’s dependents covered at the time of death, for a period of two (2) years from the date of death, subject to the terms and conditions of the deceased employee’s insurance plan.

X. DECEASED SWORN FIRE MANAGERS and SWORN POLICE MANAGERS (SAFETY EMPLOYEES) -

WIDOWS/WIDOWER AND DEPENDENT BENEFITS
A. Medical and Dental Insurance Benefits
The City shall provide insurance or funds equal to the City's contribution for active sworn safety management unit employees for medical and dental insurance for the qualified spouse and/or qualified dependents, as currently covered by the City's medical and dental insurance plans, of any Sworn Fire Manager and Sworn Police Manager who dies while on active duty from injuries incurred while performing his or her job duties or who dies as a direct cause of such injuries. The maximum amount of the subsidy shall not exceed the City's contribution for such insurance provided to active employees covered by this Memorandum of Understanding.
147 of 307

ARTICLE FOUR
59 B. Eligibility

1. Only a spouse and/or dependents of Sworn Fire Managers and Sworn Police Managers covered as qualified dependents under an employee's Medical and Dental Insurance plans, at the time of death, shall be eligible for the insurance or subsidy.

2. Upon application by a spouse and/or dependents for this benefit, the Chief Human Resources Officer shall make a determination of eligibility. Such determination shall be final and binding and not subject to further appeal.

3. Unborn children of the deceased Sworn Fire Manager and Sworn Police Manager will be eligible for dependent status upon birth.

C. Limitations

1. Qualified spouses and dependents will receive benefits or payments not to exceed those benefits for which they otherwise would be independently qualified. (For example, spouse alone is eligible for the employee only benefits contribution. Spouse plus one dependent is eligible for the employee plus one benefit contribution and spouse plus two dependents is eligible for family benefit contribution).

2. The qualified spouses and/or dependents as described are subject to all terms, conditions and limitations set forth in this Memorandum of Understanding, and the City's medical and dental insurance plans.

3. a. Should qualified spouses and/or dependents lose eligibility to participate in the City's plans, the City may elect, at its choosing, to purchase similar insurance or substitute a cash payment not to exceed the City's portion of the active employee's contribution to which the qualified spouse and/or dependents are eligible to receive.
b. If the City does not provide a replacement insurance policy, the City may elect to reimburse the qualified spouse and/or dependents for other insurance purchased up to the maximum benefit said spouse and/or dependents are eligible to receive. c. When a qualified spouse and/or dependents are covered by medical and dental insurance policies provided by a subsequent employer, the qualified spouse and/or dependents shall receive a supplemental reimbursement not to exceed the difference between that portion of premiums paid for by the subsequent employer and the total premiums for such insurance. The amount of each supplemental reimbursement shall not exceed the maximum benefit the spouse and/or dependents are eligible to receive.
d. The City shall have the right to request documentation and proof of payment of any reimbursed insurance premiums.

4. The benefits or subsidy to the spouse shall cease upon attaining the age of 65. 148 of 307

ARTICLE FOUR
60 5. These provisions and benefits are not applicable to members who were not on duty at the time of injury, which resulted in their deaths.

D. Funeral Expenses
The City shall expend a sum not to exceed seven thousand five hundred dollars ($7,500) for funeral expenses to the heirs of any Sworn Fire Manager and Sworn Police Manager covered by this Memorandum of Understanding who dies while on active duty from injuries incurred while performing his or her job or who dies as a direct cause of such injuries. This benefit is not applicable to members who were not on duty at the time of injury, which resulted in their death. This amount includes the amount of five thousand dollars ($5,000) already available for this purpose in accordance with California State Labor Code Section 4701.

E. PERS Medical Option – Govt. Code 22820
In addition to the above, California Government Code 22820 (AB 215) enables the participation in medical insurance plans available through the Public Employees’ Medical & Hospital Care Act (PEMCHA) for the surviving spouse or other eligible family members of eligible Sworn Fire and Police employees whose death occurred as a result of injury or disease arising out of or in the course of his or her official duties.

XI. SAFETY ITEMS (All Managers)
All Managers shall comply with all applicable safety requirements as informed by management.

Disciplinary action shall be taken for non-compliance with these safety requirements.

XII. MEAL REIMBURSEMENT (All Managers)
A. All Managers shall receive meal reimbursement on a daily basis in accordance with the California Per Diem rates, exclusive of alcoholic beverages for City approved travel, pursuant to City policy.

B. General Managers eligible for overtime shall receive a per diem rate of thirteen dollars ($13.00), which will be included on the employee’s paycheck (subject to IRS deductions) as set forth below:

1. Emergency Call Back: In excess of four (4) hours and with less than two (2) hours notice, meal reimbursement shall be provided, and also for each time period in excess of four (4) hours worked thereafter.

2. Early Call-In: Meal reimbursement shall be provided if an employee is called in early with less than two (2) hours advance notice.
149 of 307

ARTICLE FOUR
61 3. Extended Shift: Meal reimbursement shall be provided for an employee who works in excess of three (3) hours prior to or past the normal expiration time of the shift and for each four (4) hour time period following the normal expiration of the regularly scheduled shift worked thereafter.

XIII. MANDATORY STATION MEAL (“MESS”) PARTICIPATION (SWORN FIRE MANAGERS) Unit employees in the classification of Fire Battalion Chief assigned to the Operations Section shall be required to participate in station meals (“mess”) unless religious, dietary, medical considerations, or other good causes as determined by the Fire Chief preclude them from participating.

XIV. EDUCATIONAL REIMBURSEMENT (All Managers)
A. Eligibility
When any Manager enrolls in a lower and/or upper division or graduate level university course or other course of college level, which course of study is directly related to such employee's work and has received prior approval of the department head, payment of one-half of the tuition and one-half of the cost of required course books for same may be made to the employee upon successful completion of said course.

B. Limitations

1. The aggregate total a Manager may be reimbursed by the City for their educational courses may not exceed twenty thousand ($20,000) per each five (5) years of their full-time salaried employment with the City. Beginning with the first day of employment, employees are eligible to receive this benefit for each five (5) year cycle (1-5, 6-10, 11-15, 16-20, etc.)

2. This benefit is non-accumulative and must be used within each 5 year cycle.

3. The payment of the reimbursement may not exceed ten thousand dollars ($10,000) per year.

C. Repayment to City if Terminated Within the Year of Study In the event such reimbursed employee leaves the employment of the City for any reason, except layoff, within a period of one year following the completion of such course of study, the amount paid by the City for such tuition and books shall be repaid to the City by having the Director of Finance deduct same from the severance pay or last salary paycheck of such employee.
150 of 307

ARTICLE FOUR
62 XV. MANAGEMENT PROFESSIONAL DEVELOPMENT/PHYSICAL FITNESS MEMBERSHIP (All Managers)
The City shall compensate all unit employees (General and Sworn Managers) the amount of four hundred fifty dollars ($450) per fiscal year for the cost of membership for themselves and their families in a physical fitness facility or program, a wellness program, the employee’s membership in the Glendale Chamber of Commerce, the employee’s membership in a Glendale civic organization, for annual physical examinations, stress EKG examinations, related physical fitness exercise equipment, fitness related safety equipment, and/or activities relating to professional development, including job-related training programs, seminars, and conference registration. The $450 payment shall be paid to all active unit employees on the first pay period of June within each year of the term of the MOU.

XVI. MILEAGE REIMBURSEMENT PLAN (All Managers)
A. Formula
The following plan is the mileage reimbursement for City employees using personal vehicles for authorized City business approved by management.

1.Reimbursement Rate
The mileage reimbursement shall be based on the standard Internal Revenue Service (IRS) reimbursement rate. Mileage records shall be maintained on forms approved by management.

2.Limitations
a. Mileage reimbursement should not be interpreted as being the rate of reimbursement received for travel as set forth in the City's Administrative Policy Manual.
b. Any Manager using their own personal vehicle for City business and who receives a mileage reimbursement or monthly auto allowance must maintain a valid California driver’s license and automobile insurance on the vehicle they use for City business and must show proof of such upon request of supervision or management.

B. Monthly Auto Allowance

1. The Director of Finance shall pay a monthly automobile allowance to certain Managers in amounts authorized by the City Manager. The amount of the automobile allowance for selected Managers is set forth and determined by the City Manager.

2. This allowance will cease when any Manager receiving an auto allowance is assigned a City vehicle to conduct his/her City business.
151 of 307

ARTICLE FOUR
63 XVII. EMPLOYEE DRIVER'S LICENSE REQUIREMENTS (All Managers) A. Driver's License Requirements
All Managers who are in a classification which requires the possession and maintenance of a valid California driver's license and/or are required to drive a vehicle for the City are required to inform their department management on the first working day after official notification of a conviction which results in a restriction, suspension, or revocation of their said driver's license.

B. Vehicle Code Violations
Any Manager covered in "A" above shall be required, when convicted of driving under the influence of alcohol or drugs, to meet at least once with the City employees' assistance counselor for substance abuse counseling.

C. Consequence of Non-compliance
Failure by all Managers to comply with any of the provisions set forth in this Section (XVII, A, B) shall be grounds for disciplinary action up to and including removal.

XVIII. AIR QUALITY MANAGEMENT DISTRICT (AQMD) REGULATIONS (All Managers) It is acknowledged that both parties understand that the City must comply with the regulations issued by the Air Quality Management District (AQMD). It is further understood the City must meet and confer with the GMA before implementing any necessary changes to meet these regulations.

XIX. PARKING (All Managers)
Free parking is provided for employees as available. Parking permits are required of unit employees who wish to park in City lots.

XX. MISUSE OF BENEFITS (All Managers)
All Managers who fraudulently gain or fraudulently attempt to gain for themselves or others by deception, omission, or fraud the benefits of the City's Workers' Compensation, retirement, medical, dental, or psychological insurance policies or any other benefit which they would not otherwise be entitled to shall be subject to: a) denial of requested benefits; and/or b) disciplinary action up to and including removal.
152 of 307

ARTICLE FIVE
64 ARTICLE FIVE

LEAVE POLICY
I. HOLIDAYS
A. Holiday Leave Hours (All Managers)
(1) Each January 1st, full-time unit employees, excluding unit employees who receive holiday-in-lieu pay, upon becoming eligible are eligible for up to one hundred and twenty-four (124) hours of paid holiday leave per calendar year to be used for eleven (11) City designated holidays as they occur and unallocated Holiday hours as further defined in this article.

B. City Designated Holidays (All Managers)
The following are the City’s designated holidays:
•New Year's Day (first day of January)
•Martin Luther King, Jr. (third Monday of January)
•Washington's Birthday (third Monday in February)
•Memorial Day (last Monday in May)
•Juneteenth Day (nineteenth day of June)
•Independence Day (fourth day of July)
•Labor Day (first Monday in September)
•Veteran's Day (eleventh day of November)
•Thanksgiving Day (fourth Thursday in November)
•Friday following Thanksgiving Day
•Christmas Day (twenty-fifth day of December)
C. Use of Designated Holidays Leave Hours (All Managers) For the designated holidays, holiday leave shall be utilized in amounts equal to the employee’s normal scheduled work shift on those days when the employee would have worked.

D. Remaining Holiday Leave Hours (All Managers)
Any remaining holiday leave hours not used for these designated City holidays shall be used in a manner consistent with the unallocated leave policy as set forth in this article.

E. Christmas/New Year’s Day - Public Works Integrated Waste and Mechanical Maintenance Divisions (General Managers)
Management and Mid-Management employees in the Integrated Waste and Mechanical Maintenance sections shall not work on Christmas or New Year’s Day when their staffs do not work.
153 of 307

ARTICLE FIVE
65 F. Holiday In-Lieu Pay (Sworn Fire Managers)
Sworn Fire Managers assigned to work the fifty-six (56) hour Fire Operations schedule are not eligible for holiday time off. Sworn Fire Managers working the fifty-six (56) hour work schedule are compensated with twelve/twelfths (12/12) of one day per calendar month paid on a straight base fifty six (56) hour rate, in lieu of holiday time off. For this provision, a day shall be deemed to be a period of twelve (12) hours. Effective the adoption of the MOU between the City and Sworn Fire managers (August 28, 2018) and the pay period which includes August 28, 2018, Holiday In-Lieu pay shall be incorporated into the base salary.

G. Mandatory Holidays (Sworn Police Managers)
All Sworn Police Managers, except Patrol and Traffic, when required to work on a mandatory holiday, shall be compensated at straight time. Affected Sworn Police Manager’s holiday time bank shall not be debited when required to work a mandatory holiday. The mandatory holidays are as follows: 1) January 1 (New Year’s Day; 2) Third Monday of January (MLK Day); 3) Last Monday in May (Memorial Day); 4) July 4 (Independence Day); 5) First Monday in September (Labor Day); 6) Fourth Thursday in November (Thanksgiving Day); and 7) December 25 (Christmas Day).

H. Unallocated Holiday Leave Utilization (All Managers)

1. Holiday leave time not expended for the ten city designated holidays shall be unallocated holiday leave. Unallocated leave shall be approved at such time as is mutually agreeable to the employee and the employee's department head. Leave payment shall be charged against employee available holiday leave hours accrued.

2. A newly hired salaried Manager must be employed by the City sixty (60) calendar days in a calendar year before becoming eligible for holiday leave other than on a designated holiday.

3. Managers who terminate their employment with the City may utilize any holidays up to their last day of employment with the City.

4. Any Manager using so much holiday leave that insufficient leave remains to cover the ten city designated holidays shall be required to utilize vacation, compensatory time or unpaid leave of absence to cover the designated holiday.

I. Holiday Cash-Out
When management is unable to allow Managers to take their holiday leave because of operational necessity or other related reasons before December 31 of each calendar year, the City shall pay:
154 of 307

ARTICLE FIVE
66 1. General Managers up to eighteen (18) hours of unused holiday leave.

2. Police Managers (General) and Sworn Fire Managers, up to thirty-two (32) hours of unused holiday leave.

3. Sworn Police Managers may cash out up to sixty (60) hours of unused holiday leave.

4. This payment shall be made on the second pay date of January of the following calendar year.

J. Holiday Occurrence on Saturday or Sunday (All Managers)

1.Friday Holiday
The Friday immediately preceding any regular holiday that falls on a Saturday shall be deemed to be a holiday.

2.Monday Holiday
The Monday immediately following any regular holiday that falls on a Sunday shall be deemed to be a holiday.

K. Holiday Scheduling (All Managers)
The City reserves the right to require employees to work on designated holidays.

L. Twenty-Fourth of December

1.City Offices Open (All Managers)
a. When December 24th occurs on a Monday through Thursday, when City offices are scheduled to be opened, all City offices including Libraries, shall close at 12:00 p.m.
b. All Managers eligible for this leave shall work one-half (1/2) of their normally scheduled work shift on this day.
c. That part of December 24th from 12:00 p.m. to 6:00 p.m. shall be and is hereby designated a holiday.
d. Integrated Waste Section employees whose 9/80 day off falls on a day other than a Friday and whose normal day off falls on December 24th shall be eligible for four and a half (4 1/2) hours of compensatory time to be taken at another time mutually agreed to by the employee and management.
e. Only unit employees actually scheduled to work on December 24th are eligible for the holiday.
155 of 307

ARTICLE FIVE
67 2.Sworn Fire Managers and Sworn Police Managers
Said holiday shall not apply to the Managers in the operation of the Fire and Police Department, whose functions are essential to the public welfare as designated by management.

M. Holiday Leave Limitation (All Managers)

1.All Managers
No Manager shall receive any holiday pay if they use more than four hours (4) of leave of absence without pay either the work day before or the work day after the holiday except as set forth in City Family and Medical Leave Act (FMLA) Policy.

2.General Managers
General Managers who terminate employment before the end of the calendar year shall only be eligible to receive holiday leave hours covering those holidays chronologically occurring prior to their termination and shall also receive up to eighteen (18) hours cash-out of unused holiday leave. All mandatory holidays occurring after termination shall be forfeited.

3. Sworn Fire Managers
Sworn Fire Managers who terminate employment before the end of the calendar year shall only be eligible to receive holiday leave hours covering those holidays chronologically occurring prior to their termination and shall also receive up to thirty two (32) hours cash-out of unused holiday leave. All mandatory holidays occurring after termination shall be forfeited.

4.Sworn Police Managers
Sworn Police Managers who terminate employment before the end of the calendar year shall only be eligible to receive holiday leave hours covering those holidays chronologically occurring prior to their termination and shall also receive up to sixty (60) hours cash-out of unused holiday leave. All mandatory holidays occurring after termination shall be forfeited.
156 of 307

ARTICLE FIVE
68 II. SPECIAL DAYS OF OBSERVANCE (All Managers)
A. Definition
A special day of observance, day of mourning, or a like day of participation, when so declared by Council by resolution, shall have the same legal effect as a holiday, and during such day or portion thereof so declared, City offices shall be closed, except those offices providing services essential to the public welfare.

B. Schedule
Unless specifically declared otherwise by the City Council, such day shall be between the hours of 7:30 a.m. and 5:30 p.m.

C. Eligibility
Only Managers scheduled to work on a special day of observance and not rendering essential services shall have the day off with pay.

D. Compensation
All Managers whose services are declared to be essential by the City Manager shall work during such day or portion thereof, and shall receive straight time pay in addition to regular pay for each hour worked.

III. VACATION
A. Vacation Earned (General Managers and Sworn Police Managers) General Managers and Sworn Police Managers compensated on a monthly basis shall be provided with vacation earnings to be based on the following schedule:

Years of
Full-Time
Service
Annual # of
Hours Eligible
to Earn
Monthly Accrual
# of Hours Per
Month
Year 1 through 4
(start through 48 months)
1-4 80 hours 6.667 hours
Beginning year 5
(49 months through 168 months)
4-14 120 hours 10.000 hours
Beginning year 15
(169 months and thereafter for
General Managers)
Beginning year 20 (228 months
and thereafter for Sworn Police
Managers)
14 19
160 hours
200 hours

13.333 hours

16.67 hours
157 of 307

ARTICLE FIVE
69 B. Vacation Earned (Sworn Fire Managers)
All Sworn Fire Managers shall be compensated monthly with vacation earnings to be based on the following schedule. There is no additional vacation hours credited on the anniversary hire date of the unit employee.

Years of Full-Time Service Annual Shifts (hours) Monthly Accrual Year 1 through 4 6 shifts (144 hours) 12.0 hours
Beginning year 5 9 shifts (216 hours) 18.0 hours
Beginning year 10 10 shifts (240 hours) 20.0 hours
Beginning year 15 11 shifts (264 hours) 22.0 hours
Beginning year 20 12 shifts (288 hours) 24.0 hours

1.40-Hour Work Week Schedule
Sworn Fire Managers in the classifications of Assistant Fire Chief, Deputy Fire Chief and Fire Battalion Chief on administrative assignment, working on a regular 40-hour work schedule, shall be compensated on a monthly basis with vacation earnings based on the schedule provided in B above.

2.VTO’s Policy and Telestaff Program
Sworn Fire Managers vacation leave must be taken in accordance with the VTO’s Policy and the Telestaff Program.

C. Limitations (All Managers)

1. Vacation is earned and awarded monthly and is computed on the basis of the annual hours divided by the number of months per year.

2. No vacation hours shall be credited for a month in which the employee has been on a leave of absence without pay, excluding disciplinary suspensions without pay, during the majority (50%+) of the month.

3. All vacations shall be taken at such time as approved by the department head.

4. Vacation leave may be taken in increments of one-quarter (1/4) hour or more as approved by management.

5. New Managers will accrue vacation time commencing with the first day of employment as a salaried Manager but this vacation time is not vested nor may it be taken or cashed-out unless the unit employee completes one (1) year of service with the City. This means on the thirteenth (13th) month of salaried full-time service with 158 of 307

ARTICLE FIVE
70 the City, the eligible new Manager will have accumulated and be eligible to use eighty (80) hours and accrue vacation time on a monthly basis thereafter.

6. Any Manager, who is laid off during their first year of employment and is then rehired within a one (1) year time period, shall have their service time earned prior to their lay off apply toward their service time eligibility for vacation benefits earned.

D. Prior Service (All Managers)
For the purpose of computing vacation time, "total service" means and includes all full- time service with the City prior to any resignation or retirement as well as the service of a unit employee following re-employment.

E. Vacation Accumulation (All Managers)
All Managers may accumulate up to four (4) years of unused vacation leave. Once four (4) years of accumulated vacation leave is accrued, the employee stops accruing additional vacation time until the leave is utilized and the accumulated time is reduced to below the maximum accrual limits. In extreme circumstances whereby a unit employee is unable to utilize sufficient vacation leave due to workload, operational necessity, or prolonged illness or injury, the unit employee may request an exception to the vacation accrual limits as designated by the department head and approved by the City Manager.

F. Annual Vacation Cash-Out (All Managers)
By December 15 (the first year being 2021) of each year, General Managers and Sworn Fire Managers may make an irrevocable election to cash out up to 160 hours of vacation which they can accrue per year which will be earned in the following calendar year at the employee’s base rate of pay; Sworn Police Managers may make an irrevocable election to cash out and/or convert to their 457 deferred compensation plan (within plan limits) up to 200 hours of vacation which they can accrue per year which will be earned in the following calendar year at the employee’s base rate of pay. In the following year, the employee can receive the cash for the leave they irrevocably elected to cash out in the first pay period of December.

If an employee’s vacation time off leave balance is less than the amount the employee elected to cash out (in the prior calendar year), the employee will receive cash for the amount of leave the employee has accrued at the time of the cash out.

If an employee makes an irrevocable election to cash out vacation time off in the following calendar year and uses such leave in that subsequent year, the vacation or compensatory time off leave used will come from the leave the employee had earned prior to January 1 of the year the employee has elected to cash out vacation or compensatory time off. This is to ensure that assuming an employee had a vacation leave time off balance prior to January 1, the leave used will not result in a reduction in the amount of leave the employee will be eligible to cash out.
159 of 307

ARTICLE FIVE
71 An employee who has an “unforeseen emergency” (defined as an unanticipated emergency that is caused by an event beyond the control of the employee and that would result in severe financial hardship to the employee if early withdrawal were not permitted) shall be entitled to make a request to the Chief Human Resources Officer for a payoff of accrued vacation time off of up to a total of 160 hours for General Managers and Sworn Fire Managers, and up to a total of 200 hours for Sworn Police Managers.

G. Vacation Cash-Out at Termination / Retirement – RHSP (All Managers)

1. All Managers will have all of their accumulated vacation hours placed into their RHSP account upon their retirement subject to IRS regulations.

2. Further details on unused accumulated vacation leave and RHSP are set forth in Article Four of this agreement.

H. Vacation Conversion to Sick Leave (Sworn Fire Managers) Sworn Fire Managers may make a one-time request to convert any amount of accrued vacation leave to sick leave. The conversion will occur at a rate of one (1) vacation leave hour equivalent to two (2) sick leave hours. The employee requesting conversion shall notify the Chief Human Resources Officer stating the number of vacation leave hours to be converted. The Chief Human Resources Officer will acknowledge the request, and forward the request to the Finance Department for processing.

I. LEAVE OF ABSENCE - SWEARING-IN CEREMONY - U.S. CITIZENSHIP (All Managers) In recognition of all Managers receiving their United States citizenship, the City proudly recognizes their new citizenship status and eligible employees shall be granted leave of absence with pay to attend the Swearing-In Ceremonies.

V. SICK LEAVE
A. Sick Leave Benefit (All Managers)
Sick leave is a benefit and not a right and is to be utilized by employees who are unable to work because of an injury or illness not arising out of the course of their employment, except as provided otherwise in this article.

B. Sick Leave Accumulation Plan (All Managers)

1. Employees shall accrue eight (8) hours sick leave for each major portion of a month worked in a calendar year, up to ninety six (96) hours each year, except as provided for in this agreement.

2. Service time prior to any resignation, retirement, or removal from employment of the City shall not thereafter be considered for any leave accumulation (credits) except in 160 of 307

ARTICLE FIVE
72 the case of a Manager reinstated. Managers reinstated subsequent to resignation shall have reinstated to their credit any accumulated sick leave hours lost because of such resignation.

C. Sick Leave Accumulation Plan (Sworn Fire Managers)

1. Sworn Fire Managers assigned to Fire Operations (56-hour week) shall accrue twelve (12) hours sick leave for each major portion of a month worked in a calendar year, with a maximum accrual of one hundred forty four (144) hours for each calendar year.

D. Sick Leave to Compensatory Leave Transfer Plan (Sworn Police Managers)

1. All Sworn Police Managers with a minimum of 600 hours in their sick leave bank may, on an annual basis, transfer up to 96 hours of sick leave into their comp time bank. Said transfer shall be subject to the same comp time pay out limitations as set forth in Section VIII of Article Three and must be made after the completion of an irrevocable election to transfer the sick leave hours. Sick leave hours transferred to comp time must be hours accrued in the preceding calendar year for which unit employees intend to transfer. The election to transfer sick leave hours into the unit employees’ comp time bank shall be made by December 15 of each year, and the actual transfer will occur in the first pay period of December.

E. Limitations (All Managers)

1. Sick leave shall not be accrued for time during which a unit employee is on leave of absence from duty without pay.

2. Sick leave shall be approved by management based on the sick leave policies of the City. The City may require special medical evaluation prior to allowing an employee to return to work as outlined in the City’s sick leave policy.

3. Any illness or injury extending more than five (5) full working days for Managers must receive authorization to return to work by a physician of the City’s contract clinic.

4. All Managers re-employed from a lay-off list shall have all previously accrued sick leave credit added to their accumulated sick leave balance.

F. Department Notification (All Managers)

1. All Managers who are absent from work due to illness or injury shall promptly notify their supervisor or department head daily of this fact, in advance. Each department may have further requirements regarding the reporting of absences from work due to illness or injury. This may include requiring the employee to provide proof of illness or injury to Employee Health Services, based on the sick leave policies of the City. 161 of 307

ARTICLE FIVE
73 2. Management shall exempt employees from these requirements provided the unit employee:
a. is in a medical facility; or
b. has an industrial disability which has been determined to be permanent and stationary by a licensed medical physician and prohibits return to duty; or c. other arrangements, locations, or conditions have been authorized by management.

3. Failure to comply with the requirements of this article shall be grounds for disciplinary action, which could include dismissal from the City.

G. Misuse of Sick Leave (All Managers)
No Manager shall misuse, feign, and/or misrepresent any illness or injury or deceive any other employee, supervisor, or any representative of the City as to their real condition for the purpose of remaining away from scheduled work assignments. Should this misuse, feigning, or misrepresentation of illness or injury be proven, disciplinary action shall be taken, which could include dismissal from the City.

H. Use of Accumulated Sick Leave (All Managers)
In addition to illness or injury, accumulated unused sick leave may be used by a unit employee for:

1. Temporary disability as outlined in this agreement.

2. Family care leave as outlined in this agreement.

3. At retirement, accumulated sick leave hours will be transferred to the RHSP account as set forth in Article Four or converted to PERS Sick Leave Credit under the provisions of Govt. Code 20965.

I. Family Care Leave with Pay - Utilize Sick Leave

1.All Managers
Family care leave shall be defined as whenever the Manager's presence with the family is needed because of illness or medical conditions with their spouse or family, including the care for newborns. Family Care Leave will be charged against the employee’s accumulated sick leave. “Family” shall mean spouse, employee's child or parents, or spouse’s child or parents, siblings, grandparents or grandchildren, or spouse’s siblings, grandparents or grandchildren, domestic partner or any other relative residing in the same household as employee.
162 of 307

ARTICLE FIVE
74 2.General Managers and Sworn Police Managers
A maximum of forty eight (48) hours may be granted in each calendar year.

3.Sworn Fire Managers
Sworn Fire Managers on a 56-hour schedule may utilize a maximum of seventy two (72) hours each calendar year.

4.Facts Justifying Absence (All Managers)
Management must be furnished reasonable evidence of the illness.

VI. BEREAVEMENT LEAVE
A. Definition (All Managers)
Bereavement leave shall be defined as whenever any unit employee has experienced a death, or critical illness where death appears to be imminent in the immediate family, defined as the spouse, the employee's or employee's spouse's mother or father, stepmother or stepfather, brother or sister, child, grandparents, grandchildren, son-in- law, daughter-in-law, brother-in-law, sister-in-law, "step" relatives as described above, the employee’s registered domestic partner or any other relative of the employee or employee's spouse residing in the same household or who has resided with the employee in the same household for three (3) out of the last five (5) years.

B. Leave With Pay

1.General Managers and Sworn Police Managers
a. General Managers and Sworn Police Managers may be granted bereavement leave with full pay not to exceed a total of three (3) working days (40 hour schedule) per occurrence as approved by department management. b. Effective the pay period beginning October 10, 2021, General Managers shall be granted a total of four working days of bereavement leave with full pay per occurrence as approved by department management.

2.Sworn Fire Managers
Sworn Fire Managers on a 56-hour schedule may be granted bereavement leave with full pay not to exceed a total of two (2) working shifts (up to 48 hours) per occurrence as approved by department management.

C. Facts Justifying Absence (All Managers)
163 of 307

ARTICLE FIVE
75 The unit employee must submit an approved declaration or other evidence acceptable to department management justifying such absence.

D. Not Applicable if on Sick Leave (All Managers)
Bereavement leave shall not apply to Managers on sick leave at the time of the incident.

VII. MANAGEMENT/MID-MANAGEMENT LEAVE (All Managers)
A. Management and Mid-Management employees serve in leadership roles for our City organization. It is expected that the accomplishments of their duties will require a certain amount of additional work time with no expectations of additional compensation.

Management and Mid-Management paid leave benefits as described in this Section are intended to recognize that additional work is required but is not intended to reflect compensation for such work.

All Managers are eligible for Management and Mid-Management Leave granted by the City Manager as recognition for working unusually long hours. Approval of the use of Management and Mid-Management Leave is at the discretion of the Department Head within each Department; however, such approval will not be unreasonably withheld.

1. Assistant department heads may be eligible for up to one hundred (100) hours of Management Leave, per calendar year, as approved by the City Manager.

2. Management employees may be eligible for up to eighty (80) hours of Management Leave per calendar year, as approved by the department head.

3. Mid-Management employees may be eligible for up to sixty (60) hours of Mid- Management Leave per calendar year, as approved by the department head.

4. Department Heads may grant their Management or Mid-Management employees up to twenty (20) additional hours of Management Leave on an annual basis, in recognition of excessive time commitments to their jobs. However, total Management or Mid-Management Leave may not exceed one hundred (100) hours annually.

5. Police Sworn Managers may be eligible for up to one hundred (100) hours of Management Leave per calendar year, as approved by the department head.

6. The City and the GMA will commit to an ongoing review of alternatives to requiring Managers to regularly work excessively long hours. These alternatives should include, but not be limited to the following.
a. Departments and Management employees will be encouraged to use flex scheduling in lieu of excessively long hours when feasible. 164 of 307

ARTICLE FIVE
76 b. Departments with excessive management workloads will consider acting pay assignment and/or overtime for lower classification employees. c. Management Merit bonus pay will be considered as an alternative when a Manager cannot take Management Leave due to work demands (contingent on the affected Manager’s overall job performance).
d. Departments will evaluate the feasibility of adding full-time salaried position(s) if the excessive workload is a regular and recurring necessity of the department’s operations.

B. Limitation
Management and Mid-Management employees are not eligible for overtime. On an exception basis, certain positions may be eligible to receive overtime compensation as designated by the department head and approved by the City Manager.

VIII. WORKERS' COMPENSATION
A. Workers’ Compensation Leave

1.General Managers
General Managers compelled to be absent from duty because of injury or illness arising out of and in the course of employment shall receive a paid leave of absence not to exceed three hundred twenty (320) hours (8 weeks).

2.Sworn Fire Managers and Sworn Police Managers
Sworn Police Managers and Sworn Fire Managers may receive full salary continuance for up to one year, as provided by section 4850 of the Labor Code.

B. Temporary Disability (All Managers)

1. If a Manager is entitled to receive temporary disability indemnity under Division 4 of the California Labor Code, such Manager may elect to supplement statutory disability payments with any accumulated sick leave, compensation time, unused holiday leave and/or vacation leave benefits when added to the temporary disability indemnity will result in a payment equal to full salary and City paid Deferred Compensation.

2. This full salary shall not exceed the employee's base earnings and City paid Deferred Compensation that were in effect as of the date of illness or injury.

3. When a Manager elects this option, paid leave benefits, including sick leave, vacation leave, compensation time, holiday leave time, continue to accrue, consistent with these leave policies.
165 of 307

ARTICLE FIVE
77 C. Additional Temporary Disability Benefit (General Managers)

1. After a Manager exhausts all the benefits they are eligible for in Article Five, Sections VIII, A and B, and the employee continues to be temporarily disabled, he/she shall receive, for a period not to exceed six months, additional compensation which when added to the statutory disability rate results in a payment equal to two-thirds of full base salary and City paid Deferred Compensation for such period.

2. This full salary shall not exceed the employee's base earnings that were in effect as of the date of illness or injury.

3. General Managers may elect to not use all of their accrued vacation time up to eighty (80) total hours before being eligible for this benefit.

D. Statutory Benefits Follow Additional Benefits (All Managers) If a Manager has exhausted his/her benefits under Article Five, Sections VIII A,B and C, and if the employee is still temporarily or permanently disabled, he/she shall receive statutory temporary disability benefits in effect at the date of illness or injury.

E. Outside Employment and Medical Limitations (All Managers)

1. All outside employment must be approved by management pursuant to City and departmental rules and regulations.

2. During convalescence and/or modified work assignment, it shall be expressly forbidden for a unit employee to engage in any outside employment that would interfere with their convalescence.

F. Sick Leave Augmentation of Temporary Disability (All Managers)

1. When a Manager uses sick leave credit to augment temporary disability indemnity because of an injury compensable under the State Labor Code and the City is reimbursed by a third person for its damages by reason of such use, there shall be credited to the employee's sick leave account, sick leave equivalent to the amount so used or proportionately, if reimbursement is only in part.

2. If the City does not collect from the third person the full amount of the compensation paid and other damages to which it is entitled, and if the amount collected is not itemized so that there may be ascertained the amount collected in reimbursement for the sick leave used, the sick leave to be credited shall be in the same ratio to the sick leave used as the total amount collected bears to the total amount of the City's damages.
166 of 307

ARTICLE FIVE
78 G. Workers’ Compensation – Diagnostic Examinations (Fire and Police Sworn Managers) Upon request of the treating physician, and with the approval of the Chief Human Resources Officer, Fire and Police Sworn Management employees will receive recommended diagnostic examinations, including but not limited to MRIs, EMGs (excluding surface EMGs), CT-Scans and EKGs. When said diagnostic examinations can reasonably reduce lost time and overtime expenditures, approvals will be granted expeditiously.

IX. JURY DUTY
A. Notification/Summoned (All Managers)
Any Manager who is summoned to serve on jury duty shall immediately notify their supervisor and provide written evidence of notice or of summons. The employee shall receive their regular salary limited to ten (10) working days annually. All Managers participating in the juror telephone call-in system shall immediately notify their supervisor of their next-day jury duty obligation when known and make appropriate mutually agreed to work schedule changes.

B. Accommodation of Jury Leave (All Managers)
The Manager's Department Management shall accommodate their employee's work schedule while assigned to Jury Duty, such as being assigned to day shift (Monday through Friday - 6:30 a.m. - 6:30 p.m.).

C. Jury Fees (All Managers)
All fees earned by Managers in return for their service as a juror may be kept by the employee.

D. Jury Time Extension (All Managers)
The allotted jury time may only be extended should a formal request be submitted to the City Manager by the Jury Commissioner.

E. Sworn Safety Jury Duty Shift Conflict

1.Sworn Fire Managers and Sworn Police Managers
An employee assigned to jury duty which consists of hours that are included during their normal tour of duty shall immediately return to work upon their release from jury duty.
167 of 307

ARTICLE FIVE
79 2. Sworn Fire Managers
A Sworn Fire Manager performing jury duty during hours other than their normal work shift shall consider the following jury duty to be their complete tour of duty for that particular day:
a. 8-hour or 40-hour work schedule: 6 hours;
b. 24-hour work schedule: 12 hours

3.Sworn Police Managers
A Sworn Police Manager performing jury duty during hours other than their normal work shift shall consider the following jury duty to be their complete tour of duty for that particular day:
a. 8-hour or 9/80 work schedule: 6 hours;
b. 10 or 10-1/2 hour work schedule: 7 hours;
c. 12-1/2 hour work schedule: 8 hours.

However, if the jury time is less than the times described above, then the unit employee shall report for completion of a normal work shift.

X. MILITARY LEAVE (All Managers)
A. Eligibility

1. Military leave of absence with pay shall be granted to permanent Managers who have been employed with the City for one year or more when called to active military duty.

2. Managers with less than one year shall receive military leave of absence without pay.

3. Military leave with pay shall not be granted to Managers on weekend assignment or advance party on weekend assignment and inactive duty training.

B. Length of Military Leave with Pay
Eligible Managers shall be entitled to military leave of absence with pay for the first thirty (30) days of active military duty.
168 of 307

ARTICLE FIVE
80 XI. OTHER LEAVES - WITHOUT PAY (All Managers)
A. Leave of Absence Without Pay - Up to Seven (7) Days
Department heads may grant a leave of absence without pay to all Managers for periods of up to seven (7) calendar days in any month.

B. Leave of Absence Without Pay - Excess of Seven (7) Days Department heads may grant leaves of absence without pay to all Managers in excess of seven (7) calendar days in any month, with the approval of City Manager.

C. Leave of Absence Without Pay – Early Return
Any unit employee granted a leave of absence without pay may, with the approval of the Department Head and the City Manager, return to duty prior to the time fixed for the expiration of such leave.

D. Leave of Absence - Excess of Six (6) Months
Any Manager returning to work from any leave of absence in excess of six (6) months shall not be permitted to return to work until completing a physical examination and being released by Employee Health Services and/or Workers' Compensation Section, to return to work.

E. Limitations

1. Managers shall first utilize all of their accrued vacation, holiday, and compensatory time before a leave of absence without pay is granted, except as approved by department head, except as provided for in section XI-F.

2. Unit employees eligible for unpaid leave under the Family and Medical Leave Act (FMLA) Policy may elect to use such leave concurrent with accrued paid leaves.

F. Voluntary Furlough

1. The City and Association agree on a voluntary furlough program, which will enable salaried unit employees the ability to take pre-scheduled unpaid time off with the approval of the department head and the City Manager. If the request is approved, the following provisions apply:
a. Unit employees participating in the voluntary furlough program shall continue to receive full leave accruals and health benefits.
169 of 307

ARTICLE FIVE
81 b. Unit employees participating in the voluntary furlough program shall work a minimum of 75% of the month.
c. Voluntary furlough leave may be taken in increments of one hour or more. d. Unit employees on other leaves without pay (e.g. extended medical leave) during a pay period shall not be eligible for this program. This program is only available to unit employees who are in a paid status the scheduled workday before and after the voluntary furlough.
e. A voluntary furlough day that occurs in conjunction with a City holiday will not affect the unit employee’s right to be paid for that holiday. f. Unit employees participating in the voluntary furlough program shall not be required to exhaust all paid leaves prior to taking voluntary furlough leave. g. Furlough days will not alter a unit employee’s date of hire, length of service, seniority or step increase advancement.
h. Insofar as PERS retirement service credit is determined by the number of hours worked per year, it is the employee’s responsibility to monitor the effects of the voluntary furlough on future retirement benefits.
i. Participation in the voluntary furlough program shall be subject to the approval of the department head. Consideration for departmental workload, scheduling, coverage, operational necessity and other factors may be used as a basis for approving or denying a request. Voluntary furlough arrangements are subject to review on a regular basis and may be discontinued by either party under exigent circumstances.

XII. ELIGIBLE LEAVE BENEFITS (All Managers)
A. Accrual/Usage of Leave Benefits
All leave benefits (vacation, holidays, sick leave, bereavements or any other leaves) shall be accrued and taken in one-tenth (1/10 th) hourly increments based on current benefit accrual rates.

B. Leave of Absence - Family and Medical Leave Act (FMLA) Managers requesting unpaid Family and Medical Leave Act (FMLA) time off will be granted leave pursuant to the City's Family and Medical Leave Act (FMLA) Policy. 170 of 307

ARTICLE SIX
82 ARTICLE SIX

WORKING CONDITIONS
I. ALCOHOL AND SUBSTANCE ABUSE (All Managers)
A. Mutual Agreement
City and Association agree to mutually work together for the prevention of alcohol and substance abuse in the workplace for the benefit of the employees, City, and its citizens.

B. Determent, Detection and Treatment
The City and Association also will work together to support the City programs, policies, and procedures currently implemented to deter, detect and treat the problems of alcohol and substance abuse in the workplace, provided that such programs are consistent with the law. Such policies, programs, and procedures include but are not limited to the City's Employee Assistance Program, Medical Standards, Drug and Alcohol Educational and Training Programs, Policy of Consumption of Alcoholic Beverages and Illegal or Controlled Substances, Drug Screening for pre-placement candidates, safety sensitive promotional candidates, employee renewal of Class "A" and "B" Driver's licenses, and reasonable suspicion of employees under the influence on work time.

C. Support of EAP
The City and Association agree to encourage and support the rehabilitation of employees with alcohol and substance abuse problems through the constructive use of the Employee Assistance Program.

D. EAP Counseling
It is understood Voluntary EAP counseling sessions are confidential. Records kept under the Mandatory EAP Rehabilitation program shall be available only to those persons who administer the program or monitor and/or manage employees participating in the program.

II. TEMPORARY MODIFIED WORK PROGRAM (All Managers)
A. Eligibility
The City has a Temporary Modified Work Program for temporarily disabled and convalescing Managers. Any Manager who is temporarily incapable of performing his/her normal assigned duties because of an illness or injury may request assignment or be required by City management to participate in the temporary modified work program. 171 of 307

ARTICLE SIX
83 B. Limitations
Participation in the program is limited to unit employees who shall not:

1. Have an industrial disabling injury, disease, or sickness that exceeds a projected recovery date of 26 weeks from the date such temporary modified work program is scheduled to commence; or

2. Have a non-industrial disabling injury, disease, or sickness that exceeds a projected recovery date of 13 weeks from the date such temporary modified work program is scheduled to commence; or

3. Be in a Vocational Rehabilitation Plan approved by the City.

4. The time limitations as set forth in B-1 and B-2 above may be extended under extenuating circumstances if recommended by the department head and approved by the City Manager.

C. Application and Acceptance
Application for the program shall be in writing by the Manager when consideration is requested for the work program and by written direction when management requires the employee to participate. City management shall make a determination of admission to the program based upon such factors as:

1. The attending physician's release to temporary modified work program;

2. Availability of City-wide work stations suitable to accommodate the employee's specific limitations; and

3. The employee's ability to perform satisfactorily in a selected temporary assignment.

D. Outside Employment
During convalescence and/or modified work assignment, it shall be expressly forbidden for the employee to engage in any outside employment that would interfere with their convalescence.

E. Final Decision
The department head shall make the final decision based upon stated criteria, and the affected unit employee shall be notified in writing. In extenuating circumstances, the department head may grant a temporary modified work assignment in excess of the time limits provided in Section II-B (1-2) above.
172 of 307

ARTICLE SIX
84 III. PERMANENT MODIFIED WORK PROGRAM (All Managers)
The City offers a permanent modified work program, calling for either voluntary or mandatory program participation, for unit employees who have incurred job related illness or injury that has rendered them medically incapable of performing the essential functions and full range of duties within their classification. This program is contingent upon employees meeting the minimum requirements and essential job functions for alternative positions. The program provides an opportunity for unit employees to continue employment within the City when alternate positions are determined by Human Resources to be available.

IV. SWORN POLICE RETIREMENT BADGES (Sworn Police Managers) A. Issuance and Recall

1. The Police Chief, when requested in writing, shall issue a retirement badge to a retired Sworn Police Manager of the Police Department who:
a. Retires after completing twenty (20) or more years of active service for service retirement as a regular peace officer, or;
b. Receives a medical or psychiatric disability retirement after active service under honorable conditions as a regular peace officer for at least ten (10) years. The period of ten (10) years shall be determined from the day the officer assumed office to the last day actually worked, exclusive of all time off for the disability which caused the unit employee's retirement, unless;
c. Both the Police Chief and the Police Retirement Badge Review Committee determine that the retired Sworn Police Manager is not deserving of such issuance because:
i. Sworn Police Manager's employment records established while serving as a police officer for the City of Glendale reveal "censurable conduct" of major incident(s) under either the Police Department Manual or the City's Civil Service Rules and Regulations; or
ii. Sworn Police Manager's psychiatric condition is so impaired that issuance of an official police badge could be detrimental to the public safety.

2. The Police Chief shall issue a retirement badge to a retired unit employee of the Glendale Police Department who otherwise would not qualify under subsections l-a or l-b, if both the Police Chief and the Retirement Badge Review Committee determine that the retired Sworn Police Manager's record of conduct and service to the community and devotion to duty during his employment as a police officer were exemplary and now merit its issuance and it would not otherwise be denied by the provisions of sub-section 1-c.
173 of 307

ARTICLE SIX
85 B. Qualifications for Retirement Badge Recall

1. The Police Chief shall have the authority to recall any retirement badge whenever a retired Sworn Police Manager returns to active duty as a regular peace officer.

2. The Police Chief shall also have the authority to recall the issued retirement badge, subject to review and determination by the Police Retirement Badge Review Committee, when it has been determined that the retired Sworn Police Manager has abused the privilege of carrying a retirement badge in any of the following ways:
a. Using it or attempting to use it for a purpose other than intended. b. Allowing its use by others or exhibiting conduct which embarrasses the Glendale Police Department and the City of Glendale through the commission of a crime. c. Other conduct which would be unbecoming to a regularly employed peace officer of the City of Glendale.

C. Police Retirement Badge Review Committee
The Police Chief shall establish and maintain a Police Retirement Badge Review Committee.

D. Retirement Badge

1. The issuance and retention of a retirement badge is a privilege granted by the City of Glendale in recognition of service to its citizens and shall not be used for the purpose of personal gain.

2. The retirement badge shall display the word "Retired" plainly shown on such badge.

E. Retirement Badge Review Committee and Appeal Right - Incorporation Unit employees' appeal rights and the Retirement Badge Review Committee's selection, composition, terms of office, responsibilities, duties, authority, rules and procedural guidelines are expressed in existing written department policy captioned "Retirement Badge Review Committee" and are hereby incorporated by reference as if fully set forth herein.

V. OUTSIDE EMPLOYMENT (All Managers)
A. Approval By Management
All outside employment must be approved by management pursuant to City policy.

B. Medical Limitations
174 of 307

ARTICLE SIX
86 During convalescence and/or modified or permanent work assignment, it shall be expressly forbidden for a unit employee to engage in any outside employment that would interfere with their convalescence.

VI. PERSONAL APPEARANCE / DRESS STANDARDS (All Managers) The City reserves the right to establish and/or modify personal appearance standards for City employees.
175 of 307

ARTICLE SEVEN
87 ARTICLE SEVEN

DISCIPLINE AND GRIEVANCE PROCEDURE (ALL MANAGERS)
I. DISCIPLINARY ACTIONS
The following is a non-exhaustive list of disciplinary actions available to supervisors, under provisions of the City Charter, Glendale Municipal Code, and Civil Service Rules and Regulations:

A. Removal
B. Suspension without pay
C. Reduction in classification (Demotion)
D. Reduction in pay
II. POINTS OF AUTHORITY
A.Any of the above disciplinary actions must be taken in strict conformance with Article XXIV, Section 9 of the Charter and Rule X of Civil Service Rules and Regulations. Any Department, Division or Section contemplating these types of disciplinary actions must consult both Human Resources and Legal before proceeding with any formal action.

B. Classified permanent employees subject to the above disciplinary actions are entitled to the protections guaranteed under Skelly v. State Personnel Board, which includes:

1. Written notification of the charges, grounds and effective date of the proposed discipline;

2. The right to review and access to all material supporting the proposed action;

3. The right to respond to the charges and have the matter reviewed by a higher authority who was not involved with the initial proposed action, and who has the authority to recommend whether the proposed action should be taken.

4. The employee may seek this review from the Department Head and/or the designated Administrative Hearing Officer, who shall be the City Manager, Assistant City Manager, Deputy City Manager, Assistant to City Manager or any individual so designated by the City Manager.

III. CITY'S GRIEVANCE PROCEDURE - REPRINTING
Unit employees who need to resolve a dispute relating to work related matters may utilize the City's grievance procedure, provided that the subject matter of that grievance falls within the definition of a grievance, provided in the following section. The City's Grievance Procedure is 176 of 307

ARTICLE SEVEN
88 reprinted from the City's Employer-Employee Relations Ordinance here solely for the convenience of employees and management.

IV. GRIEVANCES
A. Definition
A grievance is any dispute concerning the interpretation or application of this Memorandum of Understanding or of rules or regulations governing personnel practices or working conditions.

B. Grievance - Informal - Verbal
When an employee feels he/she has been unfairly treated or does not agree with his/her supervisor on policy interpretation, he/she may initiate formal action to secure review of the grievance by top management. Such action should be used, however, only after informal appeal through discussion with the immediate supervisor has not been successful. It is the spirit and intent of this procedure that all grievances be settled quickly and fairly, without any subsequent discrimination against employees who may seek to adjust a grievance, real or imagined.

C. Grievance - Formal - Written
If the informal answer given by the employee's supervisor is not satisfactory, the employee may appeal his/her grievance in the following manner:

1.Step I - Supervisor
Within fourteen (14) calendar days following the occurrence of the alleged grievance, the employee will present his/her views to his/her supervisor on a grievance form, in duplicate, obtainable from Human Resources. The supervisor will, within seven (7) calendar days, enter his/her decision and the reasons for it and return it to the employee. If the employee is not satisfied with the answer given, he/she may appeal as follows:

2.Step II - Department Head
Within seven (7) calendar days of receipt of the supervisor's answer, the employee will forward the grievance to his/her department head. The department head will, within seven (7) calendar days, enter his/her decision, the reasons for it and return it to the grievant. If the employee is not satisfied with the decision, he/she may appeal as follows:

3.Step III - City Manager
Within seven (7) calendar days of receipt of the department head's answer, the employee will forward the grievance to the City Manager. The City Manager will, 177 of 307

ARTICLE SEVEN
89 within seven (7) calendar days, enter his/her decision, the reasons for it and return it to the employee. The decision of the City Manager is final and binding on all parties.

D. General

1.Time Limits
If the time limit at any step should elapse, the decision rendered at the previous step will be understood to have been accepted. For example, if an employee does not forward a Step I decision to Step II within seven (7) calendar days, it is understood that he/she has accepted the Step I decision and the matter is closed. Time limits may be extended by mutual consent.

2.Grievance Settled - Form Distribution
When a grievance is settled, the employee will keep the duplicate of the form and the original will be placed in the grievance file in the Human Resources Department.

3.Representation
An employee utilizing this procedure may be represented or assisted by, not to exceed three, authorized representatives in the preparation, presentation and hearing of a grievance. The supervisor, department head and City Manager may also be accompanied by other persons in conferences or hearings. Witnesses may be called and questioned by both parties.

4.Time of Hearings
All grievances will be heard during working hours if practicable. Aggrieved employees, their representatives, and all witnesses will be given reasonable time off without loss of pay, vacation or other time credits for the purpose of presenting grievances.

5.Grievances- Non-Appealable to Civil Service Commission The grievance procedure is not intended as a means of appealing actions under the jurisdiction of the Civil Service Commission.
178 of 307

ARTICLE EIGHT
90 ARTICLE EIGHT

GENERAL PROVISIONS (ALL MANAGERS)
I. WAIVER PROVISION ON BARGAINING DURING TERM AGREEMENT Except as specifically provided for in this Agreement or by mutual agreement in writing during the terms of this Agreement, the Association hereby agrees not to seek to negotiate or bargain with respect to any matters pertaining to rates, wages, hours, and terms and conditions of employment covered by this Memorandum of Understanding.

II. EMERGENCY WAIVER PROVISIONS
In the event of circumstances beyond the control of the City, such as acts of God, fire, flood, insurrection, civil disorder, national emergency, or similar circumstances as determined by management, the provisions of this Memorandum of Understanding which restrict the City's ability to respond to these emergencies shall be suspended for the duration of such emergency.

After the emergency is over, the Association shall have the right to meet with the City regarding the impact on employees of the suspension of these provisions in this Memorandum of Understanding.

III. SEVERABILITY PROVISION
A. MOU Remains in Full Force and Effect
Should any article, section, subsection, subdivision, sentence, clause, phrase or provision of this Memorandum of Understanding be found to be inoperative, void, or invalid by a court of competent jurisdiction, all other provisions of this Memorandum of Understanding shall remain in full force and effect for the duration of this Memorandum of Understanding.

B. Successor Provision
In the event any provision shall have been found to be inoperative, void or invalid as aforementioned, the City and the Association shall, upon the request of either party, meet and confer in an effort to agree upon a successor provision.

IV. PROVISIONS OF MEMORANDUM
A. Sole and Entire Memorandum of Understanding
It is the intent of the parties hereto that the provisions of this Memorandum of Understanding shall supersede all prior agreements and Memorandums of Understanding, oral or written, expressed or implied, between the parties, and shall govern their entire relationship of any and all rights or claims which may be asserted hereunder or otherwise. This Memorandum of Understanding is not intended to cover any matters preempted by Federal or State law or City Charter. 179 of 307

ARTICLE EIGHT
91 B. Civil Service and Departmental Rules and Regulations

1. It is understood and agreed that there exists within the City, in written form, Civil Service and Departmental Rules and Regulations.

2. Except as specifically modified by this Memorandum of Understanding (MOU), these rules and regulations and any subsequent amendments thereto, shall be in full force and effect.

3. Before any new or subsequent amendments to these Civil Service and/or departmental rules and regulations, which directly affect wages or significantly alter hours and terms and conditions of employment are implemented, the City shall meet and confer with the Association regarding such changes.

4. Nothing provided herein shall prevent the City from implementing such rules and regulations provided it has met with the Association as required.

V. “ME-TOO” CLAUSE
The City and Association agree to meet and confer on compensation and benefit items granted to the other recognized non-management bargaining units (GPOA, GFFA, IBEW and GCEA) which are overseen by unit employees of the GMA. The purpose of this provision is to ensure that specific compensation and benefit items granted to the non-management bargaining units do not cause either compaction or diminishment of managerial benefits between Sworn Police Managers and GPOA, Sworn Fire Managers and GFFA, and General Managers and GCEA and/or IBEW.

VI. AMENDMENTS TO MEMORANDUM OF UNDERSTANDING
The provisions of this Memorandum of Understanding can be amended, supplemented, rescinded or otherwise altered only by mutual agreement in writing, hereafter signed by the designated representatives of the City and the Association.

VII. RESOLUTION OF IMPASSE
Should an impasse be reached regarding the negotiation of a successor Agreement to this Agreement, the City and Association shall meet and confer to establish an impasse procedure to resolve the disagreement.

VIII. TERM OF MEMORANDUM OF UNDERSTANDING
The term of this Memorandum of Understanding shall be for the period of two years, covering Sworn Police Managers, commencing July 1, 2022 and terminating after June 30, 2024; and for the period of three years covering General Managers, commencing July 1, 2021 and terminating after June 30, 2024; and three years covering Sworn Fire Managers, commencing on July 1, 2022, and terminating after June 30, 2025.
180 of 307

ARTICLE EIGHT
92 IX. RATIFICATION AND IMPLEMENTATION
A. Acknowledgment
The City and Association acknowledge that this Memorandum of Understanding shall not be in full force and effect until ratified by those Association members voting who are in classifications represented by the Association set forth in this Agreement and adopted in the form of a resolution by the City Council.

B. Binding Agreement
When approved, as set forth in Section IV-A above, this agreement constitutes the binding agreement between the City and Association pursuant to Government Code 3500, as amended, and expresses all rights obligations and duties mutual recommendation by the parties hereto, to the City Council, that one or more ordinances and/or resolutions be adopted accepting its provisions and effecting the changes enumerated herein relating to wages, hours, fringe benefits and other terms and conditions of employment for unit employees represented by the Association.

C. Ratification
Subject to the foregoing, this Memorandum of Understanding is hereby ratified by the authorized representatives of the City and Association and entered into on this 11 th day of October.
181 of 307

CITY OF GLENDALE

MANAGEMENT AND MID-MANAGEMENT CLASSIFICATIONS
A. DESIGNATED CLASSIFICATIONS
The following are the City of Glendale's Management and Mid-Management classifications:

Title

ACCOUNTANT III

ACCOUNTING MANAGER

ACCOUNTING SUPERVISOR

ACCOUNTS PAYABLE SUPERVISOR

ADMINISTRATIVE ANALYST

ADMINISTRATIVE OFFICER CDD

AMBULANCE OPERATOR COORD

ASST CHIEF INFORMATION OFFICER

ASST CITY CLERK

ASST CITY ENGINEER

ASST CITY TREASURER

ASST DIR OF CMTY DEVELOPMENT

ASST DIR OF CMTY SVCS & PARKS

ASST DIR OF LIB ARTS & CLTR

ASST DIR OF PUBLIC WORKS

ASST DIR OF PW/CITY ENGINEER

ASST FIRE CHIEF

ASST FIRE MARSHAL

ASST GENERAL MANAGER

ASST GM UTILITY/FINANCE/RISK

ASST INTEGRATED WASTE ADMIN

ASST POLICE CHIEF

ASST PUBLIC INFO OFFICER

ASST PW MAINT SVCS ADMIN

ASST TRAFFIC & TRANSP ADMIN

ASST TRANSIT MANAGER

BILLING & COLL ADMIN SUPVR

BROADCAST COORDINATOR
184 of 307

BUILDING INSPECTION SUPERVISOR

BUILDING OFFICIAL

BUSINESS TRANSFRM & MKTG ADMIN

BUSINESS TRANSFRM MANAGER

BUYER SUPERVISOR

CASE WORKER II

CHIEF ASST GNRL MGR ELEC & PWR

CHIEF ASST GNRL MGR/ELECTRIC

CHIEF ASST GNRL MGR/WATER

CHIEF INFO TECHNLGY ARCHITECT

CITY ENGINEER

CIVIL ENGINEER II

CLAIMS & LITIG SUPPORT SUPVR

COMMUNICATIONS MANAGER

COMMUNICATIONS OFFICER

COMMUNICATIONS SYSTEM ADMIN

COMMUNITY DEVELOPMENT SUPVR

COMMUNITY FOREST SUPERVISOR

COMMUNITY RELATIONS COORD

COMMUNITY SERVICES ADMIN

COMMUNITY SERVICES MANAGER

COMMUNITY SERVICES SUPERVISOR

CONSTRUCTION SERVICES MANAGER

CONSTRUCTION SUPERVISOR

CRIME ANALYST

CRIMINALIST III

CRIMINALIST IV

CRIMINALIST V

CUSTODIAL SUPERVISOR

CUSTOMER SVC COLLECTION SUPVR

CUSTOMER SVC FIELD SUPERVISOR

CUSTOMER SVC OPS MANAGER

CUSTOMER SVC OPS SUPERVISOR

CUSTOMER SVC OPS SUPVR STENO

CUSTOMER SVC UTILITY SUPVR

CUSTOMER SVCS ADMINISTRATOR

CYBERSECURITY MANAGER

DEPARTMENTAL APPS MANAGER
185 of 307

DEPUTY CHIEF INFO OFFICER

DEPUTY CITY ATTORNEY

DEPUTY CITY CLERK

DEPUTY CITY TREASURER

DEPUTY DIR OF CMTY DEVELOPMENT

DEPUTY DIR OF CMTY SVCS & PRKS

DEPUTY DIR OF FIRE ADMIN

DEPUTY DIR OF HOUSING

DEPUTY DIR OF LIB ARTS & CLTR

DEPUTY DIR OF PLNG&NBRHD SVCS

DEPUTY DIR OF PUBLIC WORKS

DEPUTY DIR OF PW/ADMIN & ENVIR

DEPUTY DIR OF PW/CITY ENGINEER

DEPUTY DIR OF PW/FIELD SVCS

DEPUTY DIR OF PW/MAINT SVCS

DEPUTY FIRE CHIEF

DEPUTY GENERAL MANAGER GWP

DEVELOPMENT OFFICER

DNA LABORATORY SUPERVISOR

ECONOMIC DEVELOPMENT COORD

ECONOMIC DEVELOPMENT MANAGER

ELECTRICAL ENGINEER II

ELECTRICAL LINE MECH SUPVR II

ELECTRICAL MECHANIC SUPVR II

ELECTRICAL SUPERINTENDENT

ELECTRICAL SUPT-CONST-TRANS&DI

ELECTRICAL SUPT-SUBMETER&COMM

ELECTRICAL SVCS ADMINISTRATOR

ELECTRICAL SYS DISPATCH SUPVR

ELECTRICAL TEST SUPERVISOR

EMERGENCY MED SVCS NURSE SPEC

EMERGENCY SERVICES COORDINATOR

EMPLOYEE HEALTH COORDINATOR

ENERGY MARKETER TRADER

ENERGY TRADING MANAGER

ENVIRONMENTAL AFFAIRS MANAGER

ENVIRONMENTAL MANAGEMENT COORD

ENVIRONMENTAL PROGRAM ADMIN
186 of 307

EQUIPMENT MAINTENANCE SUPVR

EXECUTIVE ADMIN/VERDUGO FIRE

EXECUTIVE ANALYST

EXECUTIVE ASSISTANT

FACILITIES MAINT SUPERINTENDNT

FACILITIES MAINT SUPERVISOR

FACILITIES MANAGEMENT ADMIN

FACILITIES SVCS COORDINATOR

FINANCE ADMINISTRATOR

FINANCIAL APPLICATIONS ANALYST

FINANCIAL APPLICATIONS MANAGER

FIRE BATTALION CHIEF

FIRE MARSHAL

FIRE PREVENTION COORDINATOR

FIRE PREVENTION SUPERVISOR

FIRE PROTECTION ENGINEER II

FIRE PROTECTION SPECIALIST II

FLEET MANAGER

FORENSIC SUPERVISOR

GIS ANALYST

GIS MANAGER

GIS PROJECT MANAGER

GRAPHICS ADMINISTRATOR

GWP OPERATIONAL SUPPT SVCS MGR

HAZARDOUS MATERIALS SUPERVISOR

HOMELESS PROGRAMS COORDINATOR

HOMELESS PROGRAMS MANAGER

HOMELESS PROGRAMS SUPERVISOR

HOUSING ANALYST

HOUSING APPLICATIONS MANAGER

HOUSING COORDINATOR

HOUSING PROJECT MANAGER

HOUSING SUPERVISOR

HOUSING SYSTEMS ANALYST

INFO SERVICES PROJECT MANAGER

INNOVATION PROJECT MANAGER

INTEGRATED RESOURCE PLAN ADMIN

INTEGRATED WASTE ADMINISTRATOR
187 of 307

INTEGRATED WASTE SUPERINTENDNT

INTEGRATED WASTE SUPERVISOR

INTERNAL AUDIT MANAGER

INTERNAL AUDITOR

INVESTIGATIVE ANALYST

IT APPLICATIONS ANALYST

IT APPLICATIONS MANAGER

IT INFRASTRUCTURE MANAGER

IT PROJECTS MANAGER

JAIL ADMINISTRATOR

LAB DIRECTOR

LEGAL FELLOW

LEGAL SERVICES SUPERVISOR

LIBRARY ARTS & CULTURE ADM MGR

LIBRARY ARTS & CULTURE ADMIN

LIBRARY ARTS & CULTURE SUPVR

LIBRARY CIRCULATION SUPERVISOR

LINE CLEARANCE FOREST SUPVR II

MECH MAINT & WAREHOUSE ADMIN

MECHANICAL ENGINEER II

MECHANICAL MAINT SUPERINTENDNT

NEIGHBORHOOD SVCS ADMIN

NEIGHBORHOOD SVCS SUPERVISOR

NETWORK ENGINEER II

NETWORK MANAGER

NETWORK SPECIALIST SUPERVISOR

OFFICE SERVICES SUPERVISOR

OFFICE SERVICES SUPVR STENO

PARALEGAL

PARK PLANNER

PARK SERVICES MANAGER

PARKING MANAGER

PARKS SERVICES ADMINISTRATOR

PC SPECIALIST SUPERVISOR

PERMIT SERVICES ADMINISTRATOR

PLAN CHECK SPECIALIST

PLANNER

PLANNING ADMINISTRATOR
188 of 307

POLICE BUDGET & PROPERTY ADMIN

POLICE CAPTAIN

POLICE CIVILIAN DIV COMMANDER

POLICE COMM & TECHNOLOGY ADMIN

POLICE COMM ADMINISTRATOR

POLICE LIEUTENANT

POLICE RECORDS ADMINISTRATOR

POWER CONTRACTS MANAGER

POWER LINE SUPERVISOR II

POWER MANAGEMENT ADMINISTRATOR

POWER PLANNING MANAGER

POWER PLANT INST & CNTRL SUPVR

POWER PLANT MAINTENANCE SUPVR

POWER PLANT MECHANIC SUPVR

POWER PLANT OPERATIONS SUPVR

POWER PLANT SHIFT SUPERVISOR

POWER PLANT SUPERINTENDENT

POWER SYSTEMS ANALYST

POWER SYSTEMS SUPERINTENDENT

PRINCIPAL ACCOUNTANT

PRINCIPAL ADMIN OFFICER CDD

PRINCIPAL BUILDING CODE SPEC

PRINCIPAL CIVIL ENGINEER

PRINCIPAL DEVELOPMENT OFFICER

PRINCIPAL ECONOMIC DEV OFFICER

PRINCIPAL ELECTRICAL ENGINEER

PRINCIPAL FIRE/ENV SFTY SPEC

PRINCIPAL HOUSING ADVISOR

PRINCIPAL HOUSING COORDINATOR

PRINCIPAL HOUSING PROJECT MGR

PRINCIPAL HOUSING SUPERVISOR

PRINCIPAL INSPECTION SUPVR

PRINCIPAL INTERNAL AUDITOR

PRINCIPAL LIB ART & CLTR ADMIN

PRINCIPAL MECHANICAL ENGINEER

PRINCIPAL NBRHD SERVICES SUPVR

PRINCIPAL PLANNER

PRINCIPAL POWER SYSTEM OPER

PRINCIPAL TRAFFIC ENGINEER
189 of 307

PRINCIPAL URBAN DESIGNER

PRINCIPAL UTILITY FIN ANALYST

PROGRAM SUPERVISOR

PROJECT MANAGER

PROJECT MGMT ADMINISTRATOR

PUBLIC BENEFITS CHRG COORD

PUBLIC BENEFITS CHRG MKTNG MGR

PUBLIC SAFETY BUSINESS ADMIN

PUBLIC SAFETY BUSINESS COORD

PUBLIC SAFETY BUSINESS SPEC

PUBLIC WORKS ADMINISTRATOR

PUBLIC WORKS MANAGER

PUBLIC WORKS MGMT ANALYST

PURCHASING ADMINISTRATOR

PURCHASING COORDINATOR

RECORDS ADMINISTRATION ANALYST

RECYCLING COORDINATOR

REVENUE ANALYST

REVENUE MANAGER

RISK & INSURANCE SERVICE ANLYS

RISK & INSURANCE SERVICES MGR

SAFETY ADMINISTRATOR

SAFETY SERVICES SPECIALIST

SECURITY SYSTEMS MANAGER

SHOP SUPERINTENDENT

SR ADMINISTRATIVE ANALYST

SR ADMINISTRATIVE OFFICER

SR BUILDING CODE SPECIALIST

SR BUYER

SR CIVIL ENGINEER

SR CODE COMPLIANCE INSPECTOR

SR COMMUNITY DEVELOPMENT SUPVR

SR COMMUNITY SERVICES SUPVR

SR CRIME ANALYST

SR DEVELOPMENT OFFICER

SR ECONOMIC DEV COORDINATOR

SR ELECTRICAL ENGINEER

SR ENVIRONMENTAL PROGRAM SPEC

SR EXECUTIVE ANALYST
190 of 307

SR FACILITIES MAINT SUPERVISOR

SR FINANCIAL APPLICATIONS ANLY

SR GIS PROJECT MANAGER

SR GRAPHICS ILLUSTRATOR

SR HOUSING ADVISOR

SR HOUSING ANALYST

SR HOUSING COORDINATOR

SR HOUSING PROJECT MANAGER

SR HOUSING SUPERVISOR

SR INSPECTOR

SR INTEGRATED WASTE PLANNER

SR INTEGRATED WASTE SUPERVISOR

SR INTERNAL AUDITOR

SR INVESTIGATOR

SR IT APPLICATIONS ANALYST

SR LIBRARY ARTS & CLTR SUPVR

SR MECHANICAL ENGINEER

SR NEIGHBORHOOD SERVICES SUPVR

SR PARK SERVICES MANAGER

SR PC SPECIALIST SUPERVISOR

SR PLANNER

SR POWER PLANT SHIFT SUPVR

SR PROJECT MANAGER

SR PUBLIC SAFETY BUSINESS SPEC

SR PUBLIC WORKS MANAGER

SR PUBLIC WORKS MGMT ANALYST

SR REVENUE ANALYST

SR SAFETY SERVICES SPECIALIST

SR SECURITY SYSTEMS MANAGER

SR STREET MAINTENANCE SUPVR

SR TRAFFIC ENGINEER

SR URBAN DESIGNER

SR UTILITY ACCOUNTANT

SR UTILITY FINANCIAL ANALYST

SR WORKERS COMP ANALYST

STATION ELECTR/OPER SUPVR II

STATION ELECTRICIAN SUPVR II

STORES SUPERVISOR

STREET MAINTENANCE SUPERVISOR
191 of 307

STREET SUPERINTENDENT

SUPERVISING ELECTR ENGRG ASSOC

SURVEY SUPERVISOR

SURVEY SUPERVISOR (LICENSED)

SUSTAINABILITY OFFICER

SYSTEMS ANALYST

SYSTEMS ENGINEER

SYSTEMS ENGINEER II

SYSTEMS ENGINEER III

SYSTEMS PROGRAMMER

TECHNICAL STAFF ANALYST

TELECOMMUNICATIONS SUPERVISOR

TRAFFIC & PARKING SUPERVISOR

TRAFFIC & TRANSPORTATION ADMIN

TRAFFIC & TRANSPORTATION ENGR

TRAFFIC ENGINEER II

TRANSIT ANALYST

TRANSIT MANAGER

TRANSP & PARKING SVCS SUPVR

UNDRGR DISTR CONST SUPVR II

URBAN DESIGNER

URBAN FORESTER

UTILITY BUSINESS SYS SUPPT ADM

UTILITY BUSINESS SYS SUPPT MGR

UTILITY FINANCE MANAGER

UTILITY FINANCIAL ANALYST

UTILITY MANAGER

UTILITY OPERATIONS SUPERVISOR

UTILITY RISK MANAGER

UTILITY SAFETY OFFICER

VERDUGO FIRE MANAGER

WASTEWATER MAINT SUPT

WASTEWATER MAINT SUPVR

WATER ENGINEERING MANAGER

WATER ENGINEERING SUPERVISOR

WATER FACILITIES SUPERVISOR

WATER QUALITY MANAGER

WATER QUALITY SUPERVISOR

WATER SERVICES ADMINISTRATOR
192 of 307

WATER SUPERINTENDENT

WATER SYSTEM OPERATIONS SUPVR

WATER SYSTEM SUPERVISOR II

WIRELESS SYSTEMS MANAGER

WIRELESS SYSTEMS SUPERVISOR

WORKERS COMP ADJUSTOR II

WORKERS COMP ADMINISTRATOR

WORKERS COMP ANALYST

WORKFORCE DEVELOPMENT ADMIN

WORKFORCE DEVELOPMENT MANAGER

WORKFORCE DEVELOPMENT SUPVR

YOUTH SERVICES MANAGER

YOUTH SERVICES SUPERVISOR
B. EMPLOYEE RELATIONS EXEMPT CLASSIFICATIONS/POSITIONS
All Executive classifications shall be exempt from membership in the Glendale Management Association. In addition, the following Management and Mid-Management classifications/positions are designated as exempt for employee relations purposes per the City's Employer-Employee Relations Ordinance.

Management Services Department
Assistant to the City Manager
Public Information Officer
Executive Assistant to City Council
Secretary to the City Manager (Steno)
Secretary to the City Manager
Finance Department
Assistant Director of Finance
Budget Manager
Budget Analyst
Deputy Director of Finance
Financial Applications Administrator
Fiscal Operations Manager
Payroll Supervisor
Senior Budget Analyst
Human Resources Department
Assistant Director of Human Resources
Deputy Director of Human Resources
Human Resources Administrator
Senior Human Resources Analyst
Departmental Human Resources Officer
193 of 307

Glendale Management
Association Memorandum of
Understanding
July 1, 2021 – June 30, 2024 – General Managers
July 1, 2018 – June 30, 2022 – Sworn Fire Managers
July 1, 2022 – June 30, 2024 – Sworn Police
Managers
APPENDIX “A”
105
Human Resources Compliance Officer
Human Resources Analyst II
Human Resources Analyst
Benefits Manager
Benefits Coordinator

Legal Department
Chief Assistant City Attorney
General Counsel
Principal Assistant City Attorney
Senior Assistant City Attorney
Assistant City Attorney

C. DESIGNATING EMPLOYEE RELATIONS EXEMPT CLASSIFICATIONS/POSITIONS In addition to the classifications/positions listed in "B" above, other positions within certain classifications may later be designated as Employee Relations exempt per the City's Employer- Employee Relations Ordinance, should a finding be made that the position is confidential for employee relations purposes.
194 of 307

LETTER OF AGREEMENT

BETWEEN

THE CITY OF GLENDALE
AND

THE GLENDALE MANAGEMENT ASSOCIATION (GMA)

REGARDING FLEXIBLE WORK SCHEDULES
This Letter of Agreement between the City Manager on behalf of the City of Glendale (hereinafter referred to as the “City”) and by representatives of the Glendale Management Association (“GMA or the “Association”) pursuant to Government Code 3500, as amended, et seq. hereby satisfies the City’s duty to meet and confer with the Association regarding work schedules for employees represented by GMA.

Spirit of the Agreement - It is the spirit and intent of this agreement to recognize and fulfill our collective responsibility as leaders and managers in the City of Glendale who are responsible for providing excellent service to the citizens of our community. Further we are committed to fulfilling a leadership role in the stewardship of environmental resources necessary for promoting a lasting legacy of health, welfare, and the future well-being of our community and the region.

Flexible Work Schedules - The successful implementation of flexible work schedules requires the cooperative and collaborative efforts of the City and the GMA. Department Heads and GMA members agree to work within committee structures, by Department, to develop work schedules that provide appropriate staffing levels, as determined by each Department Head, while providing flexibility in work schedules, where reasonably possible, for GMA members. Approval of flex schedules shall not be unreasonably withheld, and will be based on the following understandings/guidelines:
1) The GMA and the City reaffirm their July 15, 2003 Letter of Agreement which includes the agreement to maintain flexible work schedules (5/40, 9/80, 4/10 and other minor variations of these) upon implementation of changes to have City facilities open five (5) days per week. Under no circumstances shall the provisions of this agreement be construed as an intention by the parties to reinstate a mandatory 5/40 work schedule on a widespread basis within the City. 2) The GMA and the City acknowledge that current practices permit Department Heads of the City to modify work schedules to meet service needs. If City facilities are open five (5) days per week:
(a) there may be increased opportunities for employees represented by GMA to change from their current work schedule to a work schedule more desirable for the employee, and (b) there is no expectation or intent on the part of the City to reduce the number of employees currently working a 4/10, 9/80 or other variation of work schedules unless desired by the employee and consistent with maintaining services to the public, and 195 of 307

Glendale Management
Association Memorandum of
Understanding
July 1, 2021 – June 30, 2024 – General Managers
July 1, 2018 – June 30, 2022 – Sworn Fire Managers
July 1, 2022 – June 30, 2024 – Sworn Police
Managers
APPENDIX “B”
107
(c) decisions to modify current work schedules will be based on a balance of the following factors/goals:
➢Employee requests and desires including accommodations for childcare obligations.
➢Maximizing customer services
➢Compliance with Rule 2022 of the South Coast Air Quality Management District including a strong effort to preserve existing carpool, rideshare and other trip reduction arrangements.
➢Minimizing the impact on departmental operations
3) While option 3 (current 9/80 schedule with roughly half of employees scheduled to work each Friday) of the 11/18/03 staff report was determined to best balance the above factors/goals, modifications of option 3 may be just as effective in balancing these goals. Following is a list of all of the Compressed Work Week (CWW) options from the 11/18/03 staff report:
1) Existing 9/80 CWW – City closed every other Friday
2) 9/80 CWW – Percentage of Employees off on Monday and Friday of the same week 3) 9/80 CWW – Percentage of Employees off every Friday
4) 9/80 CWW – Percentage of Employees off each day during the same week 5) 4/40 CWW – Percentage of Employees off on Monday and Friday of each week 6) 5/40 – Discontinue CWW

196 of 307

Glendale Management
Association Memorandum of
Understanding
July 1, 2021 – June 30, 2024 – General Managers
July 1, 2018 – June 30, 2022 – Sworn Fire Managers
July 1, 2022 – June 30, 2024 – Sworn Police
Managers
INDEX
108
INDEX
A
Accommodation Of Jury Leave (All Managers) .................78 Acting Assignment (All Managers) ....................................12 ACTING ASSIGNMENT (All Managers)
Assignment Limitations................................................13 Compensation..............................................................13 Eligibility.......................................................................12 Fulfill Responsibilities Of Vacant Postition ..................12 Time Accrues Towards Salary Step Increases ..............13 Activities Not Considered Time Worked
General Managers .......................................................35 Sworn Fire Managers ...................................................36 Sworn Police Managers ...............................................37 Additional Retirement Benefits (All Managers) ................30 Additional Temporary Disability Benefit (General
Managers)....................................................................77 Air Quality Management District (AQMD) Regulations (All Managers)....................................................................63 Alcohol And Substance Abuse (All Managers) ..................82 ALCOHOL AND SUBSTANCE ABUSE (All Managers)
Determent, Detection And Treatment ........................82 EAP Counseling ............................................................82 Mutual Agreement ......................................................82 Support Of EAP ............................................................82 Amendments To Memorandum Of Understanding ..........91
Appendix "A" – Management And Mid Management
Classifications ..............................................................96 Appendix "B" - Letter Of Agreement Regarding Flexible
Work Schedules .........................................................106 Article Eight – General Provisions (All Managers).............90 Article Five – Leave Policy .................................................64 Article Four – Fringe Benefits............................................47 Article One - Parties To Memorandum Of Understanding..1 Article Seven – Discipline And Grievance Procedure (All Managers)....................................................................87 Article Six – Working Conditions .......................................82 Article Three – Work Periods, Schedules And Overtime...35 Article Two – Salaries And Compensation ..........................7 Assignment Pay - Electrical Division 12kv Rubber Gloving19 Assignment Pay – Electrical Division 12kv Rubber Gloving Compensation Upon Completion Of Training Program
................................................................................19 Assignment Pay – Fiber Optic Cable Splicing ....................19 Compensation Upon Completion Of Training Program
................................................................................19 Association And Employee Rights .......................................2 Association And Employee Rights And Responsibilities (All Managers)......................................................................2 Association Office Space .....................................................3 Association Release Time - Meeting And Conferring ..........3 Association Representation Responsibilities ......................2 Association Responsibilities ................................................6 B
Base Salary ........................................................................11 Below Standards Evaluation..............................................10 Bereavement Leave ..........................................................74 Definition (All Managers).............................................74 Facts Justifying Absence (All Managers) ......................74 Leave With Pay ............................................................74 Not Applicable If On Sick Leave (All Managers) ...........75 Bi-Monthly Meeting – City/GMA (All Managers) ................6 Breaks – Rest Periods........................................................37 Benefits -Not Right (All Managers ...............................37 C
California Care HMO Plan............................................48, 49 Categories For Purposes Of This Agreement ......................1 Certified Safety Professional Pay ......................................22 City Work Schedules (Sworn Fire Managers) ....................38 City’s Grievance Procedure - Reprinting ...........................87 Classifications Recognized...................................................1 Compensation Upon Completion Of Training Program ....19 Compensatory Time
Change In Classification
General Managers And Sworn Fire Managers........46
Sworn Police Managers ..........................................46 Conversion(All Managers)............................................44 Eligibility (All Managers) ..............................................44 Excess,Trasnsfer To RHSP (All Managers) ....................45 Maximum Accumulation..............................................44 General Managers ..................................................45 Sworn Fire Managers..............................................45 Sworn Police Managers ..........................................45 Pay-Out ........................................................................45 Termination (All Managers) .........................................45 Use Of Compensatory Time (All Managers).................45 Compensatory Time At Termination (All Managers) ........45 Consequence Of Non-Compliance ....................................63 Continuous Overtime........................................................44 Cost Of Living Adjustments .................................................7 Court Time (All Managers) ................................................40 197 of 307

DISCIPLINE AND GRIEVANCE PROCEDURE (ALL MANAGERS)
Points Of Authority ......................................................87

DISCIPLINE AND GRIEVANCE PROCEDURE (ALL MANAGERS)
Disciplinary Actions......................................................87

DISCIPLINE AND GRIEVANCE PROCEDURE (ALL MANAGERS)
City’s Grievance Procedure - Reprinting ......................87

DISCIPLINE AND GRIEVANCE PROCEDURE (ALL MANAGERS)
Grievances ...................................................................88 Driver's License Requirements..........................................62 Consequence Of Non-Compliance ...............................63 Vehicle Code Violations ...............................................63 E
Education Pay
Assistant Police Chief/Captain Classification ...............25 Police Lieutenant Classification ...................................26 Educational Reimbursement (All Managers) ....................61 Effective Date Of Step Increases And Extra Compensation .....................................................................................11 Electrical Operations Cross -Training Switching Pay .........19 Electrical Station/Operator Base Wage Differential .........19 Eligible Leave Benefits (All Managers) ..............................81 Emergency Overtime Requirement (All Managers) ..........46 Emergency Recall Minimum Hours ...................................41 Emergency Recall Travel Time ..........................................41 Emergency Recall Work ....................................................41 Emergency Waiver Provisions...........................................90 Employee Conduct ..............................................................5 Employee Driver’s License Requirements (All Managers).62 Employee Relations Exempt Classifications/Positions ....104 Environmental – Underground Storage Tank (UST)
Inspector Certification Pay...........................................20 Excess Compensatory Time – Transfer To RHSP (All
Managers)....................................................................45 Exclusions............................................................................1 Extra Pay/Compensation...................................................11 F
Family Care Leave
All Managers ................................................................73 Facts Justifying Absence (All Managers) ......................74 General Mangers And Sworn Police Managers ...........73 Sworn Fire Managers ...................................................74 Family Care Leave With Pay - Utilize Sick Leave................73 Favored Nations Clause (General Managers)....................32 Fire Department Chief Officer Certification & Command
Pay ...............................................................................22 California Incident Command Strike Team Leader
Certification ............................................................22 Chief Officer/National Fire Academy Executive Fire
Officer Certification ................................................23 Fire Department Educational Incentive Program..............22 Assocaite Degree 60 Units Or Fire Officer Certification ................................................................................22 Bachelor's Degree ........................................................22 Master's Degree...........................................................22 Firearm Proficiency Pay.....................................................24 Flexible Work Schedules .................................................106 Flexible Work Schedules (All Managers) ...........................39 FLSA Exempt (All Managers) .............................................35 Forty-Two Hour Work Week – Assignment Pay – GWP
Power Plant..................................................................19 Fringe Benefits ..................................................................47 Fringe Benefits Administration Provision
Administration .............................................................47 Charges ........................................................................47 Employee Changes In Benefits Coverage.....................48 Selection And Funding .................................................47 Fringe Benefits Administration Provision (All Managers) .47 Limitations – Leave Of Absence Without Pay ..............47 G
GAIN SHARE ........................................................................9 Gender (All Managers) ........................................................1 General Manager’s Special Pay.........................................16 GENERAL MANAGER’S SPECIAL PAY
Longevity Pay - Electrical Line Mechanic Supervisor
Series ......................................................................18 General Managers.............................................................30 Cost Of Living Adjustments............................................7 198 of 307

Glendale Management
Association Memorandum of
Understanding
July 1, 2021 – June 30, 2024 – General Managers
July 1, 2018 – June 30, 2022 – Sworn Fire Managers
July 1, 2022 – June 30, 2024 – Sworn Police
Managers
INDEX
110
Reduction Of Employee Cost-Sharing Of PERS Employer
Contributions............................................................7 General Provisions ............................................................90 General Provisions (All Manager)
Waiver Provision On Bargaining During Term
Agreement..............................................................90 General Provisions (All Managers)
Amendments To Memorandum Of Understanding.....91
Me-Too Clause .............................................................91 Ratification And Implementation ................................92 Resolution Of Impasse .................................................91 Term Of MOU ..............................................................91 General Provisions(All Managers)
Emergency Waiver Provisions......................................90 Provisions Of Memorandum........................................90 Severability Provision...................................................90 GMA - Recognized Employee Organization ........................1 Grievance
Formal - Written ..........................................................88 General ........................................................................89 Informal - Verbal..........................................................88 Non-Appealable To Civil Service Commission..............89 Grievances.........................................................................88 H
Half-Hour Meal Break Exception.......................................35 HMO Medical Plans - Inpatient And Outpatient
Psychological Services (Mental Health Care) Benefits52 Holidays.............................................................................64 Christmas/New Year’s Day - Public Works Integrated
Waste And Mechanical Maintenance Divisions
(General Managers)................................................64 City Designated Holidays (All Managers) .....................64 Holiday Cash-Out .........................................................65 In-Lieu Pay (Sworn Fire Managers ...............................65 Leave Hours (All Managers) .........................................64 Leave Limitaiton (General Managers)..........................67 Leave Limitaiton (Sworn Fire Managers) .....................67 Leave Limitaiton (Sworn Police Managers)..................67 Leave Limitation (All Managers) ..................................67 Mandatory (Sworn Police Managers ...........................65 Remaining Holiday Leave Hours (All Managers) ..........64 Saturday Or Sunday Occurrence (All Managers) .........66 Scheduling (All Managers) ...........................................66 Twenty-Fourth Of December.......................................66 Unallocated Holiday Leave Utilization (All Managers ..65 Use Of Designated Holidays Leave Hours (All Managers)
................................................................................64 I
I. Forty-Two Hour Work Week – Assignment Pay – GWP
Power Plant
Assignment ..................................................................19 Compensation - Holiday In Lieu Pay............................20 Impact Of Management Rights ...........................................5 Increments - Less Than One Hour .....................................39 Increments Over One Hour ...............................................40 Indemnification – Facilities .................................................3 Indemnification – Transmittal Of Funds..............................2 Investigative Services/Traffic/SWAT Commander
Assignment ..................................................................27 J
Jury Duty ...........................................................................78 Accommodation Of Jury Leave (All Managers)............78 Jury Fees (All Managers) ..............................................78 Jury Time Extension (All Managers).............................78 Notification/Summoned (All Managers)......................78 Sworn Safety Jury Duty Shift Conflict...........................78 Jury Fees (All Managers) ...................................................78 Jury Time Extension (All Managers) ..................................78 L
Leave Benefits
Accrual/Usage..............................................................81 Leave Of Absence - Family And Medical Leave Act (FMLA)
.....................................................................................81 Leave Of Absence – Swearing-In Ceremony – U.S.

Citizenship (All Managers) ...........................................71 Leave Policy.......................................................................64 Bereavement Leave .....................................................74 Eligible Leave Benefits (All Managers) .........................81 Family And Medical Care Leave ...................................81 Holidays .......................................................................64 Jury Duty ......................................................................78 Leave Of Absense – Swearing-In Ceremony – U.S.

Citizenship (All Managers) ......................................71 Management/Mid-Management Leave (All Managers)
................................................................................75 Military Leave (All Managers) ......................................79 Other Leaves – Without Pay (All Managers)................80 Sick Leave.....................................................................71 Special Days Of Observance.........................................68 Vacation .......................................................................68 Workers’ Compensation ..............................................76 Life Insurance (All Managers)............................................58 Limitation On Extra Pay Assignments (All Managers) .......13 Limitations...........................................................................4 199 of 307

Glendale Management
Association Memorandum of
Understanding
July 1, 2021 – June 30, 2024 – General Managers
July 1, 2018 – June 30, 2022 – Sworn Fire Managers
July 1, 2022 – June 30, 2024 – Sworn Police
Managers
INDEX
111
Long Term Disability (LTD) Insurance (All Managers) .......57 M
Management And Mid-Management Classifications........96 Management Professional Development/Physical Fitness
Membership (All Managers) ........................................61 Management Rights............................................................4 Management Rights And Responsibilities (All Managers) ..4 Impact Of Management Rights......................................5 Management Rights.......................................................4 Management/Mid-Management Leave (All Managers) ...75
MANDATORY STATION MEAL (“MESS”) PARTICIPATION
(SWORN FIRE MANAGERS) ..........................................61 Mandatory Weekend/Holiday Staff Duty Pay...................26 Meal Reimbursement (All Managers) ...............................60 Meal Time (All Managers) .................................................35 Half-Hour Meal Break Exception .................................35 One Hour Meal Break ..................................................35 Medical Insurance
KAISER HMO Plan...................................................49, 50 Medical Insurance - 50/50 Split - Effective June 1, 2021 ..48 Medical Insurance - 50/50 Split - Effective June 1, 2022 ..50 Medical Insurance - 50/50 Split - Effective June 1, 2023 ..50 Medical Insurance - 50/50 Split - Effective June 1, 2024 ..50 Medical Insurance – Claims Experience/Un-Blending Of
Rates ............................................................................51 Medical Insurance - Indemnity Plan Coverage..................51 Medical Insurance – Indemnity/HMO Plan Benefits Booklet .....................................................................................52 Medical Insurance - Retired Employees............................53 Medical Insurance (All Managers).....................................48 50/50 Split - Effective June 1, 2022........................48, 50 50/50 Split - Effective June 1, 2023 .............................50 50/50 Split - Effective June 1, 2024 .............................50 HMO Medical Plans - Inpatient And Outpatient
Psychological Services (Mental Health Care)
Benefits...................................................................52 Medical Insurance – Claims Experience/Un-Blending Of
Rates.......................................................................51 Medical Insurance - Indemnity Plan Coverage ............51 Medical Insurance – Indemnity/HMO Plan Benefits
Booklet ...................................................................52 Medical Insurance Plan Improvements – Meet And
Confer.....................................................................51 Medical Insurance Premium Decreases – Effective
Upon “Un-Blending” Of Medical Insurance Effective
June 1, 2016............................................................48 Meet And Confer - Medical Premium Increases..........53 Paid Industrial Leave....................................................52 Medical Insurance Plan Improvements – Meet And Confer
.....................................................................................51 Medical Insurance Premium Decreases – Effective Upon
“Un-Blending” Of Medical Insurance Effective June 1,
2016 .............................................................................48 Medicare (All Managers)
Retired Employees - Eligible For Medicare ..................55 Retired Employees - Medicare.....................................55 Medicare (All Managers)...................................................55 Meet And Confer - Medical Premium Increases ...............53 Merit Bonus Pay (All Managers)........................................11 MERIT BONUS PAY (All Managers)
Compensation..............................................................12 Limitations ...................................................................12 Procedure ....................................................................12 MERIT BOUNS PAY (All Managers)
Definition .....................................................................11 Me-Too Clause ..................................................................91 Mileage Reimbursement Plan (All Managers)...................62 Auto Allowance............................................................62 Military Leave (All Managers) ...........................................79 Misuse Of Benefits (All Managers)....................................63 Monthly Auto Allowance ..................................................62 N
No Strike/Job Action Provision (All Managers) ...................5 NO STRIKE/JOB ACTION PROVISION (All Managers)
Association Responsibilities...........................................6 Employee Conduct.........................................................5 Notification/Summoned (All Managers) ...........................78 O
One Hour Meal Break........................................................35 Other Leaves – Without Pay (All Managers) .....................80 Outside Employment (All Managers) ................................85 Outside Employment And Medical Limitations (All
Managers)....................................................................77 Overtime
Emergency Overtime Requirement (All Managers).....46
Overtime "Compensatory Time" Accumulated And
Payment.......................................................................44 Overtime (All Managers)
Court Time ...................................................................40 Time Worked – Flexible Work Schedules.....................40 Overtime (General Managers And Sworn Police Managers)
Regular Overtime.........................................................40 Overtime (Sworn Fire Managers)......................................41 Administrative Assignment..........................................41 Operations Assignment ...............................................41 Overtime (Sworn Police Managers) ..................................41 Emergency Recall Minimum Hours..............................41 Emergency Recall Travel Time .....................................41 200 of 307

OVERTIME COMPENSATION RATE
Continuous Overtime...................................................44 Overtime Definitions.........................................................40 P
Paid Industrial Leave - Medical Insurance Premium .........52 Paramedic Continuing Education Pay ...............................23 Cell Phone Stipend.......................................................23 Parking (All Managers) ......................................................63 Parties To Memorandum Of Understanding (All Managers)
.......................................................................................1 Pay Out - Compensatory Time ..........................................45 Payroll Deduction................................................................2 Payroll Direct Deposit Program...........................................2 Payroll Distribution Changes...............................................2 Permanent Modified Work Program (All Managers) ........84 PERS (All Managers) ..........................................................28 PERS Cost Sharing
Sworn Fire Managers ...................................................34 Sworn Police Managers ...............................................33 PERS Cost Sharing General Managers ...............................31 PERS Cost Sharing Limitation ............................................34 PERS Employee Contribution Rate (All Managers)............29 PERS Employer Contribution Rate (All Managers) ............29 Personal Appearance/Dress Standards (All Managers) ....86 Points Of Authority ...........................................................87 Police FBI/Command Education Pay .................................25 Police Lieutenant Overtime ..............................................41 Post Educational Incentive Program .................................24 Provisions Of Memorandum .............................................90 Prudent Buyer PPO Indemnity Plan ............................48, 49 Public Works Department - Storm Water Pollution
Prevention Plan (SWPPP) Certification Pay .................20 Public Works Integrated Waste Truck Mechanical
Maintenance Assignment ............................................21 Public Works Wastewater/California Water Environment
Association (CWEA) Certification.................................21 R
Ratification And Implementation......................................92 Recognition (All Managers).................................................1 Reduction Of Employee Cost-Sharing Of PERS Employer
Contributions .................................................................7 Regular Overtime (General Managers And Sworn Police
Managers)....................................................................40 Regular Overtime Payment (All Managers........................42 Reimbursed Overtime .......................................................42 Release Time - Board Of Director Meeting .........................3 Release Time - Representation/Business/Recreational
Issues .............................................................................3 Resolution Of Impasse ......................................................91 Retired Employees
Dental Plans .................................................................57 Medical Insurance........................................................53 Retiree Health Savings Plan (RHSP) (All Managers) .....53 Retired Employees - Eligible For Medicare .......................55 Retired Employees - Medicare..........................................55 Retired Employees - Medicare (All Managers)..................55 Retiree Health Savings Plan (RHSP)
All RHSP Exhausted ......................................................54 Eligibility Limtations.....................................................54 Future Increases In Sick Leave Conversion Rate ..........53 Seniority Contributions (General Managers) ...............54 Seniority Contributions (Sworn Fire Managers) ..........54 Seniority Contributions (Sworn Police Managers) .......55 Retiree Health Savings Plan (RHSP) (All Managers) ..........53 Sick Leave Conversion Rate .........................................53 Retirement ............................................................28, 84, 85 Additional Retirement Benefits ...................................30 Employee PERS Contribution Rate...............................29 Employer PERS Contribution Rate ...............................29 PERS (All Managers).....................................................28 PERS Cost Sharing (General Managers) .......................31

RETIREMENT
General Managers .......................................................30 PERS Cost Sharing Limitation .......................................34 PERS Cost-Sharing – Sworn Police Managers ..............33 Sworn Police Managers ...............................................32 Retirement (General Managers)
Favored Nations Clause ...............................................32 Retirement (Sworn Fire Managers)...................................32 PERS Cost-Sharing........................................................34 Retirement (Sworn Police Managers) ...............................32 Revocation ..........................................................................3 RHSP Seniority Contributions – (Sworn Fire Managers) ...54 RHSP Seniority Contributions – (Sworn Police Managers)55 RHSP Seniority Contributions (General Managers)...........54 Right To Hire And Appoint Above Step .............................10 Right To Raise Salaries, Other Compensation And Benefits .....................................................................................11 201 of 307

Glendale Management
Association Memorandum of
Understanding
July 1, 2021 – June 30, 2024 – General Managers
July 1, 2018 – June 30, 2022 – Sworn Fire Managers
July 1, 2022 – June 30, 2024 – Sworn Police
Managers
INDEX
113
S
Safety Boot Issuance (General Managers) ........................14 Safety Items (All Managers) ..............................................60 Salaries And Compensation ................................................7 Salary Market Adjustments.................................................9 General Managers .........................................................9 Sworn Fire Managers .....................................................9 Sworn Police Managers .................................................9 Salary Schedules..................................................................7 General Managers .........................................................7 Sworn Fire Managers .....................................................7 Sworn Police Managers .................................................8 Salary Steps .......................................................................10 Severability Provision........................................................90 Shift Pay – GWP Power Plant ............................................20 Sick Leave ..........................................................................71 Accumulation Plan (All Managers)...............................71 Accumulation Plan (Sworn Fire Managers)..................72 Benefit (All Managers) .................................................71 Department Notification (All Managers) .....................72 Family Care Leave With Pay.........................................73 Limitations (All Managers)...........................................72 Misuse Of Sick Leave (All Managers) ...........................73 Sick Leave To Compensatory Leave Transfer Plan
(Sworn Police Managers)........................................72 Use Of Accumulated Sick Leave (All Managers)...........73 Sick Leave Augmentation Of Temporary Disability (All
Managers)....................................................................77 Special Days Of Observance (All Managers)......................68 Special Pay (General Manager)
Assignment Pay-Electrical Division 12kv Rubber Gloving
................................................................................19 Electrical Operations Cross-Training Switching Pay.....19 Forty-Two Hour Work Week-Assignment Pay-GWP
Power Plant ............................................................19 Station/Electrician/Operator Supervisor II-Base Wage
Differential..............................................................19 Water Safety Supervisor Pay .......................................17 Water Section License Incentive Program ...................17 Water System Supervisor II Stand By...........................16 Special Pay (Sworn Fire Managers)
Chief Officer Certification & Command Pay ................22 Educational Incentive Program....................................22 Paramedic Continuing Education Pay ..........................23 Special Pay (Sworn Police Managers)
On-Call Duty Pay-Police Lieutenants............................26 SWAT Commander Assignment ...................................27 Stand-By Assignment - Glendale Water & Power (General
Managers)....................................................................42 Stand-By Assignment - Glendale Water & Power And Police Department / IT (General Managers)
Payment.......................................................................42 Stand-By Assignment Limitations......................................42 Statutory Benefits Follow Additional Benefits (All
Managers)....................................................................77 Step Advancement In Rate Of Compensation
Base Salary...................................................................11 Below Standards Evaluation ........................................10 Effective Date Of Step Increases And Extra
Compensation ........................................................11 Extra Pay/Compensation .............................................11 Merit Bonus Pay (All Managers) ..................................11 Right To Hire And Appoint Above Step 1 .....................10 Right To Raise Salaries, Other Compensation And
Benefits...................................................................11 Salary Steps..................................................................10 Step Advancement In Rate Of Compensation (All
Managers)....................................................................10 Sunday Overtime - Glendale Water & Power Department –
Electrical And Water Division Field Operations ...........43 Sworn Fire Manager’s Special Pay ....................................22 Sworn Fire Managers - Retirement ...................................32 Sworn Police Manager’s Special Pay .................................24 SWORN POLICE MANAGER’S SPECIAL PAY
Deputy Police Chief Assignment ..................................27 Firearm Proficiency Pay ...............................................24 Longevity Compensation .............................................28 Mandatory Weekend/Holiday Staff Duty Pay-Police
Captains..................................................................26 Police FBI/Command College Education Pay ...............25 Post Educational Incentive Program............................24 SWORN POLICE MANAGER’S SPECIAL PAY
Future Increases ..........................................................25 SWORN POLICE RETIREMENT BADGES (Sworn Police
Managers)
Police Retirement Badge Review Committee ..............85 Retirement Badge ........................................................85 Retirement Badge Review Committee And Appeal Right
Incorporation..........................................................85 Sworn Safety Jury Duty Shift Conflict................................78 T
Telecommuting .................................................................39 Temporary Disability
Additional Temporary Disability Benefit (General
Managers)...............................................................77 Temporary Disability (All Managers).................................76 Temporary Disablity
Sick Leave Augmentation Of Temporary Disability (All
Managers)...............................................................77 Statutory Benefits Follow Additional Benefits (General
Managers)...............................................................77 Temporary Modified Work Program (All Managers) ........82 Term Of Memorandum Of Understanding .......................91 Time Not Considered As Work Time .................................35 General Managers .......................................................35 202 of 307

City of Glendale
Salary Exhibit A ‐ Eff 10/09/2022 ‐ GMAP COLA Updates ‐ Pending Approval Salary Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Ste p 9 Step 10 1000 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 1,430.00 ‐ ‐ 1100 13,509.46 ‐ ‐ ‐ ‐ ‐ ‐ 21,458.75 ‐ ‐ 1101 10,584.82 ‐ ‐ ‐ ‐ ‐ ‐ 17,684.05 ‐ ‐ 1102 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 22,968.38 ‐ ‐ 1104 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 10,000.00 ‐ ‐ 1105 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 24,325.35 ‐ ‐ 1106 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 12,306.54 ‐ ‐ 1107 10,584.82 ‐ ‐ ‐ ‐ ‐ ‐ 20,037.82 ‐ ‐ 1108 10,377.28 ‐ ‐ ‐ ‐ ‐ ‐ 16,640.93 ‐ ‐ 1109 13,782.52 ‐ ‐ ‐ ‐ ‐ ‐ 18,781.64 ‐ ‐ 1110 10,584.82 ‐ ‐ ‐ ‐ ‐ ‐ 17,686.29 ‐ ‐ 1112 12,986.89 ‐ ‐ ‐ ‐ ‐ ‐ 18,326.19 ‐ ‐ 1113 12,986.89 ‐ ‐ ‐ ‐ ‐ ‐ 17,523.06 ‐ ‐ 1114 10,584.82 ‐ ‐ ‐ ‐ ‐ ‐ 16,973.74 ‐ ‐ 1115 13,782.52 ‐ ‐ ‐ ‐ ‐ ‐ 19,076.01 ‐ ‐ 1116 11,427.21 ‐ ‐ ‐ ‐ ‐ ‐ 14,284.01 ‐ ‐ 1117 13,404.51 ‐ ‐ ‐ ‐ ‐ ‐ 16,608.53 ‐ ‐ 1118 12,277.27 ‐ ‐ ‐ ‐ ‐ ‐ 15,346.38 ‐ ‐ 1119 16,598.28 ‐ ‐ ‐ ‐ ‐ ‐ 24,595.62 ‐ ‐ 1120 10,584.82 ‐ ‐ ‐ ‐ ‐ ‐ 16,973.74 ‐ ‐ 1121 10,584.82 ‐ ‐ ‐ ‐ ‐ ‐ 17,907.29 ‐ ‐ 1122 12,986.89 ‐ ‐ ‐ ‐ ‐ ‐ 21,250.00 ‐ ‐ 1200 16,004.88 ‐ ‐ ‐ ‐ ‐ ‐ 21,718.78 ‐ ‐ 1300 16,400.62 ‐ ‐ ‐ ‐ ‐ ‐ 22,255.93 ‐ ‐ 2000 9,255.65 9,764.71 10,301.77 10,868.37 11,466.13 12,096.76 12,762.09 13,464.00 ‐ ‐ 2001 11,218.97 11,836.01 12,486.99 13,173.78 13,898.34 14,662.74 15,469.19 16,320.00 ‐ ‐ 2002 9,042.70 9,540.13 10,063.23 10,616.33 11,201.60 11,817.99 12,467.60 13,153.62 ‐ ‐ 2003 6,812.67 7,187.37 7,582.67 7,999.72 8,439.70 8,903.89 9,393.60 9,910.2 5 ‐ ‐ 2004 9,281.83 9,793.05 10,332.28 10,899.34 11,498.57 12,133.08 12,799.86 13,502.96 ‐ ‐ 2005 7,957.91 8,395.35 8,857.32 9,345.04 9,857.39 10,399.55 10,971.52 11,574.96 ‐ ‐ 2006 9,469.38 9,990.40 10,540.20 11,119.05 11,730.07 12,375.34 13,057.11 13,775.30 ‐ ‐ 2007 11,218.97 11,836.01 12,486.99 13,173.78 13,898.34 14,662.74 15,469.19 16,320.00 ‐ ‐ 2009 10,690.29 11,589.61 12,173.84 12,779.48 13,376.54 13,971.44 14,739.86 15,550.56 ‐ ‐ 2011 12,157.80 12,827.69 13,534.17 14,276.90 15,064.89 15,888.08 16,762.77 17,686.80 ‐ ‐ 2012 8,339.51 8,797.23 9,280.70 9,792.01 10,331.24 10,898.30 11,497.53 12,132.04 ‐ ‐ 2013 12,173.75 12,843.30 13,549.69 14,294.93 15,081.19 15,910.62 16,785.66 17,708.91 ‐ ‐
2014 10,366.61 10,935.76 11,536.02 12,172.80 12,840.61 13,549.09 14,291.99 15,077.72 ‐ ‐ 2015 7,575.28 7,992.25 8,431.76 8,893.73 9,382.58 9,901.44 10,446.99 11,019.34 ‐ ‐ 2016 8,402.80 8,865.90 9,352.58 9,867.10 10,409.45 10,980.84 11,586.49 12,223.17 ‐ ‐ 2017 8,309.97 8,767.02 9,249.20 9,757.91 10,294.59 10,860.80 11,458.14 12,088.34 ‐ ‐ 2018 9,330.04 9,841.35 10,382.66 10,953.96 11,556.49 12,189.96 12,860.98 13,569.55 ‐ ‐ 2019 7,397.35 7,804.70 8,234.59 8,686.94 9,157.49 9,663.43 10,188.69 10,761.04 ‐ ‐ 2020 9,255.65 9,764.71 10,301.77 10,868.37 11,466.13 12,096.76 12,762.09 13,464.00 ‐ ‐ 2021 11,053.68 11,661.48 12,302.51 12,978.82 13,692.75 14,446.32 15,240.64 16,078.92 ‐ ‐ 2023 10,253.90 10,817.83 11,412.81 12,040.57 12,702.74 13,401.43 14,138.52 14,916.10 ‐ ‐ 2024 13,699.17 14,452.74 15,247.06 16,086.37 16,970.78 17,903.22 18,888.38 19,927.03 ‐ ‐ 2025 12,664.85 13,361.54 14,095.86 14,870.84 15,688.65 16,551.55 17,461.62 18,422.07 ‐ ‐ 2026 9,932.48 10,479.16 11,054.72 11,663.66 12,302.51 12,979.94 13,694.93 14,448.49 ‐ ‐ 2027 6,519.45 6,877.46 7,255.85 7,654.61 8,075.83 8,519.68 8,988.07 9,482.2 1 ‐ ‐ 2028 7,581.69 7,998.66 8,439.22 8,902.32 9,395.42 9,910.97 10,455.58 11,030.09 ‐ ‐ 2029 5,948.14 6,273.99 6,620.21 6,986.80 7,371.60 7,776.78 8,204.50 8,655.8 1 ‐ ‐ 2030 7,686.78 8,109.13 8,555.06 9,025.61 9,521.92 10,045.02 10,598.12 11,181.31 ‐ ‐ 2031 8,608.64 9,082.41 9,580.88 10,108.23 10,663.58 11,249.81 11,867.33 12,520.05 ‐ ‐ 2032 9,281.83 9,793.05 10,332.28 10,899.34 11,498.57 12,133.08 12,799.86 13,502.96 ‐ ‐ 2033 9,735.22 10,270.11 10,835.00 11,431.02 12,059.12 12,722.60 13,422.67 14,161.23 ‐ ‐ 2034 9,282.87 9,793.05 10,332.28 10,900.38 11,499.61 12,132.04 12,798.73 13,502.96 ‐ ‐ 2035 9,376.08 9,891.72 10,436.24 11,010.84 11,616.49 12,255.34 12,929.57 13,640.30 ‐ ‐ 2036 9,991.89 10,541.45 11,121.23 11,732.90 12,378.21 13,059.01 13,777.25 14,535.00 ‐ ‐ 2037 9,376.08 9,891.72 10,436.24 11,010.84 11,616.49 12,255.34 12,929.57 13,640.30 ‐ ‐ 2038 9,124.20 9,625.88 10,155.40 10,712.83 11,303.48 11,921.95 12,580.05 13,272.58 ‐ ‐ 2039 8,425.35 8,889.48 9,377.21 9,892.76 10,438.41 11,010.84 11,616.49 12,255.34 ‐ ‐ 2040 9,932.48 10,479.16 11,054.72 11,663.66 12,302.51 12,979.94 13,694.93 14,448.49 ‐ ‐ 2041 9,330.04 9,841.35 10,382.66 10,953.96 11,556.49 12,189.96 12,860.98 13,569.55 ‐ ‐ 2042 11,432.15 12,060.25 12,723.81 13,424.75 14,163.31 14,941.59 15,763.74 16,630.98 ‐ ‐ 2043 9,932.48 10,479.16 11,054.72 11,663.66 12,302.51 12,979.94 13,694.93 14,448.49 ‐ ‐ 2044 9,932.48 10,479.16 11,054.72 11,663.66 12,302.51 12,979.94 13,694.93 14,448.49 ‐ ‐ 2045 9,267.87 9,778.14 10,315.11 10,882.17 11,480.36 12,111.67 12,778.44 13,480.59 ‐ ‐ 2046 11,053.68 11,661.48 12,302.51 12,978.82 13,692.75 14,446.32 15,240.64 16,078.92 ‐ ‐ 2047 7,618.11 8,037.33 8,478.93 8,944.11 9,435.04 9,953.89 10,501.62 11,080.55 ‐ ‐ 2048 9,810.22 10,349.45 10,918.59 11,518.86 12,152.42 12,821.27 13,526.54 14,270.48 ‐ ‐ 2049 9,047.03 9,544.47 10,069.65 10,623.87 11,208.01 11,823.28 12,474.01 13,160.03 ‐ ‐ 2050 8,616.19 9,090.99 9,590.51 10,117.94 10,674.16 11,260.56 11,880.16 12,532.97 ‐ ‐ 2051 10,937.92 11,540.36 12,174.88 12,841.65 13,549.09 14,293.03 15,080.84 15,910.62 ‐ ‐ 2052 6,177.48 6,517.29 6,877.46 7,263.39 7,663.20 8,082.34 8,520.72 8,988.0 7 ‐ ‐ 2053 9,571.17 10,097.57 10,652.83 11,238.01 11,855.54 12,508.26 13,196.45 13,922.18 ‐ ‐ 2054 10,253.90 10,817.83 11,412.81 12,040.57 12,702.74 13,401.43 14,138.52 14,916.10 ‐ ‐ 2055 8,581.85 9,053.45 9,551.92 10,077.19 10,631.33 11,216.68 11,834.03 12,483.64 ‐ ‐ 9/21/2022 Page 1 of 11
204 of 307

City of Glendale
Salary Exhibit A ‐ Eff 10/09/2022 ‐ GMAP COLA Updates ‐ Pending Approval Salary Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Ste p 9 Step 10 2056 6,177.48 6,517.29 6,877.46 7,263.39 7,663.20 8,082.34 8,520.72 8,988.0 7 ‐ ‐ 2057 7,397.35 7,804.70 8,234.59 8,686.94 9,157.49 9,663.43 10,188.69 10,761.04 ‐ ‐ 2058 9,124.20 9,625.88 10,155.40 10,712.83 11,303.48 11,921.95 12,580.05 13,272.58 ‐ ‐ 2059 9,571.17 10,097.57 10,652.83 11,238.01 11,855.54 12,508.26 13,196.45 13,922.18 ‐ ‐ 2060 10,447.66 11,022.29 11,628.51 12,268.08 12,942.82 13,654.68 14,405.69 15,198.00 ‐ ‐ 2061 9,255.65 9,764.71 10,301.77 10,868.37 11,466.13 12,096.76 12,762.09 13,464.00 ‐ ‐ 2063 9,932.48 10,479.16 11,054.72 11,663.66 12,302.51 12,979.94 13,694.93 14,448.49 ‐ ‐ 2064 9,255.65 9,764.71 10,301.77 10,868.37 11,466.13 12,096.76 12,762.09 13,464.00 ‐ ‐ 2065 8,922.69 9,413.63 9,931.44 10,479.16 11,054.72 11,663.66 12,302.51 12,979.94 ‐ ‐ 2066 11,567.15 12,203.84 12,874.86 13,582.38 14,329.44 15,118.47 15,949.12 16,827.11 ‐ ‐ 2067 6,405.87 6,759.54 7,130.39 7,522.73 7,936.58 8,373.84 8,834.86 9,319.2 9 ‐ ‐ 2068 9,207.78 9,713.80 10,247.65 10,811.42 11,406.31 12,033.46 12,695.89 13,393.71 ‐ ‐ 2069 5,715.51 6,030.69 6,361.82 6,708.04 7,076.80 7,468.11 7,880.74 8,314.8 8 ‐ ‐ 2070 8,339.51 8,797.23 9,280.70 9,792.01 10,331.24 10,898.30 11,497.53 12,132.04 ‐ ‐ 2072 10,253.90 10,817.83 11,412.81 12,040.57 12,702.74 13,401.43 14,138.52 14,916.10 ‐ ‐ 2073 9,330.04 9,841.35 10,382.66 10,953.96 11,556.49 12,189.96 12,860.98 13,569.55 ‐ ‐ 2074 9,255.65 9,764.71 10,301.77 10,868.37 11,466.13 12,096.76 12,762.09 13,464.00 ‐ ‐ 2075 7,775.31 8,202.94 8,654.16 9,130.10 9,632.30 10,162.08 10,720.98 11,310.59 ‐ ‐ 2076 6,543.04 6,903.22 7,281.60 7,683.57 8,105.92 8,550.72 9,022.41 9,517.5 9 ‐ ‐ 2077 7,030.76 7,418.77 7,826.12 8,254.88 8,709.40 9,188.54 9,694.47 10,228.32 ‐ ‐ 2078 7,364.15 7,769.33 8,196.96 8,646.19 9,121.08 9,621.63 10,152.19 10,711.79 ‐ ‐ 2079 7,364.15 7,769.33 8,196.96 8,646.19 9,121.08 9,621.63 10,152.19 10,711.79 ‐ ‐ 2080 7,851.87 8,283.84 8,739.48 9,222.87 9,728.80 10,263.69 10,829.71 11,422.44 ‐ ‐ 2081 7,713.57 8,136.96 8,583.93 9,055.61 9,554.00 10,079.36 10,634.62 11,218.76 ‐ ‐ 2082 8,866.94 9,353.62 9,867.10 10,410.49 10,983.96 11,588.57 12,225.34 12,897.40 ‐ ‐ 2083 7,575.28 7,992.25 8,431.76 8,893.73 9,382.58 9,901.44 10,446.99 11,019.34 ‐ ‐ 2084 8,257.05 8,711.56 9,190.62 9,693.43 10,227.19 10,790.00 11,382.73 12,009.87 ‐ ‐ 2085 6,488.41 6,845.30 7,222.64 7,622.45 8,048.00 8,487.51 8,945.24 9,438.3 4 ‐ ‐ 2086 12,173.76 12,843.32 13,549.70 14,294.93 15,081.15 15,910.62 16,785.70 17,708.91 ‐ ‐ 2087 7,711.41 8,134.88 8,581.85 9,053.45 9,552.96 10,077.19 10,631.33 11,216.68 ‐ ‐ 2088 6,488.41 6,845.30 7,222.64 7,622.45 8,048.00 8,487.51 8,945.24 9,438.3 4 ‐ ‐ 2090 6,488.41 6,845.30 7,222.64 7,622.45 8,048.00 8,487.51 8,945.24 9,438.3 4 ‐ ‐ 2091 9,571.17 10,097.57 10,652.83 11,238.01 11,855.54 12,508.26 13,196.45 13,922.18 ‐ ‐ 2092 10,937.92 11,540.36 12,174.88 12,841.65 13,549.09 14,293.03 15,080.84 15,910.62 ‐ ‐ 2093 9,571.17 10,097.57 10,652.83 11,238.01 11,855.54 12,508.26 13,196.45 13,922.18 ‐ ‐ 2094 8,779.02 9,261.46 9,771.64 10,306.61 10,875.75 11,472.81 12,104.21 12,769.86 ‐ ‐ 2095 8,447.89 8,912.03 9,401.83 9,916.35 10,465.20 11,040.84 11,643.19 12,289.68 ‐ ‐ 2096 6,433.70 6,786.42 7,160.39 7,556.03 7,969.70 8,407.14 8,871.28 9,357.8 7 ‐ ‐ 2097 7,671.78 8,094.13 8,538.93 9,008.45 9,502.67 10,025.77 10,576.70 11,158.76 ‐ ‐ 2098 11,567.15 12,203.84 12,874.86 13,582.38 14,329.44 15,118.47 15,949.12 16,827.11 ‐ ‐ 2099 8,670.81 9,147.78 9,650.59 10,182.19 10,741.79 11,332.44 11,955.25 12,613.35 ‐ ‐ 2100 9,560.42 10,086.81 10,642.08 11,227.35 11,844.79 12,496.47 13,183.62 13,908.31 ‐ ‐ 2101 7,671.78 8,094.13 8,538.93 9,008.45 9,502.67 10,025.77 10,576.70 11,158.76 ‐ ‐ 2102 7,671.78 8,094.13 8,538.93 9,008.45 9,502.67 10,025.77 10,576.70 11,158.76 ‐ ‐ 2103 9,810.22 10,349.45 10,918.59 11,518.86 12,152.42 12,821.27 13,526.54 14,270.48 ‐ ‐ 2104 6,136.82 6,474.45 6,830.30 7,206.51 7,603.20 8,024.42 8,461.76 8,927.0 3 ‐ ‐ 2105 7,671.78 8,094.13 8,538.93 9,008.45 9,502.67 10,025.77 10,576.70 11,158.76 ‐ ‐ 2106 7,671.78 8,094.13 8,538.93 9,008.45 9,502.67 10,025.77 10,576.70 11,158.76 ‐ ‐ 2107 7,671.78 8,094.13 8,538.93 9,008.45 9,502.67 10,025.77 10,576.70 11,158.76 ‐ ‐ 2108 7,640.65 8,059.79 8,503.56 8,969.86 9,464.00 9,985.02 10,532.74 11,113.68 ‐ ‐ 2109 7,671.78 8,094.13 8,538.93 9,008.45 9,502.67 10,025.77 10,576.70 11,158.76 ‐ ‐ 2110 9,560.42 10,086.81 10,642.08 11,227.35 11,844.79 12,496.47 13,183.62 13,908.31 ‐ ‐ 2111 8,866.94 9,353.62 9,867.10 10,410.49 10,983.97 11,588.57 12,225.34 12,897.40 ‐ ‐ 2112 8,010.46 8,451.01 8,915.24 9,406.17 9,923.81 10,468.41 11,044.05 11,651.86 ‐ ‐ 2113 8,010.46 8,451.01 8,915.24 9,406.17 9,923.81 10,468.41 11,044.05 11,651.86 ‐ ‐ 2114 6,425.72 6,779.14 7,151.98 7,545.36 7,960.34 8,398.12 8,860.09 9,347.3 8 ‐ ‐ 2115 9,536.83 10,061.06 10,614.16 11,198.39 11,814.78 12,465.43 13,150.32 13,873.97 ‐ ‐ 2116 6,816.42 7,190.47 7,587.07 8,005.08 8,444.59 8,908.73 9,397.58 9,915.3 1 ‐ ‐ 2117 7,726.41 8,150.92 8,600.06 9,072.78 9,571.17 10,097.57 10,652.83 11,239.14 ‐ ‐ 2118 6,177.48 6,517.29 6,877.46 7,263.39 7,663.20 8,082.34 8,520.72 8,988.0 7 ‐ ‐ 2119 8,922.69 9,413.63 9,931.44 10,479.16 11,054.72 11,663.66 12,302.51 12,979.94 ‐ ‐ 2120 6,177.48 6,517.29 6,877.46 7,263.39 7,663.20 8,082.34 8,520.72 8,988.0 7 ‐ ‐ 2121 8,581.85 9,053.45 9,551.92 10,077.19 10,631.33 11,216.68 11,834.03 12,484.68 ‐ ‐ 2122 8,447.89 8,912.03 9,401.83 9,916.35 10,465.20 11,040.84 11,643.19 12,289.68 ‐ ‐ 2123 8,447.89 8,912.03 9,401.83 9,916.35 10,465.20 11,040.84 11,643.19 12,289.68 ‐ ‐ 2124 6,620.21 6,985.76 7,369.52 7,775.74 8,203.46 8,654.68 9,129.58 9,632.3 0 ‐ ‐ 2125 10,366.61 10,935.76 11,536.02 12,172.80 12,840.61 13,549.09 14,291.99 15,077.72 ‐ ‐ 2126 8,670.81 9,147.78 9,650.59 10,182.19 10,741.79 11,332.44 11,955.25 12,613.35 ‐ ‐ 2127 6,543.04 6,903.22 7,281.60 7,683.57 8,105.92 8,550.72 9,022.41 9,517.5 9 ‐ ‐ 2128 6,931.05 7,313.77 7,715.74 8,133.75 8,579.68 9,052.41 9,558.34 10,084.65 ‐ ‐ 2129 6,543.04 6,903.22 7,281.60 7,683.57 8,105.92 8,550.72 9,022.41 9,517.5 9 ‐ ‐ 2130 8,773.91 9,256.51 9,765.57 10,302.71 10,869.34 11,467.18 12,097.88 12,763.27 ‐ ‐ 2131 7,111.14 7,502.44 7,915.08 8,351.30 8,803.73 9,290.33 9,795.31 10,344.07 ‐ ‐ 2132 6,543.04 6,903.22 7,281.60 7,683.57 8,105.92 8,550.72 9,022.41 9,517.5 9 ‐ ‐ 2133 7,379.58 7,785.45 8,213.69 8,665.44 9,142.06 9,644.87 10,175.34 10,734.94 ‐ ‐ 2134 6,543.04 6,903.22 7,281.60 7,683.57 8,105.92 8,550.72 9,022.41 9,517.5 9 ‐ ‐ 2135 8,670.81 9,147.78 9,650.59 10,182.19 10,741.79 11,332.44 11,955.25 12,613.35 ‐ ‐ 9/21/2022 Page 2 of 11
205 of 307

City of Glendale
Salary Exhibit A ‐ Eff 10/09/2022 ‐ GMAP COLA Updates ‐ Pending Approval Salary Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Ste p 9 Step 10 2136 7,281.60 7,682.45 8,104.79 8,550.72 9,021.37 9,517.59 10,040.69 10,592.74 ‐ ‐ 2137 7,111.14 7,502.44 7,915.08 8,351.30 8,803.73 9,290.33 9,795.31 10,344.07 ‐ ‐ 2138 7,281.60 7,682.45 8,104.79 8,550.72 9,021.37 9,517.59 10,040.69 10,592.74 ‐ ‐ 2139 7,521.43 7,935.11 8,371.59 8,832.00 9,317.81 9,830.25 10,370.95 10,941.30 ‐ ‐ 2140 9,932.48 10,479.16 11,054.72 11,663.66 12,302.51 12,979.94 13,694.93 14,448.49 ‐ ‐ 2141 8,425.35 8,889.48 9,377.21 9,892.76 10,438.41 11,010.84 11,616.49 12,255.34 ‐ ‐ 2142 8,783.36 9,265.70 9,775.97 10,313.03 10,881.13 11,479.32 12,110.63 12,776.27 ‐ ‐ 2143 9,054.31 9,552.27 10,077.62 10,631.94 11,216.68 11,833.60 12,484.42 13,171.05 ‐ ‐ 2144 10,366.61 10,935.76 11,536.02 12,172.80 12,840.61 13,549.09 14,291.99 15,077.72 ‐ ‐ 2145 7,128.31 7,519.61 7,934.33 8,369.59 8,830.52 9,316.08 9,829.56 10,370.95 ‐ ‐ 2146 9,330.04 9,841.35 10,382.66 10,953.96 11,556.49 12,189.96 12,860.98 13,569.55 ‐ ‐ 2147 10,937.92 11,540.36 12,174.88 12,841.65 13,549.09 14,293.03 15,080.84 15,910.62 ‐ ‐ 2148 8,158.90 8,607.60 9,081.11 9,580.53 10,107.45 10,663.32 11,249.81 11,868.63 ‐ ‐ 2149 7,397.35 7,804.70 8,234.59 8,686.94 9,157.49 9,663.43 10,188.69 10,761.04 ‐ ‐ 2150 8,093.00 8,537.89 9,007.41 9,501.55 10,023.52 10,573.50 11,156.60 11,771.87 ‐ ‐ 2151 9,498.34 10,020.40 10,571.33 11,153.39 11,767.62 12,414.01 13,096.74 13,816.06 ‐ ‐ 2152 13,931.81 14,699.25 15,506.48 16,358.63 17,259.08 18,207.65 19,208.93 20,265.79 ‐ ‐ 2153 12,664.85 13,361.54 14,095.86 14,870.84 15,688.65 16,551.55 17,461.62 18,422.07 ‐ ‐ 2154 9,469.38 9,990.40 10,540.20 11,119.05 11,730.07 12,375.34 13,057.11 13,775.30 ‐ ‐ 2155 9,571.17 10,097.57 10,652.83 11,238.01 11,855.54 12,508.26 13,196.45 13,922.18 ‐ ‐ 2156 6,931.05 7,313.77 7,715.74 8,133.75 8,579.68 9,052.41 9,558.34 10,084.65 ‐ ‐ 2157 11,053.68 11,661.49 12,302.51 12,978.82 13,692.76 14,446.32 15,240.64 16,078.92 ‐ ‐ 2158 6,358.70 6,708.04 7,076.80 7,466.03 7,876.49 8,309.51 8,766.19 9,248.5 4 ‐ ‐ 2159 8,582.28 9,054.31 9,552.27 10,077.62 10,631.94 11,216.68 11,833.60 12,484.42 ‐ ‐ 2160 5,573.40 5,879.99 6,203.41 6,544.60 6,904.52 7,284.29 7,684.87 8,107.5 7 ‐ ‐ 2161 6,542.60 6,902.44 7,282.12 7,682.62 8,105.14 8,550.98 9,021.28 9,517.4 1 ‐ ‐ 2162 7,521.26 7,934.93 8,371.33 8,831.74 9,317.55 9,829.99 10,370.60 10,941.04 ‐ ‐ 2163 9,560.42 10,086.81 10,642.08 11,227.35 11,844.79 12,496.47 13,183.62 13,908.31 ‐ ‐ 2164 8,670.81 9,147.78 9,650.59 10,182.19 10,741.79 11,332.44 11,955.25 12,613.35 ‐ ‐ 2165 11,218.97 11,836.01 12,486.99 13,173.78 13,898.34 14,662.74 15,469.19 16,320.00 ‐ ‐ 2166 8,940.77 9,432.52 9,951.30 10,498.63 11,076.05 11,685.23 12,327.92 13,005.96 ‐ ‐ 2167 12,157.79 12,827.69 13,534.18 14,276.90 15,064.88 15,888.08 16,762.77 17,686.80 ‐ ‐ 2168 9,570.62 10,097.00 10,652.34 11,238.22 11,856.32 12,508.42 13,196.38 13,922.18 ‐ ‐ 2169 6,050.98 6,384.36 6,735.96 7,106.80 7,498.11 7,910.74 8,344.88 8,803.7 3 ‐ ‐ 2170 8,581.85 9,053.45 9,551.92 10,077.19 10,631.33 11,216.68 11,834.03 12,483.64 ‐ ‐ 2171 7,379.58 7,785.45 8,213.69 8,665.44 9,142.06 9,644.87 10,175.34 10,734.94 ‐ ‐ 2172 9,991.89 10,541.45 11,121.23 11,732.90 12,378.21 13,059.01 13,777.25 14,535.00 ‐ ‐ 2173 6,816.42 7,190.47 7,587.07 8,005.08 8,444.59 8,908.73 9,397.58 9,915.3 1 ‐ ‐ 2174 7,957.05 8,394.69 8,856.40 9,343.50 9,857.39 10,399.55 10,971.53 11,574.96 ‐ ‐ 2500 6,001.73 6,331.82 6,680.30 7,045.76 7,434.81 7,843.29 8,274.67 8,729.7 8 ‐ ‐ 2501 7,133.33 7,525.68 7,939.62 8,376.27 8,836.94 9,323.02 9,835.80 10,376.76 ‐ ‐ 2502 5,576.23 5,882.93 6,206.49 6,547.85 6,907.98 7,287.92 7,688.75 8,111.6 3 ‐ ‐ 2503 5,033.74 5,310.33 5,601.93 5,918.14 6,240.78 6,589.08 6,938.59 7,322.3 5 ‐ ‐ 2504 5,033.74 5,310.33 5,601.93 5,918.14 6,240.78 6,589.08 6,938.59 7,322.3 5 ‐ ‐ 2505 5,504.29 5,806.64 6,125.03 6,464.83 6,824.92 7,186.23 7,594.53 8,006.2 1 ‐ ‐ 2506 6,594.93 6,957.65 7,340.32 7,744.04 8,169.96 8,619.31 9,093.37 9,593.5 1 ‐ ‐ 2507 5,536.55 5,840.98 6,161.44 6,501.24 6,859.26 7,237.64 7,634.24 8,054.5 0 ‐ ‐ 2508 4,861.32 5,128.69 5,410.77 5,708.36 6,022.32 6,353.55 6,703.00 7,071.6 6 ‐ ‐ 2509 5,033.74 5,310.33 5,601.93 5,918.14 6,240.78 6,589.08 6,938.59 7,322.3 5 ‐ ‐ 2510 6,097.11 6,432.57 6,785.21 7,157.26 7,551.69 7,966.58 8,406.10 8,870.2 4 ‐ ‐ 2511 6,284.91 6,630.61 6,995.30 7,380.01 7,785.89 8,214.13 8,665.87 9,142.4 9 ‐ ‐ 2512 6,059.65 6,393.03 6,743.42 7,118.59 7,506.69 7,922.54 8,357.80 8,815.5 2 ‐ ‐ 2513 6,712.37 7,082.18 7,471.32 7,881.87 8,310.63 8,767.23 9,254.95 9,765.2 2 ‐ ‐ 2514 6,074.56 6,408.99 6,762.84 7,133.68 7,528.11 7,939.70 8,377.14 8,836.9 4 ‐ ‐ 2515 5,033.74 5,310.33 5,601.93 5,918.14 6,240.78 6,589.08 6,938.59 7,322.3 5 ‐ ‐ 2516 7,883.00 8,317.14 8,773.65 9,257.12 9,765.22 10,302.28 10,868.21 11,466.31 ‐ ‐ 2517 6,050.98 6,384.36 6,735.96 7,106.80 7,498.11 7,910.74 8,344.88 8,803.7 3 ‐ ‐ 2518 5,500.05 5,803.43 6,121.73 6,461.53 6,813.13 7,189.35 7,582.73 8,001.9 6 ‐ ‐ 2519 6,994.34 7,378.11 7,785.37 8,213.09 8,664.39 9,141.37 9,644.09 10,173.61 ‐ ‐ 2520 5,779.85 6,098.15 6,433.70 6,786.42 7,160.39 7,553.77 7,969.70 8,407.1 4 ‐ ‐ 2521 6,580.58 6,942.84 7,324.44 7,729.61 8,138.09 8,600.06 9,064.20 9,572.3 0 ‐ ‐ 2522 5,033.74 5,310.33 5,601.93 5,918.14 6,240.78 6,589.08 6,938.59 7,322.3 5 ‐ ‐ 2523 4,072.25 4,296.21 4,532.06 4,782.90 5,046.57 5,323.17 5,614.76 5,924.5 6 ‐ ‐ 2524 5,368.17 5,664.01 5,974.85 6,309.28 6,655.58 7,008.22 7,399.52 7,808.9 5 ‐ ‐ 2525 5,368.17 5,664.01 5,974.85 6,309.28 6,655.58 7,008.22 7,399.52 7,808.9 5 ‐ ‐ 2526 6,712.37 7,082.18 7,471.32 7,881.87 8,310.63 8,767.23 9,254.95 9,765.2 2 ‐ ‐ 2527 4,874.03 5,141.95 5,425.04 5,725.14 6,040.31 6,367.20 6,721.05 7,090.8 5 ‐ ‐ 2528 5,000.53 5,274.96 5,565.51 5,867.68 6,191.44 6,534.45 6,893.59 7,273.0 2 ‐ ‐ 2529 5,368.17 5,664.01 5,974.85 6,309.28 6,655.58 7,008.22 7,399.52 7,808.9 5 ‐ ‐ 2530 7,064.23 7,452.76 7,862.71 8,295.11 8,751.36 9,232.67 9,740.51 10,276.18 ‐ ‐ 2531 7,209.81 7,606.32 8,024.42 8,466.10 8,932.32 9,424.38 9,942.19 10,488.78 ‐ ‐ 2532 5,078.83 5,357.50 5,652.22 5,959.94 6,291.07 6,633.13 7,002.93 7,385.5 6 ‐ ‐ 2533 5,766.93 6,083.23 6,417.66 6,770.29 7,142.18 7,535.56 7,949.41 8,386.6 8 ‐ ‐ 2534 8,518.56 8,987.03 9,481.17 10,002.19 10,552.08 11,131.89 11,744.03 12,390.43 ‐ ‐ 2535 5,572.97 5,880.51 6,204.28 6,545.21 6,904.26 7,282.64 7,684.61 8,108.0 9 ‐ ‐ 2536 7,976.29 8,414.94 8,877.78 9,366.11 9,881.23 10,424.71 10,998.01 11,602.96 ‐ ‐ 2537 8,302.05 8,758.73 9,240.04 9,748.05 10,284.07 10,850.00 11,446.02 12,075.25 ‐ ‐ 9/21/2022 Page 3 of 11
206 of 307

City of Glendale
Salary Exhibit A ‐ Eff 10/09/2022 ‐ GMAP COLA Updates ‐ Pending Approval Salary Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Ste p 9 Step 10 2538 7,294.43 7,696.41 8,120.92 8,565.72 9,036.28 9,532.67 10,057.85 10,611.04 ‐ ‐ 2539 8,113.38 8,560.35 9,029.86 9,527.30 10,051.44 10,603.50 11,186.60 11,802.99 ‐ ‐ 2540 7,294.43 7,696.41 8,120.92 8,565.72 9,036.28 9,532.67 10,057.85 10,611.04 ‐ ‐ 2542 8,723.36 9,203.54 9,709.47 10,243.32 10,807.17 11,400.94 12,028.08 12,689.48 ‐ ‐ 2543 8,517.51 8,987.03 9,481.17 10,004.27 10,553.12 11,130.84 11,744.03 12,390.43 ‐ ‐ 2544 7,125.01 7,515.28 7,928.95 8,366.39 8,827.32 9,311.83 9,824.18 10,364.45 ‐ ‐ 2545 6,960.01 7,343.77 7,745.74 8,171.30 8,621.48 9,097.49 9,597.01 10,124.36 ‐ ‐ 2546 5,825.89 6,146.44 6,476.62 6,836.71 7,206.52 7,611.69 8,033.00 8,474.8 1 ‐ ‐ 2547 5,033.74 5,310.33 5,601.93 5,918.14 6,240.78 6,589.08 6,938.59 7,322.3 5 ‐ ‐ 2548 5,873.06 6,195.69 6,537.66 6,902.09 7,284.81 7,686.78 8,099.42 8,543.2 7 ‐ ‐ 2549 4,505.35 4,753.94 5,014.49 5,289.96 5,581.46 5,888.14 6,211.82 6,552.6 6 ‐ ‐ 2551 7,364.15 7,769.33 8,196.96 8,646.19 9,121.08 9,621.63 10,152.19 10,711.79 ‐ ‐ 2552 6,375.87 6,727.46 7,098.30 7,487.36 7,898.95 8,337.43 8,793.07 9,276.4 6 ‐ ‐ 2553 7,883.00 8,317.14 8,773.65 9,257.12 9,765.22 10,302.28 10,868.21 11,466.31 ‐ ‐ 2554 7,883.00 8,317.14 8,773.65 9,257.12 9,765.22 10,302.28 10,868.21 11,466.31 ‐ ‐ 2555 6,906.42 7,285.85 7,686.78 8,109.13 8,555.06 9,025.61 9,521.92 10,046.06 ‐ ‐ 2556 6,386.44 6,737.69 7,108.28 7,499.24 7,911.70 8,346.79 8,805.90 9,290.2 4 ‐ ‐ 2557 6,740.29 7,112.18 7,503.48 7,917.16 8,352.51 8,811.28 9,296.83 9,807.1 0 ‐ ‐ 2558 6,628.79 6,994.34 7,378.11 7,779.99 8,213.09 8,660.06 9,140.33 9,643.0 5 ‐ ‐ 2559 5,033.74 5,310.33 5,601.93 5,918.14 6,240.78 6,589.08 6,938.59 7,322.3 5 ‐ ‐ 2560 5,572.97 5,880.51 6,204.28 6,545.21 6,904.26 7,282.64 7,684.61 8,108.0 9 ‐ ‐ 2561 5,033.74 5,310.33 5,601.93 5,918.14 6,240.78 6,589.08 6,938.59 7,322.3 5 ‐ ‐ 2562 5,572.97 5,880.51 6,204.28 6,545.21 6,904.26 7,282.64 7,684.61 8,108.0 9 ‐ ‐ 2564 6,242.86 6,585.96 6,948.22 7,309.44 7,734.99 8,160.54 8,603.27 9,081.3 7 ‐ ‐ 2565 6,284.91 6,630.61 6,995.30 7,380.01 7,785.89 8,214.13 8,665.87 9,142.4 9 ‐ ‐ 2566 6,787.72 7,160.99 7,554.90 7,970.40 8,408.78 8,871.28 9,359.17 9,873.9 5 ‐ ‐ 2567 7,379.58 7,785.45 8,213.69 8,665.44 9,142.06 9,644.87 10,175.34 10,734.94 ‐ ‐ 2568 6,740.29 7,112.18 7,503.48 7,917.16 8,352.51 8,811.28 9,296.83 9,807.1 0 ‐ ‐ 2569 5,504.29 5,806.64 6,125.03 6,464.83 6,824.92 7,186.23 7,594.53 8,006.2 1 ‐ ‐ 2570 5,157.04 5,441.09 5,739.10 6,059.65 6,381.24 6,732.84 7,114.43 7,501.4 0 ‐ ‐ 2571 6,225.69 6,567.66 6,928.97 7,310.56 7,712.53 8,134.88 8,582.89 9,055.6 1 ‐ ‐ 2572 6,242.86 6,585.96 6,948.22 7,309.44 7,734.99 8,160.54 8,603.27 9,081.3 7 ‐ ‐ 2573 9,991.89 10,541.45 11,121.23 11,732.90 12,378.21 13,059.01 13,777.25 14,535.00 ‐ ‐ 2574 5,658.63 5,969.47 6,296.44 6,648.04 7,007.18 7,394.15 7,799.33 8,232.3 4 ‐ ‐ 2575 5,928.90 6,254.65 6,598.79 6,962.18 7,345.94 7,749.99 8,175.54 8,624.6 8 ‐ ‐ 2576 5,928.90 6,254.65 6,598.79 6,962.18 7,345.94 7,749.99 8,175.54 8,624.6 8 ‐ ‐ 2577 6,136.82 6,474.45 6,830.30 7,206.51 7,603.20 8,024.42 8,461.76 8,927.0 3 ‐ ‐ 2578 7,883.00 8,317.14 8,773.65 9,257.12 9,765.22 10,302.28 10,868.21 11,466.31 ‐ ‐ 2579 5,033.74 5,310.33 5,601.93 5,918.14 6,240.78 6,589.08 6,938.59 7,322.3 5 ‐ ‐ 2580 5,168.83 5,454.01 5,754.10 6,063.90 6,398.32 6,755.21 7,126.22 7,519.6 1 ‐ ‐ 2581 4,219.05 4,450.64 4,696.11 4,955.53 5,227.79 5,514.01 5,815.22 6,137.8 6 ‐ ‐ 2582 4,319.80 4,557.81 4,808.65 5,075.53 5,355.33 5,647.97 5,956.64 6,283.6 1 ‐ ‐ 2583 5,982.91 6,311.96 6,659.14 7,025.38 7,411.83 7,819.44 8,249.51 8,703.2 4 ‐ ‐ 2584 8,020.25 8,461.33 8,926.68 9,417.70 9,935.60 10,482.11 11,058.62 11,666.86 ‐ ‐ 2585 7,133.33 7,525.68 7,939.62 8,376.27 8,836.94 9,323.02 9,835.80 10,376.76 ‐ ‐ 2586 6,212.86 6,553.79 6,913.88 7,298.77 7,674.99 8,109.13 8,564.68 9,036.2 8 ‐ ‐ 2587 6,362.95 6,713.42 7,082.18 7,471.32 7,881.87 8,314.88 8,772.60 9,254.9 5 ‐ ‐ 2588 6,931.05 7,313.77 7,715.74 8,133.75 8,579.68 9,052.41 9,558.34 10,084.65 ‐ ‐ 2589 6,848.50 7,225.85 7,622.45 8,044.79 8,487.51 8,952.69 9,446.83 9,964.5 6 ‐ ‐ 2590 7,348.02 7,752.16 8,176.67 8,626.85 9,102.78 9,603.43 10,131.81 10,688.21 ‐ ‐ 2591 6,848.50 7,225.85 7,622.45 8,044.79 8,487.51 8,952.69 9,446.83 9,964.5 6 ‐ ‐ 2592 8,213.09 8,664.39 9,140.33 9,644.09 10,174.73 10,734.34 11,325.93 11,947.62 ‐ ‐ 2593 7,143.39 7,536.78 7,950.46 8,386.68 8,847.69 9,336.46 9,848.89 10,390.20 ‐ ‐ 2594 6,865.67 7,243.02 7,641.69 8,063.00 8,505.72 8,973.07 9,467.30 9,988.1 4 ‐ ‐ 2595 5,000.53 5,274.96 5,565.51 5,867.68 6,191.44 6,534.45 6,893.59 7,273.0 2 ‐ ‐ 2596 7,883.00 8,317.14 8,773.65 9,257.12 9,765.22 10,302.28 10,868.21 11,466.31 ‐ ‐ 2597 5,926.64 6,252.57 6,595.58 6,957.84 7,340.56 7,742.53 8,169.13 8,619.3 1 ‐ ‐ 2598 7,922.54 8,358.93 8,818.73 9,303.25 9,815.60 10,354.82 10,925.09 11,525.27 ‐ ‐ 2599 5,033.74 5,310.33 5,601.93 5,918.14 6,240.78 6,589.08 6,938.59 7,322.3 5 ‐ ‐ 2600 6,050.98 6,384.36 6,735.96 7,106.80 7,498.11 7,910.74 8,344.88 8,803.7 3 ‐ ‐ 2601 5,033.74 5,310.33 5,601.93 5,918.14 6,240.78 6,589.08 6,938.59 7,322.3 5 ‐ ‐ 2602 5,033.74 5,310.33 5,601.93 5,918.14 6,240.78 6,589.08 6,938.59 7,322.3 5 ‐ ‐ 2603 5,033.74 5,310.33 5,601.93 5,918.14 6,240.78 6,589.08 6,938.59 7,322.3 5 ‐ ‐ 2605 6,740.29 7,112.18 7,503.48 7,917.16 8,352.51 8,811.28 9,296.83 9,807.1 0 ‐ ‐ 2606 6,375.87 6,727.46 7,098.30 7,487.36 7,898.95 8,337.43 8,793.07 9,276.4 6 ‐ ‐ 2607 5,572.97 5,880.51 6,204.28 6,545.21 6,904.26 7,282.64 7,684.61 8,108.0 9 ‐ ‐ 2608 6,177.48 6,517.29 6,877.46 7,263.39 7,663.20 8,082.34 8,520.72 8,988.0 7 ‐ ‐ 2610 7,883.00 8,317.14 8,773.65 9,257.12 9,765.22 10,302.28 10,868.21 11,466.31 ‐ ‐ 2611 5,607.30 5,917.10 6,242.86 6,585.96 6,948.22 7,330.85 7,733.95 8,160.5 4 ‐ ‐ 2612 5,715.51 6,030.69 6,361.82 6,708.04 7,076.80 7,468.11 7,880.74 8,314.8 8 ‐ ‐ 2613 6,357.66 6,707.00 7,075.76 7,466.03 7,876.49 8,309.51 8,766.19 9,248.5 4 ‐ ‐ 2614 5,881.64 6,205.40 6,546.25 6,906.42 7,283.68 7,678.20 8,101.58 8,555.0 6 ‐ ‐ 2615 7,578.57 7,995.54 8,434.97 8,896.94 9,385.79 9,903.52 10,448.03 11,023.68 ‐ ‐ 2616 6,136.82 6,474.45 6,830.30 7,206.51 7,603.20 8,024.42 8,461.76 8,927.0 3 ‐ ‐ 2617 7,253.68 7,653.49 8,072.71 8,516.47 8,980.61 9,475.79 9,993.52 10,552.08 ‐ ‐ 2618 4,820.44 5,086.28 5,366.08 5,661.93 5,972.77 6,302.86 6,650.21 7,014.7 2 ‐ ‐ 2619 5,033.74 5,310.33 5,601.93 5,918.14 6,240.78 6,589.08 6,938.59 7,322.3 5 ‐ ‐ 9/21/2022 Page 4 of 11
207 of 307

City of Glendale
Salary Exhibit A ‐ Eff 10/09/2022 ‐ GMAP COLA Updates ‐ Pending Approval Salary Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Ste p 9 Step 10 2620 5,572.97 5,880.51 6,204.28 6,545.21 6,904.26 7,282.64 7,684.61 8,108.0 9 ‐ ‐ 2621 5,845.22 6,166.82 6,505.49 6,861.34 7,239.81 7,639.61 8,056.58 8,501.4 7 ‐ ‐ 2622 6,079.73 6,414.11 6,766.89 7,139.07 7,531.71 7,945.96 8,382.99 8,844.0 5 ‐ ‐ 2623 6,136.82 6,474.45 6,830.30 7,206.51 7,603.20 8,024.42 8,461.76 8,927.0 3 ‐ ‐ 2624 6,776.71 7,148.59 7,543.20 7,957.91 8,395.35 8,857.32 9,345.04 9,857.3 9 ‐ ‐ 2625 6,776.71 7,148.59 7,543.20 7,957.91 8,395.35 8,857.32 9,345.04 9,857.3 9 ‐ ‐ 2626 6,520.49 6,879.63 7,258.02 7,657.82 8,080.17 8,523.93 8,992.41 9,487.5 9 ‐ ‐ 2627 6,020.98 6,352.28 6,700.58 7,068.30 7,458.40 7,868.95 8,297.71 8,757.6 9 ‐ ‐ 2628 6,543.04 6,903.22 7,281.60 7,683.57 8,105.92 8,550.72 9,022.41 9,517.5 9 ‐ ‐ 2629 7,710.52 8,134.60 8,582.01 9,054.02 9,551.99 10,077.35 10,631.60 11,216.34 ‐ ‐ 2630 7,455.27 7,865.83 8,296.67 8,756.48 9,235.70 9,744.84 10,280.78 10,845.75 ‐ ‐ 2631 8,670.81 9,147.78 9,650.59 10,182.19 10,741.79 11,332.44 11,955.25 12,613.35 ‐ ‐ 2632 6,074.56 6,408.99 6,762.84 7,133.68 7,528.11 7,939.70 8,377.14 8,836.9 4 ‐ ‐ 2633 5,572.97 5,880.51 6,204.28 6,545.21 6,904.26 7,282.64 7,684.61 8,108.0 9 ‐ ‐ 2634 7,253.68 7,653.49 8,072.71 8,516.47 8,980.61 9,475.79 9,993.52 10,552.08 ‐ ‐ 2635 6,136.82 6,474.45 6,830.30 7,206.51 7,603.20 8,024.42 8,461.76 8,927.0 3 ‐ ‐ 2636 6,074.56 6,408.99 6,762.84 7,133.68 7,528.11 7,939.70 8,377.14 8,836.9 4 ‐ ‐ 2637 5,841.58 6,162.83 6,501.76 6,859.43 7,236.69 7,634.67 8,054.59 8,497.5 7 ‐ ‐ 2638 5,998.43 6,328.70 6,675.96 7,053.22 7,430.56 7,847.62 8,272.05 8,724.4 0 ‐ ‐ 2639 7,830.45 8,260.26 8,715.90 9,194.95 9,700.88 10,233.61 10,796.42 11,391.40 ‐ ‐ 2640 6,931.05 7,313.77 7,715.74 8,133.75 8,579.68 9,052.41 9,558.34 10,084.65 ‐ ‐ 2641 5,181.66 5,467.88 5,769.10 6,087.48 6,423.04 6,775.67 7,147.55 7,540.9 4 ‐ ‐ 2642 5,803.43 6,121.73 6,461.54 6,813.12 7,189.35 7,582.73 8,001.96 8,442.0 7 ‐ ‐ 2643 7,677.33 8,099.59 8,545.09 9,015.04 9,510.91 10,034.01 10,585.90 11,168.13 ‐ ‐ 2644 6,931.05 7,313.77 7,715.74 8,133.75 8,579.68 9,052.41 9,558.34 10,084.65 ‐ ‐ 2645 7,151.89 7,546.32 7,960.17 8,398.47 8,858.44 9,348.25 9,857.39 10,404.07 ‐ ‐ 2646 6,833.61 7,209.46 7,605.98 8,024.31 8,465.65 8,931.26 9,422.48 9,940.7 1 ‐ ‐ 2647 6,242.86 6,585.96 6,948.22 7,309.44 7,734.99 8,160.54 8,603.27 9,081.3 7 ‐ ‐ 2648 5,168.83 5,454.01 5,754.10 6,063.90 6,398.32 6,755.21 7,126.22 7,519.6 1 ‐ ‐ 2649 5,910.69 6,235.84 6,578.76 6,940.59 7,322.35 7,725.11 8,149.97 8,598.2 4 ‐ ‐ 2650 5,957.25 6,284.91 6,630.61 6,995.30 7,380.01 7,785.89 8,214.13 8,665.8 7 ‐ ‐ 2651 7,883.00 8,317.14 8,773.65 9,257.12 9,765.22 10,302.28 10,868.21 11,466.31 ‐ ‐ 2652 5,033.74 5,310.33 5,601.93 5,918.14 6,240.78 6,589.08 6,938.59 7,322.3 5 ‐ ‐ 2653 7,478.86 7,890.45 8,324.59 8,782.32 9,265.70 9,775.97 10,311.99 10,881.13 ‐ ‐ 2654 5,809.85 6,130.31 6,466.91 6,821.80 7,199.06 7,593.48 8,011.50 8,453.1 8 ‐ ‐ 2655 6,362.95 6,713.42 7,082.18 7,471.32 7,881.87 8,314.88 8,772.60 9,254.9 5 ‐ ‐ 2656 6,136.82 6,474.45 6,830.30 7,206.51 7,603.20 8,024.42 8,461.76 8,927.0 3 ‐ ‐ 2657 8,739.66 9,220.36 9,727.50 10,262.48 10,826.94 11,422.44 12,050.63 12,713.41 ‐ ‐ 2658 5,310.51 5,602.62 5,910.69 6,235.84 6,578.76 6,940.59 7,322.35 7,725.1 1 ‐ ‐ 2659 7,732.91 8,158.46 8,606.47 9,080.33 9,582.96 10,110.40 10,668.87 11,249.81 ‐ ‐ 2660 5,845.22 6,166.82 6,505.49 6,861.34 7,239.81 7,639.61 8,056.58 8,501.4 7 ‐ ‐ 2661 6,059.65 6,393.03 6,743.42 7,118.59 7,506.69 7,922.54 8,357.80 8,815.5 2 ‐ ‐ 2662 6,226.81 6,581.62 6,936.42 7,319.06 7,717.82 8,138.09 8,585.68 9,057.8 9 ‐ ‐ 2663 7,578.57 7,995.54 8,434.97 8,896.94 9,385.79 9,903.52 10,448.03 11,023.68 ‐ ‐ 2664 6,375.87 6,727.46 7,098.30 7,487.36 7,898.95 8,337.43 8,793.07 9,276.4 6 ‐ ‐ 2665 7,174.43 7,569.90 7,985.83 8,425.35 8,888.44 9,377.21 9,892.76 10,438.41 ‐ ‐ 2666 6,145.32 6,483.03 6,840.01 7,215.18 7,611.69 8,030.92 8,472.52 8,938.5 1 ‐ ‐ 2668 9,991.89 10,541.45 11,121.23 11,732.90 12,378.21 13,059.01 13,777.25 14,535.00 ‐ ‐ 2669 6,100.31 6,435.87 6,788.50 7,161.60 7,554.99 7,970.83 8,410.26 8,873.3 6 ‐ ‐ 2670 4,861.19 5,128.08 5,411.09 5,704.76 6,074.56 6,354.36 6,700.58 7,071.4 3 ‐ ‐ 2671 5,445.33 5,745.51 6,060.69 6,388.70 6,744.63 7,121.89 7,506.69 7,920.4 5 ‐ ‐ 2672 5,033.74 5,310.33 5,601.93 5,918.14 6,240.78 6,589.08 6,938.59 7,322.3 5 ‐ ‐ 2673 5,033.74 5,310.33 5,601.93 5,918.14 6,240.78 6,589.08 6,938.59 7,322.3 5 ‐ ‐ 2674 5,572.97 5,880.51 6,204.28 6,545.21 6,904.26 7,282.64 7,684.61 8,108.0 9 ‐ ‐ 2675 5,572.97 5,880.51 6,204.28 6,545.21 6,904.26 7,282.64 7,684.61 8,108.0 9 ‐ ‐ 2676 6,655.58 7,021.14 7,405.94 7,813.29 8,243.09 8,696.48 9,174.66 9,680.5 9 ‐ ‐ 2677 6,807.23 7,181.63 7,576.66 7,993.37 8,432.98 8,896.86 9,386.14 9,902.3 9 ‐ ‐ 2678 5,033.74 5,310.33 5,601.93 5,918.14 6,240.78 6,589.08 6,938.59 7,322.3 5 ‐ ‐ 2679 6,776.71 7,148.59 7,543.20 7,957.91 8,395.35 8,857.32 9,345.04 9,857.3 9 ‐ ‐ 2680 9,991.89 10,541.45 11,121.23 11,732.90 12,378.21 13,059.01 13,777.25 14,535.00 ‐ ‐ 2681 5,778.72 6,097.11 6,432.57 6,786.42 7,159.35 7,552.73 7,968.66 8,407.1 4 ‐ ‐ 2682 5,874.01 6,197.08 6,537.92 6,897.49 7,276.83 7,677.07 8,099.33 8,544.7 4 ‐ ‐ 2683 9,192.61 9,698.28 10,232.05 10,794.94 11,389.06 12,015.42 12,676.13 13,372.83 ‐ ‐ 2684 6,488.41 6,845.30 7,222.64 7,622.45 8,048.00 8,487.51 8,945.24 9,438.3 4 ‐ ‐ 2685 4,678.50 4,935.76 5,207.24 5,493.63 5,795.80 6,114.53 6,450.87 6,805.6 7 ‐ ‐ 2686 6,150.59 6,488.88 6,845.77 7,222.28 7,619.51 8,038.58 8,480.70 8,947.1 4 ‐ ‐ 2687 7,146.66 7,539.73 7,954.41 8,391.91 8,853.46 9,340.40 9,854.12 10,396.10 ‐ ‐ 2688 5,033.66 5,310.51 5,602.58 5,910.73 6,235.82 6,578.79 6,940.62 7,322.3 5 ‐ ‐ 2689 7,253.89 7,652.85 8,073.76 8,517.81 8,986.29 9,480.54 10,001.97 10,552.08 ‐ ‐ 2690 5,579.76 5,886.64 6,210.41 6,551.98 6,912.34 7,292.52 7,693.61 8,116.7 6 ‐ ‐ 2691 6,212.86 6,553.79 6,913.88 7,298.77 7,674.99 8,109.13 8,564.68 9,036.2 8 ‐ ‐ 2692 6,833.61 7,209.46 7,605.98 8,024.31 8,465.65 8,931.26 9,422.48 9,940.7 1 ‐ ‐ 2693 7,516.69 7,930.11 8,366.26 8,826.41 9,311.86 9,824.01 10,364.33 10,934.37 ‐ ‐ 2694 7,710.52 8,134.60 8,582.01 9,054.02 9,551.99 10,077.35 10,631.60 11,216.34 ‐ ‐ 2695 9,255.65 9,764.71 10,301.77 10,868.37 11,466.13 12,096.76 12,762.09 13,464.00 ‐ ‐ 2696 9,255.65 9,764.71 10,301.77 10,868.37 11,466.13 12,096.76 12,762.09 13,464.00 ‐ ‐ 2697 9,991.89 10,541.45 11,121.23 11,732.90 12,378.21 13,059.01 13,777.25 14,535.00 ‐ ‐ 9/21/2022 Page 5 of 11
208 of 307

City of Glendale
Salary Exhibit A ‐ Eff 10/09/2022 ‐ GMAP COLA Updates ‐ Pending Approval Salary Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Ste p 9 Step 10 2698 6,906.42 7,285.85 7,686.78 8,109.13 8,555.06 9,025.61 9,521.92 10,046.06 ‐ ‐ 2699 8,158.46 8,607.52 9,081.37 9,580.88 10,108.23 10,664.62 11,250.93 11,869.41 ‐ ‐ 2700 8,518.56 8,987.03 9,481.17 10,002.19 10,552.08 11,131.89 11,744.03 12,390.43 ‐ ‐ 2701 7,852.21 8,284.08 8,739.70 9,220.39 9,727.51 10,262.52 10,826.96 11,422.44 ‐ ‐ 2702 6,994.34 7,378.11 7,785.37 8,213.09 8,664.39 9,141.37 9,644.09 10,173.61 ‐ ‐ 2703 5,779.85 6,098.15 6,433.70 6,786.42 7,160.39 7,553.77 7,969.70 8,407.1 4 ‐ ‐ 2704 6,994.34 7,378.11 7,785.37 8,213.09 8,664.39 9,141.37 9,644.09 10,173.61 ‐ ‐ 2705 6,165.58 6,504.69 6,862.45 7,239.88 7,638.07 8,058.17 8,501.37 8,968.9 4 ‐ ‐ 2706 7,118.61 7,510.13 7,923.19 8,358.97 8,818.71 9,303.74 9,815.45 10,355.30 ‐ ‐ 2707 6,833.61 7,209.46 7,605.98 8,024.31 8,465.65 8,931.26 9,422.48 9,940.7 1 ‐ ‐ 2708 7,516.69 7,930.11 8,366.26 8,826.41 9,311.86 9,824.01 10,364.33 10,934.37 ‐ ‐ 2709 7,883.00 8,317.14 8,773.65 9,257.12 9,765.22 10,302.28 10,868.21 11,466.31 ‐ ‐ 2710 5,033.74 5,310.33 5,601.93 5,918.14 6,240.78 6,589.08 6,938.59 7,322.3 5 ‐ ‐ 3000 4,680.69 4,946.81 5,198.90 5,485.41 5,796.76 6,119.95 6,456.54 6,811.6 5 7,186.29 ‐ 3001 5,525.23 5,834.48 6,154.37 6,489.41 6,851.38 7,210.12 7,606.68 8,025.0 5 8,466.42 ‐ 3002 2,848.27 3,005.56 3,170.42 3,337.38 3,533.35 3,726.27 3,927.65 4,152.8 1 4,371.44 ‐ 3003 3,314.72 3,495.71 3,688.54 3,894.27 4,100.01 4,331.71 4,564.36 4,820.8 1 5,082.48 ‐ 3004 2,848.27 3,005.56 3,170.42 3,337.38 3,533.35 3,726.27 3,927.65 4,152.8 1 4,371.44 ‐ 3005 3,245.71 3,424.60 3,613.17 3,813.50 4,017.05 4,247.62 4,477.05 4,719.4 7 4,980.18 ‐ 3006 3,649.77 3,849.05 4,061.32 4,280.99 4,516.96 4,768.00 5,023.23 5,301.2 0 5,599.65 ‐ 3007 4,187.32 4,417.80 4,662.39 4,916.66 5,187.05 5,473.56 5,774.10 6,091.8 9 6,429.02 ‐ 3008 3,556.01 3,749.97 3,956.75 4,163.62 4,400.54 4,644.09 4,898.28 5,172.9 3 5,457.44 ‐ 3009 3,731.67 3,936.36 4,152.81 4,388.69 4,624.66 4,878.84 5,146.10 5,430.4 3 5,726.69 ‐ 3010 3,989.17 4,207.80 4,439.41 4,680.69 4,946.81 5,198.90 5,485.41 5,796.7 5 6,119.95 ‐ 3011 4,590.16 4,842.25 5,108.36 5,390.60 5,687.92 5,987.32 6,339.62 6,676.8 4 7,044.22 ‐ 3012 3,831.80 4,040.75 4,262.69 4,494.30 4,745.35 5,008.16 5,292.57 5,588.8 4 5,875.35 ‐ 3013 3,989.17 4,207.80 4,439.41 4,680.69 4,946.81 5,198.90 5,485.41 5,796.7 5 6,119.95 ‐ 3014 3,427.83 3,616.31 3,814.54 4,018.10 4,247.62 4,487.86 4,728.09 4,993.0 8 5,260.25 ‐ 3015 3,324.39 3,506.51 3,700.39 3,900.81 4,117.26 4,344.60 4,583.71 4,835.8 0 5,102.96 ‐ 3016 4,004.15 4,225.05 4,457.71 4,704.39 4,956.48 5,236.54 5,514.43 5,822.5 4 6,145.74 ‐ 3017 3,801.65 4,010.60 4,231.50 4,466.25 4,709.80 4,963.98 5,242.99 5,533.9 4 5,834.48 ‐ 3018 4,782.99 5,045.89 5,323.86 5,614.63 5,925.98 6,261.02 6,591.71 6,950.4 6 7,340.48 ‐ 3019 4,112.99 4,339.20 4,578.31 4,841.20 5,111.59 5,378.75 5,674.93 5,983.1 4 6,311.65 ‐ 3020 4,682.78 4,940.28 5,211.80 5,498.39 5,801.02 6,119.95 6,456.04 6,811.4 7 7,186.42 ‐ 3021 2,909.62 3,069.17 3,239.26 3,413.80 3,592.60 3,786.57 4,010.60 4,221.7 4 4,466.25 ‐ 3022 4,112.99 4,339.20 4,578.31 4,841.20 5,111.59 5,378.75 5,674.93 5,983.1 4 6,311.65 ‐ 3023 5,336.06 5,629.62 5,939.22 6,265.90 6,610.53 6,974.07 7,357.65 7,762.3 2 8,189.21 ‐ 3024 3,556.01 3,749.97 3,956.75 4,163.62 4,400.54 4,644.09 4,898.28 5,172.9 3 5,457.44 ‐ 3025 3,163.97 3,337.38 3,519.41 3,724.09 3,921.20 4,135.56 4,357.50 4,606.3 6 4,854.10 ‐ 3026 2,652.00 2,797.86 2,951.74 3,114.09 3,285.36 3,466.06 3,656.69 3,857.8 1 4,069.99 ‐ 3027 3,556.01 3,749.97 3,956.75 4,163.62 4,400.54 4,644.09 4,898.28 5,172.9 3 5,457.44 ‐ 3028 2,848.27 3,005.56 3,170.42 3,337.38 3,533.35 3,726.27 3,927.65 4,152.8 1 4,371.44 ‐ 3029 3,556.01 3,749.97 3,956.75 4,163.62 4,400.54 4,644.09 4,898.28 5,172.9 3 5,457.44 ‐ 3030 3,989.17 4,207.80 4,439.41 4,680.69 4,946.81 5,198.90 5,485.41 5,796.7 5 6,119.95 ‐ 3031 3,556.01 3,749.97 3,956.75 4,163.62 4,400.54 4,644.09 4,898.28 5,172.9 3 5,457.44 ‐ 3032 3,989.17 4,207.80 4,439.41 4,680.69 4,946.81 5,198.90 5,485.41 5,796.7 5 6,119.95 ‐ 3033 5,816.10 6,136.07 6,473.29 6,830.82 7,205.77 7,609.83 8,026.61 8,466.2 2 8,926.13 ‐ 3034 6,216.84 6,560.51 6,920.31 7,301.62 7,708.82 8,132.22 8,576.01 9,051.0 9 9,542.28 ‐ 3035 6,645.56 7,011.89 7,396.43 7,803.62 8,232.43 8,685.89 9,163.14 9,666.1 9 10,198.43 ‐ 3036 4,782.99 5,045.89 5,323.86 5,614.63 5,925.98 6,261.02 6,591.71 6,950.4 6 7,340.48 ‐ 3037 4,543.89 4,793.80 5,057.74 5,336.75 5,637.29 5,931.38 6,270.78 6,602.5 2 6,974.16 ‐ 3038 3,674.51 3,878.15 4,091.47 4,305.74 4,549.29 4,800.24 5,059.83 5,336.7 5 5,639.38 ‐ 3039 4,560.01 4,810.00 5,074.99 5,347.56 5,642.69 5,961.53 6,278.28 6,627.2 6 6,996.81 ‐ 3040 4,543.89 4,793.80 5,057.74 5,336.75 5,637.29 5,931.38 6,270.78 6,602.5 2 6,974.16 ‐ 3041 3,989.17 4,207.80 4,439.41 4,680.69 4,946.81 5,198.90 5,485.41 5,796.7 5 6,119.95 ‐ 3042 4,698.99 4,956.48 5,230.10 5,525.23 5,834.48 6,154.37 6,489.41 6,851.3 8 7,210.13 ‐ 3043 4,052.60 4,275.59 4,510.51 4,757.20 5,023.23 5,300.15 5,588.84 5,892.6 0 6,220.07 ‐ 3044 3,989.17 4,207.80 4,439.41 4,680.69 4,946.81 5,198.90 5,485.41 5,796.7 5 6,119.95 ‐ 3045 3,588.42 3,785.53 3,994.40 4,207.80 4,442.54 4,691.50 4,951.08 5,221.4 7 5,506.93 ‐ 3046 6,547.27 6,907.32 7,287.24 7,688.08 8,110.87 8,557.02 9,027.65 9,524.1 6 10,047.94 ‐ 3047 4,928.51 5,199.95 5,484.28 5,784.90 6,102.69 6,438.78 6,794.22 7,167.0 8 7,561.21 ‐ 3048 6,333.78 6,682.16 7,049.71 7,437.38 7,846.49 8,278.00 8,733.29 9,213.6 0 9,720.39 ‐ 3049 4,782.99 5,045.89 5,323.86 5,614.63 5,925.98 6,261.02 6,591.71 6,950.4 6 7,340.48 ‐ 3050 3,556.01 3,749.97 3,956.75 4,163.62 4,400.54 4,644.09 4,898.28 5,172.9 3 5,457.44 ‐ 3051 3,989.17 4,207.80 4,439.41 4,680.69 4,946.81 5,198.90 5,485.41 5,796.7 5 6,119.95 ‐ 3052 4,350.00 4,589.11 4,841.20 5,111.59 5,387.38 5,687.92 5,987.32 6,321.3 2 6,676.84 ‐ 3053 3,694.55 3,897.76 4,112.21 4,338.33 4,576.91 4,828.65 5,094.25 5,374.4 0 5,670.05 ‐ 3054 4,315.50 4,552.51 4,802.34 5,066.36 5,345.38 5,639.38 5,949.68 6,277.2 3 6,621.86 ‐ 3055 3,514.00 3,706.84 3,910.39 4,125.89 4,353.14 4,592.33 4,844.42 5,110.5 4 5,391.65 ‐ 3056 4,782.99 5,045.89 5,323.86 5,614.63 5,925.98 6,261.02 6,591.71 6,950.4 6 7,340.48 ‐ 3057 2,652.00 2,797.86 2,951.74 3,114.09 3,285.36 3,466.06 3,656.69 3,857.8 1 4,069.99 ‐ 3058 2,652.00 2,797.86 2,951.74 3,114.09 3,285.36 3,466.06 3,656.69 3,857.8 1 4,069.99 ‐ 3059 3,670.16 3,871.97 4,084.93 4,309.66 4,546.67 4,796.76 5,060.53 5,338.8 4 5,632.50 ‐ 3060 3,166.06 3,339.47 3,522.63 3,726.27 3,927.65 4,152.81 4,371.44 4,618.2 1 4,858.45 ‐ 3061 2,909.62 3,069.17 3,239.26 3,413.80 3,592.60 3,786.57 4,010.60 4,221.7 4 4,466.25 ‐ 3062 3,339.90 3,523.59 3,717.38 3,921.81 4,137.56 4,365.08 4,605.14 4,858.4 5 5,125.70 ‐ 3064 4,438.36 4,682.78 4,939.23 5,198.90 5,485.41 5,793.53 6,104.78 6,448.4 6 6,810.43 ‐ 9/21/2022 Page 6 of 11
209 of 307

City of Glendale
Salary Exhibit A ‐ Eff 10/09/2022 ‐ GMAP COLA Updates ‐ Pending Approval Salary Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Ste p 9 Step 10 3065 5,416.48 5,714.84 6,029.41 6,362.28 6,711.26 7,080.81 7,470.76 7,881.2 6 8,314.25 ‐ 3066 2,974.27 3,138.00 3,312.63 3,492.48 3,682.01 3,890.00 4,092.51 4,319.8 6 4,564.36 ‐ 3067 3,715.73 3,918.50 4,132.86 4,365.25 4,599.83 4,842.86 5,118.82 5,396.8 8 5,699.42 ‐ 3068 3,556.01 3,749.97 3,956.75 4,163.62 4,400.54 4,644.09 4,898.28 5,172.9 3 5,457.44 ‐ 3069 6,907.32 7,287.24 7,688.08 8,110.87 8,557.02 9,027.65 9,524.16 10,047.94 10,600.57 ‐ 3070 6,682.16 7,049.71 7,437.38 7,846.49 8,278.00 8,733.29 9,213.60 9,720.3 9 10,254.98 ‐ 3071 4,928.51 5,199.95 5,484.28 5,784.90 6,102.69 6,438.78 6,794.22 7,167.0 8 7,561.21 ‐ 3072 4,782.99 5,045.89 5,323.86 5,614.63 5,925.98 6,261.02 6,591.71 6,950.4 6 7,340.48 ‐ 3075 5,507.98 5,810.69 6,130.66 6,465.71 6,821.23 7,198.28 7,592.57 8,010.4 9 8,450.01 ‐ 3076 4,312.27 4,550.33 4,800.24 5,059.83 5,336.75 5,639.38 5,945.32 6,270.7 8 6,617.59 ‐ 3078 3,020.63 3,185.41 3,361.08 3,546.33 3,736.99 3,951.35 4,163.62 4,393.0 5 4,632.24 ‐ 3079 6,527.14 6,886.93 7,266.07 7,663.68 8,088.04 8,532.97 9,000.46 9,498.1 9 10,018.49 ‐ 3080 4,457.70 4,704.39 4,956.48 5,236.55 5,514.43 5,822.54 6,145.74 6,483.7 6 6,840.36 ‐ 3081 3,725.14 3,929.83 4,146.36 4,379.11 4,618.21 4,883.20 5,140.69 5,422.9 3 5,714.84 ‐ 3082 5,712.75 6,027.23 6,359.05 6,718.93 7,087.26 7,463.26 7,882.31 8,304.5 8 8,766.76 ‐ 3083 3,163.97 3,337.38 3,519.41 3,724.09 3,921.20 4,135.56 4,357.50 4,606.3 6 4,854.10 ‐ 3084 4,184.09 4,414.22 4,656.99 4,913.09 5,183.39 5,468.42 5,769.22 6,086.4 9 6,421.27 ‐ 3085 4,315.93 4,553.30 4,803.73 5,067.93 5,346.69 5,640.69 5,950.99 6,278.2 8 6,623.60 ‐ 3086 3,460.15 3,649.77 3,850.09 4,062.36 4,285.35 4,520.18 4,769.05 5,030.8 1 5,306.60 ‐ 3087 4,005.20 4,226.09 4,458.75 4,703.35 4,961.89 5,235.50 5,523.14 5,827.9 5 6,147.92 ‐ 3088 3,965.47 4,184.09 4,413.53 4,665.62 4,912.30 5,182.69 5,471.38 5,766.6 0 6,086.49 ‐ 3089 2,963.56 3,127.29 3,298.51 3,481.68 3,675.56 3,870.57 4,081.71 4,305.7 4 4,549.29 ‐ 3090 5,263.84 5,553.83 5,859.37 6,181.37 6,521.18 6,879.80 7,258.32 7,657.9 0 8,079.54 ‐ 3091 3,504.33 3,697.17 3,899.68 4,115.17 4,347.74 4,568.63 4,832.5 7 5,111.59 5,378.75 ‐ 3093 3,592.60 3,791.97 3,999.80 4,221.74 4,454.40 4,704.39 4,956.48 5,228.0 0 5,514.43 ‐ 3094 4,144.71 4,372.66 4,613.16 4,866.82 5,134.51 5,416.92 5,714.84 6,029.1 5 6,360.80 ‐ 3095 4,646.19 4,901.76 5,171.36 5,455.78 5,755.89 6,072.46 6,406.46 6,758.7 5 7,130.48 ‐ 3096 5,343.20 5,637.03 5,947.07 6,274.18 6,619.25 6,983.31 7,367.41 7,772.6 0 8,200.10 ‐ 3097 5,587.71 5,894.96 6,219.20 6,561.30 6,922.14 7,302.84 7,704.55 8,128.3 0 8,575.31 ‐ 3098 5,323.68 5,616.46 5,925.37 6,251.26 6,595.11 6,957.78 7,340.48 7,744.1 9 8,170.12 ‐ 3099 6,547.27 6,907.32 7,287.24 7,688.08 8,110.87 8,557.02 9,027.65 9,524.1 6 10,047.94 ‐ 3100 6,333.78 6,682.16 7,049.71 7,437.38 7,846.49 8,278.00 8,733.29 9,213.6 0 9,720.39 ‐ 3101 4,928.51 5,199.95 5,484.28 5,784.90 6,102.69 6,438.78 6,794.22 7,167.0 8 7,561.21 ‐ 3102 5,883.98 6,206.12 6,546.49 6,908.46 7,286.63 7,688.43 8,110.70 8,555.6 2 9,028.52 ‐ 3103 4,607.41 4,860.54 5,127.80 5,410.03 5,707.35 6,020.78 6,351.47 6,700.5 4 7,068.96 ‐ 3104 3,035.71 3,203.71 3,379.38 3,556.01 3,756.42 3,961.11 4,170.06 4,402.8 1 4,659.17 ‐ 3105 3,831.80 4,040.75 4,262.69 4,494.30 4,745.35 5,008.16 5,292.57 5,588.8 4 5,875.35 ‐ 3106 2,754.54 2,906.04 3,065.88 3,234.50 3,412.40 3,600.08 3,798.08 4,006.9 8 4,227.36 ‐ 3107 3,379.37 3,556.01 3,756.43 3,961.11 4,170.06 4,402.81 4,659.17 4,915.4 2 5,185.77 ‐ 3108 5,230.10 5,517.74 5,821.50 6,145.74 6,478.69 6,835.17 7,205.77 7,609.8 3 8,026.61 ‐ 3109 4,856.27 5,125.53 5,405.68 5,702.99 6,015.38 6,348.33 6,696.28 7,064.6 1 7,455.68 ‐ 3110 4,212.06 4,443.76 4,688.19 4,948.90 5,221.47 5,506.93 5,796.75 6,119.9 5 6,463.53 ‐ 3111 3,556.01 3,749.97 3,956.75 4,163.62 4,400.54 4,644.09 4,898.28 5,172.9 3 5,457.44 ‐ 3112 4,186.19 4,415.71 4,660.21 4,916.66 5,187.05 5,472.43 5,774.10 6,089.8 0 6,425.89 ‐ 3113 2,909.62 3,069.17 3,239.26 3,413.80 3,592.60 3,786.57 4,010.60 4,221.7 4 4,466.25 ‐ 3114 3,163.97 3,337.38 3,519.41 3,724.09 3,921.20 4,135.56 4,357.50 4,606.3 6 4,854.10 ‐ 3115 3,989.17 4,207.80 4,439.41 4,680.69 4,946.81 5,198.90 5,485.41 5,796.7 5 6,119.95 ‐ 3116 3,731.67 3,936.36 4,152.81 4,388.69 4,624.66 4,878.84 5,146.10 5,430.4 3 5,726.69 ‐ 3117 4,187.32 4,417.80 4,662.39 4,916.66 5,187.05 5,473.56 5,774.10 6,091.8 9 6,429.02 ‐ 3118 3,989.17 4,207.80 4,439.41 4,680.69 4,946.81 5,198.90 5,485.41 5,796.7 5 6,119.95 ‐ 3119 3,314.72 3,495.71 3,688.54 3,894.27 4,100.01 4,331.71 4,564.36 4,820.8 1 5,082.48 ‐ 3120 5,291.44 5,583.44 5,890.43 6,211.44 6,549.71 6,918.13 7,294.13 7,705.6 8 8,120.37 ‐ 3121 4,782.99 5,045.89 5,323.86 5,614.63 5,925.98 6,261.02 6,591.71 6,950.4 6 7,340.48 ‐ 3122 4,514.78 4,763.65 5,024.36 5,295.80 5,588.84 5,892.60 6,210.40 6,573.4 1 6,925.71 ‐ 3123 3,729.50 3,934.10 4,150.72 4,393.05 4,625.79 4,887.56 5,146.10 5,430.4 3 5,723.47 ‐ 3124 4,782.99 5,045.89 5,323.86 5,614.63 5,925.98 6,261.02 6,591.71 6,950.4 6 7,340.48 ‐ 3125 5,029.68 5,305.56 5,598.43 5,912.04 6,236.28 6,577.77 6,928.93 7,316.7 8 7,720.67 ‐ 3126 4,283.17 4,519.05 4,768.00 5,023.23 5,300.15 5,588.84 5,892.60 6,220.0 7 6,573.41 ‐ 3127 3,500.76 3,682.79 3,876.58 4,069.51 4,278.55 4,517.57 4,738.46 5,002.3 2 5,281.42 ‐ 3128 3,020.63 3,185.41 3,361.08 3,546.33 3,736.99 3,951.35 4,163.62 4,393.0 5 4,632.24 ‐ 3129 3,989.17 4,207.80 4,439.41 4,680.69 4,946.81 5,198.90 5,485.41 5,796.7 5 6,119.95 ‐ 3130 4,812.79 5,077.52 5,356.79 5,651.41 5,962.23 6,290.13 6,636.15 7,001.0 8 7,386.14 ‐ 3132 4,091.47 4,316.54 4,553.56 4,805.65 5,064.19 5,338.84 5,642.69 5,961.5 3 6,278.28 ‐ 3133 3,691.77 3,893.23 4,107.59 4,343.56 4,568.63 4,820.81 5,083.53 5,378.7 5 5,665.35 ‐ 3134 4,283.17 4,519.05 4,768.00 5,023.23 5,300.15 5,588.84 5,892.60 6,220.0 7 6,573.41 ‐ 3135 4,667.80 4,924.15 5,194.54 5,480.01 5,781.68 6,100.51 6,435.47 6,790.0 4 7,163.77 ‐ 3136 5,134.24 5,416.48 5,715.89 6,029.41 6,361.23 6,710.22 7,079.77 7,469.7 1 7,880.13 ‐ 3137 3,564.72 3,760.69 3,967.56 4,186.19 4,416.75 4,659.17 4,925.20 5,195.5 9 5,481.14 ‐ 3138 3,564.72 3,760.69 3,967.56 4,186.19 4,416.75 4,659.17 4,925.20 5,195.5 9 5,481.14 ‐ 3139 3,989.17 4,207.80 4,439.41 4,680.69 4,946.81 5,198.90 5,485.41 5,796.7 5 6,119.95 ‐ 3140 4,285.35 4,520.18 4,770.10 5,030.81 5,305.56 5,594.24 5,910.90 6,236.2 8 6,577.77 ‐ 3141 3,996.66 4,216.42 4,447.95 4,691.50 4,951.08 5,221.47 5,506.93 5,819.3 2 6,131.80 ‐ 3142 2,802.96 2,955.97 3,118.66 3,299.65 3,477.41 3,675.56 3,867.35 4,081.7 1 4,300.42 ‐ 3143 2,713.56 2,863.35 3,020.63 3,185.41 3,364.30 3,546.33 3,736.99 3,951.3 5 4,163.62 ‐ 3144 6,547.27 6,907.32 7,287.24 7,688.08 8,110.87 8,557.02 9,027.65 9,524.1 6 10,047.94 ‐ 3145 6,333.78 6,682.16 7,049.71 7,437.38 7,846.49 8,278.00 8,733.29 9,213.6 0 9,720.39 ‐ 3146 4,928.51 5,199.95 5,484.28 5,784.90 6,102.69 6,438.78 6,794.22 7,167.0 8 7,561.21 ‐ 9/21/2022 Page 7 of 11
210 of 307

City of Glendale
Salary Exhibit A ‐ Eff 10/09/2022 ‐ GMAP COLA Updates ‐ Pending Approval Salary Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Ste p 9 Step 10 3147 3,001.20 3,166.06 3,339.47 3,517.32 3,713.29 3,921.20 4,135.56 4,357.5 0 4,606.36 ‐ 3148 4,562.18 4,813.14 5,078.21 5,372.30 5,648.09 5,969.02 6,294.48 6,649.9 2 7,001.08 ‐ 3149 3,647.59 3,846.87 4,059.05 4,282.12 4,516.96 4,763.65 5,030.81 5,300.1 5 5,594.24 ‐ 3150 3,324.39 3,506.51 3,700.39 3,900.81 4,117.26 4,344.60 4,583.71 4,835.8 0 5,102.96 ‐ 3151 4,186.19 4,415.71 4,660.21 4,916.66 5,187.05 5,472.43 5,774.10 6,089.8 0 6,425.89 ‐ 3152 4,782.99 5,045.89 5,323.86 5,614.63 5,925.98 6,261.02 6,591.71 6,950.4 6 7,340.48 ‐ 3153 4,166.84 4,395.14 4,636.51 4,894.00 5,162.30 5,446.63 5,744.99 6,062.7 8 6,394.60 ‐ 3154 3,713.29 3,919.11 4,135.56 4,362.90 4,602.01 4,855.14 5,123.44 5,403.5 0 5,701.95 ‐ 3155 3,427.83 3,616.31 3,814.54 4,018.10 4,247.62 4,487.86 4,728.09 4,993.0 8 5,260.25 ‐ 3156 3,092.87 3,260.87 3,440.81 3,629.29 3,837.20 4,033.26 4,261.65 4,492.2 1 4,742.04 ‐ 3157 3,163.97 3,337.38 3,519.41 3,724.09 3,921.20 4,135.56 4,357.50 4,606.3 6 4,854.10 ‐ 3158 2,652.00 2,797.86 2,951.74 3,114.09 3,285.36 3,466.06 3,656.69 3,857.8 1 4,069.99 ‐ 3159 2,909.62 3,069.17 3,239.26 3,413.80 3,592.60 3,786.57 4,010.60 4,221.7 4 4,466.25 ‐ 3160 2,652.00 2,797.86 2,951.74 3,114.09 3,285.36 3,466.06 3,656.69 3,857.8 1 4,069.99 ‐ 3161 2,706.06 2,854.72 3,012.00 3,169.38 3,337.38 3,533.35 3,726.27 3,927.6 5 4,152.81 ‐ 3162 3,897.50 4,112.99 4,339.20 4,572.99 4,832.57 5,111.59 5,378.75 5,674.9 3 5,983.14 ‐ 3163 4,534.21 4,784.04 5,046.93 5,324.90 5,617.95 5,927.02 6,253.53 6,597.1 1 6,960.13 ‐ 3164 2,909.62 3,069.17 3,239.26 3,413.80 3,592.60 3,786.57 4,010.60 4,221.7 4 4,466.25 ‐ 3165 3,758.51 3,964.24 4,181.92 4,411.35 4,654.81 4,911.26 5,180.60 5,465.9 8 5,766.60 ‐ 3166 3,611.86 3,810.45 4,020.10 4,241.17 4,474.44 4,720.51 4,980.18 5,254.0 6 5,543.01 ‐ 3167 4,061.14 4,284.48 4,520.10 4,768.70 5,030.99 5,307.74 5,599.65 5,907.5 9 6,232.53 ‐ 3168 4,438.45 4,682.61 4,940.10 5,211.80 5,498.48 5,800.85 6,119.95 6,456.5 6 6,811.65 ‐ 3169 4,666.73 4,923.40 5,194.18 5,479.86 5,781.26 6,099.22 6,434.68 6,788.5 9 7,161.96 ‐ 3170 4,161.23 4,390.10 4,631.56 4,886.29 5,155.04 5,438.57 5,737.69 6,053.2 6 6,386.19 ‐ 3171 3,801.65 4,010.60 4,231.50 4,466.25 4,709.80 4,963.98 5,242.99 5,533.9 4 5,834.48 ‐ 3172 3,245.71 3,424.60 3,613.17 3,813.50 4,017.05 4,247.62 4,477.05 4,719.4 7 4,980.18 ‐ 3173 3,330.93 3,512.96 3,706.84 3,899.68 4,108.72 4,347.74 4,568.63 4,832.5 7 5,111.59 ‐ 3174 6,216.84 6,560.51 6,920.31 7,301.62 7,708.82 8,132.22 8,576.01 9,051.0 9 9,542.28 ‐ 3175 4,626.84 4,882.15 5,150.36 5,435.83 5,733.14 6,049.89 6,370.90 6,727.4 7 7,100.16 ‐ 3176 3,965.47 4,184.09 4,413.53 4,665.62 4,912.30 5,182.69 5,471.38 5,766.6 0 6,086.49 ‐ 3177 4,782.99 5,045.89 5,323.86 5,614.63 5,925.98 6,261.02 6,591.71 6,950.4 6 7,340.48 ‐ 3178 3,996.66 4,216.42 4,447.95 4,691.50 4,951.08 5,221.47 5,506.93 5,819.3 2 6,131.80 ‐ 3179 4,782.99 5,045.89 5,323.86 5,614.63 5,925.98 6,261.02 6,591.71 6,950.4 6 7,340.48 ‐ 3180 4,216.42 4,447.95 4,692.54 4,951.08 5,228.00 5,514.43 5,819.32 6,145.7 4 6,468.93 ‐ 3181 4,474.35 4,720.51 4,980.10 5,253.97 5,543.01 5,847.82 6,169.44 6,508.7 5 6,866.80 ‐ 3182 5,149.41 5,432.60 5,731.40 6,046.58 6,379.18 6,730.00 7,100.16 7,490.7 1 7,902.70 ‐ 3183 4,003.11 4,222.87 4,454.40 4,700.04 4,958.66 5,231.14 5,518.78 5,822.5 4 6,143.65 ‐ 3184 4,626.84 4,882.15 5,150.36 5,435.83 5,733.14 6,049.89 6,370.90 6,727.4 7 7,100.16 ‐ 3185 4,216.42 4,447.95 4,692.54 4,951.08 5,228.00 5,514.43 5,819.32 6,145.7 4 6,468.93 ‐ 3186 4,446.99 4,691.58 4,949.60 5,221.82 5,509.02 5,812.00 6,131.71 6,468.9 3 6,824.72 ‐ 3187 2,848.27 3,005.56 3,170.42 3,337.38 3,533.35 3,726.27 3,927.65 4,152.8 1 4,371.44 ‐ 3188 3,989.17 4,207.80 4,439.41 4,680.69 4,946.81 5,198.90 5,485.41 5,796.7 5 6,119.95 ‐ 3190 6,599.29 6,962.31 7,346.93 7,740.10 8,168.82 8,622.37 9,093.09 9,583.2 4 10,128.37 ‐ 3191 5,692.19 6,004.58 6,335.35 6,685.47 7,051.71 7,437.38 7,846.76 8,278.7 0 8,733.29 ‐ 3192 3,729.50 3,934.10 4,150.72 4,393.05 4,625.79 4,887.56 5,146.10 5,430.4 3 5,723.47 ‐ 3193 6,333.78 6,682.16 7,049.71 7,437.38 7,846.49 8,278.00 8,733.29 9,213.6 0 9,720.39 ‐ 3194 3,674.51 3,878.15 4,091.47 4,305.74 4,549.29 4,800.24 5,059.83 5,336.7 5 5,639.38 ‐ 3195 3,156.30 3,330.93 3,512.96 3,704.66 3,908.30 4,124.84 4,354.27 4,586.9 3 4,844.42 ‐ 3196 5,433.74 5,733.14 6,048.84 6,362.28 6,727.47 7,100.16 7,486.96 7,890.9 3 8,335.86 ‐ 3197 3,664.84 3,867.35 4,078.48 4,300.42 4,542.75 4,784.04 5,049.11 5,333.5 3 5,624.39 ‐ 3198 3,245.71 3,424.60 3,613.17 3,813.50 4,017.05 4,247.62 4,477.05 4,719.4 7 4,980.18 ‐ 3199 3,556.01 3,749.97 3,956.75 4,163.62 4,400.54 4,644.09 4,898.28 5,172.9 3 5,457.44 ‐ 3200 5,245.17 5,533.94 5,838.75 6,160.81 6,498.04 6,856.78 7,239.23 7,629.1 7 8,050.31 ‐ 3201 4,086.06 4,312.27 4,550.33 4,800.24 5,059.83 5,336.75 5,639.38 5,945.3 2 6,272.87 ‐ 3202 4,139.92 4,367.26 4,607.41 4,860.54 5,137.38 5,405.68 5,709.44 6,025.1 4 6,353.74 ‐ 3203 3,989.17 4,207.80 4,439.41 4,680.69 4,946.81 5,198.90 5,485.41 5,796.7 5 6,119.95 ‐ 3204 4,782.99 5,045.89 5,323.86 5,614.63 5,925.98 6,261.02 6,591.71 6,950.4 6 7,340.48 ‐ 3205 3,556.01 3,749.97 3,956.75 4,163.62 4,400.54 4,644.09 4,898.28 5,172.9 3 5,457.44 ‐ 3206 3,640.01 3,841.56 4,052.60 4,274.54 4,498.66 4,745.35 5,023.23 5,292.5 7 5,588.84 ‐ 3207 3,759.65 3,964.24 4,182.96 4,417.80 4,666.66 4,912.30 5,182.69 5,471.3 8 5,766.60 ‐ 3208 3,245.71 3,424.60 3,613.17 3,813.50 4,017.05 4,247.62 4,477.05 4,719.4 7 4,980.18 ‐ 3209 3,476.36 3,667.02 3,869.53 4,076.30 4,300.42 4,542.75 4,784.04 5,049.1 1 5,333.53 ‐ 3210 3,989.17 4,207.80 4,439.41 4,680.69 4,946.81 5,198.90 5,485.41 5,796.7 5 6,119.95 ‐ 3211 3,989.17 4,207.80 4,439.41 4,680.69 4,946.81 5,198.90 5,485.41 5,796.7 5 6,119.95 ‐ 3212 5,029.68 5,305.56 5,598.43 5,912.04 6,236.28 6,577.77 6,928.93 7,316.7 8 7,720.67 ‐ 3213 3,989.17 4,207.80 4,439.41 4,680.69 4,946.81 5,198.90 5,485.41 5,796.7 5 6,119.95 ‐ 3214 5,029.68 5,305.56 5,598.43 5,912.04 6,236.28 6,577.77 6,928.93 7,316.7 8 7,720.67 ‐ 3215 2,852.63 3,009.83 3,175.82 3,354.63 3,537.71 3,733.77 3,929.83 4,158.2 1 4,379.11 ‐ 3216 3,976.27 4,194.90 4,425.64 4,669.02 4,925.90 5,196.81 5,482.62 5,784.1 2 6,102.26 ‐ 3217 3,479.50 3,670.16 3,872.75 4,092.51 4,319.86 4,558.96 4,805.65 5,064.1 9 5,338.84 ‐ 3218 3,245.71 3,424.60 3,613.17 3,813.50 4,017.05 4,247.62 4,477.05 4,719.4 7 4,980.18 ‐ 3219 3,809.14 4,019.32 4,240.04 4,472.78 4,719.47 4,979.05 5,252.75 5,541.4 4 5,846.33 ‐ 3220 7,771.38 8,199.05 8,650.34 9,126.55 9,628.55 10,158.52 10,717.68 11,306.91 11,928.46 ‐ 3221 5,883.98 6,206.12 6,546.49 6,908.46 7,286.63 7,688.43 8,110.70 8,555.6 2 9,028.52 ‐ 3222 4,928.51 5,199.95 5,484.28 5,784.90 6,102.69 6,438.78 6,794.22 7,167.0 8 7,561.21 ‐ 3223 6,284.72 6,629.44 6,994.64 7,380.31 7,783.23 8,219.44 8,675.17 9,148.0 7 9,645.80 ‐ 3224 4,605.93 4,859.24 5,126.49 5,408.47 5,705.95 6,019.74 6,350.86 6,700.2 0 7,068.70 ‐ 9/21/2022 Page 8 of 11
211 of 307

City of Glendale
Salary Exhibit A ‐ Eff 10/09/2022 ‐ GMAP COLA Updates ‐ Pending Approval Salary Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Ste p 9 Step 10 3225 4,443.76 4,688.19 4,945.68 5,221.47 5,506.93 5,796.75 6,119.95 6,463.5 3 6,817.92 ‐ 3226 5,894.96 6,219.20 6,561.30 6,922.14 7,302.84 7,704.55 8,128.30 8,575.3 1 9,046.99 ‐ 3227 5,662.73 5,974.25 6,302.76 6,649.48 7,015.20 7,401.05 7,808.07 8,237.4 8 8,690.60 ‐ 3228 5,666.39 5,977.74 6,306.33 6,653.14 7,019.38 7,405.05 7,812.25 8,242.1 0 8,695.65 ‐ 3229 3,773.68 3,980.46 4,201.35 4,431.92 4,680.69 4,946.81 5,198.90 5,485.4 1 5,787.11 ‐ 3230 3,245.71 3,424.60 3,613.17 3,813.50 4,017.05 4,247.62 4,477.05 4,719.4 7 4,980.18 ‐ 3231 4,457.71 4,702.21 4,959.71 5,234.45 5,520.96 5,823.68 6,145.74 6,484.0 1 6,839.53 ‐ 3232 3,731.67 3,936.36 4,152.81 4,388.69 4,624.66 4,878.84 5,146.10 5,430.4 3 5,726.69 ‐ 3233 4,139.92 4,367.26 4,607.41 4,860.54 5,137.38 5,405.68 5,709.44 6,025.1 4 6,353.74 ‐ 3234 5,294.14 5,585.27 5,892.52 6,216.58 6,558.51 6,919.17 7,299.70 7,701.2 4 8,124.81 ‐ 3235 5,029.68 5,305.56 5,598.43 5,912.04 6,236.28 6,577.77 6,928.93 7,316.7 8 7,720.67 ‐ 3236 4,457.71 4,702.21 4,959.71 5,234.45 5,520.96 5,823.68 6,145.74 6,484.0 1 6,839.53 ‐ 3237 3,245.71 3,424.60 3,613.17 3,813.50 4,017.05 4,247.62 4,477.05 4,719.4 7 4,980.18 ‐ 3238 3,163.97 3,337.38 3,519.41 3,724.09 3,921.20 4,135.56 4,357.50 4,606.3 6 4,854.10 ‐ 3239 4,991.42 5,265.95 5,555.58 5,861.14 6,183.50 6,523.59 6,882.39 7,260.9 2 7,660.27 ‐ 3240 4,928.51 5,199.95 5,484.28 5,784.90 6,102.69 6,438.78 6,794.22 7,167.0 8 7,561.21 ‐ 3241 4,132.33 4,359.59 4,598.78 4,852.00 5,119.08 5,401.41 5,698.64 6,013.2 9 6,343.98 ‐ 3242 3,556.01 3,749.97 3,956.75 4,163.62 4,400.54 4,644.09 4,898.28 5,172.9 3 5,457.44 ‐ 3243 4,928.51 5,199.95 5,484.28 5,784.90 6,102.69 6,438.78 6,794.22 7,167.0 8 7,561.21 ‐ 3244 5,063.40 5,341.89 5,635.63 5,945.58 6,272.61 6,617.59 6,981.56 7,365.5 8 7,770.68 ‐ 3245 3,878.15 4,091.46 4,305.74 4,549.29 4,800.25 5,059.83 5,336.75 5,639.3 8 5,949.55 ‐ 3246 3,651.86 3,852.27 4,064.45 4,288.57 4,524.45 4,775.50 5,032.99 5,313.0 5 5,603.83 ‐ 3247 3,801.65 4,010.60 4,231.50 4,466.25 4,709.80 4,963.98 5,242.99 5,533.9 4 5,834.48 ‐ 3248 3,872.75 4,092.51 4,319.86 4,558.96 4,805.64 5,064.18 5,338.84 5,632.4 8 5,942.27 ‐ 3249 5,941.14 6,267.47 6,612.19 6,984.96 7,370.63 7,767.02 8,197.92 8,650.3 4 9,115.74 ‐ 3250 4,698.99 4,956.48 5,230.10 5,525.23 5,834.48 6,154.37 6,489.41 6,851.3 8 7,210.13 ‐ 3251 3,731.67 3,936.36 4,152.81 4,388.69 4,624.66 4,878.84 5,146.10 5,430.4 3 5,726.69 ‐ 3252 3,163.97 3,337.38 3,519.41 3,724.09 3,921.20 4,135.56 4,357.50 4,606.3 6 4,854.10 ‐ 3253 3,576.57 3,773.68 3,980.45 4,201.35 4,431.91 4,680.69 4,946.81 5,198.9 0 5,485.41 ‐ 3254 3,148.81 3,322.21 3,504.33 3,696.12 3,897.50 4,108.72 4,347.74 4,568.6 3 4,832.57 ‐ 3255 2,848.27 3,005.56 3,170.42 3,337.38 3,533.35 3,726.27 3,927.65 4,152.8 1 4,371.44 ‐ 3256 4,301.56 4,539.62 4,787.35 5,049.11 5,333.53 5,624.39 5,931.38 6,261.0 2 6,602.52 ‐ 3257 3,116.57 3,287.80 3,469.83 3,656.21 3,855.50 4,076.30 4,292.84 4,521.2 3 4,784.04 ‐ 3258 5,692.19 6,004.58 6,335.35 6,685.47 7,051.71 7,437.38 7,846.76 8,278.7 0 8,733.29 ‐ 3259 5,883.98 6,206.12 6,546.49 6,908.46 7,286.63 7,688.43 8,110.70 8,555.6 2 9,028.52 ‐ 3260 4,004.15 4,225.05 4,457.71 4,704.39 4,956.48 5,236.54 5,514.43 5,822.5 4 6,145.74 ‐ 3261 4,166.84 4,395.14 4,636.51 4,894.00 5,162.30 5,446.63 5,744.99 6,062.7 8 6,394.60 ‐ 3262 3,713.29 3,919.11 4,135.56 4,362.90 4,602.01 4,855.14 5,123.44 5,403.5 0 5,701.95 ‐ 3263 4,166.84 4,395.14 4,636.51 4,894.00 5,162.30 5,446.63 5,744.99 6,062.7 8 6,394.60 ‐ 3264 4,139.92 4,367.26 4,607.41 4,860.54 5,137.38 5,405.68 5,709.44 6,025.1 4 6,353.74 ‐ 3265 6,547.27 6,907.32 7,287.24 7,688.08 8,110.87 8,557.02 9,027.65 9,524.1 6 10,047.94 ‐ 3266 4,928.51 5,199.95 5,484.28 5,784.90 6,102.69 6,438.78 6,794.22 7,167.0 8 7,561.21 ‐ 3267 6,333.78 6,682.16 7,049.71 7,437.38 7,846.49 8,278.00 8,733.29 9,213.6 0 9,720.39 ‐ 3268 3,649.77 3,848.00 4,055.91 4,292.85 4,521.23 4,779.86 5,030.81 5,307.5 1 5,599.42 ‐ 3269 2,909.62 3,069.17 3,239.26 3,413.80 3,592.60 3,786.57 4,010.60 4,221.7 4 4,466.25 ‐ 3270 3,989.17 4,207.80 4,439.41 4,680.69 4,946.81 5,198.90 5,485.41 5,796.7 5 6,119.95 ‐ 3271 2,735.17 2,885.92 3,044.33 3,205.97 3,380.42 3,566.81 3,771.50 3,970.6 9 4,195.94 ‐ 3272 4,698.99 4,956.48 5,230.10 5,525.23 5,834.48 6,154.37 6,489.41 6,851.3 8 7,210.13 ‐ 3273 4,438.36 4,682.78 4,939.23 5,198.90 5,485.41 5,793.53 6,104.78 6,448.4 6 6,810.43 ‐ 3274 2,848.27 3,005.56 3,170.42 3,337.38 3,533.35 3,726.27 3,927.65 4,152.8 1 4,371.44 ‐ 3275 3,245.71 3,424.60 3,613.17 3,813.50 4,017.05 4,247.62 4,477.05 4,719.4 7 4,980.18 ‐ 3276 3,476.36 3,667.02 3,869.53 4,076.30 4,300.42 4,542.75 4,784.04 5,049.1 1 5,333.53 ‐ 3277 4,782.99 5,045.89 5,323.86 5,614.63 5,925.98 6,261.02 6,591.71 6,950.4 6 7,340.48 ‐ 3278 3,278.12 3,460.15 3,649.77 3,848.00 4,055.91 4,292.84 4,521.23 4,779.8 5 5,030.81 ‐ 3279 4,465.20 4,709.80 4,969.38 5,247.35 5,533.94 5,839.80 6,160.81 6,498.0 4 6,851.38 ‐ 3280 2,713.56 2,863.35 3,020.63 3,185.41 3,364.30 3,546.33 3,736.99 3,951.3 5 4,163.62 ‐ 3281 3,594.87 3,791.98 4,008.51 4,214.24 4,454.40 4,704.39 4,956.48 5,229.0 9 5,516.69 ‐ 3282 4,514.78 4,763.65 5,024.36 5,295.80 5,588.84 5,892.60 6,210.40 6,573.4 1 6,925.71 ‐ 3283 5,507.98 5,810.69 6,130.66 6,465.71 6,821.23 7,198.28 7,592.57 8,010.4 9 8,450.01 ‐ 3284 4,102.18 4,327.35 4,564.36 4,816.45 5,080.39 5,354.01 5,648.09 5,969.0 2 6,294.48 ‐ 3285 3,314.72 3,495.71 3,688.54 3,894.27 4,100.01 4,331.71 4,564.36 4,820.8 1 5,082.48 ‐ 3286 3,166.06 3,339.47 3,522.63 3,726.27 3,927.65 4,152.81 4,371.44 4,618.2 1 4,858.45 ‐ 3287 3,556.01 3,749.97 3,956.75 4,163.62 4,400.54 4,644.09 4,898.28 5,172.9 3 5,457.44 ‐ 3288 3,989.17 4,207.80 4,439.41 4,680.69 4,946.81 5,198.90 5,485.41 5,796.7 5 6,119.95 ‐ 3289 2,706.06 2,854.72 3,012.00 3,169.38 3,337.38 3,533.35 3,726.27 3,927.6 5 4,152.81 ‐ 3290 3,245.71 3,424.60 3,613.17 3,813.50 4,017.05 4,247.62 4,477.05 4,719.4 7 4,980.18 ‐ 3291 3,674.51 3,878.15 4,091.47 4,305.74 4,549.29 4,800.24 5,059.83 5,336.7 5 5,639.38 ‐ 3292 4,534.21 4,784.04 5,046.93 5,324.90 5,617.95 5,927.02 6,253.53 6,597.1 1 6,960.13 ‐ 3293 4,682.78 4,940.28 5,211.80 5,498.39 5,801.02 6,119.95 6,456.04 6,811.4 7 7,186.42 ‐ 3294 4,625.79 4,879.98 5,148.19 5,431.56 5,729.92 6,045.53 6,378.48 6,729.5 6 7,100.16 ‐ 3295 3,956.75 4,174.42 4,403.86 4,646.19 4,901.50 5,170.84 5,455.26 5,755.8 0 6,072.54 ‐ 3296 3,956.75 4,174.42 4,403.86 4,646.19 4,901.50 5,170.84 5,455.26 5,755.8 0 6,072.54 ‐ 3297 3,989.17 4,207.80 4,439.41 4,680.69 4,946.81 5,198.90 5,485.41 5,796.7 5 6,119.95 ‐ 3298 3,989.17 4,207.80 4,439.41 4,680.69 4,946.81 5,198.90 5,485.41 5,796.7 5 6,119.95 ‐ 3299 4,315.50 4,552.51 4,802.34 5,066.36 5,345.38 5,639.38 5,949.68 6,277.2 3 6,621.86 ‐ 3300 4,315.50 4,552.51 4,802.34 5,066.36 5,345.38 5,639.38 5,949.68 6,277.2 3 6,621.86 ‐ 3301 4,315.50 4,552.51 4,802.34 5,066.36 5,345.38 5,639.38 5,949.68 6,277.2 3 6,621.86 ‐ 9/21/2022 Page 9 of 11
212 of 307

City of Glendale
Salary Exhibit A ‐ Eff 10/09/2022 ‐ GMAP COLA Updates ‐ Pending Approval Salary Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Ste p 9 Step 10 3302 3,472.00 3,662.66 3,864.12 4,076.30 4,300.42 4,537.44 4,787.35 5,050.2 4 5,328.13 ‐ 3303 3,035.71 3,203.71 3,379.38 3,556.01 3,756.42 3,961.11 4,170.06 4,402.8 1 4,659.17 ‐ 3304 4,446.99 4,691.58 4,949.60 5,221.82 5,509.02 5,812.00 6,131.71 6,468.9 3 6,824.72 ‐ 3305 4,474.35 4,720.51 4,980.10 5,253.97 5,543.01 5,847.82 6,169.44 6,508.7 5 6,866.80 ‐ 3306 4,186.19 4,415.71 4,660.21 4,916.66 5,187.05 5,472.43 5,774.10 6,089.8 0 6,425.89 ‐ 3307 3,651.51 3,852.27 4,064.19 4,287.70 4,523.50 4,772.36 5,034.82 5,311.7 4 5,603.83 ‐ 3308 3,520.45 3,714.07 3,918.32 4,133.82 4,361.16 4,601.05 4,854.10 5,121.0 9 5,402.72 ‐ 3309 3,989.17 4,207.80 4,439.41 4,680.69 4,946.81 5,198.90 5,485.41 5,796.7 5 6,119.95 ‐ 3310 5,294.12 5,585.29 5,892.48 6,216.57 6,558.48 6,919.20 7,299.75 7,701.2 4 8,124.81 ‐ 3311 4,109.20 4,335.21 4,573.64 4,825.19 5,090.58 5,370.56 5,665.94 5,977.5 7 6,306.33 ‐ 3312 3,556.01 3,749.97 3,956.75 4,163.62 4,400.54 4,644.09 4,898.28 5,172.9 3 5,457.44 ‐ 3313 4,607.41 4,860.54 5,127.80 5,410.03 5,707.35 6,020.78 6,351.47 6,700.5 4 7,068.96 ‐ 3314 5,416.48 5,714.84 6,029.41 6,362.28 6,711.26 7,080.81 7,470.76 7,881.2 6 8,314.25 ‐ 3315 6,216.84 6,560.51 6,920.31 7,301.62 7,708.82 8,132.22 8,576.01 9,051.0 9 9,542.28 ‐ 3316 3,339.90 3,523.59 3,717.38 3,921.81 4,137.56 4,365.08 4,605.14 4,858.4 5 5,125.70 ‐ 3317 3,809.14 4,019.32 4,240.04 4,472.78 4,719.47 4,979.05 5,252.75 5,541.4 4 5,846.33 ‐ 3318 4,667.80 4,924.15 5,194.54 5,480.01 5,781.68 6,100.51 6,435.47 6,790.0 4 7,163.77 ‐ 5000 3,803.50 4,013.28 4,234.09 4,467.12 4,713.25 4,972.77 5,246.57 5,534.7 5 5,839.48 6,160.75 5001 6,522.90 6,881.70 7,260.40 7,660.07 8,081.80 8,526.78 8,995.99 9,490.6 1 10,012.80 10,563.76 5002 5,546.86 5,851.59 6,172.87 6,512.95 6,870.67 7,248.28 7,646.78 8,067.4 3 8,511.32 8,979.44 5003 6,959.01 7,342.14 7,746.15 8,172.32 8,621.73 9,096.45 9,596.58 10,124.39 10,680.86 11,268.16 5004 4,713.25 4,972.77 5,246.57 5,534.75 5,839.48 6,160.75 6,499.66 6,857.3 8 7,234.99 7,632.49 5005 5,841.65 6,162.56 6,501.29 6,858.73 7,236.16 7,634.66 8,054.05 8,496.7 6 8,963.89 9,456.43 5006 2,978.38 3,142.14 3,314.85 3,497.41 3,690.01 3,892.56 4,106.14 4,331.9 3 4,569.93 4,821.12 5007 4,458.16 4,703.85 4,962.82 5,236.17 5,523.99 5,827.27 6,148.18 6,485.7 4 6,842.19 7,218.44 5008 5,793.99 6,112.83 6,449.21 6,804.57 7,178.65 7,573.71 7,989.93 8,429.3 0 8,893.00 9,382.19 5009 4,713.25 4,972.77 5,246.57 5,534.75 5,839.48 6,160.75 6,499.66 6,857.3 8 7,234.99 7,632.49 5010 3,676.54 3,878.64 4,091.68 4,316.92 4,554.28 4,804.94 5,068.80 5,348.1 1 5,641.81 5,952.05 5011 4,012.19 4,233.01 4,465.94 4,712.16 4,971.68 5,245.48 5,533.66 5,838.3 0 6,159.67 6,498.58 5012 3,044.48 3,213.30 3,389.72 3,574.90 3,774.38 3,981.54 4,199.64 4,429.7 7 4,672.02 4,928.46 5013 4,660.98 4,917.43 5,187.07 5,473.08 5,774.46 6,093.39 6,429.85 6,781.6 9 7,153.15 7,546.59 5014 5,487.37 5,788.75 6,106.59 6,439.71 6,794.80 7,169.61 7,563.04 7,979.5 4 8,417.91 8,880.34 5015 4,912.99 5,183.09 5,468.65 5,769.67 6,087.33 6,422.71 6,775.72 7,148.7 2 7,541.61 7,956.66 5016 4,177.04 4,407.25 4,649.59 4,905.31 5,175.31 5,459.79 5,759.72 6,076.3 0 6,410.50 6,763.61 5017 3,667.86 3,869.32 4,081.82 4,306.52 4,543.34 4,793.46 5,056.95 5,334.7 3 5,627.98 5,937.95 5018 2,901.97 3,061.39 3,229.58 3,407.80 3,594.89 3,792.92 4,002.16 4,222.4 3 4,454.82 4,699.41 5019 3,802.86 4,012.19 4,233.64 4,462.68 4,708.19 4,966.80 5,240.78 5,531.2 2 5,835.86 6,156.96 5020 4,752.58 5,013.73 5,289.34 5,580.41 5,887.04 6,211.30 6,553.28 6,914.0 7 7,294.85 7,696.60 5021 5,715.41 6,029.82 6,361.86 6,711.52 7,080.09 7,469.73 7,880.34 8,314.1 9 8,771.29 9,253.88 5022 6,590.90 6,952.86 7,334.63 7,737.56 8,163.64 8,613.04 9,086.68 9,587.0 0 10,113.81 10,670.55 5023 6,162.56 6,501.29 6,858.73 7,236.16 7,634.66 8,054.05 8,496.76 8,963.8 9 9,456.43 9,976.54 5024 5,197.47 5,483.03 5,784.05 6,101.71 6,437.09 6,791.28 7,164.28 7,558.2 5 7,974.38 8,412.67 5025 5,598.14 5,905.85 6,230.11 6,573.17 6,935.14 7,317.00 7,719.84 8,144.8 3 8,593.06 9,065.71 5026 4,318.01 4,555.37 4,806.02 5,069.88 5,349.20 5,644.07 5,954.31 6,282.1 9 6,627.79 6,992.11 5027 3,823.93 4,034.26 4,255.61 4,490.26 4,737.03 4,997.18 5,271.62 5,561.6 0 5,867.06 6,190.23 5028 5,051.34 5,329.22 5,622.46 5,931.26 6,257.78 6,602.02 6,964.98 7,347.9 3 7,751.94 8,178.02 5029 4,004.33 4,224.60 4,456.99 4,701.67 4,960.65 5,234.00 5,521.73 5,825.0 1 6,144.84 6,482.48 5030 4,307.43 4,544.25 4,794.27 5,057.49 5,336.09 5,630.15 5,939.67 6,266.7 3 6,611.51 6,974.93 5031 5,232.19 5,520.37 5,824.01 6,144.21 6,482.03 6,838.66 7,215.09 7,611.5 1 8,029.90 8,471.53 5032 6,565.94 6,927.00 7,307.87 7,709.71 8,133.71 8,580.85 9,052.32 9,550.2 9 10,075.74 10,630.04 5033 5,544.69 5,849.42 6,170.70 6,509.61 6,867.32 7,244.93 7,643.52 8,064.1 7 8,507.97 8,976.10 5034 5,907.93 6,232.46 6,575.89 6,938.04 7,319.99 7,723.00 8,148.09 8,596.3 2 9,068.87 9,567.92 5035 6,155.24 6,494.14 6,850.78 7,227.30 7,624.71 8,044.28 8,486.99 8,954.0 3 9,446.48 9,966.51 5036 4,997.00 5,271.98 5,562.33 5,868.14 6,190.50 6,530.59 6,889.39 7,268.0 8 7,667.76 8,089.58 5037 4,085.07 4,310.32 4,547.68 4,798.34 5,062.19 5,340.43 5,634.12 5,944.3 7 6,271.16 6,615.58 5038 4,238.07 4,471.55 4,717.14 4,977.01 5,251.27 5,539.81 5,844.90 6,166.5 4 6,505.72 6,863.71 5039 4,510.07 4,757.92 5,019.97 5,296.48 5,588.28 5,895.63 6,219.35 6,561.8 7 6,923.12 7,304.25 5040 4,986.96 5,261.22 5,550.84 5,855.93 6,177.57 6,517.84 6,876.91 7,254.7 0 7,653.38 8,074.12 5041 3,691.73 3,894.37 4,109.22 4,334.92 4,572.82 4,823.93 5,089.41 5,369.1 8 5,664.33 5,976.02 5042 3,387.82 3,573.91 3,771.03 3,978.10 4,197.29 4,428.59 4,672.02 4,928.6 4 5,199.55 5,485.92 5043 3,925.30 4,141.14 4,369.10 4,609.17 4,862.54 5,130.10 5,412.13 5,709.4 5 6,023.31 6,354.89 5044 2,652.00 2,797.86 2,951.74 3,114.09 3,285.36 3,466.06 3,656.69 3,857.8 1 4,069.99 4,293.84 5045 4,989.40 5,263.84 5,553.83 5,859.37 6,181.37 6,521.18 6,879.80 7,258.3 2 7,657.90 8,079.54 5046 4,113.74 4,340.16 4,578.61 4,830.35 5,096.37 5,376.87 5,672.74 5,985.1 5 6,314.20 6,661.97 5047 3,477.52 3,669.03 3,870.41 4,082.90 4,307.61 4,544.43 4,794.63 5,058.0 3 5,335.82 5,629.15 5048 3,205.25 3,381.22 3,567.22 3,763.08 3,970.06 4,188.07 4,418.29 4,661.8 0 4,918.60 5,188.61 5049 4,803.49 5,067.98 5,346.85 5,641.27 5,951.15 6,278.85 6,624.08 6,988.2 2 7,372.34 7,777.35 5050 3,642.45 3,842.74 4,054.15 4,276.59 4,511.24 4,759.18 5,020.42 5,295.9 4 5,587.10 5,894.73 5051 3,490.18 3,681.88 3,884.51 4,098.19 4,323.98 4,561.88 4,812.99 5,077.3 0 5,357.07 5,651.12 5052 4,114.64 4,340.43 4,579.42 4,831.70 5,097.10 5,377.95 5,674.18 5,985.8 7 6,315.20 6,662.15 5053 3,204.98 3,381.22 3,567.31 3,763.35 3,970.42 4,188.52 4,418.65 4,662.0 7 4,918.69 5,189.60 5054 4,103.70 4,329.49 4,567.31 4,818.50 5,083.90 5,363.67 5,658.81 5,970.5 0 6,298.65 6,645.60 5055 4,714.97 4,973.76 5,246.93 5,535.47 5,839.39 6,161.02 6,500.20 6,858.1 9 7,234.81 7,632.40 5056 4,087.52 4,312.13 4,549.76 4,800.42 5,064.09 5,342.96 5,637.02 5,947.3 5 6,273.96 6,619.02 5057 6,068.88 6,403.09 6,755.74 7,126.84 7,518.56 7,931.97 8,368.18 8,828.2 5 9,314.37 9,827.22 5058 6,849.06 7,225.58 7,622.72 8,041.57 8,484.28 8,950.87 9,443.50 9,963.2 5 10,511.22 11,088.98 6000 15,512.13 16,365.30 17,265.39 18,214.99 19,216.81 20,273.73 ‐ ‐ ‐ ‐ 9/21/2022 Page 10 of 11
213 of 307

Glendale City CouncilOctober 11, 2022

Glendale City Council
October 11, 2022