Amendment to the City of Goleta Salary Schedule and Classification Plan for Fiscal Years 2021-22 and 2022-23

Agenda Item B.3

CPMS CONSENT CALENDAR
Meeting Date: May 3, 2022

TO: Mayor and Councilmembers

FROM: Kristine Schmidt, Assistant City Manager

CONTACT: Todd Mitchell, HR/Risk Manager

SUBJECT: Amendment to the City of Goleta Salary Schedule and Classification Plan for Fiscal Year s 2021/22 and 2022/23 , and Amendment to the Wage Schedule for Hourly Employees and Intern Assignments for Fiscal Years 2019/20 Through 2021/22

RECOMMENDATIONS:

A. Adopt Resolution No. 22-__ entitled, “A Resolution of the City Council of the City of Goleta, California Amending the City of Goleta Salary Schedule and Classification Plan For Fiscal Years 2021/22 and 2022/23, to Reflect an Additional Across-the-Board Salary Increase for All Positions Except the City Manager Effective April 9, 2022, of 1% Pursuant to the Terms of the City’s Previously Adopted Labor Agreements and Salary Resolution.”

B. Adopt Resolution No. 22-__ entitled, “A Resolution of the City Council of the City of Goleta, California Amending the W age Schedule for Hourly Employees and Intern Assignments for Fiscal Years 2019/20 Through 2021/22 effective May 7, 2022.”

BACKGROUND:

The first change recommended herein applies to regular employment and the second change applies to hourly employment.

Regular Employment

On December 7, 2021, the City Council approved and authorized the City Manager to execute Amended and Restated Agreement Nos. 18-037 and 180-038, the Memoranda of Understanding with the Service Employees International Union ( SEIU), Local 620 applicable to the Goleta General Employees Bargaining Unit and Miscellaneous Bargaining Unit, respectively, and adopted Resolution No. 21-53 which approved an update to the City of Goleta’s Salary Sch edule and Classification Plan For Fiscal Years 2021/22 and 2022/23, amended the Personnel Rules, and approved Certain future salary and fringe benefit increases for unrepresented employees. 1 Meeting Date: May 3, 2022

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As part of these documents, the City Council approved a contingent across-the-board salary increase, effective April 9, 2022, if the year -over-year change in the Consumer Price Index for All Urban Consumers (CPI -U) for Los Angeles -Long Beach-Anaheim for March 2022 exceeded 3%, equal to the amount by which that change exceeded 3%, not to exceed an increase of 1%.

Hourly Employment

On September 3, 2019, Council adopted Resolution No. 19-53 which established a Wage Schedule for Hourly and Intern Assignments for Fiscal Years 2019/20 through 2021/22.

The category of “Hourly” employment applies to low-hour part-time, intern, temporary, and seasonal “extra help” employees that do not work more than 999 hours in any fiscal year. Such employees do not participate in CalPERS 1 and do not otherwise receive a fringe benefit package.

The Wage Schedule set forth increases to the low end of wage ranges over a period of time in accordance with corresponding increases in the California Minimum Wage, which increased gradually from $12 per hour to $15 per hour by January 2022 for employers with 26 employees or more. Those minimum wage increases are now fully effective.

DISCUSSION:

1% CPI-Based Salary Increase- Regular Employees

The amended and restated MOUs for the General Employees and the Miscellaneous Employees bargaining units, included, respectively, as Attachment 1 and Attachment 2, included a provision which provided, “if the year over year change in the Consumer Price Index for All Urban Consumers (CPI -U) for the Los Angeles -Long Beach-Anaheim area for March 2022 is greater than 3%, an additional across-the-board increase effective April 9, 2022, equal to the amount by which that change exceeds 3%, not to exceed an additional increase of 1%, for a total of 4%.” A similar provision was applied to unrepresented employees, other than the City Manager, through Resolution No. 21-53.

Staff did not update the Salary Schedule and Classification Plan for Fiscal Year 2021/22 at the time to include the 1% salary increase since the CPI data was not known.

On April 12, 2022, the U.S. Bureau of Labor Statistics posted a news release, included as Attachment 3, which reported that the Consumer Price Index for All Urban Consumers (CPI-U) for the Los Angeles -Long Beach -Anaheim area for March 2022 rose by an astounding 8.5%. Staff is now presenting the amended Salary Schedule and Classification Plan for Fiscal Year 2021/22 effective April 9, 2022 with the 1% across-the- board increase , consistent with the labor agreements and resolution approved at the December 7, 2021 City Council Meeting. This will bring the total salary increase for regular employees in the current Fiscal Year to 4%.

1 Except as required under certain provisions of state law. 2 Meeting Date: May 3, 2022

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Wage Schedule for Hourly Employees

Staff wish to amend the Wage Schedule for Hourly Employees to be more competitive in the area. The changes will:
 Provide increases to the minimum hourly rates for most of the positions to assist staff with recruitment efforts; and
 Restore differentials between the low end of the wage range and the high end.

Wage ranges allow departments to hire staff at a higher rate when warranted or increase the wages of existing employees as they gain experience. As mentioned above, the primary focus of the Wage Schedule previously adopted was to coordinate increases at the low end of our wage ranges with the increases in the minimum wage. The high end of the wage ranges has remained largely unchanged. This change will restore the previous dollar differentials between the low and high ends of each salary range.
 Add two new hourly positions associated with the City’s assumption of management of the Goleta Community Center in January 2023 . These were conceptually approved by Council on February 24, 2022, as part of the draft Goleta Community Center Management Plan: Custodian at $15.30 per hour and Special Project Associate at $25.00 per hour.

FISCAL IMPACTS:

The cost of the 1% increase for regular employees, other than the City Manager, will be $160,000 annually, with $ 40,000 for the remainder of Fiscal Year 2021-22. No new budget appropriation is needed, as it was part of the overall recommended budget appropriation of $800,200 made in December and accounted for the possible 1% increase.

The increases to the maximum hourly wage rates and the slight increases to the entry level wage rates for existing hourly staff are nominal and will be absorbed in the department’s allocated budget.

New hourly employees for the Goleta Community Center are not anticipated to be hired until December 2022 and the cost for these positions will be included in the proposed Fiscal Year 2022 -23 Budget , supported by the revenues generated by the Goleta Community Center.

ALTERNATIVES:

Council could decline to proceed with the changes or request additional information from staff.

Reviewed By: Legal Review By: Approved By:

___________________ ___________________ _________________ Kristine Schmidt Megan Garibaldi Michelle Greene
Assistant City Manager City Attorney City Manager 3 Meeting Date: May 3, 2022

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ATTACHMENTS:

1. Amended and Restated Agreement No. 2018 -037, the Memorandum of Understanding with SEIU, Local 620 Regarding the Goleta General Employees Bargaining Unit.

2. Amended and Restated Agreement No. 2018 -038, the Memorandum of Understanding with SEIU, Local 620 Regarding the Goleta Miscellaneous Employees Bargaining Unit.

3. U.S. Bureau of Labor Statistics - Consumer Price Index, Los Angeles area — March 2022.

4. Resolution No. 22-__ entitled, “A Resolution of the City C ouncil of the City of Goleta, California Amending the City of Goleta Salary Schedule and Classification Plan For Fiscal Years 2021/22, Approving an Additional Across -the-Board Salary Increase Effective April 9, 2022, of 1%, Based on the Year Over Year Chan ge in the Consumer Price Index for All Urban Consumers (CPI -U) for the Los Angeles- Long Beach-Anaheim Area for March 2022.”

5. Resolution No. 22 -__ entitled, “ A R esolution of the City Council of the City of Goleta, California Amending the Wage Schedule for Hourly Employees and Intern Assignments for Fiscal Years 2019/20 Through 2021/22.”

4 ATTACHMENT 1:

Amended and Restated Agreement No. 2018 -037, the Memorandum of Understanding with SEIU, Local 620 Regarding the Goleta General Employees Bargaining Unit.

5 1

MEMORANDUM OF UNDERSTANDING BETWEEN

THE CITY OF GOLETA
AND

SERVICE EMPLOYEES INTERNATIONAL UNION, LOCAL 620

REGARDING GENERAL BARGAINING UNIT

January 1, 2018 to December 31, 2023

This Amended and Restated Agreement includes amendments approved on September 15, 2020 and amendments approved on December 7, 2021

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TABLE OFCONTENTS

ARTICLE PAGE

1. Term 4

2. Management Rights 4

3. Employee Rights 5

4. Membership Dues/Agency Shop 6

5. Steward/Representation 6

6. Use of Facilities for Unit Business 7

7. Discipline 7

8. Grievance & Complaint Procedure 7

9. Non-Binding Arbitration 8

10. Wages 9

11. Benefits 10

12. Layoff Procedures 12

13. Unit Assignments 13

14. Maintenance of Benefits and Terms and Conditions 13

15. No Strike / No Lockout 14

16. MOU Implementation 14

17. Obligation to Meet and Waiver Clause 14

18. Savings Clause 14

19. Evaluations 14

20. Hours of Work/Overtime 15

21. Holidays 18

22. Bereavement Leave 19
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TABLE OF CONTENTS

ARTICLE

23. Educational Assistance

24. Bilingual Allowance

25. Lateness and Absenteeism Policy

26. Employee Classification Review Requests

27. Signature Page

PAGE

19 20

21 21

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This MEMORANDUM OF UNDERSTANDING ("MOU") was made and entered into on the fifteenth day of May, 2018 , by and between the CITY OF GOLETA, a municipal corporation (herein referred to as "CITY"), and Local 620 of the Service Employees International Union, Goleta Chapter (herein referred to as "LOCAL 620" or "UNION") regarding the General Bargaining Unit, and was subsequently amended on September 15, 2020 and is hereby amended and restated on this seventh day of December, 2021.

WHEREAS, it is the intent and purpose of this MOU to set forth the parties' full and entire understanding reached as a result of meeting and conferring in good faith regarding wages, hours and other terms and conditions of employment between the employees represented by LOCAL 620 and the CITY. As used herein, the term "employee" means any person regularly employed by the CITY in the General Bargaining Unit and comprised of the classifications reflected as such on the City of Goleta Salary Schedule and Classification Plan.

WHEREAS, the CITY, in accordance with provisions of the Meyers -Milias-Brown Act (MMBA) of the State of California, and provisions of Employer-Employee Labor Relations Resolution No. 13 -42, recognizes LOCAL 620 as the sole and exclusive representative for the purpose of meeting and conferring on matters of wages, hours, and other terms and conditions of employment for represented employees.

Article 1. TERM OF MOU

The term of this Agreement shall be from the date it is approved by the Goleta City Council until December 31, 2023, except that it shall continue from year to year thereafter.

1.1 Renegotiations in the event either party desires to negotiate a successor Agreement, such party shall serve upon the other during the month of September of the last year in the term of this agreement, its written notice to commence negotiations.

1.2 Reopeners (non-monetary) for January 2019 shall be limited to two (2) items old or new. Under the same terms as 1.1 above.

1.3 Reopeners for January 2021 shall be limited to three (3) total items old or new, monetary or non-monetary, for each party. Under the same terms as 1.1 above.

Article 2. MANAGEMENT RIGHTS

The CITY expressly reserves and retains all its inherent exclusive and non -exclusive managerial rights, powers, functions, and authority under federal, state, and municipal law. The City's rights include, but are not limited to, the exclusive right to:

• determine the purpose, functions, and missions of its constituent departments, commissions, and boards;
• set standards of service;
• determine the procedures and standards of selection for employment and DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 9 5
promotion;
• direct its employees and establish work assignments and schedules; • take disciplinary action for cause;
• determine the methods and means to relieve its employees from duty because of lack of work or other lawful reasons;
• maintain the efficiency of governmental operations;
• determine the methods, means and personnel by which government operations are to be conducted;
• determine the allocation of job classifications;
• determine methods of financing;
• determine types of CITY-issued equipment to be used and exercise discretion over its facilities, technology, and organizational structure; • determine the number of locations, relocations, and types of operations, processes, and materials to be used in carrying out all CITY functions; and • take all necessary actions to carry out its purposes and functions in declared emergencies.

The CITY agrees to notify the UNION of any proposal to contract out or transfer work out of the bargaining UNIT, where such contracting out or transfer of work would result in the layoff of UNIT members, or have a substantial and adverse impact on wages, hours or terms and conditions of employment. Provided the UNION makes a timely request to meet and confer, the CITY shall negotiate the negotiable impacts, if any, of such decision on employee's terms and conditions of employment.

Article 3. EMPLOYEE RIGHTS

The provisions of this MOU shall be applied equally to covered employees without discrimination because of race, color, gender, sexual orientation, disability, age, national origin, religious affiliation, genetic characteristics or genetic information, marital status, or UNION membership, or any other basis protected by law.

Employees may elect to exercise their right to join and participate in UNION activities for the purpose of representation in all matters of their working conditions and employer-employee relations. The parties agree that there shall be no restraint, coercion, or interference with any employee with respect to or because of the employee's membership in the UNION. The CITY and the UNION agree that each employee shall be treated equally, fairly, and with dignity and respect.

Discrimination complaints based on UNION membership and/or activity shall be subject to the grievance procedure and non-binding arbitration.

The City of Goleta’s Personnel Rules are incorporated by reference into this document and changes to terms and conditions covered therein that are within the scope of bargaining are subject to negotiation between the parties as required by law.

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Article 4. MEMBERSHIP DUES/MAINTENANCE OF MEMBERSHIP

Maintenance of Membership

All regular unit employees who on the effective date of this MOU are members of the Union in good standing and all such employees who thereafter voluntarily become members of the Union shall maintain their membership in the Union in good standing during the term of this MOU, subject however, to the right to resign from membership during Pay Period 17 annually. The City will not honor cancellations of dues deductions for employees covered by this Agreement during the term of the MOU except during the window period specified above. Any Union member may exercise his/her right to resign by submitting a notice in writing to the Union and the City during the resignation period.

Indemnification/Hold Harmless Clause

The Union agrees to fully indemnify and defend the City of Goleta and its officers, employees and agents against any and all claims, proceedings and liability arising, directly or indirectly, out of any action taken or not taken by or on behalf of the City of Goleta under this Article.

Article 5. STEWARDS/REPRESENTATION

A. Reasonable Time Off to Meet and Confer - the UNION may select up to three (3) employee members of the UNIT to attend scheduled meetings with CITY representatives, during their normal working hours, for the purpose of meeting and conferring in good faith without loss of pay or any benefits. The UNION shall, whenever practicable, submit the names of all such employee representatives to the CITY's representatives at least two working days in advance of such meetings. Provided further that:

1. No employee representative shall leave his or her duty or work station or assignment without specific approval of the department head or other City authorized management official.

2. Any such meeting is subject to scheduling by City management in a manner consistent with operating needs and work schedules.

3. Management will endeavor to schedule such meetings during employees' regular work hours, unless the parties agree to meet outside of the employees' regular work hours.

B. The CITY shall provide, at no cost to the UNION, an electronic copy of each City Council agenda when it is posted. By being provided the agenda, the UNION acknowledges CITY has met its obligation of notification of matters or issues within the scope of representation on the Council Agenda.

C. The CITY authorizes UNION to appoint up to Two (2) "UNION Stewards" and one (1) alternate, any of whom may represent an employee subject to the grievance procedure.

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An employee who files a grievance and/or his/her UNION Steward representative may, when and to the extent n ecessary, participate on CITY time, without loss of compensation, in the investigation and processing of a grievance, upon reasonable notification and approval of the immediate supervisor or his/her designee. The City Manager or his/her designee shall appr ove employee and/or UNION Steward in investigating and processing a grievance on CITY time, when and to the extent necessary, and shall not unreasonably withhold approval if such steward duties will in no event adversely affect the operational, security, or safety requirements of CITY.

Article 6. USE OF CITY FACILITIES FOR UNIT BUSINESS

A. The UNION may, with prior approval of the City Manager or his/her designee, be granted the use of CITY facilities for UNION business meetings with CITY employees, provided space is available. No use fee will be charged.

B. The CITY will furnish, for the use of UNION, reasonable bulletin board space at reasonable locations. Such bulletin board space shall be used for:

• UNION recreational, social, and related news bulletins;

• Scheduled UNION meetings;

• Information concerning UNION elections or the results thereof;

• Reports of official business of UNION, including reports of committees or the Board of Directors.

Material shall clearly state that it is prepared and authorized by the UNION.

The UNION agrees that notices posted on CITY bulletin boards shall not contain anything that may reasonably be construed as maligning the CITY or its representatives.

Article 7. DISCIPLINE

The provisions of Rule 12 DISCIPLINARY ACTIONS of the City of Goleta Personnel Rules are applicable to UNIT employees.

Article 8. GRIEVANCE AND COMPLAINT PROCEDURE

DEFINITION: A grievance is a formal written allegation by a grievant that has been adversely affected by a violation of specific provisions of this Agreement

PROCEDURE:

Informal Level: Before filing a formal written grievance, the grievant shall attempt to resolve it by informal conference with the immediate supervisor.

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Formal Level I: Within 7 days after the occurrence of the act or omission giving rise to the grievance, the grievant must present the grievance in writing to the immediate supervisor, who will have 10 days to render a decision.

Formal Level II: The grievant may appeal to the Department Director within 5 days from receiving the Level ll decision.

Formal Level III: The grievant may request Mediation from the State Mediation Service.

Article 9. NON-BINDING ARBITRATION

If a grievant who is a member of the Unit is not satisfied with the outcome of mediation, the grievant may, within fifteen (15) working days after mediation and with the concurrence of the UNION, submit a request in writing to the CITY to proceed to non binding arbitration. The UNION shall have the right to invoke the non-binding arbitration procedure on behalf of a class of employees. In the event the UNION determines there is no violation or the proposed settlement is just, the UNION is under no obligation to represent a grievant in this procedure. Non-binding arbitration shall be conducted in accordance with the rules and procedures delineated herein.

A. Selection of Arbitrator. The parties shall make a good faith effort to select a mutually acceptable arbitrator. If they are unable to agree on an arbitrator within ten (10) days of the submission of the grievance to non -binding arbitration, the parties shall request a list of experienced arbitrators from the California State Mediation and Conciliation Service. Each party shall alternately strike a name until only one name remains. The party who strikes first shall be determined by lot.

Unless the parties agree otherwise, a hearing shall be commenced no later than sixty (60) days from selection of the arbitrator.

B. Arbitrator's Authority. Those issues which directly relate to alleged violations of this MOU or CITY ordinances, resolutions and written policies related to personnel policies and working conditions shall be subject to non -binding arbitration. Matters for which a separate administrative process is available which provides a remedy for the alleged violation are not within the scope of this procedure. Examples of such comprehensive processes are: discrimination complaints covered by the EEOC or the DFEH, safety complaints under Cal OSHA and OSHA, and workers' compensation matters. The arbitrator will have no power to add to, subtract from, or modify the terms of this MOU, City Ordinances, or the written policies, rules, regulations or procedures of the CITY. The arbitrator however, may, in the course of determining the questions properly submitted to him/her, consider arguments and evidence based on external law.

C. Questions Regarding Arbitrability. If any question arises as to whether the grievance is subject to arbitration under this MOU, such question shall be ruled upon by a different arbitrator.

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D. Decision. After a hearing and an opportunity to present such closing arguments as may be appropriate, the arbitrator will make a reasonable effort to issue his/her advisory decision within twenty -one (21) days after the conclusion of the hearing. The arbitrator's advisory decision shall be in writing and set forth his/her proposed findings of fact, reasoning and conclusions on the issues submitted. The advisory decision shall be submitted to the City Manager who shall render the final decision and shall have the authority to affirm, modify, or reject the arbitrator's advisory decision. The City Manager's decision shall be final.

E. Costs. All costs for the services of the arbitrator, including, but not limited to, per diem expenses, travel and subsistence and any costs for facility for the arbitration shall be shared equally by the parties. All other costs shall be borne by the party incurring them.

Article 10. WAGES

10.1 Effective January 1, 2018 (pay period) an across-the-board salary increase of 2%.

10.2 Effective January 1, 2019 (pay period) an across-the-board salary increase of 1%.

10.3 Effective January 1, 2020 (pay period) an across-the-board salary increase of 3%.

10.4 Effective January 2, 2021, an across -the-board salary increase of 2%. To be eligible for retroactive payment of this increase, an employee must be actively employed as of December 7, 2021.

In addition, employees who are actively employed on December 7, 2021 will receive a one-time payment of $2000 per employee. This payment is not added to the salary schedule, not related to performance and not reportable as special compensation for purposes of the California Public Employees Retirement System (CalPERS). Such one -time payment is intended as reasonable reimbursement for any as -yet unreimbursed COVID -related expenses attributable to the mandatory work from home period (March 2020 -July 2021), and as a general recognition of COVID-related service.

10.5 Effective January 1, 2022, an across-the-board salary increase of 3%.

10.6 Effective April 9, 2022, an across-the-board salary increase equal to the amount by which the year over year percent change in the Consumer Price Index for All Urban Consumers (CPI -U) for Los Angeles -Long Beach -Anaheim for March 2022 exceeds three percent, not to exceed an increase of 1%.

10.7 Effective January 14, 2023, an across-the-board salary increase of 3%.

10.8 Effective April 8, 2023, an across-the-board salary increase equal to the amount by which the year over year percent change in the Consumer Price Index for All DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 14 10
Urban Consumers (CPI -U) for Los Angeles -Long Beach -Anaheim for March 2023 exceeds three percent, not to exceed an increase of 1%.

Article 11. BENEFITS

A. Health Insurances (Medical, Dental, Vision.) The CITY agrees to provide employees an annual open enrollment period for insurance. The parties agree that the CITY will pay up to a maximum of $1,275 per employee per month to be applied to premiums for an employee's choice of medical, dental and/or vision insurance plans offered by the CITY. This contribution will be increased to $1295 per employee per month effective January 1, 2022 and increased to $1315 per employee month effec tive January 1, 2023. The CITY retains full and complete control over the selection, approval and administration of the CITY's group insurance program.

A maximum of $950 per employee per month may be paid to the employee in lieu of insurance premiums if the employee demonstrates participation in an alternative insurance plan satisfactory to CITY.

Benefit contributions for part-time employees are prorated. Effective January 1, 2022, regular part-time employees authorized at 15 hours per week (0.375 FTE) or more will receive City health benefit contributions and payment in lieu of insurance premiums based on the percent of full-time upon which their regular schedule is based. Eligibility for participation in City employee benefit plans will be based on the terms of the provider contracts.

Retired CalPERS annuitants shall not be eligible for any City benefits other than salary, as required under the CA Government Code.

B. Life Insurance. The CITY shall provide a life insurance program to all members of UNIT with a benefit of one times annual salary.

C. CALPERS Retirement.

1. The City shall provide retirement benefits as currently specified under the CITY's contract with the California Public Employees' Retirement System (CalPERS).

2. Effective the December 1st immediately prior to the expiration of this Agreement, the City's retirement contribution shall be capped at the rates in effect at the time, subject to change thru negotiation. Employee cost-sharing of the employer rate under this section will be accomplished through the “MOU Method”, post-tax and not accomplished through CalPERS , as provided under Government Code 20516(f).

a. the calculation for cost sharing effective for each July -June fiscal year will DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 15 11
be the full Estimated Total Employer Contribution as a percent of Projected Payroll (Normal Cost + payment on amortization base) as reflected in the most recent Annual Valuation Report less the comparable full employer rate in effect on the December 1st immediately prior to the expiration of the MOU, if this is greater than zero.
b. As soon as practicable, upon the request of the Union, City will take necessary steps to implement a contract amendment for cost -sharing through CalPERS as provided under Government Code Section 20516 (a- e), contingent upon the agreement of all employee groups under the miscellaneous plan to participate in such cost -sharing and the results of any necessary employee election.

3. Employees employed by the CITY on or before December 31, 2012 and employees hired on or after January 1, 2013, who have less than a six month break in CalPERS covered service or are members of an agency with reciprocity, are provided the following retirement benefits:
a. Miscellaneous 2% at 55 benefit formula.
b. Employees shall pay the member contribution of 7.0%. c. Final compensation shall be based on single-highest year.

4. Employed hired on or after January 1, 2013 who are "new members" as defined in the Public Employees' Pension Reform Act of 2013 (PEPRA) are provided the following retirement benefits:
a. Miscellaneous 2% at 62 benefit formula
b. Employees shall pay one -half of the total normal cost (for 2014 the rate is

6.25%)

c. Final compensation based upon the highest annual average compensation earnable during the 36 months of employment immediately preceding the effective date of his/her retirement or some other period designated by the retiring employee.

D. Long Term Disability Insurance - City will continue to offer long term disability coverage but will not be responsible for any increases in premiums.

E. State Disability Insurance & Paid Family Leave

1. Within 30 days written notice from the Union to proceed, the City will file an application for elective cover under California State Disability Insurance (SDI) program, including Paid Family Leave (PFL), effective in the current quarter. Upon approval of such application by the state, the City shall withhold required contributions from employee wages and remit those contributions to the state. The employee shall pay all costs associated with these programs. The City will post information about SDI and Pai d Family Leave (PFL) benefits and how to apply for SDI or PFL with the State of California Economic Development Department (EDD) on the City’s Human Resources website.

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2. The City will integrate/coordinate available SDI and PFL benefits with any available paid sick leave (as eligible under sick leave policies), management leave, holiday in- lieu bank, vacation, and/or compensatory time for employees who receive SDI or PFL benefits. Documentation of the SDI/PFL benefits received must be provided to the Payroll Office for this purpose. Employees on a leave of absence who are eligible to integrate/coordinate their SDI/PFL benefits during the leave of absence must exhaust available leave balances in this manner before being on full unpaid leave. Employees who integrate/coordinate SDI/PFL paid leave benefits with City payroll benefits will receive City retirement contributions, time off accruals, and other non -insurance benefits based on the City -paid portion of wage replacement only. The SDI/PFL portion of wage replacement will be treated as unpaid leave.

3. Employees integrating/coordinating SDI/PFL benefits with City payroll benefits shall be eligible for continuation of City-paid insurance contributions on a leave of absence only up to the date they would have r eceived such benefits had they not integrated/coordinated SDI/PFL benefits. (For example: If on the first day of the claimed leave a full-time employee had sufficient available leave banks for 8 weeks of paid leave at full -time, 320 hours, then the City’s contribution to health insurance will be covered for up to 8 weeks while the employee is coordinating leave banks with SDI/PFL, or for the first 12 weeks of leave if required under the FMLA/CFRA.)”

ARTICLE 12. LAYOFF PROCEDURE

A. Definition: Termination of employment or separation from a position because of lack of funds or lack of work, as determined by the City.

B. Process & Notice: Workers subject to a reduction in force shall be given at least forty five (45) working days' notice prior to the effective date of the layoff.

Permanent full-time employees and permanent part-time employees shall be considered separately when the order of layoff reaches C. and D. below.

Seniority shall be used to determine the order of layoff pursuant to the following procedures:

The order of layoff shall be as follows:

1. Temporary workers in inverse order of seniority (least first);

2. Initial Probationary employees in inverse order of seniority;

3. Limited term employees not in good standing in inverse order of seniority;

4. Limited term employees in good standing in inverse order of seniority;

5. Permanent employees not in good standing in inverse order of seniority;

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6. Permanent employees in good standing in inverse order of seniority.

"Seniority" for the purposes of this Article shall be defined as the length of service as a permanent full-time employee with the City. When determining seniority for permanent full-time positions within a classification subject to layoff, only permanent full-time service shall beconsidered.

"In good standing" for the purposes of this Article shall be defined as employees who are not currently subject to progressive discipline and who have been rated at a minimum of "Acceptable Performance" in his/her last two annual evaluations.

C. Displacement: Permanent full-time employees subject to layoff shall have the right to displace an employee in the same classification in any Department of the City or in a different class within the City with the same or lower salary range provided, however, that:

1. The employee subject to layoff has greater seniority than the employee being displaced and was rated at a minimum of {"Good" or "Acceptable Performance"} in his/her last two annual evaluations.

2. If the displacement is to a different class, it must be a class in the same occupational series as determined by the City OR, to a class previously held by the employee as a permanent full-time employee of the City.

D. Re-hire Lists: Laid off employee names are to be placed on a re-hire list. If a position in the laid-off employee's classification, or a similar position in a classification for which the City determines the former employee is suited, becomes available within twenty-four (24) months of layoff, such former employee(s) shall be offered the position in the inverse order of layoff. If a job in a lower paid classification becomes available within twenty-four (24) months, the City shall review the previously laid-off employees' qualifications. If such laid-off former employees are qualified in the judgment of the City, he/she may fill the slot(s) until his/her former position becomes available, if ever. Employees hired off a re hire list shall retain seniority, minus the number of months on actual layoff.

Any notification to laid off former employees will be done by certified mail to the last known address on record.

Article 13. UNIT ASSIGNMENTS

CITY and UNION shall meet and confer concerning appropriate placement of newly created job titles with UNIT.

Article 14. MAINTENANCE OF BENEFITS AND TERMS AND CONDITIONS

All benefits, terms, and conditions of employment, within the scope of bargaining, enjoyed by employees as of the adoption of this agreement, and any side letter agreements reached after that date, shall remain in full force and effect unless modified by a subsequent Memorandum of Understanding or by the parties' mutual written agreement.

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Article 15. NO STRIKE/ NO LOCKOUT

The UNION agrees that during the term of this MOU, neither the UNION nor the employees it represents will engage in, encourage, sanction, support, or suggest strikes.

This does not mean general employees are waiving any rights as to the protection of personal safety as they may pertain to the refusal to cross a picket line of another public employee organization on strike, or to the informational picketing by employees on their own time. The CITY agrees that it will not lock out any of its employees during the term of this MOU.

Article 16. MOU IMPLEMENTATION

Both parties agree that the terms of this MOU supersede provisions of all other practices, resolutions, and rules of the CITY that conflict with provisions of this MOU.

Article 17. OBLIGATION TO MEET AND WAIVER CLAUSE

Except as otherwise expressly provided in this MOU or, where the parties mutually agree to meet and confer on a matter, the CITY and the UNION expressly waive and relinquish the right, and each agrees that the other shall not be obligated to meet and confer with respect to any subject or matter, including mandatory subjects of negotiation, whether or not referred to in this MOU.

Article 18. SAVINGS CLAUSE

Should any provision of this MOU be held inoperative, void, or invalid by a Court of competent jurisdiction, the remaining provisions of this MOU shall not be affected thereby, and the parties shall meet and confer for the sole purpose of arriving at a mutually satisfactory replacement of such provision.

Article 19. EVALUATIONS

A. Frequency

Supervisors are authorized to evaluate a subordinate's performance as often as the supervisor deems appropriate. Employee performance will be evaluated at least one time each year. If the employee performance evaluation is not provided within thirty (30) calendar days of the salary anniversary date, employee will immediately receive a step increase within the salary range applied retroactively to the anniversary date as defined in Sec 3.2 and 3.3 of the Personnel Rules, irrespective of performance.

B. Process

The evaluation of an employee's performance is an ongoing process. Evaluations must be documented in writing. The supervisor(s) will review the evaluation in a private meeting with the employee. The employee shall sign the performance evaluation to acknowledge that the employee is aware of its contents and has discussed the evaluation with his or DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 19 15
her supervisor. The employee's signature on the evaluation does not indicate agreement with its contents. The employee will receive a copy of the evaluation after the meeting with the supervisor(s) and a copy of the evaluation will be placed in the employee's personnel file.

C. No Appeal

An employee does not have the right to appeal any matter relating to a performance evaluation. Instead, the employee may comment on the evaluation in a written statement which will then be placed with the evaluation in the employee's personnel file. The written statement must be submitted within 10 calendar days after the employee receives the evaluation. The time for submission of a written statement may be extended upon approval of the employee's supervisor.

Article 20. HOURS OF WORK/OVERTIME

20.1 POLICY

Except as provided in the Nine Eighty (9/80), it is the policy of the City that eight (8) hours shall constitute a day's work, and five (5) days shall constitute a week's work, for all full time employees, except that work days and work weeks of a different number of hours may be established in order to meet varying needs of the different City departments.

20.2 WORK PERIODS

The work period shall be seven (7) consecutive 24-hour periods. Forty (40) hours shall be worked during this period.

20.3 DAILY HOURS OF WORK

Except as provided in the Nine Eighty (9/80), daily hours of work or shifts for employees within departments shall be assigned by the department directors as required to meet the operational requirements of such departments. The normal work shift for employees is eight (8) hours per day. Employees shall be allowed a 15 minute rest period for every four (4) hours of continuous work. Employees shall be permitted an uncompensated lunch break when working more than six (6) hours.

20.4 CHANGE IN WORKING HOURS

Any foreseeable absence or deviation from regular working hours desired by an employee · shall, in advance, be cleared through the department director, and such absence shall be noted in the employee's time entry.

20.5 OVERTIME

Overtime-eligible employees are not permitted to work overtime except as the department DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 20 16
director authorizes or directs. Overtime-eligible employees directed to work overtime must do so and advanced notice will be given when reasonable. Working overtime without advance approval is grounds for discipline. Overtime is compensated at 1.5 times the employee's regular rate of pay as calculated under the Fair Labor Standards Act. Only actual hours worked will be counted toward the 40 -hour threshold for purposes of calculating FLSA overtime pay.

Vacation, holidays, jury duty and compensatory time off shall not be considered hours worked for purposed of calculating overtime. Although no employee exempt from overtime shall be entitled to any compensation for overtime work, such employees shall receive management leave as specified in the Management Leave section of these Rules.

20.6 MANAGEMENT LEAVE

Current members exempt from overtime are entitled to Management Leave in the amount of 80 hours per fiscal year pursuant to Personnel Rule 9.12. Management Leave for any new position which is represented by Unit shall be documented at the time such position is created.

Part-time employees eligible for management leave will receive such leave prorated based on the percent of full-time upon which their regular schedule is based.

20.7 9/80 PLAN

A. Participation in the optional 9/80-work schedule is available to full-time regular employees, subject to department director approval. Employees who participate in the 9/80 work schedule will continue to work eighty (80) hours in a two week pay period, but will do so over nine days instead of the usual ten days. The work schedules for Public Works and field employees will be determined by the appropriate department director, subject to the operational needs of the City.

8. City Hall will be open to serve the public daily from 8:00 a.m. to 5:00 p.m., Monday through Thursday and 8:00 a.m. to 12:00 p.m. Friday, excluding recognized holidays and official closures. The typical work day for 9/80 participants will be a nine (9) hour day Monday through Thursday. On alternating Fridays employees will work an eight (8) hour day.

C. The City recognizes that some employees may require flexibility with their schedules. Exceptions to participation in a 9/80 -work schedule shall be recommended by the department director and approved by the Personnel Officer or designee. All exceptions will be evaluated on a case -by-case basis with considerations including, but not limited to, the following: dependent care needs, pursuit of higher edu cation, unique medical condition, traffic and transportation concerns, and special needs of the department. An employee who works a flexible schedule must have documentation in his/her personnel file outlining the specifics of his/her work schedule.

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D. The 9/80-work schedule will not affect accrual rates for vacation or sick leave. The number of scheduled work hours during which the employee is absent will be deducted from the appropriate leave accumulation, i.e., sick, vacation, compensatory, etc. For example, an employee taking a two week vacation will have eighty (80) hours of leave deducted (eight nine-hour days plus one eight-hour day). An employee taking a single vacation day or who is absent a full day due to illness will have either eight or nine hours deducted from his/her accrual balance, depending upon the number of hours scheduled to be worked on that particular day.

E. Based upon a 9/80-work schedule, the non-exempt employee work week, for Fair Labor Standards Act (FLSA) and overtime purposes, shall consist of a forty (40) hour period within seven (7) consecutive days. Subject to exceptions as specified, the employee work week ends each Friday at noon. The new work week begins at 12:01. Implementation of the 9/80-work schedule in and of itself should not result in an increase in FLSA overtime.

Week
No.1
Monday
7:30-5:30
Tuesday
7:30-
5:30
Wednesday
7:30-5:30
Thursday
7:30-5:30
Friday
8:00 :-
12:00
Total
Hours
9 hours 9
hours
9 hours 9 hours 4 hours 40
Week
No. 2
Friday
(Reflected
in Payroll as
Saturday)
12:00-4:00
Monday
7:30-
5:30
Tuesday
7:30-5:30
Wednesday
7:30-5:30
Thursday
7:30-5:30
Total
Hours
4 hours 9
hours
9 hours 9 hours 9 hours 40

F. Holidays will continue to be compensated at the rate of eight (8) hours of the employee's regular rate of pay. Part -time employees will receive a pro -rated amount of holiday hours based on the number of hours they are scheduled to work in a two-week pay period.

If a holiday observance is on a scheduled 9/80 off day, eight (8) hours of holiday in-lieu leave will be credited to the employee's holiday accrual balance for use at a later time, subject to advance approval by the department director. All holiday in-lieu leave must be used by the employee within the fiscal year that it is accrued.

G. If a holiday occurs on a nine (9) hour day, employees must use one (1) hour of leave accrual, such as vacation, floating holiday, holiday-in-lieu, or compensatory time to fulfill the nine (9) hour day.

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H. The City Manager reserves the right to suspend temporarily all or portions of the 9/80-work plan, based on staffing needs and/or emergency considerations.

20.8 STANDBY AND CALLOUT

A. Standby Duty:

1. Standby duty shall be defined as time outside of an employee's scheduled work shift when the employee must remain prepared to respond to emergencies or other unplanned events which require prompt attention.

2. While on such duty, employees shall carry an electronic pager, cellular phone, or other communication device so that they may be alerted to the need to respond to an emergency or urgent situation.

3. Employees participating in Standby Duty shall be compensated at a rate equivalent to one (1) hour of regular pay at the top step of their pay range in the City of Goleta Salary Schedule for each twenty four (24) hour period that they spend on said duty.

4. While performing Standby Duty, employees must remain within a thirty (30) minute response time of the workplace and must have access to transportation at all times.

5. Employees shall not consume, be impaired by or have in their biological system alcohol or drugs while performing Standby Duty. All of the provisions of the City of Goleta Alcohol and Drug Policy shall apply to employee's participation in Standby Duty.

Article 21. HOLIDAYS

A. The following days shall be recognized and observed as paid holidays:

1. New Year's Day (January 1)

2. Martin Luther King Jr.'s Birthday

3. Presidents' Day

4. Memorial Day

5. Independence Day (July4)

6. Labor Day

7. Veteran's Day (November 11)

8. Thanksgiving Day

9. Day After Thanksgiving Day

10. Christmas Eve (December 24)

11. Christmas Day (December 25)

12. New Year's Eve (December 31)

13. One eight-hour floating holiday
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B. Employees shall receive eight (8) hours pay for each of the holidays listed. Part time employees receive holiday benefits on a pro-rated basis based on number of hours worked.

C. Whenever a holiday falls on a Saturday, it will be observed the previous Friday. If a holiday falls on a Sunday, it will be observed the following Monday.

D. If any employee not exempt from overtime works on the day the City observes any of the holidays listed above (excluding the floating holiday), he/she shall be paid for all hours worked at the rate of two (2) times his/her regular rate of pay and shall be granted a different day off in lieu of the holiday, except as provided in the Emergency Call Out Policy.

Article 22. BEREAVEMENT LEAVE

A. This policy shall apply to full -time probationary and regular employees in all classifications. Part-time employees receive benefits on a pro -rated basis based on number of hours worked.

B. Bereavement leave is defined as absence from work due to the death in the immediate family, as defined in paragraph E below.

C. Employees shall earn bereavement leave at the rate of 24 hours per fiscal year.

Unused bereavement leave cannot be carried over from one fiscal year to the next.

Bereavement leave cannot be cashed out at separation.

D. In order to receive compensation while on bereavement leave, the employee shall notify his/her supervisor of his/her absence prior to the time for beginning the regular work day, or as soon thereafter as practical.

E. Immediate family shall be defined as spouse or domestic partner, parent, child, brother, sister, grandparent, uncle, aunt, father-in-law, mother-in-law, sister-in-law, brother-in-law, or any other person who is a legal dependent of the employee.

Exceptions to this definition shall be reviewed and approved by the City Manager in his/her sole discretion.

Article 23. EDUCATIONAL ASSISTANCE

23.1 EDUCATIONAL ASSISTANCE FOR TRAINING AND ADVANCEMENT

The responsibility for developing training programs for employees is with the City Manager and department directors, jointly.

If an employee is entitled to additional compensation by earning a degree, as specified in their job description, it will be the responsibility of the employee to pay all fees for their DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 24 20
courses and upon completing the course and earning a grade of C or better, to submit a cancelled check and receipt for reimbursement of the tuition charges and books.

23.2 LICENSES AND CERTIFICATION ASSISTANCE

The cost of licensing or certification fees, renewal fees, and test fees for all levels of certification or licensing are reimbursable, upon receipt of the certification or license. To obtain reimbursement after successful completion of the test/renewal/license process, the employee is responsible for submitting proof of payment for test fees, renewal fees, and license fees, along with proof of the certification or license, to the Finance Department. In unusual circumstances, the City Manager may authorize the payment of the test/renewal/license fees in advance.

23.3 TUITION REIMBURSEMENT

To the extent funding is available, the City shall, provide for tuition and textbook reimbursement for regular full -time employees up to a maximum of -$750 per fiscal year for any degree or certificate program that is beneficial to the City and in accordance with administrative regulations governing this program as determined by the City. Only costs for textbooks required for approved courses shall be deemed reimbursable through this program. Tuition reimbursement for regular part-time employees shall be prorated based on their part-time percentage.

Article 24. BILINGUAL ALLOWANCE

A. An employee, whose assignment and duties with the public require the use of bilingual skills in English and Spanish or other language determined by the City Manager or his or her designee to be of benefit to the City, shall be designated by the City Manager or his or her designee to be tested for either verbal or verbal and written proficiency, depending upon the need determined by the City, within 60 days of such designation. Designation of the bilingual language skill is restricted to the actual need of the City. An employee's ability to read, write or speak a language other than English occasionally or in the incidental use of the job shall not warrant a bilingual designation. Employees shall not be required to perform translation services who have not been tested or compensated for such service. An employee who demonstrates bilingual proficiency by passing a verbal examination or a verbal and written examination shall receive compensation of $ 60.00 per pay period.

Effective December 7, 2021 , this amount will be increased to $65.00 per pay period.

B. Advanced Spanish Premium: effective December 7, 2021, for full-time employees in positions designated by the City Manager who meet the following qualifications, the City paid premium will be an additional $50.00 each biweekly pay period:
i. Establish to the satisfaction of the City Manager a complex level of verbal DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 25 21
and written proficiency in Spanish as demonstrated by ap propriate testing every other year.
ii. Upon request, provide complicated written translation from Spanish -to- English and English -to-Spanish and/or act as an informal interpreter for meetings and interviews with Spanish speaking people and/or give presentations or media interviews in Spanish.
iii. As the intent of such pay is to have reliable high -level Spanish skills available, the refusal or inability to provide such high -level services during work hours, except as directed by the employee’s manager, m ay result in the loss of advanced premium pay at the discretion of the City Manager.

Article 25. LATENESS AND ABSENTEEISM POLICY

A. Unscheduled lateness that becomes a pattern or is excessive will be subject to disciplinary action which could include suspension and discharge.

B. Employees are required to report unscheduled absence to their supervisor prior to the time for beginning the regular work day, or as soon thereafter as practical.

C. In the case of an emergency an employee is expected to report in (or have someone else do it) as soon as possible.

D. Employees may be required to bring a note from their doctor after three (3) consecutive days of absence.

E. Employees suspected of abusing sick leave usage may be required to bring a doctor's note with each day of absence.

Excess absenteeism may be subject to disciplinary action which could include suspension and discharge.

Article 26. EMPLOYEE CLASSIFICATION REVIEW REQUESTS

A. An employee who believes they are performing the substantial preponderance of duties of one or more higher Council-approved classification(s) on a regular ongoing basis may submit a written request for classification review to the employee’s department head. The department head shall act or decline to take action upon the request, with notification to the employee and Human Resources, within 30 calendar days, subject to written appeal within 30 days to the City Manager whose decision shall be final.

B. If approved, Human Resources shall conduct said classification review and shall issue its findings to the employee and the department head within sixty (60) working days of receipt of the request from the department head. If it is determined by Human Resources that an employee is performing the substantial preponderance of duties of one or more higher Council-approved classification(s) on a regular ongoing basis, the employee will receive acting pay retroactive to the date the employee submitted the classification review request, and it shall be the decision of the department head how DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 26 22
to proceed going forward following the receipt of findings to remedy the working out of classification situation (e.g., stop working the employee out of class, or provide them with acting pay prospectively, or ask Council to reclassify the position, as appropriate).

For purposes of this provision “substantial preponderance” shall be interpreted as meaning that, in the Personnel Officer’s professional opinion, the employee is performing 80% or more of the duties of the higher class that are not already duties of the employee’s existing class.

C. An employee appointed to a temporary acting assignment in a higher classification, as provided under Section 5.3 of the City’s Personnel Rules, will receive acting pay after the employee has served either 10 consecutive days or 30 cumulative working days in a 1 2-month period in that higher classification. An employee may notify Personnel Officer if they believe they should be eligible for acting a y. If the Personnel Officer agrees, acting pay will be retroactive to the date the person would otherwise have been eligible for such pay
DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 27 SIGNATURE PAGE

FOR THE CITY FOR THE UNION

__________________________
Michelle Greene, City Manager

__________________________
Darryl Scheck, SEIU Local 620

__________________________
Kristy Schmidt, Assistant City Manager

__________________________
Brian Hiefield, Associate Planner

__________________________
Todd Mitchell, HR/Risk Manager

__________________________
Andy Newkirk, Senior Planner

Approved as to Form:

__________________________
Megan Garibaldi, City Attorney

23 DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 28 ATTACHMENT 2:

Amended and Restated Agreement No. 2018 -038, the Memorandum of Understanding with SEIU, Local 620 Regarding the Goleta Miscellaneous Employees Bargaining Unit.

29 1

MEMORANDUM OF UNDERSTANDING BETWEEN

THE CITY OF GOLETA
AND

SERVICE EMPLOYEES INTERNATIONAL UNION, LOCAL 620

REGARDING MISCELLANEOUS BARGAINING UNIT

January 1, 2018 to December 31, 2023

This Amended and Restated Agreement includes amendments approved on September 15, 2020 and Amendments Approved on December 7, 2021

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TABLE OFCONTENTS

ARTICLE PAGE

1. Term 4

2. Management Rights 4

3. Employee Rights 5

4. Membership Dues/Agency Shop 6

5. Steward/Representation 6

6. Use of Facilities for Unit Business 7

7. Discipline 7

8. Grievance & Complaint Procedure 7

9. Non-Binding Arbitration 8

10. Wages 9

11. Benefits 10

12. Layoff Procedures 12

13. Unit Assignments 13

14. Maintenance of Benefits and Terms and Conditions 13

15. No Strike / No Lockout 14

16. MOU Implementation 14

17. Obligation to Meet and Waiver Clause 14

18. Savings Clause 14

19. Evaluations 14

20. Hours of Work/Overtime 15

21. Holidays 18

22. Bereavement Leave 19
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TABLE OF CONTENTS

ARTICLE

23. Educational Assistance

24. Bilingual Allowance

25. Lateness and Absenteeism Policy

26. Employee Classification Review Requests

27. Signature Page

PAGE

19 20

21 21

23 DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 32 4
This MEMORANDUM OF UNDERSTANDING ("MOU") was made and entered into the fifteenth day of May, 2018 , by and between the CITY OF GOLETA, a municipal corporation (herein referred to as "CITY"), and Local 620 of the Service Employees International Union, Goleta Chapter (herein referred to as "LOCAL 620" or "UNION") regarding the Miscellaneous Bargaining Unit and was subsequently amended on September 15, 2020 and is hereby amended and restated on this seventh of December, 2021.

WHEREAS, it is the intent and purpose of this MOU to set forth the parties' full and entire understanding reached as a result of meeting and conferring in good faith regarding wages, hours and other terms and conditions of employment between the employees represented by LOCAL 620 and the CITY. As used herein, the term "employee" means any person regularly employed by the CITY in the Miscellaneous Bargaining Unit, and comprised of the classifications reflected as such on the City of Goleta Salary Schedule and Classification Plan.

Article 1. TERM OF MOU

The term of this Agreement shall be from the date it is approved by the Goleta City Council until December 31, 2023, except that it shall continue from year to year thereafter.

1.2 Reopeners (non-monetary) for January 2019 shall be limited to two (2) items old or new. Under the same terms as 1.1 above.

1.3 Reopeners for January 2021 shall be limited to three (3) total items old or new, monetary or non-monetary, for each party. Under the same terms as 1.1 above.

Article 2. MANAGEMENT RIGHTS

• determine the purpose, functions, and missions of its constituent departments, commissions, and boards;
• set standards of service;
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• determine the procedures and standards of selection for employment and promotion;
• direct its employees and establish work assignments and schedules; • take disciplinary action for cause;
• determine the methods and means to relieve its employees from duty because of lack of work or other lawful reasons;
• maintain the efficiency of governmental operations;
• determine the methods, means and personnel by which government operations are to be conducted;
• determine the allocation of job classifications;
• determine methods of financing;
• determine types of CITY-issued equipment to be used and exercise discretion over its facilities, technology, and organizational structure; • determine the number of locations, relocations, and types of operations, processes, and materials to be used in carrying out all CITY functions; and • take all necessary actions to carry out its purposes and functions in declared emergencies.

Article 3. EMPLOYEE RIGHTS

Discrimination complaints based on UNION membership and/or activity shall be subject to the grievance procedure and non-binding arbitration.

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Article 4. MEMBERSHIP DUES/MAINTENANCE OF MEMBERSHIP

Maintenance of Membership

The City will not honor cancellations of dues deductions for employees covered by this Agreement during the term of the MOU except during the window period specified above.

Any Union member may exercise his/her right to resign by submitting a notice in writing to the Union and the City during the resignation period.

Indemnification/Hold Harmless Clause

Article 5. STEWARDS/REPRESENTATION

1. No employee repre sentative shall leave his or her duty or work station or assignment without specific approval of the department head or other City authorized management official.

2. Any such meeting is subject to scheduling by City management in a manner consistent with operating needs and work schedules.

3. Management will endeavor to schedule such meetings during employees' regular work hours, unless the parties agree to meet outside of the employees' regular work hours.

C. The CITY authorizes UNION to appoint up to Two (2) "UNION Stewards" and one (1) alternate, any of whom may represent an employee subject to the grievance procedure.

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An employee who files a grievance and/or his/her UNION Steward representative may, when and to the extent necessary, participate on CITY time, without loss of compensation, in the investigation and processing of a grievance, upon reasonable notification and approval of the immediate supervisor or his/her designee. The City Manager or his/h er designee shall approve employee and/or UNION Steward in investigating and processing a grievance on CITY time, when and to the extent necessary, and shall not unreasonably withhold approval if such steward duties will in no event adversely affect the operational, security, or safety requirements of CITY.

Article 6. USE OF CITY FACILITIES FOR UNIT BUSINESS

B. The CITY will furnish, for the use of UNION, reasonable bulletin board space at reasonable locations. Such bulletin board space shall be used for:

• UNION recreational, social, and related news bulletins;

• Scheduled UNION meetings;

• Information concerning UNION elections or the results thereof;

• Reports of official business of UNION, including reports of committees or the Board of Directors.

Material shall clearly state that it is prepared and authorized by the UNION.

The UNION agrees that notices posted on CITY bulletin boards shall not contain anything that may reasonably be construed as maligning the CITY or its representatives.

Article 7. DISCIPLINE

The provisions of Rule 12 DISCIPLINARY ACTIONS of the City of Goleta Personnel Rules are applicable to UNIT employees.

Article 8. GRIEVANCE AND COMPLAINT PROCEDURE

DEFINITION: A grievance is a formal written allegation by a grievant that has been adversely affected by a violation of specific provisions of this Agreement

PROCEDURE:

Informal Level: Before filing a formal written grievance, the grievant shall attempt to resolve it by informal conference with the immediate supervisor.

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Formal Level I: Within 7 days after the occurrence of the act or omission giving rise to the grievance, the grievant must present the grievance in writing to the immediate supervisor, who will have 10 days to render a decision.

Formal Level II: The grievant may appeal to the Department Director within 5 days from receiving the Level ll decision.

Formal Level III: The grievant may request Mediation from the State Mediation Service.

Article 9. NON-BINDING ARBITRATION

Unless the parties agree otherwise, a hearing shall be commenced no later than sixty (60) days from selection of the arbitrator.

C. Questions Regarding Arbitrability. If any question arises as to whether the grievance is subject to arbitration under this MOU, such question shall be ruled upon by a different arbitrator.

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D. Decision. After a hearing and an opportunity to present such closing arguments as may be appropriate, the arbitrator will make a reasonable effort to issue his/her advisory decision within twenty -one (21) days after the conclusion of the hearing. The arbitrator's advisory decision shall be in writing and set forth his/her proposed findings of fact, reasoning and conclusions on the issues submitted. The advisory decision shall be submitted to the City Manager who shall render the final decision and shall have the authority to affirm, modify, or reject the arbitrator's advisory decision. The City Manager's decision shall be final.

Article 10. WAGES

10.1 Effective January 1, 2018 (pay period) an across-the-board salary increase of 2%.

10.2 Effective January 1, 2019 (pay period) an across-the-board salary increase of 1%.

10.3 Effective January 1, 2020 (pay period) an across-the-board salary increase of 3%.

10.4 Effective January 2, 2021, an across -the-board salary increase of 2%. To be eligible for retroactive payment of this increase, an employee must be actively employed as of December 7, 2021.

In addition, employees who are actively employed on December 7, 2021 will receive a one-time payment of $2000 per employee. This payment is not added to the salary schedule, not related to performance and not reportable as special compensation for purposes of the California Public Employees Retirement System (CalPERS). Such one -time payment is intended as reasonable reimbursement for any as -yet unreimbursed COVID -related expenses attributable to the mandatory work from home period (March 2020-July 2021), and as a general recognition of COVID-related service.

10.5 Effective January 1, 2022, an across-the-board salary increase of 3%.

10.6 Effective April 9, 2022, an across-the-board salary increase equal to the amount by which the year over year percent change in the Consumer Price Index for All Urban Consumers (C PI-U) for Los Angeles -Long Beach -Anaheim for March 2022 exceeds three percent, not to exceed an increase of 1%.

10.7 Effective January 14, 2023, an across-the-board salary increase of 3%.

10.8 Effective April 8, 2023, an across-the-board salary increase equal to the amount by which the year over year percent change in the Consumer Price Index for All DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 38 10
Urban Consumers (CPI -U) for Los Angeles -Long Beach -Anaheim for March 2023 exceeds three percent, not to exceed an increase of 1%.

Article 11. BENEFITS

A. Health Insurances (Medical, Dental, Vision.) The CITY agrees to provide employees an annual open enrollment period for insurance. The parties agree that the CITY will pay up to a maximum of $1,275 per employee per month to be applied to premiums for an employee's choice of medical, dental and/or vision insurance plans offered by the CITY. This will be increased to $1295 per employee per month effective January 1, 2022 and increased to $1315 per employee month effective January 1, 2023. The CITY retains full and complete control over the selection, approval and administration of the CITY's group insurance program.

A maximum of $950 per employee per month may be paid to the employee in lieu of insurance premiums if the employee demonstrates participation in an alternative insurance plan satisfactory to CITY.

Benefit contributions for part-time employees are prorated. Effective January 2, 2022, part-time employees authorized at 15 hours per week (0.375 FTE) or more will receive City health benefit contributions and payment in lieu of insurance premiums based on the percent of full -time upon which their regular schedule is based. Eligibility for participation in City employee benefit plans will be based on the terms of the provider contracts.

Retired CalPERS annuitants shall not be eligible for any City benefit s other than salary, as required under the CA Government Code.

B. Life Insurance. The CITY shall provide a life insurance program to all members of UNIT with a benefit of one times annual salary.

C. CALPERS Retirement.

1. The City shall provide retirement benefits as currently specified under the CITY's contract with the California Public Employees' Retirement System (CalPERS).

2. Effective the December 1 st prior to the expiration of this Agreement , the City's retirement contribution shall be capped at the rates in effect at the time, subject to change thru negotiation. Employee cost-sharing of the employer rate under this section will be accomplished through the "MOU Method", post -tax and not accomplished through CalPERS, as provided under Government Code 20516(f). =
a. The calculation for cost sharing effective for each July-June fiscal year will be the full Estimated Total Employer Contribution as a percent of Projected Payroll (Normal Cost + payment on amortization base) as reflected in the DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 39 11
most recent Annual Valuation Report less the comparable full employer rate in effect on the December 1st immediately prior to the expiration of the MOU, if this is greater than zero.
b. As soon as practicable, upon the request of the Union, City will take necessary steps to implement a contract amendment for cost -sharing through CalPERS as provided under Government Code Section 20516 (a- e), contingent upon the agreement of all employee groups under the miscellaneous plan to participate in such cost -sharing and th e results of any necessary employee election.

6.25%)

D. Long Term Disability Insurance - City will continue to offer long term disability coverage but will not be responsible for any increases in premiums.

E. State Disability Insurance & Paid Family Leave

DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 40 12

ARTICLE 12. LAYOFF PROCEDURE

A. Definition: Termination of employment or separation from a position because of lack of funds or lack of work, as determined by the City.

B. Process & Notice: Workers subject to a reduction in force shall be given at least forty five (45) working days' notice prior to the effective date of the layoff.

Permanent full-time employees and permanent part-time employees shall be considered separately when the order of layoff reaches C. and D. below.

Seniority shall be used to determine the order of layoff pursuant to the following procedures:

The order of layoff shall be as follows:

1. Temporary workers in inverse order of seniority (least first);

2. Initial Probationary employees in inverse order of seniority;

3. Limited term employees not in good standing in inverse order of seniority;

4. Limited term employees in good standing in inverse order of seniority;

5. Permanent employees not in good standing in inverse order of seniority;

6. Permanent employees in good standing in inverse order of seniority.

DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 41 13

1. The employee subject to layoff has greater seniority than the employee being displaced and was rated at a minimum of {"Good" or "Acceptable Performance"} in his/her last two annual evaluations.

D. Re-hire Lists: Laid off employee names are to be placed on a re -hire list. If a position in the laid-off employee's classification, or a similar position in a classification for which the City determines the former employee is suited, becomes available within twenty-four (24) months of layoff, such former employee(s) shall be offered the position in the inverse order of layoff. If a job in a lower paid classification becomes available within twenty-four (24) months, the City shall review the previously laid-off employees' qualifications. If such laid-off former employees are qualified in the judgment of the City, he/she may fill the slot(s) until his/her former position becomes available, if ever. Employees hired off a re hire list shall retain seniority, minus the number of months on actual layoff.

Any notification to laid off former employees will be done by certified mail to the last known address on record.

Article 13. UNIT ASSIGNMENTS

CITY and UNION shall meet and confer concerning appropriate placement of newly created job titles with UNIT.

Article 14. MAINTENANCE OF BENEFITS AND TERMS AND CONDITIONS

Article 15. NO STRIKE/ NO LOCKOUT
DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 42 14

The UNION agrees that during the term of this MOU, neither the UNION nor the employees it represents will engage in, encourage, sanction, support, or suggest strikes.

Article 16. MOU IMPLEMENTATION

Both parties agree that the terms of this MOU supersede provisions of all other practices, resolutions, and rules of the CITY that conflict with provisions of this MOU.

Article 17. OBLIGATION TO MEET AND WAIVER CLAUSE

Article 18. SAVINGS CLAUSE

Article 19. EVALUATIONS

A. Frequency

B. Process

The evaluation of an employee's performance is an ongoing process. Evaluations must be documented in writing. The supervisor(s) will review the evaluation in a private meeting with the employee. The employee shall sign the performance evaluation to acknowledge that the employee is aware of its contents and has discussed the evaluation with his or her supervisor. The employee's signature on the evaluation does not indicate agreement DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 43 15
with its contents. The employee will receive a copy of the evaluation after the meeting with the supervisor(s) and a copy of the evaluation will be placed in the employee's personnel file.

C. No Appeal

Article 20. HOURS OF WORK/OVERTIME

20.1 POLICY

20.2 WORK PERIODS

The work period shall be seven (7) consecutive 24-hour periods. Forty (40) hours shall be worked during this period.

20.3 DAILY HOURS OF WORK

20.4 CHANGE IN WORKING HOURS

20.5 OVERTIME

Overtime-eligible employees are not permitted to work overtime except as the department director authorizes or directs. Overtime-eligible employees directed to work overtime must DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 44 16
do so and advanced notice will be given when reasonable. Working overtime without advance approval is grounds for discipline. Overtime is compensated at 1.5 times the employee's regular rate of pay as calculated under the Fair Labor Standards Act. Only actual hours worked will be counted toward the 40 -hour threshold for purposes of calculating FLSA overtime pay.

20.6 MANAGEMENT LEAVE

Part-time employees eligible for management leave will receive such leave prorated based on the percent of full-time upon which their regular schedule is based.

20.7 9/80 PLAN

C. The City recognizes that some employees may require flexibility with their schedules. Exceptions to participation in a 9/80 -work schedule shall be recommended by the department director and approved by the Personnel Officer or designee. All exceptions will be evaluated on a case -by-case basis with considerations including, but not limited to, the followi ng: dependent care needs, pursuit of higher education, unique medical condition, traffic and transportation concerns, and special needs of the department. An employee who works a flexible schedule must have documentation in his/her personnel file outlining the specifics of his/her work schedule.

DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 45 17
D. The 9/80-work schedule will not affect accrual rates for vacation or sick leave. The number of scheduled work hours during which the employee is absent will be deducted from the appropriate leave accumulation, i.e., sick, vacation, compensatory, etc. For example, an employee taking a two week vacation will have eighty (80) hours of leave deducted (eight nine-hour days plus one eight-hour day). An employee taking a single vacation day or who is absent a full day due to illness will have either eight or nine hours deducted from his/her accrual balance, depending upon the number of hours scheduled to be worked on that particular day.

E. Based upon a 9/80-work schedule, the non-exempt employee work week, for Fair Labor Standards Act (FLSA) and overtime purposes, shall consist of a forty (40) hour period within seven (7) consecutive days. Subject to exceptions as specified, the employee work week ends each Friday at noon. The new work week begins at 12:01. Implementation of the 9/80 -work schedule in and of itself should not result in an increase in FLSA overtime.

Week
No.1
Monday
7:30-5:30
Tuesday
7:30-5:30
Wednesday
7:30-5:30
Thursday
7:30-5:30
Friday
8:00 :-12:00
Total
Hours
9 hours 9 hours 9 hours 9 hours 4 hours 40
Week
No. 2
Friday
(Reflected
in Payroll
as
Saturday)
12:00-
4:00
Monday
7:30-5:30
Tuesday
7:30-5:30
Wednesday
7:30-5:30
Thursday
7:30-5:30
Total
Hours
4 hours 9 hours 9 hours 9 hours 9 hours 40

DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 46 18

H. The City Manager reserves the right to suspend temporarily all or portions of the 9/80-work plan, based on staffing needs and/or emergency considerations.

20.8 STANDBY AND CALLOUT

A. Standby Duty:

2. While on such duty, employees shall carry an electronic pager, cellular phone, or other communication device so that they may be alerted to the need to respond to an emergency or urgent situation.

4. While performing Standby Duty, employees must remain within a thirty (30) minute response time of the workplace and must have access to transportation at all times.

Article 21. HOLIDAYS

A. The following days shall be recognized and observed as paid holidays:

1. New Year's Day (January 1)

2. Martin Luther King Jr.'s Birthday

3. Presidents' Day

4. Memorial Day

5. Independence Day (July4)

6. Labor Day

7. Veteran's Day (November 11)

8. Thanksgiving Day

9. Day After Thanksgiving Day

10. Christmas Eve (December 24)

11. Christmas Day (December 25)

12. New Year's Eve (December 31)

13. One eight-hour floating holiday
DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 47 19

B. Employees shall receive eight (8) hours pay for each of the holidays listed. Part time employees receive holiday benefits on a pro-rated basis based on number of hours worked.

C. Whenever a holiday falls on a Saturday, it will be observed the previous Friday. If a holiday falls on a Sunday, it will be observed the following Monday.

Article 22. BEREAVEMENT LEAVE

A. This policy shall apply to full -time probationary and regular employees in all classifications. Part-time employees receive benefits on a pro -rated basis based on number of hours worked.

B. Bereavement leave is defined as absence from work due to the death in the immediate family, as defined in paragraph E below.

C. Employees shall earn bereavement leave at the rate of 24 hours per fiscal year.

Unused bereavement leave cannot be carried over from one fiscal year to the next.

Bereavement leave cannot be cashed out at separation.

Exceptions to this definition shall be reviewed and approved by the City Manager in his/her sole discretion.

Article 23. EDUCATIONAL ASSISTANCE

23.1 EDUCATIONAL ASSISTANCE FOR TRAINING AND ADVANCEMENT

The responsibility for developing training programs for employees is with the City Manager and department directors, jointly.

If an employee is entitled to additional compensation by earning a degree, as specified in their job description, it will be the responsibility of the employee to pay all fees for their DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 48 20
courses and upon completing the course and earning a grade of C or better, to submit a cancelled check and receipt for reimbursement of the tuition charges and books.

23.2 LICENSES AND CERTIFICATION ASSISTANCE

The cost of licensing or certification fees, renewal fees, and test fees for all levels of certification or licensing are reimbursable, upon receipt of the certificatio n or license. To obtain reimbursement after successful completion of the test/renewal/license process, the employee is responsible for submitting proof of payment for test fees, renewal fees, and license fees, along with proof of the certification or license, to the Finance Department. In unusual circumstances, the City Manager may authorize the payment of the test/renewal/license fees in advance.

23.3 TUITION REIMBURSEMENT

Article 24. BILINGUAL ALLOWANCE

Effective December 7, 2021 , this amount will be increased to $65.00 per pay period.

B. Advanced Spanish Premium: Effective December 7, 2021, for full-time employees in positions designated by the City Manager who meet the following qualifications, the City paid premium will be an additional $50.00 each biweekly pay period:
i. Establish to the satisfaction of the City Manager a complex level of verbal DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 49 21
and written proficiency in Spanish as demonstrated by appropriate testing every other year.
ii. Upon request, provide complicated written translation from Spanish -to- English and English -to-Spanish and/or act as an informal interpreter for meetings and interviews with Spanish speaking people and/or give presentations or media interviews in Spanish.
iii. As the intent of such pay is to have reliable high -level Spanish skills available, the refusal or inability to provide such high -level services during work hours, except as directed by the employee’s manager, m ay result in the loss of advanced premium pay at the discretion of the City Manager.

Article 25. LATENESS AND ABSENTEEISM POLICY

A. Unscheduled lateness that becomes a pattern or is excessive will be subject to disciplinary action which could include suspension and discharge.

B. Employees are required to report unscheduled absence to their supervisor prior to the time for beginning the regular work day, or as soon thereafter as practical.

C. In the case of an emergency an employee is expected to report in (or have someone else do it) as soon as possible.

D. Employees may be required to bring a note from their doctor after three (3) consecutive days of absence.

E. Employees suspected of abusing sick leave usage may be required to bring a doctor's note with each day of absence.

Excess absenteeism may be subject to disciplinary action which could include suspension and discharge.

Article 26. EMPLOYEE CLASSIFICATION REVIEW REQUESTS

B. If approved, Human Resources shall conduct said classification review and shall issue its findings to the employee and the department head within sixty (60) working days of receipt of the request from the department head. If it is determined by Human Resources that an employee is performing the substantial preponderance of duties of one or more higher Council-approved classification(s) on a regular ongoing basis, the employee will receive acting pay retroactive to the date the employee submitted the classif ication review request, and it shall be the decision of the department head how to proceed going DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 50 22
forward following the receipt of findings to remedy the working out of classification situation (e.g., stop working the employee out of class, or provide them with acting pay prospectively, or ask Council to reclassify the position, as appropriate). For purposes of this provision “substantial preponderance” shall be interpreted as meaning that, in the Personnel Officer’s professional opinion, the employee is per forming 80% or more of the duties of the higher class that are not already duties of the employee’s existing class.

C. An employee appointed to a temporary acting assignment in a higher classification, as provided under Section 5.3 of the City’s Personnel Rules, will receive acting pay after the employee has served either 10 consecutive days or 30 cumulative working days in a 12 -month period in that higher c lassification. An employee may notify Personnel Officer if they believe they should be eligible for acting ay. If the Personnel Officer agrees, acting pay will be retroactive to the date the person would otherwise have been eligible for such pay.

DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 51 SIGNATURE PAGE

FOR THE CITY FOR THE UNION

__________________________
Michelle Greene, City Manager

__________________________
Darryl Scheck, SEIU Local 620

__________________________
Kristy Schmidt, Assistant City Manager

__________________________
Brian Hiefield, Associate Planner

__________________________
Todd Mitchell, HR/Risk Manager

__________________________
Andy Newkirk, Senior Planner

Approved as to Form:

__________________________
Megan Garibaldi, City Attorney

23 DocuSign Envelope ID: 1DA4D9D1-EE7A-4D6C-81E2-86B8302345F6 52 ATTACHMENT 3:

U.S. Bureau of Labor Statistics - Consumer Price Index, Los Angeles area — March 2022.

53 For Release: Tuesday, April 12, 2022 22-626-SAN
WESTERN INFORMATION OFFICE: San Francisco, Calif.

Technical information: (415) 625-2270 [email protected] www.bls.gov/regions/west Media contact: (415) 625-2270
Consumer Price Index, Los Angeles area — March 2022
Area prices were up 1.5 percent over the past month, up 8.5 percent from a year ago Prices in the Los Angeles area, as measured by the Consumer Price Index for All Urban Consumers (CPI-U), advanced 1.5 percent in March, the U.S. Bureau of Labor Statistics reported today. (See table A.) Regional Commissioner Chris Rosenlund noted that the March increase was influenced by higher prices for gasoline. (Data in this report are not seasonally adjusted. Accordingly, month-to-month changes may reflect seasonal influences.)
Over the last 12 months, the CPI-U rose 8.5 percent. (See chart 1 and table A.) Food prices advanced 8.6 percent. Energy prices jumped 36.7 percent, largely the result of an increase in the price of gasoline. The index for all items less food and energy increased 6.2 percent over the year. (See table 1.) 54 2
Food
Food prices increased 1.2 percent for the month of March. (See table 1.) Prices for food at home increased 2.3 percent, led by higher prices for fruits and vegetables (4.0 percent). Prices for food away from home inched down 0.1 percent for the same period.

Over the year, food prices advanced 8.6 percent. Prices for food at home moved up 11.7 percent since a year ago, strongly influenced by higher prices for fruits and vegetables (17.6 percent). Prices for food away from home advanced 5.2 percent.

Energy
The energy index jumped 14.0 percent over the month. The increase was mainly due to higher prices for gasoline (21.1 percent). Prices for electricity advanced 4.0 percent, and prices for natural gas service rose 3.1 percent for the same period.

Energy prices jumped 36.7 percent over the year, largely due to higher prices for gasoline (49.1 percent).

Prices paid for natural gas service rose 22.7 percent, and prices for electricity moved up 17.7 percent during the past year.

All items less food and energy
The index for all items less food and energy rose 0.5 percent in March. Higher prices for recreation (1.7 percent) and shelter (0.3 percent) were partially offset by lower prices for education and communication (-0.4 percent).

Over the year, the index for all items less food and energy increased 6.2 percent. Components contributing to the increase included new and used motor vehicles (17.9 percent), household furnishings and operations (12.7 percent), recreation (11.1 percent), and shelter (4.1 percent).

The April 2022 Consumer Price Index for the Los Angeles area is scheduled to be released on May 11, 2022
Table A. Los Angeles-Long Beach-Anaheim, CA, CPI-U 1-month and 12-month percent changes, all items index, not seasonally adjusted
Month
2018 2019 2020 2021 2022
1-month 12-
month 1-month 12-
month 1-month 12-
month 1-month 12-
month 1-month 12-
month
January.................................................... 0.8 3.5 0.7 3.2 0.8 3.1 0.2 0.9 1.1 7.5 February .................................................. 0.7 3.6 0.1 2.5 0.3 3.4 0.4 1.0 0.3 7.4 March ...................................................... 0.4 3.8 0.6 2.7 0.7 1.9 0.5 2.2 1.5 8.5 April ......................................................... 0.4 4.0 1.0 3.3 -0.3 0.7 1.1 3.6 May.......................................................... 0.4 4.1 0.2 3.1 0.4 0.9 0.6 3.9 June......................................................... -0.2 4.0 0.0 3.3 0.5 1.4 0.6 4.0 July .......................................................... 0.2 3.9 0.1 3.3 0.6 1.9 0.6 3.9 August ..................................................... 0.2 3.9 0.0 3.0 0.1 2.0 0.2 4.0 September............................................... 0.5 3.9 0.5 3.0 -0.3 1.2 0.3 4.6 October.................................................... 0.5 4.1 0.7 3.2 0.2 0.7 0.9 5.4 November................................................ -0.3 3.6 -0.3 3.2 0.1 1.0 0.6 6.0 December................................................ -0.3 3.2 -0.6 3.0 -0.2 1.5 0.4 6.6 55 3
Technical Note
The Consumer Price Index (CPI) is a measures of the average change in prices over time in a fixed market basket of goods and services. The Bureau of Labor Statistics publishes CPIs for two population groups: (1) a CPI for All Urban Consumers (CPI-U) which covers approximately 93 percent of the total U.S. population and (2) a CPI for Urban Wage Earners and Clerical Workers (CPI-W) which covers approximately 29 percent of the total U.S. population. The CPI-U includes, in addition to wage earners and clerical workers, groups such as professional, managerial, and technical workers, the self-employed, short-term workers, the unemployed, and retirees and others not in the labor force.

The CPI is based on prices of food, clothing, shelter, and fuels, transportation fares, charges for doctors' and dentists' services, drugs, and the other goods and services that people buy for day-to-day living. Each month, prices are collected in 75 urban areas across the country from about 6,000 housing units and approximately 22,000 retail establishments—department stores, supermarkets, hospitals, filling stations, and other types of stores and service establishments. All taxes directly associated with the purchase and use of items are included in the index.

The index measures price changes from a designated reference date; for most of the CPI-U the reference base is 1982-84 equals 100. An increase of 7 percent from the reference base, for example, is shown as 107.000.

Alternatively, that relationship can also be expressed as the price of a base period market basket of goods and services rising from $100 to $107. For further details see the CPI home page on the Internet at www.bls.gov/ cpi and the CPI section of the BLS Handbook of Methods available on the internet at www.bls.gov/opub/hom/ cpi/.

In calculating the index, price changes for the various items in each location are averaged together with weights that represent their importance in the spending of the appropriate population group. Local data are then combined to obtain a U.S. city average. Because the sample size of a local area is smaller, the local area index is subject to substantially more sampling and other measurement error than the national index. In addition, local indexes are not adjusted for seasonal influences. As a result, local area indexes show greater volatility than the national index, although their long-term trends are quite similar. NOTE: Area indexes do not measure differences in the level of prices between cities; they only measure the average change in prices for each area since the base period.

The Los Angeles-Long Beach-Anaheim, CA metropolitan area includes Los Angeles and Orange Counties in California.

Information in this release will be made available to sensory impaired individuals upon request. V oice phone:
202-691-5200; Telecommunications Relay Service: 7-1-1.
56 4
Table 1. Consumer Price Index for All Urban Consumers (CPI-U): Indexes and percent changes for selected periods Los Angeles-Long Beach-Anaheim (1982-84=100 unless otherwise noted) Item and Group

Indexes Percent change from-
Historical
data
Jan.
2022
Feb.
2022
Mar.
2022
Mar.
2021
Jan.
2022
Feb.
2022
Expenditure category
All items............................................................. 301.209   302.164   306.679   8.5   1.8   1.5
All items (1967=100) ......................................... 889.906   892.725   906.065   -   -   -
Food and beverages ...................................... 302.536   303.742   307.249   8.4   1.6   1.2
Food ........................................................... 303.185   304.383   308.115   8.6   1.6   1.2
Food at home .........................................
288.015   291.759   298.567   11.7   3.7   2.3
Cereals and bakery products ..............
296.314   302.848   312.021   10.9   5.3   3.0
Meats, poultry, fish, and eggs..............
324.129   325.612   333.696   10.3   3.0   2.5
Dairy and related products ..................
275.517   275.947   279.034   7.4   1.3   1.1
Fruits and vegetables..........................
402.157   404.906   421.214   17.6   4.7   4.0
Nonalcoholic beverages and
beverage materials(1) .........................

283.566   282.701   291.248   8.6   2.7   3.0
Other food at home .............................
215.473   222.709   224.184   12.4   4.0   0.7
Food away from home............................
315.065   312.864   312.426   5.2   -0.8   -0.1
Alcoholic beverages ................................... 274.133   275.374   275.507   5.9   0.5   0.0
Housing .......................................................... 342.609   343.245   344.997   5.6   0.7   0.5
Shelter ........................................................ 389.034   389.980   391.014   4.1   0.5   0.3
Rent of primary residence(2)..................
412.811   413.909   414.737   3.4   0.5   0.2
Owners' equiv. rent of residences(2)(3)..
402.343   403.608   404.757   3.2   0.6   0.3
Owners' equiv. rent of primary
residence(1)(2) ....................................

402.320   403.585   404.733   3.2   0.6   0.3
Fuels and utilities........................................ 431.190   419.106   431.131   15.5   0.0   2.9
Household energy ..................................
388.036   373.176   387.909   19.0   0.0   3.9
Energy services(2) ..............................
386.330   371.495   385.556   18.8   -0.2   3.8
Electricity(2).....................................
431.726   431.726   449.175   17.7   4.0   4.0
Utility (piped) gas service(2)............
341.285   298.413   307.719   22.7   -9.8   3.1
Household furnishings and operations.......
131.153   134.455   135.380   12.7   3.2   0.7
Apparel ........................................................... 114.876   117.926   118.761   6.6   3.4   0.7
Transportation ................................................ 248.434   250.475   266.393   22.8   7.2   6.4
Private transportation ................................. 251.853   254.166   269.276   23.5   6.9   5.9
New and used motor vehicles(4)................
107.658   108.029   108.100   17.9   0.4   0.1
New vehicles(1)......................................
192.298   192.755   189.915   10.8   -1.2   -1.5
Used cars and trucks(1) .........................
394.543   398.415   392.079   33.8   -0.6   -1.6
Motor fuel ............................................... 351.849   359.445   435.041   49.0   23.6   21.0
Gasoline (all types)..............................
343.793   351.114   425.278   49.1   23.7   21.1
Gasoline, unleaded regular(4).........
344.611   352.034   427.284   50.0   24.0   21.4
Gasoline, unleaded midgrade(4)(5).
328.910   335.663   404.341   47.7   22.9   20.5
Gasoline, unleaded premium(4)......
328.661   335.327   402.677   45.8   22.5   20.1
Medical care ................................................... 528.168   537.117   538.381   6.5   1.9   0.2
Recreation(6).................................................. 115.722   115.548   117.521   11.1   1.6   1.7
Education and communication(6)...................
154.764   152.117   151.545   3.1   -2.1   -0.4
Tuition, other school fees, and child
care(1) ........................................................

2,080.565   2,080.565   2,079.704   8.8   0.0   0.0
Other goods and services .............................. 475.003   471.452   476.838   3.1   0.4   1.1
Commodity and service group
All items............................................................. 301.209   302.164   306.679   8.5   1.8   1.5
Commodities .................................................. 207.749   209.458   215.759   13.4   3.9   3.0
Commodities less food & beverages..........
158.618   160.431   167.491   17.5   5.6   4.4
Nondurables less food & beverages ......
214.620   218.087   236.491   21.4   10.2   8.4
Durables ................................................. 104.066   104.662   104.113   13.0   0.0   -0.5
Services.......................................................... 383.558   383.772   386.484   6.0   0.8   0.7
Note: See footnotes at end of table.
57 5
Footnotes
(1) Indexes on a December 1977=100 base.
(2) This index series was calculated using a Laspeyres estimator. All other item stratum index series were calculated using a geometric means estimator.
(3) Indexes on a December 1982=100 base.
(4) Special index based on a substantially smaller sample. (5) Indexes on a December 1993=100 base.
(6) Indexes on a December 1997=100 base.
- Data not available
NOTE: Index applies to a month as a whole, not to any specific date.

Table 1. Consumer Price Index for All Urban Consumers (CPI-U): Indexes and percent changes for selected periods Los Angeles-Long Beach-Anaheim (1982-84=100 unless otherwise noted) - Continued Item and Group

Indexes Percent change from-
Historical
data
Jan.
2022
Feb.
2022
Mar.
2022
Mar.
2021
Jan.
2022
Feb.
2022
Special aggregate indexes
All items less medical care................................ 291.214   291.852   296.477   8.6   1.8   1.6
All items less shelter.......................................... 262.356   263.316   269.412   11.5   2.7   2.3
Commodities less food...................................... 163.729   165.550   172.522   16.9   5.4   4.2
Nondurables ...................................................... 259.920   262.283   273.383   13.7   5.2   4.2
Nondurables less food....................................... 221.071   224.443   241.939   20.0   9.4   7.8
Services less rent of shelter(3).......................... 386.007   385.112   390.423   9.0   1.1   1.4
Services less medical care services..................
369.899   369.433   372.207   6.0   0.6   0.8
Energy ............................................................... 368.430   367.030   418.559   36.7   13.6   14.0
All items less energy ......................................... 299.135   300.237   301.947   6.6   0.9   0.6
All items less food and energy .......................
298.501   299.588   300.952   6.2   0.8   0.5
58 ATTACHMENT 4:

Resolution No. 22-__ entitled, “A Resolution of the City Council of the City of Goleta, California Amending the City of Goleta Salary Schedule and Classification Plan For Fiscal Years 2021/22 and 2022/23, to Reflect an Additional Across-the- Board Salary Increase for All Positions Except the City Manager Effective April 9, 2022, of 1% Pursuant to the Terms of the City’s Previously Adopted Labor Agreements and Salary Resolution.”

Page 1 ends

RESOLUTION NO. 22-___

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

GOLETA, CALIFORNIA AMENDING THE CITY OF GOLETA

SALARY SCHEDULE AND CLASSIFICATION PLAN FOR FISCAL
YEARS 2021/22 AND 2022/23 TO REFLECT AN ADDITIONAL

ACROSS-THE-BOARD SALARY INCREASE FOR ALL POSITIONS
EXCEPT THE CITY MANAGER EFFECTIVE APRIL 9, 2022, OF 1%
PURSUANT TO THE TERMS OF THE CITY’S PREVIOUSLY
ADOPTED LABOR AGREEMENTS AND SALARY RESOLUTION.

WHEREAS, on March 3, 2015 the City Council adopted the City of Goleta Personnel Rules via Resolution No. 15-09, which were subsequently amended via Resolution No. 15-36, Resolution No 20-57, Resolution No. 20-71, Resolution 21- 53, and Resolution 22-__; and

WHEREAS, the Section 2.1 of the City of Goleta Personnel Rules specifies that the Personnel Officer shall recommend and maintain a classification/compensation plan for all positions in the City service; and

WHEREAS, the City Manager recommended appropriations for the City of Goleta Operating and CIP Budget for Fiscal Year 2021/22 and Fiscal Year 2022/23, which include d a schedule of authorized positions, personnel classifications, and compensation ranges; and

WHEREAS, on June 15, 2021, the City Council adopted said recommended authorized positions and appropriations for the City of Goleta Operating and CIP Budget for Fiscal Year 2021/22 and Fiscal Year 2022/23; and

WHEREAS, on July 20, 2021, November 16, 2021, and December 7, 2021, the City Council adopted amendments to the City of Goleta Schedule of authorized positions and the City of Goleta Salary Schedule and Classification Plan for Fiscal Years 2021/22 and 2022/23; and

WHEREAS, on December 7, 2021 , the City Council approved and authorized the City Manager to execute Amended and Restated Agreement Nos. 18-037 and 180-038, the Memorand a of Understanding with SEIU, Local 620 Regarding the Goleta General Employees Bargaining Unit and Miscellaneous Bargaining Unit, and Resolution 21-53 which amended the City’s Personnel Rules and provided for certain increases to wages and fringe benefits for unrepresented employees; and

WHEREAS, consistent with the express terms of those previously adopted documents, the City Council wishes to update the City’s salary schedules to reflect a 1% across-the-board salary increase for all City positions except the City Manager effective April 9, 2022, based on the 8.5% year over year change in the Consumer Price Index for All Urban Consumers ( CPI-U) for Los Angeles -Long Beach-Anaheim for March 2022.
60

Page 2 ends

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

SECTION 1.

The City of Goleta Salary Schedule and Classification Plan is hereby amended as included herein as Exhibit A for Fiscal Year 20 21/22 and Exhibit B for Fiscal Year 2022/23 , to provide a n across-the-board salary increase of 1% and supersedes any previously adopted Salary Schedule and Classification Plan for all positions except the City Manager effective April 9, 2022.

SECTION 2.

The City Clerk shall certify to the passage and adoption o f this Resolution and enter it into the book of original resolutions.

PASSED, APPROVED, AND ADOPTED this 3rd day of May 2022.

__________________________

PAULA PEROTTE, MAYOR

ATTEST: APPROVED AS TO FORM:

_____________________________ ___________________________ DEBORAH S. LOPEZ MEGAN GARIBALDI

CITY CLERK CITY ATTORNEY
61

Page 3 ends

STATE OF CALIFORNIA )
COUNTY OF SANTA BARBARA ) ss.

CITY OF GOLETA )

I, DEBORAH S. LOPEZ, City Clerk of the City of Goleta, California, DO HEREBY CERTIFY that the foregoing Resolution No. 21-___ was duly adopted by the City Council of the City of Goleta at a regular meeting held on the 20th day of July, 2021, by the following vote of the Council:

AYES: COUNCILMEMBERS

NOES: COUNCILMEMBERS

ABSENT: COUNCILMEMBERS

(SEAL)

_________________________
DEBORAH S. LOPEZ

CITY CLERK

62 CITY OF GOLETA, CALIFORNIA
SALARY SCHEDULE FY 2021-22

CLASSIFICATION GRADE CATEGORY
TITLE NO. B.U. / FLSA STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 City Hall Receptionist 100 G / NE HOURLY 20.53 21.55 22.63 23.76 24.95 26.20 BI-WEEKLY 1,642 1,724 1,810 1,901 1,996 2,096 MONTHLY 3,558 3,736 3,923 4,119 4,325 4,541 ANNUAL 42,696 44,831 47,073 49,426 51,898 54,492 Maintenance Worker I 101 G / NE HOURLY 21.76 22.85 23.99 25.19 26.45 27.77 Records Technician/Recording Clerk G / NE BI-WEEKLY 1,741 1,828 1,919 2,015 2,116 2,222 Library Assistant I G / NE MONTHLY 3,772 3,960 4,158 4,366 4,584 4,813 ANNUAL 45,258 47,521 49,897 52,392 55,011 57,762 Maintenance Worker II 102 G / NE HOURLY 23.28 24.45 25.67 26.95 28.30 29.71 Office Specialist G / NE BI-WEEKLY 1,863 1,956 2,053 2,156 2,264 2,377 Library Assistant II G / NE MONTHLY 4,036 4,237 4,449 4,672 4,905 5,150 ANNUAL 48,426 50,847 53,390 56,059 58,862 61,805 Senior Office Specialist 103 G / NE HOURLY 24.91 26.16 27.46 28.84 30.28 31.79 Library Technician G / NE BI-WEEKLY 1,993 2,093 2,197 2,307 2,422 2,544 MONTHLY 4,318 4,534 4,761 4,999 5,249 5,511 ANNUAL 51,816 54,407 57,127 59,983 62,983 66,132 Accounting Specialist 104 G / NE HOURLY 26.90 28.25 29.66 31.15 32.70 34.34 Permit Technician G / NE BI-WEEKLY 2,152 2,260 2,373 2,492 2,616 2,747 Senior Library Technician G / E MONTHLY 4,663 4,897 5,141 5,399 5,668 5,952 Facilities Maintenance Technician G / NE ANNUAL 55,961 58,759 61,697 64,782 68,021 71,422 Administrative Assistant 105 G(*) / NE HOURLY 29.06 30.51 32.04 33.64 35.32 37.08 Lead Maintenance Worker G / NE BI-WEEKLY 2,325 2,441 2,563 2,691 2,825 2,967 Public Affairs Assistant G / NE MONTHLY 5,037 5,288 5,553 5,830 6,122 6,428 Librarian I M / NE ANNUAL 60,438 63,460 66,633 69,965 73,463 77,136 Assistant Engineering Technician G / NE
Public Works Supervisor 106 M / NE HOURLY 31.38 32.95 34.60 36.33 38.14 40.05 Librarian II M / NE BI-WEEKLY 2,511 2,636 2,768 2,906 3,052 3,204 Associate Engineering Technician G / NE MONTHLY 5,439 5,711 5,997 6,297 6,612 6,942 ANNUAL 65,273 68,537 71,964 75,562 79,340 83,307 Assistant Planner 107 G / NE HOURLY 33.89 35.59 37.37 39.23 41.20 43.26 Legal Office Assistant C / NE BI-WEEKLY 2,711 2,847 2,989 3,139 3,296 3,460 Management Assistant G(*) / NE MONTHLY 5,875 6,168 6,477 6,801 7,141 7,498 Senior Engineering Technician G / NE ANNUAL 70,495 74,020 77,721 81,607 85,687 89,971 Accountant 108 G(*) / NE HOURLY 36.60 38.43 40.35 42.37 44.49 46.72 Budget Analyst C / NE BI-WEEKLY 2,928 3,075 3,228 3,390 3,559 3,737 Code Compliance Officer G / NE MONTHLY 6,345 6,662 6,995 7,345 7,712 8,097 Deputy City Clerk M / E ANNUAL 76,135 79,941 83,938 88,135 92,542 97,169 Executive Assistant C / E
Public Works Inspector G / NE
Assistant Engineer* 109 G / NE HOURLY 39.53 41.51 43.58 45.76 48.05 50.45 Emergency Services Coordinator G / E BI-WEEKLY 3,163 3,321 3,487 3,661 3,844 4,036 Human Resources Analyst C / E MONTHLY 6,852 7,195 7,554 7,932 8,329 8,745 Human Resources Analyst/DEI Officer C / E ANNUAL 82,225 86,337 90,653 95,186 99,945 104,943 Management Analyst M(*) / E
Environmental Services Specialist M / NE
Recreation Supervisor M / NE
Associate Planner 110 G / NE HOURLY 42.69 44.83 47.07 49.42 51.89 54.49 Senior Legal Analyst C / E BI-WEEKLY 3,416 3,586 3,766 3,954 4,152 4,359 MONTHLY 7,400 7,770 8,159 8,567 8,995 9,445 ANNUAL 88,803 93,244 97,906 102,801 107,941 113,338 Associate Engineer** 111 G / NE HOURLY 46.11 48.41 50.84 53.38 56.05 58.85 Supervising Librarian M / E BI-WEEKLY 3,689 3,873 4,067 4,270 4,484 4,708 MONTHLY 7,992 8,392 8,812 9,252 9,715 10,200 ANNUAL 95,908 100,703 105,738 111,025 116,576 122,405 Environmental Services Coordinator 112 M / E HOURLY 49.80 52.29 54.90 57.65 60.53 63.56 Senior Management Analyst C / E BI-WEEKLY 3,984 4,183 4,392 4,612 4,842 5,085 Project Manager M / E MONTHLY 8,632 9,063 9,516 9,992 10,492 11,016 Public Information Officer C / E ANNUAL 103,580 108,759 114,197 119,907 125,902 132,198 Senior Planner M / E
Sustainability Coordinator M / E
Salary Schedule - Page 1
Effective: April 9,2022
63 CITY OF GOLETA, CALIFORNIA
SALARY SCHEDULE FY 2021-22
Senior Housing Analyst M / E
Category or Bargaining Unit Fair Labor Standards Act Classification C = Confidential NE = Non Exempt from overtime
G = General Unit E = Exempt from overtime
M = Miscellaneous Unit
M/M = Mid-Management
M/C = Conf. Management
E = Executive Management
* May be confidential, depening on assignment

CLASSIFICATION GRADE CATEGORY
TITLE NO. B.U./FLSA STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 Accounting Manager 113 M/C / E HOURLY 54.28 56.99 59.84 62.84 65.98 69.28 Community Relations Manager M/C / E BI-WEEKLY 4,342 4,560 4,787 5,027 5,278 5,542 Economic Development Coord. M / E MONTHLY 9,409 9,879 10,373 10,892 11,436 12,008 HR / Risk Manager M/C / E ANNUAL 112,902 118,548 124,475 130,699 137,234 144,095 Library Services Manager M/M / E
Assistant to the City Manager M/C / E
Senior Engineer M / E
Sustainability Manager M/M / E
Deputy City Attorney 114 C / E HOURLY 59.17 62.12 65.23 68.49 71.92 75.51 Supervising Senior Planner M / E BI-WEEKLY 4,733 4,970 5,218 5,479 5,753 6,041 Parks and Recreation Manager M/M / E MONTHLY 10,255 10,768 11,306 11,872 12,465 13,089 ANNUAL 123,064 129,217 135,678 142,462 149,585 157,064 City Clerk 115 E - E HOURLY 64.49 67.71 71.10 74.66 78.39 82.31 Planning Manager M/M / E BI-WEEKLY 5,159 5,417 5,688 5,972 6,271 6,585 Principal Civil Engineer M/M / E MONTHLY 11,178 11,737 12,324 12,940 13,587 14,267 Public Works Manager M/M / E ANNUAL 134,139 140,846 147,889 155,283 163,047 171,200 M - E
Principal Project Manager M/M / E
Parks and Open Space Manager M/M / E
CIP Manager M/M / E
Assistant Public Works Director 116 M/M / E HOURLY 70.29 73.81 77.50 81.37 85.44 89.72 Library Director (Asst. Neighborhood Services Director) M/M / E BI-WEEKLY 5,624 5,905 6,200 6,510 6,835 7,177 MONTHLY 12,184 12,794 13,433 14,105 14,810 15,551 ANNUAL 146,212 153,523 161,199 169,259 177,722 186,608 Assistant City Attorney 117 E / E HOURLY 76.62 80.45 84.47 88.70 93.13 97.79 Finance Director E / E BI-WEEKLY 6,130 6,436 6,758 7,096 7,451 7,823 Neighborhood Services Director E / E MONTHLY 13,281 13,945 14,642 15,374 16,143 16,950 General Services Director E / E ANNUAL 159,371 167,340 175,707 184,492 193,716 203,402 Public Works Director*** 118 E / E HOURLY 83.52 87.69 92.08 96.68 101.51 106.59 Planning & Environmental Review Director1
E / E BI-WEEKLY 6,681 7,015 7,366 7,734 8,121 8,527 MONTHLY 14,476 15,200 15,960 16,758 17,596 18,476 ANNUAL 173,714 182,400 191,520 201,096 211,151 221,709 Assistant City Manager 119 E / E HOURLY 87.69 92.08 96.68 101.51 106.59 111.92 BI-WEEKLY 7,015 7,366 7,734 8,121 8,527 8,954 MONTHLY 15,200 15,960 16,758 17,596 18,476 19,399 ANNUAL 182,400 191,520 201,096 211,151 221,709 232,794 City Manager ANNUAL 267,883 (eff. 10/23/21)
1Title Under Review
*If certified as an Engineer-in-Training (EIT) in the State of California, this position will receive a 5% pay differential at each step. **If registered as Civil Engineer in the State of California, this position will receive a 5% pay differential at each step. ***If also serving as City Engineer, this position will receive a 5% pay differential at each step.

Category
C = Confidential NE = Non Exempt from overtime
G = General Unit E = Exempt from overtime
M = Miscellaneous Unit
M/M = Mid-Management
M/C = Conf. Management
E = Executive Management
* May be confidential, depening on assignment
Document History: Revised March 5, 2022January 1, 2022, November 16, 2021, July 20, 2021, January 1, 2022, July 1, 2021, February 18, 2020, January 4, 2020, December 3, 2019, July 6, 2019, January 5, 2019 Fair Labor Standards Act Classification
Senior Project Engineer - grandfathered class
Salary Schedule - Page 2
Effective: April 9,2022
64 CITY OF GOLETA, CALIFORNIA
SALARY SCHEDULE FY 2022-23

CLASSIFICATION GRADE CATEGORY
TITLE NO. B.U. / FLSA STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 City Hall Receptionist 100 G / NE HOURLY 20.53 21.55 22.63 23.76 24.95 26.20 BI-WEEKLY 1,642 1,724 1,810 1,901 1,996 2,096 MONTHLY 3,558 3,736 3,923 4,119 4,325 4,541 ANNUAL 42,696 44,831 47,073 49,426 51,898 54,492 Maintenance Worker I 101 G / NE HOURLY 21.76 22.85 23.99 25.19 26.45 27.77 Records Technician/Recording Clerk G / NE BI-WEEKLY 1,741 1,828 1,919 2,015 2,116 2,222 Library Assistant I G / NE MONTHLY 3,772 3,960 4,158 4,366 4,584 4,813 ANNUAL 45,258 47,521 49,897 52,392 55,011 57,762 Maintenance Worker II 102 G / NE HOURLY 23.28 24.45 25.67 26.95 28.30 29.71 Office Specialist G / NE BI-WEEKLY 1,863 1,956 2,053 2,156 2,264 2,377 Library Assistant II G / NE MONTHLY 4,036 4,237 4,449 4,672 4,905 5,150 ANNUAL 48,426 50,847 53,390 56,059 58,862 61,805 Senior Office Specialist 103 G / NE HOURLY 24.91 26.16 27.46 28.84 30.28 31.79 Library Technician G / NE BI-WEEKLY 1,993 2,093 2,197 2,307 2,422 2,544 MONTHLY 4,318 4,534 4,761 4,999 5,249 5,511 ANNUAL 51,816 54,407 57,127 59,983 62,983 66,132 Accounting Specialist 104 G / NE HOURLY 26.90 28.25 29.66 31.15 32.70 34.34 Permit Technician G / NE BI-WEEKLY 2,152 2,260 2,373 2,492 2,616 2,747 Senior Library Technician G / E MONTHLY 4,663 4,897 5,141 5,399 5,668 5,952 Facilities Maintenance Technician G / NE ANNUAL 55,961 58,759 61,697 64,782 68,021 71,422 Administrative Assistant 105 G(*) / NE HOURLY 29.06 30.51 32.04 33.64 35.32 37.08 Lead Maintenance Worker G / NE BI-WEEKLY 2,325 2,441 2,563 2,691 2,825 2,967 Public Affairs Assistant G / NE MONTHLY 5,037 5,288 5,553 5,830 6,122 6,428 Librarian I M / NE ANNUAL 60,438 63,460 66,633 69,965 73,463 77,136 Assistant Engineering Technician G / NE
Public Works Supervisor 106 M / NE HOURLY 31.38 32.95 34.60 36.33 38.14 40.05 Librarian II M / NE BI-WEEKLY 2,511 2,636 2,768 2,906 3,052 3,204 Associate Engineering Technician G / NE MONTHLY 5,439 5,711 5,997 6,297 6,612 6,942 ANNUAL 65,273 68,537 71,964 75,562 79,340 83,307 Assistant Planner 107 G / NE HOURLY 33.89 35.59 37.37 39.23 41.20 43.26 Legal Office Assistant C / NE BI-WEEKLY 2,711 2,847 2,989 3,139 3,296 3,460 Management Assistant G(*) / NE MONTHLY 5,875 6,168 6,477 6,801 7,141 7,498 Senior Engineering Technician G / NE ANNUAL 70,495 74,020 77,721 81,607 85,687 89,971 Accountant 108 G(*) / NE HOURLY 36.60 38.43 40.35 42.37 44.49 46.72 Budget Analyst C / NE BI-WEEKLY 2,928 3,075 3,228 3,390 3,559 3,737 Code Compliance Officer G / NE MONTHLY 6,345 6,662 6,995 7,345 7,712 8,097 Deputy City Clerk M / E ANNUAL 76,135 79,941 83,938 88,135 92,542 97,169 Executive Assistant C / E
Public Works Inspector G / NE
Assistant Engineer* 109 G / NE HOURLY 39.53 41.51 43.58 45.76 48.05 50.45 Emergency Services Coordinator G / E BI-WEEKLY 3,163 3,321 3,487 3,661 3,844 4,036 Human Resources Analyst C / E MONTHLY 6,852 7,195 7,554 7,932 8,329 8,745 Human Resources Analyst/DEI Officer C / E ANNUAL 82,225 86,337 90,653 95,186 99,945 104,943 Management Analyst M(*) / E
Environmental Services Specialist M / NE
Recreation Supervisor M / NE
Associate Planner 110 G / NE HOURLY 42.69 44.83 47.07 49.42 51.89 54.49 Senior Legal Analyst C / E BI-WEEKLY 3,416 3,586 3,766 3,954 4,152 4,359 MONTHLY 7,400 7,770 8,159 8,567 8,995 9,445 ANNUAL 88,803 93,244 97,906 102,801 107,941 113,338 Associate Engineer** 111 G / NE HOURLY 46.11 48.41 50.84 53.38 56.05 58.85 Supervising Librarian M / E BI-WEEKLY 3,689 3,873 4,067 4,270 4,484 4,708 MONTHLY 7,992 8,392 8,812 9,252 9,715 10,200 ANNUAL 95,908 100,703 105,738 111,025 116,576 122,405 Environmental Services Coordinator 112 M / E HOURLY 49.80 52.29 54.90 57.65 60.53 63.56 Senior Management Analyst C / E BI-WEEKLY 3,984 4,183 4,392 4,612 4,842 5,085 Project Manager M / E MONTHLY 8,632 9,063 9,516 9,992 10,492 11,016 Public Information Officer C / E ANNUAL 103,580 108,759 114,197 119,907 125,902 132,198 Senior Planner M / E
Sustainability Coordinator M / E
Salary Schedule - Page 1
Effective: April 9,2022
65 CITY OF GOLETA, CALIFORNIA
SALARY SCHEDULE FY 2022-23
Senior Housing Analyst M / E
Category or Bargaining Unit Fair Labor Standards Act Classification C = Confidential NE = Non Exempt from overtime
G = General Unit E = Exempt from overtime
M = Miscellaneous Unit
M/M = Mid-Management
M/C = Conf. Management
E = Executive Management
* May be confidential, depening on assignment

Resolution No. 22 -__ entitled, “ A R esolution of the City Council of the City of Goleta, California Amending the Wage Schedule for Hourly Employees and Intern Assignments for Fiscal Years 2019/20 Through 2021/22.”

67 RESOLUTION NO. 22-XX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

GOLETA, CALIFORNIA, AMENDING THE WAGE SCHEDULE

FOR HOURLY EMPLOYEES AND INTERN ASSIGNMENTS FOR
FISCAL YEARS 2019/20 THROUGH 2021/22

WHEREAS, the City of Goleta has had a long -standing paid internship program in the non-classified service providing local students with the opportunity for on-the-job experience and training in public service; and

WHEREAS, upon its assumption of management of the Goleta Library in Fiscal Year 2018/19 and Zone 4 County libraries in Fiscal Year 2019/20, the City hired incumbent short-hour part-time Library Pages in the non -classified service as interns , and these employees would be more appropriately categorized as hourly employees; and

WHEREAS, certain ot her employees currently categorized as interns would also be more appropriately categorized as hourly employees; and

WHEREAS, the City wishes to establish a regular and transparent method for Council to approve and amend wage schedules and benefits related to these hourly employees and interns; and

WHEREAS, increases to the California state minimum wage will affect wages for some such employees over the next several years and the City wishes to set out the impacts of these wages increases in advance;

WHEREAS, on September 3, 20 19, Council adopted Resolution No. 19- 53 entitled, “A Resolution of the City Council of the City Council of the City of Goleta, California, Establishing a Wage Schedule for Hourly and Intern Assignments for Fiscal Years 2019/20 thro ugh 2021/22 ” and wishes to amend the Wage Schedule contained therein to include additional job categories and wage adjustments;

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

SECTION 1.

The category of “Hourly” employment will apply to those part -time, intern, temporary, and seasonal employees in hourly classifications identified herein .

Such employment may not exceed 999 hours in any July through June fiscal year without the prior written approval of the City Manager. The hourly rates contained in this Resolution shall supersede any other previously approved hourly rates for hourly and intern assignments for fiscal years 2019/20 through 2021/22. 68 Resolution 0X-0X
Hourly and Intern Wage Rates

@BCL@C4258509
SECTION 2.

Wage ranges for hourly employees and interns shall be established as follows:

Effective July 1. 2019

Level Entry Maximum
Library Page 12.00
Department Aide 12.00 16.00
Intern I 12.00
Intern II 13.00 16.00
Intern III 17.00
Legal Intern I 17.00
Legal Intern II 18.00 19.00

Effective December 23, 2019

Level Entry Maximum
Library Page 13.00
Department Aide 13.00 16.00
Intern I 13.00
Intern II 13.50 16.00
Intern III 17.00
Legal Intern I 17.00
Legal Intern II 18.00 21.00

Effective December 19, 2020

Level Entry Maximum
Library Page 14.00
Department Aide 14.00 16.00
Intern I 14.00
Intern II 14.50 16.00
Intern III 17.00
Legal Intern I 17.00
Legal Intern II 18.00 21.00

69 Resolution 0X-0X
Hourly and Intern Wage Rates

@BCL@C4258509
Effective December 18, 2021

Level Entry Maximum
Library Page 15.00
Department Aide 15.00 16.50
Intern I 15.00
Intern II 15.50 16.50
Intern III 17.00
Legal Intern I 17.00
Legal Intern II 18.00 21.00

Effective May 7, 2022

Level Entry Maximum
Custodian 15.30
Library Page 15.30
Department Aide 15.30 19.30
Intern I 15.00
Intern II 15.50 19.30
Intern III 20.30
Legal Intern I 20.30
Legal Intern II 21.30 24.30
Special Project Associate 25.00

SECTION 3.

Where no wage range exists, employees will be appointed at the identified entry wage rate. Where a wage range exists, the City Manager or his/her designee may assign an employee at any wage level within the range based on qualifications and tenure.

SECTION 4.

Such employees serve in the non -classified se rvice and will receive benefits only as required by state and federal law , or as may be subsequently established for these employees by re solution of the City Council.

70 Resolution 0X-0X
Hourly and Intern Wage Rates

@BCL@C4258509
SECTION 5
The City Clerk shall certify to the passage and adoption of this resolution and enter it into the book of original resolutions.

PASSED, APPROVED AND ADOPTED this __ day of _____ 2022.

__________________________

PAULA PEROTTE
MAYOR

ATTEST: APPROVED AS TO FORM:

_________________________ __________________________
DEBORAH S. LOPEZ MEGAN GARIBALDI

CITY CLERK CITY ATTORNEY

71 Resolution 0X-0X
Hourly and Intern Wage Rates

@BCL@C4258509

STATE OF CALIFORNIA )
COUNTY OF SANTA BARBARA ) ss.

CITY OF GOLETA )

I, DEBORAH S. LOPEZ, City Clerk of the City of Goleta, California, DO HEREBY CERTIFY that the foregoing Re solution No. 22-__ was duly adopted by the City Council of the City of Goleta at a regular meeting held on the ___ day of ______, 2022 by the following vote of the Council:

AYES:

NOES:

ABSENT:

(SEAL)

_________________________
DEBORAH S. LOPEZ

CITY CLERK

Goleta City CouncilMay 3, 2022

Goleta City Council
May 3, 2022