GRASS VALLEY
City Council Regular Meeting, Capital Improvements Authority and Redevelopment "Successor Agency"
Tuesday, October 08, 2024 at 6:00 PM
Council Chambers, Grass Valley City Hall | 125 East Main Street, Grass Valley, California Telephone: (530) 274-4310 – Fax: (530) 274-4399
E-Mail: [email protected] Web Site: www.cityofgrassvalley.com AGENDA
Any person with a disability who requires accommodations to participate in this meeting should telephone the City Clerk’s office at (530)274-4390, at least 48 hours prior to the meeting to make a request for a disability related modification or accommodation.
Mayor Jan Arbuckle, Vice Mayor Hilary Hodge, Councilmember Bob Branstrom, Councilmember Haven Caravelli, Councilmember Tom Ivy
MEETING NOTICE
City Council welcomes you to attend the meetings electronically or in person at the City Hall Council Chambers, located at 125 E. Main St., Grass Valley, CA 95945. Regular Meetings are scheduled at 6:00 p.m. on the 2nd and 4th Tuesday of each month. Your interest is encouraged and appreciated.
This meeting is being broadcast “live” on Comcast Channel 17 by Nevada County Media, on the internet at www.cityofgrassvalley.com, or on the City of Grass Valley YouTube channel at https://www.youtube.com/@cityofgrassvalley.com
Members of the public are encouraged to submit public comments via voicemail at (530) 274-4390 and email to [email protected]. Comments will be reviewed and distributed before the meeting if received by 5pm. Comments received after that will be addressed during the item and/or at the end of the meeting. Council will have the option to modify their action on items based on comments received. Action may be taken on any agenda item.
Agenda materials, staff reports, and background information related to regular agenda items are available on the City’s website: www.cityofgrassvalley.com. Materials related to an item on this agenda submitted to the Council after distribution of the agenda packet will be made available on the City of Grass Valley website at www.cityofgrassvalley.com, subject to City staff’s ability to post the documents before the meeting.
Please note, individuals who disrupt, disturb, impede, or render infeasible the orderly conduct of a meeting will receive one warning that, if they do not cease such behavior, they may be removed from the meeting. The chair has authority to order individuals removed if they do not cease their disruptive behavior following this warning. No warning is required before an individual is removed if that individual engages in a use of force or makes a true threat of force. (Gov. Code, § 54957.95.)
City of Grass Valley, CA AGENDA October 08, 2024
Council Chambers are wheelchair accessible and listening devices are available. Other special accommodations may be requested to the City Clerk 72 hours in advance of the meeting by calling (530) 274-4390, we are happy to accommodate.
CALL TO ORDER
PLEDGE OF ALLEGIANCE
ROLL CALL
AGENDA APPROVAL - The City Council reserves the right to hear items in a different order to accomplish business in the most efficient manner.
REPORT OUT OF CLOSED SESSION
INTRODUCTIONS AND PRESENTATIONS
PUBLIC COMMENT - Members of the public are encouraged to submit public comments via voicemail at (530) 274-4390 and email to [email protected]. Comments will be reviewed and distributed before the meeting if received by 5pm. Comments received after 5pm will be addressed during the item and/or at the end of the meeting. Council will have the option to modify their action on items based on comments received. Action may be taken on any agenda item. There is a time limitation of three minutes per person for all emailed, voicemail, or in person comments, and only one type of public comment per person. Speaker cards are assigned for public comments that are on any items not on the agenda, and within the jurisdiction or interest of the City. Speaker Cards can be pulled until the opening of public comment at which time sign ups will no longer be allowed.
These cards can be found at the City Clerks desk. If you wish to speak regarding a scheduled agenda item, please come to the podium when the item is announced. When recognized, please begin by providing your name and address for the record (optional). Thirty minutes of public comment will be heard under this item in order of the speaker card assigned and the remaining general public comments will be heard at the end of the meeting. We will begin with number one.
CONSENT ITEMS -All matters listed under the Consent Calendar are to be considered routine by the City Council and/or Grass Valley Redevelopment Agency and will be enacted by one motion in the form listed. There will be no separate discussion of these items unless, before the City Council and/or Grass Valley Redevelopment Agency votes on the motion to adopt, members of the Council and/or Agency, staff or the public request specific items to be removed from the Consent Calendar for separate discussion and action but Council action is required to do so (roll call vote).Unless the Council removes an item from the Consent Calendar for separate discussion, public comments are invited as to the consent calendar as a whole and limited to three minutes per person.
1. Approval of the Regular Meeting Minutes of September 24, 2024 Recommendation: Council approve minutes as submitted.
2. Amended Memorandum of Understanding with the Nevada County Professional Firefighters, IAFF Local 3800 for the Employment Classifications in the City's Employees Unit #8 for the Period July 1, 2024 – December 25, 2025 CEQA: Not a Project
City of Grass Valley, CA AGENDA October 08, 2024
Recommendation: That Council 1) review the Labor Memorandum of Understanding for an eighteen-month period beginning July 1, 2024, through December 31, 2025, between the City of Grass Valley and the Nevada County Professional Firefighters, IAFF Local 3800 for the Employment Classifications in the City's Employees Unit #8; 2) adopt Resolution No. 2024-70 approving Labor Memorandum of Understanding; and 3) and authorizes the City Manager to execute the Labor Memorandum of Understanding subject to legal review.
3. Loma Rica Landscaping and Lighting District – Approve Engineer’s Report and Intent to Annex
CEQA: Not a Project
Recommendation: That Council 1) adopt Resolution 2024-71 approving the Engineer’s Report without modifications and 2) adopt Resolution 2024-72 declaring the intent to annex property and levy assessments for Fiscal Year 2025-26 for the Residential Landscaping and Lighting District No. 1988-2, Zone VI – Loma Rica Annexation 2024-01
4. Approval of a range increase and Executive Contract Appendix CEQA: Not a project
Recommendation: That Council 1) approve a 4% increase to the pay ranges for all Executive Contract Employees & change the retiree Health Plan Benefit to allow all executives to be eligible; 2) review the proposed Amendment to the Employment Agreements (including Appendix A) with Department Directors, City Clerk, and Deputy Directors; 3) authorize the City Manager to execute the agreements subject to legal review; 4) authorize the Finance Director or the City Manager’s designee to make any necessary budget adjustments and/or amendments to complete this action.
5. Appointment of Planning Commissioner
CEQA: Not a Project
Recommendation: That Council approve the appointment of Matthew Wich as Planning Commissioner for Councilmember Ivy.
ITEMS REMOVED FROM CONSENT CALENDAR FOR DISCUSSION OR SEPARATE ACTION AND /
OR ANY ADDED AGENDA ITEMS
REORGANIZATION RELATED ITEMS
PUBLIC HEARING
6. Second Reading of Ordinance No. 829 Increasing Compensation for Mayor and City Councilmembers
CEQA: Not a Project.
Recommendation: That the Council hold a second, waive full reading and read by title only, and adopt Ordinance No. 829 Increasing Compensation for Mayor and City Councilmembers.
7. Introduction of an ordinance amending 10.64.010, 10.64.020, and 10.64.030 of Chapter 10.64 of Title 10 and adding section 12.16.040 to Chapter 12.16 of Title 12 of the Grass Valley Municipal Code regulating use of wheeled devices CEQA: Not a project
City of Grass Valley, CA AGENDA October 08, 2024
Recommendation: Introduce the attached ordinance, waive full reading, and read by Title Only
ADMINISTRATIVE
8. Downtown Public Restroom Project (Church Street Parking Lot) CEQA: Exempt – Not a Project
Recommendation: That Council 1) review a proposed public restroom project funding; 2) authorize the Mayor to sign a Memorandum of Understanding (MOU) with GVDA for funding a portion of the proposed restroom, subject to legal review; and 3) authorize the Administrative Services Director to make necessary budget adjustments or transfers to add the project current budget.
9. Resolution in support of Proposition 36
CEQA: Not a project.
Recommendation: Adopt Resolution 2024-73 in support of Proposition 36, the Homelessness, Drug Addiction, and Theft Reduction Act
BRIEF REPORTS BY COUNCIL MEMBERS
CONTINUATION OF PUBLIC COMMENT
ADJOURN
POSTING NOTICE
This is to certify that the above notice of a meeting of The City Council, scheduled for Tuesday, October 8, 2024 at 6:00 PM was posted at city hall, easily accessible to the public, as of 5:00 p.m. Friday, October 4, 2024.
_____________________
Taylor Whittingslow, City Clerk
GRASS VALLEY
City Council Regular Meeting, Capital Improvements Authority and Redevelopment "Successor Agency"
Tuesday, September 24, 2024 at 6:00 PM
Council Chambers, Grass Valley City Hall | 125 East Main Street, Grass Valley, California Telephone: (530) 274-4310 – Fax: (530) 274-4399
E-Mail: [email protected] Web Site: www.cityofgrassvalley.com
MINUTES
CALL TO ORDER
Meeting was called to order at 6:02 pm.
PLEDGE OF ALLEGIANCE
Vice Mayor Hodge led the pledge of allegiance.
ROLL CALL
PRESENT
Councilmember Bob Branstrom
Councilmember Haven Caravelli
Councilmember Tom Ivy
Vice Mayor Hilary Hodge
ABSENT
Mayor Jan Arbuckle
AGENDA APPROVAL -
Changes were made to Item #5 to change to appointment of a "Committee Member" not "Councilmember" and change to L&L resolution to reflect Loma Rica annexation and change new zone to Zone VI on first page of resolution.
Motion to approve with noted changes by Councilmember Branstrom, Seconded by Councilmember Caravelli.
Voting Yea: Councilmember Branstrom, Councilmember Caravelli, Councilmember Ivy, Vice Mayor Hodge
REPORT OUT OF CLOSED SESSION
Nothing to report.
INTRODUCTIONS AND PRESENTATIONS
1. Nevada County Environmental Health Presentation on Microenterprise Home Kitchen Operations (MEHKO)
Item # 1.
City of Grass Valley, CA MINUTES September 24, 2024
PUBLIC COMMENT –
Virtual public comments attached.
In person comments: Speakers 1- 14 (with speaker #'s 8, 12, & 13 not speaking), Matthew Coulter.
CONSENT ITEMS –
Motion made to approve consent with the mentioned changes in agenda approval by Councilmember Branstrom, Seconded by Councilmember Caravelli.
Voting Yea: Councilmember Branstrom, Councilmember Caravelli, Councilmember Ivy, Vice Mayor Hodge
2. Approval of the Regular Meeting Minutes of September 10, 2024.
Recommendation: Council approves minutes as submitted.
3. Bennett Street Bridge Maintenance Project – Authorization to Award Contract CEQA: Categorically Exempt – Section 15301 “Existing Facilities” Recommendation: That Council 1) award a contract for the Bennett Street Bridge Maintenance Project to Central Valley Engineering & Asphalt, Inc., 2) authorize the Mayor to execute the construction contract, subject to legal review, 3) authorize the City Engineer to approve construction change orders for up to 10% of the contract amount and 4) authorize the Finance Director to execute a Budget Amendment necessary to fund the project fully.
4. Initiate Annexation Proceedings and Approve the Boundary Map for Annexation of Loma Rica Ranch to the Residential Landscaping and Lighting District No. 1988-2 CEQA: Not a project.
Recommendation: That Council approve Resolution 2024-69, initiating annexation proceedings and approving the boundary map for Annexation 2024-01 of Loma Rica Ranch- into the Residential Landscaping and Lighting District No. 1988-2.
5. Appointment of Councilmembers for the Measure B Oversight Committee CEQA: Not a Project
Recommendation: That the City Council appoint Measure B Oversight Committee member Haddock with a term ending in December 2026.
ITEMS REMOVED FROM CONSENT CALENDAR FOR DISCUSSION OR SEPARATE ACTION AND /
OR ANY ADDED AGENDA ITEMS
REORGANIZATION RELATED ITEMS
PUBLIC HEARING
ADMINISTRATIVE
6. Introduction of Ordinance No. 829 Increasing Compensation for Mayor and City Councilmembers
CEQA: Not a Project.
Item # 1.
City of Grass Valley, CA MINUTES September 24, 2024
Recommendation: That the Council introduce the attached Ordinance No. 829, waive full reading, and read by title only.
Tim Kiser, City Manager, gave the Council an overview of the item.
Public Comment: Robin Galvin-Davis, Patrick Johnson, Matthew Coulter, & Shirly Osgood
Motion made to introduce the attached Ordinance No. 829, waive full reading, and read by title only by Councilmember Branstrom, Seconded by Councilmember Ivy.
Voting Yea: Councilmember Branstrom, Councilmember Ivy, Vice Mayor Hodge Voting Nay: Councilmember Caravelli
BRIEF REPORTS BY COUNCIL MEMBERS
Councilmember Caravelli attended the Hispanic Heritage Day, and ERC Summit.
Councilmember Branstrom attended the ERC Summit, Nevada County Transfer Station opening of the receiver station, and will be attending the upcoming Brewfest. Councilmember Ivy attended the NCTC meeting, and the Pioneer Energy meeting. Vice Mayor Hodge attended the ERC Summit, Center for the Arts Annual Fundraiser, and the Constitution Day Parade.
CONTINUATION OF PUBLIC COMMENT
ADJOURN
Meeting adjourned at 7:37 pm.
_________________________ ______________________________ Jan Arbuckle, Mayor Taylor Whittingslow, City Clerk
Adopted on: _________
Item # 1.
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WELCOME to the City of Grass Vattey City Counci[ meeting! Public Comments provide an opportunity for the pubtic to address the City CounciI on any subject which is not on the agenda but in the jurisdiction of the councit. lf you wish to speak, ptease indicate in the appropriate box when you sign in and take the number corresponding to your name. Each individuat can have up to 3 minutes of public comment. At the beginning of the meeting, there wi[[ be an altotted 30 minutes of generat pubtic comments and the remainder of comments witt be heard at the end of the agenda.
Speakers witt be catted in order of the numbers given.
When you are recognized by the mayor:
1. Please stand before the podium and give your name and address. (optionat)
2. Please timit your comments to three minutes per speaker.
3. lf previous speakers have made the same point, you may simpty indicate your support or disagreement, unless you have new information.
Thank you for your participation.
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CITY OF GRASS VALLEY CITY COUNCIL MEETING
GENERAL PUBLIC COMMENT SIGN IN SHEET
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Item # 1.
DATE: AUGUST 26, 2024
TO: CITY OF GRASS VALLEY CITY COUNCIT MEMBERS
FR: WOIF CREEK TODGE COHOUSING COMMUNITY FIRE WISE TEAM
FIRE DANGER CONCERTNS ON PROPERTY OWNED BY THE PINE CREEK SHOPING
CENTER IN GRASS VATLEY
We are members of the Wolf Creek Lodge Cohousing community Firewise Team and the Freeman Lane Firewise Community wh ich is comprised of the Carriage House subdivision and Wolf Creek Lodge. Wolf Creek Lodge members have worked hard to make our three plus acre property and buildings as fire safe as possible by hardening our buildings, creating defensible space around our buildings and reducing flammable vegetation in our open space that includes 1,000 feet of frontage along Wolf Creek. The Wolf Creek Trail comes through our property due to an easement we granted to the city of Grass Valley.
We wish to bring to your attention a serious fire safety problem affecting Freeman Lane housing communities.
Our concern is with an area belonging to The Pine Creek Shopping Center that presents an imminent fire danger. The attached assessor's map identifies this area as an "Open Space Easement." This is an area of extremely combustible vegetation including stands of crowded trees and dense underbrush, as can be seen in the two attached photographs. One was taken behind Raley's and the other is a view up from the Wolf Creek Trail. The easement constitutes the area extending the length of the shopping center and down from the drive behind the center to the tra il.
People walk and bike on the adjacent Wolf Creek Trailwhich is situated right below this easement. The City is responsible for ensuring the safety of the citizens who use this very popular trail. Additionally, the senior residents ofthe Wolf Creek Lodge thirty-unit condominium complex which adjoins this Open Space, would be in grave danger if there were a fire in this parcel, as wou ld the residents of the
Item # 1.
Carriage House, Gazebo and Berryman subdivisions located off Freeman Lane below Wolf Creek Lodge.
The updated fire safety ordinance currently under consideration by the City of Grass Valley and the Fire Abatement Measure recently passed by the City's residents could address the condition ofthis parcel. ln addition, money will be coming in soon from the new fire tax. Why not have the city target this area for fuel modification? We understand that the city has a masticator that could mitigate this problem.
Members of the Wolf Creek Firewise Team sincerely hope the City Council will look into this problem and work to find a solution that will ensure the safety of its constituents and the visitors who come to en.ioy our welcoming city.
Thank you for your time and consideration.
Wolf Creek Lodge Cohousing Firewise Team:
Pam iung
Lynda Guthrie
Suzanne Marriott
Deleaua Shannon
Nancy Anderson
Contact person: Pam Jung
Wolf Creek Lodge
800 Freeman Lane Apt. 205
Grass Valley 95949
Cell: (530)277-9s56; LL (530) 273-O749
amwcl un mail.com
Item # 1.
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Item # 1.
View of Grass Vattey easement on Pine Creek Shopping Center property taken from behind Ratey's on Sept. 8, 2024
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View of Grass VatLey easement on Pine Creek Shopping Center property taken from the Wolf Creek Trait on Sept.13,2024
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5 Taylor Day
From: WIRELESS CALLER - Voicemail box 8880 <[email protected]> Sent: Tuesday, September 24, 2024 10:59 AM
To: Public Comments
Subject: Voicemail from on Sep 24 2024 10:57 AM
Attachments: 1727200642-00001a8f.mp3
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You received a new voicemail message
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New voicemail message
Time: Tuesday, September 24 2024 10:57 AM
From:
Duration: 31 seconds
Voicemail box: 8880
Transcript:
Hi, my name is Emily Ander. I live at 425 West Main Street, and I wanted to bring up the subject of raising the maximum height for the street side sensing, or I guess if it's out of our setback, from 36 inches up to, I don't know, maybe 48 inches, out of safety concerns for people with children and dogs. Anyway, that was my comment. All right. Thanks. Bye.
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Mailbox Capacity: 97/99 available
Item # 1.
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9 Taylor Day
From: Anonymous - Voicemail box 8880 <[email protected]> Sent: Thursday, September 19, 2024 3:34 PM
To: Public Comments
Subject: Voicemail from Anonymous at Anonymous on Sep 19 2024 3:33 PM Attachments: 1726785190-0000091e.mp3
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You received a new voicemail message
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New voicemail message
Time: Thursday, September 19 2024 3:33 PM
From: Anonymous Anonymous
Duration: 36 seconds
Voicemail box: 8880
Transcript:
Hello. I just thought maybe you would want to see, if you haven't seen it already, the article, well it's not an article, the feature on CBS News on the carport issue in Grass Valley. So anyway, going to CBS News carports, Grass Valley, California. They did a piece on the carports today, which is September 19th. Anyway, take a look. Bye-bye.
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Item # 1.
22 Taylor Day
From: HELEN LANDER - Voicemail box 8880 <[email protected]> Sent: Monday, September 16, 2024 3:54 PM
To: Public Comments
Subject: Voicemail from (949) 533-2182 on Sep 16 2024 3:51 PM Attachments: 1726527096-00004cbd.mp3
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You received a new voicemail message
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New voicemail message
Time: Monday, September 16 2024 3:51 PM
From: (949) 533-2182
Duration: 48 seconds
Voicemail box: 8880
Transcript:
Hello, my name is Samantha Calloway. I live at 10700 Delores Drive. I was calling to give a comment about the proposal for using the forested area in Maltino Park to turn it into, to develop it through the Interfaith Food Ministry and Sierra Harvest.
While those are great organizations doing wonderful work, I really would like the park to remain how it is. It's frequently used by my family and our neighborhood. I see many people, especially elderly adults, walking it every day. It's shaded, it's flat, it's a nice space to be outside, and I would like it to remain the way it is. Thank you so much.
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Item # 1.
Item # 1.
25 attorney's stating that CHA donated the building, currently housing Connecting Point, doesn't suggest a company with small financial reserves.
In the current, extremely tight, housing market owners are enjoying generous returns on their investment. Management at the Sutton properties state they're allowed to raise the rent “as many times as we want to” within a 12 month period. Some tenants have moved because of the frequency of rent increases, they're budgets just can't can't keep up.
Secondly, as of this morning, the attached notice dated 02/04/2024 (bottom, right side) still appears behind glass, on the side of mailboxes, adjacent to the Oak Ridge Apartments management office.
It reads: amenities, covered parking.
Thirdly, while CHA's attorney claimed a precedent for uncovered parking, he didn't mention that they had pulled down the the carports at Cedar Park, Glenbrook, Oak Ridge, & Springhill Gardens.
In the case of Springhill Gardens, on Dorsey Drive, the older of the complexes, they had sturdier carports which did not fail but were removed anyway. So CHA contributed to the precedent they cited.
Fourth, there are documented instances of dangerous conditions at the Sutton Way complexes which need better oversight. Cedar Park was issued a citation by the Grass Valley Fire Marshall.
See attached. They are responsible for a 22 foot strip of property, behind apartments, abutting a field that extends to Dorsey Drive. This area is not maintained. It's overgrown with dry shrubs including tree's deemed to be a fire hazard, tagged for removal in 2018, that are yet to be taken down. Maintenance has taken photo's sent them to corporate, yet despite the citation & documentation nothing has ever been done in the 12 years I've resided here.
Lastly, there is no resident manager at any of the complexes on Sutton Way. The Oak Ridge manager is allowed to live off-premises, the Cedar Park manager quit citing dissatisfaction with the company which she threatened to sue, & the manager who usually manages Glenbrook is on medical leave, having moved off the premises, & is not expected to return. This is a problem when emergencies occur. We have been evacuated twice during fires. Management printed signs saying “evacuated” to put on doors saving responders valuable time, directed disabled tenants to appropriate agencies, & helped locate tenants who were unaware of orders. When the snow storm occurred alternate parking needed to be found & cleared. Caution tape & barricades needed to be put around the collapsed carports.
These are just the major issues, there's an abundance of significant, everyday issues as well. My point here is that should CHA decide to press the issue, there is plenty to show they are not adequately managing the property.
Lin St. Jacques
12 year resident of Cedar Park
Item # 1.
Alex Gammel2ard
From:
Sent:
To:
Cc:
Subject
Alex Gammelgard
Tuesday, September 17, 2024 12:07 PM
maya shepars; Clinton Lovelady
Public Comments; Tim Kiser
RE: Police Supporting Donald Trump
Maya,
Thank you for the information. Pursuant to your citizen's complaint, the police department will open an internal investigation into the event described below.
Sincerely,
Alex Gammelgard - Chief of Police
GRASS VALLEY POLICE DEPARTMENT
129 South Auburn St.• Grass Valley, CA 95945
~ 530.477.4601
E";3 [email protected]
~ www.qvpd.net
This message is for the designated recipient only and MAY CONTAIN PRIVILEGED OR CONFIDENTIAL INFORMATION. If you have received it in error, please notify the sender immediately and delete the original. Any other use of this E-mail is prohibited.
From: maya shepars <[email protected]>
Sent: Thursday, September 12, 2024 8:21 PM
To: Tim Kiser <[email protected]>; Samantha DeHart <[email protected]>; Public Comments <[email protected]>; Carly Piper <[email protected]>; Alex Gammelgard <[email protected]>; Clinton Lovelady <[email protected]>
Subject: Police Supporting Donald Trump
Some people who received this message don't often get email from [email protected]. Learn why this is important To whom it may concern,
On 09/12/24 at 2:07pm my boyfriend Jesse King and I left Raley's after completing a doordash shop and headed to Mountain Mikes for our 2nd pickup. Jesse was clearing a intersection at a 4 way stop sign. There was a male in a silver Toyota pickup truck that was trying to bully his way through the stop sign not completing a legal stop and Jesse continued through the intersection, honked the horn and the man in the toyota stopped as you
Item # 1.
would do when someone honks. Jesse tells the man mind the stop sign fucker and the man unsafely and illegally makes a u-turn at the 4 way stop and squeals his tires turning around to follow us. The man in the toyota starts screaming at us to pull over and to get out of the car, calling Jesse a fat fuck and a faggot. Jesse passes mountains mikes and continues to drive through the parking lot in front of SPD and Target, there's many witnesses starting to call the police and look afraid of the incident. The man in the toyota stayed as close to our rear bumper as he could with his body hanging out of the window at some points screaming that he was going to kick our asses and other violent insulting things. We passed the front of Target, I pulled out my phone and started to record the crime in progress and I pointed the phone out of the sunroof recording so the man could see I was actively recording him and he then turned off and says "I'll catch you faggot". The male saying that is heard being said in the audio of the recorded video. It looked like he went towards the raley's shopping center.
We pulled into Mountain Mikes and got the pizza for the delivery. When we went to leave, a man came up to us that was on the phone with the police (911 ), telling them what happened and what he had just seen. Jesse gave him his license and his retired sheriff ID as well to let dispatch know who he was. Jesse and I talked about what happened and what we wanted to do as we completed the delivery. We decided that going to the police department was necessary to make a crime report.
We walked in and was greeted by Hannah and she said that maybe we could talk to the community service officer and told us that if we pickup the phone outside it will route the call to dispatch. Jesse did so and as this was happening, got out of the CSO's car and was waiting to greet Jesse while Jess tried to explain to dispatch what has happened and the woman on the phone (the dispatcher) had said "you're the party who left the scene". Jesse was insulted and irritated by that. Out loud Jesse remarks to me while - stands there that her saying you're the party who left the scene was rude and he didn't appreciate the way he was being treated.
Jesse continues to say he's tired of being treated like shit and discriminated against because of his politics and being a liberal. - then says well their your people. Jesse says he's voting for kamala harris and said that trump is unamerican and he's a maggot piece of shit and he's a criminal and told - that he hopes he's not one of them and - says he is in fact one of them. - stated multiple times that he was trying to just say 2
Item # 1.
hi. Jesse says something about trump saying he grabs em by the pussy and - denied trump ever said a thing, which is a OUTRIGHT lie. There's video evidence and proof of him saying that, EVERYWHERE. The confrontation continued arguing about politics between the on duty officer and my boyfriend. Jesse explains that it's an ethical problem, not a political problem because oath of office. Trump doesn't follow the rule of law ect. - kept remarking "okay jesse" then walked away and slammed the door. There was also something said about his experience in the Marines and Jesse told him he's disrespecting his honorability to that by supporting someone who's un-american. I was pretty afraid of- and paranoid especially after he so confidently admitted he was a trump supporter and denied factual information that trump on video has said before while wearing a uniform and having a gun on his hip. So, Jesse and I waited outside and he looks at his phone and realized he had missed a call from someone and it was Clint Lovelady, he calls back and Jesse explains himself about how disappointed he is and he doesn't want to talk to any maggot police officers.
He states he was politically discriminated against. Lovelady reassures him that he understands and hears Jesse and says he will send officer Sammy over to speak with us. So, we wait, sammy comes over and Jesse shares what happened in road rage incident and I was able to send her the video I got and a picture from of the video of the man and the truck he was driving.
Officer Samantha DeHart was very very understanding, professional, polite and did the absolute best and right thing when jesse said to her that trump is a criminal and it's a ethical problem in law enforcement because the oath of office. Jesse also explained that he was. being discriminated against politically. She was understanding and kept her own political preferences to herself and did her job. She got a case number, took the time to hear us out and I was very pleased and immediately felt safe in her presence.
My complaint is I don't understand why couldn't keep his political opinions and preferences to himself, let alone just walk away from 2 people trying to get help and find a police officer to talk to about the road rage incident crime that we are victims of. - totally just abandoned his duty to do his job over political matters and his preferences to choose to support a criminal. It's disgusting and dangerous. I'm extremely alarmed. I am a recent graduate from EMT school and I know I would NEVER deprive anyone of medical attention or prehospital care because of their politics even if I'm a liberal and I support Kamala Harris. The PT could be 3
Item # 1.
screaming at me to the rooftops about how much they hate me because of my politics or tell me how much they support Donald Trump and I would do my best to remain professional, attending to the scene, provide the necessary care and stay on task and focused. WE, retired first responder, soon to be first responders or active first responders should ALL know this and be able to handle ourselves. I feel so unsafe calling the police for help anymore in any situation because of the political climate we are in and for the exact reasons of what happened today and how it was handled. Law enforcement needs to learn to get politics out of the picture and not treat anyone differently because of their politics, disability, religion, race, impoverishment, age, or their sex. I'm just really shocked and disappointed about local Law Enforcement favoring the conservative agenda and the failure to protect current and former liberal employees from suffering harassment. It's a disgrace. Personally, I can also remember being apart of some of my past involved situations being a underage victim of crlmets) and along side of him and many other GVPD officers failed to help me get the help I needed so very desperately. I'm disappointed. He needs to do better and the Police Department should consider doing some clean up.
I am demanding
Best Regards,
Maya Shepard
be held accountable for his actions.
4
Item # 1.
Alex Gammelgard
From:
Sent:
To:
Cc:
Subject:
Alex Gammelgard
Tuesday, September 17, 2024 12:06 PM
Jesse King; Clinton Lovelady
Public Comments; Tim Kiser
RE: Request for complaint and disciplinary action
Jesse,
Thank you for the information. Pursuant to your citizen's complaint, the police department will open an internal investigation into the event described below.
Sincerely,
Alex Gammelgard - Chief of Police
GRASS VALLEY POLICE DEPARTMENT
129 South Auburn St.• Grass Valley, CA 95945
(! 530.477.4601
~ [email protected]
~ www.qvpd.net
This message is for the designated recipient only and MAY CONTAIN PRIVILEGED OR CONFIDENTIAL INFORMATION. If you have received it in error, please notify the sender immediately and delete the original. Any other use of this E•mail is prohibited.
From: Jesse King <[email protected]>
Sent: Thursday, September 12, 2024 8:19 PM
To: Alex Gammelgard <[email protected]>; Clinton Lovelady <[email protected]> Subject: Fwd: Request for complaint and disciplinary action Some people who received this message don't often get email from [email protected], Learn why this is important Thanks for the way you handled yourself with me today, Clint. ---------- Forwarded message---------
From: Jesse King <[email protected]>
Date: Thu, Sep 12, 2024 at 8:07 PM
Subject: Request for complaint and disciplinary action
To: <[email protected]>, <[email protected]>, <[email protected]>, <sdeha [email protected]>
Cc: Maya Shepard <she [email protected]>
09/12/2024
1
Item # 1.
Jesse D. King
407 Chapel St
Grass Valley, CA 95945
(530) 277-3895
[email protected]
To: Grass Valley City Council, Grass Valley Police, et al Dear representatives and officers;
I am Jesse King and I'm writing today to bring light and complaint to the issue of political discrimination by law enforcement officers who are apparently unable to either process that Donald Trump is a criminal suspect of the most heinous crimes and they have a duty to keep their personal political opinions to -
themselves when they are speaking for the police department ("on duty"). Grass Valley Police Officer is the individual officer subject to this specific complaint..
On today's date, 09/12/2024, at about 1405 hrs, I was engaged in delivery work for Ooordash. I was driving my blue Hyundai pickup truck and in the company of my girlfriend Maya Shepard, passengered in the front seat. I left the Raley's grocery store parking lot in the Pine Creek shopping center on Freeman Lane in Grass Valley, California, within the city limits of Grass Valley and within the County of Nevada. I continued toward my next order at Mountain Mike's Pizza, also in Grass Valley and just a couple hundred yards of a drive from Raley's. I stopped at the intersection of Freeman Lane and McKnight Way, a fourway stop with left-tum lanes at each limit line. As the intersection cleared and I began to proceed because it was my turn to go, the driver approaching the intersection from my left on McKnight looked directly at me, did not stop his wheels from rolling, and accelerated into the intersection to intentionally violate my right-of-way. He was a white male adult driving a 2nd-generation Toyota Tundra pickup, metallic silver/grey in color. I saw no other persons in his vehicle. I braked and sounded my horn.
He stopped in the middle of the intersection and I drove around the front of his truck while I shouted from my window, "Hey! Watch the stop sign, fucker!" as I continued to drive. The subject started yelling and repeating himself, challenging me to pull over and get out while calling me a fat fuck and a faggot, among other things. He was yelling things like, "Pull over and get out of the car, you fat faggot fuck!" I turned into the McKnight Crossing shopping center, where Mountain Mike's was located. The driver forced an illegal U-turn against traffic at the Freeman x McKnight intersection and followed me into the shopping center, catching up to me quickly and then driving only several feet off my rear bumper. I was in fear for my safety and the safety of my girlfriend at this point. I drove past Mountain Mike's and continued along the storefronts from SPD Markets to Target. By yelling and driving his truck so aggressively it caused his tires to squeal several times as he closely followed me through the parking lot, his behavior attracted the attention of others in the shopping center, particularly one man I saw watching and using his mobile phone. I assumed the man was calling 911.1 began yelling out my window exclamations like, "Hey, everyone! Look at this asshole chasing and threatening me!" As we passed Target and continued around the lot with him still following, I asked Maya to make pictures and video with her phone, which she did and later shared with Grass Valley Police Officer Samantha DeHart. The phone being pointed at him seemed to chill the subject's motivation to attack me and he did not follow me back into the parking lot but instead drove out to McKnight Way. As he turned away toward McKnight, near Banner Bank, he threatened me, "I'll catch you, faggot!" The threat was captured in audio recording on the video Maya 2
Item # 1.
made with her phone. Maya and I went back to Mountain Mike's and we saw the offending subject drive from McKnight Way into the PineCreek shopping center, near the EV charging stations. Were it not for my conflict avoidance skills and non-violent disposition, there would have been a crime scene to investigate.
I made my pick-up from Mountain Mike's and returned to my vehicle. The man I saw watching and using the phone walked across the lot and hailed my attention. He said he was on the phone with 911 and he remained on his call. I told him I appreciated him, I told him I had a delivery to make, and I handed him my identification cards so he could tell the dispatcher my identity, which he did .. He also relayed my phone number to the dispatcher for me. I heard him spell his name to the dispatcher and it was phonetically similar to Shullenberg.
that I am sensitive due to all the discrimination I've suffered from law enforcement officers in general over my entire career, as well as my experiences as a private person, for being a liberal.
I completed my delivery (it was on Stagecoach Way in Rough & Ready, about 10 minutes from Grass Valley) and drove to the Grass Valley Police Department to make a crime report. I was greeted inside by Hannah, who kindly referred me to the dispatch phone outside for making my report, As I stepped outside••••■ was there getting out of a marked CSO or volunteer car. I thought••■ was the investigations supervisor these days, due to things I've read and the plain clothes he was wearing. We exchanged a friendly greeting as we were familiar with each other, both having worked law enforcement over the past couple decades in the same communities (I was a Nevada County sheriff's deputy from 2000 to 2022). While I was on my call to the dispatch center simultaneously, I was put off by something the dispatcher said, like: "Oh, you're the party who left the scene" and I corrected her. I accepted her explanation that she misspoke or I took it wrong. I explained to••■ who was standing there while I was then on hold, and he said, "Well, they're your people," insinuating some kind of relationship because I used to be a deputy and my former agency also runs the regional dispatch center.
I said "no, they always hated me for being a liberal." I tried to explain that I'm sensitive due to all the discrimination I've suffered from law enforcement officers in general over my entire career, as well as my experiences as a private person, for being a liberal. I told••■ it's become a real problem since so many cops became Trump supporters and I hoped he was not one of them. Instead of remaining professional, as was appropriately expected in this situation,••■ said, "I am one." Ignoring his duties and why I was at the police department,••■ opined people with my attitude are the problem, creating so much division. I told him no, it's that Trump is an obvious criminal and a traitor leading a white supremacist movement to overthrow our country.••■ chose that time to accuse me of denigrating his prior service to our country in the Marines, to which I said he was tarnishing his own service himself. I said, "Grab 'em by the pussy, eh-?" •••• in uniform, at our police department, and apparently on duty, told me, "He never said that" (It's common knowledge the world around Trump said that, and on video.)••■ let himself into a door on the side of the police department. He offered no invitation to sit inside, no offer for water or refreshment, and no kindness or consideration for us having been through what just happened to us.over on McKnight Way.
This is how we can expect GVPD treats crime victims? I doubt it; but it's how some of its officers treat liberals and the poor, and it needs to be addressed effectively and immediately. committed politically motivated gaslighting for the purpose of aiding and supporting the enemies of the Constitution of the United States of America while he was on duty and in uniform at the police department. We all know officers nationwide are prohibited from engaging in political speech or activity while on-duty or representing their agency. It's conduct unbecoming and in this instance it's dangerous. 3
Item # 1.
As a city residentfor nearly six years now, I'm disappointed and incensed at misconduct, of course, but more importantly, and egregiously so,••••■ was acting as my city's police when he instilled new fear and cemented existing fears the police will lie and mistreat people for not supporting Trump. I was left to believe that if somehow Trump becomes president again••■ and his good old boys will be more than complicit with Trump's promises for "bloody" deportations and illegal detentions, seizures, and prosecutions.
I'm calling into question Grass Valley Police' recruitment, training, and retention policies and actions with regard to its members' political support of Donald Trump. We expect peace officers themselves to be selected for their ability to honor the Oath and the profession. An inability to discern Trump as a convicted felonious criminal currently indicted and suspected of many other high crimes calls into doubt the credibility and honor of every police employee, and anyone else, too, for that matter. Like, you lack the ability to see Trump and his people are criminals running a white supremacist agenda undermining the safety and security of the USA? Okay, then you're not qualified to be in law enforcement.
Like every other person does too, I deserve decency, respect, and unbiased service from the police. More than that, I deserve to feel safe at our police department. I deserve not to be accosted and confronted by a seditious liar supporting our enemies (both foreign and domestic) while behind my city's badge and while.wearing police clothing and displaying a holstered gun.Trump supporters make us feel unsafe, especially when there's enough corruption already many of them have infiltrated the police agencies from coast to coast. I feel unsafe. My girlfriend feels unsafe. We are all unsafe with Trump supporters in ranks of law enforcement. It's past time to act.
I intend this letter for the public as well as I intend for it to be attached to Grass Valley Police case 62402340 for evidence; readers; please share as you will, and widely, I hope.
Sincerely,
Jesse D. King
PS: I commend Grass Valley Police Officer Samantha DeHart for her professionalism, as she was able to respond to my call and handle it well knowing I was unhappy and retired LE. Well done. 4
Item # 1.
City of Grass Valley
City Council
Agenda Action Sheet
Title: Amended Memorandum of Understanding with the Nevada County Professional Firefighters, IAFF Local 3800 for the Employment Classifications in the City's Employees Unit #8 for the Period July 1, 2024 – December 25, 2025 CEQA: Not a Project
Recommendation: That Council 1) review the Labor Memorandum of Understanding for an eighteen-month period beginning July 1, 2024, through December 31, 2025, between the City of Grass Valley and the Nevada County Professional Firefighters, IAFF Local 3800 for the Employment Classifications in the City's Employees Unit #8; 2) adopt Resolution No. 2024-70 approving Labor Memorandum of Understanding; and 3) and authorizes the City Manager to execute the Labor Memorandum of Understanding subject to legal review.
Prepared by: Tim Kiser, City Manager
Council Meeting Date: 10/08/2024 Date Prepared: 10/02/2024 Agenda: Consent
Background Information:
Over the course of the last several months, the City’s labor negotiations team has been meeting with representatives of the Nevada County Professional Firefighters, IAFF Local 3800 (“Unit 8”) to come to an agreement on terms and conditions for an updated Memorandum of Understanding (“MOU”) effective July 1, 2024. The City’s labor team and Unit 8 have concluded the negotiations process and have been notified that Unit 8 has duly ratified the updated provisions to the MOU which are now being recommended for City Council approval.
Updated provisions to the MOU and annual estimated fiscal impacts include the following:
MOU Provision Estimated Annual
Incremental Cost
1. Term of Agreement – July 1, 2024 – December 31,
2025 (Note: the effective date will be July 1, 2024,
the first day of a new pay period)
N/A
Item # 2.
2. Each classification covered by this MOU shall have an additional step (5%) added effective January 1, 2025.
Employees currently at the top step for more than
two (2) years are eligible on 1/1/25. All other
employees are eligible on the applicable anniversary
date after 1/1/25.
General Fund:
$5,100 (FY 2024-25)
$103,300 (Ongoing)
Measure E Fund:
$3,200 (FY 2023-24)
$66,400 (Ongoing)
3. The monthly amount the City pays for health
insurance (Medical, Vision, and Dental) will increase
by $150 effective July 2024, and by another $150
effective January 1, 2025, for a total increase of
$300.
General Fund:
$35,100 (FY 2024-25)
$46,800 (Ongoing)
Measure E Fund:
$16,200 (FY 2024-25)
$21,600 (Ongoing)
4. Effective July 1, 2024, employees electing to waive
medical insurance coverage will receive $405 per
month if evidence of similar coverage from another
source is provided.
Effective January 1, 2025, employees electing to
waive medical insurance coverage will receive $505
per month if evidence of similar coverage from
another source is provided.
General Fund:
$1,200 (FY 2024-25)
$3,600 (Ongoing)
Measure E Fund:
$1,200 (FY 2024-25)
$3,600 (Ongoing)
5. Compensatory time off (CTO) may be accrued up to
ninety-six (96) hours an increase from the previous 80- hour limit.
N/A
Council Goals/Objectives:
The approval of an updated labor MOU between the City and Unit 8 executes portions of work tasks towards achieving/maintaining (1) a Productive and Efficient Workforce, and (2) Community Safety.
Fiscal Impact:
The estimated incremental one-time and ongoing annual costs of $41,400 and $153,700, respectively, in the General Fund; and $20,600 and $91,600 in the Measure E Fund.
Funds Available: Yes Account #: General Fund
Measure E Fund
Reviewed by: Tim Kiser, City Manager
Attachments:
Resolution No. 2024-70 - Approving of Unit 8 Memorandum of Understandings Memorandum of Understanding – Unit 8 (Markup showing changes) Salary Schedule – Unit 8
Item # 2.
RESOLUTION NO. 2024-70
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF GRASS VALLEY ADOPTING AN
AMENDED MEMORANDUM OF UNDERSTANDING WITH THE MEMORANDUM OF NEVADA COUNTY PROFESSIONAL FIREFIGHTERS, IAFF LOCAL 3800 FOR AND ON BEHALF OF THE EMPLOYMENT CLASSIFICATIONS IN THE CITY'S EMPLOYEES UNIT #8 THE PERIOD July 1, 2024 – DECEMBER 31, 2025, AND AUTHORIZING THE CITY MANAGER TO EXECUTE SAID
AGREEMENT
WHEREAS, the labor negotiations team appointed to represent the City Council of the City of Grass Valley and representatives of the recognizes the Nevada County Professional Firefighters, Local 3800and their designated representatives, as the exclusive representatives of the Firefighters Unit #8 have engaged in negotiations to update the labor Memorandum of Understanding (“MOU”) between the City and Unit #8; and WHEREAS, the parties came to an agreement that incorporates updates to the attached updated MOU;
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF GRASS VALLEY, as follows:
1. The above recitals are true and correct and are a substantive part of this Resolution.
2. The City Council of the City of Grass Valley approves the updated Memorandum of Understanding for the Nevada County Professional Firefighters, Local (Unit #8) for the period of July 1, 2024, through December 31, 2025, and authorizes the City Manager to execute said agreement.
PASSED AND ADOPTED as a Resolution of the City Council of Grass Valley at a meeting thereof held on the 8th day of October 2024 by the following vote:
AYES: Councilmember
NOES: Councilmember
ABSENT: Councilmember
ABSTAINING: Councilmember
_____________________________
Jan Arbuckle, Mayor
ATTEST: APPROVED AS TO FORM:
__________________________ __________________________
Taylor Whittingslow, Michael Colantuono, City Attorney
Deputy City Manager
Item # 2.
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF
GRASS VALLEY CITY COUNCIL
AND
NEVADA COUNTY PROFESSIONAL FIREFIGHTERS, IAFF
LOCAL 3800 FOR AND ON BEHALF OF THE EMPLOYMENT
CLASSIFICATIONS IN THE CITY'S EMPLOYEES UNIT #8
Effective July 1, 2023 2024 – December 31, 2025 June 30, 2024
Item # 2.
TABLE OF CONTENTS
ARTICLE 1 - RECOGNITION ............................................................................1 A. Dues Deductions ................................................................................................1 ARTICLE 2 - SUPPORT OF AGREEMENT.....................................................2 A. Conditions ..........................................................................................................2 ARTICLE 3 - MANAGEMENT PROCEDURAL PREROGATIVES ............2 A. Understanding .....................................................................................................2 ARTICLE 4 - HOURS OF WORK AND BASIS OF COMPENSATION .......3 A. Pay Periods ..........................................................................................................3 B. Work Periods .......................................................................................................3 C. Calculation of Compensation ..............................................................................4 D. Workday ..............................................................................................................4 E. Work Schedule ....................................................................................................4 F. Lunch Period ........................................................................................................4 G. Rest Period ..........................................................................................................4 H. Shift Trades .........................................................................................................5 ARTICLE-5-OVERTIME; CALL BACK; STANDBY; COURT TIME;
TRAINING TIME .................................................................................................5 A. Overtime..............................................................................................................5 B. Call Back Time....................................................................................................6 C. Standby Time ......................................................................................................6 D. Court Time ..........................................................................................................6 E. Training Time ......................................................................................................6 F. Overtime for Standard Time Employees .............................................................7 ARTICLE 6 – LEAVE...........................................................................................7 A. Absence from Duty .............................................................................................7 B. Sick Leave ...........................................................................................................7 C. Sick Leave usage .................................................................................................7 D. Worker’s Compensation Pay ..............................................................................8 E. Bereavement Leave .............................................................................................8 F. Vacation Leave ....................................................................................................8 G. Holidays ............................................................................................................10 H. Jury Duty Leave ................................................................................................11 I. Family and Medical Care Leave .........................................................................11 ARTICLE 7 – RETIREMENT ...........................................................................12 A. CALPERS Pension Definition ..........................................................................12 B. New Member Retirement Benefits ....................................................................12 C. New Member Retirement Contributions ...........................................................12
Item # 2.
D. Classic Member Retirement Benefits ...............................................................12 E. Classic Member Retirement Contributions .......................................................12 F. Supplemental Retirement Benefits ....................................................................13 G. Retiree Health Insurance Benefits .....................................................................13 ARTICLE 8 – SALARY SCHEDULE ...............................................................14 A. Salary Ranges for Unit Classifications .............................................................14 B. Certificate and Educational Incentive ...............................................................14 C. Rules for Use of Salary Schedule ......................................................................15 D. Acting Pay .........................................................................................................17 E. Specialist Classifications ...................................................................................17 F. Longevity Pay…………………………………………………………………17
ARTICLE 9 - HEALTH AND WELFARE .......................................................17 A. Insurance Benefits .............................................................................................17 ARTICLE 10 – SCHEDULING OF SHIFTS ....................................................18 A. Authorized Personnel ........................................................................................18 ARTICLE 11 – PROMOTIONAL OPPORTUNITIES ...................................18 ARTICLE 12 – UNIFORMS...............................................................................19 A. Care of Uniform ................................................................................................19 B. Special Compensation .......................................................................................19 ARTICLE 13 - REDUCTION IN FORCE AND RE-EMPLOYMENT .........19 A. In Lieu of Layoff ...............................................................................................19 B. Treatment of Employees Laid Off ....................................................................20 C. Seniority ............................................................................................................21 ARTICLE 15 - DISCIPLINARY ACTION .......................................................21 A. Principle ............................................................................................................21 B. Disciplinary Process ..........................................................................................21 C. Informal Actions ...............................................................................................21 D. Formal Disciplinary Actions .............................................................................22 E. Administration of Discipline .............................................................................22 F. Skelly Process ....................................................................................................22 G. Appeal Process ..................................................................................................22 ARTICLE 16 - GRIEVANCE PROCEDURE ..................................................23 A. Definition ..........................................................................................................23 B. Process ...............................................................................................................23 C. Procedures .........................................................................................................23 D. Informal Grievance ...........................................................................................23 E. Formal Grievance ..............................................................................................24
Item # 2.
F. General Conditions ............................................................................................25 ARTICLE 17 – SAFETY.....................................................................................26 A. Safe conditions, Equipment and Duties ............................................................26 B. Safety Equipment ..............................................................................................26 C. Employee Alertness ...........................................................................................26 D. Drug, Alcohol and Substance Abuse Policy .....................................................26 E. Employee Assistance Program ..........................................................................27 ARTICLE 18 - NO STRIKES/NO LOCKOUTS ..............................................27 ARTICLE 19 - DISTRIBUTION OF MOU ......................................................27 ARTICLE 20 – EFFECT OF THIS AGREEMENT ........................................27 ARTICLE 21 - NOTICE .....................................................................................28 ARTICLE 22 - SEVERABILITY SAVINGS CLAUSE ...................................28 ARTICLE 23 - TERM OF MOU ........................................................................28 RECOMMENDATION OF REPRESENTATIVES ........................................29 APPROVAL OF AGREEMENT .......................................................................30 APPENDIX A – SALARY SCHEDULE AND CLASSIFICATIONS
APPENDIX B – PROCEDURE TO MONITOR CHAIN OF CUSTODY
Item # 2.
4 AGREEMENT BETWEEN THE CITY OF GRASS VALLEY CITY COUNCIL AND THE NEVADA COUNTY PROFESSIONAL FIREFIGHTERS, IAFF LOCAL 3800 FOR AND ON BEHALF OF THE EMPLOYMENT CLASSIFICATIONS IN THE CITY’S UNIT #8 “FIREFIGHTERS” FOR FISCAL YEAR 20232024-20242025.
This agreement is made and entered into by and between the City of Grass Valley, hereinafter referred to as the “City”, and the Nevada County Professional Firefighters, Local 3800hereinafter referred to as the “Unit” or “Employees”.
ARTICLE 1 - RECOGNITION
The City recognizes the Nevada County Professional Firefighters, Local 3800and their designated representatives, as the exclusive representatives of the Firefighters Unit #8.
A. Dues Deductions
Employees may sign up for Payroll Deductions of Local 3800 dues with Local 3800. Local 3800 will certify to the City any new members of Local 3800.
City agrees to deduct dues as established by Local 3800, and premiums for approved insurance programs from the salaries of Local 3800 members. The sum so withheld shall be remitted by the City, without delay, directly to Local 3800 along with a list of employees who have had such amounts deducted. Local 3800 agrees to provide a listing of all additions or deletions of membership or requested changes to establish payroll deductions of its members to the City.
The employee’s earnings must be sufficient after the other legal and required deductions are made to cover the amount of the dues authorized. When an employee is in a non-pay status for an entire pay period, no withholding will be made to cover the pay period from future earnings. In the case of an employee who is in a non-pay status during only part of the pay period, and the salary is not sufficient to cover the full withholding, no deduction shall be made. All other legal and required deductions (including healthcare deductions) have priority over Local 3800 dues.
It shall be the sole responsibility of Local 3800 to procure and enforce payroll deduction of dues.
Local 3800 shall indemnify, defend, and hold harmless the City, its officers, employees, and agents acting on its behalf from and against any and all losses, damages, costs, expenses, claims, demands, actions, suits, judgments, and other forms of liability arising out of the application or enforcement of this Section. In no event shall the City be required to pay from its own funds Local 3800 dues which the employee was obligated to pay, but failed to pay regardless of the reasons.
Any Local 3800 member who notifies the City of their desire to discontinue dues or otherwise withdraw from Local 3800 membership shall be referred to Local 3800. The City agrees to
Item # 2.
5 continue all dues deductions until notified of a deduction change by Local 3800, The City will provide Local 3800 with 10 days’ advance notice by email to the Local 3800 President of any new employee orientation as provided under California Government Code §3556. A designated Local 3800 representative will be given access and a reasonable amount of time without loss of pay during all new employee orientation meetings to communicate with the public employees that Local 3800 represents to ensure the effectiveness of state labor relations statues, meaningfully communicate through costeffective and efficient means with the public employees on whose behalf it acts, and afford Local 3800 representatives an opportunity to discuss the rights and obligations created by this MOU and the role of Local 3800, and to answer questions.
The City will provide Local 3800 by email to the Local 3800 President with a list of the name, job title, department, work location, work telephone number, home telephone number, personal cellular phone number, personal email address, and home address of any new employee in Local 3800’s bargaining unit within 30 days of hire or by the first pay period of the month following hire as provided under California Government Code §3558.
The City will provide Local 3800 by email to the Local 3800 President with a list of all employees in Local 3800’s bargaining unit at least every 120 days. The list will include each employee’s name, job title, department, work location, work telephone number, home telephone number, personal cellular phone number, personal email address, and home address.
Nothing in the article is intended to limit or abridge the provisions of AB 119 as codified in California Government Code sections 3555 to 3599.
2. In compliance with SB 191, if the City has not conducted an in-person new employee orientation within thirty days of a newly hired employee’s start date, and the new employee is working in person, the Association has a right to schedule an in-person meeting at the worksite during working hours. During that meeting, the exclusive representative shall be permitted to communicate directly with newly hired employees in the applicable bargaining unit for up to 30 minutes. The newly hired employees must be allowed paid time off, and relieved of other duties, for attending the meeting. Upon receiving a request from the Association, the City will provide an appropriate onsite meeting space within seven calendar days. This provision expires June 30, 2025.
ARTICLE 2 – SUPPORT OF AGREEMENT
A. Conditions
1 During the term of this Agreement, the City agrees to meet and confer only with the representative(s) officially designated by Local 3800 to act on its behalf and which is within its scope of representation. Employees agree to meet and confer only with the representative(s) officially designated by the City to act on the City’s behalf, and to utilize the meet and confer process as the means of gaining consensus as to wages, hours and conditions of employment.
Item # 2.
6 2. During the term of this agreement and as appropriate thereafter the parties agree to use the dispute resolution machinery as provided herein or by Civil Service rules as a means of adjudicating disputes between them.
ARTICLE 3 – MANAGEMENT PROCEDURAL PREROGATIVES
A. Understanding
1. It is understood that the City retains the procedural prerogative to initiate or to refrain from initiating actions that may affect unit members’ wages, hours and conditions of employment and that such actions, once initiated by the City are subject only to the express procedural limitations that may be set forth in the Agreement, Civil Service Rules, Charter or other law. Such matters include, but are not limited to, the procedural rights to contract out work not performed by active unit members, to transfer, lay off, terminate or otherwise discipline employees, to reasonably accommodate qualified disabled persons/employees, to make technological improvements, and to take necessary action to implement the terms and conditions of the Agreement.
2. The employees recognize and agree that the City, on its own behalf and on behalf of the electors of the City, retains and reserves unto itself, limited only by articles of this Document, all powers, rights, authority, duties and responsibilities conferred upon, and vested in it, by the laws of the Constitution of the State of California and of the United States and the provisions of the City Charter.
3. The employees recognize and agree that the exercise of the foregoing powers, rights, authority, duties and responsibilities of the City, the adoption of policies, rules, regulations, and practices in furtherance thereof, and the use of judgment and discretion in connection therewith, shall be limited only by the specific and express terms of this Agreement or applicable law.
4. The employees recognize and agree that the City’s powers, rights, authority, duties and responsibilities include, without limiting the generality of the foregoing, the exclusive right to manage, plan, organize, staff, direct and control; to determine levels of service; to determine solely the extent to which the facilities of any department thereof shall be operated, and the outside purchases of products or services; the right to introduce new or improved methods and facilities and to otherwise take any action desired to run the entire operation efficiently, except as modified by this Agreement.
5. It is understood and agreed that the specific express provisions contained in this Agreement shall prevail over employer practices and procedures and over all applicable laws to the extent permitted by law, and that in the absence of specific provisions in this Agreement, such practices and procedures are discretionary with the City. Nothing contained in this Agreement shall be interpreted as to imply or permit the invocation of past practice, or tradition, or accumulation of any employee rights or privileges other than those expressly stated therein.
6. If a conflict arises between this agreement and a City Charter provision or resolution incorporated herein, the City’s Charter provision or resolution shall prevail.
ARTICLE 4 – HOURS OF WORK AND BASIS OF COMPENSATION
A. Pay Periods
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7 The “pay period” shall be fourteen (14) calendar days from Sunday at 0800 to 0800 on the second Sunday thereafter, and refers to the period of computing compensation due for all normal working days during that period. Actual payment of payroll shall be made the ensuing Friday following the end of the pay period. The employee or his designee with valid ID may pick up payroll after 12:00 noon that Friday at the employee’s assigned station. There are twenty-six (26) equal pay periods per year.
B. Work Periods
1. For employees assigned to Shift Work, the work period will be a twenty-eight (28) day work period.
2. The average weekly duty hours shall be fifty-six (56) hours per week for Shift Employees.
3. The Bi-weekly average work hours shall be one hundred twelve (112) hours for positions of Firefighter, Engineer and Captain who are assigned shift work at fire station(s) and shall coincide with the established two (2) week pay period (consisting of fourteen (14) days or two (2) weeks).
4. A Standard work period for employees assigned forty (40) work hours per week is fourteen (14) calendar days from Sunday (starting at midnight Saturday) to midnight of the second Saturday thereafter, and refers to the period for computing compensation due for all normal working days during that period.
5. Payroll checks will be available the ensuing Friday by noon following the end of the pay period.
Direct deposit pay checks will have funding available on the morning of the Friday payroll date.
C. Calculation of Compensation
1. Compensation for Shift employees is based on twenty-seven hundred, fifty-six (2,756) hours per year. The payment of compensation shall be calculated to the nearest one-quarter (1/4) hour. The amount of salary for the first pay period in a twenty-eight (28) day work period shall be calculated by multiplying the hourly rate by one hundred six (106) hours. The second pay period of a 28-day work period will be 106 hours at the hourly rate plus FLSA overtime and other appropriate compensation earned during the entire 28-day work period.
2. For employees working a Standard work period pay is based on 2,080 hours per year with twentysix (26) equal pay periods per year. The payment of compensation shall be calculated to the nearest one-quarter (1/4) hour.
3. Compensation is based on the hourly rates and pay schedule set forth in Appendix A. Adjustments in hourly rates are rounded up to the next penny, but may not exceed the top of any pay range.
D. Work Day
1. For Shift Employees working the normal work day means each day on which a shift employee performs a normal working shift of twenty-four (24) hours including holidays, Saturday and Sunday. No work hours will be added or deducted due to daylight savings changes.
2. For employees working a Standard 2,080 hours per year the normal work day means each day on which an employee performs a normal working shift of eight (8) hours, including holidays, Saturday and Sunday. All time appropriately authorized in excess of eight (8) hours per workday shall be administered pursuant to Article 5. Work periods may be adjusted to reflect alternative work schedules. The normal work day is 8:00 am to 5:00 pm.
E. Work Schedule
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8 The work schedule for employees will be posted fourteen (14) days prior to the work period. The normal work schedule for 2,080-hour employees is Monday through Friday.
F. Lunch Period
Employees are allowed a one (1) hour lunch period.
G. Rest Period
1. Employees are allowed one (1) fifteen (15) minute rest period during the mid-morning hours and one (1) fifteen (15) minute rest period during the mid-afternoon hours except in the case of an emergency response.
2. Employees working 8 hours per day (or alternate schedule) are provided one paid fifteen (15) minute rest period for each half of the workday and a one-hour lunch break, generally in the middle of the workday. Lunch period and rest periods generally are not to be taken within one (1) hour of start or ending times.
H. Shift Trades
With approval of the Fire Chief or designee, the trading of hours between employees may occur without overtime or other financial liability to the City. The trading of time between employees may occur from one work period to another. All such trades will be voluntary by the employees affected. All shift trades shall be scheduled in accordance with Standard Operating Procedure (SOP) #110.
ARTICLE 5 – OVERTIME; CALLBACK; STANDBY; COURT TIME; TRAINING TIME A. Overtime
1. Policy - The Fire Chief or his designee will schedule the work of the department so that shift employees will normally not work more than their assigned shifts in a twenty-eight (28) day work period. Overtime work will be held to a minimum consistent with the necessary staffing requirements of the fire department and emergencies within the city.
2. Defined -
a. Overtime is authorized time worked in excess of two hundred, twelve (212) hours in a twenty-eight (28) day work period.
b. Employees who work in excess of two hundred and twelve (212) hours in a twenty-eight (28) day work period, will receive time and one half (time or pay) for all hours worked in excess of two hundred and twelve (212) during the work period. c. Employees who work less than two hundred and twelve 212 hours in a 28-day work period will receive straight time (time or pay) up to two hundred and twelve (212) hours. d. For employees working a Standard work period, overtime is authorized for time worked in excess of the assigned daily shift, provided total time worked in excess of forty (40) hours in a work week. Time may be adjusted to reflect alternative work schedules.
3. Authorization for Overtime Work - Overtime work not specifically authorized through the scheduling process shall be performed only upon express authorization of the Fire Chief or designee empowered by him/her to authorize the same.
Item # 2.
9 4 Reporting Overtime - Total hours of recorded authorized overtime for each work period for each employee shall be reported on attendance reports and shall be signed by Fire Chief or designated alternate. The total hours of prior accumulated compensatory time taken off during each pay period shall be likewise reported.
5. Fringe Benefits Not Affected by Overtime - Overtime work shall not be a basis for increasing vacation or sick time leave benefits, nor shall it be a basis of advancing completion of required period for probation or salary advances.
6. Compensation for Overtime -
a. Compensatory time off (CTO) may be accrued up to eighty ninety-six (8096) hours. These limits may be exceeded due to emergencies, but are to be brought into compliance as soon as operationally possible.
b. An employee shall have the option to request compensatory time in lieu of paid time for overtime necessitated by call backs, training, sick leave, holiday, or vacation coverage.
Approval from the Chief or designee is required. Strike team and overhead assignments will be paid only in overtime pay.
c. Employees who work less than 212 hours in a 28-day work period will receive their regular straight time pay, by including any available leave credits to reach the 212-hour level.
Vacation, floating holidays, sick leave, bereavement, jury duty and compensatory time off shall count as time worked for the purpose of computing overtime. d. Compensation received through the payment of workers compensation pay (4850) time shall not count as hours worked for the purpose of computing overtime.
B. Callback Time
1. Callback time shall be that time an employee is called back to work by the Fire Chief or his designee before or after a normal work shift when an employee is required to work on normal time off. The time actually worked, or a minimum of three (3) hours, may be paid or accrued as compensatory time off. Calculation subject to the 212-hour limit provided in Article 5, A (2).
2. Employees called back from vacation or compensatory time off leave shall be paid straight time for such hours worked.
3. Employees working a standard shift who are called back shall receive a minimum of 3 hours call back pay at the overtime rate. Additional hours in excess of the minimum 3 hours of call back time worked will be treated as overtime or straight time based on the actual hours worked in the 212-hour work period.
C. Standby Time
Standby time shall be that time an employee is designated by the Fire Chief to be available on immediate call on normal days or hours off. If not called, the employee shall be compensated for the actual time on stand-by with a minimum of three (3) hours accrued as compensatory time or pay subject to the same rules for callback time.
D. Court Time
Court time is defined as that period of time when an employee is required to appear in court as part of the performance of his/her normal duties on a day when the employee would not otherwise
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10 be scheduled to work. Court time will be compensated only when the employee is required to appear in court in connection with his or her duties at a time when he/she is not otherwise scheduled to be working. An employee will not be granted court time during the same time period that callback time is compensable. Court time may be paid or accrued as compensatory time in the same manner as call back time and shall be computed on the basis of the actual amount of the time the employee is required to appear in court, rounded to the nearest one quarter (1/4) hour.
E. Training Time
1. The City recognizes the importance of training for Unit members and strives to provide a minimum of two formal, career related training opportunities per year. Employee-requested and Department approved training will include tuition, per diem and coverage of normally scheduled shifts at City expense. Employees will not receive any overtime for requested training.
Probationary employees will only be approved for classes needed to complete probation. The location of the approved training will be at the Department’s discretion. All approved training funded by the City is subject to budgetary limitations.
2. Mandatory training, scheduled by the Department, will be at the City’s expense, including any employee overtime pay.
3. Expenses incurred must be in accordance with City travel expense policy.
In addition to training provided in item 1 above, employees may be granted relevant and jobrelated classes at the discretion of the Chief with the sharing of costs to be mutually agreed upon by the employee and Chief.
4. Employees returning from week long (40 hour) training programs to a regularly assigned shift, will be granted administrative time for the remainder of the shift that falls on the same day of their return from training. The employee may choose to work the shift.
F. OVERTIME FOR STANDARD TIME EMPLOYEES
1. Overtime for employees assigned an 8 hour day or approved alternative shift: It is the policy that overtime work be discouraged and that work be arranged so that full-time Employees shall normally work not more than eight (8) hours per work day or more than forty (40) hours per week, or more than eighty (80) hours in any pay period, and that overtime work be held to a minimum consistent with the efficient performance of necessary functions. Hours are subject to change based on alternative work schedules.
2. Overtime is authorized time worked in excess of eight (8) hours in a normal day or forty (40) hours per week. Subject to modification based on alternative work schedules. All work authorized as overtime shall be calculated at the overtime rate which is one and one-half (1 1/2) times the regular hourly rate of pay (such calculation being non-cumulative for the same hours). Overtime will be paid, unless requested and approval received for compensatory time. Compensatory time is limited to no more than 120 hours.
3. If a position is authorized to work an alternative work schedule the overtime calculations will be based on the authorized workday (i.e., a 9- or 10-hour day).
ARTICLE 6 – LEAVE
A. Absence from Duty
Item # 2.
11 The absence of an employee from duty shall be reported according to department S.O.P. Unauthorized absence from duty is sufficient cause for discipline up to and including termination of employment.
Unauthorized absence from duty for two tours (96 hours) shall be deemed a voluntary resignation from City employment. For Standard time employees unauthorized absence from duty of five (5) days shall be deemed a voluntary resignation for City employment.
B. Sick Leave
1. Shift Employees shall be entitled to accrue 7.5 hours of sick leave per pay period (195 hours per year). If any employee does not take the full amount of sick leave allowed in any calendar year, the amount not taken may be accumulated from year to year without limit.
2. Standard Time Employees shall be entitled to accrue 3.69 hours of sick leave per pay period (96 hours per year). If any employee does not take the full amount of sick leave allowed in any calendar year, the amount not taken may be accumulated from year to year without limit.
C. Sick Leave Usage
1. Sick leave accrual, if available, will be used for the following circumstances:
a. the absence from duty of an employee because of his/her illness, pregnancy or related complications; quarantine due to contagious disease.
b. The absence from duty of an employee due to the preventative care, diagnosis, care or treatment of a health condition of the employee’s family member or other purposes authorized by Labor Codes Section 246.5 (leave for victims of domestic violence, sexual assault, or stalking). For the purposes of this provision, family member shall be restricted to the employee’s biological parent, foster parent, adoptive parent, sibling, spouse, domestic partner, child, parent-in-law, brother-in-law, sister-in-law, grandparent, grandchild, stepparents, stepchildren, step sibling, where there is a child rearing relationship, or a person who stood in loco parentis when the employee was a minor child. c. the medical appointment of an employee.
d. the absence from duty of an employee due to the medical appointment or illness of his/her spouse, domestic partner, child, or parent to the extent provided by California Law (specifically, AB 109, known as the “Kin Care” legislation effective in 2000, and SB 1471, as enacted in 2003)
2. If absence from duty by reason of sickness extends beyond the period of two (2) work shifts (48 hours), the officer or employee may be required to provide, to the Fire Chief or his/her designee, a verification of sickness or disability prepared by a regular, licensed and practicing physician prior to entitlement to sick leave pay. All employees whose absence from duty because of sickness extends beyond two (2) calendar weeks shall cause a weekly report or certificate by a regular licensed and practicing physician to be filed with the Fire Chief or his designee. Certificates filed under this section shall detail the nature of the sickness and certify the employee’s inability to return to work. If no certificate is filed, salary or wages may be withheld from employee. The Fire Chief or his designee may require any employee to furnish a certificate of illness or disability completed by a regular, licensed and practicing physician at any time that the Fire Chief is aware of information that an employee is abusing sick leave. No employee will be disciplined for insubordination based on the refusal to work when he or she has elected to use accrued
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12 sick leave but will remain subject to discipline for any abuse or dishonesty in the use of sick leave.
D. Worker’s Compensation Pay
Employees absent from work under Labor Code Section 4850 shall be compensated for those scheduled hours at straight time.
E. Bereavement Leave
1 Employees shall be granted leave of absence with pay not to exceed two work shifts (48 hrs.) per fiscal year non-cumulative for the purpose of attending funeral services, making related arrangements for the family or travel to and from the location of services on account of the death of any member of his/her immediate family. Member of the immediate family means the mother, father, grandmother, grandfather, or a grandchild of the employee or of the spouse of the employee and the spouse, son, son-in-law, daughter, daughter-in-law, brother or sister of the employee, step parents or any relative living in the immediate household of the employee.
2. Leaves in excess of the 2 work shifts as specified above (or in case of additional deaths) shall be charged to vacation or compensatory time, in accordance with AB 1949..
3. Standard Employees will receive 40 hours of time to be used in the same manner as provided for in this section.
F. Vacation Leave
1. Following completion of twelve (12) months of continuous service, an employee shall receive credit for vacation pay in accordance with the following schedule for shift employees:
Up to two 2 years ............................... 144 hours per year (5.54 hours per pay period) 2 years plus to 5 years ...................... 168 hours per year (6.46 hours per pay period) 5 years plus to 10 years .................... 216 hours per year (8.31 hours per pay period) 10 years plus to 15 years .................. 240 hours per year (9.23 hours per pay period) 15 years plus to 20 years .................. 288 hours per year (11.08 hours per pay period) 20 plus years .................................... 312 hours per year (12 hours per pay period) Credit for Standard work week employees will be as follows:
Up to 2 years 80 hours per year (3.08 hrs per pay period) 2 plus years to 5 years 96 hours per year (3.69 hrs per pay period) 5 plus years to 10 years 120 hours per year (4.62 hrs per pay period) 10 plus years to 15 years 140 hours per year (5.38 hrs per pay period) 15 plus years to 20 years 160 hours per year (6.15 hrs per pay period) 20 plus years 176 hours per year (6.77 hrs per pay period)
2. All vacation hours earned by an employee shall be vested to such employee at the conclusion of each pay period.
3. Shift Employees will be permitted to accumulate accrued vacation hours until reaching maximum cap limit of 420 hours. No more than 420 hours of accrued vacation may be carried over to the next calendar year. Once the shift employee reaches the cap limit of 420 hours, vacation shall not
Item # 2.
13 continue to accrue until the shift employee has used accrued vacation hours to lower the accumulated accrued vacation hours below 420.
4. Standard Employees will be permitted to accumulate accrued vacation hours until reaching maximum cap limit of 320. No more than 320 hours of accrued vacation may be carried over to the next calendar year. Once the employee reaches the cap limit of 320 hours, vacation shall not continue to accrue until the shift employee has used accrued vacation hours to lower the accumulated accrued vacation hours below 320.
5. Vacation will be scheduled in accordance with Department SOP #109. In the event an employee is not permitted to schedule and take vacation as caused by the City, which results in the employee exceeding the accumulation limits, the Fire Chief, may upon request of the employee, request the City Manager to approve a 90 day extension of time, in which vacation time will be scheduled that will bring the employee’s accrued time below the hour limit. For vacation requested for the same period, seniority with the Fire Department will determine the order which employee receives their vacation request first.
6. Vacation Elective cash-out provisions:
Employees may, once each calendar year during the month of December, request payment in lieu of vacation if the following conditions are met:
a. The employee has taken a minimum of 96 hours of vacation and/or holiday hours off in the current calendar year as of the last full pay period ending in the month of November; b. The employee has no less than 200 hours of accrued vacation and holiday hours as of the last full pay period in the month of November; and
c. The Employee utilizing this provision submits an irrevocable election by December 31st of the calendar year prior to the calendar year in which the vacation hours to be cashed out are earned; and
d. The requested cash out will coincide with the applicable IRS tax year based upon the check dates; and
e. The actual payment of the requested hours cannot occur until the hours to be cashed out for that calendar year have accrued. Cash-outs for hours accrued in prior years are not allowed; and
f. The requested vacation cash outs will be paid by the last paycheck of the calendar year in which the vacation hours are earned.
G. Holiday Pay
1. All non-shift unit members shall receive pay in lieu holidays. Personnel assigned to the following classifications, which must be staffed each day of the week, are not granted official City holidays as days off with pay:
Firefighter
Engineer
Captain
2. Effective July 1, 2022, in lieu of City holidays, employees in the classifications above received 5% increase in base salary.
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14 3. In the event an employee wishes to observe a city holiday they must submit a request for vacation or CTO time off and receive approval from their supervisor.
Holidays (For Non-shift {40 hr per week employees}only)
1. Holidays shall mean those days or hours designated as such by or pursuant to this Agreement, City ordinance or resolution. The holiday is the day as observed by the City. For Standard Work Week employees holidays are recognized as 8 hour days.
Recognized holidays shall include:
(a) New Year's Day Columbus Day
Martin L. King Day Veterans' Day
Presidents' Day Thanksgiving Day
Memorial Day Day After Thanksgiving
July 4th Christmas Day
Labor Day
(b) 2 Floating Holidays
H. Jury Duty Leave
An employee shall be paid their normal salary for each work day or portion thereof; they are required to be on jury duty. Any money received by the employee for jury duty shall be remitted to the City by the employee, less travel expenses.
I. Family and Medical Care Leave
1. A regular full-time employee, with more than one year of continuous service, or who has worked more than 1250 hours during the previous 12 months, may request a Family and Medical Care Leave of absence of up to 12 weeks in any one continuous 12-month period. This leave may be taken for the birth or adoption of a child, to care for a child, spouse or parent who has a serious health condition or for one’s own health condition that makes the employee unable to perform the essential functions of the job. If this leave is granted, upon return, the employee will be reinstated to the same or a comparable position as the position held before the leave unless such a position no longer exists. Available accruals must be used for such leaves. For leaves related to an employee’s own serious health condition, or that of an eligible family member, sick leave will be utilized first, followed by other accrual (holiday, CTO, vacation). If all available accrual is depleted an employee may continue on an unpaid leave until the 12-week maximum leave is taken.
If an employee desires to take an FMLA or CFRA leave not associated with the serious health condition of him or herself, or an eligible family member, sick leave hours accrued may not be used.
2. Whenever possible, the employee must provide at least 30 days written notice that they wish to take this leave of absence. When this is not possible the employee must notify the city, in writing,
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15 as soon as possible. Failure to comply with these notification rules may result in the denial or deferral of the requested leave until the employee complies with the notice provisions.
3. The City will require the certification from the health care provider who is attending to the serious health care condition of the employee, the employee’s child, spouse or parent before allowing the employee to take a leave to take care of that family member. If there is a question concerning this certification, the City reserves the right to require additional certification(s) (without being given a diagnosis) at City expense. Unless otherwise agreed to by the City, any Family and Medical Care Leave must be taken in segments of one full work day (Shift).
4. If the employee is pregnant, she is entitled to pregnancy disability leave and/or Family and Medical Leave in accordance with California and federal law.
5. The cost of the health care coverage while on a Family and Medical Care Leave less any portion of the premium required to be paid by the employee will be paid for by the City for up to 12 weeks.
If the employee does not return from leave, the employee will be responsible for reimbursing the City for the insurance premiums paid on their behalf.
6. While the above provisions will apply to most employees in most circumstances, there are certain exceptions under which the City may refuse to grant a Family Care Leave.
ARTICLE 7 – RETIREMENT
A. CalPERS Pension Definitions
New Member Employees:
• A new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, and who has no prior membership in any California Public Retirement System.
• A new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, and who was a member with another California Public Retirement System prior to January 1, 2013, and is not eligible for reciprocity. • A member who first established CalPERS membership prior to January 1, 2013, and who is rehired (by a different CalPERS employer) after a break in service of greater than six months.
Classic Member Employees:
• A member who was brought into CalPERS membership for the first time before January 1, 2013.
• A member who was brought into CalPERS membership for the first time on or after January 1, 2013, and who was a member with another California Public Retirement System prior to January 1, 2013, and is eligible for reciprocity. • A member who first established CalPERS membership prior to January 1, 2013, and who
Item # 2.
16 is rehired (by a different CalPERS employer) after a break in service of less than six months.
B. New Member Retirement Benefits
New employees hired on or after January 1, 2013, upon placement in a full-time employment status shall have the PERS 2.7% @ 57 formula, as provided by the terms of the contract in effect between the City and PERS.
C. New Member Retirement Contributions:
The employee contribution rate shall be 50 percent of the “normal cost” rounded to the nearest quarter of 1 percent, as determined by PERS annually.
D. Classic Member Retirement Benefits
Employees hired before January 1, 2013 and designated as local public safety members by the City are provided retirement benefits under the California Public Employee's Retirement System Local Safety 3% at 55 formula.
E. Classic Member Retirement Contributions
Classic Member Employees shall pay a total pension contribution of 12%.
F. Supplemental Retirement Benefits
1. The City shall provide a supplemental retirement benefit to each eligible employee covered under the terms of this Agreement who attains normal retirement age. The term "normal retirement age" is the age at which an employee first becomes eligible to receive a disbursement of a retirement benefit under the terms of the employee benefit plan described in section A of this Article. The term "eligible employee" is limited to those employees who leave City employment for the sole reason of retiring under a PERS regular service retirement, disability retirement, or industrial disability retirement provision.
2. For employees hired before January 1, 2024 with at least ten years of service with the City fire department are eligible for the benefit provided under the terms of this section. They are eligible for a one-time lump sum payment, calculated on the basis of 50% of the straight time value of the retiring employee's accumulated but unused sick leave, up to 520 hours (maximum pay out of 260 hours) on the date that the employee retires from City employment. The reference to sick leave hours in this section is for purposes of calculating the benefit provided under this section only, and shall not operate to "vest" sick leave hours, or otherwise create any entitlement to pay for those sick leave hours for an employee who terminates employment prior to attaining normal retirement age as defined in this sub-part. The straight-time value of the retiring employee's sick leave days shall be computed solely and exclusively on the basis of the non-overtime normal base wage rate paid to the employee, and no overtime premiums, or any other type of premium pay, incentive pay or pay for working out of class or employee benefits or other forms of non-straight time wage compensation shall be used for purposes of calculating the benefits due under this section.
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17 3. Any employee that shows an effective date of retirement into the PERS system within 120 days of separation from employment with the City shall be credited with PERS service credit for all accumulated but unused or uncompensated sick leave.
4. Consistent with the sick leave provisions of this Agreement, any employee whose employment with the City terminates for any reason prior to attaining normal retirement age forfeits all accumulated but unused sick leave hours, and shall not become entitled or eligible to receive any benefits under the terms of this section even if the employee is subsequently re-employed by the City. Any rehired or reinstated employee shall begin to accrue sick leave hours as if they had never worked for the City previously. The benefit provided in this section shall not arise or vest, until such time as the individual employee applying for the benefit becomes eligible for the benefit as provided in this section and provides written notice to the City Manager of his/her intention to retire from employment with the City. The benefit provided in this section shall not increase the City's obligations with respect to other benefits of employment, including, but not limited to, other retirement benefits, health and welfare benefits, sick leave benefits, disability benefits, or any other form of compensation or fringe benefits of whatsoever kind or nature. Notwithstanding the limitations contained in this section, the City shall pay a supplemental benefit consisting of all unused sick leave to the estate of any employee covered by the MOU who is killed in the line of duty.
G. Retiree Health Insurance Benefit
1. For employees hired prior to January 1, 2024 retiring from the City under PERS, after twenty-five (25) or more years of City service, is eligible for the following retiree health insurance benefit:
a. The City will pay the statutory administrative fee for PERS coverage. b. The City will pay 50% of the cost for medical insurance for the employee or employee plus 1. Amount will be equal to lowest cost available PERS insurance plan for Nevada County regardless of the plan selected by the employee of the medical plans offered by the City through PERS.
2. To receive this benefit a retiree must provide annual evidence of health insurance coverage to the Human Resources Department.
3. Such benefit will cease upon the retiree receiving group medical insurance coverage from another employer or receiving coverage through Medicare. If a retiree covered under another employer’s group medical insurance loses such coverage, this benefit will start or restart until the retiree is otherwise ineligible.
ARTICLE 8 – SALARY SCHEDULE
A. Salary Ranges for Unit Classifications
The salary ranges for unit classifications shall remain as set forth on the attached schedule, referenced as Appendix A.
Each classification covered by this MOU shall have an additional step (5%) added effective January 1, 2025.
o Employees currently at top step for more than two (2) year eligible 1/1/25.
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18 o All other employees are eligible on applicable anniversary date after 1/1/25. Effective the first full pay period following MOU ratification by Local 3800 and MOU approval by the City Council, employee pay rates for all Local 3800 members shall increase by 3%. Effective the first full pay period following MOU ratification by Local 3800 and MOU approval by the City Council all Local 3800 members shall receive a one-time Off-Salary-SchedulePayment of $1,000.00. This payment shall not be considered pensionable income pursuant to CalPERS rules.
B. Certificate and Educational Incentive
1. The City shall offer an Academic Education Incentive program with a maximum cumulative (certificates and degrees) ceiling of 11% of base salary. Only certificates and degrees granted by accredited institutions and are job related, which are above the minimum educational requirement of the employee’s position and enhance the employee’s abilities and contributions will be considered.. If an application for this incentive is denied it may be grieved.
2. The eligible degrees and certificates and corresponding incentives are as follows:
Unit 8 members shall be granted 1.25% of base pay for each listed certificate with a maximum of
8.5%.
Approved certificates:
Chief Officer;
Confined Space Technician;
Fire Officer;
Instructor III;
Possession of both Fire Investigator I and Inspector I; Fire Fighter 2;
Fire Control 3;
Fire Control 4;
HazMat Specialist;
Rapid Intervention Crew Tactics or Firefighter Safety and Survival; Rescue Systems 1;
Rescue Systems 2;
Swift Water Rescue Technician;
California State Fire Training, Rope Rescue Operations; California State Fire Training, Structural Collapse Specialist 1; California State Fire Training, Confined Space Rescue Technician; California State Fire Training, Structural Collapse Specialist2 ; California State Fire Training, Trench Rescue Technician; California State Fire Training, Rope Rescue Technician; Other certificates could be added by mutual agreement.
Unit 8 members shall be granted 2.5% of base pay for each listed degree with a cumulative maximum of 5%.
Item # 2.
19 Approved Degrees: % of Base Salary
Associate of Arts or Science 2.5%
Bachelor of Arts or 2.5%
Bachelor of Science
Master of Arts or 2.5%
Master of Science
3. Paramedic Incentive
Firefighters and Engineers with a current California paramedic license shall be eligible to receive a paramedic stipend of $600 a month. Captains with a current California paramedic license shall be eligible to receive a paramedic stipend of $600 a month when operating as a medic performing ALS skills (when necessary) full time to be eligible for stipend.. There will be a cap of 8 people receiving a paramedic stipend at any one time.
These incentives shall be given as an hourly equivalent.
Parties agree to meet and confer over the details of the ALS program upon request and as needed throughout the term of the MOU.
4. Deputy Fire Marshal
The Fire Marshal shall receive the hourly equivalent of $600 a month.
5. Expanded Scope EMT Incentive
EMTs who show, at a minimum, proficiency in all expanded scope EMT skills (as defined by SSV) and 12 Lead EKG application shall receive a stipend of $100.00 a month (hourly equivalent).
Proficiency is required within six months from date of hire. Proficiency shall be proven with an SSV-approved testing process. EMTs must demonstrate proficiency annually.
Expanded scope EMT shall be required within twelve months of hire for new employees, and shall be an MQ for career employees twelve months after ratification.
6. Advanced EMT (LALS) – Limited Advanced Life Support
The Advanced EMT shall receive a stipend of $300 a month
C. Rules for Use of Salary Schedule
1. In the general schedule of pay ranges established by the City Council each classification within a department has an applicable range consisting of five steps.
Item # 2.
20 2. All appointments from a listing of eligible candidates will enter the probationary periods at the base salary of the range applicable to the job. The Fire Chief may recommend elevation above the entry level step to compensate for education, experience or as a recruitment incentive.
3. All employees shall be eligible for a merit step increase to the next step in pay range every twelve months until the end of his or her pay range. No advance in pay shall be automatic upon completion of the periods of service outlined hereinabove. All increases shall be made on the basis of merit as established by the employee’s service, and after the recommendation of the department head and approval by the City Manager. Increase in pay shall be withheld in cases of inferior work, lack of application, or indifferent attitude. Employees denied a merit increase will be eligible for reconsideration 6 months following their initial review date.
4. Upon recommendation of the Fire Chief and approval of the City Manager, any employee may be given an administrative raise to the next step in range, but not more than one in eighteen (18) months. The administrative raise is not a right, but may be given for outstanding services. A 2- 1/2% administrative raise may be given above the five-step range schedule.
5. An employee promoted from a Fire Department promotional list shall move to the closest salary step in the new class that gives a minimum of a 5% increase over base pay, not to exceed the top of the pay range, as recommended by the Fire Chief to the City Manager. The date of the promotion will establish a new anniversary date for the employee’s future performance evaluations. Should a promotion occur concurrently with the employee’s evaluation, and the employee is eligible for a merit increase, the merit increase is to be included in the base salary before promotion.
6. Employees transferred from one department to another in the same classification will continue to receive the same salary and will have no change in their anniversary date and would not be subject to a probationary period.
7. Allocation to a class with Lower Salary Range (Voluntary Demotion or Reclassification): If the salary range of the new class to which an employee’s position is allocated has a maximum lower than that of his/her current class, but not lower than his/her actual salary, he/she should continue to receive his/her present salary until his/her next anniversary date, which remains unchanged, at which time he/she would be eligible to move by a merit increase in the proposed range. If the top of the new range is lower than the current salary, then the salary will be reduced to an amount not to exceed the top of the new range effective the next full pay period one year from the re-allocation date.
8. An employee reassigned by management to a position in a lower classification (demotion) will move to the closest salary step in the new class that provides a minimum 5% decrease in base pay.
The anniversary date for future evaluations will be the date of the demotion.
9. A reclassification may result if the job, responsibilities, duties, requirements, skills change to a degree that the position needs to be placed in a new classification. If the reclassification impacts only the incumbent employee and the employee is qualified for the position, they will be placed in the position. If more than one employee is impacted and each is qualified, an internal review of the employees will be completed to select the best qualified person for the position. A reclassification will result in the elimination of the old position if it is a single person position and be replaced with the new position, as by the very process the position has fundamentally changed.
If the position is used by other departments the position being reclassified will be eliminated from the department impacted. A reclassification is not a promotion and does not carry with it an
Item # 2.
21 automatic pay increase. If the employee’s salary is currently below the minimum of the new range, the employee’s salary will be increased to meet the minimum rate of the new range. A reclassification will not change the employee’s annual evaluation date. The employee will be able to move through the new pay range based on the normal evaluation and merit process.
D. Acting Pay
The City recognizes the operational and career development value of assigning qualified employees to act in higher ranks. In the absence of employees assigned to higher ranks, and in accordance with policy set forth by the fire chief, a qualified employee may move into the position in an acting capacity. Employees electing to serve in acting assignments will be subject to the following:
1. Qualified employees may serve in an acting capacity in the battalion chief, captain and engineer positions. In the event that a qualified acting battalion chief does not exist or is not available, a NCCFD battalion chief may be assigned the duty.
2. To qualify to serve in an acting capacity, an employee must have achieved a passing score on the last promotional or open/promotional testing process the City has offered for the acting position.
3. The job responsibilities of the employee serving in an acting capacity shall be based upon those described in the current position duty statement for the position. Those responsibilities may be modified by the fire chief.
4. Employees meeting the minimum requirements for working in an acting capacity shall be paid a five percent (5%) pay differential for work done in the acting capacity.
5. Individuals performing acting duties must serve in such assignment for at least twelve (12) hours to qualify for acting pay. If such assignment continues past twelve hours, the differential will be paid for all hours worked on that assignment.
6. Qualified actors may be used for station coverage and/or strike team assignments.
7. Payments to employees for acting assignments will be made each pay period.
8. Employees may be removed from the list of eligible employees for acting purposes for cause.
9. In no event will an out of class or acting assignment exceed 960 hours per fiscal year, pursuant to Gov Code Section 24080.
E. Specialist Classifications
Parties agree to continue to meet during next round of negotiations regarding classification duties.
City proposes establishment of Specialist level for classifications. Differential of 2.5% +/- F. Longevity Pay
Effective the first full pay period following MOU ratification by Local 3800 and City Council approval of MOU, the City shall pay two and one-half percent (2.5%) of base rate for longevity pay upon completion of ten (10) years of continuous service.
ARTICLE 9 - HEALTH AND WELFARE
Item # 2.
22 A. Insurance Benefits
During the term of this agreement the City will make available medical, dental, and vision insurance benefits to the employee and their dependents:
1. The City will pay a monthly set rate for health insurance (Medical, Vision, and Dental) based on the employee’s medical coverage selection as follows:
Effective July 1, 2024:
a. For Employee only - $814964.00;
b. For Employee plus 1 dependent- $1,6221,772.00;
c. For Employee plus 2 or more dependents- $2,1302,280.00.
Effective January 1, 2025:
a. For Employee only - $1,114.00;
b. For Employee plus 1 dependent- $1,922.00;
c. For Employee plus 2 or more dependents- $2,430.00.
2 Effective July 1, 2024, Eemployees electing to waive medical insurance coverage will receive a payment of $305 405 per month (a rebate) if evidence of similar or better coverage from another source is provided. Employee may use this rebate to pay for elected dental and vision coverage.
Effective January 1, 2025, employees electing to waive medical insurance coverage will receive a payment of $505 per month (a rebate) if evidence of similar or better coverage from another source is provided. Employee may use this rebate to pay for elected dental and vision coverage.
3. All benefits shall be subject to the standard provisions set forth in the policy or policies, or P.E.R.S. regulations.
4. Disputes concerning the hospital/medical, vision and life insurance provided pursuant to this agreement, but not limited to, questions as to the scope of benefits or disability coverage, eligibility, and premium rate shall not be subject to the Grievance Procedure.
5. Subject to provisions of this MOU and policies of the insurance carrier, retirees and their dependents may, at their own expense, continue coverage under the City’s program, which may extend beyond the COBRA period.
6. The City will provide term life insurance coverage in the amount of $50,000.00 for each employee, $5,000.00 for the employee's spouse, and $1,500.00 for other eligible dependents.
7. Short Term Disability Insurance
SDI is now in force for bargaining unit employees. The employee is entitled to supplement weekly SDI benefits with accumulated leave time up to the amount of his/her regular monthly salary.
ARTICLE 10 - SCHEDULING OF SHIFTS
Item # 2.
23 A. Authorized Personnel
1. Shift assignments will be in effect for 12 months unless an emergency warrants a change. The shift assignments will not be changed during the year unless requested by the employee or employer and only after a meeting has been held between the affected employee(s) and the Chief or his designee. Emergencies include, but are not limited to the necessity to staff for unplanned employee events that require a change for proper coverage. All emergencies will be handled as the situation requires. Changes that occur as a result of the meeting between the Chief or his designee and the affected employee(s), shall not take effect for at least fourteen (14) calendar days following notice to the employee(s), unless an earlier date is mutually agreed to by all parties.
2. The Fire Chief or his designee or under the direction of the City Council may assign one hundred (100) percent of the total number of employees of the Fire Department to work overlapping shifts in cases of emergencies as determined by the City Council.
3. For the term of this agreement the Chief or designee may temporarily change or alter shifts for the purpose of providing relief coverage on alternate shifts. These shift changes may occur where staffing will fall below minimum levels as a result of planned or non-emergency absences of other employees. It is preferred by the City that Employees use hours earned because of working a flexed or alternate shift within the 28-day work period in which they were earned which are considered straight time hours. It is recognized that the use of flex time earned within the same work period is not always achievable or desirable and employees will be granted comp time for time worked and not taken during the 28-day work period. Flexibility in scheduling will be done in accordance with departmental standard operating procedures.
4. For the term of this MOU City of Grass Valley firefighters will be assigned regular shifts to City fire stations.
5. All available shifts will first be offered to Unit 8 employees before filling vacancies with temporary assistance or employees from other agencies.
ARTICLE 11 - PROMOTIONAL OPPORTUNITIES
Promotional examinations will follow the current Civil Service Rules. The Fire Chief will determine if there are sufficient qualified employees for an internal department list, generally consisting of at least 3 qualified personnel. If there is a need to create an open list, existing Unit 8 members will receive 3 career points after successful completion of the examination process.
ARTICLE 12 - UNIFORMS
Employees shall receive a uniform allowance of $1,200.00. The allowance will be paid twice each year, with one half in July and one half in January. Payment will be made with first full pay period of the month and be made as part of the normal pay check. The allowance will be prorated for each full month of employment for new employees. Employees leaving city employment are not entitled to any proration of uniform pay.
A. Care of Uniform
a. New hires will purchase a Class A uniform within two (2) years of hire. b. All uniforms will be kept in a clean and well-maintained condition.
B. Special Compensation
Item # 2.
24 To comply with the special compensation requirements of CalPERS, the City shall report to CalPERS periodically as earned the value of the uniform allowance above for classic members (as defined by CalPERS). For classic members, the City and employees will be required to make required employer and employee contributions based on this special compensation in the applicable employer/employee contribution amounts. Pursuant to CalPERS regulations, the value of uniforms and uniform cleaning for new members (as defined by CalPERS) does not count as special compensation.
ARTICLE 13 - REDUCTION IN FORCE AND RE-EMPLOYMENT
A. In Lieu of Layoff
1. In lieu of layoff, the City may pursue consideration of a furlough or reduction of hours on a department basis as follows:
2. City Council makes a finding that for reason of lack of work or lack of funds that a reduction in personnel is needed.
3. Department Head consults with Employees to explore alternatives. i. Voluntary furloughs/hours reduction sought first.
ii. Involuntary furloughs or reductions in hours may be imposed on a standard basis by class within the department, not to exceed 48 hours (2 shifts) per fiscal year.
Should the City desire to utilize more than 48 hours of involuntary furlough time in a fiscal year, The Grass Valley Fire Department employees will be consulted and shall have the option of agreeing to permit the City to utilize up to an additional twenty-four (24) hours of involuntary leave for a total of 72 hours or refusing such request. If the request is refused the City shall have the option of reducing the force through layoffs.
iii. For employees working 8-hour shifts, involuntary furlough time may not exceed 80 hours per fiscal year. If additional time is desired the City may request an additional 40 hours of time for a total of 120 hours. If the request for additional hours is refused the City shall have the option of reducing the force through layoffs. iv. In lieu of taking actual furlough time employees may elect to pay a higher portion of city provided benefits (i.e. health insurance) in an amount equal to the total savings that that would have been realized by the furlough time. Equivalent paid time may be taken off. Provided the savings are achieved within the same time period (fiscal year) as the assignment of furloughs.
v. If any of the options above (except iv) are chosen and include furloughs of employees, no impact to benefits shall occur. Insurance will still be paid by the extent agreed to in this MOU. Leave accruals will continue at the full-time rates and will not be prorated for furlough day(s). Retirement contributions and related benefits shall be maintained as if no reduction in time had occurred and full year PERS service credit will be retained, unless precluded by PERS.4. Upon reduction in force, permanent employees appointed to jobs with a lower pay range shall be given the next step up in the range lower than the range from which he/she was reduced. (i.e.: If employee is Range 2, Step C, upon appointment to lower pay range due to reduction in force, employee would be Range 1, Step D).
Item # 2.
25 B. Treatment of the Employees Laid Off
1. When the Fire Chief is instructed by the City Council to reduce the number of employees in the classified service within his/her department, lay-off shall be made in accordance with the following rules:
a. Employees to be laid off shall be given a leave of absence without pay until the position is re-established whereupon such employee shall be given ten (10) days' notice to accept reemployment. b. The names of each employee laid off shall be entered on the "re-employment list" established by the Personnel Commission and notification as provided in the commission rules shall be required. Within ten (10) days, a certificate by a qualified physician or surgeon selected by the commission, may be required certifying as to his/her physical fitness to perform the service involved.
2. The first person laid off from a department, within a class shall be the one with the least length of service within the class and grade since original permanent employment. The person so laid off shall thereupon be restored to a position in a class in the same department in which he/she formerly held a regular position in which:
a. The employee displaced shall be considered laid off for the same reason as the person who displaces him/her and shall likewise be restored as provided herein, in a class in which an unfilled position exists, or,
b. There is then employed a person with less total length of service since original appointment. The person with the least length of service shall be displaced by the employee laid off from the higher class.
3. Should an employee have rights for displacement in more than one previous classification, he/she shall displace first in the highest classification to which he/she is eligible.
4. In accordance with the City Charter, whenever a position in any class is to be filled, unless filled by a reduction of rank as provided above, it shall be filled in the following order:
a. From the re-employment list for that class;
b. From the promotional register of eligibles for that class; c. From the appropriate competitive register of eligibles.
5. When employment is from the re-employment list, one name shall be certified for each vacancy to be filled and in the order of greatest length of service in that and higher classes since regular appointment.
C. Seniority
1. Seniority ratings in any department shall be based on the time in a classified position in the City of Grass Valley Fire Department, including periods of approved leaves of absence.
2. Credit allowable by the Personnel Commission for length of service shall be calculated on the basis of the years of continuous employment including approved leaves of absence dating from the first day of such continuous employment in any department or departments of the City of Grass Valley as a classified employee.
3. Credits allowable by the Personnel Commission for examination based on the length of service shall be deemed to include periods of time granted under approved leaves of absence.
Item # 2.
26 ARTICLE 15 - DISCIPLINARY ACTION
A. Principle
1 Every Firefighter and employee shall retain his/her employment so long as it exists under the same or a different title, during good behavior, and shall not be suspended, fined, demoted, removed, or otherwise penalized, except as provided in the below paragraphs.
2. This article is subject, however, to every provision of the Constitution and applicable state statutes designated as a general ground of forfeiture of office, or employment or imposing a criminal liability.
B. Disciplinary Process
1. The purpose of disciplinary action is to correct deficiencies in employee performance, to seek improvement to meet appropriate standards, and/or to correct for violation of City policies. The disciplinary process outlined below has been established to provide general guidelines for a fair method for disciplining employees. Performance appraisals and non-punitive constructive disciplinary actions which are designed to assist an employee to improve his/her performance are excluded from the procedural rights specified in this Section.
2. Discipline may be initiated for various reasons, including, but not limited to violations of City and/or Department work rules, insubordination or poor job performance. The severity of the disciplinary action depends on the nature of the offense and an employee’s record, and may range from verbal counseling to immediate dismissal.
3. The normal progressive discipline procedure steps consist of the following, which will be administered in compliance with the Firefighters Bill of Rights.
C. Informal Actions
1. Verbal Counseling: An opportunity to communicate in a non-punitive fashion that a problem is perceived and that the supervisor is available to help solve it. This action cannot be appealed.
2. Documented Counseling: A written record of performance issue accompanied by a written performance improvement plan including timeframes. A copy of this counseling is given to the employee and one copy is filed in the supervisor’s working file until the employee’s next performance evaluation, where such counseling may be noted and then removed from the supervisor’s file and destroyed.
3. Letter of Warning: Informal action generally used after counseling has failed. Letter to document performance failures and advise employee that if situation continues, a formal action will follow.
D. Formal Disciplinary Actions
1. Written Reprimand: A written communication to the employee that an offense has been committed. This action can be discussed with the Fire Chief if so requested by employee. The Chief may uphold or modify the reprimand. A copy of this reprimand is given to the employee and one copy is filed in the employee’s personnel file.
2. Suspension Without Pay, Demotion, or Reduction in Pay: These are serious disciplinary actions and are subject to the Skelly procedures below.
3. Dismissal for Cause: The final step in the progressive disciplinary process. Only the City Manager may dismiss any employee covered by this MOU.
Item # 2.
27 E. Administration of Discipline
1. Although one or more of these steps may be taken in connection with a particular employee, no formal order or system is necessary. The severity of the action depends on the nature of the offense and an employee’s record, and may range from verbal counseling to immediate dismissal.
2. An employee serving an initial probationary period may be discharged without application of the disciplinary process and with no rights of appeal.
F. Skelly Process
1. All formal disciplinary actions will be covered under this section when requested by the employee.
2. The employee shall be provided notice of the proposed discipline.
3. Within fourteen (14) calendar days of the notice of proposed discipline, the employee or his/her representative may file a request for Skelly meeting.
4. The Skelly Officer shall schedule a pre-disciplinary response meeting with the employee and his/her representative, if any, within fourteen (14) calendar days of the receipt of the request for meeting.
5. The Skelly Officer shall conduct the meeting and shall render a decision upholding, modifying, or overturning the proposed action, within fourteen (14) calendar days of the date of the Skelly meeting.
G. Appeal Process
1. Once a decision has been reached by the Skelly Officer that discipline is appropriate, the discipline will be imposed.
2. Appeal to the Personnel Commission: Any regular employee who has completed their initial probationary period shall have the right to appeal the decision of the Skelly Officer by following the appeal process outlined in the Civil Service Rules and Regulations. There is no cost to the employee for an appeal to the Personnel Commission, other than the cost of a copy of the transcript or other recording of the proceedings, pursuant to Section 11.6 of the Civil Service Rules and Regulations.
3. Alternative Appeal to Advisory Arbitration: As an alternative appeal procedure to that set forth in section G.2 above, any regular employee who has completed their initial probationary period may elect to appeal the decision of the Skelly Officer to advisory arbitration, pursuant to the following procedure:
A. The appeal request must be made in writing to the City Manager within 15 days of the decision of the Skelly Officer;
B. Within 7 calendar days of receipt of the appeal request, the parties shall select an arbitrator, either by mutual agreement, or if unable to agree, by submitting a joint request to the State Mediation and Conciliation Service for a list of five (5) qualified arbitrators. i. The parties shall take turns striking names from the list, beginning with the party who wins a coin toss, until one remains.
ii. Because appeal to advisory arbitration is an employee-elected alternative procedure to an appeal to the Personnel Commission, each party shall pay 50% of the cost of arbitration, which may include a court reporter appearance fee. Should a
Item # 2.
28 transcript be desired, each party shall pay for the cost of its own copy of the transcript.
Each party shall bear their own attorney’s fees.
iv. The arbitrator’s decision shall be mailed to both parties, with the City’s copy mailed to the City Clerk. The arbitrator’s decision is advisory to the City Council. The City Council shall, within 30 days of the City Clerk’s receipt of the arbitrator’s decision, convene a hearing in closed session to review the arbitrator’s decision. The City Council may approve, modify or reject the arbitrator’s decision. The decision of the City Council is final.
4. Nothing herein shall restrict the right to make bona fide reduction in force or enact legislation requiring retirement for disability or age.
5. Discipline once imposed is only subject to this appeals process under Article 15 and is not grievable.
ARTICLE 16 – GRIEVANCE PROCEDURE
A. Definition
Grievance - A grievance is any dispute concerning the interpretation or application of this Agreement, or of rules or regulations governing personnel practices or working conditions, or of the practical consequences of a City rights' decision on wages, hours and other terms and conditions of employment.
B. Process
Grievances shall be processed in accordance with procedures established by the City.
C. Procedures
1. All grievances shall be processed only in accordance with the procedures and general conditions set forth below
2. It is the intent of these procedures to encourage resolution of grievances informally, at the nearest practical organizational level from which it emanates, and as promptly and fairly as possible to all concerned.
D. Informal Grievance
1. Within fourteen (14) calendar days (2 two-week tours) following an occurrence giving rise to a grievance, the employee shall orally present the grievance situation to his/her immediate supervisor. (Exception: where the grievance directly involves the working relationship with the supervisor, the grievance shall be presented to the next higher level of supervision). The employee and supervisor have a mutual responsibility to have the grievance resolved at their level whenever possible.
2. Presentation of an informal grievance shall be necessary prior to processing it further as a formal grievance.
E. Formal Grievance
Item # 2.
29 A formal grievance shall only be initiated by completing the grievance form provided by the City Manager's Office.
Step 1
1. If a mutually satisfactory solution of the grievance was not resolved informally, the employee may file a written grievance with his/her department head (or designated representative) within fourteen (14) calendar days after the last meeting between the employee and supervisor. Within (14) calendar days after the formal grievance is received, the Fire Chief shall investigate the facts and issues at the earliest date consistent with the nature of the grievance and the normal conduct of the department's business. Within five (5) working days after concluding the investigation, the Fire Chief shall render a decision in writing to the employee.
2. Unless a decision of the Fire Chief is appealed by the employee to Step Two, in the time limits provided, the grievance shall be deemed resolved, final and binding.
Step 2
1. If the employee is not satisfied that the grievance has been resolved in Step One, he/she may, within (14) fourteen calendar days after the receipt of decision, request in writing that the City Manager consider the grievance and decision as rendered by the Fire Chief. Within fourteen (14) calendar days after the grievance is received, the City Manager (or designated representative) shall review the facts, issues and make such further investigation as is necessary at the earliest date consistent with the nature of the grievance and normal conduct of City business. Within fourteen (14) calendar days after concluding the review, the City Manager shall render a decision in writing to the employee and Fire Chief.
2. Unless the decision of the City Manager is appealed by the employee to Step Three, in the time provided, the grievance shall be deemed resolved, final and binding.
Step 3
1. If the employee is not satisfied that the grievance has been resolved in Step 2, he/she may, within fourteen (14) calendar days after the City Manager 's decision is rendered, request in writing to the City Manager, that the City Council consider the grievance and decision rendered by the City Manager. Within fifteen (15) working days after the grievance is received, the City Council shall designate a sub-committee which shall commence conducting the review. The City Council subcommittee shall determine the best means to conduct the review of the facts, issues and such further investigation as is necessary at the earliest date consistent with the nature of the grievance and normal conduct of City business. Within fourteen (14) calendar days after concluding the review, the City Council sub-committee shall render a decision in writing to the employee, City Manager and Fire Chief.
2. As an alternative procedure to that set forth in Step 3, paragraph 1 above, the employee or the Union may elect to submit the grievance to advisory arbitration pursuant to the following procedure:
A. The request to proceed to advisory arbitration must be made in writing to the City Manager within 14 calendar days of the decision of the City Manager; B. Within 7 calendar days of receipt of the request, the parties shall select an arbitrator, either by mutual agreement, or if unable to agree, by submitting a joint request to the State Mediation and Conciliation Service for a list of five (5) qualified arbitrators.
Item # 2.
30 i. The parties shall take turns striking names from the list, beginning with the party who wins a coin toss, until one remains.
ii. Because submittal of the grievance to advisory arbitration is an employee or Union-elected alternative procedure to resolution by the City Council under Step 3, paragraph 1, each party shall pay 50% of the cost of arbitration, which may include a court reporter appearance fee. Should a transcript be desired, each party shall pay for the cost of its own copy of the transcript. Each party shall bear their own attorney’s fees. iii. The arbitrator’s decision is advisory to the City Council. The City Council may appoint a City Council sub-committee which shall review the written decision of the arbitrator and the record and issue a written decision within 30 days of receipt of the written arbitrator’s decision. The City Council or its sub-committee may approve, modify or reject the arbitrator’s decision.
3. The decision rendered by the City Council or its sub-committee shall be final and binding on all parties.
F. General Conditions
1. Review and determination of a grievance is applicable to certain interpretations and applications as set forth under Definitions and, as such, cannot change any City adopted salary schedules/ranges or such other benefits subject to the meet and confer process. Oral or written evaluations or other corrective directives and merit step determinations, for example, are not grievable matters.
2. Grievances may be made only on behalf of an employee who has successfully completed a required probationary period and attained permanent status.
3. An employee may choose to represent himself/herself or select a representative of his/her choice.
The employee shall be personally present at any meeting which may be held, unless he/she specifically waives that right in writing.
4. In the event that more than one employee is directly involved in a grievance, they shall select one (1) person from among them to carry the grievance forward on their behalf. This person may also select a representative of his/her choice. The employee shall be present at any meetings which may be held, unless he/she specifically waives that right in writing.
5. Any time limit of these procedures may be extended by mutual consent of the parties in writing or by action of the Mayor in writing to all parties.
6. During the grievance process, there shall be no interruption of scheduled work of a department or the City.
7. The time frames provided for may be modified by mutual agreement between the parties.
ARTICLE 17 – SAFETY
A. Safe Conditions, Equipment and Duties
1. The City and its employees agree to maintain a safe and healthful place of work and to maintain safety as well as sanitary conditions in accordance with all applicable state laws. Unsafe working conditions or hazardous jobs which jeopardize the health and safety of the employees shall be
Item # 2.
31 directed to the attention of the City. The City shall investigate the complaint and make any and all corrective measures as deemed necessary by the City. Local 3800 shall cooperate fully in carrying out safe practices and in using safety devices provided by the City.
2. The City shall provide all needed and/or necessary safety equipment for the employee(s) to perform the normal tasks of their respective classification(s). These devices and equipment shall be customary safety appliances to safeguard the employees against danger to health, life and limb.
The City will make available to the employees updated training programs on safety matters and issues as it deems necessary.
3. Employees agree that the duties and tasks performed by them shall be performed in a safe and healthful manner.
B. Safety Equipment
The City may make such protective clothing or other protective equipment available to employees as the Fire Chief deems appropriate under the circumstances. Any employee issued such protective clothing or other protective device is responsible for the proper care of these items. Leather turn out boots and leather helmets have been approved for use by employees and will be provided as protective safety equipment.
C. Employee Alertness
1. The most effective safety equipment an employee possesses is an alert mind. Conversely, an employee whose judgment, reactions and analytical processes are impaired or influenced by alcohol or drugs poses a risk to himself, his fellow officers and employees, and to the public. The City, therefore, expressly retains the right as explained in this Article to verify that employees and officers covered by this Agreement are alert and are not under the influence of alcohol, controlled substances, drugs, or other conditions which would tend to affect or impair judgment, reactions or thought processes.
2. The parties recognize the problems associated with alcohol and drug abuse in the work place and recognize the safety hazard which would be presented if a unit employee worked while under the influence of alcohol, intoxicating drugs or controlled substances. The parties further agree that a testing procedure with both privacy and accuracy safeguards is one appropriate means to protect the safety of employees in the unit. The parties to the Agreement, therefore, wish to evidence their agreement to the concept of accurate drug and alcohol testing implemented with adequate safeguards to preserve employee’s privacy and prevent abuse, as per attached drug and alcohol policy and ”Chain of Custody” policy.
D. Drug, Alcohol and Substance Abuse Policy
1. The City reserves the right, for reasonable suspicion, to require an employee to submit to drug, alcohol or substance abuse testing.
2. "Reasonable suspicion" for purposes of this Article includes, but is not limited to the following:
a. A critical incident has occurred while on duty for the City or at the employee's work location.
i. An accident involving a City vehicle or equipment causing damage to property or persons, in combination with any factors in (b) below.
ii. Employee manifests mental or physical impairment sufficient to raise doubt that normal tasks can be safely or effectively performed.
Item # 2.
32 iii. Employee is observed with illegal drug or drug paraphernalia in possession for possible sale or use; employee is observed with open container of alcohol in work area or vehicle.
b. Documented objective facts and a reasonable inference drawn from those facts that an employee is under the influence of drugs, alcohol or substance. Such objective facts may include characteristics of the employee's appearance, behavior, mannerisms, speech, or body odors. Components of such documentation should include:
1. equilibrium,
2. manner of speech,
3. mental reactions,
4. odor of intoxicants on breath or clothing,
5. eyes,
6. general appearance,
7. physical actions, and
8. work behaviors.
E. Employee Assistance Program
City shall maintain an Employee Assistance Program (EAP). Such program shall endeavor to provide counseling services for personal and family member problems related to marital/family, relationship problems, alcohol or drug abuse, stress related problems, depression, and other types of psychological problems, for employees in need of such referral and intervention. The City shall develop a policy guideline for EAP Programs.
ARTICLE 18 - NO STRIKE/NO LOCKOUT
It is agreed by the Local 3800 and the City that there shall be no strikes and no lockouts, or other deliberate actions impacting the ability of the City to provide fire related services during the term of this Agreement.
ARTICLE 19 – DISTRIBUTION OF MOU
The City shall provide copies of this agreement to new employees covered by the agreement.
ARTICLE 20 - EFFECT OF THIS AGREEMENT
1. It is understood and agreed that the specific and express provisions contained in this Agreement shall prevail over employer practice and procedures and over all applicable laws to the extent permitted by law.
2. This written Agreement sets forth the full and complete agreement between the parties concerning the subject matter hereof and supersedes all prior informal or formal agreements thereon. There are no valid or binding representations, inducements, promises, or agreements, oral or otherwise, between the parties that are not embodied herein. No member rights are created other than as expressly stated in this Agreement for the term stated herein. The parties are aware of the holding in the case of Retired Employees Association of Orange County, Inc. v. County of Orange, California Supreme Court Case No. S184059, 2011 WL5829598 (Nov. 21, 2011) and hereby state that no implied terms are intended, or may any benefit, implementation practice or past practice not expressly stated within this Agreement, any other policy, ordinance, resolution, side letter or
Item # 2.
33 other statement agreed to by the parties, create a right or expectation in any member of the continuation of such implementation practice or past practice.
3. In absence of specific provisions in this Agreement, City policies and procedures are discretionary.
ARTICLE 21 – NOTICE
Whenever provision is made in this Agreement for the giving, service, or delivery of any notice, statement, or other instrument, the same shall have been deemed as delivered, duly served or given upon personal delivery or upon mailing the same by United States registered or certified mail, proof of service, to the party entitled thereto at the address set forth below:
Employer Nevada County Professional Firefighters, L3800:
City Manager Unit No. 8 Representative
City of Grass Valley P.O. Box 2012
125 E. Main Street Grass Valley, CA 95945
Grass Valley, CA 95945
ARTICLE 22 - SEVERABILITY SAVINGS CLAUSE
1. If, during the life of this Agreement, any law or any order issued by a court or other tribunal of competent jurisdiction shall render invalid or restrain compliance with or enforcement of any provision of this Document, such provision shall be inoperative so long as such law or order shall remain in effect, but all other provisions of this Document shall not be affected thereby and shall continue in full force and effect.
2. In the event of suspension or invalidation of any article or section of this Agreement, the parties mutually agree to meet and negotiate within ninety (90) days after such determination for the purpose of arriving at a mutually satisfactory replacement for such article or section.
ARTICLE 23 – TERM OF MOU
1. Upon the approval of the City Council and ratification by the Local 3800 the terms of this Agreement shall be effective and in full force through June December 310, 20254.
2. This Agreement may be extended, modified, or amended; provided, that either party notify the other within one-hundred-twenty (120) days prior to the expiration date of this Agreement of its desires, and both parties mutually agree in writing to, and the City Council approves the extension, modification or amendment. The terms of this agreement shall remain in full force and effect during the pendency of labor negotiations subject to the limitations of the Meyers Milias Brown Act.
RECOMMENDATION OF REPRESENTATIVES
Item # 2.
34 The City and representatives of the Employees for the Unit held meetings and discussed the above, and representatives of the Employees have caused this Document to be signed and the representative of the City has caused this Document to be signed to signify their mutual recommendation for approval by the City Council as follows:
CITY OF GRASS VALLEY NEVADA COUNTY PROFESSIONAL
FIREFIGHTERS
_______________________________ _______________________________ TIM KISER, CITY MANAGER DILLON COWARDDAN PAULUS, UNIT 8
REPRESENTATIVE
_______________________________
CLAYTON THOMAS, LOCAL 3800
PRESIDENT
Item # 2.
35 APPROVAL OF AGREEMENT
Approval and adoption of this Agreement is made this 8th day of October 2023 2024 by the Grass Valley City Council.
___________________________________
JAN ARBUCKLE, MAYOR
ATTEST:
___________________________________
TAYLOR DAY, CITY CLERK
APPROVED AS TO FORM:
___________________________________
MICHAEL COLANTUONO, CITY ATTORNEY
Item # 2.
36 ATTACHMENT A – SALARY SCHEDULE AND CLASSIFICATIONS
Item # 2.
37 APPENDIX B - PROCEDURE TO MONITOR CHAIN OF CUSTODY
Upon implementation of its drug/alcohol-testing program, the City of Grass Valley should enter a contractual agreement with a NIDA certified physician service, hospital, and/or laboratory.
Inter alia, the contractee should design a chain of custody procedure, a copy of which should be provided by the City to the Bargaining Unit. Items to be addressed include:
A Who will coordinate the urinalysis program? This question really has two parts: What department will be responsible for the program, and who will collect the sample? B. How will sample tampering be prevented?
C. Chain of custody samples: Starting at the time of collection, a sample's chain of custody must be documented and protected. Chain of custody is a legal term that refers to the ability to trace the sample from the time it was donated by the employee or applicant through all the steps in the process: from collection, through analysis, to reporting the result.
1. Were the specimen and the reported result correctly matched?
2. It will be further required that each time the sample changes hands or is moved from one place to another, it is signed and kept in a secure area to insure against inadvertent or intentional switching with another sample.
3. The elements of a good chain of custody procedure include the following:
The employee should be supervised while delivering the specimen.
The specimen container/s, preferably tamper-proof, should be banded directly to the person supervising the collection and labeled and sealed immediately. (The sample should be split, with one container held in reserve for possible re-testing).
The collector and the donor should initial the bottle to indicate that both agree that the bottle contains the person's urine specimen.
The name of each person who has access to the specimen should be noted on a form accompanying the specimen.
The sample should be kept in a secure place such as a locked room or refrigerator until it is either tested or sent to the laboratory.
APPENDIX B - PROCEDURE TO MONITOR CHAIN OF CUSTODY (continued)
Item # 2.
38 Testing performed at the workplace should be done in a secure location to avoid the possibility of a passerby exchanging samples.
The sample must be transported to an outside laboratory. It should be mailed in a sealed container. U.S. Mail, or a commercial postal service or courier are all acceptable means for transporting specimens.
The specimen must be in the same condition when offered as evidence as it was when taken, unless the change is for a justified purpose such as an alteration required for the testing procedure.
D. Further items to be addressed concern the documentation procedures and consequences when an employee:
1. Refuses to submit a specimen; or
2. Alleges that he/she cannot provide a specimen.
E. Maintenance of confidentiality by facility and employer:
1. If the medical department does the testing and the results become part of the medical file, that file is protected under law.
2. Stringent confidentiality is required by all departments of the City. Unless there is justifiable reason to know the test results, the information should be confidential.
Item # 2.
City of Grass Valley Salary Schedule
FY 2024-2025
Position A B C D EF ABCDEF A B C D E F A B C D E F
Hourly Bi Weekly Monthly Annually
Fire Unit 8 July 1, 2024 - December 31,2025:Deputy Fire Marshal (Note 2) 29.87 31.37 32.93 34.58 36.33 38.15 3,345.44 3,513.44 3,688.16 3,872.96 4,068.96 4,272.80 7,248.45 7612.45 7991.01 8391.41 8816.08 9257.73 86,981.44 91,349.44 95,892.16 100,696.96 105,792.96 111,092.80Deputy Fire Marshal 39.56 41.57 43.64 45.84 48.10 50.51 3,164.80 3,325.60 3,491.20 3,667.20 3,848.00 4,040.80 6,857.07 7205.47 7564.27 7945.60 8337.33 8755.07 82,284.80 86,465.60 90,771.20 95,347.20 100,048.00 105,060.80 Fire Captain (Note 2) 29.87 31.37 32.93 34.58 36.33 38.15 3,345.44 3,513.44 3,688.16 3,872.96 4,068.96 4,272.80 7,248.45 7612.45 7991.01 8391.41 8816.08 9257.73 86,981.44 91,349.44 95,892.16 100,696.96 105,792.96 111,092.80Engineer (Note 2) 24.72 25.96 27.26 28.61 30.05 31.55 2,768.64 2,907.52 3,053.12 3,204.32 3,365.60 3,533.60 5,998.72 6299.63 6615.09 6942.69 7292.13 7656.13 71,984.64 75,595.52 79,381.12 83,312.32 87,505.60 91,873.60 Fire Fighter (Note 2) 21.22 22.29 23.41 24.58 25.82 27.11 2,376.64 2,496.48 2,621.92 2,752.96 2,891.84 3,036.32 5,149.39 5409.04 5680.83 5964.75 6265.65 6578.69 61,792.64 64,908.48 68,169.92 71,576.96 75,187.84 78,944.32 Fire Inspector 26.04 27.34 28.70 30.15 31.64 33.22 2,083.20 2,187.20 2,296.00 2,412.00 2,531.20 2,657.60 4,513.60 4738.93 4974.67 5226.00 5484.27 5758.13 54,163.20 56,867.20 59,696.00 62,712.00 65,811.20 69,097.60
Item # 2.
City of Grass Valley
City Council
Agenda Action Sheet
Title: Loma Rica Landscaping and Lighting District – Approve Engineer’s Report and Intent to Annex
CEQA: Not a Project
Recommendation: That Council 1) adopt Resolution 2024-71 approving the Engineer’s Report without modifications and 2) adopt Resolution 2024-72 declaring the intent to annex property and levy assessments for Fiscal Year 2025-26 for the Residential Landscaping and Lighting District No. 1988-2, Zone VI – Loma Rica Annexation 2024-01 Prepared by: Bjorn P. Jones, PE, City Engineer
Council Meeting Date: 10/08/2024 Date Prepared: 10/03/2024 Agenda: Consent
Background Information: On April 23, 2019, City Council approved the Specific Plan and Tentative Map for the Loma Rica subdivision. In accordance with the conditions of approval, the developer must provide for a Landscaping and Lighting (L&L) District for the purpose of collecting fees for the operation and maintenance of the street lighting improvements. This may be achieved by annexing the subdivision zone into the existing Residential Landscaping and Lighting District No. 1988-2 to fund the operational and maintenance costs of the street lights, and the landscaping, hardscaping and associated improvements (gazebos, play structures and trail amenities) throughout the subdivision, which were constructed for the sole benefit of the subdivision.
On September 24, 2024 Council adopted Resolution 2024-69, which initiated the L&L annexation proceedings and approved the proposed boundary map for the Loma Rica Ranch L&L District. Staff have worked with the developer to prepare an Engineer’s Report supporting the proposed assessments for the District in compliance with Proposition 218. This report fully describes the intent of the District, the Zone of Benefit, and the estimated annual costs of maintaining the District improvements and facilities. The Engineer’s Report is attached and establishes an equal base assessment amount of $57.00 per month, per residential parcel within Phases 1, 2 and 3 of the Loma Rica Ranch development.
Staff recommends that Council adopt Resolution 2024-71, approving the Engineer’s Report without modifications. Also recommended is the adoption of Resolution 2024- 72, declaring the intent to annex the Loma Rica Ranch property into the Residential Landscaping and Lighting District No. 1988-2, as Zone VI – Loma Rica Annexation 2024-
Item # 3.
01 and setting a public hearing for the October 22, 2024 Council meeting to finalize the annexation and levy assessments.
Council Goals/Objectives: The L&L annexation proceedings execute portions of work tasks towards achieving/maintaining Strategic Plan – Transportation, Economic Development and Vitality and High Performance Government.
Fiscal Impact: All assessment revenues will be used exclusively for the benefit of the Landscape and Lighting District, with no net fiscal impact to the City budget.
Funds Available: N/A Account #: N/A
Reviewed by: City Manager Attachments: Resolution 2024-71, 2024- 72, Engineer’s Report
Item # 3.
RESOLUTION 2024-72
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF GRASS VALLEY
DECLARING THE INTENT TO ANNEX LANDSCAPING AND LIGHTING DISTRICT
PROPERTY AND SETTING THE PUBLIC HEARING
CITY OF GRASS VALLEY
RESIDENTIAL LANDSCAPING AND LIGHTING DISTRICT NO. 1988-2 (ZONE VI – LOMA RICA RANCH ANNEXATION NO. 2024-1)
WHEREAS, On September 24, 2024 Grass Valley City Council adopted Resolution 2024- 69 initiating proceedings to annex the parcels of the Loma Rica Ranch subdivision into the City’s existing Residential Landscaping and Lighting District No. 1988-2 (“AD No. 1988-2”); and WHEREAS, as directed by Resolution 2024-69, the Engineer of Work for the proposed annexation has prepared and filed an Engineer’s Report with the City Clerk as required under the Landscaping and Lighting Act of 1972 (“1972 Act,” Sts. & Hwy. Code §§ 22500 et seq.); and WHEREAS, consistent with City Council’s adoption of the Engineer’s Report it is appropriate for this Council to declare its intention to implement the proposed Loma Rica Ranch Annexation and to schedule the public hearing respecting the matters prescribed therein.
NOW THEREFORE BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF GRASS VALLEY, as follows:
1. That the foregoing statements are true and correct; and
2. That Council hereby declares its intention to implement the proposed Loma Rica Ranch Annexation and, in connection therewith, to provide annually for the levy of maintenance special assessments upon the two hundred thirty four (234) benefiting parcels within the boundary of the annexation, in proportion to benefit, all as prescribed by the Engineer's Report.
3. That the maintenance and servicing of landscaping and street lights within the territory of the Loma Rica Ranch Annexation, including but not limited to the replacement of landscaping, hardscaping and park amenities congruent with the landscaping, irrigation and lighting and the furnishing of water and electrical power for the landscaping and power to illuminate the street lights (the "Services"), are described in the Engineer's Report, which is incorporated herein by reference and is available in the office of the City Clerk for review by any interested person.
4. The territory comprising the proposed Loma Rica Ranch Annexation is shown on the map of the proposed boundaries thereof ("Annexation Map No. 2024-1"), approved by Resolution 2024-69 adopted by this Council on September 24, 2024.
Item # 3.
RESOLUTION 2024-72
Reference is hereby made to the Annexation Map No. 2024-1 for information respecting the territory included therein.
5. Reference is hereby made to the Engineer's Report for a description of the Services, the estimated annual costs and expenses of the Services, the amount of the proposed individual assessments upon the specially benefited lots and parcels of land within the proposed Loma Rica Ranch Annexation for fiscal year 2025- 2026, and the establishment of the maximum annual assessments for fiscal years beyond 2025-2026.
6. The Engineer's Report shall stand as the report for the purpose of all subsequent proceedings under the 1972 Act and Section 53753, except that it may be confirmed, modified, or corrected as provided in the 1972 Act.
7. This Council hereby sets 6:00 PM or as soon thereafter as the matter may be heard, on October 22, 2024 in the Council Chambers at City Hall, 125 East Main Street, Grass Valley, California, as the time, date and place for a public hearing respecting the contents of the Engineer's Report, including but not limited to the proposed Services, the determination of the parcels deemed specially benefited, the estimated annual cost and expense of the proposed Services, the total amount of the proposed assessments, the amounts of individual assessments for Fiscal Year 2025-2026, the establishment of the maximum annual assessments for fiscal years beyond 2025-2026, and related matters as set forth in said report. Any interested person may appear and object to said report or any of the contents therein, which represent recommendations to this Council with respect to the matters presented in said report.
8. The City Clerk is hereby directed to cause a notice of said public hearing to be given by mailing notices thereof, together with assessment ballots, in the time, form and manner provided by Section 53753 with the exception of the 45 days’ notice prior to the hearing of which the property owner will submit a waiver prior to the hearing date stating agreement with the shorter notice timeframe, and upon the completion of the mailing of said notices and assessment ballots, the City Clerk is hereby directed to file with the Council a certificate setting forth the time and manner of the compliance with the requirements of law for mailing said notices and assessment ballots.
9. The City Clerk is hereby found and determined to be an "impartial person" within the meaning of Section 53753, and is therefore designated as the person to administer, collect and tally the assessment ballots following the close of the public hearing, in accordance with Section 53753.
Item # 3.
RESOLUTION 2024-72
10. Bjorn P Jones, PE, City Engineer in the Public Works Department of the City, telephone (530) 274-4353, is hereby designated to answer inquiries regarding the public hearing and assessment ballot proceedings, and the notice of hearing shall so indicate.
I HEREBY CERTIFY that the foregoing Resolution was passed and adopted by the City Council of the City of Grass Valley at a regular meeting thereof held on the 8th day of October 2024, by the following vote:
AYES:
NOES:
ABSTAINS:
ABSENT:
___________________________________
Jan Arbuckle, Mayor
APPROVED AS TO FORM: ATTEST:
______________________________ ________________________________ Michael G. Colantuono, City Attorney Taylor Whittingslow, City Clerk
Item # 3.
RESOLUTION 2024-71
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF GRASS VALLEY APPROVING ENGINEER’S REPORT WITHOUT MODIFICATION
CITY OF GRASS VALLEY
RESIDENTIAL LANDSCAPING AND LIGHTING DISTRICT NO. 1988-2 (ZONE VI – LOMA RICA RANCH ANNEXATION NO. 2024-1)
WHEREAS, On September 24, 2024 Grass Valley City Council adopted Resolution 2024- 69 initiating proceedings to annex the parcels of the Loma Rica Ranch subdivision into the City’s existing Residential Landscaping and Lighting District No. 1988-2 (“AD No. 1988-2”); and WHEREAS, Resolution 2024-69 also approved a boundary map setting forth the territory proposed to be annexed to AD 1988-2 and directed the preparation of the Engineer’s Report as required under the Landscaping and Lighting Act of 1972 (“1972 Act,” Sts. & Hwy. Code §§ 22500 et seq.); and
WHEREAS, The Engineer’s Report was prepared and filed with the City Clerk in accordance with the direction of this City Council and containing the matters required by the 1972 Act, including among other things (1) a description of the proposed street light, landscaping, irrigation, and appurtenant maintenance services involved (the “Project”), (2) an estimate of the cost and expense of providing such maintenance services for Fiscal Year 2025-2026, (3) a statement of the formula for establishing the maximum annual assessments based upon the Consumer Price Index's Pacific Cities and U.S. City Average (the “Index”) as issued by the United States Department of Labor, Bureau of Labor Statistics, and (4) the proposed allocation of the estimated 2025-2026 cost and expense to the two hundred thirty four (234) parcels of land within the proposed Loma Rica Ranch Annexation in proportion to the estimated special benefit to be received by such parcels from the proposed Project, namely an equal initial amount of $57.00 to each of the 234 parcels; and
NOW THEREFORE BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF GRASS VALLEY, as follows:
1. That the foregoing statements are true and correct; and
2. That the Engineer’s Report is hereby approved and adopted by this City Council
Item # 3.
RESOLUTION 2024-71
I HEREBY CERTIFY that the foregoing Resolution was passed and adopted by the City Council of the City of Grass Valley at a regular meeting thereof held on the 8th day of October 2024, by the following vote:
AYES:
NOES:
ABSTAINS:
ABSENT:
___________________________________
Jan Arbuckle, Mayor
APPROVED AS TO FORM: ATTEST:
______________________________ ________________________________ Michael G. Colantuono, City Attorney Taylor Whittingslow, City Clerk
Item # 3.
ENGINEER’S REPORT
ZONE VI – LOMA RICA RANCH ANNEXATION 2024-1
RESIDENTIAL LANDSCAPING AND LIGHTING DISTRICT NO. 1988-2 ANNUAL ASSESSMENT 2025/2026
for
CITY OF GRASS VALLEY
NEVADA COUNTY, CALIFORNIA
Respectfully submitted, as directed by the City Council.
By: _____________________
Bjorn P. Jones, P.E.
R.C.E. No. 75378
Item # 3.
City of Grass Valley Residential Landscaping and Lighting District No. 1988-2 2025/2026 Engineer’s Report - Loma Rica Ranch Annexation Zone VI H:\L&L\Zone 6 - Loma Rica\2526EngReport_LR L&L.docx
ENGINEER’S REPORT AFFIDAVIT
ZONE VI – LOMA RICA RANCH ANNEXATION 2024-1
RESIDENTIAL LANDSCAPING AND LIGHTING DISTRICT NO. 1988-2 (Morgan Ranch, Ventana Sierra, Scotia Pines, Morgan Ranch West, and Ridge Meadows} (Pursuant to the Landscaping and Lighting Act of 1972)
I HEREBY CERTIFY that the enclosed Engineer’s Report, together with Assessment and Assessment Diagram thereto attached was filed with me on the _______ day of ______________, 2024.
___________________________________
City Clerk, City of Grass Valley
Nevada County, California
I HEREBY CERTIFY that the enclosed Engineer’s Report, together with Assessment and Assessment Diagram thereto attached was approved and confirmed by the City Council of the City of Grass Valley, California, on the _______ day of _________________, 2024. ___________________________________
City Clerk, City of Grass Valley
Nevada County, California
I HEREBY CERTIFY that the enclosed Engineer’s Report, together with Assessment and Assessment Diagram thereto attached was filed with the County Auditor of the County of Nevada on the _______ day of ___________________, 2024.
___________________________________
City Clerk, City of Grass Valley
Nevada County, California
Item # 3.
City of Grass Valley Residential Landscaping and Lighting District No. 1988-2 2025/2026 Engineer’s Report - Loma Rica Ranch Annexation Zone VI
OVERVIEW
Bjorn P. Jones, Engineer of Work for Residential Landscaping and Lighting District No. 1988-2 (Zone I - Morgan Ranch, Zone II - Ventana Sierra Tract 90-03 Annexation No. 1993-1, and Zone III - Scotia Pines Subdivision Annexation No. 30-A, Zone IV – Morgan Ranch West Annexation No. 2010-1, Zone V – Ridge Meadows Annexation 2016-1), City of Grass Valley, Nevada County, California makes this report, as directed by City Council, pursuant to Section 22585 of the Streets and Highways Code (Landscaping and Lighting Act of 1972).
The improvements which are the subject matter of this report are briefly described as follows:
Zone VI – Loma Rica Ranch
The installation, maintenance and servicing of landscaping, trails, pocket parks, and associated improvements, as delineated on the plans prepared by SCO Planning, on file with the City of Grass Valley, and modified by subsequent development, or changes instituted by the City of Grass Valley in the routine administration of the district.
Maintenance, in general, means the furnishing of labor and materials for the ordinary upkeep and care of landscape areas including:
1. The repair, removal or replacement of any improvement within the Zone boundary.
2. Landscaping, including cultivation, weeding, mowing, pruning, tree removal, replanting, spraying, fertilizing, and treating for disease.
3. Irrigation, including the operation, adjustment, repair and replacement of the irrigation system.
4. The removal of trimmings, rubbish, debris and solid waste.
Servicing means the furnishing and payment of:
1. Electric power for any public street light facilities or for the operation of any improvements.
2. Water for the irrigation of any landscaping or the maintenance of any improvements.
Item # 3.
City of Grass Valley Residential Landscaping and Lighting District No. 1988-2 2025/2026 Engineer’s Report - Loma Rica Ranch Annexation Zone VI H:\L&L\Zone 6 - Loma Rica\2526EngReport_LR L&L.docx
This report consists of five (5) parts, as follows:
PART A - Plans and specifications for the improvements that are filed with the City Clerk.
Although separately bound, the plans and specifications are a part of this report and are included in it by reference only.
PART B - An estimate of the cost of the improvements for Fiscal Year 2025/2026.
PART C - An assessment of the estimated cost of the improvement and levy on each benefiting parcel of land within the district.
PART D - The Method of Apportionment by which the undersigned has determined the amount proposed to be levied on each parcel.
PART E - A diagram showing all parcels of real property within this district. The diagram is keyed to Part C by Lot Number
Item # 3.
City of Grass Valley Residential Landscaping and Lighting District No. 1988-2 2025/2026 Engineer’s Report - Loma Rica Ranch Annexation Zone VI H:\L&L\Zone 6 - Loma Rica\2526EngReport_LR L&L.docx
PART A
PLANS
Plans for the landscape, irrigation and street lighting for each zone have been prepared by a variety of landscape architects and engineers. These Plans have been filed separately with the City Engineer’s office and are incorporated in this Report by reference only as the initial improvements were completed by separate contracts.
The following reference drawings are on file with the office of the City Engineer:
Zone VI – Loma Rica Ranch Improvement Plans (Dwg. No. 2172) Zone VI – Loma Rica Ranch Landscape Plans (Dwg. No. 2211)
Item # 3.
City of Grass Valley Residential Landscaping and Lighting District No. 1988-2 2025/2026 Engineer’s Report - Loma Rica Ranch Annexation Zone VI PART B
COST ESTIMATE
The estimated cost for the maintenance of improvements described in this report for the fiscal year 2025/2026 includes the use of reserve funds to provide maintenance of the landscape areas and is as follows:
ZONE 6
(Loma Rica
Ranch)
COST INFORMATION
Maintenance Costs $90,367
Water and Electricity Servicing $10,190
County Administrative Fee $500
City Administration Costs $20,242
Total Direct and Admin Costs $121,299
ASSESSMENT INFORMATION
Direct Costs $121,299
Reserve Collections/ (Transfer) $38,762
Net Total Assessment $160,061
FUND BALANCE
INFORMATION
Projected Reserve After FY 2025/26 $0
Interest Earnings $0
Reserve Fund Adjustments $38,762
Projected Reserve at End of Year $38,762
Item # 3.
10/3/2024
FISCAL TOTAL MAX
YEAR ASSESSMENT ASSESSMENT
GOAL
2025/2026 $160,061.00 $160,062.00
.
Tax
Area 1st 2nd
Dwelling Units Levy Assessor Parcel No. Code Installment Installment - - - - - -
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
PART C
ASSESSMENT ROLL
Zone 6 - Loma Rica Ranch Subdivision
$160,060.68
TOTAL ASSESSMENT
H:\L&L\Zone 6 - Loma Rica\2526Assessment Roll Levy_Res Zone 6 - Page 1
Item # 3.
10/3/2024
PART C
ASSESSMENT ROLL
Zone 6 - Loma Rica Ranch Subdivision
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
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1 $684.02 TBD TBD $342.01 $342.01
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1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
H:\L&L\Zone 6 - Loma Rica\2526Assessment Roll Levy_Res Zone 6 - Page 2
Item # 3.
10/3/2024
PART C
ASSESSMENT ROLL
Zone 6 - Loma Rica Ranch Subdivision
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
H:\L&L\Zone 6 - Loma Rica\2526Assessment Roll Levy_Res Zone 6 - Page 3
Item # 3.
10/3/2024
PART C
ASSESSMENT ROLL
Zone 6 - Loma Rica Ranch Subdivision
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
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1 $684.02 TBD TBD $342.01 $342.01
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1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
H:\L&L\Zone 6 - Loma Rica\2526Assessment Roll Levy_Res Zone 6 - Page 4
Item # 3.
10/3/2024
PART C
ASSESSMENT ROLL
Zone 6 - Loma Rica Ranch Subdivision
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
1 $684.02 TBD TBD $342.01 $342.01
234 $160,060.68 Subtotal - Developed Land $80,030.34 $80,030.34 H:\L&L\Zone 6 - Loma Rica\2526Assessment Roll Levy_Res Zone 6 - Page 5
Item # 3.
City of Grass Valley Residential Landscaping and Lighting District No. 1988-2 2025/2026 Engineer’s Report - Loma Rica Ranch Annexation Zone VI PART D
METHOD OF APPORTIONING
In order to maintain sufficient funding for the Districts, assessments will be adjusted annually by the Consumer Price Indexes (CPI) Pacific Cities and U.S. City Average for February of the year of calculation All Items Indexes for the West.
ZONE VI – Loma Rica Ranch
General Benefit
The landscaping, irrigation and street lights in Loma Rica ranch and the maintenance of the landscaping, irrigation and street lights are of entirely local and special benefit to the parcels in Loma Rica, and no general benefits are provided by them. The street lighting services funded by the District constitute residential street lighting which provides safety lighting and sidewalk and parking illumination for the special benefit of assessed parcels.
Apportionment of Special Benefits
The initial assessment spread creates a yearly assessment per dwelling unit of $57. It is the intent that each dwelling unit of the project shares equally in all expenses upon completion of Zone VI.
The annual maximum assessments shall be adjusted annually, as set forth hereinafter, based upon the Consumer Price Indexes Pacific Cities and U.S. City Average as issued by the United States Department of Labor, Bureau of Labor Statistics. The Base Index to be used for subsequent annual adjustments (“Base Index”) shall be the Index published annually in February (“Base Month”). The annual maximum assessment per lot, as defined in this report, shall be adjusted every year based upon the cumulative increase, if any, in the Index as it stands on the Base Month of each year over the Base Index. Any reduction or de-escalation in the Index from one year to the next will not result in a reduction of the annual costs. The annual costs will be levied consistent with the previous year. The assessment formula is:
Assessment Per Parcel = Round (Total Assessment / # of Parcels) When, in any fiscal year, the operational reserve fund is at a level equal to the following fiscal year’s costs, any surplus in the ability to cover all assessed costs will be used as a credit to the levy for such fiscal year and individual assessments will be reduced proportionately.
The total actual assessment for 2025/2026 is $160,060.68. Each parcel’s assessment rate, as depicted in Part C was calculated by using the assessment per parcel formula shown above which evenly distributes the assessment over the number of parcels.
Item # 3.
City of Grass Valley Residential Landscaping and Lighting District No. 1988-2 2025/2026 Engineer’s Report - Loma Rica Ranch Annexation Zone VI H:\L&L\Zone 6 - Loma Rica\2526EngReport_LR L&L.docx
PART E
ASSESSMENT DIAGRAM
The following page is the Boundary Map illustrating the location, size, and area of the benefiting parcels within the Landscaping and Lighting District.
Item # 3.
92 91
90 89
88 87
86 85
84 83
82 81
80 79
78 77
74 75
72 71
73 70
69 68
93 76
47 58
50 51
46 52
54 44
45 43
53 48
56 57
63 62
64 59
65 61
66 67
60 19
11 18
10 17
9 16 15
14 21
20 12
6 1
7 5
4 3
2 8
113
123
122
27 35 34
124
96 40
99 38
102
105
106
103
115
118
97 28
41 101
108
109
110
114
94 100
42 39
119
112
37 116
98 36
95 104
107
111
120 117
22 23
24 26
25 33 32
30 31 29
13 121
57 41
14 5
58 18
51 42
15 47
4 53
49 2
40 45
43 3
60 19
8 52
16 59
55 46
39 34
36 6
54 12
35 33 32
13 56
48 11
38 7
50 10
1 44
37 17
20 23 22 21
29 28
26 25 24 27
31 30
50 49 48 47
44 46 45 43
42 41 37 40 39 38
34 36 35
32 33
25 28 27
26 30 29 31 12
18 21
24 20
23 22
19 17
16 10
14 11
9 13
15 5
4 3
2 1
6 7 8
49 55
9 SCALE 1"= 150'
SHEET 1 OF 1
LANDSCAPE AND LIGHTING DISTRICT NO 1988-2
ANNEXATION NO 2024-1
(ZONE VI - LOMA RICA RANCH)
CITY OF GRASS VALLEY
COUNTY OF NEVADA
STATE OF CALIFORNIA
BOUNDARY MAP OF LOMA RICA RANCH
BERRY
LANE
LANDSBURG COURT
UNDERWOOD WAY BLYTHE LANE
WAY
SHAMROCK DRIVE MERRIMAC
SHAMROCK DRIVE
GOLD
ROAD
GOLDSTONE
ROAD
PASCOE
WAY
WOOD WAY
SAUNDERS LANE
CREEK
WHITEWATER STONE
UNDERWOOD WAY
UNDER
LUCKY MINE ALLEY
CROCKER ALLEY
MINE ALLEY LUCKY
WOLF CREEK OLYMPIA
CREEK
1 1
1 G
F
APN: 035-670-130
SUBDIVISION LOT NUMBER
LANDSCAPE AND LIGHTING DISTRICT BOUNDARY
LEGEND
A
B
V
FUTURE
DEVELOPMENT
W
FUTURE
DEVELOPMENT
D
D
E
Z
LOT - LOMA RICA RANCH PHASE 1
LOT - LOMA RICA RANCH - PHASE 2
LOT - LOMA RICA RANCH - PHASE 3
Z
Z
E
A
B
C
D
F
E
H
1 LOT - NOT A PART -
J
A
K
B
I
A C
Y
Item # 3.
City of Grass Valley
City Council
Agenda Action Sheet
Title: Approval of a range increase and Executive Contract Appendix CEQA: Not a project
Recommendation: That Council 1) approve a 4% increase to the pay ranges for all Executive Contract Employees & change the retiree Health Plan Benefit to allow all executives to be eligible; 2) review the proposed Amendment to the Employment Agreements (including Appendix A) with Department Directors, City Clerk, and Deputy Directors; 3) authorize the City Manager to execute the agreements subject to legal review; 4) authorize the Finance Director or the City Manager’s designee to make any necessary budget adjustments and/or amendments to complete this action.
Prepared by: Timothy M. Kiser, City Manager
Council Meeting Date: 10/8/2023 Date Prepared: 10/3/2023 Agenda: Consent
Background Information: In alignment with previous City Council actions, various City labor groups have agreed to amend their current Memorandums of Understanding (MOUs) with the City of Grass Valley. These modifications include up to a 5% increase in pay ranges and additional funding towards medical benefits. As a result, staff is recommending the following modifications to the contracts of all Executive employees— including the Police Chief, Administrative Services Director, Fire Chief, City Engineer, Utilities Director, Public Works Director of Operations, City Planner, Community Development Director, Deputy City Manager I/II, Battalion Chief, Deputy Police Chief, Deputy Administrative Services Director, Deputy City Clerk/Management Services Analyst, and City Clerk:
1. Amend the contracts of all Executive employees to provide a 4% increase to their pay ranges, effective July 1, 2024.
2. Extend the eligibility for retiree health benefits from 5 years to 10 years of service.
The estimated fiscal impacts for the Executive Unit include the following:
Contract Provision Revision Estimated Maximum Cost
Providing a 4% increase to each Executive Director
salary range
$68,192 (General Fund)
$5,640 (Water Fund)
$11,936 (Sewer Fund)
Item # 4.
Council Goals/Objectives: This proposed action executes portions of the work tasks towards achieving / maintaining the Strategic Plan goal to maintain a Productive and Efficient Workforce.
Fiscal Impact: The estimated annual costs will vary depending on the number of directors reaching the top of their pay range, with the maximum potential cost projected at $85,768.
Funds Available: Yes Account #: Various
Reviewed by: City Manager
Attachments:
Proposed Appendix A for Executive Employees
Amendments for Executive Employees
Item # 4.
Appendix A - Compensation and Benefits
Life Insurance and Long-Term Disability, EAP, Retiree Health Plan, other Benefits, and Special Provisions
A. EMPLOYEE CONTRIBUTIONS
Employee contributions towards health benefits are on a pre-tax basis and subject to IRS rules.
B. LIFE INSURANCE
The City shall provide term Life insurance benefits for the Employee, without cost to the Employee, of 1.5 times their annual salary up to two hundred thousand dollars ($200,000) for the Employee, five thousand dollars ($5,000) for the Employee’s spouse and fifteen hundred dollars ($1,500) for eligible dependent children without cost to the employee.
C. SHORT TERM/LONG TERM DISABILITY INSURANCE
Short Term – There is no short-term disability coverage however employee may elect to pay into State Disability Insurance (SDI) at no cost to the City, or they may use any leave bank to cover short term disability exceeding 10 workdays and with a doctor’s note.
Long Term - The City shall provide without cost to the Employee an income protection insurance program that shall insure an Employee’s income to a maximum of sixty-six and two thirds percent (66 2/3%) of monthly earnings with a ceiling of six thousand dollars ($6,000) in calculated base. Conditions of coverage shall be controlled by the master agreement with the insurance company.
D. EMPLOYEE ASSISTANCE PROGRAM
The City has an established Employee Assistance Program. This program provides confidential counseling help for employees and their families. The Employee Assistance program provides for up to 3 visits.
E. RETIREE HEALTH PLAN BENEFIT
Employees who become subject to this Plan on or before July 1, 2011, who retire from the City in good standing, who have at least five ten years of Grass Valley service, who elect to retain CalPERS medical coverage and who are of full retirement age shall be entitled to payment of up to $500 towards the CalPERS premium for a single party until such time as the Employee is eligible to receive Medicare or is hired and has healthcare coverage available from the new employment.
Item # 4.
Appendix A - Compensation and Benefits
Employees who become subject to this Plan after July 1, 2011, who retire from the City in good standing, who have at least ten years of Grass Valley service, who elect to retain CalPERS medical coverage and who are of full retirement age shall be entitled to payment of up to $250 towards the CalPERS premium for a single party until such time as the Employee is eligible to receive Medicare or is hired and has healthcare coverage available from the new employment.
If the Employee so desires, his/her spouse may be added at the additional cost difference of the Employee plus one and the Employee pays the difference. If the Employee retiree selects a health plan that costs less than the City’s contribution, they will not be eligible to receive the cash difference. All premium contributions must be received one month in advance and it is the responsibility of the Employee retiree to ensure that the City receives payment.
Failure to pay the retiree’s contribution in a timely manner (i.e., within 30 days of due date) will result in the loss of the benefit.
Employees waiving health care coverage shall receive two hundred fifty dollars ($250) per month less the cost of any elected dental or vision insurance per month until eligible for Medicare or is hired and has healthcare coverage available from the new employment.
Employees waiving health care coverage must produce evidence of insurance through another source. Any payment due Employees for waiving medical insurance coverage shall be paid in a lump sum per month.
Personal Leave
The purpose of Personal Leave is to provide Employees the ability to accrue time for vacation, sick leave and personal leave situations.
Employees shall accrue Personal Leave hours at a rate of no less than 256 hours and no more than 328 hours per year based on years of service as set forth below. One twenty-sixth (1/26) of such Personal Leave amount shall accrue each pay period.
No Employee may carry a balance of more than 520 hours of their Personal Leave. Employees who have accumulated 520 hours of Personal Leave will accrue no further Personal Leave until they have used Personal Leave in an amount sufficient to bring their accumulated Personal Leave balance below 520 hours. Employees may convert up to 160 hours of accrued Personal Leave to salary compensation once each year. Personal Leave conversion of a maximum of 160 hours to salary must be submitted by December 20th of each year. 100% of Personal Leave hours in excess of the maximum accrual amount may be converted to banked PERS service credit in accordance with CalPERS regulations.
Employees who become subject to this Plan after July 1, 2011, must convert all accumulated Vacation Leave, Sick Leave to “Personal Leave”. Those hours of Sick Leave or Vacation Leave combined in excess of 520 hours will be placed in a Sick Leave and Vacation Leave bank account to be utilized by the Employee, or paid out upon separation from service as set forth herein, or converted to banked PERS service credit in accordance with CalPERS regulations. Upon separation
Item # 4.
Appendix A - Compensation and Benefits
from service, the City shall pay employee a one-time lump sum calculated on Fifty (50%) Percent of the employee’s banked unused Sick Leave and one hundred (100%) percent of the employee’s banked Vacation Leave. (For example, if an employee is compensated for 450 hours of sick leave at the 50% rate, the uncompensated 225 hours would go to PERS service credit as allowed by PERS.) Employees will accrue Personal Leave time at the following rates:
1 to 2 years of city service = 256 hours
2 plus years to 5 years = 272 hours (10.46 hours biweekly) 5 plus years to 10 years = 296 hours (11.38 hours biweekly) 10 plus years to 20 years = 316 hours (12.15 hours biweekly) 20 plus years = 328 hours (12.62 hours biweekly)
After 2 plus years of city service, credit for prior public service may be included for purposes of calculating annual time subject to the City Manager approval. Prior public service shall be similar in nature to the duties being performed by the Employee for City to be eligible for this benefit.
Certifications
The City shall pay the costs associated with obtaining and maintaining special certificates that are required by the State of California, the City of Grass Valley or any governmental agency to obtain and maintain as a condition of employment.
Holidays
Employees are entitled to 12 paid holidays as listed below.
Recognized Holidays shall include:
New Year’s Eve New Year’s Day
Presidents Day Veterans Day
Martin Luther King Day Thanksgiving Day
Memorial Day The Day After Thanksgiving
July 4th Christmas Eve
Labor Day Christmas Day
A paid holiday is equivalent to eight hours, for a total of 96 hours per year. Holiday hours are accrued outside of Personal Leave, must be used within the calendar year accrued. Unused holiday hours may not be carried over into any subsequent calendar year or "cashed out."
Item # 4.
Appendix A - Compensation and Benefits
Special Provisions
A. PUBLIC SAFETY ALLOWANCE
The Police Chief, Deputy Police Chief, and Fire Chief shall be provided a uniform and cleaning allowance. The amount of the benefit will be the same as established under Unit 6 for the Police Chief & Deputy Police Chief and under Unit 8 for the Fire Chief.
The Police Chief & Deputy Police Chief shall receive an annual stipend of $1,000 for attending community events.
B. VEHICLE ALLOWANCE
The Police Chief, Deputy Police Chief, Fire Chief and Public Works Director shall be provided a vehicle. Other Employees may be granted a car allowance subject to the City Manager’s approval and in accordance with City adopted policies. Employees will have access to City “Pool” vehicles for conducting City business or will be eligible for mileage reimbursement for personal vehicle use when conducting City business in accordance with City adopted policies.
C. TRAINING/MEMBERSHIPS
Employees shall be entitled to training, travel, workshops, and professional memberships, for the purpose of personal growth and enrichment subject to the annual amounts budgeted each year in the respective department for this purpose. City agrees to reimburse Employee for reasonable expenses for training, travel, workshops and professional memberships which have been authorized by the City Budget and approved in advance by the City Manager.
Employee must submit expense receipts, statements or personal affidavits, and audit thereof in like manner as other demands against the City.
D. PUBLIC EMPLOYEES RETIREMENT SYSTEM
All Employees will be members of the California Public Employees Retirement System as provided by the terms of the contracts between the City of Grass Valley and the California Public Employees Retirement System.
Item # 4.
Appendix A - Compensation and Benefits
Salary Schedule
Position
Annual Salary
Min Mid Max
Police Chief $ 159,478.26
$ 189,779.13
194,180.73
$ 220,080.00
228,883.20
Administrative Services Director $ 139,107.94 $ 166,077.84
169,938.80
$ 193,047.75
200,769.66
Fire Chief $ 152,149.54
$ 181,115.46
185,317.09
$ 210,081.38
218,484.63
Community Development
Director $ 130,413.71
$ 156,052.85
159,686.70
$ 181,692.00
188,959.68
City Engineer $ 130,413.71
$ 156,052.85
159,686.70
$ 181,692.00
188,959.68
Utilities Director $ 130,413.71
$ 156,052.85
159,686.70
$ 181,692.00
188,959.68
Public Works Director of
Operations $ 130,413.71
$ 156,052.85
159,686.70
$ 181,692.00
188,959.68
City Planner $ 108,665.00
$ 123,677.25
126,446.04
$ 138,689.50
144,237.08
Deputy Police Chief $ 143,530.43
$ 170,801.21
176,535.74
$ 201,476.00
209,535.04
Deputy Administrative Services
Director $ 132,628.24
$ 153,185.62
156,660.48
$ 173,743.00
180.692.72
Deputy City Manager I $ 108,665.00
$ 123,677.25
126,446.04
$ 138,689.50
144,237.08
Deputy City Manager II $ 139,107.94
$ 166,077.84
169,938.80
$ 193,047.75
200,769.66
City Clerk $ 86,941.63
$ 100,249.57
102,520.72
$ 113,557.50
118,099.80
Deputy City Clerk/Management
Services Analyst $ 78,248.07
$ 90,224.91
92,268.95
$ 102,201.75
106,289.82
Item # 4.
FOURTH AMENDED EMPLOYMENT AGREEMENT BETWEEN
CITY OF GRASS VALLEY AND ALEX GAMMELGARD
This Fourth Amended Employment Agreement (“Agreement”) is effective as of the 8th day of October 2024 by and between the City of Grass Valley (“City”) and Alex Gammelgard (“Police Chief” or “Employee”) (collectively, the “Parties”).
RECITALS
WHEREAS, the City and Employee entered into an Employment Agreement (the “Original Agreement”) for their service in the position of Police Chief effective 12/18/2018; and amended that Original Agreement effective June 27, 2021 (“First Amendment”); and amended the First Amended agreement Effective June 26, 2022 (“Second Amendment”); and amended the Second Amendment Agreement Effective June 25, 2023 (“Third Amendment”) WHEREAS, the City Council desires to provide the Employee with an increase in the pay range of positions in recognition of exemplary service to the City; and WHEREAS, parties may modify the Agreement upon mutual written agreement.
NOW, THEREFORE, in consideration of the mutual covenants and agreements set forth herein the adequacy of which is hereby acknowledged by the PARTIES to be sufficient, the PARTIES agree as follows:
TERMS AND CONDITIONS
1. Remove and replace Appendix A with the attached Appendix A dated October 8, 2024, reflecting a 4% increase to the end of the pay range.
2. Remove and replace Appendix A with the attached Appendix A dated October 8, 2024, reflecting a revision to item E. Retiree Health Plan Benefit to reflect that an employee with ten years of Grass Valley service shall be eligible for $500 towards CalPERS Health Premium.
3. All other terms, conditions, and provisions of the Original Agreement, First Amendment, Second Amendment, and Third Amendment, to the extent not modified by this Agreement, shall remain in full force and effect.
TO EFFECTUATE THIS AGREEMENT, the parties have caused their duly authorized representatives to execute this Agreement on the dates set forth below.
Item # 4.
CITY
City of Grass Valley
By:_________________________
Tim Kiser
City Manager
Date:_______________
EMPLOYEE
By:_________________________
Alex Gammelgard
Date:_______________
Attest:
By:_________________________
Taylor Whittingslow
Deputy City Manager
Date:_______________
Approved as to form:
By:_________________________
Michael G. Colantuono,
City Attorney
Date:_______________
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
Life Insurance and Long-Term Disability, EAP, Retiree Health Plan, other Benefits, and Special Provisions
A. EMPLOYEE CONTRIBUTIONS
Employee contributions towards health benefits are on a pre-tax basis and subject to IRS rules.
B. LIFE INSURANCE
The City shall provide term Life insurance benefits for the Employee, without cost to the Employee, of 1.5 times their annual salary up to two hundred thousand dollars ($200,000) for the Employee, five thousand dollars ($5,000) for the Employee’s spouse and fifteen hundred dollars ($1,500) for eligible dependent children without cost to the employee.
C. SHORT TERM/LONG TERM DISABILITY INSURANCE
Short Term – There is no short-term disability coverage however employee may elect to pay into State Disability Insurance (SDI) at no cost to the City, or they may use any leave bank to cover short term disability exceeding 10 workdays and with a doctor’s note.
Long Term - The City shall provide without cost to the Employee an income protection insurance program that shall insure an Employee’s income to a maximum of sixty-six and two thirds percent (66 2/3%) of monthly earnings with a ceiling of six thousand dollars ($6,000) in calculated base. Conditions of coverage shall be controlled by the master agreement with the insurance company.
D. EMPLOYEE ASSISTANCE PROGRAM
The City has an established Employee Assistance Program. This program provides confidential counseling help for employees and their families. The Employee Assistance program provides for up to 3 visits.
E. RETIREE HEALTH PLAN BENEFIT
Employees who become subject to this Plan, who retire from the City in good standing, who have at least ten years of Grass Valley service, who elect to retain CalPERS medical coverage and who are of full retirement age shall be entitled to payment of up to $500 towards the CalPERS premium for a single party until such time as the Employee is eligible to receive Medicare or is hired and has healthcare coverage available from the new employment.
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
If the Employee so desires, his/her spouse may be added at the additional cost difference of the Employee plus one and the Employee pays the difference. If the Employee retiree selects a health plan that costs less than the City’s contribution, they will not be eligible to receive the cash difference. All premium contributions must be received one month in advance and it is the responsibility of the Employee retiree to ensure that the City receives payment.
Failure to pay the retiree’s contribution in a timely manner (i.e., within 30 days of due date) will result in the loss of the benefit.
Employees waiving health care coverage shall receive two hundred fifty dollars ($250) per month less the cost of any elected dental or vision insurance per month until eligible for Medicare or is hired and has healthcare coverage available from the new employment.
Employees waiving health care coverage must produce evidence of insurance through another source. Any payment due Employees for waiving medical insurance coverage shall be paid in a lump sum per month.
Personal Leave
The purpose of Personal Leave is to provide Employees the ability to accrue time for vacation, sick leave and personal leave situations.
Employees shall accrue Personal Leave hours at a rate of no less than 256 hours and no more than 328 hours per year based on years of service as set forth below. One twenty-sixth (1/26) of such Personal Leave amount shall accrue each pay period.
No Employee may carry a balance of more than 520 hours of their Personal Leave. Employees who have accumulated 520 hours of Personal Leave will accrue no further Personal Leave until they have used Personal Leave in an amount sufficient to bring their accumulated Personal Leave balance below 520 hours. Employees may convert up to 160 hours of accrued Personal Leave to salary compensation once each year. Personal Leave conversion of a maximum of 160 hours to salary must be submitted by December 20th of each year. 100% of Personal Leave hours in excess of the maximum accrual amount may be converted to banked PERS service credit in accordance with CalPERS regulations.
Employees who become subject to this Plan after July 1, 2011, must convert all accumulated Vacation Leave, Sick Leave to “Personal Leave”. Those hours of Sick Leave or Vacation Leave combined in excess of 520 hours will be placed in a Sick Leave and Vacation Leave bank account to be utilized by the Employee, or paid out upon separation from service as set forth herein, or converted to banked PERS service credit in accordance with CalPERS regulations. Upon separation from service, the City shall pay employee a one-time lump sum calculated on Fifty (50%) Percent of the employee’s banked unused Sick Leave and one hundred (100%) percent of the employee’s banked Vacation Leave. (For example, if an employee is compensated for 450 hours of sick leave at the 50% rate, the uncompensated 225 hours would go to PERS service credit as allowed by PERS.) Employees will accrue Personal Leave time at the following rates:
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
1 to 2 years of city service = 256 hours
2 plus years to 5 years = 272 hours (10.46 hours biweekly) 5 plus years to 10 years = 296 hours (11.38 hours biweekly) 10 plus years to 20 years = 316 hours (12.15 hours biweekly) 20 plus years = 328 hours (12.62 hours biweekly)
After 2 plus years of city service, credit for prior public service may be included for purposes of calculating annual time subject to the City Manager approval. Prior public service shall be similar in nature to the duties being performed by the Employee for City to be eligible for this benefit.
Certifications
The City shall pay the costs associated with obtaining and maintaining special certificates that are required by the State of California, the City of Grass Valley or any governmental agency to obtain and maintain as a condition of employment.
Holidays
Employees are entitled to 12 paid holidays as listed below.
Recognized Holidays shall include:
New Year’s Eve New Year’s Day
Presidents Day Veterans Day
Martin Luther King Day Thanksgiving Day
Memorial Day The Day After Thanksgiving
July 4th Christmas Eve
Labor Day Christmas Day
A paid holiday is equivalent to eight hours, for a total of 96 hours per year. Holiday hours are accrued outside of Personal Leave, must be used within the calendar year accrued. Unused holiday hours may not be carried over into any subsequent calendar year or "cashed out." Special Provisions
A. PUBLIC SAFETY ALLOWANCE
The Police Chief, Deputy Police Chief, and Fire Chief shall be provided a uniform and cleaning allowance. The amount of the benefit will be the same as established under Unit 6 for the Police Chief & Deputy Police Chief and under Unit 8 for the Fire Chief.
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
The Police Chief & Deputy Police Chief shall receive an annual stipend of $1,000 for attending community events.
B. VEHICLE ALLOWANCE
The Police Chief, Deputy Police Chief, Fire Chief and Public Works Director shall be provided a vehicle. Other Employees may be granted a car allowance subject to the City Manager’s approval and in accordance with City adopted policies. Employees will have access to City “Pool” vehicles for conducting City business or will be eligible for mileage reimbursement for personal vehicle use when conducting City business in accordance with City adopted policies.
C. TRAINING/MEMBERSHIPS
Employees shall be entitled to training, travel, workshops, and professional memberships, for the purpose of personal growth and enrichment subject to the annual amounts budgeted each year in the respective department for this purpose. City agrees to reimburse Employee for reasonable expenses for training, travel, workshops and professional memberships which have been authorized by the City Budget and approved in advance by the City Manager.
Employee must submit expense receipts, statements or personal affidavits, and audit thereof in like manner as other demands against the City.
D. PUBLIC EMPLOYEES RETIREMENT SYSTEM
All Employees will be members of the California Public Employees Retirement System as provided by the terms of the contracts between the City of Grass Valley and the California Public Employees Retirement System.
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
Salary Schedule
Position
Annual Salary
Min Mid Max
Administrative Services Director $ 139,107.94 $ 169,938.80 $ 200,769.66 Deputy Administrative Services
Director $ 132,628.24 $ 156,660.48 $ 180.692.72
City Clerk $ 86,941.63 $ 102,520.72 $ 118,099.80
Deputy City Clerk/Management
Services Analyst $ 78,248.07 $ 92,268.95 $ 106,289.82
Deputy City Manager I $ 108,665.00 $ 126,446.04 $ 144,237.08 Deputy City Manager II $ 139,107.94 $ 169,938.80 $ 200,769.66 City Engineer $ 130,413.71 $ 159,686.70 $ 188,959.68
City Planner $ 108,665.00 $ 126,446.04 $ 144,237.08
Community Development Director $ 130,413.71 $ 159,686.70 $ 188,959.68 Fire Chief $ 152,149.54 $ 185,317.09 $ 218,484.63
Police Chief $ 159,478.26 $ 194,180.73 $ 228,883.20
Deputy Police Chief $ 143,530.43 $ 176,535.74 $ 209,535.04 Public Works Director of
Operations $ 130,413.71 $ 159,686.70 $ 188,959.68
Utilities Director $ 130,413.71 $ 159,686.70 $ 188,959.68
Item # 4.
THIRD AMENDED EMPLOYMENT AGREEMENT BETWEEN
CITY OF GRASS VALLEY AND STEVE JOHNSON
This Third Amended Employment Agreement (“Agreement”) is effective as of the 8th day of October 2024 by and between the City of Grass Valley (“City”) and Steve Johnson (“Deputy Police Chief” or “Employee”) (collectively, the “Parties”).
RECITALS
WHEREAS, the City and Employee entered into an Employment Agreement (the “Original Agreement”) for their service in the position of Deputy Police Chief effective 2/20/2022; and amended that Original Agreement effective June 26, 2022 (“First Amendment”); and amended the Second Amendment Agreement Effective June 25, 2023 (“Second Amendment”) WHEREAS, the City Council desires to provide the Employee with an increase in the pay range of positions in recognition of exemplary service to the City; and WHEREAS, parties may modify the Agreement upon mutual written agreement.
NOW, THEREFORE, in consideration of the mutual covenants and agreements set forth herein the adequacy of which is hereby acknowledged by the PARTIES to be sufficient, the PARTIES agree as follows:
TERMS AND CONDITIONS
1. Remove and replace Appendix A with the attached Appendix A dated October 8, 2024, reflecting a 4% increase to the end of the pay range.
2. Remove and replace Appendix A with the attached Appendix A dated October 8, 2024, reflecting a revision to item E. Retiree Health Plan Benefit to reflect that an employee with ten years of Grass Valley service shall be eligible for $500 towards CalPERS Health Premium.
3. All other terms, conditions, and provisions of the Original Agreement, First Amendment, and Second Amendment, to the extent not modified by this Agreement, shall remain in full force and effect.
TO EFFECTUATE THIS AGREEMENT, the parties have caused their duly authorized representatives to execute this Agreement on the dates set forth below.
Item # 4.
CITY
City of Grass Valley
By:_________________________
Tim Kiser
City Manager
Date:_______________
EMPLOYEE
By:_________________________
Steve Johnson
Date:_______________
Attest:
By:_________________________
Taylor Whittingslow
Deputy City Manager
Date:_______________
Approved as to form:
By:_________________________
Michael G. Colantuono,
City Attorney
Date:_______________
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
Life Insurance and Long-Term Disability, EAP, Retiree Health Plan, other Benefits, and Special Provisions
A. EMPLOYEE CONTRIBUTIONS
Employee contributions towards health benefits are on a pre-tax basis and subject to IRS rules.
B. LIFE INSURANCE
The City shall provide term Life insurance benefits for the Employee, without cost to the Employee, of 1.5 times their annual salary up to two hundred thousand dollars ($200,000) for the Employee, five thousand dollars ($5,000) for the Employee’s spouse and fifteen hundred dollars ($1,500) for eligible dependent children without cost to the employee.
C. SHORT TERM/LONG TERM DISABILITY INSURANCE
Short Term – There is no short-term disability coverage however employee may elect to pay into State Disability Insurance (SDI) at no cost to the City, or they may use any leave bank to cover short term disability exceeding 10 workdays and with a doctor’s note.
Long Term - The City shall provide without cost to the Employee an income protection insurance program that shall insure an Employee’s income to a maximum of sixty-six and two thirds percent (66 2/3%) of monthly earnings with a ceiling of six thousand dollars ($6,000) in calculated base. Conditions of coverage shall be controlled by the master agreement with the insurance company.
D. EMPLOYEE ASSISTANCE PROGRAM
The City has an established Employee Assistance Program. This program provides confidential counseling help for employees and their families. The Employee Assistance program provides for up to 3 visits.
E. RETIREE HEALTH PLAN BENEFIT
Employees who become subject to this Plan, who retire from the City in good standing, who have at least ten years of Grass Valley service, who elect to retain CalPERS medical coverage and who are of full retirement age shall be entitled to payment of up to $500 towards the CalPERS premium for a single party until such time as the Employee is eligible to receive Medicare or is hired and has healthcare coverage available from the new employment.
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
If the Employee so desires, his/her spouse may be added at the additional cost difference of the Employee plus one and the Employee pays the difference. If the Employee retiree selects a health plan that costs less than the City’s contribution, they will not be eligible to receive the cash difference. All premium contributions must be received one month in advance and it is the responsibility of the Employee retiree to ensure that the City receives payment.
Failure to pay the retiree’s contribution in a timely manner (i.e., within 30 days of due date) will result in the loss of the benefit.
Employees waiving health care coverage shall receive two hundred fifty dollars ($250) per month less the cost of any elected dental or vision insurance per month until eligible for Medicare or is hired and has healthcare coverage available from the new employment.
Employees waiving health care coverage must produce evidence of insurance through another source. Any payment due Employees for waiving medical insurance coverage shall be paid in a lump sum per month.
Personal Leave
The purpose of Personal Leave is to provide Employees the ability to accrue time for vacation, sick leave and personal leave situations.
Employees shall accrue Personal Leave hours at a rate of no less than 256 hours and no more than 328 hours per year based on years of service as set forth below. One twenty-sixth (1/26) of such Personal Leave amount shall accrue each pay period.
No Employee may carry a balance of more than 520 hours of their Personal Leave. Employees who have accumulated 520 hours of Personal Leave will accrue no further Personal Leave until they have used Personal Leave in an amount sufficient to bring their accumulated Personal Leave balance below 520 hours. Employees may convert up to 160 hours of accrued Personal Leave to salary compensation once each year. Personal Leave conversion of a maximum of 160 hours to salary must be submitted by December 20th of each year. 100% of Personal Leave hours in excess of the maximum accrual amount may be converted to banked PERS service credit in accordance with CalPERS regulations.
Employees who become subject to this Plan after July 1, 2011, must convert all accumulated Vacation Leave, Sick Leave to “Personal Leave”. Those hours of Sick Leave or Vacation Leave combined in excess of 520 hours will be placed in a Sick Leave and Vacation Leave bank account to be utilized by the Employee, or paid out upon separation from service as set forth herein, or converted to banked PERS service credit in accordance with CalPERS regulations. Upon separation from service, the City shall pay employee a one-time lump sum calculated on Fifty (50%) Percent of the employee’s banked unused Sick Leave and one hundred (100%) percent of the employee’s banked Vacation Leave. (For example, if an employee is compensated for 450 hours of sick leave at the 50% rate, the uncompensated 225 hours would go to PERS service credit as allowed by PERS.) Employees will accrue Personal Leave time at the following rates:
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
1 to 2 years of city service = 256 hours
2 plus years to 5 years = 272 hours (10.46 hours biweekly) 5 plus years to 10 years = 296 hours (11.38 hours biweekly) 10 plus years to 20 years = 316 hours (12.15 hours biweekly) 20 plus years = 328 hours (12.62 hours biweekly)
After 2 plus years of city service, credit for prior public service may be included for purposes of calculating annual time subject to the City Manager approval. Prior public service shall be similar in nature to the duties being performed by the Employee for City to be eligible for this benefit.
Certifications
The City shall pay the costs associated with obtaining and maintaining special certificates that are required by the State of California, the City of Grass Valley or any governmental agency to obtain and maintain as a condition of employment.
Holidays
Employees are entitled to 12 paid holidays as listed below.
Recognized Holidays shall include:
New Year’s Eve New Year’s Day
Presidents Day Veterans Day
Martin Luther King Day Thanksgiving Day
Memorial Day The Day After Thanksgiving
July 4th Christmas Eve
Labor Day Christmas Day
A paid holiday is equivalent to eight hours, for a total of 96 hours per year. Holiday hours are accrued outside of Personal Leave, must be used within the calendar year accrued. Unused holiday hours may not be carried over into any subsequent calendar year or "cashed out." Special Provisions
A. PUBLIC SAFETY ALLOWANCE
The Police Chief, Deputy Police Chief, and Fire Chief shall be provided a uniform and cleaning allowance. The amount of the benefit will be the same as established under Unit 6 for the Police Chief & Deputy Police Chief and under Unit 8 for the Fire Chief.
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
The Police Chief & Deputy Police Chief shall receive an annual stipend of $1,000 for attending community events.
B. VEHICLE ALLOWANCE
The Police Chief, Deputy Police Chief, Fire Chief and Public Works Director shall be provided a vehicle. Other Employees may be granted a car allowance subject to the City Manager’s approval and in accordance with City adopted policies. Employees will have access to City “Pool” vehicles for conducting City business or will be eligible for mileage reimbursement for personal vehicle use when conducting City business in accordance with City adopted policies.
C. TRAINING/MEMBERSHIPS
Employees shall be entitled to training, travel, workshops, and professional memberships, for the purpose of personal growth and enrichment subject to the annual amounts budgeted each year in the respective department for this purpose. City agrees to reimburse Employee for reasonable expenses for training, travel, workshops and professional memberships which have been authorized by the City Budget and approved in advance by the City Manager.
Employee must submit expense receipts, statements or personal affidavits, and audit thereof in like manner as other demands against the City.
D. PUBLIC EMPLOYEES RETIREMENT SYSTEM
All Employees will be members of the California Public Employees Retirement System as provided by the terms of the contracts between the City of Grass Valley and the California Public Employees Retirement System.
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
Salary Schedule
Position
Annual Salary
Min Mid Max
Administrative Services Director $ 139,107.94 $ 169,938.80 $ 200,769.66 Deputy Administrative Services
Director $ 132,628.24 $ 156,660.48 $ 180.692.72
City Clerk $ 86,941.63 $ 102,520.72 $ 118,099.80
Deputy City Clerk/Management
Services Analyst $ 78,248.07 $ 92,268.95 $ 106,289.82
Deputy City Manager I $ 108,665.00 $ 126,446.04 $ 144,237.08 Deputy City Manager II $ 139,107.94 $ 169,938.80 $ 200,769.66 City Engineer $ 130,413.71 $ 159,686.70 $ 188,959.68
City Planner $ 108,665.00 $ 126,446.04 $ 144,237.08
Community Development Director $ 130,413.71 $ 159,686.70 $ 188,959.68 Fire Chief $ 152,149.54 $ 185,317.09 $ 218,484.63
Police Chief $ 159,478.26 $ 194,180.73 $ 228,883.20
Deputy Police Chief $ 143,530.43 $ 176,535.74 $ 209,535.04 Public Works Director of
Operations $ 130,413.71 $ 159,686.70 $ 188,959.68
Utilities Director $ 130,413.71 $ 159,686.70 $ 188,959.68
Item # 4.
THIRD AMENDED EMPLOYMENT AGREEMENT BETWEEN
CITY OF GRASS VALLEY AND TREVER VAN NOORT
This Third Amended Employment Agreement (“Agreement”) is effective as of the 8th day of October 2024 by and between the City of Grass Valley (“City”) and Trever Van Noort (“Utilities Director” or “Employee”) (collectively, the “Parties”).
RECITALS
WHEREAS, the City and Employee entered into an Employment Agreement (the “Original Agreement”) for theirservice in the position of Utilities Director effective 2/20/2022; and amended that Original Agreement effective June 26, 2022 (“First Amendment”); and amended the Second Amendment Agreement Effective June 25, 2023 (“Second Amendment”) WHEREAS, the City Council desires to provide the Employee with an increase in the pay range of positions in recognition of exemplary service to the City; and WHEREAS, parties may modify the Agreement upon mutual written agreement.
NOW, THEREFORE, in consideration of the mutual covenants and agreements set forth herein the adequacy of which is hereby acknowledged by the PARTIES to be sufficient, the PARTIES agree as follows:
TERMS AND CONDITIONS
1. Remove and replace Appendix A with the attached Appendix A dated October 8, 2024, reflecting a 4% increase to the end of the pay range.
2. Remove and replace Appendix A with the attached Appendix A dated October 8, 2024, reflecting a revision to item E. Retiree Health Plan Benefit to reflect that an employee with ten years of Grass Valley service shall be eligible for $500 towards CalPERS Health Premium.
3. All other terms, conditions, and provisions of the Original Agreement, First Amendment, and Second Amendment, to the extent not modified by this Agreement, shall remain in full force and effect.
TO EFFECTUATE THIS AGREEMENT, the parties have caused their duly authorized representatives to execute this Agreement on the dates set forth below.
Item # 4.
CITY
City of Grass Valley
By:_________________________
Tim Kiser
City Manager
Date:_______________
EMPLOYEE
By:_________________________
Trever Van Noort
Date:_______________
Attest:
By:_________________________
Taylor Whittingslow
Deputy City Manager
Date:_______________
Approved as to form:
By:_________________________
Michael G. Colantuono,
City Attorney
Date:_______________
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
Life Insurance and Long-Term Disability, EAP, Retiree Health Plan, other Benefits, and Special Provisions
A. EMPLOYEE CONTRIBUTIONS
Employee contributions towards health benefits are on a pre-tax basis and subject to IRS rules.
B. LIFE INSURANCE
The City shall provide term Life insurance benefits for the Employee, without cost to the Employee, of 1.5 times their annual salary up to two hundred thousand dollars ($200,000) for the Employee, five thousand dollars ($5,000) for the Employee’s spouse and fifteen hundred dollars ($1,500) for eligible dependent children without cost to the employee.
C. SHORT TERM/LONG TERM DISABILITY INSURANCE
Short Term – There is no short-term disability coverage however employee may elect to pay into State Disability Insurance (SDI) at no cost to the City, or they may use any leave bank to cover short term disability exceeding 10 workdays and with a doctor’s note.
Long Term - The City shall provide without cost to the Employee an income protection insurance program that shall insure an Employee’s income to a maximum of sixty-six and two thirds percent (66 2/3%) of monthly earnings with a ceiling of six thousand dollars ($6,000) in calculated base. Conditions of coverage shall be controlled by the master agreement with the insurance company.
D. EMPLOYEE ASSISTANCE PROGRAM
The City has an established Employee Assistance Program. This program provides confidential counseling help for employees and their families. The Employee Assistance program provides for up to 3 visits.
E. RETIREE HEALTH PLAN BENEFIT
Employees who become subject to this Plan, who retire from the City in good standing, who have at least ten years of Grass Valley service, who elect to retain CalPERS medical coverage and who are of full retirement age shall be entitled to payment of up to $500 towards the CalPERS premium for a single party until such time as the Employee is eligible to receive Medicare or is hired and has healthcare coverage available from the new employment.
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
If the Employee so desires, his/her spouse may be added at the additional cost difference of the Employee plus one and the Employee pays the difference. If the Employee retiree selects a health plan that costs less than the City’s contribution, they will not be eligible to receive the cash difference. All premium contributions must be received one month in advance and it is the responsibility of the Employee retiree to ensure that the City receives payment.
Failure to pay the retiree’s contribution in a timely manner (i.e., within 30 days of due date) will result in the loss of the benefit.
Employees waiving health care coverage shall receive two hundred fifty dollars ($250) per month less the cost of any elected dental or vision insurance per month until eligible for Medicare or is hired and has healthcare coverage available from the new employment.
Employees waiving health care coverage must produce evidence of insurance through another source. Any payment due Employees for waiving medical insurance coverage shall be paid in a lump sum per month.
Personal Leave
The purpose of Personal Leave is to provide Employees the ability to accrue time for vacation, sick leave and personal leave situations.
Employees shall accrue Personal Leave hours at a rate of no less than 256 hours and no more than 328 hours per year based on years of service as set forth below. One twenty-sixth (1/26) of such Personal Leave amount shall accrue each pay period.
No Employee may carry a balance of more than 520 hours of their Personal Leave. Employees who have accumulated 520 hours of Personal Leave will accrue no further Personal Leave until they have used Personal Leave in an amount sufficient to bring their accumulated Personal Leave balance below 520 hours. Employees may convert up to 160 hours of accrued Personal Leave to salary compensation once each year. Personal Leave conversion of a maximum of 160 hours to salary must be submitted by December 20th of each year. 100% of Personal Leave hours in excess of the maximum accrual amount may be converted to banked PERS service credit in accordance with CalPERS regulations.
Employees who become subject to this Plan after July 1, 2011, must convert all accumulated Vacation Leave, Sick Leave to “Personal Leave”. Those hours of Sick Leave or Vacation Leave combined in excess of 520 hours will be placed in a Sick Leave and Vacation Leave bank account to be utilized by the Employee, or paid out upon separation from service as set forth herein, or converted to banked PERS service credit in accordance with CalPERS regulations. Upon separation from service, the City shall pay employee a one-time lump sum calculated on Fifty (50%) Percent of the employee’s banked unused Sick Leave and one hundred (100%) percent of the employee’s banked Vacation Leave. (For example, if an employee is compensated for 450 hours of sick leave at the 50% rate, the uncompensated 225 hours would go to PERS service credit as allowed by PERS.) Employees will accrue Personal Leave time at the following rates:
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
1 to 2 years of city service = 256 hours
2 plus years to 5 years = 272 hours (10.46 hours biweekly) 5 plus years to 10 years = 296 hours (11.38 hours biweekly) 10 plus years to 20 years = 316 hours (12.15 hours biweekly) 20 plus years = 328 hours (12.62 hours biweekly)
After 2 plus years of city service, credit for prior public service may be included for purposes of calculating annual time subject to the City Manager approval. Prior public service shall be similar in nature to the duties being performed by the Employee for City to be eligible for this benefit.
Certifications
The City shall pay the costs associated with obtaining and maintaining special certificates that are required by the State of California, the City of Grass Valley or any governmental agency to obtain and maintain as a condition of employment.
Holidays
Employees are entitled to 12 paid holidays as listed below.
Recognized Holidays shall include:
New Year’s Eve New Year’s Day
Presidents Day Veterans Day
Martin Luther King Day Thanksgiving Day
Memorial Day The Day After Thanksgiving
July 4th Christmas Eve
Labor Day Christmas Day
A paid holiday is equivalent to eight hours, for a total of 96 hours per year. Holiday hours are accrued outside of Personal Leave, must be used within the calendar year accrued. Unused holiday hours may not be carried over into any subsequent calendar year or "cashed out." Special Provisions
A. PUBLIC SAFETY ALLOWANCE
The Police Chief, Deputy Police Chief, and Fire Chief shall be provided a uniform and cleaning allowance. The amount of the benefit will be the same as established under Unit 6 for the Police Chief & Deputy Police Chief and under Unit 8 for the Fire Chief.
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
The Police Chief & Deputy Police Chief shall receive an annual stipend of $1,000 for attending community events.
B. VEHICLE ALLOWANCE
The Police Chief, Deputy Police Chief, Fire Chief and Public Works Director shall be provided a vehicle. Other Employees may be granted a car allowance subject to the City Manager’s approval and in accordance with City adopted policies. Employees will have access to City “Pool” vehicles for conducting City business or will be eligible for mileage reimbursement for personal vehicle use when conducting City business in accordance with City adopted policies.
C. TRAINING/MEMBERSHIPS
Employees shall be entitled to training, travel, workshops, and professional memberships, for the purpose of personal growth and enrichment subject to the annual amounts budgeted each year in the respective department for this purpose. City agrees to reimburse Employee for reasonable expenses for training, travel, workshops and professional memberships which have been authorized by the City Budget and approved in advance by the City Manager.
Employee must submit expense receipts, statements or personal affidavits, and audit thereof in like manner as other demands against the City.
D. PUBLIC EMPLOYEES RETIREMENT SYSTEM
All Employees will be members of the California Public Employees Retirement System as provided by the terms of the contracts between the City of Grass Valley and the California Public Employees Retirement System.
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
Salary Schedule
Position
Annual Salary
Min Mid Max
Administrative Services Director $ 139,107.94 $ 169,938.80 $ 200,769.66 Deputy Administrative Services
Director $ 132,628.24 $ 156,660.48 $ 180.692.72
City Clerk $ 86,941.63 $ 102,520.72 $ 118,099.80
Deputy City Clerk/Management
Services Analyst $ 78,248.07 $ 92,268.95 $ 106,289.82
Deputy City Manager I $ 108,665.00 $ 126,446.04 $ 144,237.08 Deputy City Manager II $ 139,107.94 $ 169,938.80 $ 200,769.66 City Engineer $ 130,413.71 $ 159,686.70 $ 188,959.68
City Planner $ 108,665.00 $ 126,446.04 $ 144,237.08
Community Development Director $ 130,413.71 $ 159,686.70 $ 188,959.68 Fire Chief $ 152,149.54 $ 185,317.09 $ 218,484.63
Police Chief $ 159,478.26 $ 194,180.73 $ 228,883.20
Deputy Police Chief $ 143,530.43 $ 176,535.74 $ 209,535.04 Public Works Director of
Operations $ 130,413.71 $ 159,686.70 $ 188,959.68
Utilities Director $ 130,413.71 $ 159,686.70 $ 188,959.68
Item # 4.
SECOND AMENDED EMPLOYMENT AGREEMENT BETWEEN
CITY OF GRASS VALLEY AND AMY KESLER-WOLFSON
This Second Amended Employment Agreement (“Agreement”) is effective as of the 8th day of October 2024 by and between the City of Grass Valley (“City”) and Amy Kesler-Wolfson (“City Planner” or “Employee”) (collectively, the “Parties”).
RECITALS
WHEREAS, the City and Employee entered into an Employment Agreement (the “Original Agreement”) for their service in the position of City Planner effective 6/05/2023; and amended that Original Agreement June 25, 2023 (“First Amendment”) WHEREAS, the City Council desires to provide the Employee with an increase in the pay range of positions in recognition of exemplary service to the City; and WHEREAS, parties may modify the Agreement upon mutual written agreement.
NOW, THEREFORE, in consideration of the mutual covenants and agreements set forth herein the adequacy of which is hereby acknowledged by the PARTIES to be sufficient, the PARTIES agree as follows:
TERMS AND CONDITIONS
1. Remove and replace Appendix A with the attached Appendix A dated October 8, 2024, reflecting a 4% increase to the end of the pay range.
2. Remove and replace Appendix A with the attached Appendix A dated October 8, 2024, reflecting a revision to item E. Retiree Health Plan Benefit to reflect that an employee with ten years of Grass Valley service shall be eligible for $500 towards CalPERS Health Premium.
3. All other terms, conditions, and provisions of the Original Agreement, and First Amendment, to the extent not modified by this Agreement, shall remain in full force and effect.
TO EFFECTUATE THIS AGREEMENT, the parties have caused their duly authorized representatives to execute this Agreement on the dates set forth below.
Item # 4.
CITY
City of Grass Valley
By:_________________________
Tim Kiser
City Manager
Date:_______________
EMPLOYEE
By:_________________________
Amy Kesler-Wolfson
Date:_______________
Attest:
By:_________________________
Taylor Whittingslow
Deputy City Manager
Date:_______________
Approved as to form:
By:_________________________
Michael G. Colantuono,
City Attorney
Date:_______________
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
Life Insurance and Long-Term Disability, EAP, Retiree Health Plan, other Benefits, and Special Provisions
A. EMPLOYEE CONTRIBUTIONS
Employee contributions towards health benefits are on a pre-tax basis and subject to IRS rules.
B. LIFE INSURANCE
The City shall provide term Life insurance benefits for the Employee, without cost to the Employee, of 1.5 times their annual salary up to two hundred thousand dollars ($200,000) for the Employee, five thousand dollars ($5,000) for the Employee’s spouse and fifteen hundred dollars ($1,500) for eligible dependent children without cost to the employee.
C. SHORT TERM/LONG TERM DISABILITY INSURANCE
Short Term – There is no short-term disability coverage however employee may elect to pay into State Disability Insurance (SDI) at no cost to the City, or they may use any leave bank to cover short term disability exceeding 10 workdays and with a doctor’s note.
Long Term - The City shall provide without cost to the Employee an income protection insurance program that shall insure an Employee’s income to a maximum of sixty-six and two thirds percent (66 2/3%) of monthly earnings with a ceiling of six thousand dollars ($6,000) in calculated base. Conditions of coverage shall be controlled by the master agreement with the insurance company.
D. EMPLOYEE ASSISTANCE PROGRAM
The City has an established Employee Assistance Program. This program provides confidential counseling help for employees and their families. The Employee Assistance program provides for up to 3 visits.
E. RETIREE HEALTH PLAN BENEFIT
Employees who become subject to this Plan, who retire from the City in good standing, who have at least ten years of Grass Valley service, who elect to retain CalPERS medical coverage and who are of full retirement age shall be entitled to payment of up to $500 towards the CalPERS premium for a single party until such time as the Employee is eligible to receive Medicare or is hired and has healthcare coverage available from the new employment.
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
If the Employee so desires, his/her spouse may be added at the additional cost difference of the Employee plus one and the Employee pays the difference. If the Employee retiree selects a health plan that costs less than the City’s contribution, they will not be eligible to receive the cash difference. All premium contributions must be received one month in advance and it is the responsibility of the Employee retiree to ensure that the City receives payment.
Failure to pay the retiree’s contribution in a timely manner (i.e., within 30 days of due date) will result in the loss of the benefit.
Employees waiving health care coverage shall receive two hundred fifty dollars ($250) per month less the cost of any elected dental or vision insurance per month until eligible for Medicare or is hired and has healthcare coverage available from the new employment.
Employees waiving health care coverage must produce evidence of insurance through another source. Any payment due Employees for waiving medical insurance coverage shall be paid in a lump sum per month.
Personal Leave
The purpose of Personal Leave is to provide Employees the ability to accrue time for vacation, sick leave and personal leave situations.
Employees shall accrue Personal Leave hours at a rate of no less than 256 hours and no more than 328 hours per year based on years of service as set forth below. One twenty-sixth (1/26) of such Personal Leave amount shall accrue each pay period.
No Employee may carry a balance of more than 520 hours of their Personal Leave. Employees who have accumulated 520 hours of Personal Leave will accrue no further Personal Leave until they have used Personal Leave in an amount sufficient to bring their accumulated Personal Leave balance below 520 hours. Employees may convert up to 160 hours of accrued Personal Leave to salary compensation once each year. Personal Leave conversion of a maximum of 160 hours to salary must be submitted by December 20th of each year. 100% of Personal Leave hours in excess of the maximum accrual amount may be converted to banked PERS service credit in accordance with CalPERS regulations.
Employees who become subject to this Plan after July 1, 2011, must convert all accumulated Vacation Leave, Sick Leave to “Personal Leave”. Those hours of Sick Leave or Vacation Leave combined in excess of 520 hours will be placed in a Sick Leave and Vacation Leave bank account to be utilized by the Employee, or paid out upon separation from service as set forth herein, or converted to banked PERS service credit in accordance with CalPERS regulations. Upon separation from service, the City shall pay employee a one-time lump sum calculated on Fifty (50%) Percent of the employee’s banked unused Sick Leave and one hundred (100%) percent of the employee’s banked Vacation Leave. (For example, if an employee is compensated for 450 hours of sick leave at the 50% rate, the uncompensated 225 hours would go to PERS service credit as allowed by PERS.) Employees will accrue Personal Leave time at the following rates:
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
1 to 2 years of city service = 256 hours
2 plus years to 5 years = 272 hours (10.46 hours biweekly) 5 plus years to 10 years = 296 hours (11.38 hours biweekly) 10 plus years to 20 years = 316 hours (12.15 hours biweekly) 20 plus years = 328 hours (12.62 hours biweekly)
After 2 plus years of city service, credit for prior public service may be included for purposes of calculating annual time subject to the City Manager approval. Prior public service shall be similar in nature to the duties being performed by the Employee for City to be eligible for this benefit.
Certifications
The City shall pay the costs associated with obtaining and maintaining special certificates that are required by the State of California, the City of Grass Valley or any governmental agency to obtain and maintain as a condition of employment.
Holidays
Employees are entitled to 12 paid holidays as listed below.
Recognized Holidays shall include:
New Year’s Eve New Year’s Day
Presidents Day Veterans Day
Martin Luther King Day Thanksgiving Day
Memorial Day The Day After Thanksgiving
July 4th Christmas Eve
Labor Day Christmas Day
A paid holiday is equivalent to eight hours, for a total of 96 hours per year. Holiday hours are accrued outside of Personal Leave, must be used within the calendar year accrued. Unused holiday hours may not be carried over into any subsequent calendar year or "cashed out." Special Provisions
A. PUBLIC SAFETY ALLOWANCE
The Police Chief, Deputy Police Chief, and Fire Chief shall be provided a uniform and cleaning allowance. The amount of the benefit will be the same as established under Unit 6 for the Police Chief & Deputy Police Chief and under Unit 8 for the Fire Chief.
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
The Police Chief & Deputy Police Chief shall receive an annual stipend of $1,000 for attending community events.
B. VEHICLE ALLOWANCE
The Police Chief, Deputy Police Chief, Fire Chief and Public Works Director shall be provided a vehicle. Other Employees may be granted a car allowance subject to the City Manager’s approval and in accordance with City adopted policies. Employees will have access to City “Pool” vehicles for conducting City business or will be eligible for mileage reimbursement for personal vehicle use when conducting City business in accordance with City adopted policies.
C. TRAINING/MEMBERSHIPS
Employees shall be entitled to training, travel, workshops, and professional memberships, for the purpose of personal growth and enrichment subject to the annual amounts budgeted each year in the respective department for this purpose. City agrees to reimburse Employee for reasonable expenses for training, travel, workshops and professional memberships which have been authorized by the City Budget and approved in advance by the City Manager.
Employee must submit expense receipts, statements or personal affidavits, and audit thereof in like manner as other demands against the City.
D. PUBLIC EMPLOYEES RETIREMENT SYSTEM
All Employees will be members of the California Public Employees Retirement System as provided by the terms of the contracts between the City of Grass Valley and the California Public Employees Retirement System.
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
Salary Schedule
Position
Annual Salary
Min Mid Max
Administrative Services Director $ 139,107.94 $ 169,938.80 $ 200,769.66 Deputy Administrative Services
Director $ 132,628.24 $ 156,660.48 $ 180.692.72
City Clerk $ 86,941.63 $ 102,520.72 $ 118,099.80
Deputy City Clerk/Management
Services Analyst $ 78,248.07 $ 92,268.95 $ 106,289.82
Deputy City Manager I $ 108,665.00 $ 126,446.04 $ 144,237.08 Deputy City Manager II $ 139,107.94 $ 169,938.80 $ 200,769.66 City Engineer $ 130,413.71 $ 159,686.70 $ 188,959.68
City Planner $ 108,665.00 $ 126,446.04 $ 144,237.08
Community Development Director $ 130,413.71 $ 159,686.70 $ 188,959.68 Fire Chief $ 152,149.54 $ 185,317.09 $ 218,484.63
Police Chief $ 159,478.26 $ 194,180.73 $ 228,883.20
Deputy Police Chief $ 143,530.43 $ 176,535.74 $ 209,535.04 Public Works Director of
Operations $ 130,413.71 $ 159,686.70 $ 188,959.68
Utilities Director $ 130,413.71 $ 159,686.70 $ 188,959.68
Item # 4.
FOURTH AMENDED EMPLOYMENT AGREEMENT BETWEEN
CITY OF GRASS VALLEY AND MARK BUTTRON
This Fourth Amended Employment Agreement (“Agreement”) is effective as of the 8th day of October 2024 by and between the City of Grass Valley (“City”) and Mark Buttron (“Fire Chief” or “Employee”) (collectively, the “Parties”).
RECITALS
WHEREAS, the City and Employee entered into an Employment Agreement (the “Original Agreement”) for their service in the position of Fire Chief effective 12/18/2018; and amended that Original Agreement effective June 27, 2021 (“First Amendment”); and amended the First Amended agreement Effective June 26, 2022 (“Second Amendment”); and amended the Second Amendment Agreement Effective June 25, 2023 (“Third Amendment”) WHEREAS, the City Council desires to provide the Employee with an increase in the pay range of positions in recognition of exemplary service to the City; and WHEREAS, parties may modify the Agreement upon mutual written agreement.
NOW, THEREFORE, in consideration of the mutual covenants and agreements set forth herein the adequacy of which is hereby acknowledged by the PARTIES to be sufficient, the PARTIES agree as follows:
TERMS AND CONDITIONS
1. Remove and replace Appendix A with the attached Appendix A dated October 8, 2024, reflecting a 4% increase to the end of the pay range.
2. Remove and replace Appendix A with the attached Appendix A dated October 8, 2024, reflecting a revision to item E. Retiree Health Plan Benefit to reflect that an employee with ten years of Grass Valley service shall be eligible for $500 towards CalPERS Health Premium.
3. All other terms, conditions, and provisions of the Original Agreement, First Amendment, Second Amendment, and Third Amendment, to the extent not modified by this Agreement, shall remain in full force and effect.
TO EFFECTUATE THIS AGREEMENT, the parties have caused their duly authorized representatives to execute this Agreement on the dates set forth below.
Item # 4.
CITY
City of Grass Valley
By:_________________________
Tim Kiser
City Manager
Date:_______________
EMPLOYEE
By:_________________________
Mark Buttron
Date:_______________
Attest:
By:_________________________
Taylor Whittingslow
Deputy City Manager
Date:_______________
Approved as to form:
By:_________________________
Michael G. Colantuono,
City Attorney
Date:_______________
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
Life Insurance and Long-Term Disability, EAP, Retiree Health Plan, other Benefits, and Special Provisions
A. EMPLOYEE CONTRIBUTIONS
Employee contributions towards health benefits are on a pre-tax basis and subject to IRS rules.
B. LIFE INSURANCE
The City shall provide term Life insurance benefits for the Employee, without cost to the Employee, of 1.5 times their annual salary up to two hundred thousand dollars ($200,000) for the Employee, five thousand dollars ($5,000) for the Employee’s spouse and fifteen hundred dollars ($1,500) for eligible dependent children without cost to the employee.
C. SHORT TERM/LONG TERM DISABILITY INSURANCE
Short Term – There is no short-term disability coverage however employee may elect to pay into State Disability Insurance (SDI) at no cost to the City, or they may use any leave bank to cover short term disability exceeding 10 workdays and with a doctor’s note.
Long Term - The City shall provide without cost to the Employee an income protection insurance program that shall insure an Employee’s income to a maximum of sixty-six and two thirds percent (66 2/3%) of monthly earnings with a ceiling of six thousand dollars ($6,000) in calculated base. Conditions of coverage shall be controlled by the master agreement with the insurance company.
D. EMPLOYEE ASSISTANCE PROGRAM
The City has an established Employee Assistance Program. This program provides confidential counseling help for employees and their families. The Employee Assistance program provides for up to 3 visits.
E. RETIREE HEALTH PLAN BENEFIT
Employees who become subject to this Plan, who retire from the City in good standing, who have at least ten years of Grass Valley service, who elect to retain CalPERS medical coverage and who are of full retirement age shall be entitled to payment of up to $500 towards the CalPERS premium for a single party until such time as the Employee is eligible to receive Medicare or is hired and has healthcare coverage available from the new employment.
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
If the Employee so desires, his/her spouse may be added at the additional cost difference of the Employee plus one and the Employee pays the difference. If the Employee retiree selects a health plan that costs less than the City’s contribution, they will not be eligible to receive the cash difference. All premium contributions must be received one month in advance and it is the responsibility of the Employee retiree to ensure that the City receives payment.
Failure to pay the retiree’s contribution in a timely manner (i.e., within 30 days of due date) will result in the loss of the benefit.
Employees waiving health care coverage shall receive two hundred fifty dollars ($250) per month less the cost of any elected dental or vision insurance per month until eligible for Medicare or is hired and has healthcare coverage available from the new employment.
Employees waiving health care coverage must produce evidence of insurance through another source. Any payment due Employees for waiving medical insurance coverage shall be paid in a lump sum per month.
Personal Leave
The purpose of Personal Leave is to provide Employees the ability to accrue time for vacation, sick leave and personal leave situations.
Employees shall accrue Personal Leave hours at a rate of no less than 256 hours and no more than 328 hours per year based on years of service as set forth below. One twenty-sixth (1/26) of such Personal Leave amount shall accrue each pay period.
No Employee may carry a balance of more than 520 hours of their Personal Leave. Employees who have accumulated 520 hours of Personal Leave will accrue no further Personal Leave until they have used Personal Leave in an amount sufficient to bring their accumulated Personal Leave balance below 520 hours. Employees may convert up to 160 hours of accrued Personal Leave to salary compensation once each year. Personal Leave conversion of a maximum of 160 hours to salary must be submitted by December 20th of each year. 100% of Personal Leave hours in excess of the maximum accrual amount may be converted to banked PERS service credit in accordance with CalPERS regulations.
Employees who become subject to this Plan after July 1, 2011, must convert all accumulated Vacation Leave, Sick Leave to “Personal Leave”. Those hours of Sick Leave or Vacation Leave combined in excess of 520 hours will be placed in a Sick Leave and Vacation Leave bank account to be utilized by the Employee, or paid out upon separation from service as set forth herein, or converted to banked PERS service credit in accordance with CalPERS regulations. Upon separation from service, the City shall pay employee a one-time lump sum calculated on Fifty (50%) Percent of the employee’s banked unused Sick Leave and one hundred (100%) percent of the employee’s banked Vacation Leave. (For example, if an employee is compensated for 450 hours of sick leave at the 50% rate, the uncompensated 225 hours would go to PERS service credit as allowed by PERS.) Employees will accrue Personal Leave time at the following rates:
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
1 to 2 years of city service = 256 hours
2 plus years to 5 years = 272 hours (10.46 hours biweekly) 5 plus years to 10 years = 296 hours (11.38 hours biweekly) 10 plus years to 20 years = 316 hours (12.15 hours biweekly) 20 plus years = 328 hours (12.62 hours biweekly)
After 2 plus years of city service, credit for prior public service may be included for purposes of calculating annual time subject to the City Manager approval. Prior public service shall be similar in nature to the duties being performed by the Employee for City to be eligible for this benefit.
Certifications
The City shall pay the costs associated with obtaining and maintaining special certificates that are required by the State of California, the City of Grass Valley or any governmental agency to obtain and maintain as a condition of employment.
Holidays
Employees are entitled to 12 paid holidays as listed below.
Recognized Holidays shall include:
New Year’s Eve New Year’s Day
Presidents Day Veterans Day
Martin Luther King Day Thanksgiving Day
Memorial Day The Day After Thanksgiving
July 4th Christmas Eve
Labor Day Christmas Day
A paid holiday is equivalent to eight hours, for a total of 96 hours per year. Holiday hours are accrued outside of Personal Leave, must be used within the calendar year accrued. Unused holiday hours may not be carried over into any subsequent calendar year or "cashed out." Special Provisions
A. PUBLIC SAFETY ALLOWANCE
The Police Chief, Deputy Police Chief, and Fire Chief shall be provided a uniform and cleaning allowance. The amount of the benefit will be the same as established under Unit 6 for the Police Chief & Deputy Police Chief and under Unit 8 for the Fire Chief.
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
The Police Chief & Deputy Police Chief shall receive an annual stipend of $1,000 for attending community events.
B. VEHICLE ALLOWANCE
The Police Chief, Deputy Police Chief, Fire Chief and Public Works Director shall be provided a vehicle. Other Employees may be granted a car allowance subject to the City Manager’s approval and in accordance with City adopted policies. Employees will have access to City “Pool” vehicles for conducting City business or will be eligible for mileage reimbursement for personal vehicle use when conducting City business in accordance with City adopted policies.
C. TRAINING/MEMBERSHIPS
Employees shall be entitled to training, travel, workshops, and professional memberships, for the purpose of personal growth and enrichment subject to the annual amounts budgeted each year in the respective department for this purpose. City agrees to reimburse Employee for reasonable expenses for training, travel, workshops and professional memberships which have been authorized by the City Budget and approved in advance by the City Manager.
Employee must submit expense receipts, statements or personal affidavits, and audit thereof in like manner as other demands against the City.
D. PUBLIC EMPLOYEES RETIREMENT SYSTEM
All Employees will be members of the California Public Employees Retirement System as provided by the terms of the contracts between the City of Grass Valley and the California Public Employees Retirement System.
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
Salary Schedule
Position
Annual Salary
Min Mid Max
Administrative Services Director $ 139,107.94 $ 169,938.80 $ 200,769.66 Deputy Administrative Services
Director $ 132,628.24 $ 156,660.48 $ 180.692.72
City Clerk $ 86,941.63 $ 102,520.72 $ 118,099.80
Deputy City Clerk/Management
Services Analyst $ 78,248.07 $ 92,268.95 $ 106,289.82
Deputy City Manager I $ 108,665.00 $ 126,446.04 $ 144,237.08 Deputy City Manager II $ 139,107.94 $ 169,938.80 $ 200,769.66 City Engineer $ 130,413.71 $ 159,686.70 $ 188,959.68
City Planner $ 108,665.00 $ 126,446.04 $ 144,237.08
Community Development Director $ 130,413.71 $ 159,686.70 $ 188,959.68 Fire Chief $ 152,149.54 $ 185,317.09 $ 218,484.63
Police Chief $ 159,478.26 $ 194,180.73 $ 228,883.20
Deputy Police Chief $ 143,530.43 $ 176,535.74 $ 209,535.04 Public Works Director of
Operations $ 130,413.71 $ 159,686.70 $ 188,959.68
Utilities Director $ 130,413.71 $ 159,686.70 $ 188,959.68
Item # 4.
FOURTH AMENDED EMPLOYMENT AGREEMENT BETWEEN
CITY OF GRASS VALLEY AND ANDY HEATH
This Fourth Amended Employment Agreement (“Agreement”) is effective as of the 8th day of October 2024 by and between the City of Grass Valley (“City”) and Andy Heath (“Administrative Services Director” or “Employee”) (collectively, the “Parties”).
RECITALS
WHEREAS, the City and Employee entered into an Employment Agreement (the “Original Agreement”) for their service in the position of Administrative Services Director effective 1/26/2020; and amended that Original Agreement effective June 27, 2021 (“First Amendment”); and amended the First Amended agreement Effective June 26, 2022 (“Second Amendment”); and amended the Second Amendment Agreement Effective June 25, 2023 (“Third Amendment”) WHEREAS, the City Council desires to provide the Employee with an increase in the pay range of positions in recognition of exemplary service to the City; and WHEREAS, parties may modify the Agreement upon mutual written agreement.
NOW, THEREFORE, in consideration of the mutual covenants and agreements set forth herein the adequacy of which is hereby acknowledged by the PARTIES to be sufficient, the PARTIES agree as follows:
TERMS AND CONDITIONS
1. Remove and replace Appendix A with the attached Appendix A dated October 8, 2024, reflecting a 4% increase to the end of the pay range.
2. Remove and replace Appendix A with the attached Appendix A dated October 8, 2024, reflecting a revision to item E. Retiree Health Plan Benefit to reflect that an employee with ten years of Grass Valley service shall be eligible for $500 towards CalPERS Health Premium.
3. All other terms, conditions, and provisions of the Original Agreement, First Amendment, Second Amendment, and Third Amendment, to the extent not modified by this Agreement, shall remain in full force and effect.
TO EFFECTUATE THIS AGREEMENT, the parties have caused their duly authorized representatives to execute this Agreement on the dates set forth below.
Item # 4.
CITY
City of Grass Valley
By:_________________________
Tim Kiser
City Manager
Date:_______________
EMPLOYEE
By:_________________________
Andy Heath
Date:_______________
Attest:
By:_________________________
Taylor Whittingslow
Deputy City Manager
Date:_______________
Approved as to form:
By:_________________________
Michael G. Colantuono,
City Attorney
Date:_______________
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
Life Insurance and Long-Term Disability, EAP, Retiree Health Plan, other Benefits, and Special Provisions
A. EMPLOYEE CONTRIBUTIONS
Employee contributions towards health benefits are on a pre-tax basis and subject to IRS rules.
B. LIFE INSURANCE
The City shall provide term Life insurance benefits for the Employee, without cost to the Employee, of 1.5 times their annual salary up to two hundred thousand dollars ($200,000) for the Employee, five thousand dollars ($5,000) for the Employee’s spouse and fifteen hundred dollars ($1,500) for eligible dependent children without cost to the employee.
C. SHORT TERM/LONG TERM DISABILITY INSURANCE
Short Term – There is no short-term disability coverage however employee may elect to pay into State Disability Insurance (SDI) at no cost to the City, or they may use any leave bank to cover short term disability exceeding 10 workdays and with a doctor’s note.
Long Term - The City shall provide without cost to the Employee an income protection insurance program that shall insure an Employee’s income to a maximum of sixty-six and two thirds percent (66 2/3%) of monthly earnings with a ceiling of six thousand dollars ($6,000) in calculated base. Conditions of coverage shall be controlled by the master agreement with the insurance company.
D. EMPLOYEE ASSISTANCE PROGRAM
The City has an established Employee Assistance Program. This program provides confidential counseling help for employees and their families. The Employee Assistance program provides for up to 3 visits.
E. RETIREE HEALTH PLAN BENEFIT
Employees who become subject to this Plan, who retire from the City in good standing, who have at least ten years of Grass Valley service, who elect to retain CalPERS medical coverage and who are of full retirement age shall be entitled to payment of up to $500 towards the CalPERS premium for a single party until such time as the Employee is eligible to receive Medicare or is hired and has healthcare coverage available from the new employment.
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
If the Employee so desires, his/her spouse may be added at the additional cost difference of the Employee plus one and the Employee pays the difference. If the Employee retiree selects a health plan that costs less than the City’s contribution, they will not be eligible to receive the cash difference. All premium contributions must be received one month in advance and it is the responsibility of the Employee retiree to ensure that the City receives payment.
Failure to pay the retiree’s contribution in a timely manner (i.e., within 30 days of due date) will result in the loss of the benefit.
Employees waiving health care coverage shall receive two hundred fifty dollars ($250) per month less the cost of any elected dental or vision insurance per month until eligible for Medicare or is hired and has healthcare coverage available from the new employment.
Employees waiving health care coverage must produce evidence of insurance through another source. Any payment due Employees for waiving medical insurance coverage shall be paid in a lump sum per month.
Personal Leave
The purpose of Personal Leave is to provide Employees the ability to accrue time for vacation, sick leave and personal leave situations.
Employees shall accrue Personal Leave hours at a rate of no less than 256 hours and no more than 328 hours per year based on years of service as set forth below. One twenty-sixth (1/26) of such Personal Leave amount shall accrue each pay period.
No Employee may carry a balance of more than 520 hours of their Personal Leave. Employees who have accumulated 520 hours of Personal Leave will accrue no further Personal Leave until they have used Personal Leave in an amount sufficient to bring their accumulated Personal Leave balance below 520 hours. Employees may convert up to 160 hours of accrued Personal Leave to salary compensation once each year. Personal Leave conversion of a maximum of 160 hours to salary must be submitted by December 20th of each year. 100% of Personal Leave hours in excess of the maximum accrual amount may be converted to banked PERS service credit in accordance with CalPERS regulations.
Employees who become subject to this Plan after July 1, 2011, must convert all accumulated Vacation Leave, Sick Leave to “Personal Leave”. Those hours of Sick Leave or Vacation Leave combined in excess of 520 hours will be placed in a Sick Leave and Vacation Leave bank account to be utilized by the Employee, or paid out upon separation from service as set forth herein, or converted to banked PERS service credit in accordance with CalPERS regulations. Upon separation from service, the City shall pay employee a one-time lump sum calculated on Fifty (50%) Percent of the employee’s banked unused Sick Leave and one hundred (100%) percent of the employee’s banked Vacation Leave. (For example, if an employee is compensated for 450 hours of sick leave at the 50% rate, the uncompensated 225 hours would go to PERS service credit as allowed by PERS.) Employees will accrue Personal Leave time at the following rates:
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
1 to 2 years of city service = 256 hours
2 plus years to 5 years = 272 hours (10.46 hours biweekly) 5 plus years to 10 years = 296 hours (11.38 hours biweekly) 10 plus years to 20 years = 316 hours (12.15 hours biweekly) 20 plus years = 328 hours (12.62 hours biweekly)
After 2 plus years of city service, credit for prior public service may be included for purposes of calculating annual time subject to the City Manager approval. Prior public service shall be similar in nature to the duties being performed by the Employee for City to be eligible for this benefit.
Certifications
The City shall pay the costs associated with obtaining and maintaining special certificates that are required by the State of California, the City of Grass Valley or any governmental agency to obtain and maintain as a condition of employment.
Holidays
Employees are entitled to 12 paid holidays as listed below.
Recognized Holidays shall include:
New Year’s Eve New Year’s Day
Presidents Day Veterans Day
Martin Luther King Day Thanksgiving Day
Memorial Day The Day After Thanksgiving
July 4th Christmas Eve
Labor Day Christmas Day
A paid holiday is equivalent to eight hours, for a total of 96 hours per year. Holiday hours are accrued outside of Personal Leave, must be used within the calendar year accrued. Unused holiday hours may not be carried over into any subsequent calendar year or "cashed out." Special Provisions
A. PUBLIC SAFETY ALLOWANCE
The Police Chief, Deputy Police Chief, and Fire Chief shall be provided a uniform and cleaning allowance. The amount of the benefit will be the same as established under Unit 6 for the Police Chief & Deputy Police Chief and under Unit 8 for the Fire Chief.
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
The Police Chief & Deputy Police Chief shall receive an annual stipend of $1,000 for attending community events.
B. VEHICLE ALLOWANCE
The Police Chief, Deputy Police Chief, Fire Chief and Public Works Director shall be provided a vehicle. Other Employees may be granted a car allowance subject to the City Manager’s approval and in accordance with City adopted policies. Employees will have access to City “Pool” vehicles for conducting City business or will be eligible for mileage reimbursement for personal vehicle use when conducting City business in accordance with City adopted policies.
C. TRAINING/MEMBERSHIPS
Employees shall be entitled to training, travel, workshops, and professional memberships, for the purpose of personal growth and enrichment subject to the annual amounts budgeted each year in the respective department for this purpose. City agrees to reimburse Employee for reasonable expenses for training, travel, workshops and professional memberships which have been authorized by the City Budget and approved in advance by the City Manager.
Employee must submit expense receipts, statements or personal affidavits, and audit thereof in like manner as other demands against the City.
D. PUBLIC EMPLOYEES RETIREMENT SYSTEM
All Employees will be members of the California Public Employees Retirement System as provided by the terms of the contracts between the City of Grass Valley and the California Public Employees Retirement System.
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
Salary Schedule
Position
Annual Salary
Min Mid Max
Administrative Services Director $ 139,107.94 $ 169,938.80 $ 200,769.66 Deputy Administrative Services
Director $ 132,628.24 $ 156,660.48 $ 180.692.72
City Clerk $ 86,941.63 $ 102,520.72 $ 118,099.80
Deputy City Clerk/Management
Services Analyst $ 78,248.07 $ 92,268.95 $ 106,289.82
Deputy City Manager I $ 108,665.00 $ 126,446.04 $ 144,237.08 Deputy City Manager II $ 139,107.94 $ 169,938.80 $ 200,769.66 City Engineer $ 130,413.71 $ 159,686.70 $ 188,959.68
City Planner $ 108,665.00 $ 126,446.04 $ 144,237.08
Community Development Director $ 130,413.71 $ 159,686.70 $ 188,959.68 Fire Chief $ 152,149.54 $ 185,317.09 $ 218,484.63
Police Chief $ 159,478.26 $ 194,180.73 $ 228,883.20
Deputy Police Chief $ 143,530.43 $ 176,535.74 $ 209,535.04 Public Works Director of
Operations $ 130,413.71 $ 159,686.70 $ 188,959.68
Utilities Director $ 130,413.71 $ 159,686.70 $ 188,959.68
Item # 4.
FIRST AMENDED EMPLOYMENT AGREEMENT BETWEEN
CITY OF GRASS VALLEY AND TAYLOR WHITTINGSLOW
This First Amended Employment Agreement (“Agreement”) is effective as of the 8th day of October 2024 by and between the City of Grass Valley (“City”) and Taylor Whittingslow (“City Planner” or “Employee”) (collectively, the “Parties”).
RECITALS
WHEREAS, the City and Employee entered into an Employment Agreement (the “Original Agreement”) for their service in the position of Deputy City Manager I effective 2/21/2024 WHEREAS, Taylor Day legally changed their name to Taylor Whittingslow effective May 18, 2024,
WHEREAS, the City Council desires to provide the Employee with an increase in the pay range of positions in recognition of exemplary service to the City; and WHEREAS, parties may modify the Agreement upon mutual written agreement.
NOW, THEREFORE, in consideration of the mutual covenants and agreements set forth herein the adequacy of which is hereby acknowledged by the PARTIES to be sufficient, the PARTIES agree as follows:
TERMS AND CONDITIONS
1. Remove and replace Appendix A with the attached Appendix A dated October 8, 2024, reflecting a 4% increase to the end of the pay range.
2. Remove and replace Appendix A with the attached Appendix A dated October 8, 2024, reflecting a revision to item E. Retiree Health Plan Benefit to reflect that an employee with ten years of Grass Valley service shall be eligible for $500 towards CalPERS Health Premium.
3. All other terms, conditions, and provisions of the Original Agreement, to the extent not modified by this Agreement, shall remain in full force and effect.
TO EFFECTUATE THIS AGREEMENT, the parties have caused their duly authorized representatives to execute this Agreement on the dates set forth below.
Item # 4.
CITY
City of Grass Valley
By:_________________________
Tim Kiser
City Manager
Date:_______________
EMPLOYEE
By:_________________________
Taylor Whittingslow
Date:_______________
Attest:
By:_________________________
Taylor Whittingslow
Deputy City Manager
Date:_______________
Approved as to form:
By:_________________________
Michael G. Colantuono,
City Attorney
Date:_______________
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
Life Insurance and Long-Term Disability, EAP, Retiree Health Plan, other Benefits, and Special Provisions
A. EMPLOYEE CONTRIBUTIONS
Employee contributions towards health benefits are on a pre-tax basis and subject to IRS rules.
B. LIFE INSURANCE
The City shall provide term Life insurance benefits for the Employee, without cost to the Employee, of 1.5 times their annual salary up to two hundred thousand dollars ($200,000) for the Employee, five thousand dollars ($5,000) for the Employee’s spouse and fifteen hundred dollars ($1,500) for eligible dependent children without cost to the employee.
C. SHORT TERM/LONG TERM DISABILITY INSURANCE
Short Term – There is no short-term disability coverage however employee may elect to pay into State Disability Insurance (SDI) at no cost to the City, or they may use any leave bank to cover short term disability exceeding 10 workdays and with a doctor’s note.
Long Term - The City shall provide without cost to the Employee an income protection insurance program that shall insure an Employee’s income to a maximum of sixty-six and two thirds percent (66 2/3%) of monthly earnings with a ceiling of six thousand dollars ($6,000) in calculated base. Conditions of coverage shall be controlled by the master agreement with the insurance company.
D. EMPLOYEE ASSISTANCE PROGRAM
The City has an established Employee Assistance Program. This program provides confidential counseling help for employees and their families. The Employee Assistance program provides for up to 3 visits.
E. RETIREE HEALTH PLAN BENEFIT
Employees who become subject to this Plan, who retire from the City in good standing, who have at least ten years of Grass Valley service, who elect to retain CalPERS medical coverage and who are of full retirement age shall be entitled to payment of up to $500 towards the CalPERS premium for a single party until such time as the Employee is eligible to receive Medicare or is hired and has healthcare coverage available from the new employment.
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
If the Employee so desires, his/her spouse may be added at the additional cost difference of the Employee plus one and the Employee pays the difference. If the Employee retiree selects a health plan that costs less than the City’s contribution, they will not be eligible to receive the cash difference. All premium contributions must be received one month in advance and it is the responsibility of the Employee retiree to ensure that the City receives payment.
Failure to pay the retiree’s contribution in a timely manner (i.e., within 30 days of due date) will result in the loss of the benefit.
Employees waiving health care coverage shall receive two hundred fifty dollars ($250) per month less the cost of any elected dental or vision insurance per month until eligible for Medicare or is hired and has healthcare coverage available from the new employment.
Employees waiving health care coverage must produce evidence of insurance through another source. Any payment due Employees for waiving medical insurance coverage shall be paid in a lump sum per month.
Personal Leave
The purpose of Personal Leave is to provide Employees the ability to accrue time for vacation, sick leave and personal leave situations.
Employees shall accrue Personal Leave hours at a rate of no less than 256 hours and no more than 328 hours per year based on years of service as set forth below. One twenty-sixth (1/26) of such Personal Leave amount shall accrue each pay period.
No Employee may carry a balance of more than 520 hours of their Personal Leave. Employees who have accumulated 520 hours of Personal Leave will accrue no further Personal Leave until they have used Personal Leave in an amount sufficient to bring their accumulated Personal Leave balance below 520 hours. Employees may convert up to 160 hours of accrued Personal Leave to salary compensation once each year. Personal Leave conversion of a maximum of 160 hours to salary must be submitted by December 20th of each year. 100% of Personal Leave hours in excess of the maximum accrual amount may be converted to banked PERS service credit in accordance with CalPERS regulations.
Employees who become subject to this Plan after July 1, 2011, must convert all accumulated Vacation Leave, Sick Leave to “Personal Leave”. Those hours of Sick Leave or Vacation Leave combined in excess of 520 hours will be placed in a Sick Leave and Vacation Leave bank account to be utilized by the Employee, or paid out upon separation from service as set forth herein, or converted to banked PERS service credit in accordance with CalPERS regulations. Upon separation from service, the City shall pay employee a one-time lump sum calculated on Fifty (50%) Percent of the employee’s banked unused Sick Leave and one hundred (100%) percent of the employee’s banked Vacation Leave. (For example, if an employee is compensated for 450 hours of sick leave at the 50% rate, the uncompensated 225 hours would go to PERS service credit as allowed by PERS.) Employees will accrue Personal Leave time at the following rates:
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
1 to 2 years of city service = 256 hours
2 plus years to 5 years = 272 hours (10.46 hours biweekly) 5 plus years to 10 years = 296 hours (11.38 hours biweekly) 10 plus years to 20 years = 316 hours (12.15 hours biweekly) 20 plus years = 328 hours (12.62 hours biweekly)
After 2 plus years of city service, credit for prior public service may be included for purposes of calculating annual time subject to the City Manager approval. Prior public service shall be similar in nature to the duties being performed by the Employee for City to be eligible for this benefit.
Certifications
The City shall pay the costs associated with obtaining and maintaining special certificates that are required by the State of California, the City of Grass Valley or any governmental agency to obtain and maintain as a condition of employment.
Holidays
Employees are entitled to 12 paid holidays as listed below.
Recognized Holidays shall include:
New Year’s Eve New Year’s Day
Presidents Day Veterans Day
Martin Luther King Day Thanksgiving Day
Memorial Day The Day After Thanksgiving
July 4th Christmas Eve
Labor Day Christmas Day
A paid holiday is equivalent to eight hours, for a total of 96 hours per year. Holiday hours are accrued outside of Personal Leave, must be used within the calendar year accrued. Unused holiday hours may not be carried over into any subsequent calendar year or "cashed out." Special Provisions
A. PUBLIC SAFETY ALLOWANCE
The Police Chief, Deputy Police Chief, and Fire Chief shall be provided a uniform and cleaning allowance. The amount of the benefit will be the same as established under Unit 6 for the Police Chief & Deputy Police Chief and under Unit 8 for the Fire Chief.
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
The Police Chief & Deputy Police Chief shall receive an annual stipend of $1,000 for attending community events.
B. VEHICLE ALLOWANCE
The Police Chief, Deputy Police Chief, Fire Chief and Public Works Director shall be provided a vehicle. Other Employees may be granted a car allowance subject to the City Manager’s approval and in accordance with City adopted policies. Employees will have access to City “Pool” vehicles for conducting City business or will be eligible for mileage reimbursement for personal vehicle use when conducting City business in accordance with City adopted policies.
C. TRAINING/MEMBERSHIPS
Employees shall be entitled to training, travel, workshops, and professional memberships, for the purpose of personal growth and enrichment subject to the annual amounts budgeted each year in the respective department for this purpose. City agrees to reimburse Employee for reasonable expenses for training, travel, workshops and professional memberships which have been authorized by the City Budget and approved in advance by the City Manager.
Employee must submit expense receipts, statements or personal affidavits, and audit thereof in like manner as other demands against the City.
D. PUBLIC EMPLOYEES RETIREMENT SYSTEM
All Employees will be members of the California Public Employees Retirement System as provided by the terms of the contracts between the City of Grass Valley and the California Public Employees Retirement System.
Item # 4.
Appendix A - Compensation and Benefits
Updated: October 8, 2024
Salary Schedule
Position
Annual Salary
Min Mid Max
Administrative Services Director $ 139,107.94 $ 169,938.80 $ 200,769.66 Deputy Administrative Services
Director $ 132,628.24 $ 156,660.48 $ 180.692.72
City Clerk $ 86,941.63 $ 102,520.72 $ 118,099.80
Deputy City Clerk/Management
Services Analyst $ 78,248.07 $ 92,268.95 $ 106,289.82
Deputy City Manager I $ 108,665.00 $ 126,446.04 $ 144,237.08 Deputy City Manager II $ 139,107.94 $ 169,938.80 $ 200,769.66 City Engineer $ 130,413.71 $ 159,686.70 $ 188,959.68
City Planner $ 108,665.00 $ 126,446.04 $ 144,237.08
Community Development Director $ 130,413.71 $ 159,686.70 $ 188,959.68 Fire Chief $ 152,149.54 $ 185,317.09 $ 218,484.63
Police Chief $ 159,478.26 $ 194,180.73 $ 228,883.20
Deputy Police Chief $ 143,530.43 $ 176,535.74 $ 209,535.04 Public Works Director of
Operations $ 130,413.71 $ 159,686.70 $ 188,959.68
Utilities Director $ 130,413.71 $ 159,686.70 $ 188,959.68