City Council Agenda August 26, 2024
1 AMERICANS WITH DISABILITIES ACT/CALIFORNIA BROWN ACT
NOTIFICATION FOR THE CITY OF HUGHSON
This Agenda shall be made available upon request in alternative formats to persons with a disability as required by the Americans with Disabilities Act of 1990 (42 U.S.C. Section 12132) and the Ralph M. Brown Act (California Government Code Section 54954.2).
Disabled or Special needs Accommodation: In compliance with the Americans with Disabilities Act, persons requesting a disability related modification or accommodation in order to participate in the meeting and/or if you need assistance to attend or participate in a City Council meeting, please contact the City Clerk’s office at (209) 883-4054. Notification at least 48-hours prior to the meeting will assist the City Clerk in assuring that reasonable accommodations are made to provide accessibility to the meeting.
City of Hughson
CITY COUNCIL MEETING
Hughson City Hall – 7018 Pine Street Hughson, California MONDAY, AUGUST 26, 2024 – 6:00 P.M.
CALL TO ORDER: Mayor George Carr
ROLL CALL: Mayor George Carr
Mayor Pro Tem Randy Crooker
Councilmember Samuel Rush
Councilmember Julie Ann Strain
Councilmember Alan McFadon
FLAG SALUTE: Mayor George Carr
AGENDA
HUGHSON CITY COUNCIL
How to participate in, or observe the Meeting:
• In person in the City Council Chambers and submit public comment when invited during the meeting. • Observe only via YouTube live, by accessing this link:
https://www.youtube.com/channel/UC-PwkdIrKoMmOJDzBSodu6A?view_as=subscriber If a technical issue arises with any streaming option, the City Council meeting will continue unless the meeting is being held pursuant to the provisions of Assembly Bill 2449. • In addition, recorded City Council meetings are posted on the City’s website the second business day following the meeting. Recorded videos can be accessed with the following link:
Upcoming Meetings | Hughson CA
1 City Council Agenda August 26, 2024
2 INVOCATION: Hughson Ministerial Association
1. PUBLIC BUSINESS FROM THE FLOOR (No Action Can Be Taken):
Please limit presentations to five minutes. If you wish to speak regarding an item on the agenda, you may be asked to defer your remarks until the Council addresses the matter. Pursuant to California Government Code Section 54954.2(a)(3), no action or discussion may be undertaken on any item not appearing on the posted agenda, except that the City Council, or its staff, may briefly respond to comments or questions from members of the public, provide a reference to staff or other resources for factual information, or direct staff to place the issue on a future agenda.
2. PRESENTATIONS:
2.1: Human Exploitation and Trafficking (H.E.A.T.) – Stanislaus County Sheriff’s Office Special Victims Unit.
3. CONSENT CALENDAR:
All items listed on the Consent Calendar are to be acted upon by a single action of the City Council unless otherwise requested by an audience member, or individual Councilmember for special consideration. Otherwise, the recommendation of staff will be accepted and acted upon by roll call vote.
3.1: Approval of the Minutes of the Regular Meeting of August 12, 2024.
3.2: Approval of the Warrants.
3.3: Adopt Resolution No. 2024-28, Amending the Classification Plan with an Updated Job Description for the Management Analyst Position.
3.4: Adopt Resolution No. 2024-29, Approving the Memorandum of Understanding (MOU) between the City of Hughson and Operating Engineers Local Union No. 3 on behalf of the City of Hughson Employees Association; Authorize the City Manager to Execute the MOU with Operating Engineers Local Union No. 3 on behalf of the City of Hughson Employees Association Inclusive of any Final Edits by the City Attorney; and Extending any Cost-ofLiving, Equity, and/or Base Wage Adjustments to all Unrepresented Employees and Management Staff.
3.5: Adopt Resolution No. 2024-30, Updating the Publicly Available Salary Schedule Consistent with the Requirement of California Code of Regulations, Title 2, Section 570.5.
4. UNFINISHED BUSINESS: NONE.
5. PUBLIC HEARING: NONE.
6. NEW BUSINESS:
6.1: Consider Resolution No. 2024-31, A Resolution in Support of Proposition 36 – The Homelessness, Drug Addiction and Theft Reduction Act.
2 City Council Agenda August 26, 2024
3 7. CORRESPONDENCE: NONE.
8. COMMENTS:
A brief report on notable attendance of a meeting, or conference, or other notable topics of City business shall be made. The Brown Act does not allow for discussion or action of items by the City Council during this time.
8.1: Staff Reports and Comments:
City Manager
City Clerk
Director of Finance
Community Development Director
Police Services
City Attorney
8.2: Council Comments:
9. CLOSED SESSION: NONE.
10. ADJOURNMENT:
The next City Council meeting is scheduled for September 9, 2024, at 6:00 pm.
In accordance with California Government Code Section 54957.5, any writing or document that is a public record, relates to an open session agenda item, and is distributed less than 72 hours prior to a regular meeting will be made available for public inspection in the office of the City Clerk at Hughson City Hall during normal business hours. If, however, the document or writing is not distributed until the regular meeting to which it relates, then the document or writing will be made available to the public at the location of the meeting, as listed on the agenda.
Notice Regarding Non-English Speakers:
Pursuant to California Constitution Article III, Section IV, establishing English as the official language for the State of California, and in accordance with California Code of Civil Procedures Section 185, which requires proceedings before any State Court to be in English, notice is hereby given that all proceedings before the City of Hughson City Council shall be in English and anyone wishing to address the Council is required to have a translator present who will take an oath to make an accurate translation from any language not English into the English language.
UPCOMING EVENTS:
August 26 ▪ Economic Development Committee Meeting, Hughson City Hall, 4:30PM August 26 ▪ City Council Meeting, City Council Chambers/YouTube Live Stream, 6PM
AFFIDAVIT OF POSTING
Date: August 23, 2024 Time: 10:00AM
Name: Ashton Gose Title: City Clerk
3 City Council Agenda August 26, 2024
4 September 2 ▪ Labor Day – City Hall Closed
September 6 ▪ Homecoming Parade, Downtown Hughson, 2:30PM September 9 ▪ City/School 2+2 Committee Meeting, Hughson City Hall, 4:30PM September 9 ▪ City Council Meeting, City Council Chambers/YouTube Live Stream, 6PM 4 Meeting Date: August 26, 2024
Subject: Approval of the City Council Minutes
Presented By: Ashton Gose, City Clerk
Approved By:
____________________________
Dominique Romo, City Manager
______________________________________________________________________ Staff Recommendation:
Approve the Minutes of the regular Meeting of August 12, 2024.
CITY COUNCIL AGENDA ITEM NO. 3.1
SECTION 3: CONSENT CALENDAR
5 City Council Minutes August 12, 2024
1 MINUTES
City of Hughson
CITY COUNCIL MEETING
Hughson City Hall – 7018 Pine Street
Hughson, California
MONDAY, AUGUST 12, 2024 – 6:02 P.M.
CALL TO ORDER: Mayor George Carr
ROLL CALL:
Present: Mayor George Carr
Mayor Pro Tem Randy Crooker
Councilmember Samuel Rush
Councilmember Alan McFadon
Councilmember Julie Ann Strain
Staff Present: Dominique Romo, City Manager
Andy Pinasco, City Attorney
Ashton Gose, City Clerk
Carla Jauregui, Community Development Director
Kim Weimer, Director of Finance and Admin Services
Jose Vasquez, Public Works Superintendent
Lloyd MacKinnon, Chief of Police
________________________________________________________________
1. PUBLIC BUSINESS FROM THE FLOOR (No Action Taken):
Kenny Thornsberry provided comments regarding the Encroachment Permit process.
2. PRESENTATIONS: NONE.
3. CONSENT CALENDAR:
HUGHSON CITY COUNCIL
6 City Council Minutes August 12, 2024
2 3.1: Approval of the Minutes of the Regular Meeting of July 22, 2024.
3.2: Approval of the Minutes of the Special Meeting of July 24, 2024.
3.3: Approval of the Warrants.
3.4: Approve Designating Mayor George Carr as the Voting Delegate the League of California Cities Annual Conference and Expo on October 16-28, 2024, in Long Beach, California.
CARR/McFADON 5-0-0-0 motion passes to approve the Consent Calendar as presented, with the following roll call vote:
CROOKER RUSH STRAIN McFADON CARR
AYE AYE AYE AYE AYE
4. UNFINISHED BUSINESS: NONE.
5. PUBLIC HEARING: NONE.
6. NEW BUSINESS:
6.1: Consider the Updated Attorney-Client Representation Agreement with Neumiller & Beardslee and Authorize the City Manager to Execute the Agreement.
City Manager Romo presented the staff report on this item.
Mayor Carr opened public comment at 6:12PM. There was no public comment. Mayor Carr closed public comment at 6:12PM.
CARR/McFADON 5-0-0-0 motion passes to approve the updated AttorneyClient Representative Agreement with Neumiller & Beardslee and Authorize the City Manager to Execute the Agreement, with the following roll call vote:
CROOKER RUSH STRAIN McFADON CARR
AYE AYE AYE AYE AYE
7. CORRESPONDENCE: NONE.
8. COMMENTS:
8.1: Staff Reports and/or Comments:
7 City Council Minutes August 12, 2024
3 City Manager Romo informed the Council that they would be receiving their monthly report this week.
City Clerk Gose provided an Election update.
Director of Finance Weimer provided an update regarding the financial audit.
Community Development Director Jauregui provided an update on the 2023 Surface Improvement Project, and several other items within the Community Development Department.
Chief MacKinnon provided the statistical report for July.
8.2: Council Member/Mayor Comments:
Councilmember Strain updated Council on her attendance at the School Safety Symposium on July 31, 2024. She also attended National Night Out on August 6, 2024. She will be attending the Hughson Historical Society Annual Dinner on August 17, 2024.
Mayor Pro Tem Crooker updated Council on his attendance at National Night Out on August 6, 2024.
Mayor Carr updated Council on his attendance at National Night Out on August 6, 2024. He also attended the Hughson Ministerial Breakfast on August 9, 2024.
9. CLOSED SESSION TO DISCUSS THE FOLLOWING: NONE.
10. ADJOURNMENT:
STRAIN/McFADON 5-0-0-0 motion passes to adjourn the August 12, 2024, regular meeting at 6:37PM, with the following roll call vote:
CROOKER RUSH STRAIN McFADON CARR
AYE AYE AYE AYE AYE
APPROVED:
_____________________
GEORGE CARR, Mayor
ATTEST:
________________________
ASHTON GOSE, City Clerk
8 Meeting Date: August 26, 2024
Subject: Approval of Warrants Register
Presented By: Kim Weimer, Director of Finance
Approved By: _________________________
Staff Recommendation:
Approve the Warrants Register as presented.
Background and Overview:
The warrants register presented to the City Council is a listing of all expenditures paid from August 7, 2024, through August 22, 2024.
Fiscal Impact:
There are reductions in various funds for payment of expenses.
CITY COUNCIL AGENDA ITEM NO. 3.2
SECTION 3: CONSENT CALENDAR
9 8/22/2024 10:58:31 AM Page 1 of 4
Check Report
Hughson By Check Number
Date Range: 08/07/2024 - 08/22/2024
Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount Bank Code: Payable Bank-Payable Bank
00049 ALLIED ADMINISTRATORS 08/12/2024 Regular 0.00 1,939.84 58413 INV0011763 Invoice 09/01/2024 DELTA DENTAL 0.00 1,939.84 01603 Amazon Capital Services, Inc. 08/12/2024 Regular 0.00 88.44 58414 1QMX-6JC4-11MP Invoice 08/09/2024 Office Supplies 0.00 88.44 01817 Black Castle Construction 08/12/2024 Regular 0.00 360.00 58415 INV-1181 Invoice 08/09/2024 NNO 2024 0.00 360.00
01988 Christina Ciccolo 08/12/2024 Regular 0.00 500.00 58416 INV0011760 Invoice 08/05/2024 Damage Deposit - Ciccolo 0.00 500.00 00305 CITY OF HUGHSON 08/12/2024 Regular 0.00 4,490.25 58417 INV0011766 Invoice 08/09/2024 LLDS & STARN PARK 0.00 4,490.25 00310 CLARK'S PEST CONTROL 08/12/2024 Regular 0.00 219.00 58418 35844394 Invoice 08/09/2024 PEST CONTROL 0.00 137.00
35845143 Invoice 08/09/2024 PEST CONTROL 0.00 82.00
01538 Colonial Life 08/12/2024 Regular 0.00 220.36 58419 540907-0701508 Invoice 08/03/2024 Colonial Life 0.00 220.36 00368 CSU STANISLAUS 08/12/2024 Regular 0.00 30.00 58420 CMP-014014 Invoice 08/09/2024 July 2024 Live Scan 0.00 30.00 00464 EZ NETWORK SYSTEMS, INC. 08/12/2024 Regular 0.00 6,211.47 58421 TS44510 Invoice 08/07/2024 IT SERVICES 0.00 6,211.47
00527 GIBBS MAINTENANCE CO 08/12/2024 Regular 0.00 525.00 58422 15284 Invoice 07/31/2024 JANITOR SERVICES - July 0.00 525.00 01322 GOSE, ASHTON 08/12/2024 Regular 0.00 53.84 58423
INV0011765 Invoice 08/07/2024 Water and Foil NNO 2024 0.00 53.84 01612 GreatAmerica Financial Svcs. 08/12/2024 Regular 0.00 358.92 58424 37115845 Invoice 07/30/2024 LEASE 0.00 358.92
00682 KAISER FOUNDATION HEALTH 08/12/2024 Regular 0.00 6,411.23 58425 691534688359 Invoice 09/01/2024 MEDICAL SERVICES- Sept 0.00 6,411.23 01882 Karen Ellis 08/12/2024 Regular 0.00 -200.00 58426 01882 Karen Ellis 08/12/2024 Regular 0.00 200.00 58426
INV0011758 Invoice 08/05/2024 Damage Deposit- Ellis 0.00 200.00 00855 OPERATING ENGINEERS LOCAL 08/12/2024 Regular 0.00 440.00 58427 8/2024-1 Invoice 08/09/2024 LOCAL UNION DUES #3 0.00 440.00 01643 Patricia Ortiz 08/12/2024 Regular 0.00 100.00 58428 INV0011764 Invoice 08/05/2024 Damage Deposit - Ortiz 0.00 100.00 01987 Silvia Espita 08/12/2024 Regular 0.00 464.00 58429 INV0011759 Invoice 08/05/2024 Damage Deposit - Espita 0.00 464.00 01089 SUTTER GOULD MEDICAL FOUN 08/12/2024 Regular 0.00 173.00 58430 1005184429-57 Invoice 08/09/2024 Pre-employment screening - Fullen 0.00 173.00 01090 SUTTER HEALTH PLUS 08/12/2024 Regular 0.00 18,604.16 58431 3300525 Invoice 09/01/2024 MEDICAL INSURANCE- Sept 0.00 18,604.16 10 Check Report Date Range: 08/07/2024 - 08/22/2024
8/22/2024 10:58:31 AM Page 2 of 4
Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 01709 The Lincoln National Life Insurance Company 08/12/2024 Regular 0.00 467.53 58432 INV0011761 Invoice 08/01/2024 Life Insurance 0.00 467.53 01264 VERIZON WIRELESS 08/12/2024 Regular 0.00 152.04 58433 9969883332 Invoice 08/09/2024 MIFI DEVICES/ CAMERAS 0.00 152.04 01192 VISION SERVICE PLAN 08/12/2024 Regular 0.00 488.24 58434 820915877 Invoice 08/09/2024 MEDICAL INSURANCE WITHHELD- Aug 0.00 488.24 00094 AT&T MOBILITY 08/16/2024 Regular 0.00 547.61 58435 08102024 Invoice 08/14/2024 PHONES 0.00 547.61
00104 AYERA TECHNOLOGIES INC. 08/16/2024 Regular 0.00 84.00 58436 588574 Invoice 08/01/2024 Ayera Blanket PO 0.00 84.00
00109 BADGER METER, INC 08/16/2024 Regular 0.00 905.32 58437 80165059 Invoice 08/14/2024 badger service July 0.00 905.32 00258 CENTRAL SANITARY SUPPLY 08/16/2024 Regular 0.00 1,752.37 58438 9082813 Invoice 08/14/2024 cleaning supplies 0.00 1,752.37 00288 CHOICE LIGHTING SUPPLY 08/16/2024 Regular 0.00 47.83 58439 353359 Invoice 07/26/2024 fuses for corp yard 0.00 47.83 00293 CITIZENS BUSINESS BANK 08/16/2024 Regular 0.00 86,736.28 58440 INV0011795 Invoice 08/14/2024 #06-003-AF Installment Sale Agreement 0.00 86,736.28 00310 CLARK'S PEST CONTROL 08/16/2024 Regular 0.00 210.00 58441 35721080 Invoice 08/14/2024 WWTP pest control 0.00 210.00 00462 EWING IRRIGATION PRODUCTS 08/16/2024 Regular 0.00 527.42 58442 13251741 Invoice 08/14/2024 Ewing irrigation Blanket 0.00 527.42 00474 FERGUSON ENTERPRISES,INC 08/16/2024 Regular 0.00 1,298.48 58443 0006765 Invoice 08/14/2024 Ferguson water parts Blanket 0.00 1,298.48 00475 FGL ENVIRONMENTAL 08/16/2024 Regular 0.00 200.00 58444 451032A Invoice 08/06/2024 DW FGL blanket 0.00 100.00
451033A Invoice 08/06/2024 DW FGL blanket 0.00 100.00
00523 GEORGE REED, INC 08/16/2024 Regular 0.00 247.90 58445 100338702 Invoice 08/14/2024 7th street asphalt 0.00 247.90 01322 GOSE, ASHTON 08/16/2024 Regular 0.00 90.00 58446
INV0011794 Invoice 08/14/2024 CAJPA conf. meal reimbursement 0.00 90.00 01254 HUGHSON AUTOMOTIVE 08/16/2024 Regular 0.00 360.84 58447 8470 Invoice 08/14/2024 pw11 repair 0.00 360.84
00627 HUGHSON NAPA AUTO & TRUCK 08/16/2024 Regular 0.00 278.19 58448 387378 Invoice 07/03/2024 Napa parts blanket PO 0.00 6.88 388158 Invoice 07/17/2024 Napa parts blanket PO 0.00 24.47 388618 Invoice 07/25/2024 Napa fleet blanket 0.00 91.68 388644 Invoice 07/25/2024 Napa parts blanket PO 0.00 117.09 388931 Invoice 07/30/2024 Napa parts blanket PO 0.00 22.00 389065 Invoice 07/31/2024 Napa parts blanket PO 0.00 16.07 01398 Jose Vasquez 08/16/2024 Regular 0.00 439.04 58449 INV0011793 Invoice 08/14/2024 Reimbiursement on parts for Toyota Pruis 0.00 439.04 01867 KIM WEIMER 08/16/2024 Regular 0.00 59.82 58450
INV0011792 Invoice 08/14/2024 Milage and reimbursemnet for CSMFO Tra… 0.00 59.82 01989 Lisa Hem 08/16/2024 Regular 0.00 500.00 58451
INV0011823 Invoice 08/14/2024 Damage Deposit - Hem 0.00 500.00 11 Check Report Date Range: 08/07/2024 - 08/22/2024
8/22/2024 10:58:31 AM Page 3 of 4
Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 01748 Martin Marietta Materials, Inc 08/16/2024 Regular 0.00 91.59 58452 43238410 Invoice 08/14/2024 asphalt for varni 0.00 91.59 00824 NEUMILLER & BEARDSLEE 08/16/2024 Regular 0.00 26,220.00 58453 348940 Invoice 07/05/2024 Personnel Matters 0.00 2,078.50 348941 Invoice 07/05/2024 Gerenal Admin 0.00 1,600.00
349006 Invoice 07/05/2024 General Admin 0.00 11,682.50
349134 Invoice 07/30/2024 Personnel Matters 0.00 1,498.50 349135 Invoice 07/30/2024 General Admin 0.00 1,600.00
349627 Invoice 07/30/2024 Gerenal Admin 0.00 7,760.50
00837 NORTHSTAR CHEMICAL 08/16/2024 Regular 0.00 12,153.57 58454 287298 Invoice 08/14/2024 water chemicals blanket 0.00 8,879.95 287894 Invoice 08/14/2024 water chemicals blanket 0.00 412.06 287897 Invoice 08/14/2024 water chemicals blanket 0.00 2,861.56 00884 PITNEY BOWES 08/16/2024 Regular 0.00 502.25 58455 INV0011824 Invoice 08/15/2024 POSTAGE 0.00 502.25
00901 PREFERRED ALLIANCE, INC. 08/16/2024 Regular 0.00 189.40 58456 0197468-IN Invoice 07/31/2024 OFF-SITE PARTICIPANT 0.00 189.40 00902 PRICE FORD 08/16/2024 Regular 0.00 396.29 58457
35681 Invoice 07/23/2024 ut-3 seat 0.00 396.29
01885 RecruitGigs 08/16/2024 Regular 0.00 1,980.00 58458 69921 Invoice 08/09/2024 Extra Help - PW 0.00 1,980.00
00972 SAFE-T-LITE 08/16/2024 Regular 0.00 70.72 58459
398879 Invoice 08/14/2024 domeniv ave sign 0.00 70.72
01093 SYNAGRO WEST, LLC 08/16/2024 Regular 0.00 2,416.28 58460 50279 Invoice 08/01/2024 sludge removal Blanket PO 0.00 2,416.28 01225 WILLDAN ENGINEERING 08/16/2024 Regular 0.00 2,030.00 58461 010-59390 Invoice 08/14/2024 Model dev., client correspondence & meet… 0.00 2,030.00 01420 CALIFORNIA STATE DISBURSEMENT UNIT 08/19/2024 Regular 0.00 40.12 58462 INV0011779 Invoice 08/14/2024 INCOME WITHHOLDING FOR CHILD SUPP… 0.00 40.12 Regular Checks
Manual Checks
Voided Checks
Discount
Payment
Payment Type Count
Bank Code Payable Bank Summary
Bank Drafts
EFT's
50 0
1 0
0 0.00
0.00 0.00
0.00 0.00
51 0.00
Payment
182,872.64
0.00 -200.00
0.00 0.00
182,672.64
Payable
Count
64 0
0 0
0 64
12 Check Report Date Range: 08/07/2024 - 08/22/2024
8/22/2024 10:58:31 AM Page 4 of 4
All Bank Codes Check Summary
Payment Type Discount
Payment
Count Payment
Payable
Count
Regular Checks
Manual Checks
Voided Checks
Bank Drafts
EFT's
50 0
1 0
0 0.00
0.00 0.00
0.00 0.00
51 0.00
182,872.64
0.00 -200.00
0.00 0.00
182,672.64
64 0
0 0
0 64
Fund Name Period Amount
Fund Summary
999 POOLED CASH/CONSOLIDATED CASH 8/2024 182,672.64
182,672.64
13 Meeting Date: August 26, 2024
Subject: Adopt Resolution No. 2024-28, Amending the Classification Plan with an Updated Job Description for the Management Analyst Position
Enclosure: Management Analyst Job Description
Presented By: Ashton Gose, Executive Assistant/City Clerk Approved By:
___________________________
Dominique Romo, City Manager
Staff Recommendation:
Adopt Resolution No. 2024-28, amending the Classification Plan with an updated job description for the Management Analyst position.
Background:
The Management Analyst job description was last revised in 2016, and organizational changes were made to the position moving the position from the Community Development Department to the Finance Department, to provide a greater emphasis on duties within the finance area.
Since 2016 however, the majority of the work that the Management Analyst position performed was duties within the City Clerk and Human Resources Departments, and serving as the City Clerk, with less emphasis on financial duties.
On November 14, 2022, the City Council approved a reclassification of the current Management Analyst (Ashton Gose) to the Executive Assistant/City Clerk, to better align the city clerk and human resources job duties with the position. The Council also approved that at a future time, and through ongoing analysis, the Management Analyst position will be reviewed to determine the functions and the need to fill the position.
Discussion:
The Finance and Administrative Services Department is currently operating without the need for the Management Analyst position. Staff have identified staffing deficiencies within the Community Development Department that impact deliverables to the community and optimal levels of internal and external services. To assist in mitigating these impacts, staff CITY COUNCIL AGENDA ITEM NO. 3.3
SECTION 3: CONSENT CALENDAR
14 is recommending making organizational adjustments to the Management Analyst position to better align with current City operations.
The proposed updated job description would provide a greater emphasis of duties in support of the City’s Community Development functions, providing administrative, financial, analytical, and management support to the City’s largest department.
Staff has determined that the Salary Range Schedule for Designated Management Employees will not be updated based on the change in essential functions to the job description. Should the City Council approve this item, staff’s goal is to get the position funded and filled as soon as possible.
Fiscal Impact:
There are no recommended changes to the salary range for this position. The salary distribution for the position will change from 100% of salary from the General Fund, to 50% of salary from the General Fund (100), 25% of salary from the Water Fund (240) and 25% of salary from the Sewer Fund (210).
15 1
CITY OF HUGHSON
MANAGEMENT ANALYST
DEFINITION:
Under general direction, performs a wide variety of professional, administrative and analytical duties in support of the City’s community development functions, including, but not limited to, public works, water, and wastewater; assists in the preparation and administration of the department budget; a liaison between the Public Works/Utilities Divisions and other City departments.
DISTINGUISING CHARACTERISTICS:
The Management Analyst is part of the mid-management level class in which the incumbent is expected to independently perform the full scope of administrative, financial, analytical and management support duties within the assigned program areas. This classification is distinguished from the next higher classification of Community Development Director, in which the latter has overall responsibility for an assigned program area. FLSA status – exempt.
SUPERVISION RECEIVED/EXERCISED:
Receives general direction from the Director. May exercise direct and indirect supervision over assigned staff.
ESSENTIAL FUNCTIONS: (include but are not limited to the following) • Accepts administrative responsibility for the activities, operations and services for the Public Works and Utilities Divisions; ensures compliance with local, state and federal mandates; assist in providing monthly/annual reports to local, state and federal authorities; reviews records and maintains documents and files on operations and maintenance; oversees and participates in the development of the department work plans. • In coordination with the Public Works Superintendent, assists with operating and capital budgets, and accounts payable; project accounting, management of funds, and invoice tracking; analyzes annual operating costs and makes recommendations for budget development and improvements in operating costs; administers and monitors the approved budget; prepares project cost estimates and analyses. • May attend staff, City Council and/or Commission meetings as assigned; provides staff support to departmental management.
• Attends and participates in organizational and community meetings as necessary; responds to and resolves community and organizational inquiries and complaints; establishes and maintains a customer service program within the division; investigates and resolves complaints. • Assist in the preparation of a variety of water quality and industrial waste reports for regulatory agencies and internal operations.
• Assist with Public Works Projects, including bids, registration of projects, project management, fund monitoring and Request for Proposals, Request for Qualifications, and Request for Information.
Class specifications are only intended to present a descriptive summary of the range of duties and responsibilities associated with specific positions. Therefore, specifications may not include all duties performed by individuals within a classification. In addition, specifications are intended to outline the minimum qualifications necessary for entry into the class and do not necessarily convey the qualifications of incumbents within the position. 16 2
• Establishes and identifies department resource needs; reviews need with appropriate staff and management and allocates resources; provides analytical support for financial, operational and organizational issues; coordinates and manages assigned special projects; conducts studies of organizational, administrative and operational issues. • Develops and/or enforces rules, regulations and procedures relating to the utilities operations and requirements prescribed in all applicable sections of the California Government Code. • Establishes positive working relationships with representatives of community organizations, state/local agencies and associations, City management and staff, and the public.
WORKING CONDITIONS:
While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to sit and use hands to finger, handle, or feel. The employee is occasionally required to stand and walk. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, color vision, and ability to adjust focus.
While performing the duties of this job, the employee regularly works in inside environmental conditions. The employee may be required to attend evening meetings and travel and occasionally works with a video display terminal for prolonged periods. The noise level in the work environment is usually moderate.
The work conditions described here are representative of those the incumbent encounters while performing the essential function of the position. Some of these requirements may be accommodated for otherwise qualified individuals requiring and requesting such accommodation.
QUALIFICATIONS:
Education and/or Experience:
Any combination of education and experience that has provided the knowledge and abilities necessary for a Management Analyst. A typical way of obtaining the necessary qualifications is to possess a bachelor's degree with major coursework in public administration, business administration, or closely related field, and two years of increasingly responsible administrative, analytical and/or technical experience with a municipality.
License:
Possession of, or ability to obtain a valid Class C California driver's license KNOWLEDGE AND ABILITIES:
Knowledge of:
Public works and utilities maintenance and operation functions; principles and practices of public administration, including budgeting, and purchasing; practices and techniques of related community development services; modern office procedures, and methods including computer equipment, word processing, spread sheet, graphic presentations and other needed software applications, as well as internet and electronic communication usage and methods.
Ability to:
Consult effectively with management, staff and the public; organize, prioritize and follow-up on work assignments; read, interpret and record data accurately; prepare clear and concise administrative documents and reports; analyze, interpret, summarize and present a variety of fiscal, statistical and administrative reports in an effective manner; analyze problems, identify alternative solutions, project consequences of proposed actions and implement recommendations in support of goals; research and analyze a variety of complex technical and administrative problems; make sound policy and procedural recommendations; plan, initiate and complete work assignments with minimum direction; communicate clearly and concisely, both orally and in writing.
17 CITY OF HUGHSON
CITY COUNCIL
RESOLUTION NO. 2024-28
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUGHSON AMENDING THE
CLASSIFICATION PLAN WITH AN UPDATED JOB DESCRIPTION FOR THE MANAGEMENT ANALYST
POSITION
WHEREAS, the Hughson City Council has adoption a Classification Plan for all positions; and WHEREAS, through ongoing analyses in all municipal departments, City staff strive to improve operations, implement best practices, and identify any departmental needs, including staffing levels, which could have potential impacts on operations and customer service; and WHEREAS, City staff have identified staffing deficiencies within the organization that impact deliverables to the community and optimal levels of internal and external service; and WHEREAS, to assist in mitigating these impacts an evaluation of the job description for the existing Management Analyst position resulted in changes to the essential functions, qualifications, and structural hierarchy for the position.
NOW, THEREFORE, BE IT RESOLVED that the Hughson City Council hereby amends the Classification Plan for City of Hughson Employees with an updated job description for the Management Analyst position.
PASSED AND ADOPTED by the City Council of the City of Hughson at its regularly scheduled meeting on this 26th day of August 2024, by the following roll call vote:
AYES:
NOES:
ABSTENTIONS:
ABSENT:
APPROVED:
_________________________
GEORGE CARR, Mayor
ATTEST:
___________________
ASHTON GOSE, City Clerk
18 Meeting Date: August 26, 2024
Subject: Memorandum of Understanding (MOU) Between the City of Hughson and Operating Engineers Local Union No. 3 on Behalf of the City of Hughson Employees Association and Approval to Extend the Cost-of-Living Adjustments and Equity Increases to
Unrepresented Employees and Management Staff
Enclosure: Draft Memorandum of Understanding 7/1/2024-6/30/2027 Presented By: Dominique Romo, City Manager
Approved By: ____________________________
Staff Recommendation:
Adopt Resolution No. 2024-29, Approving the Memorandum of Understanding (MOU) between the City of Hughson and Operating Engineers Local Union No. 3 on behalf of the City of Hughson Employees Association; Authorize the City Manager to execute the MOU with Operating Engineers Local Union No. 3 on behalf of the City of Hughson Employees Association, inclusive of any final edits by the City Attorney; and Approve extending any cost-of-living, equity, and/or base wage adjustments to all unrepresented employees and management staff.
Background and Overview:
The current Memorandum of Understanding (MOU) between the City of Hughson and Operating Engineers Local Union No. 3 on behalf of the City of Hughson Employees Association expired June 30, 2024. The understanding was executed for the term of July 1, 2021, to June 30, 2024.
In preparation for the expiration of the current understanding, the City Manager began meeting with Labor’s negotiating team to initiate discussions in February, but negotiations were stalled with the retirement of the previous City Manager and the hiring of the new City Manager. Labor negotiations were picked back up in May and progressed steadily throughout the process. The MOU has been updated and is ready for Council’s review and approval effective July 1, 2024.
Details of New MOU:
CITY COUNCIL AGENDA ITEM NO. 3.4
SECTION 3: CONSENT CALENDAR
19 Many of the details of the new MOU have remained the same. Below is a summary of the revisions made:
• Term: 3 years - July 1, 2024, to June 30, 2027, unless modified, changed, or otherwise altered by force of law or by mutual agreement between the parties of this understanding.
• Longevity: Employees will be eligible for 5% longevity pay at both 15 and 20 years of employment with the City. (This was increased from 2.5% each)
• Group Medical-Dental-Vision: The City and Union agreed to increase the City’s cost for group medical coverage for the employee to $1,850 per month for 2024; $1,900 per month for 2025; and $1,950 per month for 2026. The City will continue to cover 100% for both dental and vision and shall have the sole and exclusive right to reopen this Section (12(G)) for negotiation prior to the expiration of this MOU. (This was increased from $1,650 monthly)
• Pay Rates: Annual Cost of Living Adjustments (COLA) for all positions:
Fiscal Year 2024-2025: 4% increase from prior year
Fiscal Year 2025-2026: 4% increase from prior year
Fiscal Year 2026-2027: 4% increase from prior year
For Fiscal Year 2024-2025, all employees covered in the MOU shall receive a 3% onetime base wage adjustment, for a total of 7%. • Hours of Work: Working hours for employees in the Public Works and Utility Divisions during the summer (June, July, August) are 6:00 a.m. to 2:30 p.m., Monday through Friday. (This was already being practiced throughout the summer for our employees who work outdoors to beat some of the heat)
• Sick Leave: Upon retirement, any employee having at least ten (10) years of continuous service with the City of Hughson, and having unused accumulated sick leave, shall be paid thereafter in an amount equivalent to 50% of his or her then current daily wage rate for each day of unused sick leave. Employees shall have the option of converting one hundred percent (100%) of unused sick leave to paid medical/dental/vision insurance premiums for coverage offered by the City to current employees. (The years of retirement required decreased from 20 years of service; and the unused accumulated sick leave amount increased from 25%. Both now match what all management staff receive)
The Sick Leave section of the MOU was also updated in accordance with California State law.
• Bereavement Leave: Eligible employees shall be granted bereavement leave with pay as necessary but not to exceed five (5) workdays upon the occasion of the death 20 of a family member. Additional bereavement leaves not to exceed seven (7) calendar days for travel purposes may be granted by the City Manager when circumstances warrant the same. Any additional bereavement leave granted to an eligible employee beyond five (5) workdays shall be unpaid. (This was increased from 3 days of leave, with additional leave up to 5 days with approval) The Bereavement Leave section was also updated in accordance with California State Law.
• Incentive Pay: Modification of the incentives available to employees within this bargaining group includes the addition of 5% for employees with a Class A or B CA Driver’s License and 4% for Pesticide Qualified Applicator License-Reporting. (The Class A/B Driver’s License incentive is new; the Pesticide License Reporting was increased from 2%).
Other updates made in the MOU were considered technical updates and/or minor in nature.
As in previous years, the cost-of-living, equity, and/or base wage adjustments approved for represented staff are extended to all management employees. Increases for management staff are calculated in the same manner as adjustmentsfor represented employees and will be included in the updated City Salary Schedule(s).
Fiscal Impact:
Salary and benefit information will be updated as part of the City of Hughson’s Final Budget for Fiscal Year 2024-2025. It is estimated that the fiscal impact of this MOU, will be approximately $300,787 ($161,007 from the General Fund) over the three-year contract.
Attachments:
Resolution with Draft MOU
21 Memorandum of Understanding
Between
the City of Hughson
and
Operating Engineers Local Union No. 3 on Behalf of
the City of Hughson EMPLOYEES’ Association
July 1, 2024 to June 30, 2027
22 City of Hughson Employees Association - Draft
2 TABLE OF CONTENTS
SECTION 1. TERM OF UNDERSTANDING ....................................................................... 4 SECTION 2. PURPOSE .......................................................................................................... 4 SECTION 3. RECOGNITION ................................................................................................ 4 SECTION 4. UNION SECURITY .......................................................................................... 5 SECTION 5. USE OF CITY FACILITIES ............................................................................. 5 SECTION 6. ADVANCE NOTICE ........................................................................................ 6 SECTION 7. ATTENDANCE AT MEETINGS BY EMPLOYEES ...................................... 6 SECTION 8. EMPLOYER-EMPLOYEE RELATIONS ........................................................ 7
8.A. Access to Personnel File .............................................................................................. 7
8.B. Contracting Out Work .................................................................................................. 7 SECTION 9. NO STRIKE ....................................................................................................... 7 SECTION 10. MANAGEMENT RIGHTS ............................................................................. 8 SECTION 11. NONDISCRIMINATION ................................................................................ 9 A. Discrimination Prohibited ............................................................................................... 9 B. Union Membership/Agency Shop ................................................................................... 9 C. Union Fair Representation ............................................................................................. 9 SECTION 12. PAY AND BENEFITS .................................................................................... 10 A. Retirement ...................................................................................................................... 10 B. Survivor's Benefit ........................................................................................................... 10 C. Deferred Compensation Plan ......................................................................................... 10 D. Overtime ........................................................................................................................ 10 E. Longevity ........................................................................................................................ 11 F. Pay for employees in an "Acting Capacity" ................................................................... 12 G. Employee Benefits ......................................................................................................... 12 SECTION 13. PAY RATES .................................................................................................... 13 SECTION 14. HOURS OF WORK ........................................................................................ 13 SECTION 15. JURY DUTY AND COURT APPEARANCES .............................................. 14 SECTION 16. SICK LEAVE .................................................................................................. 14 SECTION 17. VACATION LEAVE……………………………………………………….16
A. Vacation Leave………………………………………………………………………..16
B. Vacation Leave Accumulation ...................................................................................... 16 23 City of Hughson Employees Association - Draft
3 C. Cash Payment Option for Vacation……………………………………………………17 SECTION 18. HOLIDAYS ................................................................................................... 17 SECTION 19. BEREAVEMENT LEAVE ........................................................................... 18 SECTION 20. GRIEVANCES .............................................................................................. 18 A Purpose of Grievance Procedure ......................................................................... 18 B. Time Limits ........................................................................................................ .18 C. Presentation of Grievance……………………………………………………….18
D. Grievance Procedure First Step .......................................................................... .18 E. Grievance Procedure Second Step ...................................................................... .18 F. Grievance Procedure Third Step ......................................................................... .19 SECTION 21. "Y" RATE ...................................................................................................... .19 SECTION 22. UNIFORM ALLOWANCE ........................................................................... .19 SECTION 23. SAFETY EQUIPMENT ................................................................................ .19 SECTION 24. STAND-BY PAY ......................................................................................... .20 SECTION 25. CALL BACK ................................................................................................. .20 SECTION 26. INCENTIVE PAY………………………………………………………….. 21
SECTION 27. ENTIRE UNDERSTANDING ...................................................................... .22 SECTION 28. SAVINGS ...................................................................................................... .22 SECTION 29. FULL UNDERSTANDING, MODIFICATION AND WAIVER ................ .22 EXHIBIT A ........................................................................................................................... .24 SIGNATURE PAGE ............................................................................................................. .27 24 City of Hughson Employees Association - Draft
4 SECTION 1. TERM OF UNDERSTANDING
This Memorandum of Understanding shall be in full force and effect for a period commencing on July 1, 2024, to June 30, 2027 unless modified, changed, or otherwise altered by force of law or by mutual agreement between the parties to this Understanding.
SECTION 2. PURPOSE
The purpose of this Memorandum of Understanding is to promote, and provide harmonious relations, peaceful resolution of disputes, and cooperation and understanding between the City and its employees covered herein, and to set forth the full and entire understanding reached as a result of meeting and conferring on hours, wages, and working conditions in accordance with state and federal law and city ordinances, rules and regulations.
SECTION 3. RECOGNITION
Operating Engineers Local 3, AFL-CIO, hereinafter referred to, as the "Union" is the recognized employee organization for the Professional and Technical Bargaining Unit, certified pursuant to Resolution 04-36, adopted by the City Council on April 26, 2004 and the Skilled Trades and Maintenance Unit, certified pursuant to Resolution 04-36 adopted by the City Council on April 26, 2004. As of July 1, 2012 both bargaining units were merged into one group known as “The City of Hughson Employees Association” and Operating Engineers Local 3, AFL-CIO is recognized as the exclusive sole bargaining representative for all classifications in "The City of Hughson Employees Association." This Memorandum of Understanding shall cover the following Job Classifications:
Accounting Technician I/II
Building Inspector
Code Enforcement Officer
Community Development Specialist
Customer Service Clerk
Maintenance Worker I/II
Mechanic/Maintenance Worker II
Parks and Recreation Coordinator
Parks Maintenance Worker
Public Works Supervisor
Senior Accounting Technician
Senior Maintenance Worker
Senior Parks Maintenance Worker
Senior Water Treatment/Distribution System Operator
Utility Worker I/II
Senior Utility Worker
Wastewater Chief Plant Operator
Wastewater Treatment Plant Operator I/II
Wastewater Treatment Plant Operator-In-Training
Water Treatment/Distribution System Operator I/II
25 City of Hughson Employees Association - Draft
5 SECTION 4. UNION SECURITY
A. Dues Deduction
The Union may have the regular dues of its members within the representation unit deducted from employees’ paychecks under procedures prescribed by the City for such deductions.
The Union has the exclusive privilege of dues deduction for its members.
Authorization, cancellation or modification of payroll deductions shall be made upon forms provided or approved by the City. The payroll deduction authorization shall remain in effect until canceled or modified by the employee by written notice to the City or until the first day of the calendar month following the transfer of the employee to a unit represented by another employee organization as the representative of the unit to which the employee is assigned, or until employment with the City is terminated.
If an employee is promoted to a position, which is represented by another employee organization, or to an unrepresented unit, membership dues for the former unit will not be deducted from the employee's paycheck by the City.
Amounts deducted and withheld by the City shall be transmitted to the officer designated in writing by the Union as the person authorized to receive such funds, at the address specified.
The employee's earnings must be sufficient, after all other required deductions are made, to cover the amount of the deductions herein authorized. When an employee is in a non-pay status for an entire pay period, no withholdings will be made to cover that pay period from future earnings nor will the employee deposit the amount with the City which would have been withheld if the employee had been in pay status during that pay period. In the case of an employee who is in a non-pay status during a part of the pay period, and the salary is not sufficient to cover the full withholding, no deduction shall be made.
All other required deductions have priority over the employee organization deduction.
B. Indemnity and Refund
The Union shall indemnify, defend and hold the City harmless against any claim made and against any suit initiated against the City on account of the deduction of Union dues or premiums for benefits. In addition, the Union shall refund to the City any amounts paid to it in error upon presentation of supporting evidence.
SECTION 5. INFORMATION AND USE OF FACILITIES
The City shall provide the Union with: (1) the name, job title, department, work location, work, home, and personal cellular telephone numbers, personal e-mail addresses on file with the City, and home address of any newly hired employee within 30 days of the date of hire or by the first pay period of the month following hire, whichever is later; (2) provide a list of that same information for all employees in the bargaining unit upon request by the 26 City of Hughson Employees Association - Draft
6 Union but no more frequently than every 120 days; (3) at least 10 days’ notice of a scheduled new employee orientation unless there is an urgent need that is critical to the City’s operations that was not reasonably foreseeable; and (4) access to the new employee during the orientation subject to agreed-upon terms as to the time and manner of the meeting. The purpose of such meeting shall be to allow the Union an opportunity to discuss the rights and obligations of the City, the Union, and the employee under this Understanding and to answer questions about membership.
The Union shall be allowed by the Department in which it represents employees use of space on available bulletin boards for communications having to do with official Union business such as times and places of meetings, provided that such use does not interfere with the needs of the Department or the City. The Union may submit to the City’s Employee Relations Officer written communications having to do with official Union business for distribution by the City to identified shop stewards which distribution may be by e-mail.
Any representative of the Union shall give notice to the Department Head or designated representative when contacting Department employees on City facilities during the duty period of the employees, provided that solicitation for membership or other internal Union business shall be conducted during the non-duty hours of all employees concerned. Prearrangement for routine contact may be made with individual Department Heads and when made shall continue until revoked by the Department Head.
City buildings and other facilities may be made available for use by City Employees of the Union or their representatives in accordance with such administrative procedures as may be established by the City Manager or department heads concerned.
SECTION 6. ADVANCE NOTICE
Except in cases of emergency, reasonable advance written notice shall be given to the Union if affected by any ordinance, resolution, rule or regulation directly relating to matters within the scope of representation proposed to be adopted by the City and shall be given the opportunity to negotiate if requested with the designated management representatives prior to adoption.
In cases of emergency when the foregoing procedure is not practical or in the best public interest, the City may adopt or put into practice immediately such measures as are required.
At the earliest practicable date thereafter the Union shall be provided with the notice described about and be given an opportunity if requested to negotiate changes to said notice with the management representatives designated by the City Manager.
SECTION 7. ATTENDANCE AT MEETINGS BY EMPLOYEES
City employees who are official representatives or unit representatives of the Union shall be given reasonable time off with pay to attend meetings with City management representatives or be present at City hearings where matters within the scope of representation or grievances are being considered. Such employee representatives shall submit a request for excused absence to their respective department heads, in a manner satisfactory prior to the scheduled meetings whenever possible. 27 City of Hughson Employees Association - Draft
7 Time spent for this purpose during the representative’s scheduled hours of work shall count as hours worked.
Attendance at meetings during non-work hours will not be counted as hours worked except in extraordinary circumstances as determined by the City.
SECTION 8. EMPLOYER-EMPLOYEE RELATIONS
A. Access to Personnel File
Employees may inspect all their individual personnel files upon request, in writing, to the Personnel Officer, at reasonable intervals during regular-business hours of the City. Once a year, copies of personnel file contents can be requested. A copy of the file will be provided without cost to the employee.
B. Contracting Out Work
The City agrees to meet and confer with representatives of the bargaining unit prior to contracting out any work normally performed by bargaining unit employees, if such contracting out would displace a regular employee of the bargaining unit. The City further agrees that work performed by employees of the bargaining unit will not be performed by non-bargaining unit employees, if such work would displace a regular employee of the bargaining unit.
SECTION 9. NO STRIKE
A. The employees covered by this Understanding recognize and agree that the rendering of services to the community cannot under any circumstances or conditions be withheld, interrupted, or discontinued, and that to do so could endanger the health, safety, and welfare of the inhabitants thereof. Therefore, during the term of this Understanding, neither the bargaining unit nor its agents or any employee, for any reason, will authorize, institute, aid, condone, or engage in a slowdown, work stoppage, strike, or any other interference with the work stoppage, strike, or any other obligations of the City, nor will it honor picket lines or sympathy strikes of other employers.
B. The bargaining unit agrees to notify all employees of their obligation and responsibility for maintaining compliance with this section, including their responsibility to remain at work during any interruption which may be caused or initiated by others, and to encourage employees violating this section to return to work.
C. The City may impose discipline, including discharge or suspension without pay, on any, some, or all of the employees participating therein, as the City may choose. 28 City of Hughson Employees Association - Draft
8 D. Nothing contained herein shall preclude the City from obtaining judicial restraint and damages in the event of a violation of this section.
SECTION 10. MANAGEMENT RIGHTS
A. It is understood and agreed that the City possess the sole right and authority to operate and direct the employees of the City and its various departments in all aspects including, but not limited to:
1. The right to determine its mission and policies, and to set forth all standards of service offered to the public.
2. To plan, direct, control, and determine the operations or services to be conducted by employee of the City.
3. To direct the working forces.
4. To determine the number of personnel needed to carry out the departmental mission.
5. To hire, assign, schedule, and transfer employees within the department or other related functions.
6. To promote, demote, suspend, discipline, or discharge for just cause or release from probation.
7. To establish work and productivity standards subject to meeting and conferring as required by law.
8. To assign overtime.
9. To lay off or relieve employees due to lack of work or funds, or for other legitimate reasons.
10. To make, publish, and enforce rules and regulations subject to meeting and conferring as required by law.
11. To introduce new or improved methods, equipment, or facilities.
12. To determine whether goods and services shall be made or purchased.
13. To take any and all actions as may be necessary to carry out the mission of the City in situations of civil emergency as may be declared by the Mayor, the City Council, the City Manager, or the Police Chief, provided that no right enumerated herein shall be exercised or enforced in a manner contrary to or inconsistent with the provisions of the Understanding.
29 City of Hughson Employees Association - Draft
9 B. The preceding list is not intended to be exhaustive, and this Understanding reserves the City all rights or powers not expressly limited by the terms of this Understanding.
The Mayor, City Council, and City Manager have sole authority to determine the purpose and mission of the City and the amount of budget to be adopted thereto.
C. Nothing contained in this Understanding shall be construed as a guarantee of permanent employment, and continuance of employment shall be subject to good behavior, satisfactory work performance, necessity for the performance of work, and the availability of funds.
SECTION 11. NONDISCRIMINATION
A. Discrimination Prohibited
Neither the City nor the bargaining unit shall discriminate against any employee covered by this Understanding on the basis of: race, ethnicity, or color; religion or religious creed; sex (including pregnancy, perceived pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity, or gender expression; sexual orientation; national origin, ancestry, or citizenship; age; physical or mental disability; legally-protected medical condition or information (including genetic information); marital or domestic partner status; family or medical leave status; military caregiver or veteran status; or any other protected class under federal, state, or local law.
B. Union Membership/Agency Shop
Neither the City nor the Union shall interfere with the right of employees covered by this Understanding to become or not to become members of a Union, and there shall be no discrimination against any such employees because of lawful Union membership or non-membership activity or status.
Accordingly, membership in the Union shall not be compulsory. A bargaining unit member has the right to choose, either; to become a member of the Union; or, to pay to the Union a fee for representation services; or, to refrain from either of the above courses of action upon the grounds of a bona fide religious objection as defined by Section 3502.5 of the Government Code to the payment of any fee in support of a Union or "employee organization" as defined in Section 3540.1(d) of the Government Code.
Such exempt bargaining unit member shall, as an alternative to payment of a representation fee to the Union, pay an amount equivalent to such representation fee to a charity to be mutually agreed to by the bargaining unit member and the Union.
C. Union Fair Representation
30 City of Hughson Employees Association - Draft
10 The bargaining unit agrees to and acknowledges its responsibility to fairly represent all employees in the bargaining unit without regard employment status or any of the protected classes referred to above.
SECTION 12. PAY AND BENEFITS
A. Retirement
Retirement for employees covered hereunder shall be 2.7% at 55 for “classic” members and 2.0% at 62 for new members under the California Public Employee Retirement System (PERS).
The employee contribution that must be paid by “classic” members shall be 8% per year during the term of this Understanding. New members must pay the full amount of the PERS-required contribution.
“Classic” members and new members are as defined by the California Public Employees’ Pension Reform Act of 2013 (PEPRA).
B. Survivor's Benefit
The City shall provide PERS survivor benefits pursuant to California Government Code § 21574, to the extent allowed by law. City and employee will each pay their own share.
C. Deferred Compensation Plan
The City offers to all regular employees a voluntary Deferred Compensation Plan. The employee may elect to have any amount of money up to the legal limit withheld from their regular paycheck and placed in the Deferred Compensation Plan. A brochure explaining this benefit is available in the employment package.
For a represented employee participating in the Deferred Compensation Plan, the City shall pay into the deferred compensation Plan in a dollar for dollar match up to a maximum of Fifty dollars ($50.00) per month.
D. Overtime
It is the policy of the City to discourage employees from working in excess of their regularly scheduled hours. Overtime will be required of any employee only when necessary for the protection of persons or property, or in other circumstances when the public interest requires overtime as established by the supervisor. Overtime may be authorized only by designated supervisory personnel.
Time worked in excess of regularly scheduled work shift shall be compensated at one-andone-half (1 ½) times the regular rate of pay, or compensatory time-off (“comp time”) at the rate of one-and-one-half (1 ½) hours credit per hour worked, except that, with the prior concurrence of the employee, time worked in excess of a regularly-scheduled work shift 31 City of Hughson Employees Association - Draft
11 within a workweek (defined as the period from midnight on Sunday to midnight on the following Sunday) may be offset by reducing a shift within the same workweek by the same number of hours worked in excess of the regularly-scheduled work shift, and no overtime or “comp time” shall be incurred or accrued unless the total time worked in that workweek is in excess of the total of the regularly-scheduled work shifts for that workweek.
Overtime is paid in 15-minute increments.
“Comp time” may be granted in lieu of overtime pay under specific circumstances with prior approval from the Department head or supervisor. An employee may not accumulate more than eighty (80) hours of “comp time” and any “comp time” hours accrued above eighty (80) hours will be paid as overtime wages. Cash out of accumulated “comp time” hours will be required upon an employee’s promotion out of an existing classification or separation from employment with the City.
Except as otherwise specifically provided in this Understanding, wages and hours shall be governed by the federal Fair Labor Standards Act (FLSA).
E. Longevity
The City shall establish a Longevity Pay Differential above the base rate of pay, as indicated below. A regular employee will be eligible for five percent (5%) longevity pay when they have ten (10) years of service with the City of Hughson and will receive an additional five percent (5%) when they have fifteen (15) years of service with the City of Hughson and will receive an additional five percent (5%) when they have twenty (20) years of service with the City of Hughson. Years of service shall be based on total hours of completed continuous service with the City; provided, however, that employees on the date of City Council approval of the MOU amendment who had previously separated from City service for 180 days or less, but who have completed a total of at least ten (10) or more years of combined service or who have completed a total of at least fifteen (15) or more years of combined service or who have completed a total of at least twenty (20) or more years of combined service, shall be eligible to receive the differential.
For purposes of the Longevity Pay Differential only, a year of completed City of Hughson service is defined as 2,080 service hours with the City:
20,800 hours (10 years) = 5% 31,200 hours (15 years) = additional 5% 41,600 hours (20 years) = additional 5%
The Longevity Pay Differential shall not be considered when determining the appropriate rate of pay for a promotion or demotion.
F. Pay for Employees in an "Acting" Capacity
Any employee who, whether by reason of an emergency situation such as an accident, injury, or sickness, or any other reason, is formally assigned to and performs the duties of a higher level position on an "acting" basis for longer than thirty (30) continuous work days shall, commencing with the sixth (6) work day of such assignment, receive the first salary 32 City of Hughson Employees Association - Draft
12 step of the assigned position to continue for so long as he/she performs the duties of the higher classification. Such assignment shall be approved by the City Manager.
Any employee serving in an acting capacity that is already receiving that pay or more shall be paid one step above his or her current salary. There shall be no additional compensation for an employee in an acting capacity occurring because of annual vacation to another employee.
G. Employee Benefits
The City provides certain benefits for its employees, depending on employee categories.
The City reserves the right to eliminate or modify any of the benefits at any time, subject to such requirements for meet-and-confer as may be established by law. (1) Workers' Compensation.
All employees are covered by Workers' Compensation, as required by law. Any onthe-job injuries or illness must be immediately reported to the employee's supervisor and to the employee performing the Risk Management function. (2) Group Medical-Dental-Life-Vision Insurance Benefits.
Regular employees and their dependents may participate in the City's group medical, dental, life, and vision insurance programs. All regular employees shall be included automatically in the programs, unless the employee waives coverage in writing.
The City pays the cost for group insurance coverage for the employee as established by City Council resolution and as follows: Up to $1,850 per month for medical and 100% for dental and vision for 2024; Up to $1,900 per month for medical and 100% for dental and vision for 2025; and up to $1,950 per month for medical and 100% for dental and vision for 2026.
If the employee waives medical coverage, the employee shall be paid $500 per month for each month that he or she waives the coverage, provided that the employee provides proof of medical coverage through another source. All payments under opt-out arrangements will count as employee contributions unless the arrangement is an “eligible opt-out arrangement” as one that meets the following criteria:
1. The employee must provide “reasonable evidence” that the employee and all members of the employee’s tax family (dependents on his/her tax return) have or are expected to have minimum essential coverage (MEC) for the relevant period (the plan year for which the opt-out payment is offered).
2. The MEC cannot be coverage in the individual market, either on or off of the exchange; but it can be government coverage such as Medicate Part A, most Medicaid, CHIP and most TRICARE programs.
33 City of Hughson Employees Association - Draft
13 3. “Reasonable evidence” may be the employee’s attestation.
4. Reasonable evidence/attestation must be provided at least annually.
5. Reasonable evidence must be provided no earlier than a reasonable period before coverage starts (e.g., open enrollment), and the employer can allow employees to provide it after the plan year starts.
The arrangement must provide that the employer cannot make opt-out payments (and the employer in fact must not) if the employer knows or has reason to know that the employee or family member does not or will not have MEC.
Pursuant to the Consolidated omnibus Budget Reconciliation Act of 1985 (COBRA), employees and their dependents are entitled to a continuation option of group health plan benefits coverage at group rates plus costs to the City on the occurrence of certain qualifying events such as termination or retirement. These terms are applicable to those organizations consisting of twenty (20) or more employees.
During the term of this MOU, the City and Union agree to review the health insurance marketplace for medical plans and discuss options that are fiscally sound for the City while maintaining optimal service and coverage for the covered employees and dependents. The City shall have the sole and exclusive right to reopen this Section 12(G) for negotiation prior to the expiration of this MOU.
SECTION 13. PAY RATES
Pay rates are set forth in Exhibit A attached hereto. The rate schedules set forth in Exhibit A reflect the pay rates in effect at the conclusion of the MOU immediately preceding this MOU (i.e., the Fiscal Year 2023-2024 Salary Schedule), which have been adjusted as follows:
Starting the first pay period of July 2024, all employees covered under this MOU shall receive a (4%) Cost of Living Adjustment (COLA) and a (3.0)% one-time base wage adjustment, for a total of 7%, as reflected in the Fiscal Year 2024-2025 Salary Schedule attached hereto as Exhibit A. The COLA and one-time base wage adjustment shall be retroactive to the first pay period of July 2024 if bargaining continues beyond June 30, 2024.
Commencing on the first pay period of July 2025, all employees covered under this MOU shall receive a (4%) COLA, as reflected in the Fiscal Year 2025-2026 Salary Schedule attached hereto as Exhibit A.
Commencing on the first pay period of July 2026, all employees covered under this MOU shall receive a (4%) COLA, as reflected in the Fiscal Year 2026-2027 Salary Schedule attached hereto as Exhibit A.
34 City of Hughson Employees Association - Draft
14 SECTION 14. HOURS OF WORK
City Administration hours are from 8:00 a.m. to 5:00 p.m., Monday through Friday.
Administration includes the Office of the City Manager, Community Development Department, and the Finance/Administrative Services Department. Public Works/Utilities Divisions hours are 7:00 a.m. to 3:30 p.m., Monday through Friday. Working hours for employees in the Public Works and Utility Divisions during the summer (June, July, August) are 6:00 a.m. to 2:30 p.m., Monday through Friday. Where deviations to this schedule are required, for the benefit of the City or the employees, the City agrees to meet and confer over the impacts and appropriateness of such a schedule change.
Employees in Administration take an unpaid one-hour lunch break as scheduled by the supervisor or Department head. Public Works/Utilities employees take an unpaid halfhour lunch break from 12:00 p.m. to 12:30 p.m. All employees are allowed two fifteen (15) minute paid break periods, one in the morning and one in the afternoon.
SECTION 15. JURY DUTY AND COURT APPEARANCES
This section shall not apply to any employee who is named party to an action unrelated to the City and its activities or is serving as a paid expert witness. In such cases, employees may request vacation or personal leave.
When an employee is required to serve on inquest or jury trial duty or is subpoenaed as a witness to appear before a court, administrative agency, public body or commission, the employee must promptly notify his or her supervisor. While on jury duty, a regular employee will receive full pay, but shall pay to the City all fees received from the court, administrative agency, public body or commission, excluding reimbursement for mileage.
SECTION 16. SICK LEAVE
Sick leave with pay shall be granted to a regular employee who is unable to perform his or her regular duties because of a personal illness, off-duty injury, or because of confinement for medical treatment. For specific reasons that employees may use paid sick leave, refer to the “usage” section of the Hughson Personnel Manual’s Paid Sick Leave Policy.
The Department head or supervisor may require a physician's certificate explaining the reason for any employee's absence. At the discretion of the City Manager, an employee may be required to sign an affidavit stating he or she was ill.
Sick leave shall be accumulated at the rate of eight hours per month, to a maximum of not to exceed 125 working days (1,000 hours). At the end of the payroll period in which the leave accumulation reaches or exceeds the stated maximum, the employee's sick leave will 35 City of Hughson Employees Association - Draft
15 stop accruing, and no further sick leave will accrue until the balance is reduced below the stated limit. The City will, as a courtesy only without liability, endeavor to give thirty (30) days’ notice that the employee will cease to accrue sick leave unless the time is taken.
An employee having at least four (4) years of continuous employment with the City may, at the option of the employee, be paid up to 50% of his or her unused sick leave earned during the previous 12-month period or convert that or any portion of that amount to vacation time. The remaining percentage of unused sick leave shall be retained in the employee's accumulated total of unused sick leave.
Upon retirement, any employee having at least ten (10) years of continuous service with the City of Hughson, having unused accumulated sick leave, shall be paid thereafter in an amount equivalent to 50% of his or her then current daily wage rate for each day of unused sick leave. The employee shall have the option of converting one hundred percent (100%) of unused sick leave to paid medical/dental/vision insurance premiums for coverage offered by the City to current employees. To be eligible for insurance premium payment, the employee must also be eligible for the insurance coverage as provided in the policy between the City and the carrier selected.
The employee shall report sick leave prior to the start of his or her work shift whenever possible and at least one-half hour after the start of the shift.
If an employee becomes ill while on vacation, his or her period of illness may be charged to sick leave upon presentation of a doctor's certificate stating the nature and extent of the illness. In the case of frequent use of sick leave, an employee may be requested to file a physician's statement for each illness. An employee may also be required to take an examination by a physician designated by the City and to authorize consultation with his or her own physician concerning his or her illness.
Employees shall, whenever possible, make dental, medical and similar appointments on Saturday, or other non-work days. If this is not possible, sick leave shall be used for these purposes for a minimum period of (1) hour and should not exceed four (4) hours except in unusual circumstances.
In addition to the employee’s accrued paid sick leave, with the approval of the City Manager, any eligible employee may be granted up to five (5) days leave with pay in the event of a catastrophic illness on the part of a family member living in the employee's house.
Use of leave with pay for this purpose is intended to apply in serious and unforeseen conditions where the presence of the employee in the home is required. For the purpose of this section only, immediate family shall be defined as mother, father, sister, brother, spouse, child, grandchild, grandparent, mother-in-law, father-in-law of the employee.
For employee injury or disability falling with the provisions of the State Workman's Compensation Disability Act, disability compensation at the rate allowed under said Act shall be the basic remuneration during the employee's regular pay and his or her disability compensation allowance shall be granted for, but not to exceed, one (1) year, for any period of incapacity. In the case of the miscellaneous employee, the first seven (7) days of his or 36 City of Hughson Employees Association - Draft
16 her absence shall be deemed to be sick leave and shall be paid by the City. Thereafter, the only compensation payable to the miscellaneous employee shall be such as shall be payable by the insurance carrier under the Workman's Compensation Act. However, sick leave may be used by the employee, in which case the compensation shall be paid over to the City.
During the time the City is required to pay and actually pays a miscellaneous employee for sick leave while disabled, the City shall be entitled to receive all payments which otherwise would be payable to such employees for temporary disability or retirement.
SECTION 17. VACATION LEAVE
A. Vacation Leave
The City provides benefits to eligible employees to enable them to take paid time off for rest and recreation. The City believes this time is valuable for employees in order to enhance their productivity and to make their work experience with the City personally satisfying.
The City also provides long-service employees with additional vacation benefits as years of service are accumulated.
Vacation leave is a right; however, the use of same shall be approved by the Department Head, taking into account the desires and seniority of employees and more particularly, the workload requirements of the department. Employees shall take vacation leave regularly each year and shall be encouraged to take vacation at least a full week at a time. Vacation may be scheduled at the request of the employee by the Department Head but must consider all needs of the City.
All regular employees are eligible to accrue and take vacation benefits based on their continuous length of service, measured from the date of hire. "Continuous length of service" is defined as service that is uninterrupted by termination of employment.
The City shall respond to all annual leave requests within five (5) working days after the employee has submitted his or her request to the department head/supervisor.
Regular employees, except as provided in any applicable memorandum of understanding, shall earn annual leave at the following rates (subject to Section 17.B of this MOU):
1) Less than five years' service = 8 hours per month (12 days per year). 2) After five years' service = 11.32 hours per month (17 days per year). 3) After ten years' service = 14 hours per month (21 days per year). 4) After fifteen years’ service = 16 hours per month (24 days per year).
B. Vacation Leave Accumulation
In order to give effect to this Understanding and to realize the greatest benefit from vacation leave for both employees and the City, limitations shall be placed upon the amount of unused vacation leave an employee is allowed to accumulate. The Maximum accumulation shall be 320 hours.
37 City of Hughson Employees Association - Draft
17 At the end of the payroll period in which the leave accumulation reaches or exceeds the stated limit, the employee's vacation leave shall cease accruing, and no further vacation shall accrue until the balance is reduced below the stated limit. It is the employee's responsibility to seek the use of the vacation leave in a timely manner.
The City will, as a courtesy only without liability, endeavor to give thirty (30) days’ notice that the employee will cease to accrue vacation leave unless the time is taken. If the employee is unable to use the time because of departmental staffing needs, he or she shall be paid for the amount of time in excess of the limit at the end of the month, and accrual may thereafter recur. Upon termination, an employee shall be paid for accrued and unused vacation time.
C. Cash Payment Option for Vacation
An employee may elect to receive a cash payment for up to a maximum of 40 hours of his/her accumulated vacation balance prior to commencement of a scheduled vacation of forty (40) consecutive hours or more. To exercise the cash payment option an employee must have forty (40) hours of accumulated vacation time remaining after the cash option and scheduled vacation have occurred. This option may be exercised once within a fiscal year.
SECTION 18. HOLIDAYS
Regular employees shall be entitled to the following holidays with pay:
Two Floating Holidays
New Year's Day
Martin Luther King’s Birthday
Lincoln's Birthday
Washington's Birthday
Memorial Day
Independence Day (4th of July)
Labor Day
Veterans Day
Thanksgiving Day (4th Thursday in November)
Day after Thanksgiving Day (4th Friday in November)
Christmas Day - December 25
Any day or part of day declared by the City Manager to be a holiday.
When an employee gives adequate notice, the City will make reasonable accommodations for the employee to observe the Sabbath or other religious observance if it will not unduly interfere with City operations. Such release time may be charged to administrative leave, compensatory time off, vacation, or leave without pay at the discretion of the employee.
When a holiday falls on a Sunday, the following Monday shall be observed as a holiday.
When a holiday falls on a Saturday, the preceding Friday shall be observed as a holiday.
To be paid for a holiday the employee must have been in paid status on the workdays for his or her classification, which immediately precedes and succeeds the holiday. 38 City of Hughson Employees Association - Draft
18 Any employee who might be required to work on any of the above holidays shall be compensated at overtime rates in accordance with Section 12.C of the Memorandum of Understanding. If a holiday falls on an employee's regular day off, he/she shall be entitled to equivalent time off at a later date.
The "Floating Holiday" is to be used during the calendar year and cannot be carried over to the next year.
SECTION 19. BEREAVEMENT LEAVE
Any eligible employee shall be granted bereavement leave with pay as necessary but not to exceed five (5) workdays upon the occasion of the death of a family member. For purposes of the section, “family member” shall have the same meaning as the same is defined within state Bereavement Leave law. Additional bereavement leave not to exceed seven (7) calendar days for travel purposes may be granted by the City Manager when circumstances warrant the same. Any additional bereavement leave granted to an eligible employee beyond five (5) workdays shall be unpaid.
SECTION 20. GRIEVANCES
A. Purpose of Grievance Procedure
The grievance procedures set forth herein are designed to resolve grievances informally and to provide an orderly procedure for such resolution. The grievance procedure is available only to regular employees.
B. Time Limits
Each person involved in a grievance shall act quickly so that the grievance may be solved promptly. Each person shall make every effort possible to complete action within the time limits contained within these grievance procedures, but with the written consent of the other parties involved or in the case of extenuating circumstances, the time limits of any step may be extended.
C. Presentation of Grievance
An employee may present a grievance while on duty, provided such use of on-duty time is kept to a reasonable minimum as determined by the City Manager. Employees should present grievances as soon as possible after the events that gave rise to the employee's concerns.
D. Grievance Procedure/First Step (Informal Discussions) 39 City of Hughson Employees Association - Draft
19 Initially, a grievance shall be personally discussed between the employee and his or her immediate supervisor. The employee shall have a decision or response from the immediate supervisor within five (5) working days.
E. Grievance Procedure/Second Step (Formal Grievance)
If an informal grievance is not resolved to the satisfaction of the grievant, the grievant may initiate a formal grievance in writing to the Department head (unless the Department Head is his or her immediate supervisor, in which event the grievance shall be to the City Manager). The formal grievance should set forth the factual and other bases for the employee's complaint and must identify the rule or issue allegedly being violated by the City. The formal grievance shall be initiated within fifteen (15) working days of the decision rendered in the informal grievance procedure.
Within fifteen (15) working days after the filing of the formal grievance, the Department head shall give his or her decision in writing to the grievant.
F. Grievance Procedure/Third Step (Appeal)
If the grievant is not satisfied with the decision rendered by the Department head, the grievant may appeal the decision in writing within five (5) working days to the City Manager. If the grievant does not appeal the decision to the City Manager in writing within five (5) working days, the issue will be considered settled. The appeal shall state the date and nature of the grievance, and shall state all specific facts or omissions upon which the appeal is based.
Within ten (10) working days of the filing of an appeal, the City Manager shall have a meeting with the aggrieved and/or his or her representative, and other persons as the City Manager shall direct.
Within ten (10) working days after the meeting on the appeal, the City Manager shall issue a written decision concerning the employee's appeal. The decision of the City Manager shall be final.
SECTION 21. "Y" RATE
When an employee's classification is changed to a lower paid classification as the result of a classification study or other action, the employee may be placed on a "Y" rate. A "Y" rate means that the monthly compensation for the employee shall remain in effect until such time as further changes in the pay range of the new classification exceeds the "Y" rate.
SECTION 22. UNIFORM ALLOWANCE
The City will provide uniforms and laundering thereof for each Public Works Department/Utilities employee and said employees shall wear the uniforms on the job.
Additionally, the City will provide a winter weight safety coat in safety orange or yellow as 40 City of Hughson Employees Association - Draft
20 part of the City's uniform. Any special uniform requirements will be determined with Department Head approval and as to appropriateness.
SECTION 23. SAFETY EQUIPMENT
The City shall provide or reimburse the employee for the cost of safety shoes where required and the cost shall be established by the City.
SECTION 24. STANDBY DUTY
When necessary and in the interest of City operations, a department head may assign employees to "standby" status.
Application of "standby" shall be as follows:
(1) Each employee so assigned to "standby" shall be provided with a City issued cell phone while on standby duty and shall be able to report to the work site within thirty (30) minutes.
(2) Employees on standby shall have the option to trade days and/or weeks of standby status with another qualified employee in the same unit or division with department head approval.
(3) Standby shall be assigned in a minimum of eight (8) hours blocks, i.e., Monday-Friday workweek standby may be 8, 16 or 24-hour blocks.
Standby for weekends. i.e. Saturday, Sunday or extended holiday weekends (FridaySunday or Saturday-Monday) will be assigned in 8 to 48 hour blocks.
Compensation for "standby duty" shall be as follows:
(1) Employees assigned to standby duty shall be paid or may accrue compensatory timeoff of two (2) hours at the straight-time rate for every eight (8) hours of standby and shall be paid or may accrue compensatory time-off at a one and one-half (1 ½) rate for reporting to work while on standby duty status.
(2) Employees assigned to standby duty on holidays observed by the City shall be paid or may accrue compensatory time-off of two (2) hours at the straight-time rate for every eight (8) hours of standby, and shall be paid or may accrue compensatory time-off at a two and one-half (2 ½) rate for reporting to work while on standby duty status. (3) Standby duty pay at the straight-time rate is intended to compensate for all time spent taking or responding to calls that do not require reporting to the worksite (including on 41 City of Hughson Employees Association - Draft
21 holidays). Employees on standby duty will not be entitled to any additional pay for those calls.
SECTION 25. CALL BACK
When an employee returns to work duty at the request of the department head or his designee for an emergency or for some other need of the City after said employee has been released from work duty, said employee shall be entitled to call-back compensation.
Call back compensation shall be paid at time and one-half (1 ½) for all time actually worked with a minimum of two (2) hours pay. For the purposes of computing time for this provision, time will commence when the employee leaves their home to respond to the call back and will end when they return home.
SECTION 26. INCENTIVE PAY
The following incentives are available to employees within this bargaining unit. The maximum incentive pay an employee can receive for the combination of qualified licenses and certificates, bilingual certification, and/or educational degrees is five percent (5%). All percentages refer to percent of base pay.
Proof establishing eligibility for incentive pay must be presented to the City Manager for approval. The incentive pay will be included on the next payroll following approval by the City Manager. It is the responsibility of the employee to provide adequate proof.
A. Licenses and Certificates (Public Works/Utilities employees only) Backflow Device–Reporting* 2%
Backflow Device 1%
Class A or B CA Driver’s License 5%
Pesticide Qualified Applicator License–Reporting * 4%
Pesticide Qualified Applicator License 1%
Water Distribution Operator I 1%
Water Distribution Operator II 1%
Water Treatment Operator I 1%
Water Treatment Operator II 1%
*Management will identify and select one member responsible for reporting.
The maximum incentive pay an employee can receive for qualified licenses or certificates is five percent (5%) of base pay. Those employees who are required through their job description to maintain a listed license or certificate are not eligible for the incentive.
B. Bilingual Certification
42 City of Hughson Employees Association - Draft
22 All employees who are certified as bilingual in English-Spanish in the spoken word shall receive additional compensation known as Bilingual Pay in the amount of one and onehalf percent (1.5%) of the employees’ base pay. Employees who are certified as bilingual in English-Spanish in both the spoken and written form shall receive an additional compensation of two and one-half percent (2.5%) of the employees’ base pay.
For the terms of this MOU, the positions designated as eligible to receive additional compensation for both written and spoken Bilingual Pay are: Accounting Technician I/II, Customer Service Representative, and Planning and Building Assistant.
Other represented positions are eligible, upon certification approval by the City, to receive 1.5% additional compensation for spoken English-Spanish bilingual skills.
Said certifications shall be determined by the City subject to review and input by the Union. Employees shall be fluent to a level so as to easily communicate with Spanish speaking customers and the public on City business matters.
The maximum incentive pay for bilingual certification that an employee can receive is two and one-half percent (2.5%).
C. Educational Degrees (All City of Hughson Employees Association members) Employees who have obtained a job-related Associates of Science or Arts degree from an accredited college shall receive additional compensation in the amount of one and one-half percent (1.5%) of base pay.
An employee who has obtained a Bachelor of Science or Arts Degree shall receive additional compensation of three percent (3%) of base pay.
The maximum incentive pay an employee can receive for a qualified educational degree is three percent (3%). Those employees who are required through their job description to maintain the degree are not eligible for the incentive.
SECTION 27. ENTIRE UNDERSTANDING
This Understanding supersedes and cancels all prior practices and agreements, whether written or oral, unless expressly stated to the contrary herein. The parties acknowledged that during the negotiations, which resulted in this Understanding, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Understanding. The bargaining unit recognizes that the City has the freedom to make changes in all operations or terms and conditions of employment without further negotiations with the bargaining unit except as such may violate any expressed terms of this Understanding. This constitutes the complete and entire agreement between the parties and may only be amended during its term by the parties' mutual agreement in writing and, if required, approved by the City Council, except that for any matters not covered herein, but covered in the City's Personnel Rules or Regulations, the latter shall control. 43 City of Hughson Employees Association - Draft
23 SECTION 28. SAVINGS
If any provision of this Understanding is subsequently declared by legislative or judicial authority to be invalid, unlawful, unenforceable, or not in accordance with applicable statutes, all other provisions of this Understanding shall remain in full force and effect.
If any provisions of this Understanding are found to be in conflict with the statutory powers of the City, said statutory powers shall take precedence.
The provisions of this Understanding shall be subordinate and subject to any present or subsequent federal law, state law, or City Charter provision.
The terms of this Understanding supersedes any inconsistent provision in an ordinance, rule or other governing document with the City has power to amend.
SECTION 29. FULL UNDERSTANDING, MODIFICATION AND WAIVER This Understanding sets forth the full and entire understanding of the parties regarding the matters set forth herein, and any and all prior or existing Memoranda of Understanding, Understandings, and Agreements, regarding the matters set forth herein, whether formal or informal are hereby superseded and terminated in their entirety.
Existing practices and/or benefits, which have a direct effect on employee wages, hours, and other terms and conditions of employment, which are not referenced in this Understanding shall continue without change unless modified or abolished by mutual agreement of the parties.
It is the intent of the parties that Ordinances, Board resolutions, rules and regulations enacted pursuant to this Understanding be administered and observed in good faith.
Nothing in this Understanding shall preclude the parties' from mutually agreeing to meet and confer on any subject within the scope of representation during the term of this Understanding.
44 City of Hughson Employees Association - Draft
24 EXHIBIT "A"
City of Hughson
Salary Schedule
Fiscal Year 2024-2025
Position Hourly Monthly Hourly Monthly Hourly Monthly Hourly Monthly Hourly e Monthly Accounting Technician I 93 $21.62 $3,746.77 $22.70 $3,934.11 $23.83 $4,130.83 $25.02 $4,337.35 $26.27 $4,554.23 Accounting Technician II 111 $25.86 $4,481.69 $27.15 $4,705.77 $28.51 $4,941.07 $29.93 $5,188.13 $31.43 $5,447.54 Building Inspector 123 $29.14 $5,050.08 $30.59 $5,302.60 $32.12 $5,567.73 $33.73 $5,846.10 $35.41 $6,138.41 Code Enforcement Officer 114 $26.64 $4,617.50 $27.97 $4,848.38 $29.37 $5,090.78 $30.84 $5,345.32 $32.38 $5,612.60 Community Development Specialist 113 $26.38 $4,571.77 $27.69 $4,800.36 $29.08 $5,040.38 $30.53 $5,292.40 $32.06 $5,557.03 Customer Service Clerk 75 $18.07 $3,132.38 $18.97 $3,288.98 $19.92 $3,453.44 $20.92 $3,626.12 $21.97 $3,807.42 Maintenance Worker I 87 $20.36 $3,529.64 $21.38 $3,706.11 $22.45 $3,891.42 $23.57 $4,085.99 $24.75 $4,290.29 Maintenance Worker II 101 $23.41 $4,057.21 $24.58 $4,260.08 $25.81 $4,473.09 $27.10 $4,696.74 $28.45 $4,931.58 Park and Recreation Coordinator 53 $14.52 $2,516.54 $15.24 $2,642.36 $16.01 $2,774.48 $16.81 $2,913.20 $17.65 $3,058.87 Park Maintenance Worker 93 $21.62 $3,746.77 $22.70 $3,934.11 $23.83 $4,130.83 $25.02 $4,337.35 $26.27 $4,554.23 Public Works Supervisor 118 $27.72 $4,804.99 $29.11 $5,045.23 $30.56 $5,297.50 $32.09 $5,562.37 $33.70 $5,840.48 Senior Accounting Technician 108 $25.10 $4,349.89 $26.35 $4,567.39 $27.67 $4,795.75 $29.05 $5,035.54 $30.50 $5,287.33 Senior Maintenance Worker 111 $25.86 $4,481.69 $27.15 $4,705.77 $28.51 $4,941.07 $29.93 $5,188.13 $31.43 $5,447.54 Senior Parks Maintenance Worker 101 $23.41 $4,057.21 $24.58 $4,260.08 $25.81 $4,473.09 $27.10 $4,696.74 $28.45 $4,931.58 Senior Utility Worker 126 $30.02 $5,203.10 $31.52 $5,463.26 $33.09 $5,736.43 $34.75 $6,023.25 $36.49 $6,324.41 Senior Water Distribution/Treatment
System Operator 121 $28.56 $4,950.57 $29.99 $5,198.11 $31.49 $5,458.01 $33.06 $5,730.92 $34.72 $6,017.46 Utility Worker I 103 $23.88 $4,138.77 $25.07 $4,345.71 $26.33 $4,563.00 $27.64 $4,791.14 $29.02 $5,030.71 Utility Worker II 116 $27.17 $4,710.30 $28.53 $4,945.82 $29.96 $5,193.12 $31.46 $5,452.77 $33.03 $5,725.41 Wastewater Chief Plant Operator 121 $28.56 $4,950.57 $29.99 $5,198.11 $31.49 $5,458.01 $33.06 $5,730.92 $34.72 $6,017.46 Wastewater Treatment Plant Operator I 105 $24.36 $4,221.97 $25.58 $4,433.05 $26.85 $4,654.71 $28.20 $4,887.45 $29.61 $5,131.81 Wastewater Treatment Plant Operator II 113 $26.38 $4,571.77 $27.69 $4,800.36 $29.08 $5,040.38 $30.53 $5,292.40 $32.06 $5,557.03 Wastewater Treatment Plant Operator-InTraining 84 $19.76 $3,425.83 $20.75 $3,597.12 $21.79 $3,776.97 $22.88 $3,965.81 $24.02 $4,164.11 Water Treatment/Distribution System
Operator I 100 $23.18 $4,017.05 $24.33 $4,217.91 $25.55 $4,428.81 $26.83 $4,650.24 $28.17 $4,882.75 Water Treatment/Distribution System
Operator II 113 $26.38 $4,571.77 $27.69 $4,800.36 $29.08 $5,040.38 $30.53 $5,292.40 $32.06 $5,557.03 Non-Management Full-Time Employees Range
Salary Range
A B C D E
45 City of Hughson Employees Association - Draft
25 City of Hughson
Salary Schedule
Fiscal Year 2025-2026
Position Hourly Monthly Hourly Monthly Hourly Monthly Hourly Monthly Hourly Monthly Accounting Technician I 97 $22.49 $3,898.91 $23.62 $4,093.86 $24.80 $4,298.55 $26.04 $4,513.48 $27.34 $4,739.14 Accounting Technician II 115 $26.91 $4,663.67 $28.25 $4,896.86 $29.66 $5,141.69 $31.15 $5,398.78 $32.70 $5,668.73 Building Inspector 127 $30.32 $5,255.14 $31.83 $5,517.89 $33.43 $5,793.79 $35.10 $6,083.48 $36.85 $6,387.66 Code Enforcement Officer 118 $27.72 $4,804.99 $29.11 $5,045.23 $30.56 $5,297.50 $32.09 $5,562.37 $33.70 $5,840.48 Community Development Specialist 117 $27.45 $4,757.41 $28.82 $4,995.28 $30.26 $5,245.05 $31.77 $5,507.30 $33.36 $5,782.66 Customer Service Clerk 79 $18.81 $3,259.55 $19.75 $3,422.54 $20.73 $3,593.67 $21.77 $3,773.35 $22.86 $3,962.02 Maintenance Worker I 91 $21.19 $3,672.95 $22.25 $3,856.60 $23.36 $4,049.43 $24.53 $4,251.90 $25.76 $4,464.49 Maintenance Worker II 105 $24.36 $4,221.97 $25.58 $4,433.05 $26.85 $4,654.71 $28.20 $4,887.45 $29.61 $5,131.81 Park and Recreation Coordinator 57 $15.11 $2,618.72 $15.86 $2,749.66 $16.66 $2,887.13 $17.49 $3,031.50 $18.36 $3,183.06 Park Maintenance Worker 97 $22.49 $3,898.91 $23.62 $4,093.86 $24.80 $4,298.55 $26.04 $4,513.48 $27.34 $4,739.14 Public Works Supervisor 122 $28.85 $5,000.09 $30.29 $5,250.09 $31.80 $5,512.59 $33.39 $5,788.22 $35.06 $6,077.64 Senior Accounting Technician 112 $26.11 $4,526.51 $27.42 $4,752.83 $28.79 $4,990.47 $30.23 $5,240.01 $31.74 $5,502.00 Senior Maintenance Worker 115 $26.91 $4,663.67 $28.25 $4,896.86 $29.66 $5,141.69 $31.15 $5,398.78 $32.70 $5,668.73 Senior Parks Maintenance Worker 105 $24.36 $4,221.97 $25.58 $4,433.05 $26.85 $4,654.71 $28.20 $4,887.45 $29.61 $5,131.81 Senior Utility Worker 130 $31.24 $5,414.38 $32.80 $5,685.09 $34.44 $5,969.36 $36.16 $6,267.82 $37.97 $6,581.21 Senior Water Distribution/Treatment
System Operator 125 $29.72 $5,151.59 $31.21 $5,409.18 $32.77 $5,679.63 $34.41 $5,963.62 $36.13 $6,261.79 Utility Worker I 107 $24.85 $4,306.81 $26.09 $4,522.16 $27.39 $4,748.28 $28.76 $4,985.69 $30.20 $5,234.96 Utility Worker II 120 $28.28 $4,901.57 $29.69 $5,146.65 $31.18 $5,403.98 $32.74 $5,674.17 $34.37 $5,957.88 Wastewater Chief Plant Operator 125 $29.72 $5,151.59 $31.21 $5,409.18 $32.77 $5,679.63 $34.41 $5,963.62 $36.13 $6,261.79 Wastewater Treatment Plant Operator I 109 $25.35 $4,393.39 $26.61 $4,613.06 $27.94 $4,843.71 $29.34 $5,085.89 $30.81 $5,340.19 Wastewater Treatment Plant Operator II 117 $27.45 $4,757.41 $28.82 $4,995.28 $30.26 $5,245.05 $31.77 $5,507.30 $33.36 $5,782.66 Wastewater Treatment Plant Operator-InTraining 88 $20.57 $3,564.93 $21.60 $3,743.17 $22.68 $3,930.33 $23.81 $4,126.84 $25.00 $4,333.19 Water Treatment/Distribution System
Operator I 104 $24.12 $4,180.16 $25.32 $4,389.16 $26.59 $4,608.62 $27.92 $4,839.05 $29.31 $5,081.01 Water Treatment/Distribution System
Operator II 117 $27.45 $4,757.41 $28.82 $4,995.28 $30.26 $5,245.05 $31.77 $5,507.30 $33.36 $5,782.66 Non-Management Full-Time Employees Range
Salary Range
A B C D E
46 City of Hughson Employees Association - Draft
26 City of Hughson
Salary Schedule
Fiscal Year 2026-2027
Position Hourly Monthly Hourly Monthly Hourly Monthly Hourly Monthly Hourly Monthly Accounting Technician I 101 $23.41 $4,057.21 $24.58 $4,260.08 $25.81 $4,473.09 $27.10 $4,696.74 $28.45 $4,931.58 Accounting Technician II 119 $28.00 $4,853.04 $29.40 $5,095.69 $30.87 $5,350.47 $32.41 $5,617.99 $34.03 $5,898.90 Building Inspector 131 $31.55 $5,468.53 $33.13 $5,741.94 $34.78 $6,029.04 $36.52 $6,330.50 $38.35 $6,647.02 Code Enforcement Officer 122 $28.85 $5,000.09 $30.29 $5,250.09 $31.80 $5,512.59 $33.39 $5,788.22 $35.06 $6,077.64 Community Development Specialist 121 $28.56 $4,950.57 $29.99 $5,198.11 $31.49 $5,458.01 $33.06 $5,730.92 $34.72 $6,017.46 Customer Service Clerk 83 $19.57 $3,391.91 $20.55 $3,561.50 $21.57 $3,739.58 $22.65 $3,926.55 $23.79 $4,122.89 Maintenance Worker I 95 $22.05 $3,822.09 $23.15 $4,013.19 $24.31 $4,213.85 $25.53 $4,424.54 $26.80 $4,645.77 Maintenance Worker II 109 $25.35 $4,393.39 $26.61 $4,613.06 $27.94 $4,843.71 $29.34 $5,085.89 $30.81 $5,340.19 Park and Recreation Coordinator 61 $15.72 $2,725.04 $16.51 $2,861.30 $17.33 $3,004.37 $18.20 $3,154.58 $19.11 $3,312.31 Park Maintenance Worker 101 $23.41 $4,057.21 $24.58 $4,260.08 $25.81 $4,473.09 $27.10 $4,696.74 $28.45 $4,931.58 Public Works Supervisor 126 $30.02 $5,203.10 $31.52 $5,463.26 $33.09 $5,736.43 $34.75 $6,023.25 $36.49 $6,324.41 Senior Accounting Technician 116 $27.17 $4,710.30 $28.53 $4,945.82 $29.96 $5,193.12 $31.46 $5,452.77 $33.03 $5,725.41 Senior Maintenance Worker 119 $28.00 $4,853.04 $29.40 $5,095.69 $30.87 $5,350.47 $32.41 $5,617.99 $34.03 $5,898.90 Senior Parks Maintenance Worker 109 $25.35 $4,393.39 $26.61 $4,613.06 $27.94 $4,843.71 $29.34 $5,085.89 $30.81 $5,340.19 Senior Utility Worker 134 $32.51 $5,634.22 $34.13 $5,915.94 $35.84 $6,211.73 $37.63 $6,522.31 $39.51 $6,848.43 Senior Water Distribution/Treatment
System Operator 129 $30.93 $5,360.77 $32.47 $5,628.81 $34.10 $5,910.25 $35.80 $6,205.77 $37.59 $6,516.05 Utility Worker I 111 $25.86 $4,481.69 $27.15 $4,705.77 $28.51 $4,941.07 $29.93 $5,188.13 $31.43 $5,447.54 Utility Worker II 124 $29.43 $5,100.59 $30.90 $5,355.62 $32.44 $5,623.40 $34.06 $5,904.57 $35.77 $6,199.80 Wastewater Chief Plant Operator 129 $30.93 $5,360.77 $32.47 $5,628.81 $34.10 $5,910.25 $35.80 $6,205.77 $37.59 $6,516.05 Wastewater Treatment Plant Operator I 113 $26.38 $4,571.77 $27.69 $4,800.36 $29.08 $5,040.38 $30.53 $5,292.40 $32.06 $5,557.03 Wastewater Treatment Plant Operator II 121 $28.56 $4,950.57 $29.99 $5,198.11 $31.49 $5,458.01 $33.06 $5,730.92 $34.72 $6,017.46 Wastewater Treatment Plant Operator-InTraining 92 $21.40 $3,709.68 $22.47 $3,895.16 $23.60 $4,089.92 $24.78 $4,294.42 $26.01 $4,509.15 Water Treatment/Distribution System
Operator I 108 $25.10 $4,349.89 $26.35 $4,567.39 $27.67 $4,795.75 $29.05 $5,035.54 $30.50 $5,287.33 Water Treatment/Distribution System
Operator II 121 $28.56 $4,950.57 $29.99 $5,198.11 $31.49 $5,458.01 $33.06 $5,730.92 $34.72 $6,017.46 Non-Management Full-Time Employees Range
Salary Range
A B C D E
47 City of Hughson Employees Association - Draft
27 For Operating Engineers Local Union No. 3
of the International Union of Operating Engineers, AFL-CIO ___________________________________________ ________________________ Russ Burns Date
Business Manager
___________________________________________ ________________________ Carl Goff Date
President
___________________________________________ ________________________ Dan Reding Date
Vice-President
___________________________________________ ________________________ James K. Sullivan Date
Recording-Corresponding Secretary
___________________________________________ ________________________ Jim Neep Date
Director, Public Employee Division
___________________________________________ ________________________ Mike DeAnda Date
Business Representative
For City of Hughson
_____________________________________________ __________________________ Dominique Romo Date
City Manager
48 CITY OF HUGHSON
CITY COUNCIL
RESOLUTION 2024-29
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUGHSON APPROVING THE
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF HUGHSON AND OPERATING ENGINEERS LOCAL UNION NO. 3 ON BEHALF OF THE CITY OF HUGHSON EMPLOYEES’ ASSOCIATION; AUTHORIZING THE CITY MANAGER TO EXECUTE THE AGREEMENT INCLUSIVE OF ANY FINAL EDITS BY THE CITY ATTORNEY; AND EXTENDING ANY COST OF LIVING, EQUITY,
AND/OR BASE WAGE ADJUSTMENTS TO ALL UNREPRESENTED EMPLOYEES AND MANAGEMENT STAFF
WHEREAS, the Memorandum of Understanding (MOU) between the City of Hughson and Operating Engineers Local Union No. 3 on behalf of the City of Hughson Employees Association was executed for the term of July 1, 2021 through June 30, 2024; and WHEREAS, in preparation for the expiration of the current MOU, the City’s negotiating team began meeting in May of 2024 with Labor’s negotiating team to initiate discussions; and WHEREAS, labor negotiations progressed and the Union and City executed a Tentative Agreement in August 2024;
NOW, THEREFORE, BE IT RESOLVED, that the City Council of the City of Hughson does hereby approve the new MOU between the City of Hughson and Operating Engineers Local Union No. 3 on behalf of the City of Hughson Employees Association for the term July 1, 2024 to June 30, 2027, attached hereto as Exhibit “A”, authorizes the City Manager to execute the agreement inclusive of any final edits by the City Attorney, and approves extending any cost-of-living, equity, and/or base pay adjustments to all unrepresented employees and management staff.
PASSED AND ADOPTED by the City Council of the City of Hughson at its regularly scheduled meeting on this 26th day of August 2024, by the following vote:
AYES:
NOES:
ABSTENTIONS:
ABSENT:
APPROVED:
________________________
GEORGE CARR, Mayor
>
>
>
49 ATTEST:
__________________________
ASHTON GOSE, City Clerk
50 Meeting Date: August 26, 2024
Subject: Adopt Resolution No. 2024-30, Updating the Publicly Available Salary Schedule Consistent with the Requirement of California Code of Regulations Title 2 Section 570.5
Enclosures: Salary Schedules – FY 24/25, 25/26, and 26/27 Presented By: Dominique Romo, City Manager
Approved By: _______________________________
Staff Recommendation:
Adopt Resolution No. 2024-30, updating the Publicly Available Salary Schedule consistent with the requirement of California Code of Regulations, Title 2, Section 570.5.
Background and Overview:
On August 19, 2011, the California Public Employees’ Retirement System (CalPERS) distributed Circular Letter 200-056-11 to inform all CalPERS Employers of the newly enacted California Code of Regulations (CCR) Title 2, Section 570.5. The addition of Section 570.5 would ensure consistency between CalPERS employers and enhance the disclosure and transparency of public employee compensation by requiring that the pay rate be listed on a pay schedule or in a document, meeting criteria set forth in the regulations. This regulation applies to all employers reporting compensation to CalPERS.
CCR Section 570.5 requires that a salary schedule, among other things, must:
1. Be duly approved and adopted by the employer’s governing body in accordance with requirements of applicable public meetings laws.
2. Identify the position title for every employee position.
3. Show the pay rate as a single amount or multiple amounts within a range for each identified position.
4. Indicate the time base such as hourly, daily, bi-weekly, monthly, bi-monthly, or annually.
5. Be posted at the office of the employer or immediately accessible and available for public review from the employer during normal business hours or posted on the employer’s internet website.
CITY COUNCIL AGENDA ITEM NO. 3.5
SECTION 3: CONSENT CALENDAR
51 6. Indicate an effective date and date of any revisions.
7. Be retained by the employer and available for public inspection for not less than five years.
8. Not reference another document in lieu of disclosing the pay rate.
Beginning in 2015, the City of Hughson began adopting a stand-alone salary schedule. The Publicly Available Salary Schedule has a central role in determining compensation earnable and pension benefits. It is important that the City of Hughson continues this process to ensure that the requirements of CCR 570.5 are met.
CalPERS has indicated that each time a salary increase is approved, the salary schedule must be updated and approved by Council. To meet the requirements, the attached Resolution has been prepared to formally approve the Publicly Available Salary Schedule for Fiscal Year 2024-25, 2025-26, and 2026-27.
Discussion:
The City of Hughson has determined that the Salary Schedule for Designated Management Employees, the Memorandum of Understanding between the City of Hughson and Operating Engineers Local Union No. 3 on behalf of the City of Hughson Employees Association Salary Schedule, and the Part-Time Salary Schedule, should be updated as needed to meet all the requirements for CCR, Title 2, Section 570.5. New salary schedules need to be formally adopted when changes to salaries occur. Furthermore, the cost of living, equity, and/or base wage adjustments negotiated in the Memorandum of Understanding, dated July 1, 2024, to June 30, 2027, are reflected in the Publicly Available Salary Schedule.
Fiscal Impact:
The Fiscal Year 2024-2025 Budget reflects the salary schedule as proposed in this item. 52 City of Hughson
Salary ScheduleFiscal Year 2024‐2025
Position Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Accounting Technician I 93 $21.62 $1,729.28 $3,746.77 $22.70 $1,815.74 $3,934.11 $23.83 $1,906.54 $4,130.83 $25.02 $2,001.86 $4,337.35 $26.27 $2,101.95 $4,554.23 Accounting Technician II 111 $25.86 $2,068.47 $4,481.69 $27.15 $2,171.90 $4,705.77 $28.51 $2,280.50 $4,941.07 $29.93 $2,394.52 $5,188.13 $31.43 $2,514.25 $5,447.54 Building Inspector 123 $29.14 $2,330.81 $5,050.08 $30.59 $2,447.35 $5,302.60 $32.12 $2,569.72 $5,567.73 $33.73 $2,698.20 $5,846.10 $35.41 $2,833.11 $6,138.41 Code Enforcement Officer 114 $26.64 $2,131.15 $4,617.50 $27.97 $2,237.71 $4,848.38 $29.37 $2,349.59 $5,090.78 $30.84 $2,467.07 $5,345.32 $32.38 $2,590.43 $5,612.60 Community Development Specialist 113 $26.38 $2,110.05 $4,571.77 $27.69 $2,215.55 $4,800.36 $29.08 $2,326.33 $5,040.38 $30.53 $2,442.65 $5,292.40 $32.06 $2,564.78 $5,557.03 Customer Service Clerk 75 $18.07 $1,445.71 $3,132.38 $18.97 $1,517.99 $3,288.98 $19.92 $1,593.90 $3,453.44 $20.92 $1,673.59 $3,626.12 $21.97 $1,757.27 $3,807.42Maintenance Worker I 87 $20.36 $1,629.06 $3,529.64 $21.38 $1,710.51 $3,706.11 $22.45 $1,796.04 $3,891.42 $23.57 $1,885.84 $4,085.99 $24.75 $1,980.14 $4,290.29Maintenance Worker II 101 $23.41 $1,872.56 $4,057.21 $24.58 $1,966.19 $4,260.08 $25.81 $2,064.50 $4,473.09 $27.10 $2,167.73 $4,696.74 $28.45 $2,276.11 $4,931.58 Park and Recreation Coordinator 53 $14.52 $1,161.48 $2,516.54 $15.24 $1,219.55 $2,642.36 $16.01 $1,280.53 $2,774.48 $16.81 $1,344.55 $2,913.20 $17.65 $1,411.78 $3,058.87Park Maintenance Worker 93 $21.62 $1,729.28 $3,746.77 $22.70 $1,815.74 $3,934.11 $23.83 $1,906.54 $4,130.83 $25.02 $2,001.86 $4,337.35 $26.27 $2,101.95 $4,554.23 Public Works Supervisor 118 $27.72 $2,217.69 $4,804.99 $29.11 $2,328.57 $5,045.23 $30.56 $2,445.00 $5,297.50 $32.09 $2,567.25 $5,562.37 $33.70 $2,695.61 $5,840.48 Senior Accounting Technician 108 $25.10 $2,007.64 $4,349.89 $26.35 $2,108.02 $4,567.39 $27.67 $2,213.42 $4,795.75 $29.05 $2,324.10 $5,035.54 $30.50 $2,440.30 $5,287.33 Senior Maintenance Worker 111 $25.86 $2,068.47 $4,481.69 $27.15 $2,171.90 $4,705.77 $28.51 $2,280.50 $4,941.07 $29.93 $2,394.52 $5,188.13 $31.43 $2,514.25 $5,447.54 Senior Parks Maintenance Worker 101 $23.41 $1,872.56 $4,057.21 $24.58 $1,966.19 $4,260.08 $25.81 $2,064.50 $4,473.09 $27.10 $2,167.73 $4,696.74 $28.45 $2,276.11 $4,931.58Senior Utility Worker 126 $30.02 $2,401.43 $5,203.10 $31.52 $2,521.50 $5,463.26 $33.09 $2,647.58 $5,736.43 $34.75 $2,779.96 $6,023.25 $36.49 $2,918.96 $6,324.41 Senior Water Distribution/Treatment System Operator 121 $28.56 $2,284.88 $4,950.57 $29.99 $2,399.13 $5,198.11 $31.49 $2,519.08 $5,458.01 $33.06 $2,645.04 $5,730.92 $34.72 $2,777.29 $6,017.46 Utility Worker I 103 $23.88 $1,910.20 $4,138.77 $25.07 $2,005.71 $4,345.71 $26.33 $2,106.00 $4,563.00 $27.64 $2,211.30 $4,791.14 $29.02 $2,321.86 $5,030.71 Utility Worker II 116 $27.17 $2,173.98 $4,710.30 $28.53 $2,282.69 $4,945.82 $29.96 $2,396.82 $5,193.12 $31.46 $2,516.66 $5,452.77 $33.03 $2,642.50 $5,725.41Wastewater Chief Plant Operator 121 $28.56 $2,284.88 $4,950.57 $29.99 $2,399.13 $5,198.11 $31.49 $2,519.08 $5,458.01 $33.06 $2,645.04 $5,730.92 $34.72 $2,777.29 $6,017.46 Wastewater Treatment Plant Operator I 105 $24.36 $1,948.60 $4,221.97 $25.58 $2,046.02 $4,433.05 $26.85 $2,148.33 $4,654.71 $28.20 $2,255.74 $4,887.45 $29.61 $2,368.53 $5,131.81 Wastewater Treatment Plant Operator II 113 $26.38 $2,110.05 $4,571.77 $27.69 $2,215.55 $4,800.36 $29.08 $2,326.33 $5,040.38 $30.53 $2,442.65 $5,292.40 $32.06 $2,564.78 $5,557.03 Wastewater Treatment Plant Operator‐In‐Training 84 $19.76 $1,581.15 $3,425.83 $20.75 $1,660.21 $3,597.12 $21.79 $1,743.22 $3,776.97 $22.88 $1,830.38 $3,965.81 $24.02 $1,921.90 $4,164.11Water Treatment/Distribution System Operator I 100 $23.18 $1,854.02 $4,017.05 $24.33 $1,946.73 $4,217.91 $25.55 $2,044.06 $4,428.81 $26.83 $2,146.26 $4,650.24 $28.17 $2,253.58 $4,882.75Water Treatment/Distribution System Operator II 113 $26.38 $2,110.05 $4,571.77 $27.69 $2,215.55 $4,800.36 $29.08 $2,326.33 $5,040.38 $30.53 $2,442.65 $5,292.40 $32.06 $2,564.78 $5,557.03 Position Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Accounting Manager 152 $38.88 $3,110.47 $6,739.36 $40.83 $3,266.00 $7,076.33 $42.87 $3,429.30 $7,430.14 $45.01 $3,600.76 $7,801.65 $47.26 $3,780.80 $8,191.73City Clerk/Assistant to the City Manager 143 $35.55 $2,844.03 $6,162.07 $37.33 $2,986.23 $6,470.17 $39.19 $3,135.54 $6,793.68 $41.15 $3,292.32 $7,133.36 $43.21 $3,456.94 $7,490.03City Manager 210 $69.24 $5,539.44 $12,002.12 $72.71 $5,816.42 $12,602.24 $76.34 $6,107.23 $13,232.34 $80.16 $6,412.60 $13,893.96 $84.17 $6,733.23 $14,588.66 Community Development Director 194 $59.05 $4,724.16 $10,235.68 $62.00 $4,960.37 $10,747.46 $65.10 $5,208.38 $11,284.83 $68.36 $5,468.80 $11,849.07 $71.78 $5,742.24 $12,441.52Director of Finance and Administrative Services 194 $59.05 $4,724.16 $10,235.68 $62.00 $4,960.37 $10,747.46 $65.10 $5,208.38 $11,284.83 $68.36 $5,468.80 $11,849.07 $71.78 $5,742.24 $12,441.52Executive Assistant/City Clerk 152 $38.88 $3,110.47 $6,739.36 $40.83 $3,266.00 $7,076.33 $42.87 $3,429.30 $7,430.14 $45.01 $3,600.76 $7,801.65 $47.26 $3,780.80 $8,191.73 Management Analyst 131 $31.55 $2,523.94 $5,468.53 $33.13 $2,650.13 $5,741.94 $34.78 $2,782.63 $6,029.04 $36.52 $2,921.77 $6,330.50 $38.35 $3,067.86 $6,647.02Parks and Recreation Manager 128 $30.62 $2,449.70 $5,307.69 $32.15 $2,572.19 $5,573.08 $33.76 $2,700.80 $5,851.73 $35.45 $2,835.84 $6,144.32 $37.22 $2,977.63 $6,451.54 Public Works Superintendent 148 $37.36 $2,989.10 $6,476.39 $39.23 $3,138.56 $6,800.21 $41.19 $3,295.49 $7,140.22 $43.25 $3,460.26 $7,497.24 $45.42 $3,633.27 $7,872.09 Utilities Superintendent 148 $37.36 $2,989.10 $6,476.39 $39.23 $3,138.56 $6,800.21 $41.19 $3,295.49 $7,140.22 $43.25 $3,460.26 $7,497.24 $45.42 $3,633.27 $7,872.09In addition to the above mentioned salaries employees may be eligible for the following incentive pays (subject to City Manager approval) Mechanics Pay 5% of base salary
Special Assignment Pay up to 10% of base salary
Longevity Pay up to 20% of base salary
Bilingual Pay up to 2.5% ‐ 1.5% Spoken + 1% Written
Elected/Appointed A
Position Per Meeting Monthly Hourly Monthly Hourly Monthly Hourly Monthly Hourly Monthly City Treasurer 100.00
Council Member 250.00Mayor 300.00Planning Commission 50.00 Range B CD E
Designated Management Employees Range
Salary Range
A B CD E
Non‐Management Full‐Time Employees Range
Salary Range
A B CD E
53 City of Hughson
Salary ScheduleFiscal Year 2025‐2026
Position Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Accounting Technician I 97 $22.49 $1,799.50 $3,898.91 $23.62 $1,889.47 $4,093.86 $24.80 $1,983.94 $4,298.55 $26.04 $2,083.14 $4,513.48 $27.34 $2,187.30 $4,739.14 Accounting Technician II 115 $26.91 $2,152.46 $4,663.67 $28.25 $2,260.09 $4,896.86 $29.66 $2,373.09 $5,141.69 $31.15 $2,491.74 $5,398.78 $32.70 $2,616.34 $5,668.73 Building Inspector 127 $30.32 $2,425.45 $5,255.14 $31.83 $2,546.72 $5,517.89 $33.43 $2,674.06 $5,793.79 $35.10 $2,807.76 $6,083.48 $36.85 $2,948.15 $6,387.66 Code Enforcement Officer 118 $27.72 $2,217.69 $4,804.99 $29.11 $2,328.57 $5,045.23 $30.56 $2,445.00 $5,297.50 $32.09 $2,567.25 $5,562.37 $33.70 $2,695.61 $5,840.48Community Development Specialist 117 $27.45 $2,195.73 $4,757.41 $28.82 $2,305.51 $4,995.28 $30.26 $2,420.79 $5,245.05 $31.77 $2,541.83 $5,507.30 $33.36 $2,668.92 $5,782.66 Customer Service Clerk 79 $18.81 $1,504.41 $3,259.55 $19.75 $1,579.63 $3,422.54 $20.73 $1,658.62 $3,593.67 $21.77 $1,741.54 $3,773.35 $22.86 $1,828.62 $3,962.02Maintenance Worker I 91 $21.19 $1,695.21 $3,672.95 $22.25 $1,779.97 $3,856.60 $23.36 $1,868.97 $4,049.43 $24.53 $1,962.42 $4,251.90 $25.76 $2,060.54 $4,464.49 Maintenance Worker II 105 $24.36 $1,948.60 $4,221.97 $25.58 $2,046.02 $4,433.05 $26.85 $2,148.33 $4,654.71 $28.20 $2,255.74 $4,887.45 $29.61 $2,368.53 $5,131.81 Park and Recreation Coordinator 57 $15.11 $1,208.64 $2,618.72 $15.86 $1,269.07 $2,749.66 $16.66 $1,332.52 $2,887.13 $17.49 $1,399.15 $3,031.50 $18.36 $1,469.10 $3,183.06Park Maintenance Worker 97 $22.49 $1,799.50 $3,898.91 $23.62 $1,889.47 $4,093.86 $24.80 $1,983.94 $4,298.55 $26.04 $2,083.14 $4,513.48 $27.34 $2,187.30 $4,739.14 Public Works Supervisor 122 $28.85 $2,307.74 $5,000.09 $30.29 $2,423.12 $5,250.09 $31.80 $2,544.27 $5,512.59 $33.39 $2,671.49 $5,788.22 $35.06 $2,805.06 $6,077.64 Senior Accounting Technician 112 $26.11 $2,089.16 $4,526.51 $27.42 $2,193.62 $4,752.83 $28.79 $2,303.30 $4,990.47 $30.23 $2,418.46 $5,240.01 $31.74 $2,539.38 $5,502.00 Senior Maintenance Worker 115 $26.91 $2,152.46 $4,663.67 $28.25 $2,260.09 $4,896.86 $29.66 $2,373.09 $5,141.69 $31.15 $2,491.74 $5,398.78 $32.70 $2,616.34 $5,668.73 Senior Parks Maintenance Worker 105 $24.36 $1,948.60 $4,221.97 $25.58 $2,046.02 $4,433.05 $26.85 $2,148.33 $4,654.71 $28.20 $2,255.74 $4,887.45 $29.61 $2,368.53 $5,131.81 Senior Utility Worker 130 $31.24 $2,498.94 $5,414.38 $32.80 $2,623.89 $5,685.09 $34.44 $2,755.09 $5,969.36 $36.16 $2,892.84 $6,267.82 $37.97 $3,037.48 $6,581.21 Senior Water Distribution/Treatment System Operator 125 $29.72 $2,377.66 $5,151.59 $31.21 $2,496.54 $5,409.18 $32.77 $2,621.37 $5,679.63 $34.41 $2,752.44 $5,963.62 $36.13 $2,890.06 $6,261.79Utility Worker I 107 $24.85 $1,987.76 $4,306.81 $26.09 $2,087.15 $4,522.16 $27.39 $2,191.51 $4,748.28 $28.76 $2,301.09 $4,985.69 $30.20 $2,416.14 $5,234.96 Utility Worker II 120 $28.28 $2,262.26 $4,901.57 $29.69 $2,375.38 $5,146.65 $31.18 $2,494.14 $5,403.98 $32.74 $2,618.85 $5,674.17 $34.37 $2,749.79 $5,957.88 Wastewater Chief Plant Operator 125 $29.72 $2,377.66 $5,151.59 $31.21 $2,496.54 $5,409.18 $32.77 $2,621.37 $5,679.63 $34.41 $2,752.44 $5,963.62 $36.13 $2,890.06 $6,261.79Wastewater Treatment Plant Operator I 109 $25.35 $2,027.72 $4,393.39 $26.61 $2,129.10 $4,613.06 $27.94 $2,235.56 $4,843.71 $29.34 $2,347.34 $5,085.89 $30.81 $2,464.70 $5,340.19 Wastewater Treatment Plant Operator II 117 $27.45 $2,195.73 $4,757.41 $28.82 $2,305.51 $4,995.28 $30.26 $2,420.79 $5,245.05 $31.77 $2,541.83 $5,507.30 $33.36 $2,668.92 $5,782.66 Wastewater Treatment Plant Operator‐In‐Training 88 $20.57 $1,645.35 $3,564.93 $21.60 $1,727.62 $3,743.17 $22.68 $1,814.00 $3,930.33 $23.81 $1,904.70 $4,126.84 $25.00 $1,999.94 $4,333.19 Water Treatment/Distribution System Operator I 104 $24.12 $1,929.30 $4,180.16 $25.32 $2,025.77 $4,389.16 $26.59 $2,127.06 $4,608.62 $27.92 $2,233.41 $4,839.05 $29.31 $2,345.08 $5,081.01Water Treatment/Distribution System Operator II 117 $27.45 $2,195.73 $4,757.41 $28.82 $2,305.51 $4,995.28 $30.26 $2,420.79 $5,245.05 $31.77 $2,541.83 $5,507.30 $33.36 $2,668.92 $5,782.66 Position Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Accounting Manager 156 $40.46 $3,236.77 $7,013.00 $42.48 $3,398.61 $7,363.65 $44.61 $3,568.54 $7,731.85 $46.84 $3,746.97 $8,118.43 $49.18 $3,934.32 $8,524.36City Clerk/Assistant to the City Manager 147 $36.99 $2,959.51 $6,412.28 $38.84 $3,107.49 $6,732.89 $40.79 $3,262.86 $7,069.52 $42.83 $3,426.00 $7,423.00 $44.97 $3,597.30 $7,794.16 City Manager 214 $72.05 $5,764.36 $12,489.46 $75.66 $6,052.59 $13,113.94 $79.44 $6,355.21 $13,769.63 $83.41 $6,672.97 $14,458.11 $87.58 $7,006.62 $15,181.02Community Development Director 198 $61.45 $4,915.98 $10,651.28 $64.52 $5,161.78 $11,183.85 $67.75 $5,419.86 $11,743.04 $71.14 $5,690.86 $12,330.19 $74.69 $5,975.40 $12,946.70Director of Finance and Administrative Services 198 $61.45 $4,915.98 $10,651.28 $64.52 $5,161.78 $11,183.85 $67.75 $5,419.86 $11,743.04 $71.14 $5,690.86 $12,330.19 $74.69 $5,975.40 $12,946.70 Executive Assistant/City Clerk 156 $40.46 $3,236.77 $7,013.00 $42.48 $3,398.61 $7,363.65 $44.61 $3,568.54 $7,731.85 $46.84 $3,746.97 $8,118.43 $49.18 $3,934.32 $8,524.36Management Analyst 135 $32.83 $2,626.42 $5,690.57 $34.47 $2,757.74 $5,975.09 $36.20 $2,895.62 $6,273.85 $38.01 $3,040.40 $6,587.53 $39.91 $3,192.42 $6,916.92 Parks and Recreation Manager 132 $31.86 $2,549.17 $5,523.20 $33.46 $2,676.63 $5,799.37 $35.13 $2,810.46 $6,089.34 $36.89 $2,950.98 $6,393.80 $38.73 $3,098.54 $6,713.49 Public Works Superintendent 152 $38.88 $3,110.47 $6,739.36 $40.83 $3,266.00 $7,076.33 $42.87 $3,429.30 $7,430.14 $45.01 $3,600.76 $7,801.65 $47.26 $3,780.80 $8,191.73 Utilities Superintendent 152 $38.88 $3,110.47 $6,739.36 $40.83 $3,266.00 $7,076.33 $42.87 $3,429.30 $7,430.14 $45.01 $3,600.76 $7,801.65 $47.26 $3,780.80 $8,191.73In addition to the above mentioned salaries employees may be eligible for the following incentive pays (subject to City Manager approval) Mechanics Pay 5% of base salary
Special Assignment Pay up to 10% of base salaryLongevity Pay up to 20% of base salaryBilingual Pay up to 2.5% ‐ 1.5% Spoken + 1% Written Elected/Appointed A
Position Per Meeting Monthly Hourly Monthly Hourly Monthly Hourly Monthly Hourly Monthly City Treasurer 100.00Council Member 250.00
Mayor 300.00Planning Commission 50.00
Range
B CDE
Designated Management Employees Range
Salary Range
A B CDE
Non‐Management Full‐Time Employees Range
Salary Range
AB CDE
54 City of Hughson
Salary ScheduleFiscal Year 2026‐2027
Position Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Accounting Technician I 101 $23.41 $1,872.56 $4,057.21 $24.58 $1,966.19 $4,260.08 $25.81 $2,064.50 $4,473.09 $27.10 $2,167.73 $4,696.74 $28.45 $2,276.11 $4,931.58 Accounting Technician II 119 $28.00 $2,239.86 $4,853.04 $29.40 $2,351.86 $5,095.69 $30.87 $2,469.45 $5,350.47 $32.41 $2,592.92 $5,617.99 $34.03 $2,722.57 $5,898.90 Building Inspector 131 $31.55 $2,523.94 $5,468.53 $33.13 $2,650.13 $5,741.94 $34.78 $2,782.63 $6,029.04 $36.52 $2,921.77 $6,330.50 $38.35 $3,067.86 $6,647.02 Code Enforcement Officer 122 $28.85 $2,307.74 $5,000.09 $30.29 $2,423.12 $5,250.09 $31.80 $2,544.27 $5,512.59 $33.39 $2,671.49 $5,788.22 $35.06 $2,805.06 $6,077.64Community Development Specialist 121 $28.56 $2,284.88 $4,950.57 $29.99 $2,399.13 $5,198.11 $31.49 $2,519.08 $5,458.01 $33.06 $2,645.04 $5,730.92 $34.72 $2,777.29 $6,017.46 Customer Service Clerk 83 $19.57 $1,565.50 $3,391.91 $20.55 $1,643.77 $3,561.50 $21.57 $1,725.96 $3,739.58 $22.65 $1,812.26 $3,926.55 $23.79 $1,902.87 $4,122.89Maintenance Worker I 95 $22.05 $1,764.04 $3,822.09 $23.15 $1,852.24 $4,013.19 $24.31 $1,944.86 $4,213.85 $25.53 $2,042.10 $4,424.54 $26.80 $2,144.20 $4,645.77 Maintenance Worker II 109 $25.35 $2,027.72 $4,393.39 $26.61 $2,129.10 $4,613.06 $27.94 $2,235.56 $4,843.71 $29.34 $2,347.34 $5,085.89 $30.81 $2,464.70 $5,340.19 Park and Recreation Coordinator 61 $15.72 $1,257.71 $2,725.04 $16.51 $1,320.60 $2,861.30 $17.33 $1,386.63 $3,004.37 $18.20 $1,455.96 $3,154.58 $19.11 $1,528.76 $3,312.31Park Maintenance Worker 101 $23.41 $1,872.56 $4,057.21 $24.58 $1,966.19 $4,260.08 $25.81 $2,064.50 $4,473.09 $27.10 $2,167.73 $4,696.74 $28.45 $2,276.11 $4,931.58 Public Works Supervisor 126 $30.02 $2,401.43 $5,203.10 $31.52 $2,521.50 $5,463.26 $33.09 $2,647.58 $5,736.43 $34.75 $2,779.96 $6,023.25 $36.49 $2,918.96 $6,324.41 Senior Accounting Technician 116 $27.17 $2,173.98 $4,710.30 $28.53 $2,282.69 $4,945.82 $29.96 $2,396.82 $5,193.12 $31.46 $2,516.66 $5,452.77 $33.03 $2,642.50 $5,725.41 Senior Maintenance Worker 119 $28.00 $2,239.86 $4,853.04 $29.40 $2,351.86 $5,095.69 $30.87 $2,469.45 $5,350.47 $32.41 $2,592.92 $5,617.99 $34.03 $2,722.57 $5,898.90 Senior Parks Maintenance Worker 109 $25.35 $2,027.72 $4,393.39 $26.61 $2,129.10 $4,613.06 $27.94 $2,235.56 $4,843.71 $29.34 $2,347.34 $5,085.89 $30.81 $2,464.70 $5,340.19 Senior Utility Worker 134 $32.51 $2,600.41 $5,634.22 $34.13 $2,730.43 $5,915.94 $35.84 $2,866.95 $6,211.73 $37.63 $3,010.30 $6,522.31 $39.51 $3,160.82 $6,848.43 Senior Water Distribution/Treatment System Operator 129 $30.93 $2,474.20 $5,360.77 $32.47 $2,597.91 $5,628.81 $34.10 $2,727.81 $5,910.25 $35.80 $2,864.20 $6,205.77 $37.59 $3,007.41 $6,516.05Utility Worker I 111 $25.86 $2,068.47 $4,481.69 $27.15 $2,171.90 $4,705.77 $28.51 $2,280.50 $4,941.07 $29.93 $2,394.52 $5,188.13 $31.43 $2,514.25 $5,447.54 Utility Worker II 124 $29.43 $2,354.12 $5,100.59 $30.90 $2,471.82 $5,355.62 $32.44 $2,595.42 $5,623.40 $34.06 $2,725.18 $5,904.57 $35.77 $2,861.45 $6,199.80 Wastewater Chief Plant Operator 129 $30.93 $2,474.20 $5,360.77 $32.47 $2,597.91 $5,628.81 $34.10 $2,727.81 $5,910.25 $35.80 $2,864.20 $6,205.77 $37.59 $3,007.41 $6,516.05Wastewater Treatment Plant Operator I 113 $26.38 $2,110.05 $4,571.77 $27.69 $2,215.55 $4,800.36 $29.08 $2,326.33 $5,040.38 $30.53 $2,442.65 $5,292.40 $32.06 $2,564.78 $5,557.03 Wastewater Treatment Plant Operator II 121 $28.56 $2,284.88 $4,950.57 $29.99 $2,399.13 $5,198.11 $31.49 $2,519.08 $5,458.01 $33.06 $2,645.04 $5,730.92 $34.72 $2,777.29 $6,017.46 Wastewater Treatment Plant Operator‐In‐Training 92 $21.40 $1,712.16 $3,709.68 $22.47 $1,797.77 $3,895.16 $23.60 $1,887.66 $4,089.92 $24.78 $1,982.04 $4,294.42 $26.01 $2,081.14 $4,509.15 Water Treatment/Distribution System Operator I 108 $25.10 $2,007.64 $4,349.89 $26.35 $2,108.02 $4,567.39 $27.67 $2,213.42 $4,795.75 $29.05 $2,324.10 $5,035.54 $30.50 $2,440.30 $5,287.33Water Treatment/Distribution System Operator II 121 $28.56 $2,284.88 $4,950.57 $29.99 $2,399.13 $5,198.11 $31.49 $2,519.08 $5,458.01 $33.06 $2,645.04 $5,730.92 $34.72 $2,777.29 $6,017.46 Position Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Hourly Bi‐Weekly Monthly Accounting Manager 160 $42.10 $3,368.20 $7,297.77 $44.21 $3,536.61 $7,662.65 $46.42 $3,713.44 $8,045.79 $48.74 $3,899.11 $8,448.08 $51.18 $4,094.06 $8,870.47 City Clerk/Assistant to the City Manager 151 $38.50 $3,079.68 $6,672.64 $40.42 $3,233.66 $7,006.27 $42.44 $3,395.34 $7,356.58 $44.56 $3,565.11 $7,724.41 $46.79 $3,743.37 $8,110.63 City Manager 218 $74.98 $5,998.42 $13,390.39 $78.73 $6,298.35 $14,059.91 $82.67 $6,613.26 $14,762.91 $86.80 $6,943.92 $15,501.06 $91.14 $7,291.12 $16,276.11Community Development Director 202 $63.94 $5,115.58 $11,083.76 $67.14 $5,371.37 $11,637.95 $70.50 $5,639.93 $12,219.85 $74.02 $5,921.93 $12,830.84 $77.73 $6,218.02 $13,472.38Director of Finance and Administrative Services 202 $63.94 $5,115.58 $11,083.76 $67.14 $5,371.37 $11,637.95 $70.50 $5,639.93 $12,219.85 $74.02 $5,921.93 $12,830.84 $77.73 $6,218.02 $13,472.38 Executive Assistant/City Clerk 160 $42.10 $3,368.20 $7,297.77 $44.21 $3,536.61 $7,662.65 $46.42 $3,713.44 $8,045.79 $48.74 $3,899.11 $8,448.08 $51.18 $4,094.06 $8,870.47Management Analyst 139 $34.16 $2,733.06 $5,921.62 $35.87 $2,869.71 $6,217.71 $37.66 $3,013.19 $6,528.58 $39.55 $3,163.86 $6,855.02 $41.53 $3,322.05 $7,197.77 Parks and Recreation Manager 136 $33.16 $2,652.68 $5,747.47 $34.82 $2,785.31 $6,034.84 $36.56 $2,924.58 $6,336.58 $38.39 $3,070.81 $6,653.42 $40.30 $3,224.34 $6,986.08 Public Works Superintendent 156 $40.46 $3,236.77 $7,013.00 $42.48 $3,398.61 $7,363.65 $44.61 $3,568.54 $7,731.85 $46.84 $3,746.97 $8,118.43 $49.18 $3,934.32 $8,524.36 Utilities Superintendent 156 $40.46 $3,236.77 $7,013.00 $42.48 $3,398.61 $7,363.65 $44.61 $3,568.54 $7,731.85 $46.84 $3,746.97 $8,118.43 $49.18 $3,934.32 $8,524.36In addition to the above mentioned salaries employees may be eligible for the following incentive pays (subject to City Manager approval) Mechanics Pay 5% of base salary
Special Assignment Pay up to 10% of base salaryLongevity Pay up to 20% of base salaryBilingual Pay up to 2.5% ‐ 1.5% Spoken + 1% Written Elected/Appointed A
Position Per Meeting Monthly Hourly Monthly Hourly Monthly Hourly Monthly Hourly Monthly City Treasurer 100.00Council Member 250.00
Mayor 300.00Planning Commission 50.00
Range
B CD E
Designated Management Employees Range
Salary Range
A B CD E
Non‐Management Full‐Time Employees Range
Salary Range
AB CD E
55 CITY OF HUGHSON
CITY COUNCIL
RESOLUTION NO. 2024-30
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUGHSON UPDATING THE
PUBLICLY AVAILABLE SALARY SCHEDULE CONSISTENT WITH THE REQUIREMENT OF CALIFORNIA CODE OF REGULATIONS, TITLE 2, SECTION 570.5
WHEREAS, the governing body of the City of Hughson contracts with the California Public Employees Retirement System (CalPERS) to provide retirement benefits for its employees; and
WHEREAS, CalPERS uses the City of Hughson’s salary schedule to calculate retirement benefits earned by the City’s employees; and
WHEREAS, the City of Hughson as a contracting public employer is required to adhere to the requirements of the California Code of Regulations (CCR), Title 2, Section 570.5 for a publicly available pay schedule; and
WHEREAS, the City of Hughson has determined that the Salary Range Schedule for Designated Management Employees (Salary Schedule), the Memorandum of Understanding between the City of Hughson and Operating Engineers Local Union No. 3 on behalf of the City of Hughson Employees Association, and the Part-Time Salary Schedule, a copy of which is attached hereto as Exhibit “A,” should be updated to meet all of the requirements for CCR, Title 2, Section 570.5; and
WHEREAS, the proposed Salary Schedule complies with CCR, Title 2, Section 570.5 to ensure no adverse effect to its employees; and
WHEREAS, the City of Hughson certifies that this resolution does not require any budget augmentation; and
WHEREAS, it is necessary for the City Council to adopt the Salary Schedule at a publicly noticed meeting.
NOW THEREFORE, BE IT RESOLVED by the governing body of the City of Hughson as follows:
1. Salary Schedule for Fiscal Years 2024-2025, 2025-2026, 2026-2027, has been updated to meet all of the requirements of California Code of Regulations Section 570.5.
2. The updated Salary Schedule attached hereto as Exhibit A is hereby adopted.
3. That any future salary increases that will result in an update to the Salary Schedule, shall be adopted by Resolution by the City Council.
4. The Salary Schedule will become a publicly available document with an effective date of August 27, 2024.
56 PASSED AND ADOPTED by the City Council of the City of Hughson at its regular meeting held on this 26th day of August 2024, by the following roll call votes:
AYES:
NOES:
ABSTENTIONS:
ABSENT:
APPROVED:
______________________
GEORGE CARR, Mayor
ATTEST:
_____________________________
ASHTON GOSE, City Clerk
57 Meeting Date: August 26, 2024
Subject: Support of Proposition 36
Presented By: Dominique Romo, City Manager
Approved By: ______________________________
Dominique Romo, City Manager
Staff Recommendation:
Consider Resolution No. 2024-31, a Resolution in support of Proposition 36 – The Homelessness, Drug Addiction and Theft Reduction Act.
Background:
In mid-August, Assemblyman Juan Alanis’ office reached out to Mayor Carr to share that one of his top priorities since taking office is the repeal of Proposition 47 and reversal of the many negative impacts it has placed on Californians, including unintended consequences leading to an increase in retail theft, store closings, and created barriers to encouraging people to seek drug and mental health treatment.
His office further shared that communities like ours are suffering from an epidemic of crime, homelessness, and trafficking of deadly hard drugs like fentanyl, and the people committing these crimes do not face serious consequences; and that Proposition 36 is a targeted and balanced approach that will hold repeat drug and retail theft offenders accountable, while providing a pathway to rehabilitation for those struggling with addiction. Assemblyman Alanis supports Prop 36 because:
● Prop 36 addresses organized and serial retail theft
● Prop 36 confronts the fentanyl crisis in our communities ● Prop 36 prioritizes mental health and drug treatment
Mayor Carr requested that this request be shared with Council for discussion and potential action in support of it.
Attachment(s):
Prop 36 - Propositions on the November 5, 2024, Ballot
Resolution of Support
CITY COUNCIL AGENDA ITEM NO. 6.1
SECTION 6: NEW BUSINESS
58 November 5, 2024 Ballot
PROPOSITION 36
Allows Felony Charges and Increases Sentences for Certain Drug and Theft Crimes. Initiative Statute.
ANALYSIS OF MEASURE
BACKGROUND
Punishment Depends on Seriousness of Crime and Criminal History Punishment for Felonies. A felony is the most serious type of crime. People can be sentenced to county jail or state prison for felonies, depending on the crime and their criminal history. In some cases, people can be supervised in the community by a county probation officer instead of serving some or all of their sentence in jail or prison. This is called county community supervision. The length of a sentence mostly depends on the crime. For example, murder can be punished by 15 years or more in prison. In contrast, selling drugs can be punished by up to five years in jail or prison, depending on the drug. Sentences can also be lengthened due to details of the crime. For example, sentences for selling certain drugs (such as fentanyl, heroin, cocaine, or methamphetamine) can be lengthened based on the amount sold.
Punishment for Misdemeanors. A misdemeanor is a less serious crime. Examples include assault and drug possession. People can be sentenced to county jail, county community supervision, and/or a fine for misdemeanors. Sentences can be up to one year in jail.
Proposition 47 Reduced Punishments for Some Theft and Drug Crimes In 2014, Proposition 47 changed some theft and drug crimes from felonies to misdemeanors.
For example, shoplifting (stealing items worth $950 or less from a store) and drug possession generally became misdemeanors.
PROPOSAL
Proposition 36 makes several key changes related to punishments for theft and drug crimes. First, it increases punishment for some of these crimes. Second, it creates a new treatment-focused court process for some drug possession crimes. Third, it requires courts to warn people convicted of selling or providing illegal drugs to others that they can be charged with murder if they keep doing so and someone dies.
59 November 5, 2024 Ballot
Increases Punishment for Some Theft and Drug Crimes
Proposition 36 increases punishment for some theft and drug crimes in three ways:
• Turns Some Misdemeanors Into Felonies. For example, currently, theft of items worth $950 or less is generally a misdemeanor. Proposition 36 makes this crime a felony if the person has two or more past convictions for certain theft crimes (such as shoplifting, burglary, or carjacking). The sentence would be up to three years in county jail or state prison. These changes undo some of the punishment reductions in Proposition 47. • Lengthens Some Felony Sentences. For example, Proposition 36 allows felony sentences for theft or damage of property to be lengthened by up to three years if three or more people committed the crime together.
• Requires Some Felonies Be Served in Prison. For example, as discussed above, sentences for selling certain drugs (such as fentanyl, heroin, cocaine, or methamphetamine) can be lengthened based on the amount sold. Currently, these sentences are served in county jail or state prison depending on the person’s criminal history. Proposition 36 generally requires these sentences be served in prison.
Creates New Court Process for Some Drug Possession Crimes Proposition 36 allows people who possess illegal drugs to be charged with a “treatment-mandated felony,” instead of a misdemeanor, in some cases. Specifically, this applies to people who (1) possess certain drugs (such as fentanyl, heroin, cocaine, or methamphetamine) and (2) have two or more past convictions for some drug crimes (such as possessing or selling drugs). These people would generally get treatment, such as mental health or drug treatment. Those who finish treatment would have their charges dismissed. Those who do not finish treatment could serve up to three years in state prison. This change undoes some of the punishment reductions in Proposition 47.
Requires Warning of Possible Murder Charges for Selling or Providing Drugs Proposition 36 requires courts to warn people that they could be charged with murder if they sell or provide illegal drugs that kill someone. This warning would be given to people convicted of selling or providing certain drugs (such as fentanyl, heroin, cocaine, and methamphetamine). This could make it more likely for them to be convicted of murder if they later sell or provide illegal drugs to someone who dies.
FISCAL EFFECTS
Proposition 36 would have various fiscal effects on the state and local governments. The size of these effects would depend on uncertain factors, such as what decisions local prosecutors would make.
Increases State Criminal Justice Costs. Proposition 36 would increase state criminal justice costs in two main ways.
• Increase in State Prison Population. It would require some people who now serve their sentences at the county level to serve them in state prison. Also, it lengthens some prison sentences. In total, the prison population could increase by around a few thousand people. (There are about 90,000 people in prison now.) 60 November 5, 2024 Ballot
• Increase in State Court Workload. This is because felonies usually take more time to resolve than misdemeanors. Also, treatment-mandated felonies would increase court workload.
In total, Proposition 36 would increase state criminal justice costs, likely ranging from several tens of millions of dollars to the low hundreds of millions of dollars each year (annually). This amount is less than one-half of 1 percent of the state’s total General Fund budget. (The General Fund is the account the state uses to pay for most public services, including education, health care, and prisons.)
Increases Local Criminal Justice Costs. Proposition 36 would increase local criminal justice costs in two main ways.
• Net Increase in County Jail and Community Supervision Population. In some ways, Proposition 36 would reduce the jail and community supervision population. This is because some people would go to state prison instead of the county level. In other ways, it would increase this population. This is because some people would spend more time in county jail or on community supervision. Overall, Proposition 36 likely would increase the county population. This increase could be around a few thousand people. (There are about 250,000 people at the county level now.) • Increase in Local Court-Related Workload. It would also increase workload for local prosecutors and public defenders. This is because felonies usually take more time to resolve than misdemeanors. Also, treatment-mandated felonies would create workload for some county agencies (such as probation or behavioral health departments).
In total, Proposition 36 would increase local criminal justice costs, likely by tens of millions of dollars annually.
Reduces Amount State Must Spend on Certain Services. Proposition 47 created a process in which the estimated state savings from its punishment reductions must be spent on mental health and drug treatment, school truancy and dropout prevention, and victim services. These estimated savings totaled $95 million last year. By undoing parts of Proposition 47, Proposition 36 reduces the state savings from Proposition 47. This would reduce the amount the state must spend on mental health and drug treatment, school truancy and dropout prevention, and victim services. This reduction likely would be in the low tens of millions of dollars annually.
Other Fiscal Impacts. Proposition 36 could have other fiscal effects on the state and local governments. For example, if the increased punishments or mandated treatment reduce crime, some state and local criminal justice costs could be avoided. However, it is unknown if these or other effects would occur.
61 November 5, 2024 Ballot
YES/NO STATEMENT
A YES vote on this measure means: People convicted of certain drug or theft crimes could receive increased punishment, such as longer prison sentences. In certain cases, people who possess illegal drugs would be required to complete treatment or serve up to three years in prison.
A NO vote on this measure means: Punishment for drug and theft crimes would remain the same.
SUMMARY OF LEGISLATIVE ANALYST’S ESTIMATE OF NET STATE AND
LOCAL GOVERNMENT FISCAL IMPACT
• Increased state criminal justice costs, likely ranging from several tens of millions of dollars to the low hundreds of millions of dollars annually, primarily due to an increase in the prison population.
• Increased local criminal justice costs, likely in the tens of millions of dollars annually, primarily due to county jail, community supervision, and court-mandated mental health and drug treatment workload.
BALLOT LABEL
Fiscal Impact: State criminal justice costs likely ranging from several tens of millions of dollars to the low hundreds of millions of dollars annually. Local criminal justice costs likely in the tens of millions of dollars annually.
62 CITY OF HUGHSON
CITY COUNCIL
RESOLUTION 2024-31
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUGHSON IN SUPPORT OF PROPOSITION 36 - THE HOMELESSNESS, DRUG ADDICTION, AND THEFT REDUCTION ACT WHEREAS, While Prop 47 achieved notable success in making California’s criminal justice system more equitable, Prop 47 also led to unintended consequences over the past decade.
WHEREAS, Unintended consequences of Prop 47 include repeat and often organized retail theft, inner-city store closings, and difficulty convincing people to seek drug and mental health treatment.
WHEREAS, these unintended consequences can only be corrected by the voters at the ballot box with modest amendments to Prop 47.
WHEREAS, Prop 36, the Homelessness, Drug Addiction, and Theft Reduction Act is a bipartisan measure that provides common sense, targeted reforms to Prop 47 that legislative proposals alone are unable to deliver.
WHEREAS, Rampant retail theft is harming businesses and residents in California because those who commit these crimes know they’ll get away with it, even if they are caught.
WHEREAS, this measure will hold repeat offenders accountable for the safety of our communities, rather than putting them back on the streets.
WHEREAS, the fentanyl crisis has reached alarming levels, and is now responsible for 20 percent of youth deaths in California.
WHEREAS, Prop 36, the Homelessness, Drug Addiction, and Theft Reduction Act will define fentanyl as a hard drug, hold individuals convicted of trafficking fentanyl accountable, and grant judges’ greater discretion in sentencing drug traffickers.
WHEREAS, breaking the cycle of repeat offenders means addressing the many root causes of retail theft.
WHEREAS, Prop 36, the Homelessness, Drug Addiction, and Theft Reduction Act provides critical mental health, drug treatment services, and job training within our justice system for people who are homeless and suffering from mental illness or struggling with substance abuse.
WHEREAS, it is time for meaningful reforms to our justice system to ensure our communities are safe.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Hughson does hereby formally expressed support for Prop 36 - the Homelessness, Drug Addiction, and Theft Reduction Act and the benefit that it provides for our community’s safety. 63 PASSED AND ADOPTED by the City Council of the City of Hughson at its regularly scheduled meeting on this 26th day of August 2024, by the following vote:
AYES:
NOES:
ABSTENTIONS:
ABSENT:
APPROVED:
___________________________
GEORGE CARR, Mayor
ATTEST:
_____________________________
ASHTON GOSE, City Clerk
64