Lathrop City Council
June 8, 2026

ITEM 5.4

CITY MANAGER'S REPORT
JUNE 8, 2026 CITY COUNCIL REGULAR MEETING
ITEM: MEMORANDUM OF UNDERSTANDING

COMPENSATION PLANS BETWEEN THE CITY OF

LATHROP, LATHROP MID-MANAGERS AND

CONFIDENTIAL EMPLOYEES (LMCEA), SERVICE
EMPLOYEES INTERNATIONAL UNION LOCAL 1021
(SEIU), DEPARTMENT HEADS AND UNREPRESENTED

CLASSIFICATIONS, UNREPRESENTED SWORN

CLASSIFICATIONS, CITY COUNCIL BENEFITS, AND

LATHROP POLICE OFFICER'S ASSOCIATION (LPOA)

BARGAINING
RECOMMENDATION: Adopt a Resolution Approving the Memorandums of Understanding | and Compensation Plans with
Lathrop Mid-Managers and Confidential Employees
Association, Service Employees International Union
Local 1021, Department Heads and Unrepresented
Classifications, Unrepresented Sworn
Classifications, Approving City Council Benefits,
Increasing Appropriations, and Approving the
Updated Grade Step Table
SUMMARY:

The City of Lathrop's current Memorandums of Understanding with its bargaining groups are scheduled to expire on June 30, 2026. The Memorandums of Understanding establish wages, hours, benefits, working conditions, and other terms and conditions of employment for represented employees.

In anticipation of the expiration of the current agreements, the City initiated the meet-and-confer process with its recognized employee organizations in accordance with the Meyers-Milias-Brown Act, applicable City employer-employee relations procedures, and mutually agreed upon bargaining ground rules. The ground rules established a framework for negotiations, including designation of Chief Spokespersons, procedures for the exchange of written proposals, confidentiality during negotiations, the use of written tentative agreements, and acknowledgment that any tentative agreements) remain subject to approval by both the bargaining unit membership, where applicable, and the City Council.

The City's bargaining team met and conferred in good faith with all recognized employee bargaining groups regarding successor Memorandums of Understanding prior to the expiration of the current agreements on June 30, 2026. Through this process, tentative agreements were reached with each bargaining group. The tentative agreements were subsequently presented to the respective bargaining unit memberships for ratification, where applicable.

CITY MANAGER'S REPORT PAGE 2
JUNE 8, 2026 CITY COUNCIL REGULAR MEETING

AGREEMENTS BETWEEN THE CITY OF LATHROP AND BARGAINING GROUPS All bargaining units ratified their tentative agreements and are presented for Council negotiations with the LPOA in accordance with applicable labor laws and labor relations requirements.
argentation and a no ment maloye rouse re agemen in tended e promote positive labor relations, provide clarity regarding compensation and benefits, support employee recruitment and retention efforts, maintain operational continuity, and establish an equitable framework for the resolution of workplace matters.

Staff recommends that the City Council approve the successor Memorandums of Understanding and Compensation Plans, with the exception of LPOA, authorize the Mayor and City Manager to execute the applicable agreements, approve the updated Grade Step Table, and authorize the implementation of the approved compensation and benefit provisions.

BACKGROUND:

The City of Lathrop recognizes employee organizations representing various employee groups. The City's current Memorandums of Understanding with its represented bargaining groups are scheduled to expire on June 30, 2026. As part of the successor agreement process, the City and the bargaining groups agreed to bargaining ground rules to guide negotiations.

The agreed upon ground rules provide that meetings will occur at mutually agreed- upon dates, times, and locations; that the parties will meet and confer in good faith and conduct negotiations with civility and respect. Including that each party will designate a Chief Spokesperson with authority to negotiate and enter into tentative agreements; that proposals and counterproposals will be submitted in writing; and that tentative agreements will be prepared in written form and signed by the parties' Chief Spokespersons.

The ground rules further provide that agreements on specific items are not binding until the entire package of tentative agreements is ratified or approved by both parties, and that all agreements remain tentative until adopted by resolution of the City Council. This process is consistent with recent public agency labor-relations practice, including the use of Council resolutions to adopt successor Memorandums of Understanding, supersede prior inconsistent agreements, and establish the effective date of the new agreements by reference to the applicable pay period.

CITY MANAGER'S REPORT PAGE 3
JUNE 8, 2026 CITY COUNCIL REGULAR MEETING

AGREEMENTS BETWEEN THE CITY OF LATHROP AND BARGAINING GROUPS The proposed successor Memorandums of Understanding memorialize the establishes penad rengt, hours andig condi pros, and other green ants, conditions of employment for the applicable bargaining groups for the term beginning after expiration of the current agreements.

The successor agreements are intended to:
• Supersede prior Memorandums of Understanding, side letters, or provisions that are inconsistent with the newly adopted agreements; • Confirm the term(s) of the successor agreements and the effective date for implementation;
• Incorporate negotiated changes to wages, benefits, leave provisions, working conditions, and administrative provisions;
• Support the City's ability to recruit and retain qualified employees in a competitive labor market;
• Promote predictability in personnel costs and labor relations; and • Maintain consistency with applicable law, City policy, and City Council direction.

SEIU Tentative Agreement
regains a Suaies memorand of red stand gaith it sed a cal taize agreement on the terms of a successor agreement.

The proposed successor MOU includes the following key provisions:

Provision Proposed Change
Term July 1, 2026 through June 30, 2028
Cost-of-Living 4% effective the first full pay period in July 2026 and 4% Adjustment effective the first full pay period in July 2027 CITY MANAGER'S REPORT PAGE 4
JUNE 8, 2026 CITY COUNCIL REGULAR MEETING

AGREEMENTS BETWEEN THE CITY OF LATHROP AND BARGAINING GROUPS Standby Pay Increase from $3.00 to $5.00 per hour
Extended-Hours Allows employees to modify their work schedule, without Rest Period charging accrued leave balances, when mandatory overtime results in fewer than eight hours of rest between shifts Boot (Footwear) Annual allowance, including insoles, of up to $350 for Allowance employees required to wear protective footwear Bilingual Pay $60 per pay period
Health Insurance Updated contribution provisions, including tiered dependent Contributions coverage contributions:

Employee Plus One: +$200/ month
Employee Plus Family: +$300/ month
Union Release | Reimbursable short-term paid release time for authorized Time Union business
Cafeteria Plan and Revisions to cafeteria option and sick leave conversion Sick Leave provisions
The tentative agreement is subject to final approval and adoption by the City Council.

LMCEA Tentative Agreement
The City's bargaining team met and conferred in good faith with LMCEA regarding a successor Memorandum of Understanding and reached a tentative agreement on the terms of a successor agreement.

The proposed successor MOU includes the following key provisions:

CITY MANAGER'S REPORT PAGE 5
JUNE 8, 2026 CITY COUNCIL REGULAR MEETING

AGREEMENTS BETWEEN THE CITY OF LATHROP AND BARGAINING GROUPS Provision Proposed Change
Term July 1, 2026 through June 30, 2028
Cost-of-Living 4% effective the first full pay period in July 2026 and 4% Adjustment effective the first full pay period in July 2027 Standby Pay Increase from $3.00 to $5.00 per hour
Retiree Medical Language clean up and clarification
Bilingual Pay $60 per pay period
Health Insurance Updated contribution provisions, including tiered dependent Contributions coverage contributions:

Employee Plus One: +$200/ month
Employee Plus Family: +$300/ month
Vacation Ability to buy-back an additional 20 hours, increase up to Buy- Back sixty (60) hours annually
Sick Leave Use Clarification of abuse of sick leave language The agreement also includes a "me too" clause, excluding agreements reached with LPOA, department heads and unrepresented employees, that provides for equivalent salary increases and applicable benefits negotiated with other represented bargaining groups during the term of the agreement. In addition, Appendix A has been updated to reflect the current list of recognized job classifications. The tentative agreement is subject to final approval and adoption by the City Council.

LPOA Tentative Agreement
The City's bargaining team met and conferred in good faith with the LPOA regarding a successor Memorandum of Understanding and reached a tentative agreement on the terms of a successor agreement.

The tentative agreement included the following key provisions:

CITY MANAGER'S REPORT PAGE 6
JUNE 8, 2026 CITY COUNCIL REGULAR MEETING

AGREEMENTS BETWEEN THE CITY OF LATHROP AND BARGAINING GROUPS Provision Proposed Change
Term July 1, 2026 through June 30, 2028
Cost-of-Living 4% effective the first full pay period in July 2026 and 4% Adjustment effective the first full pay period in July 2027 Standby Pay Increase from $3.00 to $5.00 per hour
K-9 Pay Change canine handler pay to 3.5 OT hours/week
Uniform Allowance Increase uniform allowance to $1,500 per year Probation Increase allowed leave without extending probation to 15 Extension days
Health Insurance Updated contribution provisions, including tiered dependent Contributions coverage contributions:

Employee Plus One: +$200/ month
Employee Plus Family: +$300/ month
Shift Bid Timing Finalized shift bid will be posted at least 30 days prior to shift rotation
Vacation Request/ All vacation requests will be processed on a first come, first Approval served basis. The Department shall make a good faith effort Clarification to approve vacation requests as soon as possible, but no later than 14 calendar days after receipt of the request. Requests for vacation shall not be unreasonably denied. Multi-day vacation requests will take priority over individual day requests. After any vacation request is granted, it will remain granted except in unforeseen emergencies, including critical staffing shortages, at which time single-day vacation's scheduled may be recalled. Vacation recall for emergencies stilling win reverse den rest and est was back de
CITY MANAGER'S REPORT PAGE 7
JUNE 8, 2026 CITY COUNCIL REGULAR MEETING

AGREEMENTS BETWEEN THE CITY OF LATHROP AND BARGAINING GROUPS Following completion of negotiations, the tentative agreement was presented to the LPOA membership for ratification. The City was subsequently notified that the LPOA membership did not ratify the tentative agreement. Accordingly, the LPOA successor MOU is not being presented for City Council approval at this time.

The City is proceeding with the successor agreements that have been ratified or approved by the applicable bargaining groups, while continuing to address the status of negotiations with LPOA in accordance with applicable labor relations requirements.

Council Benefits
In addition, staff recommends the establishment of a City Council auto allowance in the amount of $500 per month for each Councilmember. Due to the demands of serving as a Councilmember, including attendance at City events, meetings with residents and community organizations, regional agency meetings, site visits, and other official duties throughout the community and surrounding region, Councilmembers routinely use their personal vehicles in the performance of their official acts. The proposed auto allowance is intended to provide a consistent monthly benefit recognizing the substantial use of personal vehicles for City-related business and to support the effective performance of Councilmember duties.

Department Heads and Unrepresented (Non-sworn)
Department Heads and unrepresented employees are not represented by an employee organization. However, it has been the City's practice to review and adjust compensation and benefits for these employees in conjunction with negotiated changes for represented bargaining groups, where appropriate and consistent with City Council direction. As part of this action, Department Heads and Unrepresented employees will receive the same cost-of-living adjustments and medical benefit contribution increases approved for the City's represented bargaining groups. These adjustments are intended to maintain internal equity, support recruitment and retention, and recognize the role these employees play in carrying out City operations and Council priorities.

In addition to the cost-of-living and medical benefit adjustments, Department Heads and unrepresented employees will receive additional Management Leave based on years of service to the City (+30 Hours for 5-9 Years of Service, +60 Hours for 10+ Years of Service), in recognition of increased organizational responsibility, workload demands, and the exempt or confidential nature of many of these positions. The City will also provide an education incentive for Department Heads and unrepresented employees who possess a Bachelor's degree (2%) or Master's degree (5%), recognizing the value of advanced education, professional development, and specialized knowledge in municipal operations. Eligible Department Heads and unrepresented employees will also be permitted to cash out up to 500 hours of CITY MANAGER'S REPORT PAGE 8
JUNE 8, 2026 CITY COUNCIL REGULAR MEETING

AGREEMENTS BETWEEN THE CITY OF LATHROP AND BARGAINING GROUPS accrued sick leave upon retirement from the City in accordance with the terms established within their compensation plan. Finally, the City will provide a contribution of $5,000 to eligible employees' deferred compensation plans, supporting long-term financial planning and enhancing the City's overall compensation package for Department Heads and unrepresented employees.

Unrepresented Sworn
The agreement included a two-year term from July 1, 2026 through June 30, 2028; base salary increases of four percent (4%) in Fiscal Year 2026 and four percent (4%) in Fiscal Year 2027, effective the first full pay period in July 2026 and July 2027; tiered benefit contribution increases of $200 per month for Employee plus One coverage and $300 per month for Employee plus Family coverage, with no additional increase for Employee-only coverage; continuation of the City's contribution toward one-half of applicable premium increases during the term of the MOU, not to exceed an annual increase of six and one-half percent (6.5%)
It has been the City's practice to evaluate whether compensation and benefit adjustments approved for represented employees should also be applied to unrepresented employees, where appropriate and consistent with City Council direction. Staff recommends that the City Council authorize applicable adjustments for unrepresented sworn employees as set forth in the resolution and related compensation documents.

Sworn Recruitment Incentive Plan
The Sworn Compensation Plan, adopted by Resolution 23-5245, includes recruitment incentives designed to support the hiring of sworn personnel. Police Department command staff is recommending a modification to the existing plan (Attachment G) that would allow the current $5,000 signing bonus to be divided between referring City employees and newly hired Police Officers.

City staff who refer a candidate for the position of Police Officer will receive a $2,500 referral bonus upon the new employee's successful completion of the Field Training Officer (FTO) program. Additionally, the newly hired Police Officer will receive a $2,500 hiring bonus upon completion of the FTO program.

REASON FOR RECOMMENDATION:

The proposed successor Memorandums of Understanding are the result of meeting and conferring in good faith pursuant to the Meyers-Milias-Brown Act and the City's employer-employee relations procedures. The agreements establish wages, hours, benefits, and other terms and conditions of employment for represented employees following expiration of the current agreements on June 30, 2026.

CITY MANAGER'S REPORT PAGE 9
JUNE 8, 2026 CITY COUNCIL REGULAR MEETING

AGREEMENTS BETWEEN THE CITY OF LATHROP AND BARGAINING GROUPS Approval of the agreements will provide continuity in labor relations, establish the terms and conditions of employment for the new MOU term, and authorize staff to implement the negotiated provisions. Adoption by Council resolution will also confirm that the new agreements supersede prior agreements and authorize the City Manager or designee to take administrative actions necessary to carry out the terms of the agreements.

FISCAL IMPACT:

The fiscal impact of the successor Memorandums of Understanding and any related adjustments for unrepresented employees is reflected in the attached table. The negotiated MOUs reflect a responsible and sustainable approach that supports the City of Lathrop's workforce while maintaining the City's strong financial position.

Based on conservative revenue projections and a detailed review of anticipated expenditures, staff has confirmed that the proposed agreements are financially sound and can be implemented without compromising service levels, reserve targets, or the City's long-term fiscal stability. Throughout the term of the agreements, the City is projected to maintain a structurally balanced operating budget.

ATTACHMENTS:

A. Resolution
B. Budget Amendment - Union Agreements

SEIU MOU

LMCEA MOU
E. DH/ UNREP Compensation and Benefits Plan
F. Grade/ Step Table
G. City of Lathrop Police Department Recruitment Incentive Plan CITY MANAGER'S REPORT PAGE 10
JUNE 8, 2026 CITY COUNCIL REGULAR MEETING

AGREEMENTS BETWEEN THE CITY OF LATHROP AND BARGAINING GROUPS APPROVALS:
6/4/2024
Thomas Hedegard Date
Deputy City Manager

64.2026
Salvador Navarrete Date
City Attorney

6.4.26 Stephen J. Salvatore Date
City Manager
RESOLUTION NO. 26-

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LATHROP

AUTHORIZING THE MAYOR TO EXECUTE THE MEMORANDUMS OF

UNDERSTANDING AND COMPENSATION PLANS WITH LATHROP MID-

MANAGERS AND CONFIDENTIAL EMPLOYEES ASSOCIATION, SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 1021, DEPARTMENT HEADS AND

UNREPRESENTED CLASSIFICATIONS, UNREPRESENTED SWORN

CLASSIFICATIONS, APPROVING CITY COUNCIL BENEFITS, APPROVE THE

RELATED BUDGET AMENDMENT INCREASING APPROPRIATIONS, AND

APPROVING THE UPDATED GRADE STEP
WHEREAS, the City of Lathrop's current Memorandums of Understanding with its bargaining groups are scheduled to expire on June 30, 2026. The Memorandums of Understanding establish wages, hours, benefits, working conditions, and other terms and conditions of employment for represented employees; and WHEREAS, in anticipation of the expiration of the current agreements, the City initiated the meet-and-confer process with its recognized employee organizations in accordance with the Meyers-Milias-Brown Act, applicable City employer-employee relations procedures, and mutually agreed upon bargaining ground rules; and
WHEREAS, the ground rules established a framework for negotiations, including designation of Chief Spokespersons, procedures for the exchange of written proposals, confidentiality during negotiations, the use of written tentative agreements, and acknowledgment that any tentative agreements) remain subject to approval by both the bargaining unit membership, where applicable, and the City Council; and
WHEREAS, the City's bargaining team met and conferred in good faith with all recognized employee bargaining groups regarding successor Memorandums of Understanding prior to the expiration of the current agreements on June 30, 2026.

Through this process, tentative agreements were reached with each bargaining group. The tentative agreements were subsequently presented to the respective bargaining unit memberships for ratification, where applicable; and WHEREAS, the proposed successor Memorandums of Understanding and Compensation Plans reflect the results of good-faith negotiations between the City and its employee organizations and management employee groups. The agreements are intended to promote positive labor relations, provide clarity regarding compensation and benefits, support employee recruitment and retention efforts, maintain operational continuity, and establish an equitable framework for the resolution of workplace matters; and
WHEREAS, the fiscal impact of the successor Memorandums of Understanding and any related adjustments for City Council and unrepresented employees is reflected in the table attached (Attachment B) to the City Manager's Report; and
WHEREAS, the negotiated MOUs reflect a responsible and sustainable approach that supports the City of Lathrop's workforce while maintaining the City's strong financial position.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Lathrop does hereby approve and authorize the Mayor to Execute the Memorandum of Understanding with the Service Employees International Union, Inc., Local 1021 (SEIU); and
BE IT FURTHER RESOLVED that the City Council of the City of Lathrop does hereby approve and authorize the Mayor to Execute the Memorandum of Understanding with Lathrop Mid- Managers and Confidential Employee Association for the Management Bargaining Group (LMCEA); and
BE IT FURTHER RESOLVED that the City Council of the City of Lathrop does hereby approve and authorize the Mayor to Execute the Compensation and Benefits Plan for Department Heads and Unrepresented Classifications; and BE IT FURTHER RESOLVED that that the City Council of the City of Lathrop does hereby provide Unrepresented Sworn Classifications the cost-of-living adjustments, and medical benefit increases equal to those given to represented employee groups; and
BE IT FURTHER RESOLVED that that the City Council of the City of Lathrop does hereby authorize a City Council auto allowance in the amount of $500 per month for each Councilmember; and
BE IT FURTHER RESOLVED that that the City Council of the City of Lathrop does hereby authorize changes to the Sworn Recruitment Incentive Plan; and BE IT FURTHER RESOLVED that the City Council of the City of Lathrop does hereby approve the grade step table and budget amendments to be adjusted at year end with a final budget amendment of $650,900.

The foregoing resolution was passed and adopted this 8th day of June 2026, by the following vote of the City Council, to wit:

AYES:

NOES:

ABSTAIN:

ABSENT:

Paul Akinjo, Mayor
ATTEST: APPROVED AS TO FORM:

Teresa Vargas, City Clerk Salvador Navarrete, City Attorney City of Lathrop
Budget Amendment - Union Agreements
Attachment"B"
Budget Amendment
Increase Expense Accounts Amout
1010-11-10-410-11-00 City Council 30,000.00
1010-11-20-410-11-00 City Manager 51,600.00
1010-12-10-410-11-00 City Clerk 14,100.00
1010-13-10-410-11-00 City Attorney 6,900.00
1010-14-10-410-11-00 Personnel 22,700.00
1010-15-10-410-11-00 Finance 40,800.00
1010-17-20-410-11-00 Information Technology 58,800.00
1010-20-10-410-11-00 Planning 30,500.00
1010-30-01-410-11-00 Parks & Recreation Admin 15,900.00 1010-30-10-410-11-00 Fleet 6,700.00
1010-30-21-410-11-00 Senior Programming 800.00
1010-30-32-410-11-00 Special Events 800.00
1010-30-36-410-11-00 Sports 3,100.00
1010-30-37-410-11-00 Facilities 800.00
1010-40-15-410-11-00 Animal Center 13,400.00
1010-40-20-410-11-00 Community Services 38,700.00
1010-40-40-410-11-00 Police - Support 22,600.00
1010-40-50-410-11-00 Police - Admin 6,200.00
1010-50-01-410-11-00 PW Admin 39,000.00
1010-50-05-410-11-00 City Hall 1,100.00
1010-50-06-410-11-00 PW Utility Engineering 6,600.00
1010-50-70-410-11-00 PW Building Maint. 2,900.00
1010-50-80-410-11-00 Parks & Landscape Maint. 11,200.00 1060-19-10-410-11-00 Measure C 17,200.00
2015-50-30-410-11-00 Building 50,500.00
2020-50-03-410-11-00 PW Construction Managmnt. 24,100.00 2020-50-04-410-11-00 PW Land Develop. 42,200.00
2080-50-10-410-11-00 Streets 9,100.00
2400-30-40-410-11-00 Recycling - 3% AB 939-Parks Solid Waste 7,800.00 2510-50-20-410-11-00 Storm Drain City Zone 1 4,900.00
2550-50-60-410-11-00 Stonebrdge Landscape 1,400.00
2560-50-61-410-11-00 Stonebrdge Drain/ Lighting 600.00
2570-50-63-410-11-00 Mossdale CFD 2004-1 1,800.00
2670-50-55-410-11-00 SLSP CFD 2019-1 700.00
2680-50-55-410-11-00 CLSP CFD 2019-2 8,200.00
5620-50-50-410-11-00 Water 38,600.00
6010-50-30-410-11-00 East Sewer 9,800.00
6080-50-34-410-11-00 CTF Sewer West I-5 8,800.00
Total 650,900.00
ATTACHMENT" C"

CITY OF T
•
TED 1989
Memorandum of Understanding between
The City of Lathrop and
Service Employees International Union Local 1021
Effective: July 1, 20226 through June 30, 20286
Table of Contents
PREAMBLE 1

DURATION

PERSONNEL RULES
OTHER POST EMPLOYMENT BENEFITS - "OPEB"
PROVISIONS ...2

1. EMPLOYER-EMPLOYEE RIGHTS AND RESPONSIBILITIES. ....2

1.1. Management Rights. 2

1.2. Employee's Rights-Employer-Employee Relations... ...3

1.3. Discrimination of Employment Prohibited.. 3

1.4.SEUI Rights. 4

2. INSURANCE 8

2.1 Effective Date of Coverage... 8

2.2 Health Insurance Options. 8

2.3 Dental and Vision Insurance... 9

2.4 Life Insurance. 9

2.5 State Disability Insurance..... 9

2.6 Flexible Benefits. ...9

2.7 Continuation of Insurance Benefits While on Leave of Absence. 10

3. LEAVES FROM EMPLOYMENT .10

3.1 Vacation... ... 10

3.2 Sick Leave 13

3.4 Holiday .. 16+6

3.5 Bereavement Leave... . 17

3.6 Military Leave.... .. 1818

3.7 Leave of Absence Without Pay..... ... 1818

3.8 Family Medical Leave Act.... 18

3.9 School Activities. 19

3.10 Leave for Promotional Examinations 19

3.11 Catastrophic Leave Program 19

4. COMPENSATION .2121

4.1 Salaries. ... 2121

4.2 Deferred Compensation Contribution.. .. 2222

4.3 Severance Procedures .. 22

4.4 Bilingual Pay .. 2424

4.5 Salary Plan. ...2424

4.6 Special Class Driver's License Pay ...2525

5. DAYS AND HOURS OF WORK - OVERTIME. ....2525

5.1 Work Week .. 2525

5.2 Working Hours ..2525

5.3 Overtime. 232-

5.4 Meals and Rest Period ...26

5.5 Changes to Work Hours ... 2727

5.6 Witness Duty ... 27

6. SALARY ADMINISTRATION ...2828

6.1 Salary Upon Appointment.... .. 2828

6.2 Step Increases- Regular Employees ...

RETIREMENT

7.1 Retirement Formula and Cost Sharing Agreement.

TRAINING AND EDUCATION.

8.1 Driver Training

8.2 Educational Reimbursement Program.

WORKER'S COMPENSATION AND EMPLOYEE SAFETY

9.1 Worker's Compensation.

9.2 Workers' Compensation Leave...

9.3 Disputes Involving Safety Issues.

10. EVALUATIONS AND PERSONNEL FILES

10.1 Employee Performance Evaluation..

10.2 Employee Personnel Files.

11. EMPLOYEE PROPERTY AND EQUIPMENT

11.1 Boot Allowance ...........

12. REHIRE OF EMPLOYEES/LAYOFFS.

12.1 Rehire of Employees.....

12.2 Lay Off Procedures and Bumping Rights..

12.2.5 Employment Status.
ii

12.2.6 Reemployment List.

13. SUBSTANCE ABUSE REFERRALS

14. GRIEVANCE PROCEDURE

14.1 Purpose.

14.2 Matters Subject To Grievance Procedures.

14.3 Employee Rights...

14.4 Informal Grievance Procedure..

14.5 Formal Grievance Procedure..

15. PROCEDURES FOR DISCIPLINARY ACTION

16. SUPERSESSION CLAUSE

17. PROPOSAL SUBMITTAL.....

18. SEVERABILITY OF PROVISIONS

19. MERGER.

20. CHOICE OF LAW/VENUE..

21. ATTORNEY'S FEES..

22. FINAL AGREEMENT... .. 4343
ili

MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF LATHROP AND
SERVICE EMPLOYEE INTERNATIONAL SEIU LOCAL 1021

GENERAL SERVICES BARGAINING UNIT

PREAMBLE
This Memorandum of Understanding (MOU), is made by and between the City of Lathrop (City) and the Service Employees International SEIU Local 1021(SEIU), representing regular employees who are incumbents in regular full-time or part-time (when scheduled to work thirty (30) hours or more per week) positions as defined in this MOU that are in job classifications comprising the General Services Bargaining Unit (Appendix A). This MOU inclusive of Appendix B constitutes the result of meeting and conferring in good faith pursuant to the California Government Code Section 3500 et.seq. and the City of Lathrop Employer-Employee Relations Resolution (EERR) establishing the wages, hours and other terms and conditions of employment for employees represented by SEIU.

DURATION
The term of this agreement shall be from July 1, 20262 to June 30, 20268.

PERSONNEL RULES
All references to Personnel Rules are specifically and only to the City of Lathrop Personnel Rules and Regulations adopted by Council Resolution No. 17-431223-5323. To the extent any Personnel Rules and Regulations are adopted by Council Resolution after the effective date of this MOU, they require the meeting and conference with the SEIU on matters within the scope of representation prior to their adoption by Council and their binding of members of this Unit. Personnel Rules following this manner of adoption will then be binding on all members of this Unit even if the Rules are inconsistent with provisions of this MOU.

OTHER POST EMPLOYMENT BENEFITS - "ОРЕВ"
In an effort to maintain fiscal solvency, the City will maintain post-employment benefit obligations in the following manner:

Maintain Irrevocable Trust Fund established in FY 2014/15 - Medical Benefits a. CalPERS to administer

2. Continue funding OPEB contributions and annual required contributions for term of agreement.

Other Post-Employment Benefits "OPEB" obligation -
a. Medical post-retirement age eligible at 55
i. All employees retiring after December 31, 2014
ii. All new hires
b. Post-retirement medical for all employees retiring after December 31, 2014 and New Hires
1 i. Retiree +1
ii. City-paid retiree medical 55-65 = same health benefits premium as active employees; continue existing City & employee contributions; City will pay one half (50%) of the difference in premium increase up to 6.5%; tied to the average plan cost. The City will pay the CalPERS Minimum Employer Contribution (i.e. $149/mo for 2022). For calendar year 2022, $1,865/mo.

Retiree is responsible for paying the cost of medical premiums as established by CaPERS.
iv. The City will process a reimbursement through the designated third-Party Administrator (TPA). The TPA will process the reimbursement to the retiree on or about the 1" of each month.
c. Post-retirement medical for employees who retired on or before December 31, 2014 - No change

4. Maintain Post-Retirement Benefit Schedule
a. Employees hired prior to July 1, 2014; 100% vested
b. Employees hired July 1, 2014 or later; 25% @ 5 years; 50% @ 10 years; 100% @ 15 years
c. The benefit stipend is a dollar amount equal to 100% of active average plan cost, by category; i.e. retiree +1

PROVISIONS
The City and SEIU agree to the following provisions:

1. EMPLOYER-EMPLOYEE RIGHTS AND RESPONSIBILITIES

1.1. Management Rights.

It is understood and agreed that the City retains all of its powers and authority to manage municipal services and the work force performing those services. It is agreed that during the term hereof, the City shall not be required to meet and confer on matters that are solely a function of management, including but not limited to:

1.1.1 Determine and modify the organization of City government and its constituent work units.

1.1.2 Determine the nature, standards, levels and mode of delivery services to be offered to the public.

1.1.3 Determine the methods, means and the numbers and kinds of personnel by which services are to be provided.

1.1.4 Determine whether goods or services shall be made or provided by the City, or shall be purchased, or contracted for.
2 1.1.5 Direct employees, including scheduling and assigning work, overtime and work hours. For the purposes of this right, work hours shall not include any change in regularly scheduled work hour that extends for more than one full pay period not shall it include any revision to the 9/80 plan.

1.1.6 Establish employee performance standards and to require compliance therewith.

1.1.7 Relieve employees from duty because of lack of work, or lack of funds or for other legitimate reasons.

1.1.8 Implement rules, regulations and directives consistent with law and the specific provisions of this MOU.

1.1.9 Take all necessary actions to protect the public and carry out its mission in emergencies.

Decisions under this section shall not be subject to the grievance procedure provided in Section 14.

1.2. Employee's Rights-Employer-Employee Relations.

SEIU and the City recognize that each employee shall have the following rights that he/she may exercise in accordance with this MOU, the Employer-Employee Relations Resolution, applicable law, ordinances and rules and regulations:
a) The right to form, join, and participate in the activities of any labor organization of his/her own choosing for the purpose of representation of all matters within the scope of representation.
b) The right to be free from interference, intimidation, restraint, coercion, discrimination, or reprisal on the part of the City, other employees or employee organizations, with respect to his/her membership or non-membership in any employee organization or with respect to any lawful activity.
c) The right to refuse to join or participate in the activities of any employee organization.

1.3. Discrimination of Employment Prohibited.

The City of Lathrop prohibits discrimination in employment as outlined in Chapter 1, Section 6 of the Personnel Rules and Regulations.
3 1.4. SEUI Rights.

SEIU shall have the following rights:

1.4.1 REPRESENTATION: To meet and confer in good faith with the City Manager regarding matters within the scope of representation.

1.4.2 ADVANCE NOTICE: Except in cases of emergency, SEIU shall be given five (5) days advance written notice of any ordinance, resolution, rule or regulation, proposal or other action directly relating to matters within the scope of representation proposed to be adopted by the City and shall be given the opportunity to meet and confer in good faith with management prior to its adoption. Written notice will customarily be provided by furnishing SEIU with advance copies of the agenda of the City Council.

In cases of emergency when City management determines that an ordinance, resolution, rule or regulation must be adopted immediately without prior notice or negotiations with SEIU, City management shall provide such notice and opportunity to negotiate at the earliest practicable time following the adoption of such ordinance, rule or regulation, proposal or other action.

1.4.3 REPRESENTATIVE-MEETING ATTENDANCE: SEIU may have two (2) employees who serve as official representatives released from work without loss of compensation when meeting and conferring with management representatives where matters within the scope of representation are being considered. SEIU shall submit a request for such release and shall include a listing of such employees including their titles and departments to the management representative and departments concerned in advance of the meeting. The use of City time for this purpose shall not be excessive, nor shall it unreasonably interfere with the performance of City services as determined by the City.

1.4.4 REIMBURSABLE LONG TERM PAID RELEASE TIME: Pursuant to the provisions of SB 1085/Government Code section 3558.8, the City shall grant an employee, with prior department approval and upon written request of SEIU, a reasonable leave of absence without loss of compensation or other benefits for the purpose of enabling employees to serve as stewards or officers of SEIU. Leave may be granted on a full-time, part-time, periodic or intermittent basis under the following procedures:
a) The Union officer or steward shall submit a written request to Human Resources at least thirty (30) business days in advance of the requested leave.

The request shall include dates/duration, name and classification. 4 b) No more than one (1) unit member shall be on leave at the same time; and employees must have a minimum overall satisfactory evaluation rating for the most recent evaluation period, and employees cannot be in any probationary status and/or on administrative leave. For any employee going on leave, who is on a medical leave, SEIU will ensure compliance with all medical restrictions.
c) SEIU shall reimburse the City for all benefits and compensation paid to and earned/realized by the employee on leave, including but not limited to all 5280 pend mencies, wages and benefits, and including reasonable City administrative fees of $2.50 per employee on leave per pay period. Upon written notice from the City, SEIU agrees to reopen and meet within thirty (30) days of notice regarding administrative fees.
d) Reimbursement by SEIU shall occur within thirty (30) day of the City's billing to SEIU.
e) The leave of absence will be approved only if it does not interfere with the performance of City services and department operations, as determined by the City.

At the conclusion or termination of the leave granted under this section, the officer or steward shall have a right to reinstatement to the same position and location they held prior to such leave.

The City shall not be liable for any act, omission or injury suffered by any employee of the City if that act, omission or injury occurs during the course and scope of the employee's leave under this section to work for SEIU. To the extent that the City is held liable for any such act, omission or injury, SEIU shall indemnify and hold harmless the City.

1.4.5 REPRESENTATIVES ACCESS TO EMPLOYEES
a) Authorized representatives of SEIU (employed by SEIU) shall be allowed b) Reasonable solicitation for membership or other internal SEIU business or campaigning shall be conducted only during the non-duty hours of all employees concerned, so long as normal work functions of City are not

14.6 REIMBURSABLE SHORT TERM PAID RELEASE TIME:

SEIU representatives shall be allocated a total of eighty (80) hours of reimbursable short term paid release time for Union business for this bargaining unit for each 365-day period or part thereof under this Memorandum. The Union shall pay to the City the cost of such 5 representatives City salary for this period in cash or method to be agreed upon by the Human Resources Division and SEIU.

1.4.61.4.7 _SHOP STEWARDS: Shop stewards (City employees) employed and recognized by City may assist employees in resolving complaints and grievances at the lowest possible administrative level of review. Stewards will be allowed a reasonable amount of City time, provided that the work of the employee and the service to the public are not unduly impaired, to investigate process and meet with management on a complaint or grievance. Such time shall not exceed four hours per case. Stewards my use City time to meet with management only at the first or second level of review of the grievance procedure.
a) RELEASE TIME: A request for release time for the purposes outlined above shall be made prior to taking the release time. Such a request shall not be unreasonable denied.
b) NUMBER OF STEWARDS: SEIU may have four (4) Stewards in this unit to represent employees at City work sites. However, the SEIU may only have two (2) Stewards when meeting with Management or when meeting in one worksite. SEIU shall provide a current list of all designated Stewards to the City War there is a enange in the bei seward, The list hat show the mployee name, classification, department and work location and norma vork hours are to be covered. No Steward shall be recognized as such by th

1.4.71.4.8 _SEIU-CITY FACILITIES USE: City facilities shall be available to SEIU as follows:

City Buildings: SEIU may be granted the use of City buildings, but not City needs. SEIU shall obtain the permission of the designated City official for

2. Bulletin Boards: SEIU shall be allowed reasonable use of City bulletin boards or hisier disigne in er the mole with prior onsroval of the City Manager (a) Material shall be posted on space as designated.
(b) Posted material shall bear the name of SEIU.
(c) Posted material shall not be misleading, contain any deliberate misstatements and/or violate any Federal, State or County laws. 6 (d) Material shall be neatly displayed and shall be removed when no longer timely.

1.4.81.4.9 EMPLOYEE PAYROLL DEDUCTIONS: SEIU shall have the right to a payroll deduction for its members in this unit including regular dues, voluntary COPE deductions, assessments, employee benefit program costs, and any other contribution •
towards a SEIU program or fund as specified by SEIU for all employees who have given written authorization.

1.4.91.4.10 DUES AND BENEFIT DEDUCTIONS: Regular dues and employee benefit J, payroll deductions shall be made only upon thi
revocable written authorization of the individual employee.

A continuation of SEIU payroll deductions, without resigning a payroll deduction card, shall be allowed after an employee returns from a leave of absence.

1.4.101.4.11_SEPARATION FROM UNIT: The provisions of this Agreement shall not apply during periods that an employee is separated from the representation unit but shall be reinstated upon the return of the employee to the representation unit. The term "separation" includes transfer out of the unit, layoff and leave of absence with duration of more than thirty (30) days. "Separation" does not include an employee assigned to work above class (see Section 4.1.3).

1.4.141.4.12_ FORFEITURE OF DEDUCTIONS: If the balance of an employee's wages, after all other involuntary and insurance premium deductions are made in any one pay period, is not sufficient to pay deductions required by this Agreement, no such deduction shall be made for that period.

1.4.121.4.13_HOLD HARMLESS: The authorization for payroll deductions described in this agreement shall specifically require the employee to agree to hold the City harmless from all claims, demands, suits or other forms of liability that may arise against the City for or on account of any deduction made from the wages of such employee.

1.4.131.4.14 _SEIU shall defend, indemnify and hold the City harmless against any and all claims, demands, suits, orders, judgments or other forms of liability, including attorney's fees, which shall arise out of or by reason of, action taken or not taken by the City under this Agreement. This includes not only the City's reasonable attorney fees and costs but the reasonable cost of management preparation time as well. The City shall notify SEIU of such costs on a case-by-case basis.

1.4.141.4.15_PRIVATIZATION: In the event the City proposes to privatize any portion of SEIU's represented bargaining unit, the parties agree to meet and confer on the impact of such action in accordance with the Meyers, Milias & Brown Act (MMBA) to allow SEIU to offer alternatives to privatization.
7 Should the parties be unable to reach an amicable agreement, it is agreed that the parties shall utilize the services of State Mediation and Conciliation Services to help mediate an agreement. The final recommendation of the mediator shall not be binding upon the parties but shall be weighted heavily by both parties and submitted to the Lathrop City Council for final disposition.

1.4.151.4.16_ BARGAINING UNIT REPORTS: At least every 120 days, the City will furnish SEIU with the information specified below, on file with the City for all employees employed in bargaining units represented by SEIU. The information provided will include:
• Name • Work Email Address
• Job Title : Herson Co Nam ber
Department Personal Cellular Phone Number
• Work Location
• Work Phone Number : Personal limal Actress Home Address

2. INSURANCE

2.1 Effective Date of Coverage.

The effective date of coverage for new employee members in the health, dental, and vision insurance plans provided employees shall be in the month next following the date of appointment to employment as a regular employee, who is eligible for the

2.2 Health Insurance Options.

The City shall provide an option for health insurance coverage for eligible employees and his/her eligible dependents. All health and health-related plan or benefit years shall coincide with the calendar year.

2.2.1 PREMIUM: City will increase the maximum amount that it will pay for all health-related benefits (medical, dental, vision). Effective July 1, 20262 and

2.2.2 METHOD FOR INCREASE: The increase in the maximum amount shall be benchmarked against the EMPLOYEE rate.

2.2.3 TIERED PREMIUM: For employee's who elect medical coverage the City shall contribute an additional premium amount on a monthly basis for employees covering eligible dependents.
8 a. An additional $200/ month for EMPLOYEE PLUS ONE coverage b. An additional $300/ month for FAMILY coverage

2.2.4 CAFETERIA OPTION: Upon first providing proof of medical, dental and vision insurance coverage to the City's Human Resource Department, whether it be from the employee' s Cafeteria Benefits Plan or a spouse/partner/parent's employer provided health benefit program, a representative employee may elect to use up to 35% of the City's health plan contribution to the Cafeteria Benefits Plan for one or more of the following purposes:
a) Payments on the employee' s behalf to the City of Lathrop' s deferred compensation providers;
b) Payment to the City's 125 plan administrator for reimbursement of the Internal Revenue Code 125 eligible dependent care; or
a)c) As a taxable cash payment of the unused balance.

2.22.3 Dental and Vision Insurance.

The City provides dental and vision insurance that is on a calendar plan year. When an employee enrolls in either program, he/she is expected to remain enrolled during the term of this MOU, unless a permissible event, as described in the plan, allows the employee to withdraw or modify coverage.

2.32.4 Life Insurance.

Employees with more than 30 days of employment with the City shall receive a benefit value equal to one year's annual salary of group term life insurance coverage.

2.42.5 State Disability Insurance.

Employees shall purchase, at the employee's expense, State Disability Insurance (SDI). SDI provides weekly benefits in the event an employee is unable to work due to an illness or injury that is not job-related. Employees receiving benefits from SDI and who are supplementing those benefits with accrued leave time to receive a full paycheck shall receive the City's contribution to their health, dental, vision, and life insurance, if applicable.

2.52.6 Flexible Benefits.

Employees shall have the option to participate in a flexible benefit program (as allowed and prescribed by Section 125 of the Internal Revenue Code and applicable IRC sections and regulations) that permits the payment of unreimbursed eligible dependent care costs and/or insurance premiums excess from Section 2.2.1 with pre- tax dollars. This flexible benefit program may be expanded, provided that there is no 9 cost to the City, to include other unreimbursed expenses permitted by the Internal Revenue Code and its related regulations. Any Internal Revenue Code amendments that affect these deductible medical expenses and/or City liability shall void that portion of the flexible benefit program.

The City and SEIU shall jointly form a committee to investigate methods of providing a cafeteria plan to allow flexibility in choosing benefits. If such a plan is developed which will result in no cost to the City but which is supported by a majority of the employees, the City will consider implementing said plan.

2.62.7 Continuation of Insurance Benefits While on Leave of Absence.

When an employee is on an authorized leave of absence without pay, the employee shall be allowed at the employee's own expense to remain under the health, dental, vision and life insurance coverage for up to twenty-six (26) bi-weekly pay periods provided that such employee shall pay the applicable premiums at least two (2) weeks prior to the premium due date. Specific arrangements for such coverage shall be made with the Finance Department.

Employees who must pay either all or a portion of their health, vision, dental and life benefits shall either arrange for the payment to be deducted from their paychecks or, if the amount of the paycheck is not sufficient, pay those benefits to the Human Resources Department twice per month at least two (2) weeks prior to the premium due date. Failure to pay for these benefits two (2) weeks prior to each premium due date shall result in cancellations of the insurance.

3. LEAVES FROM EMPLOYMENT

3.1 Vacation
Except as specified below, regular, full-time employees shall accrue and accumulate vacation according to the following schedule:

Maximum Maximum Maximum
Years of Bi-Weekly Annual Hours Accumulated Hours
Service Accrual Accrual ("cap")
0-4 3.077 80 240
5-9 4.615 120 360
10+ 6.152 160 480
Part-time employees scheduled to work at least 30 hours per week will earn vacation at the above rates, prorated proportionately.

Temporary, and part-time employees working less than 30 hours per week do not receive vacation time but may be allowed to leave without pay for needed vacation time.
10 Employees shall begin to accrue vacation leave on the date of initial employment with the City of Lathrop on a bi-weekly basis at the rate based on tenure of employment.

For all work groups, employees will submit vacation requests in writing to their Supervisor or designee and Supervisors will respond in writing within 15 days of receipt with confirmation that the request has been approved or denied. Employees have the ability to cancel vacation time they have scheduled. If the employee wishes to cancel previously authorized time off, the employee will notify their Supervisor in writing fifteen (15) calendar days prior to the start of the scheduled vacation unless disuse dirensances pret him fever, tin epice a cian schedules til bal determination
All vacation time must be scheduled in advance with the Department Head and should be taken at a time that does not unnecessarily burden the department. As much as possible and as work scheduling permits, an employee may take multiple weeks of vacation when properly scheduled with the Department Head. All leave shall be approved by submitting a completed and authorized "Leave of Absence Form" to the Department Head for approval. Leave equaling one week or more should be scheduled at least one month in advance; however, two weeks advance notice is required. Earlier scheduling of leave is encouraged in order to allow Supervisors time to reassign work load. Failure to schedule leave one month in advance shall not be used as grounds for denial of the vacation, but anticipated workload and staffing issues may be grounds for denial of the vacation.

Employees are eligible to take accrued vacation time after completion of their first probationary period. An employee may take some accrued vacation time prior to having completed the initial probationary period if approved by the Department Head. Use of vacation time prior to completion of the probationary period shall only be allowed if the situation requiring the taking of the vacation time is an emergency, or if taking the vacation time was negotiated prior to employment.

Employees may accrue vacation time to a maximum of three (3) times their current annual accrual rate. Any employee exceeding this maximum accrual on December 31 of each year shall discontinue accruing vacation until such time as their total accrual drops below the maximum accrual limit. An employee's accrual limit may exceed the maximum limit during the year; however, the employee shall discontinue accruing vacation on December 31 of each year if their accrual exceeds the maximum limit.

Non-exempt employees who are over the vacation maximum accrual limit as of January 1 will be able to buy back up to forty (40) hours of vacation time per year and will be paid out during pay period one.
11 Employees who have a scheduled vacation canceled during the months of November and December due to an emergency, may have their maximum vacation accrual temporarily increased. In this case, the employee must meet the following conditions:
a. The employee's vacation accrual must be above the maximum on December 31 of that year.
b. The Department Head must determine that there was no other available time during the months of November and December when the vacation time could be rescheduled.
c. The maximum accrual extension must be approved by the City Manager. d. The provisions for discontinuing accrual based on exceeding the maximum limit will be waived for one year. The provisions for discontinuing accrual based on maximum limit shall be enforced the following year.

Employees are entitled to all accrued vacation leave upon their separation as a City employee.

Any compensatory time shall be taken before vacation time. 12 3.2 Sick Leave

3.1.1 ACCRUAL: The granting of sick leave with pay is a privilege and not a right.

Sick leave may only be used in cases of necessity and actual illness or disability of the employee or family member needing care. The City of Lathrop shall adhere to applicable appropriate state and federal mandated Regular, full-time employees may begin to accumulate sick leave on the date of hire at a rate of eight (8) hours per month (3.6923 hours per pay period). time employees working less than 30 hours per week do not receive sick leave but may be allowed to leave without pay. Employees accumulate an unlimited amount of unused sick leave. An employee may begin to utilize accumulated sick leave after having completed three (3) full pay periods of employment.

3.1.2 SICK LEAVE USAGE: Any employee needing to be absent from work because of a sick leave circumstance shall arrange for a telephone report to his/her Supervisor by the beginning of the scheduled workday or shift (no later than the start of the work shift) to ensure coverage can be arranged. Each department is to have a designated call-in number for employees, with the ability to accept messages, designated by the immediate Supervisor to report absences. If unable to reach a Supervisor, employees are to call the Human Resources Department and report the absence; leaving a message if no answer.

If a sick leave circumstance requires an employee to be away from work for a period beyond the individual's accumulated sick leave, the time away from work may be taken as vacation time or compensatory time if either is available. When all paid leave is exhausted, leave without pay may be given.

Upon return to duty after sick leave, the employee shall complete a leave form to be signed by the Department Head and forwarded to Payroll.

Any employee who is absent from work for a period of three consecutive work shifts without notifying his/her Supervisor shall be separated from employment with the City. This separation shall be defined as a voluntary resignation and as such shall not be subject to the grievance process in Section Sick leave may be authorized for any of the following reasons:
a. Illness, injury or quarantine of the employee;
b. Medical, dental or optical care of the employee;
13 Illness, injury, or quarantine of a member of the employee's immediate family living in the household that requires the employee to tend, care tor, or otherwise provide for the care of such person, up to a maximum of forty-eight (48) hours in a fiscal year for full-time employees; part-time employees prorated proportionately based on number of hours worked. d. Illness, injury, or quarantine during an authorized vacation as evidenced by satisfactory proof attesting to the nature and length of disability. Use of sick leave for non-emergency medical, dental or optical care during an authorized vacation period is not permitted.
e. An amount sufficient which, when added to an employee's disability indemnity under Worker's Compensation, will result in a payment to the employee not more than the employee's regular salary
f. An amount sufficient which, when added to an employee's disability indemnity under State Disability Insurance (if applicable), will result in a payment to the employee not more than the employee's regular salary.

3.1.3 SICK LEAVE EXCLUSION: No employee shall be entitled to sick leave because of any of the following:

Any illness or injury caused by the employee's misconduct; b. Illness, injury, or quarantine or disability while on leave without pay; An employee who is scheduled to work on a regular holiday who is absent on that holiday due to illness, injury, or quarantine shall not be permitted to use sick leave but shall be deemed to have used the regular holiday.

3.1.4 SICK LEAVE VERIFICATION: Any use of sick leave, including maternity, paternity and parenting leave, which results in absence from work exceeding three (3) successive work shifts may be required to be supported by a medical ertificate or other evidence acceptable to the Supervisor. This evidence ma e required on the first working day the emplovee returns to work. Th Supervisor or Department Head may ask for medical evidence of illness for any use of sick leave is the request for evidence is made to the employee prior to his/her returning to work following the illness, or if the Supervisor has a suspicion of sick leave abuse.
14 3.1.5 SICK LEAVE ABUSE: Sick leave abuse may include use of sick leave be administered so as not to conflict with any provisions of FMLA.

3.1.6 _SICK LEAVE CONVERSION: Employees eligible to accumulate sick leave may at the end of each calendar year convert some of the unused sick leave accumulated during each calendar year to vacation leave provided:
a) A full-time employee has an accumulated balance of unused sick leave of more than ninety-six (96) hours; conversion does not reduce unused sick leave hours below ninety-six (96) hours; and the employee has not used more than forty (40) hours of sick leave during the prior calendar year. A maximum of forty (40) hours of sick leave may be converted, but will be reduced hour for hour by sick leave used by the employee during the calendar year. If an employee uses forty (40) or more hours of sick leave during the year, no sick leave may be converted. b) Once an employee has met the criteria for his or her particular category of employment, the sick leave conversion will automatically take place and the employee will be able to notice the additional vacation hours on his/her check stub or other record. Any sick leave converted shall be added to accrued vacation and be governed by the vacation accrual limits and usage rules. Conversion of sick leave shall be done after the last pay period of each calendar year.

3.1.6 -Employees may, at the end of each calendar year, convert some of the unused sick leave accumulated during each calendar year to vacation leave provided:
t. The employee has an accumulated balance of unused sick leave of more than 96 hours;

2. Conversion does not reduce unused sick leave below 96 hours; and

3. The employee has not used more than 40 hours of sick leave during the calendar year.

A maximum of 40 hours of unscheduled sick leave may be converted, but shall be reduced hour-for hour by sick leave used by the employee during the calendar year. If an employee uses 40 or more hours of unscheduled sick leave during the year, no sick leave shall be converted. 15 Once an employee has met the criteria for his/her particular category of employment, the sick leave conversion shall automatically take place, unless the employee directs otherwise, and the notice of the conversion shall be found on his/her check stub or other record. Any sick leave converted shall be added te accrued vacation and be governed by the vacation accrual limits.

Conversion of unscheduled sick leave shall be done after the last pay period of each calendar year.

3.1.7 _The City shall define unscheduled sick leave as any sick leave that is not requested five days or more in advance of when the time off is to occur

3.1.7 3.1.8 SICK LEAVE TERMINATION: An employee voluntarily leaving City employment, shall not be compensated for unused sick leave.

3.4 Holiday

3.4.1 REGULAR HOLIDAYS: The following days are established as regular holidays for employees:

HOLIDAY DATE OBSERVED
New Year's Day January 1
Martin Luther King, Jr. Day 3d Monday in January
Washington's Birthday 3rd Monday in February
Memorial Day Last Monday in May
Independence Day July 4
Labor Day 1s Monday in September
Veterans' Day November 11
Thanksgiving Day 4"h Thursday in November
Day after Thanksgiving Day after the 4'h Thursday in November Christmas Eve December 24
Christmas December 25
New Year's Eve December 31

3.4.2 REGULAR HOLIDAY - WEEKEND OBSERVANCE: When a regular holiday falls on a Saturday, the preceding Friday shall be observed as the holiday. When a regular holiday falls on a Sunday, the following Monday shall be observed as the holiday. If December 24 or December 31 falls on a Friday, the preceding Thursday will be observed as the holiday. Whenever a oliday observance under this section fall on another City scheduled day of he holiday shall be moved to the next preceding work dav (in the case of Saturday holiday) or the next following work day (in the case of a Sunday holiday).
16 3.4.3 REGULAR HOLIDAY COMPENSATION: An employee whose regularly house day off all on regular holidayne sailord alrea
of regular holida
time. In addition to regular salary paid as a result of working on a scheduled

3.4.4 FLOATING HOLIDAY: Employees shall be entitled to one (1) floating holiday (8, 9, 10 or 12 hours based on employee schedule) each Fiscal Year.

Floating Holiday time shall be accrued during the pay period that includes July 15!. New employees hired after July 1s* shall not accrue a floating holiday until the following July 1st
Floating holidays accrued shall be available for use the first day following the pay period in which they are accrued, and shall be scheduled at a time mutually agreed upon between the employee and Supervisor/Department Floating holiday hours must be used in the fiscal year they are received. Any floating holiday hours remaining at June 30th shall be rolled over into the employee's vacation bank.

3.5 Bereavement Leave
Regular full-time employees who suffer a death in their immediate family, as defined by this section, may be allowed up to three (3) work days of scheduled work time of counted as additional paid time away from work. In addition, employees may use an additional two (2) days accrued sick leave, vacation leave, or compensatory time for bereavement or the funeral of an immediate family member. Employees must take this leave within a seven consecutive day period and will be paid only for days and hours they were scheduled to work. Leave shall be used within 30 days of the death.

For the purposes of this rule only, the term immediate family includes: spouse, child, parent, sibling, grandparent, great grandparent, grandchild or step or foster derivative of the above of the employee's or the employee's spouse's, mother, father, brother or sister-in-law, domestic partner, or any permanent resident in the employee's personal household.
17 3.6 Military Leave
The City will follow all Federal, State and local laws applicable to military leave.

3.7 Leave of Absence Without Pay
ranted the leave without pay.
rajed the leave wies pages ho Department of staler other aberedee one full pay period, except for suspensions because of discipline, the employee shall be responsible for payment of premiums for health, dental, vision, life, and disability The City and SEIU agree that decisions made under this section are not subject to grievance procedure in Section 14.

No employee who has been granted a leave of absence without pay shall accrue any vacation or sick leave during the time of such leave nor shall such time count toward gaining permanent status.

3.8 Family Medical Leave Act
All employees who have:
a. been employed by the City for at least twelve (12) months, and b. been employed for at least 1,250 hours during the 12 months immediately preceding the commencement of leave shall be entitled to 12 workweeks of unpaid leave in any rolling 12-month period for the following purposes:
• because of the birth of the employee's child or the placement of a child with the employee for adoption or foster care; or
• to care for a spouse, parent, child or domestic partner; or because of the employee's serious health condition that renders the employee unable to perform the employee's job functions.
18 Concurrent with and in coordination with the above, employees may use accrued leave balances as follows:
a. For any care provided to a child, spouse, parent or domestic partner, employee may utilize no more than 48 hours of accrued sick leave in any one calendar year for full-time employees; part-time employees prorated proportionately based on number of hours worked.

For disability related to pregnancy, the City shall coordinate with any State disability insurance as set forth herein. An eligible employee shall be able to use sick leave, vacation, compensatory time and/or management leave for such coordination.
c. For any other leave taken pursuant to this provision, sick, vacation, compensatory time and/or management leave balances may be used.

During the period of time covered by the Family Medical Leave Act (FMLA), the City shall continue to pay the employee's insurance costs (medical, dental, vision and life) but the employee may be required to reimburse the City if the employee fails to return to work.

During the period of time covered by FMLA, the employee shall not earn sick leave or vacation time unless the employee is using paid leave time as FMLA time.

The City shall, at all times, comply with State and Federal regulations for FMLA.

3.9 School Activities
time off to participate in a child's school activities. Current state law provides tha parents may take up to 40 hours per year, but not more than 8 hours per month, te participate in their children's school activities. Employees working a shift greater

3.10 Leave for Promotional Examinations
Employees shall be allowed the necessary time off with pay to participate in promotional examinations for the City, which are held during the regular work hours.

3.11 Catastrophic Leave Program

3.10.1 CONDITIONS OF PARTICIPATION
19 Application for receipt of catastrophic leave donations will be processed by the Human Resources Department of the City.

A City employee becomes eligible to receive catastrophic leave donations when:
(1) An employee has exhausted, or will soon exhaust all of his/her accrued leave, as a result of a verifiable long-term illness or injury suffered by the employee. a) Employees may donate accrued vacation, or compensatory time: sick leave may not be donated
b) Donations may be made in whole hour increments from a minimum of four (4) hours to a maximum of sixteen (16) hours per donor. c) Donors must have an overall leave balance of 80 hours remaining after donated time has been deducted.
d) Once donated to an individual, donated leave cannot be reclaimed by the donor.
e) Cumulative total of donated time received by the employee cannot exceed the minimum amount of time needed by verification of the doctor.

3.10.2 PROCESSING OF DONATIONS
Upon receipt of an application for use of this section, Human Resources shall verify that the employee has a long-term illness or injury that requires leave under this program.

Upon verification, Human Resources shall notify Payroll of the eligibility of the employee to receive catastrophic leave donations.

Upon receipt of donation authorizations, Payroll shall take the following actions:

Verify that the donating employee has the minimum leave balance required for the donation and convert donated time at the hourly rate of the donor and subtract from the designated leave category. Pay supplements which are a percentage of base salary (except above class pay and special assignment pay) shall be added to the base salary prior to converting the value of the donated time to the recipient. b) Convert donated dollars as computed above to work hours at the hourly rate of the recipient, and add the recipient's sick leave balance. 20 c) Notify Departments of changes in leave balances by noting payroll adjustments for the next payday.
d) Retain a confidential file of donation authorization.

3.10.3 TREATMENT OF DONATED TIME
Donated time is treated as sick leave accrued by the recipient of the donation.

Donated time does not alter the employment rights of the recipient, nor extend or alter limitations otherwise applicable to Leaves of Absence of Sick Leave, except as noted in this agreement.

Employees who are utilizing donated sick leave hours will continue to accrue vacation and sick leave in accordance with the provisions of this MOU; however, they will not be eligible to receive sick leave conversion as permitted in Section 3.2.6.

4. COMPENSATION

4.1 Salaries

4.1.1 COST OF LIVING INCREASES:

The City will provide a cost-of-living adjustment beginning the first full pay period of July:
• July 20262 4%
• July 20273 4%
• July 2024 4%
• July 2025 4%

4.1.2 STANDBY PAY: Full-time employees shall receive $35.00 per hour as standby compensation for all hours they are assigned to standby except for those hours actually worked and for which the normal pay is received.

4.1.3 CALL BACK: All off duty emergency call backs shall be compensated for a minimum of three hours per occurrence at the rate of one and one half time the employee's current hourly rate of compensation. Employees called back shall be allowed to leave when the job requiring the call back has been completed. If the call back work assignment and the employee's regular work shift overlap the employee shall be paid the call back rate of time and one half their hourly rate prior to and/or after his/her regular shift time. The regula shift shall continue until the emplovee's regular shift ends. Trainings neetings or other pre-scheduled events do not qualify an employee for cal ack pay under this article. Travel time is not included as part of call bac pay.
21 4.1.4 WORK ABOVE CLASS: The City shall encourage training of employees for advancement by providing the opportunity to work above class to each eligible employee who desires such opportunity. For purposes of the provision, 'eligible employee- refers to an employee in the same class series who is qualified to perform the class duties. For purposes of the provision, the reference to training does not require the City to offer or conduct any specific informal or formal instruction.

The City agrees to provide out of class compensation after the completion of more than 10 consecutive days of working out of class or more than 20 accumulative days of working out of class per fiscal year. Out of class compensation is to be a minimum salary increment of 5 percent or the lowest step of the higher range, whichever is greater. Where no class exists. the Employee and/or SEIU shall submit a request for the 5% consideration Employees who are working out of class shall be able to initiate a job review/re-classification to determine if their duties have changed significantly to warrant a new job description.

4.1.5 EXTENDED HOURS REST PERIOD: A minimum rest period of 8 hours will be provided for the employee. If the employee is required to work overtime causing less than an 8-hour rest period, the City will allow the employee to modify their schedule to allow for the 8-hour rest period with no charge to the employee's time off bank.

4.2 Deferred Compensation Contribution
any time during the period covered by this agreement to develop charges necessary for the administration of the plan or plans, and implement said charges for active and inactive participants, to be paid by active and inactive participants. In any case, the charge shall not exceed the actual cost to the City for administration of the plan or plans as computed by the Finance Director under standard accounting practices for Before implementing a payroll deduction charge, the City will make every effort to negotiate with the plan vendors and/or third party administrator to recoup the City cost from their management fees

4.3 Severance Procedures

4.3.1 When an employee separates from the City for any reason, the City shall:
22 a. Collect all equipment, identification cards, and keys from the employee; delete employee security codes from the computer system and collect any other items or activities identified by the Department Head or City Manager to facilitate the employee leaving City employment and protect the security of the City.

Conduct at the discretion of the City Manager, an exit interview with the employee. Such interviews may be conducted by the City Manager, Administrative Services Director, or the Department Head C. Pay the employee all accrued vacation leave, compensatory time, and all hours worked that were not previously compensated up to the date and time of separation.

Obtain written approval from an employee before withholding from the final paycheck monies owed the City by the employee to recove nonies for such items including but not limited to
Travel advances

2. City credit card use

3. Misappropriated City assets

4. Any City property not returned to the City

5. Overpayment of salary or benefits
Educational reimbursements received
Release of the employee's final pay check does not waive the City's ight to pursue the recovery of the items listed above, or any othe nonies owed by the employee to the City

4.3.2 An employee may elect to have funds withheld from his/her final paycheck as payment for the continuation of employee benefits as provided by law or contracts, including health insurance.

4.3.3 The City shall not provide to employees separating from employment after the date of separation:
a. Any paid allowances, such as vehicle, uniform, etc.
b. Additional leave and holiday benefits on paid severance.

The cash value of contribution to any benefits other than retirement and Medicare.

4.3.4 The City should make final payment to a voluntarily separated employee during the next regularly scheduled pay day unless the Department Head requests a prompter payment.
23 4.4 Bilingual Pay
The City agrees to pay $60 per month-pay period for up to five (5) employees, who demonstrate proficiency, as compensation for using their skills in a language other than English under the following conditions:
a. The employee must be certified to speak, write and read in the language for which pay is be provided; and
b. Following a request by the employee, the Department Head, as approved by the c. The City has approved the certification process to be used by the employee in advance of the certification being obtained.
d. If, at any time, it is requested that more than five (5) employees receive bilinguat pay, the City Council must approve such a request.

4.5 Salary Plan
The City diligently strives to pay competitive market salaries to its employees. Ir order to achieve this, the City Administration has devised a City-wide salary plar based upon competitive market values.

4.5.1 A classification and salary plan shall be established according to City Ordinance. The salary plan shall be administered by the City Manager

4.5.2 At least once annually, all salary ranges shall be reviewed by the City Manager. This review may include a salary survey from some or all positions in the City. After review of salary ranges, the City Manager may make and within budget constraints as approved by the City Council.

4.5.3 Salary Plan: Salaries, including merit step increases, shall be administered pursuant to Personnel Rule 6.2 with the base City-wide salary plan being that which was adopted by City Council Resolution 10-2943

4.5.4 For the duration of this agreement, there shall be no classification or compensation study.

4.5.5 The City agrees to maintain an open discussion with SEIU regarding the salary plan.
24 4.6 Special Class Driver's License Pay
5% Special Class Driver's License Pay as compensation to maintenance and utilities employees who obtain and maintain a Class B Driver's license to perform their duties where there is an operational need;

5. DAYS AND HOURS OF WORK - OVERTIME

5.1 Work Week
Unless otherwise provided for in this MOU or in any City Council Ordinance or Resolution, the base compensation for employees shall be deemed to be per bi- veekly pay period of eighty (80) working hours. The base compensation provide should be payment in full for all services rendered to the City except as otherwise provided.

5.2 Working Hours
Normal work schedules will involve an eight (8) to twelve (12) hour block of time between the hours of 5:00 a.m. and 6:00 p.m., Monday through Friday, not including lunch break.

Positions assigned to Parks, Recreation and Maintenance Services Department may work traditional, non-traditional and split-shift hours including weekdays, weekends,

5.3 Overtime
The City of Lathrop will compensate City employees for all hours worked, including overtime hours worked in compliance with the Fair Labor Standards Act (FLSA).

An employee who works beyond the specified numbers of hours in the pay period shall receive compensation at the rate of one and one-half times the regular base pay.

All time in paid status, with the exception of vacation, sick and compensatory time taken shall be deemed time worked. Compensatory time may be given in lieu of paid overtime at the discretion of the Department Head. All employees earning compensatory time may only accumulate eighty (80) hours. Employees who accumulate over the maximum hours (80) shall be paid for over-time hours in excess of the maximum.

Overtime work must be approved by the Department Head or his/her designee, prior to being worked. The Department Head shall make sure that appropriate and accurate records are kept of all overtime hours worked and any compensatory time earned Failure to have overtime approved in advance, except for call-back time, will not prevent the City from compensating the employee for the time worked; however, disciplinary action may be taken for working unauthorized hours. 25 Upon termination of employment, any unused compensatory time shall be paid at a rate of pay equal to his/her current rate of pay at termination. Employees requesting time off from work shall use compensatory time before accrued vacation. Use of compensatory time should not create a situation where overtime for other personnel within in the Department or within the City is necessary to maintain operations.

Every effort will be made to ensure that there is not unscheduled mandatory overtime.

Should unusual circumstances arise that necessitate unscheduled overtime, it will be assigned fairly. It is understood by both parties that employees may have compelling personal or professional obligations that may hinder their ability to work overtime without advance notice. Such obligations shall not subject employees to discipline.

This does not apply to employees who work in positions which by job description, are required to participate in stand-by and are compensated accordingly, or in the event of an unforeseen emergency.

Employee shall not be required to attend events for work without pay.

When a part-time employee is required to work more than normally scheduled hours, those hours will be recorded as "Comp Time as Straight" on the time sheet. These hours may be paid or may be banked for use at a future time, as agreed to by the employee and his/her Department Head. The administration of this time shall follow the same expectations as is provided for in Section 5 of the MOU. Whenever such employee works more than forty (40) hours in a pay period, overtime at time and one-half shall be compensated.

Each Department Head shall ensure that accurate records are kept of all hours worked by each employee within the Department. Such records shall differentiate between scheduled hours and overtime hours worked and all leave hours taken per work period for each employee. Copies of all time worked records shall be submitted to the Finance Department at the end of each pay period or each work period. These records shall be maintained in accordance with the records retention policy.

Hours worked shall be documented and compensated in fifteen (15) minute intervals.

For example, an employee working more than five (5) minutes in a fifteen (15) minute interval shall be compensated for fifteen (15) minutes.

5.4 Meals and Rest Period

5.4.1 REST PERIODS: To promote maximum productivity and morale, it is the policy that when City operations permit, each employee shall be entitled to two (2) rest periods not exceeding fifteen (15) minutes each, during a regular shift. When City operations permit such rest periods are to be taken as nearly as possible in the middle of each segment of each employee's workday. Time allowed for rest periods may not be accumulated from one half of the workday 26 to another, nor may rest periods be used to alter an employee's normal work hours and meal periods.

Unless a Supervisor specifically requires an employee to miss a scheduled break, rest periods shall not be combined with a lunch period or otherwise banked. If an emergency arises which requires that an employee miss a scheduled break, the two scheduled breaks may be combined provided operational requirements allow and provided the missed break is taken on the same day it was missed

5.1.1 MEAL DURING OVERTIME: Meals that must be consumed on the job after the normal workday and while working in an overtime situation are not to be considered as an interruption of overtime work performed. The City shall neither pay for nor provide meals, nor is an employee who takes a break for a meal to be considered as being in paid status. An employee, upon request, shall be allowed to take a thirty (30) minute meal break after two (2) hours overtime and every four (4) hours thereafter. The City retains the right to refuse requests for meal breaks in the event of emergency.

The Supervisor may establish a lunch schedule for all employees, generally between the hours of 11:00 a.m. and 2:00 p.m.

5.5 Changes to Work Hours
With the approval of the City Manager, Department Heads shall set employee work schedule. In making changes, the City shall give consideration to prior commitment. of the employees. Normal work schedules for employees at City Hall will involve

5.6 Witness Duty
Any employee who shall be called as a witness in a case arising out of and in the course of the employee's City employment shall be deemed to be on duty and there shall be no loss of pay. Compensation for mileage and subsistence shall not be 27 considered as a fee and shall be retained by the employee, unless the employee uses a City vehicle to report for the court appearance.

The requirement to appear as a witness requires a subpoena. The party issuing the subpoena shall be required to pay witness fees to the City as set forth in the Government Code. All witness fees shall be paid prior to the employee appearing as a witness. An employee called as a witness in any other matter not arising out of anc in the course of the employee's City employment shall be deemed off duty.

6. SALARY ADMINISTRATION

6.1 Salary Upon Appointment
Salary upon appointment shall be administered pursuant to Personnel Rule 6.2

6.2 Step Increases- Regular Employees
Salary upon appointment shall be administered pursuant to Personnel Rule 6.2 All employees eligible for a step increase shall receive their step increase effective on his/her Performance Review Date (PRD) following ratification of the Memorandum of Understanding and subsequent PRDs.

6.3 Salary Step on Promotion
Salary upon appointment shall be administered pursuant to Personnel Rule 6.2

6.4 Order of Adjustment
Whenever an employee is promoted and receives a range change or the employee's position is reclassified to a class having a higher salary range, on the employee's meria se to versay dash the employee all fish receive she increases to ement he/she may be entitled in the following order: salary adjustment, reclassification, promotion.

6.5 Under-filling
A positon may be under-filled to provide career development opportunities if the Department Head deems that workloads can be satisfactorily managed and staff is able to provide appropriate training and supervision or if, after the recruitment process, a qualified applicant is not available. An under-filled position will be on a six (6) month trainee period during which time the salary shall be fifteen (15) percent below the starting salary for that position. At the end of a satisfactory six (6) month trainee period, the employee shall be eligible to move to the first step in the range for 28 that position and begin the regular employee probationary period as a promoted employee. At any time during the trainee period, the Department Head may determine to return the employee to filling the under-filled position to his or her

6.6 Trial Period
Employees who change positions or who are promoted, shall have the option of returning to their old position for the duration of the hiring process. Before a final offer of employment is made to an applicant, the promoted employee will be given a one-day notification and opportunity to retreat to their former position. 29 1. RETIREMENT

7.1 Retirement Formula and Cost Sharing Agreement
The City of Lathrop participates in the California Public Employees Retirement System (CalPERS) as follows:

7.1.1 For full-time or otherwise qualified employees hired before December 31, 2009, the City contracts with CalPERS to provide 2%@55 formula based on the average of the highest three (3) years of final compensation. • Effective the pay period including 1/1/16 Employees will contribute 7% of the Employee share and there will be no City pick up of Employee share.

7.1.2 For full-time or otherwise qualified employees hired on or between January 1, 2010 and December 31, 2012, or new employees hired on or after January 1, 2013 who qualify as a Classic Employee pursuant to CalPERS regulations, the City contracts with CalPERS to provide 2%@60 formula based on the average of the highest three (3) years of final compensation. • Effective the pay period including 1/1/16 Employees will contribute 7% of the Employee share and there will be no City pick up of Employee share.

7.1.3 For full-time or otherwise qualified employees who are hired on or after January 1, 2013 or previous CaPERS members hired on or after January 1 2013 who are not qualified as Classic Employees pursuant to CalPER:
egulations, CaPERS has by statute implemented a 2%@62 formula base on the average of the highest three (3) years of final compensatior • Employees shall pay 50% of the normal cost rate as determined by CalPERS.

7.1.4 Employee contributions toward the Employee share shall occur pre-tax pursuant to 414(h)(2) of the Internal Revenue Code.

8. TRAINING AND EDUCATION

8.1 Driver Training
When requested, all City employees will participate in the City Defensive Driver's Training Program as a mandatory requirement of being an employee of the City. 30 8.2 Educational Reimbursement Program
In accordance with the City's Tuition Reimbursement Program, employees are eligible to receive tuition reimbursement for educational purposes which are intended to improve his/her ability to accomplish his/her City job for courses taken on the employee's own time. Courses taken at any college or university, business or technical school, or courses given by a recognized correspondence school shall be recognized when they are:
a. Related to the employee's current position within the City b. Related to the employee's potential development within the City c. Part of a program leading to a degree relating to the employee's position or possible development within the City
Reimbursement must be recommended by the Department Head and approved by the City Manager prior to enrollment. Requests are to be submitted on the approved form. Requests will be returned to the employee within fourteen (14) calendar days of submittal. Payment of education funds is discretionary with a Department Head within appropriate budget limits:
a. Costs not to exceed a maximum of $3,000 per calendar year, per employee; including books and materials and lab fees.
b. Employee's time and travel are at employee's own expense. c. Class time must be on employee's own time, unless the Department Head approves an exception.
d. A passing grade of C or better, or a certificate of completion, is required in each course for reimbursement.

The City shall reimburse the employee within (30) calendar days of submitting the necessary documentation. If an employee voluntarily separates within one year of receiving the educational reimbursement, he/she must reimburse the City of Lathrop within one year from the separation date.

2. WORKER'S COMPENSATION AND EMPLOYEE SAFETY

9.1 Worker's Compensation
Under California law, an employee who is injured or becomes ill out of or in the course and scope of employment is entitled to temporary disability (TD) payments orD para vans, an emily thra (3) ays as clad id, prio mate salary hole.ent 31 Employees who are receiving TD payments under Division 4 or Division 4.5 of the Labor Code shall accumulate vacation (including seniority credit for the purposes of vacation accrual under Section 3.1), holidays and sick leave during such period of time that they are drawing such temporary disability indemnity. The City shall continue to provide health, dental, vision and life insurance plans coverage for such employees as if they were on payroll as regular employees.

9.2 Workers' Compensation Leave
The City shall grant an employee time off with pay for workers' compensation related doctor appointments.

9.3 Disputes Involving Safety Issues
The City shall comply with all applicable laws and regulations pertaining to workplace health and safety. No employee shall be subject to discrimination or retaliation as prohibited by applicable law for reporting any health and safety concerns.

10. EVALUATIONS AND PERSONNEL FILES

10.1 Employee Performance Evaluation
Performance appraisals shall be performed for all employees. Performance appraisals should be performed at least annually on the employee's Performance Review Date (PRD) and may take place more often. (For work above class assignments, refer back to Section 4.1.3). The Employer shall make a good faith effort to bring all performance issues to the attention of the affected employee in a timely manner and as soon as possible after the Supervisor becomes aware of such issues.

The employee and Supervisor shall discuss and sign the performance appraisal at the end of the appraisal meeting. If the employee disagrees with the appraisal, he/she shall have the opportunity to rebut the appraisal and have the rebuttal placed in his/her personnel file with the appraisal within ten (10) workdays. The Department Head must review and sign the performance appraisal and the City Manager must approve the Personnel Action Form before any salary action or corrective action may be taken.

Any Corrective Action shall be separate and apart from the performance appraisal.

Performance evaluations are not subject to the grievance process. 32 10.2 Employee Personnel Files
Employees shall have the right to review and at their own expense obtain copies of their personnel files maintained by the City. An employee's representative may inspect the contents of an employee member of this bargaining unit's personnel files upon signed and dated authorization by the employee. Authorization shall be valid for sixty (60) calendar days from the date of signature.

Documents not available for inspection include records relating to investigation of a possible criminal offense, letters of reference, ratings, reports or records that were:

A) obtained prior to the employee's employment, B) prepared by identifiable examination committee members, and C) obtained in connection with a promotional examination, or other legally privileged records.

An employee shall have the right to submit written comments regarding any document placed in his/her personnel file within ten (10) workdays of such placement and to have such comments included in his/her personnel file along with the document. If the employee files such comments, the Department Head and/or City Manager will then have ten (10) workdays to file a response; this will end the response period for the specific document. Written comments shall be submitted to the Administrative Services Director.

11. EMPLOYEE PROPERTY AND EQUIPMENT

11.1 Boot Allowance
The City shall provide every employee who is required to wear protective boots with a boot allowance of $350 per year. To receive this allowance, the employee shall:
(1) Purchase 1 pair of boots and the option to purchase 1 pair of insoles meeting defined safety specifications; andPurchase boots meeting defined safety specifications; and
(2) Present proof of purchase, including cost.

In the event the employee selects boots from a vendor provided by the City, the cost of boots shall be paid directly by the City and the employee shall receive no further allowance.

12. REHIRE OF EMPLOYEES/LAYOFFS

12.1 Rehire of Employees
Individuals, who satisfactorily complete an original probationary period and subsequently separate from City employment in good standing, may be eligible for rehire without competing through the open public recruitment, into any similar City position for which they qualify. The decision to rehire a previous full-time or part- 33 time employee shall always be at the option of the Department Head or a designated representative, subject to the approval of the City Manager. Rehiring of a previous employee shall be subject to all other provisions of employment with the City including, but not limited to, the successful completion of a pre-employment physical drug screen.

In the instance of an employee who has been laid off due to a reduction in force or termination of a position, such employee shall be considered eligible for rehire if he/she has had satisfactory or above performance evaluations for the two most recent evaluations. If an opening occurs in a job previously held by an employee who was separated due to reduction in force or termination of a position within two years of separation, that employee shall be notified by regular mail and offered the opportunity to return to City employment and given two weeks in which to respond to said offer. If no response is received within the two week period or the former employee declines to return to the City, he/she shall thereafter be considered as a new candidate for re-employment. Acceptance of the offer of employee shall require that the former employee return to work within three (3) weeks of acceptance.

Employees who are rehired shall be considered, for the purposes of vacation accrual, length of service, etc.., to have worked for the City since the original date of hire, less any time during which the employee was not working for the City.

12.2 Lay Off Procedures and Bumping Rights
Any permanent full-time City employee who is to be laid off or dismissed for other than disciplinary reasons shall be given fifteen (15) calendar days' notice and allowed to take time as a severance offering. This provision does not apply to probationary or contract employees.

12.2.1 Statement of Intent.

Whenever the City eliminates a position or has a reduction in force due to reduced work, reduced revenues, or other reasons, or when in the judgment of the City Manager, it becomes necessary to abolish any position of employment, the employee holding such position may be laid off or demoted, without disciplinary action and without the right of appeal. This does not negate any State or Federal rights.

12.2.2 Notification
Employees to be laid off shall be given, whenever possible, at least fifteen (15) calendar days' prior notice, which shall include an opportunity to submit in writing or meet with the Administrative Services Director regarding the reasons for the layoff and his/her seniority and bumping rights. The Administrative Services Director will render a reply in writing within seven (7) calendar days after receiving the employee's response.

12.2.3. Vacancy and Demotion.
34 Except as otherwise provided, whenever there is a layoff under this Rule, the City all first demote to a vacancy, if any, in a lower class for which the employee to b aid off is qualified. All persons so demoted shall have their names placed on th City's reemployment list.

12.2.4 Employee Rights.

A permanent employee affected by layoff shall have the right to displace an employee who has less seniority in a lower class in the same class series or in a lower classification in which the affected employee once had permanent status. Seniority includes all periods of full-time service with the City.

12.2.5 Seniority
In order to retreat to a former or lower class or series as defined in job descriptions, an employee must have more seniority than at least one (1) of the incumbents in the retreat class, and shall request displacement action in writing to the Administrative Services Director within five working days of receipt of notice of layoff. Notice of layoff shall include a notice of the rights set forth in this rule. a) Employees retreating to a lower or similar class shall be placed at the salary step representing the least loss of pay. In no case shall the salary be increased above that received in the class from which the employee was laid off. b) Employees retreating to a lower or similar class shall serve a probationary period in the new class unless they have previously successfully completed a probationary period in the class or the class series.
c) In cases where there are two (2) or more employees in the class from which the layoff is to be made, the employee with the least seniority shall be laid off. The only exception to this is if there is an employee in the class who, within the 12 months immediately previous, has been placed on "imposition of review" status due to employee discipline, such an employee shall be considered less senior for purposes of layoffs. If no employees within the class fit such criteria, or after all so-rated employees have been laid off, layoffs shall be in inverse order of the employees' seniority in that or a higher class.

12.2.5 Employment Status.
a) Only permanent full-time employees and permanent part-time employees as defined in Rule 3.7 shall be entitled to any rights under this Rule.

12.2.6 Reemployment List.
35 a) The names of persons laid off in accordance with these rules shall be entered on a reemployment list. Lists from different Departments or at different times for the same class of position shall be combined into a single list. Such lists shall be used when a vacancy arises in the same or lower class of position before certification is made from an eligible list. b) Names of persons laid off shall be carried on a reemployment list for two (2) years, except when that person's appointed to permanent positions at the same level from which they were laid off shall, upon such appointment, be dropped from the list. Persons who refuse reemployment shall be dropped from the list. Persons reemployed in a lower class, or on a temporary basis, shall be continued on the list for the higher position for two (2) years. The City Manager may extend the duration of a reemployment list.

13. SUBSTANCE ABUSE REFERRALS
The City and SEIU jointly recognize the value of the City's Employee Assistance Program offered through the Central San Joaquin Valley Risk Management Authority in the evaluation and resolution of employee problems associated with substance abuse.

14. GRIEVANCE PROCEDURE

14.1 Purpose
Grievance procedures for employees are provided herein:
a) To promote improved employer-employee relations by establishing grievance procedures on matters for which appeal or hearing is not provided by other regulations.
b) To afford employees individually a systematic means of obtaining further consideration of problems after every other reasonable effort has failed to resolve them through informal discussions.
c) To provide that grievances shall be settled as near as possible to the point of origin.
d) To provide that grievance shall be heard and settled as informally as possible.

14.2 Matters Subject To Grievance Procedures
An employee shall have the right to submit a written grievance regarding a claimed violation of this MOU or the Personnel Rules and Regulations. The grievance process shall not be applicable to employee discipline, to employee evaluations, or any disputes resolved through another City process.
36 14.3 Employee Rights
Eligible employees are entitled to:
a) Assistance by an SEIU representative who may act as an advocate or advisor at any level of grievance, or who may be present at any formal grievance meeting with a Department Head, or City Manager.
b) A reasonable amount of time during work hours to prepare a formal grievance. c) Freedom from reprisal for using the grievance system. d) The right to call other employees as witnesses at a hearing during the formal grievance process.
e) The right to have their grievance presented and acted upon in a timely manner.

The time limits specified below may be extended to a definite date by mutual agreement of the employee and reviewer concerned.

14.4 Informal Grievance Procedure

14.4.1 An employee should first attempt to resolve a grievance or complaint through discussion with his/her immediate Supervisor without undue delay, but within ten (10) calendar days of the issue or the employee's first awareness of the issue. If, after such discussion, he/she does not believe that the problem has been satisfactorily resolved, he/she shall have the right to discuss it with the Sup caisordar days ate supils pays ory discusdon. Eary at orit hotel be made to find an acceptable solution by informal means at the most immediate level of supervision. If he/she is not in agreement with the decision reached through such discussion, he/she shall have the right to file a formal grievance in writing within ten (10) calendar days after receiving the informal decision of his/her superior or superiors. An informal grievance shall not be taken above the Department Head.

14.4.2 All informal grievances should be documented by the Supervisor and any other Supervisors involved.
37 14.5 Formal Grievance Procedure

14.5.1 Department Review
a)
shall be presented in writing to the employee's Department Head, who may discuss the grievance with the employee, SEIU representative, if any, and with other appropriate persons. Said grievance must be submitted within thirty (30) calendar days after the employee receives the decision on the informal grievance. The grievance shall include the following information:
i The specific section of the Rules and Regulations at
issue;
ii Facts supporting the grievance including dates, times, documents, and witnesses; and
iii The remedy sought
b) The Department Head shall render a decision and comments in writing and return them to the employee within fifteen (15) calendar days after receiving the grievance.
c) If the employee does not agree with the decision reached, or if no answer has been received within fifteen (15) calendar days, the employee may present the grievance in writing to the City Manager or designee. Any such grievance shall be presented within ten (10) calendar days after receipt of the Department Head decision.

Failure of the employee to take further action within ten (10) calendar days after receipt of the decision, or within a total of twenty-five (25) calendar days if no decision is rendered, will constitute withdrawal of the grievance.

14.5.2 City Manager Review
Upon receiving the grievance, the City Manager shall provide a written response to the employee within fifteen (15) calendar days.

The City Manager may respond based on 1) a review of the grievance file, 2) a meeting with the employee, employee representative, if any, and with other appropriate persons; or both.
38 • If the employee does not agree with the decision reached, or if no answer has been received within fifteen (15) calendar days, the employee and/or City may request the matter be heard by a mediator.

This request shall occur within fifteen (15) calendar days of the City Manager's written response
c) Upon request of mediation, the City shall arrange for the matter to be heard by a mediator from the State Mediation and Conciliation Service as soon as possible. Any costs associated with this mediation step shall be split between the City and the SEIU. The mediator shall attempt to negotiate a solution to the grievance. If agreement is not reached, the mediator shall issue a non-binding, written recommendation to the City Manager regarding the accuracy of the circumstances leading to the grievance and the disposition of the grievance including recommended discipline. The mediator shall make fact findings in support of his/her recommendations.

Upon receipt of the mediator's recommendation, the City Manager shall discuss the grievance with the employee, the SEIL representative, if any, and with all other appropriate persons. e) The City Manager shall render a final decision in writing to the mployee within twenty (20) calendar days after receiving th nediator's recommendation. The City Manager may, accept, rejec or modify the recommendation of the mediator. The decision of the

15. PROCEDURES FOR DISCIPLINARY ACTION
The following procedure shall be applicable to regular full-time and part-time employees; provided the part-time employees work thirty (30) or more hours per week. The following procedure shall be used for disciplinary actions regarding performance salary reduction, suspension, demotion, and termination of an employee.
a. Employee shall be served with a mailed Notice of Intent to Discipline (Notice). b. The Notice of proposed discipline shall include:
i. A statement of the nature of the proposed action.
ii. A statement of the reasons for the proposed action, including the specific acts or omissions giving rise to the proposed action.
iii. A copy of any documents or other written materials upon which the disciplinary action was fully or in part based.
39 iv. A statement advising the employee of his/her right to appeal such action and the right to SEIU representation.

The date, time and location of the Skelly Response meeting, and the name of the Skelly Officer.
c. In those extraordinary circumstances wherein the City Manager determines immediate disciplinary action is necessary as a result of accusations involving misappropriations of public funds or property or action which would constitute a felony or misdemeanor involving moral turpitude, or where the employee's presence on the job is deemed to be a threat to the safety of other employees or members of he public, the City Manager may place the employee on paid administrative leav hile proceeding with the procedures for disciplinary actio Skelly Meeting - the employee shall have the right to respond informally to the charges verbally, in writing, or both, before the discipline is imposed. The employee shall have ten (10) calendar days from receipt of the notice within which to respond to the charges. The employee may request a reasonable extension of time to respond for justifiable reasons. The City Representative hearing the response, the Skelly Officer, shall render a final written decision within ten (10) calendar days of receiving the employee's response. The Skelly Officer may sustain, modify or overturn the recommended disciplinary action. The Skelly response will be delivered to the employee in person, via registered mail or overnight delivery. If the Skelly Officer sustains or modifies the disciplinary action, the action may be imposed after the post- Skelly decision is delivered to the employee.
e. Appeal - the employee shall have the right to appeal the disciplinary action within ten (10) days of receiving the post-Skelly disciplinary decision as follows:
i. Step 1 - meet with Department Head or if Department Head served as the Skelly Officer, then the employee may send the appeal to the City Manager. le appeal shall be in writing and describe why the employee believes t isciplinary action taken was not appropriate. The response to the appeal w be provided to the employee within ten (10) calendar days. ii. Step 2 - If not satisfied with the result of Step 1 above, the employee may provide the written appeal to the City Manager for review. The City Manager's written response will be provided to the employee within ten (10) calendar davs.
iii. Step 3 - If the employee is not satisfied with the results of Step 2, the employee may request binding arbitration/an appeal hearing. The written request shall be submitted to the City Manager within ten (10) calendar days of receiving the City Manager's response to the appeal. 40 An appeal of the Order of Disciplinary Action, after exhausting the process as set forth above, shall be heard by an Arbitrator/Independent Hearing Otficer. The City Manager or designee shall request a list of neutrals from the State Mediation and Conciliation Service. Such list shall be requested within five (5) working days of receipt of an employee's appeal demanding a hearing. The City Manager or designee, and the employee, or the employee's authorized representative shall meet not later than three (3) working days after receipt of the list and select the hearing officer utilizing the alternate strike method. The party striking first shall be determined by the toss of a coin.

Should the person selected as the hearing officer be unavailable to commence the hearing process within ninety (90) days of this selection, the parties shall request another name from the State Mediation and Conciliation Service and shall proceed again through the list as provided above unless the parties agree to a later date for the hearing using the selected arbitrator/hearing officer.

The Arbitrator/Hearing Officer shall regulate the conduct of the hearing process. The Arbitrator/Hearing Officer shall set the date, time and place of the hearing, which place shall be on City premises, and shall, by certified United States mail, postage prepaid, give not less than ten (10) days' notice of such date, time and place to the appellant, or his/her other designated representative, the City Manager and the Administrative Services Director.

The hearing shall be recorded by a court reporter or electronic process. Oral evidence may be heard only on oath or affirmation. The Arbitrator/Hearing Officer shall, within thirty (30) calendar days of the close of the hearing, file with the Administrative Services Director the decision affirming, modifying, or revoking the Order, and shall mail a copy of his/her findings and decision to the appellant and to the City Manager.

The decision of the Arbitrator/Hearing Officer shall be final for all purposes unless an action or proceeding is commenced in a court of competent jurisdiction to determine the validity of the decision within thirty (30) calendar days of the date of mailing of the notice of decision to the appellant and the City Manager.

Employee's failure to respond or file an appeal within any specified time period in Section 15 shall terminate the right to a hearing and the Order shall be deemed final.

16. SUPERSESSION CLAUSE
Except as may hereinafter be agreed to in writing, and except for the Lathrop Employee- Employer Relations Resolution, this MOU contains the sole and entire agreement between the parties. It supersedes any and all other previous Memoranda of Understanding or side letters between the parties and incorporates by reference all such previous memoranda between the designated representatives of members of this representation unit and the City and also supersedes and incorporates by reference any and all Resolutions and Minute actions adopted by the City of Lathrop City Council which were adopted to implement any MOU between the designated representatives of members of this representation unit and the City;

17. PROPOSAL SUBMITTAL
SEIU and the City will begin negotiations no later than three (3) months prior to contract expiration. Both parties will agree on a final deadline for either side to submit bargaining proposals once bargaining begins.

18. SEVERABILITY OF PROVISIONS
Should any Section, Clause or Provision of this Agreement be declared illegal by final judgment by a court of competent jurisdiction, such invalidation of said Section, Clause or Provisions shall not invalidate the remaining portions hereof and such remaining portions shall continue in full force and effect.

19. MERGER
This agreement represents the entire MOU of the parties and all prior or contemporaneous oral and written agreements are merged herein. There are no representations, conditions, warranties or collateral agreements regarding the subject matter of this agreement other than as set forth herein.

20. CHOICE OF LAW/VENUE
The laws of the State of California shall govern this MOU. In the event of any lawsuit

21. ATTORNEY'S FEES
In the event of any litigation between the parties arising out of the performance of this MOU, each party shall bear their own actual attorney's fees incurred. 42 22. FINAL AGREEMENT
Entered into this_
xecuting this agreement each represent and warrant that they have been duly authorized to do s nd the agreement is a valid and binding obligation of both parties CITY OF LATHROP SEIU LOCAL 1021
Paul Akinjo, Mayor Cheryl Hicks, Field Representative
Stephen J. Salvatore, Chief Negotiator Jesse Estrada, SEIU Member APPROVED AS TO FORM:

Matthew Davis, SEIU Member
Salvador Navarrete, City Attorney Bill Petrone, SEIU Field Director David Canham, Executive Director, Field &
Programs
43 Appendix A
The City of Lathrop General Services Bargaining Unit (GSBU) is comprised of regular full-time and part-time (when scheduled to work thirty (30) hours or more per week) employees who are incumbents in positions in the job classifications listed as follows, with the exception of those positions that are designated as confidential:

Accountant I Information Systems Technology Technician
Accountant II Junior Engineer
Administrative Assistant I Maintenance Worker I
Administrative Assistant II Maintenance Worker II
Administrative Assistant III Maintenance Worker III
Administrative Technician I Office Assistant I
Administrative Technician II Office Assistant II
Animal Center Assistant Parks and Recreation Administrator Assistant Engineer Permit Technician |
Assistant Planner Permit Technician II
Associate Engineer Permit Technician III
Associate Planner Planning Technician I
Building Inspector I Planning Technician I|
Building Inspector Il
Building Inspector III Plans Examiner II
Chief Utility Operator Police Records Assistant I
Community Service Officer I Police Records Assistant II Community Service Officer II Property and Evidence Technician Community Service Officer III
Compliance Engineer
Construction Inspector I
Construction Inspector II Senior Accounting Technician
Construction Inspector III Senior Building Inspector
Crime and Intelligence Analyst Senior Customer Service Representative Cross Connection Control Specialist Senior Engineering Technician Customer Service Representative I Senior Recreation Leader Customer Service Representative II Solid Waste and Resource Conservation Coordinator Electrician Instrument Technician Utility Operator I
Engineering Technician I Utility Operator II
Engineering Technician II Utility Operator III
GIS/CAD Engineering Technician Water Meter Reader I
Human Resources Technician Water Meter Reader II
44 "!
ATTACHMENT " D
OF

LATHROP
INCORPORATED 19 CALIFORNIA
Memorandum of Understanding between
The City of Lathrop and
Lathrop Mid-Managers and Confidential Employees Association Effective: July 1, 20262 through June 30, 20286

TABLE OF CONTENTS
PREAMBLE 1
TERMS.

PERSONNEL RULES
OTHER POST EMPLOYMENT BENEFITS - "OPEB" 1

1. EMPLOYER-EMPLOYEE RIGHTS and RESPONSIBILITIES. ..2

1.1. Management Rights 2

1.2. Employee's Rights - Employer Relations. ...2

1.3. Discrimination of Employment Prohibited ...3

1.4. LMCEA Rights.

2. INSURANCE

2.1. Health Insurance Options

2.2. Premium

2.3. Cafeteria Benefits Plan..

2.4. Effective Date of Coverage

2.5. Dental and vision Insurance

2.6. Life Insurance

2.7. State Disability Insurance.

2.8. Flexible Benefits...

2.9. Continuation of Insurance Benefits While on Leave.

3. SALARIES and COMPENSATION8

3.1. Salary Plan

3.2. Salaries and Merit Step Increases..

3.3. Standby Pay...

3.4. Work Above Class...

3.5. Deferred Compensation Contribution.

3.6. Severance Procedures….. ..79

3.7. Bilingual Pay. .79

4. HOURS OF WORK AND OVERTIME . 710

4.1. Work Hours. 710

4.2. Overtime and Overtime Compensation: -710
i

5. LEAVES FROM EMPLOYMENT ...9

5.1. Paid Holidays ...106

5.2. Floating Holiday ...10

5.3. Vacation Time. ...10

5.4. Sick Leave.. ...12

5.5. Catastrophic Leave Program.. ..#14

5.6. Jury Duty.. ...16

5.7. Management Leave.... ...16

5.8. Leave for Promotional Examinations/Interviews. ...16

5.9. Authorized Absence. ...16

6. RETIREMENT. ...16

6.1. Retirement Formula.... ...16

6.2. Retiree Health Savings ..17

7. TRAINING AND EDUCATION.. ...18

7.1. Driver Training. ..18

7.2. Educational Reimbursement Program ...18

8. EVALUATIONS AND PERSONNEL FILES ..19

8.1. Employee Performance Evaluation.. ...19

8.2. Employee Personnel Files.. ...19

9. PROTECTIVE FOOTWEAR ...19

9.1. Purchase Reimbursement ...19

10. LAYOFFS/REHIRE OF EMPLOYEES.. ....19

11. SUBSTANCE ABUSE REFERRALS.. ...19

11.1 Employee Assistance Program ....19

12. GRIEVANCE PROCEDURE ...20

12.1. Purpose. ...20

12.2. Matters Subject to Grievance Procedures .. ...20

12.3. Employee Rights.. 20

12.4. Informal Grievance Procedure ..21

12.5. Formal Grievance Procedure ...21

12.6. City Manager Review ...21
ii

13. EMPLOYEE DISCIPLINE ...22

13.1 Employee Conduct Guidelines... ..22

13.2 Job Performance ...22

13.3 Misconduct ...22

13.4 Attendance ...23

13.5 Types of Discipline 24

13.6 Procedures for Disciplinary Action ..24

14. SUPERSESSION CLAUSE ...26

15. ME TOO CLAUSE .26

16. APPENDIX A.. ..2746
SIGNATURE PAGE. ..28

PREAMBLE
This Memorandum of Understanding (hereinafter "Memorandum", "MOU" or "Agreement"), is made by and between the City of Lathrop (hereinafter "City") and the Lathrop Mid-Managers and Confidential Employees Association, (hereinafter "LMCEA" or "Association"), representing regular employees who are incumbents in regular full-time or part-time (when scheduled to work 20 hours or more per week) positions that are in job classifications comprising the Mid-Management and Confidential Bargaining Unit (refer to Appendix A). This Memorandum of Understanding; inclusive of Appendix "B", constitutes the result of meeting and conferring in good faith pursuant to the California Government Code Section 3500 et.seq. and the City of Lathrop Employer-Employee Relations Resolution (hereinafter EERR), establishing the wages, hours and other terms and conditions of employment for employees represented by the Association.

TERM
The term of this agreement shall be from July 1, 20262 through June 30, 2028.6.

PERSONNEL RULES
A. Personnel Rules: All references to Personnel Rules are specifically and only to the City of Lathrop Personnel Rules and Regulations adopted by Council Resolution No. 17 4312-23-5323.

B. Incorporation of Personnel Rules
The parties agree that sections of the Personnel Rules that relate to wages, hours or other terms of conditions of employment pursuant to Government Code 3500 et.seq., have been incorporated into this Agreement, whether specifically referenced or not. b. During the term of this agreement, the City will not change provisions of specifically cited Personnel Rules or any other rule or ordinance relating to wages, hours or other terms of conditions of employment without first meeting and conferring in good faith with the Association pursuant to Government Code 3500 et.seq. Members agree to then be bound by Personnel Rules adopted pursuant to this process even if the Rules are inconsistent with provisions of this MOU.

OTHER POST EMPLOYMENT BENEFITS - "OPE"
In an effort to maintain fiscal solvency, the City will maintain post employment benefit obligations in the following manner:

1. Maintain Irrevocable Trust Fund established in FY 14-15 - Medical Benefits a. CalPERS to administer

2. Continue funding OPEB contributions and annual required contribution for term of agreement:

3. Other Post Employment Benefits
a. Medical post-retirement age eligible at 55
i. All employees retiring after Dec. 31, 2014
ii. All new hires
b. Post-retirement medical for all employees retiring after Dec. 31, 2014 and New Hires i. Retiree +1
ii._City-paid retiree medical 55-65=same health benefits premium contribution as active employees; continue existing City and employee contributions; ili._ City will pay one half (50%) of the difference in premium increase up to 6.5%; tied to the average plan cost.
#-iv._ City-paid medical at Medicare eligibility (65) = The City will pay the CalPERS Minimum Employer Contribution (i.e.., $16249/mo. - 20226) _Retiree is responsible for paying the cost of medical premiums as established by CaPERS.
1 iv-vi. The City will process a reimbursement through the designated third-Party Administrator (TPA). The TPA will process the reimbursement to the retiree on or about the 1s of each month.
c. Post-retirement medical for existing annuitants and employees retiring on or before December 31, 2014 - No change for term of agreement

4. Maintain Post-Retirement Benefit Schedule
a. Employees hired prior to July 1, 2014; 100% vested
b. Employees hired July 1, 2014 or later; 25% @ 5 yrs., 50% @ 10 yrs., 100% @ 15 yrs. c. The benefit stipend is a dollar amount equal to 100% of active average plan cost, by category; i.e. retiree +1
e.d. The determined benefit stipend may increase during retirement, as described in sub-section (b, il) above; however, it will not be reduced from a previously calculated amount. 1 EMPLOYER-EMPLOYEE RIGHTS AND RESPONSIBILITIES

1.1 Management Rights: It is understood and agreed that the City retains all of its powers and

1.1.1 Determine and modify the organization of City government and its constituent work units.

1.1.2 Determine the nature, standards, levels and mode of delivery services to be offered to the public.

1.1.3 Determine the methods, means and the numbers and kinds of personnel by which services are to be provided

1.1.4 Determine whether goods or services shall be made or provided by the City, or shall be purchased, or contracted for.

1.1.5 Direct employees, including scheduling and assigning work, overtime and work hours. For the purposes of this right, work hours shall not include any change in regularly scheduled work hour that extends for more than one full pay period nor shall it include any revision to the 9/80 plan.

1.1.6 Establish employee performance standards and to require compliance therewith.

1.1.7 Relieve employees from duty because of lack of work, or lack of funds or for other legitimate reasons.

1.1.8 Implement rules, regulations and directives consistent with law and the specific provisions of this MOU.

1.1.9 Take all necessary actions to protect the public and carry out its mission in emergencies.

1.1.10 Provisions of this section shall not be subject to the grievance procedure.

1.2 Employee's Rights-Employer-Employee Relations: LMCEA and the City recognize that each employee shall have the following rights that (s)he may exercise in accordance with this Memorandum, the Employer-Employee Relations Resolution, applicable law, ordinances and rules and regulations:

1.2.1 The right to form, join, and participate in the activities of any labor organization of his/her own choosing for the purpose of representation of all matters within the scope of representation.
2 1.2.3 The right to refuse to join or participate in the activities of any employee organization.

1.3 Discrimination of Employment Prohibited: The City of Lathrop prohibits discrimination in employment as outlined in Rule 2 of the Personnel Rules and Regulations.

1.4 LMCEA Rights: LMCEA shall have the following rights:

1.4.1 Representation: To meet and confer in good faith with the City Manager regarding matters within the scope of representation.

Advanced Notice: Except in cases of emergency, MCEA shall be given five (3) days advance written notice of any ordinance, resolution, rule or regulation, proposal or other action directly relating to matters within the scope of representation proposed to be adopted by the City and shall be given the opportunity to meet and confer in good faith with management prior to its adoption. Written notice will customarily be provided by letter or furnishing LMCEA with advance copies of the agenda of the City Council.

1.4.3 1.4.4 Meeting Attendance: LMCEA may have three (3) employees who serve as official representatives released from work without loss of compensation when meeting and conferring with management representatives where matters within the scope of representation are being considered.

1.4.5 Representatives' Access to Employees
a. Authorized representatives of LMCEA (employed by LMCEA) shall be llowed reasonable access to members of the unit at their work locatior uring the working hours of the employees. The authorized representativ shall give advance notice to the supervisor or department head when contacting the departmental employees during their duty period. Meeting:
shall be held in a private office or conference room.

Reasonable solicitation for membership or other internal Association business shall be conducted only during the non-duty hours of all employees concerned, so long as normal work functions of City are not

1.4.6 Association Officers: Association Officers and Directors (City employees) employed and recognized by City may assist employees in resolving complaints and grievances at the lowest possible administrative level of review. Officers and Directors will be allowed a reasonable amount of City time, provided that the work of the employee and the service to the public are not unduly impaired, to investigate, process and meet with management on a complaint or grievance. a. Release Time: A request for release time for the purposes outlined above shall be made prior to taking the release time. Such a request shall not be unreasonableunreasonably denied.
3 b. Designated Officers and Directors: The Association shall provide a current list of all designated Officers and Directors to the City Manager or designee at the beginning of each calendar year and whenever there is a change in the list of Officers and Directors. The list shall show the

1.4.7 City Facilities Use: City facilities shall be available to LMCEA as follows:

1. City Buildings: LMCEA may be granted the use of City buildings, but not City equipment, tor meetings composed of City employees within the argaining unit provided space can be made available without interferin vith City needs. LMCEA shall obtain the permission of the designate

2. Bulletin Boards: LMCEA shall be allowed reasonable use of designated City bulletin boards to provide information to members under the (a) Material shall be posted on space as designated
(b) Posted material shall not be misleading, contain any deliberate misstatements and/or violate any Federal, State or County laws. (c) Material shall be neatly displayed and shall be removed when no longer timely.
authorization of the individual employee. A continuation of LMCEA payroll deductions, without resigning a payroll deduction card, shall be allowed atter ar

1.4.9 Separation From Unit: The provisions of this Agreement shall not apply during periods that an employee is separated from the representation unit but shall be instated upon the return of the employee to the representation unit. The ter eparation" includes transfer out of the unit, layoff and leave of absence wi

1.4.10 Forfeiture of Deductions: If the balance of an employee's wages, after all other involuntary and insurance premium deductions are made in any one pay period, is not sufficient to pay deductions required by this Agreement, no such deductior shall be made for that period.
.4.11 The authorization for payroll deductions described in this agreement sha pecifically require the emplovee to agree to hold the City harmless from a claims, demands, suits or other forms of liability that may arise against the City tol or on account of any deduction made from the wages of such emplovee 2 INSURANCE

2.1 Health Insurance Options: The City shall provide an option for health insurance coverage for ligible employees and dependents. All health and health-related plan or benefit years sha oincide with the calendar vea
4 2.2 PREMIUM: The City will increase the maximum amount that it will pay for all benefits (medical, dental, and vision) currently $t,0652,187/month effective January 1, 2026z Effective the first full pay period after ratification Effective January 1, 2017, the City will increase provide the maximum amount that it will pay for all benefits (medical, dental, vision) as follows:

A. Employee only: $2187 per month;
B. Employee plus 1: an additional $200 per month
A.C. Employee plus Family: an additionalS300 per month, and provide an annual increase to the Employee only amount on January 1" of each year equal to one half (1/2) of any premium increases during the term of this MOU, but not to exceed an annual increase of six and one half (6½%) percent.

2.22.3 Cafeteria Benefits Plan: The City shall provide represented employees a cafeteria benefits plan that will be funded with the City's employer's health benefit contribution.

A. The City shall maintain a Cafeteria Benefits Plan for each represented employee n regular employment status. Monies in and employee's Cafeteria Benefit Pla shall first be used for the following purposes:

2.2.A.12.3.A.1_Medical insurance.

2.2.A.22.3.A.2_Dental insurance.

2.2.A.32.3.A.3_Vision insurance.

Upon first providing proof of medical, dental and vision insurance coverage to the City's Human Resource Department, whether it be from the employee's Cafeteria Benefits Plan or a spouse/partner/parent's employer provided health benefit rogram, a representative employee may elect to use up to 35% of the City's healt lan contribution to the Cafeteria Benefits Plan for one or more of the followin purposes:

2.2.B.t2.3.B.1 Payments on the employee's behalf to the City of Lathrop's deferred compensation providers;

2.2.B.22.3.B.2_ Payment to the City's 125 plan administrator for reimbursement of the Internal Revenue Code 125 eligible dependent care; or

2.2. B.32.3.B.3_As a taxable cash payment of the unused balance.

C. Each represented employee shall provide the Human Resource Department in changes to designations made will be allowed until the following open enrollment D.
notification to the Human Resources Department of any change to the number o his/her dependents which affects the amount of the City payment on the behalf o the employee. Changes in the cafeteria benefit payments required because of a change in an employee's number of dependent shall take effect at the start of the rst pay period in the month next following the month in which notice from tl mployee was received by the Human Resources Department. No retroactiv

2.32.4 Effective Date of Coverage: The effective date of coverage for new employee health, lental, and vision insurance plans shall be in the month next following the date of appointmen o employment as a regular emplovee
5 2.42.5 Dental and Vision Insurance: The City provides dental and vision insurance that is on a calendar plan year. When an employee enrolls in either program, he/she is expected to remain enrolled during the term of this MOU, unless a permissible event, as described in the plan, allows the employee to withdraw or modify coverage.

2.52.6 Life Insurance: Employees with more than 30 days of employment with the City shall receive an amount of group term life insurance equal to the amount of their annual salary.

2.62.7 State Disability Insurance: The City shall purchase, and pay the full premium for, State Disability Insurance (SDI). SDI provides weekly benefits in the event an employee is unable to work due to an illness or injury that is not job-related. Employees receiving benefits from SDI and who are supplementing those benefits with accrued leave time to receive a full paycheck shall receive the City's contribution to their Cafeteria Benefits Plan.

2.72.8 Flexible Benefits: Employees may participate in a flexible benefit program (as allowed and prescribed by Section 125 of the Internal Revenue Code and applicable IRC sections and regulations) that permits the payment of unreimbursed eligible dependent care costs and/or provided that there is no cost to the City, to include other unreimbursed expenses permitted by the Internal Revenue Code and its related regulations. Any Internal Revenue Code amendments that affect these deductible medical expenses and/or City liability shall void that portion of the flexible benefit program.

2.82.9 Continuation of Insurance Benefits While on Leave of Absence: When an employee is on an authorized leave of absence without pay, the employee shall be allowed at the employee's own expense to remain under the health, dental, vision and life insurance coverage for up to twenty-six (26) bi-weekly pay periods provided that such employee shall pay the applicable premiums at least two (2) weeks prior to the premium due date. Specific arrangements for such coverage shall be made with the Finance Department.

Employees who must pay either all or a portion of their health, vision, dental and life benefits shall either arrange for the payment to be deducted from their paychecks or, if the amount of the paycheck is not sufficient, pay those benefits to the Human Resources Department twice per month at least two (2) weeks prior to the premium due date. Failure to pay for these benefits two (2) weeks prior to each premium due date shall result in cancellations of the insurance. 3 SALARIES and COMPENSATION

3.1 Salary Plan: Salaries, including merit step increases, shall be administered pursuant to Personnel Rule 6.2 with the base City-wide Salary plan based on competitive market values.

3.2 Salaries and Merit Step Increases
A. There shall be a four percent (4%) cost-of-living increase for Fiscal Year 20227 and, 20283, 2024 and 2025; beginning the first full pay period in July, 20226 and -July 20273_, July 2024 and July 2025.

3.3 Standby Pay: Full-time employees shall receive $5.00$3.00 per hour as standby compensation for all hours they are assigned to standby except for those hours actually worked and for which the normal pay is received.

3.4 Work Above Class: While the City does not encourage the practice of working out-of-class, it is recognized that there are times when such a situation may occur, such as unforeseen extended leaves or vacations. Working out-of-class assignments are at the discretion of the Department Head. When it does occur, the City agrees with providing just compensation to eligible employees working out-of-class. The City agrees to provide out-of-class compensation after the completion of more than 10 consecutive days of working out-of-class or more than 20 6 accumulative days of working out of class per fiscal year. Out-of-class compensation is to be a minimum salary increment of 5 percent or the lowest step of the higher range, whichever is greater. For purposes of this provision, "eligible employee" refers to an employee in the same class series who is qualified to perform the class duties and who have found to be "meeting job expectations" or better on their most recent evaluation.

Therefore, opportunities for working above class shall, to the extent possible, be spread among all those who qualify for said position. If the supervisor determines that someone will be assigned to work "out-of-class" they shall appoint one of those who qualify. If there is more than one employee who is qualified to work out-of-class, then each such assignment shall be to a different employee so that all qualified employees obtain approximately equal opportunities to work above class. All working above class assignments will be requested by the Department Head and submitted to the City Manager for approval.

3.5 Deferred Compensation Contribution
A. The City of Lathrop maintains four (4) voluntary, employee only Section 457 Deferred Compensation Plans. The City, at its sole discretion, shall have the right at any time during the period covered by this agreement to develop charges necessary for the administration of the plan or plans, and implement said charges for active and inactive participants, to be paid by active and inactive participants.

In any case, the charge shall not exceed the actual cost to the City for administration of the plan or plans as computed by the Finance Director under standard accounting practices for cost allocation purposes.

B. Before implementing a payroll deduction charge, the City will make every effort to negotiate with the plan vendors and/or third--party administrator to recoup the City cost from their management fees.

3.6 Severance Procedures: Severance procedures shall be in accordance with the Personnel Rules section 6.6.

3.7 Bilingual Pay
City agrees to pay $60 per month-pay period for up to five (5) employees as compensation for using their skills in a language other than English under the following conditions:

The employee must be certified to speak, write and read in the language for which pay is be provided; and
Following a request by the employee, the Department Head, as approved by the City Manager, must determine that the language is a certified language and that there is a benefit to the City for the employee to provide translation services in the language for which compensation is requested; and
C. The City has approved the certification process to be used by the employee in advance of the certification being obtained.
4 HOURS OF WORK AND OVERTIME

4.1 Work Hours: Working hours, including City business hours, meals and rest periods, notification of employee absence and flexible work schedules shall be in accordance with Personnel Rule 4.1.

4.2 Overtime and Overtime Compensation: The City of Lathrop shall compensate City employees for all hours worked, including overtime hours worked in compliance with the 7 Fair Labor Standards Act (FLSA). The FLSA categorizes employees as exempt and nonexempt. Exempt employees are not eligible for overtime or compensatory time. Exempt employees includes all employees who meet one or more of the duties test exemptions from overtime under the FLSA (e.g. executive, administrative, professional) and who are paid on a salary basis. Salary basis means compensation in a predetermined amount that is generally not reduced regardless of the quality or quantity of work actually performed.

The City Manager shall classify all positions for purposes of FLSA. Department Heads shall see that records are kept and overtime and compensatory time are approved in accordance with departmental procedures. The Finance Manager shall calculate pay periods. For purposes of the 9/80 alternate work schedule, the Friday worked ends/begins mid-day Friday; the designation of mid-day Friday is the start of the pay period.

A. Overtime Compensation

1. An employee who works beyond the specified numbers of hours in the pay period shall receive compensation at the rate of one and one-half times the regular base pay. All time in paid status, with the exception of vacation, sick and compensatory time taken, shall be deemed time worked for the purposes of this section.

2. Compensatory time may be given in lieu of paid overtime at the discretion of the Department Head. Employees earning compensatory time may only accumulate eighty (80) hours. Employees who accumulate more than the maximum eighty (80) hours shall be paid for overtime hours in excess of Approval of Overtime
Overtime worked must be approved by the Department Head prior to being worked. The Department Head should make sure that appropriate and accurate records of all overtime hours worked and any compensatory time earned are kept.

2. Failure to have overtime approved in advance, except for call-back time, will not prevent the City from compensating the Employee for the time worked; however, disciplinary action may be taken for working unauthorized hours.
c. Payment of Accrued Overtime

1. Any accrued compensatory time shall be used before accrued vacation leave whenever an employee takes time off.

Use of compensatory time should not create a situation where overtime for other personnel within the department or City is necessary to maintain

3. Upon termination of employment, any compensatory time up to the naximum accrual earned and unused by the employee shall be paid at rate of pay equal to the employee's current rate of pay at termination D. Record Keeping
Each Department Head shall see that accurate records are kept of all hours worked by each employee within the department. Such records shall differentiate between scheduled hours and overtime hours worked and all leave hours taken per work period for each employee. Copies of all time worked records shall be submitted te the Finance Department at the end of each pay period or each work period. Thest 8 Hours worked shall be documented and compensated in fifteen (15) minute intervals. For example, an employee working more than five (5) minutes in a fifteen (15) minute interval shall be compensated for fifteen (15) minutes.

5. LEAVES FROM EMPLOYMENT

5.1 Paid Holidays
The City recognizes that various special occasions occur during the course of a year which varrant special celebrations and/or observances. These occasions are generally designate y Federal and/or State Statute, or by tradition. In order to acknowledge these occasions le City has determined that it will recognize certain holidays throughout the year ar low City employees to observe these occasions by granting employees time off wol A. Any day designated as a paid holiday by the City Council shall be considered a legal holiday for City employees.

B. The City shall observe the following holidays:

HOLIDAY DATE OBSERVED
New Year's Day January 1
Martin Luther King Jr. Day 3rd Monday in January
Washington's Birthday 3rd Monday in February
Memorial Day Last Monday in May
Independence Day July 4
Labor Day Ist Monday in September
Veteran's Day November 11th
Thanksgiving Day 4th Thursday in November
Day after Thanksgiving 4th Friday in November
December 24 December 24
December 25th December 25
December 31 New Year's Eve
If a holiday falls on a Sunday, the following Monday will be observed as the holiday, except that if December 24th or December 31st falls on Sunday, the preceding Friday will be observed as the holiday. If a holiday falls on Saturday, the preceding Friday will be observed as the holiday. If December 24th or December 31st falls on Friday, the preceding Thursday will be observed as the 9 C. Employees Occasionally Working Holidays
Regular full-time and regular part-time employees required to occasionally work on a holiday (e.g., Parks and Recreation and Public Works employees) may be permitted to take a different day as the holiday, accrue the time as compensatory time or be compensated for the holiday as approved by the Department Head. Compensation shall include eight (8) hours of Holiday Pay, for full-time employees, plus time and a half for the number of hours actually worked.

5.2 Floating Holiday
Employees shall be entitled to one (1) floating holiday (8, 9, 10, or 12 hours based on employee schedule) each Fiscal Year. Floating Holiday time shall be accrued during the pay period that includes July Ist. New employees hired after July 1s shall not accrue a floating holiday until the following July 1".

Floating holidays accrued shall be available for use the first day following the pay period in which they are accrued, and shall be scheduled at a time mutually agreed upon between the employee and Supervisor/Department Head.

Floating holiday hours must be used in the fiscal year they are received. Any Floating holiday hours remaining at June 30th shall be rolled over into the employee's vacation bank.

5.3 Vacation Time
The City of Lathrop seeks to provide City employees with time away from their daily job duties in order to relax, to refresh their energies and dedication to the job, and to maintain their health and personal well-being. For this purpose, the City has devised a vacation program for City emplovees.

Full-time employees shall begin to accrue vacation leave on the date of hire on a bi-weekly basis at a rate based upon tenure of employment:

Years of Service Monthly Accrual Annual Accrual Max Accrual 0-4 Years 6.667 hrs 80 hrs 240 hrs
5-9 Years 10 hrs 120 hrs 360 hrs
10 + Years 13.33 hrs 160 hrs 480 hrs

5.3.1 Vacation Buy-Back
A. Exempt employees are eligible to buy back up to sixtyforty (6040) hours of accrued vacation hours per year. This will be based on the amount of vacation accrued on December 1st of each year. Vacation buy-back will not be automatic. Employees wanting to buy-back vacation must submit a written request to the City Manager by December 15th of each year. At the time the request is submitted, the exempt employee must have accrued a minimum of sixtyforty (6040) hours of vacation 10 time. If a request is not received by December 15th, the buy-back will not be allowed.

B. Exempt employees whose accrued vacation time exceeds the accrual maximum set forth in the Personnel Rules and Regulations, an additional vacation buy back is authorized for any hours above the accrual cap. Redemption over the maximum accrual amount shall take place quarterly.

C. Non-exempt employees over vacation accrual maximum at January 1 will be able to buy back up to sixty forty (6040) hours of vacation time above the accrual cap per year and will be paid out with pay period one (#1).

5.3.2 Vacation Scheduling
All vacation time must be scheduled in advance with the Department Head and should be taken at a time which does not unnecessarily burden the department. As much as possible and as work scheduling permits employees may take multiple weeks of vacation when properly scheduled with their Department Head. All leave shall be approved by submitting a completed leave form to the Department Head for approval. Leave equaling one (1) week or more should be scheduled at least two (2) months in advance. Earlier scheduling of leave is encouraged in order to allow supervisors

5.3.3 Use of Vacation Benefits
Employees are eligible to take accrued vacation time after completion of an approved probationary period. An employee may take some accrued vacation time prior to having

5.3.4 Vacation Accrual
Employees may accrue vacation time to a maximum of three (3) times their current annual accrual rate. Any employee exceeding this maximum accrual on December 31st of each year shall discontinue accruing vacation until such time as the total accrual drops below the maximum accrual limit. An employee's accrual limit may exceed the maximum limit during the year; however, the employee will discontinue accruing vacation on December 31st of each year if his/her accrual exceeds the maximum limit.

Employees who have a scheduled vacation canceled during the months of November and December due to an emergency may have their maximum vacation accrual temporarily increased. In this ease the employee must meet the following conditions:
(1) The employee's vacation accrual must be above the maximum on December 31st of that year.
(2) The Department Head must determine that there was no other available time during the months of November and December when the vacation could be rescheduled. (3) The maximum accrual extension must be approved by the City Manager. 11 (4) The provisions for discontinuing accrual based on exceeding the maximum limit will be waived for one (1) year. The provisions for discontinuing accrual based on maximum limit shall be enforced the following year.

5.3.5 Accrued Vacation Upon Separation
Employees are entitled to all accrued vacation leave upon their separation as a City employee.

5.4 Sick Leave
The City understands that there are times when a City employee, because of illness or injury, or illness or injury related circumstances, cannot and should not be at work. Sick leave is not a privilege to be used at an employee's discretion, but may only be used in cases of necessity and actual illness or disability of the employee or a family member needing care as set forth below. The City shall adhere to appropriate state and federal mandated family care leave laws. (See Rule 8.4.)

5.4.1 Accumulation and Use of Sick Leave
Full-time and exempt employees may begin to accumulate sick leave on the date of hire at a rate of eight (8) hours per month.

An employee eligible for sick leave may accumulate an unlimited amount of unused sick leave. An employee may begin to utilize accumulated sick leave after having completed three (3) full pay periods of employment

5.4.2 Definition of "Family Member" pursuant to Labor Code Section 245.5 "Family Member" includes the following:
a. A child, which for purposes of this section means a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis. This definition of a child is applicable regardless of age or dependency status.
b. A biological, adoptive or foster parent, stepparent, or legal guardian of an employee or the employee's spouse or registered domestic partner, or a person who stood in loco parentis when the employee was c. A spouse
d. A registered domestic partner
e. A grandparent
f. A grandchild
g. A sibling.

5.4.3 • Notification of Need to Use Sick Leave
the beginning of the scheduled work day or shift (no later than the start of the work shift) to ensure coverage can be arranged.

B. Any use of sick leave, including maternity, paternity, and parenting leave, which results in absence from work exceeding three (3) successive work days, may be required to be supported by a medical certificate or other evidence acceptable to- the supervisor. This evidence may be required on the first working day the employee returns to work. The supervisor or Department Head may ask for medical evidence of illness for any use of sick leave if the request for evidence is made to the employee prior to his or her returning to work following the illness, or if the supervisor has a suspicion of sick leave abuse.

C. If a sick leave circumstance requires an employee to be away from work for a period beyond the individual's accumulated sick leave, then the time away from work may be taken as vacation time or compensatory time if either is available.

When all paid leave is exhausted, leave without pay may be given.

D. Upon return to duty after use of sick leave, the employee shall complete a leave form to be signed by the Department Head and forwarded to the Payroll office.

E. Any employee who is absent from work for a period of three (3) consecutive work days without notifying his or her supervisor shall be separated from employment with the City. This separation shall be defined as a voluntary resignation and as such shall not be subject to the appeal grievance process.

5.4.4 Sick Leave Conversion
A. Employees eligible to accumulate sick leave may at the end of each calendar year convert some of the unused sick leave accumulated during each calendar year to vacation leave provided:

A full-time employee has an accumulated balance of unused sick leave of more than ninety-six (96) hours; conversion does not reduce unused sick leave hours elow ninety-six (96) hours; and the employee has not used more than forty (40 ours of sick leave during the prior calendar year. A maximum of forty (40) hour:
of sick leave may be converted, but will be reduced hour for hour by sick leave used by the employee during the calendar year. If an employee uses forty (40) or more hours of sick leave during the year, no sick leave may be converted.

2. Once an employee has met the criteria for his or her employment, the sick leave conversion will automatically take place, unless the employee directs otherwise.

The additional vacation hours will appear on the employee's check stub or other record. Any sick leave converted shall be added to acrued vacation and be governed by the vacation accrual limits and usage rules. Conversion of sick leave shall be done after the last pay period of each calendar year.

5.4.5 Abuse of Sick Leave
Use of sick leave without legitimate medical need or other legally recognized purpose is sick leave abuse which will be cause for discipline in accordance with disciplinary procedures.

5.4.6 Dealing with Sick Leave upon Termination of Employment 13 An employee leaving City employment for any reason will not receive or be compensated for unused sick leave.

5.4.7 Sick Leave Use and Other Income Benefits
A. Workers Compensation
Sick Leave should not be used for work shifts or days missed during periods of work related injury or illness except to compensate for time not covered by workers compensation insurance. When the injury is reported, the employee shall also declare to the Human Resources Department his/her intent to:
a. Take the workers compensation benefits received in which event the City shall reduce the bi-weekly paycheck by the amount of workers compensation benefits accrued (generally two-thirds of regular wages) The employee may use sick leave for the time not reimbursed by worker Compensation; or
b. Immediately release all workers compensation benefits received to the the City for tre val the of the verters chee by dad benefits. in adition c. Leave related to workers compensation injuries such as workers B. Disability Insurance
Sick leave may be used in conjunction with disability benefits in order to receive 100% of an employee's salary during disability. It is the responsibility of the employee to make sure sick leave use is recorded and documented with the Finance Department when used in conjunction with disability leave.

2. Other
Sick leave use must be coordinated with other benefits as outlined in this Rule.

5.5 _Catastrophic Leave Program

5.5.1. Conditions of Participation:

A. Application for receipt of catastrophic leave donations will be processed by the Human Resources Department.

B. An employee becomes eligible to receive catastrophic leave donations when the employee has exhausted or will soon exhaust all his/her accrued leave, as a result of verifiable long-term illness or injury suffered by the employee. 14 5.5.2. Donation of Time
A. Employees may donate accrued vacation, or compensatory time: sick leave may not be donated
B. Donations may be made in whole hour increments from a minimum of four (4) to a maximum of sixteen (16) hours per donor.

C. Donors must have an overall leave balance of 80 hours remaining after donated time has been deducted.

D. Once donated to an individual, donated leave cannot be reclaimed by the donor.

E. Cumulative total of donated time received by the employee cannot e exceed the minimum amount of time needed by verification of the doctor.

5.5.3. Processing of Donations
A. Upon receipt of an application for use of this section, Human Resources shall verify that the employee has a long-term illness or injury that requires leave under this program.

B. Upon verification, the Human Resources Department shall notify Payroll of the eligibility of the employee to receive catastrophic leave donations.

C. Upon receipt of donation authorizations, Payroll shall take the following actions:

D. Verify that the donating employee has the minimum required leave balance required for the donation and convert donated time dollars at the hourly rate of the donor and subtract from the designated leave category. Pay supplements which are a percentage of base salary (except above class pay and special assignment pay shall be added to the base salary prior to converting the value of the donated time to the recipient.

1. Convert donated dollars as computed above to work hours at the hourly rate of the recipient and add the recipient's sick leave balance.

2. Notify departments of changes in leave balances by noting payroll adjustments for the next payday.

3. Retain a confidential file of donation authorization.

5.5.4. Treatment of Donated Time
A. Donated time is treated as sick leave accrued by the recipient of the donation.

B. Donated time does not alter the employment rights of the county of the recipient, nor extend or alter limitations otherwise applicable to Leaves of Absence of Sick Leave, except as noted in this agreement.
15 C. Employees who are utilizing donated sick leave hours will continue to accrue vacation and sick leave in accordance with the provisions of this Memorandum of Understanding; however, they will not be eligible to receive sick leave conversion.

5.6 Jury Duty
Any employee summoned for jury duty shall receive compensation at their regular rate for those days missed. Any amount received for jury duty pay must be returned to the City. An employee may elect to take compensatory time to perform jury duty and keep the court fees received. If any employee is subpoenaed to court on a personal matter, any time away from work during regularly scheduled working hours shall be compensatory time, vacation time, or leave without pay. Court pay for mileage shall be retained by the employee.

5.7 Management Leave
A. Exempt employees, shall be given twenty five (25) hours per quarter in January, April, July and October for a total of one hundred (100) hours of management leave in each calendar year. This leave shall be prorated at the time of hire for new employees.

B. Management leave not used by December 31st of each year will be converted to vacation time.

C. Scheduling of management leave shall be done in the same manner as vacation scheduling, as outlined in Rule 7.2.

5.8 Leave for Promotional Examinations/Interviews
Employees shall be allowed the necessary time off with pay to participate in internal promotional examinations/interviews for the City, which are held during the regular work hours.

5.9. Authorized Absence
Employees shall be in attendance as required by their position. Any unauthorized absence may be cause for discipline. Authorized absence means permission to be absent from duty for a specified purpose, with the right to return before or upon the expiration of the leave period. Requests for leave are to be completed on a City approved form and submitted to the employee's Department Head.
6 RETIREMENT

6.1. Retirement Formula: The City of Lathrop participates in the California Public Employees Retirement System (CalPERS) as follows:

For full-time or otherwise qualified employees hired before December 31, 2009, the City contracts with CalPERS to provide 2%@55 formula based on the average of the highest 3 years final compensation.
• Employees contribute 4% of the Employee share and the City picks up 3% of le Employee shar
16 • Effective the pay period including 1/1/16 Employees will contribute 7% of the Employee share and there will be no City pick up of Employee share.

For full-time or otherwise qualified employees hired on or between January 1, 2010 and December 31, 2012, or new employees hired on or after January 1, 2013 who qualify as a Classic Employee pursuant to CaPERS regulations, the City contracts with CalPERS to provide 2%@60 formula based on the average of the highest 3 years final compensation.
• Employees contribute 4% of the Employee share and the City picks up 3% of the Employee share.
• Effective the pay period including 1/1/15 Employees will contribute 5% of the Employee share and the City will pick up 2% of Employee share. • Effective the pay period including 1/1/16 Employees will contribute 7% of the Employee share and there will be no City pick up of Employee share.

6.1.3 For full-time or otherwise qualified employees who are hired on or after January 1, 2013 or previous CaPERS members hired on or after January 1, 2013 who are not qualified as Classic Employees pursuant to CalPERS regulations, CalPERS has by statute implemented a 2%@ 62 formula based on the average of the highest 3 years final compensation.
i. Employees shall pay 50% of the normal cost rate as determined by CaPERS.

6.1.4 Employee contributions toward the Employee share shall occur pre-tax pursuant to 414(h)(2) of the Internal Revenue Code.

6.2 Retiree Health Savings: The City will enter into an Administrative Service Agreement with ICMA-RC to make the RHS Plan available to designated employees. Pursuant to the Administrative Service Agreement, the City will act as the sponsor of the Plan. As the Plan sponsor, the City will be responsible for making employee authorized payroll deductions and transmitting them as contributions remitted directly to Vantagepoint Transfer Agents In accordance with the Administrative Service Agreement.

Participation in the RHS Plan shall be restricted to Association members in good standing and Associate Members as defined by the Association Bylaws on file with the City. The RHS Plan Adoption Agreement Section V.B requires that all members of the Association participate in The Plan.

The Association shall notify the City of the amount of payroll deduction to be made on behalf of Plan participants. Each participant shall provide the City with written authorization for a voluntary deduction of the designated amount. Contributions to the RHS Plan shall be made solely with funds designated for that purpose through payroll deduction for each participant.

No contribution will be made by the City.

The initial "Mandatory Employee Compensation Contribution" shall be five percent (5.0%) of each participant's bi-weekly base salary. The Association retains the right to change the mandatory contribution upon notice to ICMA-RC and the City. 17 All costs associated with the Plan, including annual asset fees and annual account administration fees, shall be borne by the individual participants. With the exception of the incidental costs of administering payroll deductions and electronically transmitting the Plan contributions, the City shall not be responsible for any costs associated with the RHS Plan.
7 TRAINING AND EDUCATION

7.1 Driver Training: When requested, all City employees will participate in the City Defensive Driver's Training Program as a mandatory requirement of being an employee of the City.

7.2 Educational Reimbursement Program: It is the City's policy to promote operational efficiency.

A. Education
(1) Employees are eligible to receive tuition reimbursement for educational purposes which tend to improve their ability to accomplish their City job.

Approval for reimbursement must be given by the City Manager prior to enrollment. Requests should be submitted in writing to the City Manager. An Educational Assistance Form may be used.
(2) The payment of education funds is discretionary with a Department Head within appropriate budget limits:
a) Costs are not to exceed $3,000.00 maximum per calendar year. b) Employee's time, books, materials, and travel are at employee's own expense.
c) Class time must be on employee's own time unless approved by the Department Head
d) Passing grade (C or better) or a certificate of completion is required for reimbursement.
(3) An employee must reimburse City if employment is voluntarily terminated within one (1) year.

B. Training
(1) Employee training which is mandated or sponsored by the City should be funded by the employee's department.
(2) Training may, at the discretion of the Department Head, be taken during regularly scheduled work time.
(3) All training and travel costs shall be approved by the Department Head, except out of state travel which must be approved by the City Manager. 18 8. EVALUATIONS AND PERSONNEL FILES

8.1 Employee Performance Evaluation

8.1.1 Performance appraisals shall be administered pursuant to Personnel Rule 5.

If an employee receives a performance evaluation that is not timely and i satisfactory and the employee is eligible for a step increase, the employee shall b entitled to back pay io the start of the pay period following their original

8.2 Employee Personnel Files

8.2.1 Employees shall have the right to review and at their own expense obtain copies of their personnel files maintained by the City. An employee's representative may inspect the contents of an employee member of this bargaining unit's personnel files upon signed and dated authorization by the employee. Authorization shall be valid for sixty (60) calendar days from the date of signature.

Documents not available for inspection include records relating to the investigation of a possible criminal offense, letters of reference, ratings, reports or records that were: A) obtained prior to the employee's employment, B) prepared by identifiable examination committee members, and C) obtained in connection wit a promotional examination, or other legally privileged records.

8.2.3 An employee shall have the right to submit written comments regarding any document placed in his/her personnel file within ten (10) workdays of notice of such placement and to have such comments included in his/her personnel file along with the document. If the employee files such comments, the Department Head and/or City Manager will then have ten (10) workdays to file a response; this will end the response period for the specific document. Written comments shall be submitted to the Administrative Services Director.

PROTECTIVE FOOTWEAR

9.1 Purchase Reimbursement
The City shall reimburse every employee who is required to wear protective footwear up to $350 per year for the purchase or repair of required footwear. To receive reimbursement, the employee shall purchase footwear meeting defined safety specifications and present proof of purchase or repair, including cost.

9.1.2 In the event the employee selects footwear from a vendor provided by the City, the cost of footwear shall be paid directly by the City and the employee shall receive no reimbursement.
10 LAYOFFS/REHIRE OF EMPLOYEES

10.1 Layoff Procedure and Bumping Rights: Layoffs and bumping rights shall be administered pursuant to Personnel Rule 3.8.

11. SUBSTANCE ABUSE REFERRALS

11.1 Employee Assistance Program: The City and LMCEA jointly recognize the value of the City's Employee Assistance Program offered through the Central San Joaquin Valley Risk Management Authority in the evaluation and resolution of employee problems associated with substance abuse.
19 12. GRIEVANCE PROCEDURE

12.1 Purpose: The grievance procedure is provided to:

12.1.1 Promote improved employer-employee relations.

12.1.2 Afford employees individually a systematic means of obtaining further consideration of problems after every other reasonable effort has failed to resolve them through discussions.

12.1.3 Provide that grievances shall be settled as near as possible to the point of origin.

12.1.4 Provide that grievances shall be resolved as informally as possible.

12.2 Matters Subject To Grievance Procedures
evaluations, or any disputes resolved through another City process.

12.3 Employee Rights

12.3.1 The employee may request the assistance of another person in preparing and presenting a grievance at any level of review.

12.3.2 A reasonable amount of time during work hours to prepare the grievance.

12.3.3 Freedom from reprisal for using the grievance procedures. 20 12.4 Informal Grievance Procedure: The right to call other employees as witnesses.

2.4.1 An employee should first attempt to resolve a grievance or complaint throug. liscussion with his/her immediate supervisor without undue delay but within ter (10) calendar days of the issue or the employee's first awareness of the issue. If, after such discussion, the employee does not believe the problem has been satisfactorily resolved, he/she shall have the right to discuss it with the supervisor's mmediate superior, if any without undue delay, but within ten (10) calendar day fter initial supervisory discussion. Every effort should be made to find a acceptable solution by informal means at the most immediate level of supervision. f the employee is not in agreement with the decision reached through suc iscussion. he/she shall have the right to file a formal grievance in writing withi ten (10) calendar days after receiving the informal decision of his/her supervisor.

12.4.2 All informal grievances should be documented by the supervisor and any other supervisors involved.

12.4.3 If an employee's immediate supervisor is the Department Head, and it, atter discussion at that level the problem has not been satisfactorily resolved, the employee may file a formal grievance.

12.5 Formal Grievance Procedure:

12.5.1 Department Review: The grievance shall be presented in writing to the employee's Department Head who may discuss the grievance with the employee, employee representative, if any, and with other appropriate persons. Said grievance must be submitted within thirty (30) calendar days after the employee receives the decision on the informal grievance. The grievance shall include the following information:

12.5.1.1 The specific section of the Rules and Regulations at issue;

12.5.1.2 Facts supporting the grievance including dates, times, documents, and witnesses; and

12.5.1.3 The remedy sought.

12.5.2 The Department Head shall provide a written decision to the employee within fifteen (15) calendar days after receiving the grievance.

12.5.3 If the employee does not agree with the decision reached, or if no answer has been received within fifteen (15) calendar days, the employee may present the grievance in writing to the City Manager. Any such grievance shall be presented within ten (10) calendar days after receipt of the Department Head decision.

12.5.4 Failure of the employee to take further action within ten (10) calendar days after receipt of the Department Head's decision, or within a total of twenty five (25) calendar days if no decision is rendered, will constitute withdrawal of the grievance.

12.6 City Manager Review

12.6.1 Upon receiving the grievance, the City Manager shall provide a written response to the employee within fifteen (15) calendar days. The City Manager may respond based on 1) a review of the grievance file, 2) a meeting with the employee, employee representative, if any, and with other appropriate persons; or both.

12.6.2 If the employee does not agree with the decision reached, or if no answer has been received within fifteen (15) calendar days, the employee may request the matter be heard by a mediator. This request shall occur within fifteen (15) calendar days of the City Manager's written response.
21 12.6.3 Upon request of the employee, the City shall arrange for the matter to be heard by a mediator from the State Mediation and Conciliation Service as soon as possible.

Any costs associated with this mediation step shall be split between the City and the Union. The mediator shall attempt to negotiate a solution to the grievance. If agreement is not reached, the mediator shall issue a non-binding, written ecommendation to the City Manager regarding the accuracy of the circumstance eading to the grievance and the disposition of the grievance includin recommended discipline. The mediator shall make fact findings in support of

12.6.4 Upon recipe orite mediatose the Mida epresentate, if any, and wish at the Union Kepresentative, it any, and with al
other appropriate persons.

12.6.5 The City Manager shall render a final decision in writing to the employee within twenty (20) calendar days after receiving the mediator's recommendation. The City Manager may accept, reject or modify the recommendation of the mediator The decision of the City Manager is final.

13. EMPLOYEE DISCIPLINE

13.1 Employee Conduct Guidelines

13.1.1. City employees are expected to observe certain standards of job performance and conduct. When job performance or conduct do not meet City's standards, City will or she will be subject to discipline, including termination.

13.1.2. The rules set forth in this Rule supplement are intended to provide employees with Plt in disciplinary action, including termination.

13.2. Job Performance

13.2.1. Employees may be subjected to discipline, including termination, for poor job performance, including but not limited to the following:

Excessive absenteeism, tardiness, or abuse of break and lunch privileges;

13.2.4. Failure to follow instructions or City procedures; or

13.2.5. 13.3. Misconduct

13.3.1. Employees may be subject to discipline, including termination, for violating the following:
22 13.3.2. Violation of any City ordinance, resolution, or the provisions of these Rules and Regulations, Administrative Manual provisions, departmental rules and regulations.

13.3.3. Falsifying or making a material omission on an employment application or any other City record.

13.3.4. Inexcusable neglect of duty.

13.3.5. Insubordination, including improper conduct toward a supervisor or refusal to perform tasks assigned by a supervisor in an appropriate manner.

13.3.6. Dishonesty.

13.3.7. Purchasing, possessing, using, selling, or being under the influence of alcohol or illegal drugs while on duty.

13.3.8. Working under the influence of an over the counter drug or prescribed medication that impairs the employee's ability to safely and efficiently perform the duties of his or her position.

13.3.9. Unlawful harassment as defined in Rule 2 of these Rules and Regulations.

13.3.10. Unlawful use, distribution, sale, or possession of illegal drugs while on duty or while operating a City vehicle.

13.3.11. Discourteous or harassing treatment of the public or other employees.

13.3.12. Improper political activity as defined by State Law.

13.3.13. Violation of safety procedures.

13.3.14. Failure to immediately report work-related accidents to supervisor.

13.3.15. Misuse, abuse, and damage of City facilities, property, vehicles and equipment.

13.3.16. Theft of City facilities, property, vehicles and equipment

13.3.17. Refusal to take or subscribe to any oath of affirmation which is required by law in connection with employment.

13.3.18. Conviction of a felony, or conviction of a misdemeanor, involving moral turpitude. A plea or verdict of guilty, or a conviction following a plea of nolo contendere, to a charge of a felony or any offense involving moral turpitude is deemed to be conviction within the meaning of this section.

13.3.19. Any other act which a Department Head or the City Manager deems a violation of City conduct standards.

13.4. Attendance

13.4.1. In addition to the general rules stated above, employees may be subject to discipline, including termination, for failing to observe attendance rules such as the following:

13.4.2. Reporting to work on time, observing the time limits for rest and lunch periods, and a failure to obtain approval to leave work early.

13.4.3. Notifying the supervisor in advance of anticipated tardiness or absence.

13.4.4. Unauthorized leave.
23 13.5. Types of Discipline
A. The type and degree of discipline imposed shall be determined based on the nature and severity of the employee conduct. While the City's goal is to provide progressive discipline, the nature and severity of the employee conduct may not warrant progressive discipline.

B. The type of discipline to be used includes, but is not limited to:
• Counseling
• Verbal Warning
• Counseling or Warning Letter
• Imposition of Review Period
• Performance Salary Reduction
• Suspension
Demotion
Termination

13.6. Procedures for Disciplinary Action.

A. The following procedure shall be used for disciplinary actions regarding performance salary reduction, suspension, demotion, and termination of an employee.

1. Employee shall be served with a Notice of Intended Disciplinary Action (Notice).

2. The Notice of proposed discipline shall include:

3. A statement of the nature of the proposed action.

4. A statement of the reasons for the proposed action, including the specific acts or omissions giving rise to the proposed action.

5. A copy of any documents or other written materials upon which the disciplinary action was fully or in part based.

6. A statement advising the employee of his/her right to appeal such action and the right to union representation.

7. The date, time and location of the Skelly Response meeting, and the name of the Skelly Officer.

B. In those extraordinary circumstances wherein the City Manager determines immediate disciplinary action is necessary as a result of accusations involving misappropriation of public funds or property, or action which would constitute a felony or misdemeanor involving moral turpitude, or where the employee's presence on the job is deemed to be a threat to the safety of other employees or members of the public, the City Manager may place the employee on paid administrative leave while proceeding with the procedures for disciplinary action.
24 C. Skelly Meeting - the employee shall have the right to respond informally to the charges verbally, in writing, or both, before the discipline is imposed.

The employee shall have ten (10) calendar days from receipt of the notice within which to respond to the charges. The employee may request a reasonable extension of time to respond for justifiable reasons. The City Representative hearing the response, the Skelly Officer, shall render a final written decision within ten (10) calendar days of receiving the employee's response. The Skelly Officer may sustain, modify or overturn the recommended disciplinary action. The Skelly response will be delivered to the employee in person, via registered mail or overnight delivery. If the Skelly Officer sustains or modifies the disciplinary action, the action may be imposed after the post-Skelly decision is delivered to the employee.

D. Appeal - the employee shall have the right to appeal the disciplinary action within ten (10) days of receiving the post-Skelly disciplinary decision as follows:

Step 1 - meet with Department Head or if Department Head served as Skelly Officer, then employee may send appeal to the City Manager. The appeal shall be in writing and describe why the employee believes the disciplinary action taken was not appropriate. The response to the appeal will be provided to the employee within ten (10) calendar days.

Step 2 - If not satisfied with the result of Step 1 above, the employee may provide the written appeal to the City Manager for review. The City Manager's written response will be provided to the employee within ten (10) calendar days.

Step 3 - If the employee is not satisfied with the results of Step 2, the employee may request binding arbitration/an appeal hearing. The written request shall be submitted to the City Manager within ten (10) calendar days of receiving the City Manager's response to the appeal.

E. An appeal of the Order of Disciplinary Action shall be heard by an independent hearing officer. The City Manager or designee shall request a list of neutrals from the State Mediation and Conciliation Service. Such list shall be requested within five working days of receipt of an employee's appeal demanding a hearing. The City Manager or designee, and the employee, or the employee's authorized representative shall meet not later than three working days after receipt of the list and select the hearing officer utilizing the alternate strike method. The party striking first shall be determined by the toss of a coin. Should the person selected as the hearing officer be unavailable to commence the hearing process within ninety (90) days of this selection, the parties shall request another name from the State lediation and Conciliation Service and shall proceed again through the li s provided above unless the parties agree to a later date for the hearin using the selected arbitrator/hearing officer.
25 F. The Arbitrator/Hearing Officer shall regulate the conduct of the hearing process. The Arbitrator/Hearing Officer shall set the date, time and place of the hearing, which place shall be on City premises, and shall, by certified United States mail, postage prepaid, give not less than ten (10) days' notice of such date, time and place to the appellant, or his or her other designated representative, the City Manager and the Director of Administrative Services, or designee. The hearing shall be recorded by a court reporter or electronic process. Oral evidence may be heard only on oath or affirmation.

The Arbitrator/Hearing Officer shall, within thirty (30) calendar days of the close of the hearing, file with the Director of Administrative Services, or designee, the decision affirming, modifying, or revoking the Order, and his or her findings and decision to the appellant and to the City Manager.

G. The decision of the Arbitrator/Hearing Officer shall be final for all purposes unless an action or proceeding is commenced in a court of competent jurisdiction to determine the validity of the decision within thirty (30) calendar days of the date of mailing of the notice of decision to the appellant and the City Manager.

H. Employee's failure to respond or file an appeal within any specified time period in this section shall terminate the right to a hearing and the Order shall be deemed final.

14. 14. SUPERSESSION CLAUSE
Except as may hereinafter be agreed to in writing, and except for the Lathrop Employee-Employer Relations Resolution, this Memorandum of Understanding contains the sole and entire agreement between the parties. It supersedes any and all other previous Memoranda of Understanding, side letter, between the parties and incorporates by reference all such previous memoranda between the designated representatives of members of this representation unit and the City and also supersedes and incorporates by reference any and all Resolutions and Minute actions adopted by the Lathrop City Council which were adopted to implement any Memorandum of Understanding between the designated representatives of members of this representation unit and the City; other terms and conditions of employment not specified herein shall remain as they are for the term of the Memorandum of Understanding except that where the language of such Memoranda, Resolutions or such other terms and conditions of employment not specified herein conflicts with, or is different from, the language contained in this Memorandum, this Memorandum shall prevail and apply. The parties acknowledge and agree that neither of them has made any representations with respect to the subject matter of this agreement or any representations inducing the execution and delivery hereof except such representations as are specifically set forth herein. No waiver or modification of this agreement for any covenant, condition or limitation herein contained shall be valid unless in writing and duly executed by the parties hereto; no officer, employee or agent of the City has any authority to waive or modify this agreement or any covenant, condition or limitation herein contained without the express prior approval of the Lathrop City Council or its designee.

15. ME TOO CLAUSE
During the term of the agreement should any bargaining group(s), other than LPOA and unrepresented employees, negotiate an increase to salary orf benefits which is greater than the salary and benefit increases negotiated by LMCEA, the city will provide a matching increase to LMCEA for salary or benefits.
26 APPENDIX A
The Lathrop Management and Confidential Employee's Association (LMCEA) is comprised of regular full-time employees who are incumbents in positions in the job classifications listed as follows:

Accounting Manager Project s Manager
Animal Center Manager Property and Evidence Manager
Assistant Chief Building Official Recreation Manager
Assistant Community Development Director Senior Accountant Assistant Public Works Director Senior Administrative Assistant Budget Manager Senior Civil Engineer
Chief Planning Official Senior Construction Manager
Community Services Supervisor Senior Management Analyst Construction Superintendent Senior Planner
Customer Service Supervisor Special Districts Manager
Cyber Security Officer Streets and Operations Manager
Deputy City Clerk Utility and Revenue Services Manager
Deputy Director Of Parks, Rec & Maint, Services Utility Maintenance Supervisor Deputy Finance Director Utility Operations Superintendent Economic Development Administrator Utility Plant Supervisor Executive Assistant Wastewater Treatment Plant Supervisor Executive Assistant to the Chief of Police
Executive Assistant to the City Manager
Finance Manager
GIS Administrative Engineer
Human Resources Analyst I
Human Resources Analyst Ili
Human Resources Manager
Information Systems Technology Engineer I
Information Systems Technology Engineer II
Information Systems Technology Engineer III
Land Development Manager
Landscape and Irrigation Specialist
Legal Assistant
Legal Secretary
Maintenance Services Supervisor
Management Analyst I (Confidential)
Management Analyst II (Confidential)
Parks & Recreation Supervisor
Parks and Recreation Manager
Parks and Facilitates Manager
Parks and Recreation Superintendent
Parks Project Manager
Parks, Streets & Facilities Maintenance Supt.

Permit and Plan Check Supervisor
Police Records Supervisor
Police Services Manager
Principal Engineer
Principal Planner
27 SIGNED:

CITY OF LATHROP LMCEA
Sonny DhaliwalPaul Akinjo, Mayor Brett Sherman Tony Silva, LMCEA Representative
APPROVED AS TO FORM: Melissa Stathakopoulos, LMCEA President Salvador Navarrete, City Attorney Fodd SebastianBreanna Nuss, LMCEA Vice President
2 ATTACHMENT " E
Lathrop

COMPENSATION AND BENEFITS PLAN

FOR DEPARTMENT HEADS AND UNREPRESENTED

CLASSIFICATIONS
Effective: July 1, 2026 through June 30, 2028
Adopted by Resolution No. 26-

COMPENSATION AND BENEFITS PLAN

FOR DEPARTMENT HEADS AND UNREPRESENTED CLASSIFICATIONS

SECTION 1. PURPOSE AND INTENT
The City Council of the City of Lathrop establishes this Compensation and Benefits Plan (Plan) for Department Heads and designated unrepresented classifications in order to provide a clear, consistent, and publicly approved framework for compensation, benefits, leave, and other terms and conditions of employment.

Employees covered by this Plan are not represented by a recognized employee organization for purposes of collective bargaining. Unless otherwise stated in an individual employment agreement approved by the City Council, covered employees serve in an at-will capacity and serve at the pleasure of the City Manager.

This Plan is intended to promote leadership continuity, organizational stability, recruitment and retention of qualified executive, management, professional, and confidential personnel, and consistent administration of benefits for unrepresented classifications. This Plan shall be administered by the City Manager or designee.

This Plan does not alter the at-will status of any covered employee and does not create a contract of employment, express or implied, except to the extent expressly authorized in an individual written employment agreement approved by the proper appointing authority.

SECTION 2. COVERED CLASSIFICATIONS

1. Positions covered by this plan exclusively are as follows:
a. Assistant City Manager
b. Deputy City Manager
c. Government Services Director/City Clerk
d. Public Works Director/City Engineer
e. Information Systems Director
f. Finance Director
g. Human Resources Director
h. Community Development Director
i. Parks and Recreation Director
j. Senior Construction Manager
k. Chief Building Official

COMPENSATION AND BENEFITS PLAN

FOR DEPARTMENT HEADS AND UNREPRESENTED CLASSIFICATIONS

SECTION 3. RELATIONSHIP TO PERSONNEL RULES, POLICIES, AND LAW
A. Personnel Rules
Covered employees are subject to the City of Lathrop Personnel Rules and Regulations, administrative policies, department policies, and applicable law, except where this Plan, an individual employment agreement, or an adopted resolution provides otherwise.

B. At-Will Employment
Covered Department Heads and unrepresented management employees are at-will employees unless otherwise required by law or expressly stated in a City Council-approved employment agreement. At-will employment may be terminated with or without cause and with or without advance notice, subject to any applicable severance provision, individual agreement, or law.

C. Conflict of Terms
If this Plan conflicts with a City Council-approved individual employment agreement, the individual agreement shall control for that employee. If this Plan conflicts with applicable law, the law shall control. If this Plan is silent, the Personnel Rules, administrative policies, and applicable benefit plan documents shall apply.

D. No Vested Right to Future Benefits
Except as required by law or expressly stated in a City Council-approved agreement, benefits provided under this Plan may be amended, suspended, or discontinued by City Council resolution.

SECTION 4. COMPENSATION
A. Salary Schedule
All covered classifications shall be assigned to the City of Lathrop salary schedule adopted by City Council resolution. The salary schedule shall establish the salary grade, range, and steps applicable to each classification.

B. Salary Placement
Initial salary placement for covered employees shall be determined by the City Manager or appointing authority based on qualifications, experience,

COMPENSATION AND BENEFITS PLAN

FOR DEPARTMENT HEADS AND UNREPRESENTED CLASSIFICATIONS

internal equity, market considerations, recruitment needs, and budget authority.

C. Step Increase
Salary advancement within an adopted range may be granted based on performance, time in step, market equity, recruitment and retention needs, or other factors determined by the City Manager or designee, provided that the employee's salary does not exceed the maximum of the approved salary range unless expressly authorized by City Council.

D. Cost-of-Living Adjustments
The salary ranges for all classifications covered in the plan shall be increased as outlined below:

There shall be a four percent (4%) cost-of-living increase for Fiscal Year 2027 and 2028; beginning the first full pay period in July 2026, and July 2027.

E. Market or Equity Adjustments
The City Council may approve market, equity, classification, or salary range adjustments for covered classifications based on compensation studies, recruitment or retention concerns, internal alignment, operational need, or other legitimate business reasons.

F. Educational Incentive
The City will pay Department Heads and Unrepresented Classifications a 2% incentive on the existing salary step for employees who possess a Bachelor of Arts or Science degree. The maximum pay differential for employees who possess a bachelor's degree is 2% regardless of the number of degrees obtained. The City will pay a 5% incentive on existing salary step and range for employees with a Master's Degree or higher. A maximum of 5% incentive will be provided for Educational Incentive. Human Resources will be responsible for verification by requesting copies of university issued diploma, official transcripts, or verification of degree through National Student Clearinghouse, or similar verification service.

COMPENSATION AND BENEFITS PLAN

FOR DEPARTMENT HEADS AND UNREPRESENTED CLASSIFICATIONS

G. CalPERS Reportability
Only compensation that is reportable under applicable CaPERS law, regulations, circular letters, and guidance shall be reported to CalPERS. The City makes no representation that any compensation or benefit is reportable unless required by CaPERS.

SECTION 5. DEFERRED COMPENSATION
A. Voluntary Deferred Compensation
Covered employees may voluntarily participate in City-approved deferred compensation plans, subject to plan rules, Internal Revenue Code limits, and administrative requirements.

B. City Contributions
A City funded contribution to the Department Heads and Unrepresented Classifications Deferred Compensation Plan will be made in the amount of five thousand dollars ($5,000) annually. City paid deferred compensation will be paid biweekly ($192.30 bi-weekly) and will be prorated.

C. Cafeteria Benefit Conversion
Upon first providing proof of medical, dental and vision insurance coverage to the City's Human Resource Department, whether it be from the employee's Cafeteria Benefits Plan or a spouse/partner/parent's employer provided health benefit program, a representative employee may elect to use up to 35% of the City's health plan contribution to the Cafeteria Benefits Plan for one or more of the following purposes:

1. Payments on the employee's behalf to the City of Lathrop's deferred compensation providers;

2. Payment to the City's 125 plan administrator for reimbursement of the Internal Revenue Code 125 eligible dependent care; or

3. As a taxable cash payment of the unused balance.

COMPENSATION AND BENEFITS PLAN

FOR DEPARTMENT HEADS AND UNREPRESENTED CLASSIFICATIONS

SECTION 6. RETIREMENT
A. CalPERS Retirement
Covered employees shall participate in the California Public Employees' Retirement System, if eligible, in accordance with the City's CalPERS contract, applicable law, and each employee's CaPERS membership status.

B. Sick Leave Payout Upon CaPERS Retirement
Upon retirement from the City of Lathrop, an eligible employee covered by this Plan may elect to receive a payout of accrued, unused sick leave, up to a maximum of five hundred (500) hours, provided that the employee becomes eligible for retirement and properly files for retirement through the California Public Employees' Retirement System ("CalPERS").

To qualify for this payout, the employee must separate from City employment in good standing and retire from the City through CalPERS, with no break between separation from City employment and the effective date of CaPERS retirement, unless otherwise approved by the City Manager or required by law.

The sick leave payout shall be based on the employee's regular base hourly rate of pay in effect at the time of separation and shall be included in the employee's final compensation check, subject to applicable payroll taxes, withholdings, and legally required deductions.

Any accrued sick leave balance in excess of five hundred (500) hours shall not be paid out, except as otherwise required by law, City policy, CaPERS contract, or an applicable employment agreement. Sick leave paid under this section shall not be considered CalPERS reportable compensation unless required by applicable CalPERS law, regulation, or guidance.

SECTION 7. HEALTH AND WELFARE BENEFITS
A. Medical Insurance
The City shall provide an option for health insurance coverage for eligible employees and his/her eligible dependents. All health and health-related plan or benefit years shall coincide with the calendar year.

COMPENSATION AND BENEFITS PLAN

FOR DEPARTMENT HEADS AND UNREPRESENTED CLASSIFICATIONS

1. PREMIUM: City will increase the maximum amount that it will pay for all health-related benefits (medical, dental, vision). Effective July 1, 2026 and for the duration of the plan, the City will increase the maximum amount that it will pay for all health-related benefits (medical, dental and vision) to one half (1/2) of any premium increases during the term of this plan, but not to exceed an annual increase of six and one half percent (6.5%).

2. METHOD FOR INCREASE: The increase in the maximum amount shall be benchmarked against the EMPLOYEE rate.

3. TIERED PREMIUM: For employee's who elect medical coverage the City shall contribute an additional premium amount on a monthly basis for employees covering eligible dependents.
a. An additional $200/ month for EMPLOYEE PLUS ONE coverage b. An additional $300/ month for FAMILY coverage
E. Life Insurance
Employees with more than 30 days of employment with the City shall receive an amount of group term life insurance equal to the amount of their annual salary.

F. Flexible Spending Accounts
Eligible employees may participate in City-approved flexible spending account plans, subject to plan documents, annual enrollment requirements, and applicable law.

G. Supplemental Benefits
Eligible employees may participate in voluntary supplemental benefit programs offered by the City, subject to plan availability, plan documents, and employee-paid premiums unless otherwise approved by the City Council.

H. Employee Assistance Program
The City may provide an Employee Assistance Program for eligible employees, subject to provider terms and City policy.

COMPENSATION AND BENEFITS PLAN

FOR DEPARTMENT HEADS AND UNREPRESENTED CLASSIFICATIONS

SECTION 8. LEAVES AND HOLIDAYS
A. Vacation Leave
Covered employees shall accrue vacation leave in accordance with City policy, the Personnel Rules and Regulations, applicable benefit documentation, or City Council resolution. Unless otherwise approved, vacation accrual shall be based on length of City service.

B. Vacation Accrual Schedule
Unless otherwise approved by City Council resolution or individual agreement, regular full-time covered employees shall accrue vacation in accordance with City policy, Personnel Rules, and applicable law.

C. Vacation Buy-Back
Exempt employees are eligible to buy back up to sixty (60) hours of accrued vacation hours per year. This will be based on the amount of vacation accrued on December 1st of each year. Vacation buy-back will not be automatic. Employees wanting to buy-back vacation must submit a written request to the City Manager by December 15th of each year. At the time the request is submitted, the exempt employee must have accrued a minimum of sixty (60) hours of vacation time. If a request is not received by December 15th, the buy-back will not be allowed. Exempt employees whose accrued vacation time exceeds the accrual maximum set forth in the Personnel Rules and Regulations, an additional vacation buy back is authorized for any hours above the accrual cap. Redemption over the maximum accrual amount shall take place quarterly.

D. Management Leave
In recognition of the hours and responsibilities associated with Department Heads and Unrepresented Classifications service, covered employees shall receive management leave on a quarterly basis as follows:

Years of Service Quarterly Accrual Annual Accrual
0-4 Years 30 Hours 120 Hours
5-9 Years 37.5 Hours 150 Hours
10 + Years 45 Hours 180 Hours
Management leave not used by December 31st of each year will be converted to vacation time.

COMPENSATION AND BENEFITS PLAN

FOR DEPARTMENT HEADS AND UNREPRESENTED CLASSIFICATIONS

E. Sick Leave
Covered employees shall accrue sick leave in accordance with City policy, Personnel Rules, and applicable law. Unless otherwise approved, regular full- time employees accrue 96 hours of sick leave annually.

F. Sick Leave Conversion
Eligible employees may convert sick leave to vacation or other benefit as authorized by the Personnel Rules, City policy, or City Council resolution.

G. Holidays
Covered employees shall receive City-observed holidays in accordance with City policy and the Personnel Rules. Unless otherwise approved, covered employees shall receive twelve City holidays annually and one floating holiday.

G. Bereavement Leave
Covered employees may use bereavement leave in accordance with City policy, Personnel Rules, and applicable law.

H. Protected Leaves
Covered employees shall be eligible for protected leaves, including but not limited to FMLA, CFRA, Pregnancy Disability Leave, military leave, jury duty leave, and other legally required leaves, in accordance with law and City policy.

I. Leave Accrual Caps and Cash-Out
Leave accrual caps, cash-out rights, sell-back opportunities, and payout upon separation shall be governed by City policy, Personnel Rules, this Plan, and applicable law. Any cash-out program must be administered in compliance with constructive receipt rules and applicable tax law.

SECTION 9. TUITION REIMBURSEMENT
A. Tuition
Employees are eligible to receive tuition reimbursement for educational purposes which tend to improve their ability to accomplish their City job.

Approval for reimbursement must be given by the City Manager prior to

COMPENSATION AND BENEFITS PLAN

FOR DEPARTMENT HEADS AND UNREPRESENTED CLASSIFICATIONS

enrollment. Requests should be submitted in writing to the City Manager. An Educational Assistance Form may be used.

The payment of tuition reimbursement funds is discretionary within appropriate budget limits:

1. Costs are not to exceed $3,000 maximum per calendar year.

2. Employee's time, books, materials, and travel are at employee's own expense.

3. Class time must be on employee's own time unless approved by the City Manager.

4. Passing grade (C or better) or a certificate of completion is required for reimbursement.

5. An employee must reimburse City if employment is voluntarily terminated within one (1) year.

SECTION 10. DISABILITY INSURANCE
A. State Disability Insurance
Covered employees shall participate in State Disability Insurance or another applicable disability program as provided by law, City policy, or City Council resolution.

B. Employer-Paid Disability Coverage
The City may provide employer-paid disability coverage for unrepresented classifications if approved by City Council resolution, benefit plan documentation, or policy.

C. Coordination With Paid Leave
Disability benefits may be coordinated with accrued paid leave in accordance with City policy, applicable benefit plan documents, and law. Employees shall not receive more than their regular compensation through the combination of disability benefits and paid leave.

SECTION 11. OTHER POST EMPLOYMENT BENEFITS - "OPEB"
To maintain fiscal solvency, the City will maintain post-employment benefit obligations in the following manner:

COMPENSATION AND BENEFITS PLAN

FOR DEPARTMENT HEADS AND UNREPRESENTED CLASSIFICATIONS

1. Maintain Irrevocable Trust Fund established in FY 14-15 - Medical Benefits
a. CalPERS to administer

2. Continue funding OPEB contributions and annual required contribution for term of agreement:

3. Other Post Employment Benefits
a. Medical post-retirement age eligible at 55
i. All employees retiring after Dec. 31, 2014
il. All new hires
b. Post-retirement medical for all employees retiring after Dec. 31, 2014 and New Hires
i. Retiree +1
ii. City-paid retiree medical 55-65, same health benefits premium contribution as active employees; continue
existing City and employee contributions;
iii. City will pay one half (50%) of the difference in premium increase up to 6.5%; tied to the average plan cost.
iv. City-paid medical at Medicare eligibility (65) = The City will pay the CalPERS Minimum Employer Contribution (i.e.,
$162/mo. - 2026)
v. Retiree is responsible for paying the cost of medical premiums as established by CalPERS.
vi. The City will process a reimbursement through the
designated third-Party Administrator (TPA). The TPA will process the reimbursement to the retiree on or about the 1st of each month.
c. Post-retirement medical for existing annuitants and employees retiring on or before December 31, 2014 - No change for term of agreement

COMPENSATION AND BENEFITS PLAN

FOR DEPARTMENT HEADS AND UNREPRESENTED CLASSIFICATIONS

4. Maintain Post-Retirement Benefit Schedule
a. Employees hired prior to July 1, 2014; 100% vested
b. Employees hired July 1, 2014 or later; 25% @ 5 yrs., 50% @ 10 yrs., 100% @15 yrs.
c. The benefit stipend is a dollar amount equal to 100% of active average plan cost, by category; i.e. retiree +1
d. The determined benefit stipend may increase during retirement, as described in subsection (b, ii); however, it will not be reduced from a previously calculated amount.

Covered employees may be eligible for retiree medical benefits as provided by City Council resolution, City policy, applicable benefit documentation, CaPERS requirements, and law.

SECTION 12. CITY COUNCIL APPROVAL
Adopted by the City Council of the City of Lathrop on [insert date] by Resolution No. [insert resolution number].

CITY OF LATHROF Adopted by Resolution No. 26-_

GRADE-STEP TABLI
*FOR REFERENCE USE ONLY Eff. 07/04/2026
GRADE CLASSIFICATION UNIT STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 20 hourly $ 17.7615 $ 18.6497 5 19.5823|$ 20.5613 $ 21.5893 bi-weekly 1,421 1,492 1,567 1,645
3,079 3,233 3,394 3,564
36,944 38,791 40,731 42,767 44,906
21 $ 18.2056 $ 19.1161 $ 20.0716 $ 21.0752 $ 22.1291
1,456 1,529 1,606 1,686 1,770
3,156 3,313 3,479 3,653
37,868 39,761 41,749 43,836
22 malanne $ 18.6602| $ 19.5934 20.5729 $ 21.6015 $
1,493 1,567 1,646 1,728
3,234 3,396 3,566 3,744
38,813 40,754 42,792 44,931
23 $ 19.1272 $ 20.0837 $ 21.0879 Ts 22.1426 $
1,530 1,607 1,687 1,771
3,315 3,481 3,655 3,838
39,785 41,774 43,863 46,057
24 $ 19.6057 $ 20.5860 $ 21.6149 $ 22.6958 $
bi-weekly 1,568 1,647 1,729 1,816 1,906
monthly 3,398 3,568 3,747 3,934 4,131
annual 40,780 42,819 44,959 47,207 49,567
hourly 20.0958 $ 21.1002 $ 22.1551 $ 23.2632 $ 24.4265
bi-weekly 1,608 1,688 1,772 1,861 1,954
monthly 3,483 3,657 3,840 4,032 4,234
annual 41,799 43,888 46,083 48,387 50,807
26 hourly $ 20.5981 $ 21.6280 $ 22.7092 $ 23.8446 $ 25.0369 bi-weekly 1,648 1,730 1,817 1,908 2,003
monthly 3,570 3,749 3,936 4,133 4,340
annual 42,844 44,986 47,235 49,597 52,077
27 RECREATION LEADER UNREP hourly $ 21.1129 $ 22.1686 $ 23.2773 $ 24.4413 25.6631 FLEET ATTENDANT UNREP bi-weekly 1,689 1,773 1,862 1,955 2,053 monthly 3,660 3,843 4,035 4,236 4,448
annua 43,915 46,111 48,417 50,838 53,379
28 hourly $ 21.6407 $ 22.7227 $ 23,8589 $ 25.0519 $ 26.3047 bi-weekly 1,731 1,818 1,909 2,004 2,104
monthly 3,751 3,939 4,136 4,342 4,559
annua 45,013 47,263 49,627 52,108 54,714
hourly $ 22.1819 $ 23.2910 $ 24.4554 $ 25.6781 $ 26.9622 bi-weekly 1,775 1,863 1,956 2,054 2,157
monthly 3,845 4,037 4,239 4,451 4,673
annual 46,138 48,445 50,867 53,410 56,081
30 $ 22.7363 $ 23.8731 $ 25.0667 $ 26.3200 $ 27.6360
1,819 1,910 2,005 2,106 2,211
3,941 4,138 4,345 4,562 4,790
annua 47,292 49,656 52,139 54,746 57,483
31 hourly $ 23.3048 $ 24.4697 $ 25.6935 $ 26.9779 $ 28.3270 bi-weekly 1,864 1,958 2,055 2,158 2,266
monthly 4,039 4,241 4,454 4,676 4,910
annual 48,474 50,897 53,443 56,114 58,920
OFFICE ASSISTANT I SEIU hourly $ 23.8874 $ 25.0816 $ 26.3359 $ 27.6522 $ 29.0351 SENIOR RECREATION LEADER SEIU bi-weekly 1,911 2,007 2,107 2,212 2,323 monthly 4,140 4,347 4,565 4,793 5,033
annual 49,686 52,170 54,779 57,517 60,393
hourly 24.4845 $ 25.7087 $ 26.9941 $ 28.3440 $ 29.7611
bi-weekly 1,959 2,057 2,160 2,268 2,381
monthly 4,244 4,456 4,679 4,913 5,159
annual 50,928 53,474 56,148 58,955 61,903
hourly $ 25.0966 $ 26.3516 $ 27.6693 $ 29.0528 $ 30.5051 bi-weekly 2,008 2,108 2,214 2,324 2,440
monthly 4,350 4,568 4,796 5,036 5,288
annual 52,201 54,811 57,552 60,430 63,451
35 OFFICE ASSISTANT IT SEIU hourly $ 25.7243 $ 27.0102 $ 28.3606 $ 29.7786 $ 31.2676 [bi-weekly 2,058 2,161 2,269 2,382 2,501
monthly 4,459 4,682 4,916 5,162 5,420
annual 53,507 56,181 58,990 61,939 65,037

Attachment "F"
CITY OF LATHROI Adopted by Resolution No. 26-—

GRADE-STEP TABLE
*FOR REFERENCE USE ONLY Eff. 07/04/2026
GRADE CLASSIFICATION UNIT STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 36 hourly 26.3674 $ 27.6854 $ 29.0700 $ 30.5232 $ 32.0495 bi-weekly 2,109 2,215 2,326 2,442 2,564
monthly 4,570 4,799 5,039 5,291 5,555
annual 54,844 57,586 60,466 63,488 66,663
37 SPECIAL ASSISTANT SEIU hourly $ 27.0262 $ 28.3775 $ 29.7964 $ 31.2865 $ 32.8505 ANIMAL CENTER ASSISTANT SEIU bi-weekly 2,162 2,270 2,384 2,628 monthly 4,685 5,403 5,694
4,919 5,165
annual 56,214 59,025 61,977 65,076 68,329
38 hourly 27.7023 $ 29.0872 $ 30.5412 $ 32.0683 $ 33.6720 bi-weekly 2,216 2,327 2,443 2,565 2,694
monthly 4,802 5,042 5,294 5,559 5,836
annual 57,621 60,501 63,526 66,702 70,038
39 ourly $ 28.3946 $ 29.8144 $ 31.3048 $ 32.8704 $ 34.5134 bi-weekt 2,272 2,385 2,504 2,761
monthly 4,922 5,168 5,426 5,982
annual 59,061 62,014 65,114 68,370 71,788
40 hourly 29.1048 $ 30.5600 $ 32.0878 $ 33.6921 $ 35.3765 bi-weekly 2,328 2,445 2,567 2,695 2,830
monthly 5,045 5,297 5,562 5,840 6,132
annual 60,538 63,565 66,743 70,080 73,583
41 ADMINISTRATIVE ASSISTANT I SETU hourly $ 29.8320 $ 31.3236 $ 32.8899 $ 34.5343 $ 36.2608 MAINTENANCE WORKER I SEIU bi-weekly 2,387 2,506 2,631 2,763 2,901 WATER METER READER I SEIU monthly 5,171 5,429 5,701 5,986 6,285 RECREATION COORDINATOR I SEIU annual 62,051 65,153 68,411 71,831 75,423 42 CUSTOMER SERVICE REPRESENTATIVE I SEIU hourly $ 30.5777 $ 32.1067 $ $ 35.3977 $ 37.1680 bi-weekly 2,446 2,569 2,832 2,973
monthly 5,300 5,565 6,136 6,442
annual 63,602 66,782 73,627 77,309
43 POLICE OFFICER TRAINEE NON-SWORN hourly 31.3418 $ 32.9095 $ $ 36.2826 $ 38.0966 POLICE RECORDS ASSISTANT I SEIU bi-weekly 2,507 2,633 2,903 3,048 monthly 5,433 5,704 6,289 6,603
annual 65,191 68,452 75,468 79,241
44 INFORMATION SYSTEMS TECHNICIAN SEIU hourly $ $ 37.1897 $ 39.0493 bi-weekly 2,975 3,124
monthly 6,446 6,769
annual 77,355 81,223
45 ADMINISTRATIVE ASSISTANT II SETU hourly $ $ $ $ 38.1194 $ 40.0255 MAINTENANCE WORKER II SEIU bi-weekly 3,050 3,202
RECREATION COORDINATOR II SEIU monthly 6,607 6,938
WATER METER READER II SEIU annual 79,288 83,253
46 POLICE RECORDS ASSISTANT IT SEIU hourly $ $ $ $ 39.0726 $ 41.0259 bi-weekly 3,126 3,282
monthly 6,773 7,111
annual 81,271 85,334
47 ADMINISTRATIVE ASSISTANT III SEIU hourly $ $ $ $ 40.0489 $ 42.0515 ADMINISTRATIVE TECHNICIAN I SEIU bi-weekly 3,204 3,364
HUMAN RESOURCES TECHNICIAN SEIU monthly 6,942 7,289
PERMIT TECHNICIAN I SEIU annual 83,302 87,467
48 MAINTENANCE WORKER III SEIU hourly $ $ $ $ 41.0501 $ 43.1031

SOLID WASTE & RESOURCE
CONSERVATION COORDINATOR SEIU bi-weekly 2,979 3,284 3,448 monthly 6,454 7,115 7,471
annual 77,447 85,384 89,654
49 CUSTOMER SERVICE REPRESENTATIVE II SETU hourly $ 38.1647 $ $ 42.0771 $ 44.1807 PROPERTY AND EVIDENCE TECHNICIAN SEIU bi-weekly 3,053 3,366 3,534 monthly 6,615 7,293 7,658
annua 79,382 87,520 91,896
50 ENGINEERING TECHNICIAN T SEIU hourly $ $ 39.1188 $ $ 43.1285 $ 45.2851 PLANNING TECHNICIAN I SEIU bi-weekly 3,130 3,450 3,623
monthly 6,781 7,476 7,849
annua 81,367 89,707 94,193
51 ADMINISTRATIVE TECHNICIAN II SEIU hourly $ $ 40.0974 $ $ 44.2072 $ 46.4173 PERMIT TECHNICIAN II SEIU bi-weekly 3,208 3,537 3,713
SENIOR ADMINISTRATIVE ASSISTANT LMCEA monthly 6,950 7,663 8,046 SENIOR CUSTOMER SERVICE REP SEIU annua 83,403 91,951 96,548

Attachment "F"
CITY OF LATHROP Adopted by Resolution No. 26--

GRADE-STEP TABLE
*FOR REFERENCE USE ONLY Eff. 07/04/2026
GRADE CLASSIFICATION UNIT STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 52 ACCOUNTANT I SEIU hourly $ 39.1421 $ 41.0990 $ 43.1542 $ 45.3118 $ 47.5774 BUILDING INSPECTOR I SEIU bi-weekly 3,131 3,288 3,452 3,625 3,806 COMMUNITY SERVICE OFFICER I SEIU monthly 6,785 7,124 7,480 7,854 8,247 HR ANALYST I LMCEA annual 81,416 85,486 89,761 94,249 98,961

UTILITY OPERATOR I SEIU
53 CONSTRUCTION INSPECTOR I SEIU hourly $ 40.1209 $ 42.1265 $ 44.2327 $ 46.4447 48.7671 POLICE RECORDS SUPERVISOR LMCEA bi-weekly 3,210 7,302 7,539 3,716 3,901 LEGAL SECRETARY LMCEA monthly 6,954 8,050 8,453
annual 83,451 87,623 92,004 96,605 101,436
54 ENGINEERING TECHNICIAN II SEIU hourly $ 41.1237 43.1799 45.3387 47.6058 $ 49.9862 EXECUTIVE ASSISTANT LMCEA bi-weekly 3,290 3,627 3,808 3,999 PLANNING TECHNICIAN II SEIU monthly 7,128 2.154 7,859 8,252 8,664 annual 85,537 89,814 94,305 99,020 103,971
BUILDING INSPECTOR IT SETU hourly $ 42.1519 $ 44.2595 $ 46.4725 $ 48.7959 $ 51.2357 COMMUNITY SERVICE OFFICER II SEIU bi-weekly 3,372 3,541 3,718 3,904 4,099 PERMIT TECHNICIAN III SEIU monthly 7,306 7,672 8,055 8,458 8,881 PLANS EXAMINER I SEIU annual 87,676 92,060 96,663 101,495 106,570

SENIOR ACCOUNTING TECHNICIAN SEIU
56 ACCOUNTANT II SEIU hourly $ 43.2058 $ 45.3658 $ 47.6343 $ 50.0162 $ 52.5167 CRIME & INTELLIGENCE ANALYST SEIU bi-weekly 3,456 3,629 3,811 4,001 4,201

CROSS CONNECTION CONTROL
SPECIALIST SEIU monthly 7,489 7,863 8,257 8,669 9,103
DEPUTY CITY CLERK LMCEA annual 89,868 94,361 99,079 104,034 109,235

HR ANALYST II LMCEA

MANAGEMENT ANALYST I
(CONFIDENTIAL) LMCEA

UTILITY OPERATOR II SEIU
57 CONSTRUCTION INSPECTOR II SEIU hourly $ 44.2857 $ 46.5000 $ 48.8252 $ 51.2661 $ 53.8296 CUSTOMER SERVICE SUPERVISOR LMCEA bi-weekly 3,720 3,906 4,306 monthly 3,543 8,060 8,463 9,330

LEGAL ASSISTANT LMCEA
PARKS & RECREATION SUPERVISOR LMCEA annual 92,114 96,720 101,556 106,634 111,966 58 ASSISTANT PLANNER SEIU hourly $ 45.3929 $ 47.6626 50.0457 $ 52.5477 $ 55.1755 JUNIOR ENGINEER SEIU |bi-weekly 3,813 4,004 4,414
monthly 7,821 8,262 8,675 3,204 9,564

SENIOR ENGINEERING TECHNICIAN SEIU
ELECTRICIAN / INSTRUMENT TECH SEIU 'annual 94,417 99,138 104,095 109,299 114,765 59 BUILDING INSPECTOR III SEIU hourly $ 46.5277 $ 48.8541 $ 51.2967 $ 53.8613 $ 56.5548 CHIEF UTILITY OPERATOR SEIU i-weekl 3,722 3,908 4,104 4,309 4,524 COMMUNITY SERVICE OFFICER III SEIU monthl 8,065 8,468 8,891 9,336 9,803 LANDSCAPE & IRRIGATION SPECIALIST LMCEA annual 96,778 101,617 106,697 112,031 117,634

MAINTENANCE SERVICES SUPERVISOR LMCEA

PLANS EXAMINER II SEIU

EXECUTIVE ASSIST TO THE CHIEF OF
60 POLICE LMCEA hourly $ 47.6912 $ 50.0757$ 52.5793 $ 55.2084 57.9686

EXECUTIVE ASSIST TO THE CITY
MANAGER LMCEA bi-weekly 3,815 4,006 4,206 4,417 4,637
GIS/CAD ENGINEERING TECHNICIAN SEIU monthly 8,266 8,680 9,114 9,569 10,048 INFORMATION SYSTEMS ENGINEER I LMCEA annual 99,198 104,157 109,365 114,834 120,575

MANAGEMENT ANALYST II
(CONFIDENTIAL) LMCEA
CONSTRUCTION INSPECTOR III SEIU hourly $ 48.8831 $ 51.3275 $ 53.8936 $ 56.5883 $ 59.4178 POLICE SERVICES MANAGER LMCEA bi-weekly 3,911 4,106 4,311 4,527 10,55 monthly 8,473 8,897 9,342 9,809
annual 101,677 106,761 112,099 117,704 123,589
WW TREATMENT PLANT SUPERVISOR LMCEA hourly $ 50.1052 $ 52.6107 $ 55.2409 $ 58.0033 60.9031 bi-weekly 4,008 4,209 4,419 4,640 4,872
monthly 8,685 9,119 9,575 10,054 10,557
annual 104,219 109,430 114,901 120,647 126,679

Attachment "F"
CITY OF LATHROP Adopted by Resolution No. 26-_

GRADE-STEP TABLE
*FOR REFERENCE USE ONLY Eff. 07/04/2026
GRADE CLASSIFICATION UNIT STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 63 ASSOCIATE PLANNER SEIU hourly $ 51.3580 $ 53.9258 $ 56.6222 59.4530 $ 62.4256 SENIOR BUILDING INSPECTOR SEIU bi-weekly 4,109 4,314 4,530 4,756 10020 UTILITY OPERATOR III SEIU monthly 8,902 9,347 9,815 10,305 annual 106,825 112,166 117,774 123,662 129,845
64 TASSISTANT ENGINEER SEIU hourly $ 52.6417 $ 55.2736 $ 58.0377$ 60.9397 $ 3,89 ANIMAL CENTER MANAGER LMCEA bi-weekly 4,211 4,422 4,643 4,875 COMPLIANCE ENGINEER SEIU monthly 9,125 9,581 10,060 10,563 11,091 PROPERTY AND EVIDENCE MANAGER LMCEA annual 109,495 114,969 120,718 126,755 133,092

STREETS AND OPERATIONS MANAGER LMCEA

UTILITY & REVENUE SERVICES MANAGER LMCEA
65 BUDGET MANAGER LMCEA hourly $ 53.9579 $ 56.6561 $ 59.4885 $ 62.4630 $ 65.5864 SENIOR ACCOUNTANT LMCEA bi-weekly 4,317 4,532 4,759 10,97 5,247 monthly 9,353 9,820 10,311 11,368
annual 112,232 117,845 123,736 129,923 136,420
hourly $ 55.3069 $ 58.0720 $ 60.9758 $ 64.0245 $ 67.2262 bi-weekly 4,425 10,066 4,878 5,122 14,853
monthly 9,587 10,569 11,098
annual 115,038 120,790 126,830 133,171 139,831
67 COMMUNITY SERVICES SUPERVISOR LMCEA hourly $ 56.6895 $ 59.5241 $ 62.5001 $ 65.6257 $ 68.9063 CYBER SECURITY OFFICER LMCEA bi-weekly 4,535 4,762 5,000 5,250 5,513 GIS ADMINISTRATIVE ENGINEER LMCEA monthly 9,826 10,318 10,833 11,375 11,944 HUMAN RESOURCES MANAGER EXEMPT annual 117,914 123,810 130,000 136,501( 143,325

INFORMATION SYSTEMS ENGINEER II LMCEA

PARKS AND RECREATION MANAGER LMCEA

SENIOR MANAGEMENT ANALYST LMCEA

SPECIAL DISTRICTS MANAGER LMCEA
PERMIT AND PLAN CHECK SUPERVISOR LMCEA hourly $ 58.1066 s 61.0122 $ 64.0626 $ 67.2659 $ 70.6293 bi-weekly 4,649 4,881 5,125 5,381 5,650
monthly 10,072 10,575 11,104 11,659 12,242
annual 120,862 126,905 133,250 139,913 146,909
SENIOR PLANNER LMCEA hourly $ 59.5594$ 62.5374 $ 65.6644 $ 68.9475 $ 72.3947 UTILITY PLANT SUPERVISOR LMCEA bi-weekly 4,765 5,003 5,253 5,516 5,792 UTILITY MAINTENANCE SUPERVISOR LMCEA monthly 10,324 10,840 11,382 11,951 12,548 annual 123,884 130,078 136,582 143,411 150,581
70 ASSOCIATE ENGINEER SEIU hourly $ 61.0486 $ 64.1012 $ 67.3058 $ 70.6713 $ 74.2047 bi-weekly 4,884 5,128 5,384 5,654 5,936
monthly 10,582 11,111 11,666 12,250 12,862
annual 126,981 133,330 139,996 146,996 154,346
71 INFORMATION SYSTEMS ENGINEER III LMCEA hourly $ 62.5750 $ 65.7033 $ 68.9886 $ 72.4377 $ 76.0598 PARKS AND REC SUPERINTENDENT LMCEA bi-weekly 5,006 5,256 5,519 5,795 6,085 monthly 10,846 11,389 11,958 12,556 13,184
annual 130,156 136,663 143,496 150,671 158,204

PARKS, STREETS & FACILITES
72 MAINTENANCE SUPERINTENDENT LMCEA hourly $ 64.1392 $ 67.3461 $ 70.7135 $ 74.2489 $ 77.9614 bi-weekly 5,131 5,388 5,657 5,940 6,237
monthly 11,117 11,673 12,257 12,870 13,513
annual 133,410 140,080 147,084 154,438 162,160
73 ASSISTANT CHIEF BUILDING OFFICIAL LMCEA hourly $ 65.7424 $ 69.0296 $ 72.4812 $ 76.1051 $ 79.9104 bi-weekly 5,259 5,522 5,798 6,088 6,393
monthly 11,395 11,965 12,563 13,192 13,851
annual 136,744 143,582 150,761 158,299 166,214
74 ACCOUNTING MANAGER LMCEA hourly $ 67.3863 $ 70.7555 $ 74.2929 $ 78.0077 $ 81.9079 CITY CLERK EXEMPT bi-weekly 5,391 5,660 5,943 6,241 6,553 PRINCIPAL PLANNER LMCEA monthly 11,680 12,264 12,877 13,521 14,197 SENIOR CIVIL ENGINEER LMCEA annual 140,163 147,171 154,529 162,256 170,368 75 hourly $ 69.0711 $ 72.5244 $ 76.1503 $ 79.9581 $ 83.9558 bi-weekly 5,526 5,802 6,092 6,397 6,716
monthly 11,972 12,571 13,199 13,859 14,552
annual 143,668 150,851 158,393 166,313 Page 4 b74,628
Attachment "F"
CITY OF LATHROF Adopted by Resolution No. 26-_

GRADE-STEP TABLE
*FOR REFERENCE USE ONLY Eff. 07/04/2026
GRADE R CLASSIFICATION UNIT STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 76 CONSTRUCTION SUPERINTENDENT LMCEA hourly $ 70.7974 $ 74.3375 $ 78.0541 $ 81.9570 $ 86.0547

DEPUTY DIRECTOR OF PARKS, REC &
MAINT SERVICES LMCEA bi-weekly 5,664 5,947 13529 6,557 6,884 FINANCE MANAGER LMCEA (monthly 12,272 12,885 14,206 14,916 PROJECT MANAGER LMCEA annual 147,259 154,622 162,352 170,471 178,994 ]UTILITY OPERATIONS SUPERINTENDENT LMCEA
77 ASSISTANT CITY ATTORNEY EXEMPT hourly $ 72.5671 $ 76.1958 $ 80.0055 $ 84.0056 $ 88.2061 moneckly 5,805 6,096 6,400 6,720 5,256
13,207 13,868 14,561
158,487 166,411 174,732 183,469
2026 Compensation Limits for Classic and PEPRA Members | CaPERS [DEPUTY FINANCE DIRECTOR LMCEA Thourly 74.3818 78.1004 $ 82.0058$ 861059$ 90.4114 bi-weekly 5,951 6,248 6,560 6,888 7,233
monthly 12,893 13,537 14,214 14,925 15,671
annual 154,714 162,449 170,572 179,100 188,056
ECONOMIC DEV ADMINISTRATOR LMCEA Thourly $ 76.2412 $ 80.0530 $ 84.0562 $ 88.2587 $ 92.6716 LAND DEVELOPMENT MANAGER LMCEA bi-weekly 6,099 6,404 6,724 7,061 7,414 monthly 13,215 13,876 14,570 15,298 16,063
annual 158,582 166,510 174,837 183,578 192,757
80 ASSISTANT COM DEV DIRECTOR LMCEA hourly $ 78.1470 $ 82.0546 $ 86.1572 $ 90.4650 $ 94.9884 CHIEF PLANNING OFFICIAL LMCEA bi-weekly 6,252 6,564 6,893 7,237 7,599 PRINCIPAL ENGINEER LMCEA monthly 13,545 14,223 14,934 15,681 16,465 annual 162,546 170,673 179,207 188,167 197,576
CHIEF BUILDING OFFICIAL EXEMPT hourly $ 80.1011 $ 84.1062 $ 88.3119 $ 92.7272 $ 97.3634 CHIEF INFORMATION OFFICER EXEMPT bi-weekly 6,408 6,728 7,065 7,418 POLICE LIEUTENANT SWORN monthly 13,884 14,578 15,307 16,073 16,876 annual 166,610 174,941 183,689 192,873 202,516
82 ASSISTANT PUBLIC WORKS DIRECTOR LMCEA hourly $ 82.1034 $ 86.2091 $ 90.5190 $ 95.0449 $ 99.7975 bi-weekly 6,568 6,897 7,242 7,604 7,984
monthly 14,231 14,943 15,690 16,474 17,298
annual 170,775 179,315 188,280 197,693 207,579
83 SENIOR CONSTRUCTION MANAGER EXEMPT hourly $ 84.1562 $ 88.3637 $ 92.7821 97.4207 $ 102.2920 bi-weekly 6,732 7,069 7,423 7,794 8,183
monthly 14,587 15,316 16,082 16,886 17,731
annual 175,045 183,796 192,987 202,635 212,767
84 POLICE CAPTAIN SWORN hourly $ 86.2598 $ 90.5731 $ 95.1014 $ 99.8564 $ 104.8497 bi-weekly 6,901 7,246 7,608 7,989 8,388
monthly 14,952 15,699 16,484 17,308 18,174
annual 179,420 188,392 197,811 207,701 218,087
85 DIRECTOR OF GOVT SERV/CITY CLERK EXEMPT hourly $ 88.4163 $ 92.8373 $ 97.4791 $ 102.3531 $ 107.4705 DIRECTOR OF HUMAN RESOURCES EXEMPT bi-weekly 7,073 7,427 7,798 8,188 8,598 DIRECTOR OF INFORMATION SYSTEMS EXEMPT monthly 15,325 16,092 16,896 17,741 18,628 DIRECTOR OF PARKS, REC & MAINT SERV EXEMPT annual 183,906 193,102 202,757 212,894 223,539 86 CITY ENGINEER EXEMPT hourly $ 90.6266 $ 95.1582 $ 99.9160 $ 104.9118 $ 110.1574 bi-weekly 7,250 7,613 7,993 8,393 8,813
monthly 15,709 16,494 17,319 18,185 19,094
annual 188,503 197,929 207,825 218,216 229,127
DIRECTOR OF FINANCE EXEMPT hourly $ 92.8925 $ 97.5371 $ 102.4141 $ 107.5345 $ 112.9115 bi-weekly 7,431 7,803 8,193 8,603 9,033
monthly 16,101 16,906 17,752 18,639 19,571
annual 193,216 202,877 213,021 223,672 234,856

DIRECTOR OF COMMUNITY
88 DEVELOPMENT EXEMPT hourly $ 95.2148 $ 99.9754 $ 104.9742 $ 110.2230 $ 115.7341 DIRECTOR OF PUBLIC WORKS EXEMPT bi-weekly 7,617 7,998 8,398 8,818 9,259 monthly 16,504 17,329 18,196 19,105 20,061
annual 198,047 207,949 218,346 229,264 240,727
89 PUBLIC WORKS DIR/CITY ENGINEER EXEMPT hourly $ 97.5953 $ 102.4749 $ 107.5988 $ 112.9788 $ 118.6275 bi-weekly 7,808 8,198 8,608 9,038 9,490
monthly 16,917 17,762 18,650 19,583 20,562
annual 202,998 213,148 223,805 234,996 246,745

Attachment "F"
CITY OF LATHROP Adopted by Resolution No. 26-_

GRADE-STEP TABLE
*FOR REFERENCE USE ONLY Eff. 07/04/2026
GRADE CLASSIFICATION UNIT STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 90 DEPUTY CITY MANAGER EXEMPT hourly $ 100.0352|$ 105.0367 $ 110.2885 $ 115.8032 $ 121.5933 bi-weekly 8,003 8,403 8,823 9,264 9,727
monthly 17,339 18,206 19,117 20,073 21,076
annual 208,073 218,476 229,400 240,871 252,914
91 ASSISTANT CITY MANAGER EXEMPT hourly $ 102.5360 $ 107.6625 $ 113.0460 $ 118.6985 $ 124.6333 bi-weekly 8,203 8,613 9,044 9,496 9,971
monthly 17,773 18,662 19,595 20,574 21,603
annual 213,275 223,938 235,136 246,893 259,237
92 (hourly $ 105.1066 $ 110.3626 $ 115.8743 $ 121.6657 $ 127.7489 bi-weekly 8,409 8,829 9,270 9,733 10,220
monthly 18,218 19,130 20,085 21,089 22,143
annual 218,622 229,554 241,019 253,065 265,718
(hourly $ 107.7346 $ 113.1126 $ 118.7700 $ 124.7073 $ 130.9485 bi-weekly 8,619 9,049 9,502 9,977 10,476
monthly 18,674 19,606 20,587 21,616 22,698
annua 224,088 235,274 247,042 259,391 272,373
94 hourly $ 110.4234$ 115.9470$ 121.7385 $ 127.8335 134.2211 bi-weekly 8,834 9,276 9,739 10,227 10,738
monthly 19,140 20,097 21,101 22,158 23,265
annual 229,681 241,170 253,216 265,894 279,180
hourly $ 113.1730 $ 118.8305$ 124.7797 $ 131.0094 $ 137.5667 bi-weekly 9,054 9,506 9,982 10,481 11,005
monthly 19,617 20,597 21,628 22,708 23,845
annual 235,400 247,168 259,542 272,499 286,139
96 hourly $ 116.0079 $ 121.8113 $ 127.8946 $ 134.2942 $ 141.0100 bi-weekly 9,281 9,745 10,232 10,744 11,281
monthly 20,108 21,114 22,168 23,278 24,442
annual 241,296 253,367 266,021 279,332 293,301

CONTRACT
POLICE CHIEF EXEMPT annual $ 287,555
CITY ATTORNEY EXEMPT annual $ 299,099
CITY MANAGER EXEMPT annual $ 320,961
Changes
Add:

Change:

Attachment
CITY OF LATHROP - LPOA Adopted by Resolution No. 26-_

GRADE-STEP TABLE
*FOR REFERENCE USE ONLY Eff. 07/04/2026
GRADE UNIT STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
63 hourly $ 49.3827 $ 51.8518 $ 54.4445 57.1663 $ 60.0246 bi-weekly 3,951 4,148 4,356 4,573 10,802
8,560 8,988 9,437 9,909
annual 102,716 107,852 113,244 118,906 124,851
64 $ 50.6170 $ 53.1477 $ 55.8054 $ 58.5959 $ 61.5254
Bi weekiy 4,464 4,688
4,049 4,252 10,924
monthl 8,774 9,212 9,673 10,157
nua 105,283 110,547 116,075 121,879 127,973
POLICE OFFICER NAOMS $ 51.8826 $ 54,47705 57.2005 $ 60.0606 $ 63.0638 4,151 4,358 4,576 4,805 5,045
8,993 9,443 9,915 10,411
107,916 113,312 118,977 124,926 23,408
66 $ 53.1797 $ 55.8385 58.6306 $ 61.5620 $
4,254 4,467 4,690 4,925
9,218 9,679 10,163 10,671
110,614 116,144 121,952 128,049 134,452
67 $ 54.5091 $ 57.2348 $ 60.0963 $ 63.1016 $ 66.2561
4,361 4,579 4,808 5,048 5,300
9,448 9,921 10,417 10,938 11,484
113,379 119,048 125,000 131,251 137,813
68 POLICE CORPORAL SWORN hourly $ 55.8717 $ 58.6656 $ 61.5987 $ 64.6787 $ 67.9128 bi-weekly 4,470 4,693 4,928 5,174 5,433
monthly 9,684 10,169 10,677 11,211 11,772
annual 116,213 122,024 128,125 134,532 141,259
hourly $ 57.2686 $ 60.1321| $ 63.1389 $ 66.2957 $ 69.6103 bi-weekly 4,581 4,811 5,051 5,304 5,569
monthly 9,927 10,423 10,944 11,491 12,066
119,119 125,075 131,329 137,895 144,789
70 hourly $ 58.7006 $ 61.6357$ 64.7171 $ 67.9532 71.3507 bi-weekly 4,696 4,931 5,177 5,436 5,708
monthly 10,175 10,684 11,218 11,779 12,367
annual 122,097 128,202 134,612 141,343 148,409
71 Thourly $ 60.1683 $ 63.1763 66.3352 $ 69.6517 $ 73.1344 bi-weekly 4,813 5,054 5,307 5,572 5,851
monthly 10,429 10,951 11,498 12,073 12,677
125,150 131,407 137,977 144,875 152,120
72 POLICE SERGEANT SWORN $ 61.6723$ 64.7558 67.9937 $ 71.3932 $ 74.9629 4,934 5,180 5,439 5,711 5,997
10,690 11,224 11,786 12,375 12,994
128,278 134,692 141,427 148,498
73 hourly $ 63.2138 66.3746 69.6935 73.1780 $
bi-weekly 5,057 11.300 5,575 5,854
10,957 12,080 12,684
131,485 138,059 144,963 152,210 159,821
74 $ 64.7945 68.0341 71.4354$ 350001 78.7576
5,184 5,443 5,715
11,231 11,793 12,382 13,001 13,651
134,773 141,511 148,586 156,015 163,816
75 hourly $ 66.4145 $ 69.7350 73.2214 $ 76.8827 $ 80.7267 bi-weekly 5,313 5,579 5,858 6,151 6,458
monthly 11,512 12,087 12,692 13,326 13,993
annual 138,142 145,049 152,300 159,916 167,912
Attachment "F"
City of Lathrop Police Department
Recruitment Incentive Plan
Adopted by Resolution 26-— ATTACHMENT * G
Recruitment Incentives: Applies to recruitment efforts for all sworn positions.

This Recruitment Incentive Plan will allow the City to offer recruitment incentives at the discretion of the City Manager to be implemented as necessary based on the need to offer such incentives.
• Vacation accrual hours may include years of service at the agency the employee was employed with as a sworn officer prior to being hired by the City. The accrual hours will be in accordance with the years of service referenced in the Personnel Rules and Regulations. Additionally, newly hired sworn personnel may be provided an initial vacation bank of 40 hours upon hire.
• Sick Leave Sworn employees hired may be provided an initial sick leave bank of 40 hours upon hire.
• Deferred Compensation(1): Laterals exiting a 3% @ 50 pension plan or 3% @ 55 pension plan, or were members of a Public Agency Retirement system prior to January 1, 2013 (Pre-PEPRA) the City will offer the following deferred compensation contribution on an annual basis. Contribution will be prorated and paid bi-weekly:
• Chief: $5,000 ($192.31 per pay period)
• Captain: $4,000 ($153.85 per pay period)
• Lieutenant: $3,500 ($134.62 per pay period)
• Signing Bonus: City staff who refer a candidate for the position of Police Officer will receive a $2,500 referral bonus upon the new employee's successful completion of the Field Training Officer (FTO) program.

Additionally, the newly hired Police Officer will receive a $2,500 hiring bonus upon completion of the FTO program.
• For an employee to receive a referral bonus, the candidate must list the employee's name as the referral on their job application. (1) Deferred Compensation incentives for Sergeant's, Corporal's and Police Officers are covered under the Lathrop Police Officer's MOU.