ITEM 4. 21
CITY MANAGER' S REPORT
AUGUST 10, 2026 CITY COUNCIL REGULAR MEETING
ITEM: MEMORANDUM OF UNDERSTANDING BETWEEN THE
ASSOCIATION (
CITY OF LATHROP AND LATHROP POLICE OFFICER' S
LPOA) BARGAINING UNIT
RECOMMENDATION: Adopt a Resolution Approving the Memorandums of Understanding with the Lathrop Police Officer' s
Association Bargaining Unit, Increasing
Appropriations, and Approving the Updated Grade
Step Table
SUMMARY:
The City of Lathrop' scurrent Memorandums of Understanding with LPOA expired on June 30, 2026. The Memorandum of Understanding establishes wages, hours, benefits, working conditions, and other terms and conditions of employment for represented employees.
In anticipation of the expiration of the current agreement, the City initiated the meet - and -confer process with LPOA 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 agreement( s) remain subject to approval by both the bargaining unit membership, and the City Council.
The City' s bargaining team met and conferred in good faith LPOA regarding its successor Memorandums of Understanding prior to the expiration of the current agreement on June 30, 2026. Through this process, a tentative agreement was reached with the bargaining group. The tentative agreement was subsequently presented to the bargaining unit membership for ratification.
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.
The City continued to meet and confer in good faith with the representatives of LPOA after the City was notified the membership did not ratify the successor MOU. The continued efforts resulted in the membership ratifying the original tentative agreement.
BACKGROUND
The City of Lathrop recognizes employee organizations representing various employee groups. The City' s current Memorandum of Understanding with LPOA expired on June 30, 2026. As part of the successor agreement process, the City and
CITY MANAGER' S REPORT
AUGUST 10, 2026 CITY COUNCIL REGULAR MEETING
AGREEMENT BETWEEN THE CITY OF LATHROP AND LPOA
PAGE 2
the bargaining unit agreed to bargain in good faith. Upon the initial meet and confer process, the City and LPOA agreed to 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.
The City continued to meet and confer in good faith with the representatives of LPOA after the City was notified the membership did not ratify the successor MOU. The continued efforts resulted in the membership ratifying the original tentative agreement.
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:
Provision Proposed Change
Term August 15, 2026 through June 30, 2028
Cost -of -Living
Adjustment
4% effective August 15, 2026 and 4% 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
CITY MANAGER' SREPORT
AUGUST 10, 2026 CITY COUNCIL REGULAR MEETING
AGREEMENT BETWEEN THE CITY OF LATHROP AND LPOA
PAGE 3
Probation
Extension
Increase allowed leave without extending probation to 15 days
Health Insurance
Contributions
Updated contribution provisions, including tiered dependent 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/
Approval
Clarification
All vacation requests will be processed on a first come, first served basis. The Department shall make a good faith effort 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' sscheduled may be recalled.
Vacation recall for emergencies will occur in reverse order of when the request was approved, starting with the most recent request and working backward.
The tentative agreement was presented to the LPOA membership for ratification. The City was notified that the LPOA membership has ratified the tentative agreement.
Accordingly, the LPOA successor MOU is being presented for City Council approval at this time.
REASON FOR RECOMMENDATION:
The proposed successor Memorandum of Understanding is 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 agreement establishes wages, hours, benefits, and other terms and conditions of employment for represented employees following expiration of the current agreements on June 30, 2026 FISCAL IMPACT:
The fiscal impact of the successor Memorandum of Understanding and any related adjustments are reflected in Attachment B. The negotiated Memorandum of Understanding reflects aresponsible and sustainable approach that supports the City of Lathrop' sworkforce while maintaining the City' sstrong financial position.
CITY MANAGER' SREPORT
AUGUST 10, 2026 CITY COUNCIL REGULAR MEETING
AGREEMENT BETWEEN THE CITY OF LATHROP AND LPOA
PAGE 4
Based on conservative revenue projections and a detailed review of anticipated expenditures, staff has confirmed that the proposed agreement is 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 agreement, the City is projected to maintain a structurally balanced operating budget.
ATTACHMENTS:
A. Resolution
B. Budget Amendment
C. LPOA Agreement
D. Grade/ Step Table
CITY MANAGER' S REPORT
AUGUST 10, 2026 CITY COUNCIL REGULAR MEETING
AGREEMENT BETWEEN THE CITY OF LATHROP AND LPOA
APPROVALS:
Julia a Burns
Human Resources Director
Thomas Hedegard
Deputy City Manager
5/ 1€- 702. 1e
Date
u /6/ 2, 1.( 0,
Date
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PAGE 5
Salvador Navarrete Date
City Attorney
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Stephen 3. Salvatore Date
City Manager
ATTACHMENT "A"
RESOLUTION NO. 26-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LATHROP
AUTHORIZING THE MAYOR TO EXECUTE THE MEMORANDUM OF
UNDERSTANDING WITH LATHROP POLICE OFFICER' SASSOCIATION AND
APPROVE THE RELATED BUDGET AMENDMENT INCREASING
APPROPRIATIONS, AND APPROVING THE UPDATED GRADE STEP TABLE WHEREAS, The City of Lathrop' scurrent Memorandum of Understanding with the Lathrop Police Officer' sAssociation expired on June 30, 2026. The Memorandum of Understanding establishes 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 agreement( s) 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 LPOA regarding its successor Memorandums of Understanding prior to the expiration of the current agreement on June 30, 2026. Through this process, a tentative agreement was reached with the bargaining group; and
WHEREAS, 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; and WHEREAS, The City continued to meet and confer in good faith with the representatives of LPOA after the City was notified the membership did not ratify the successor MOU. The continued efforts resulted in the membership ratifying the original tentative agreement.
WHEREAS, the fiscal impact of the successor LPOA Memorandum of Understanding and any related adjustments is reflected in the table attached Attachment B) to the City Manager' s Report; and
WHEREAS, the negotiated MOU reflects a responsible and sustainable approach that supports the City of Lathrop' s
workforce while maintaining the City' s
strong financial position.
Resolution No. 26-
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 Lathrop Police Officer' sAssociation; 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 $ 180, 034. 98.
Resolution No. 26-
The foregoing Resolution was passed and adopted this 10th day of August 2026, by the following vote of the City Council, to wit:
AYES:
NOES:
ABSENT:
ABSTAIN:
Paul Akinjo, Mayor
ATTEST: APPROV AS TO FORM:
Teresa Vargas, City Clerk Salvador Navarrete, City Attorney Resolution No. 26-
ATTACHMENT " B"
Budget Amendment
Account Amount
1010- 4- 30 Police Operations
1010- 4-0 Police - Support
142,45. 32
37, 889. 66
Total 180, 034. 98
ATTACHMENT " C"
CITY OF LATHROP &
THE LATHROP POLICE OFFICERS ASSOCIATION
MEMORANDUM OF UNDERSTANDING
1UtO1;
krai
TERM
ORE
APRIL 15, 2023 AUGUST 15, 2026 TO JULY 1, 202JUNE 30
20286
Contents
ARTICLE I. PARTIES TO MEMORANDUM OF UNDERSTANDING 1
ARTICLE II. RECOGNITION 1
ARTICLE III. STATE AND FEDERAL LAW COMPLIANCE 1
ARTICLE IV. CITY RIGHTS 1
ARTICLE V. DISCRIMINATION 1
ARTICLE VI. TERM 1
ARTICLE VII. WORK PERIOD 1
ARTICLE VIII. WORK SCHEDULE 2
A. Regular Workweek Police Professional Staff 2
B. Regular Workweek for Patrol 2
C. Corporal Work Schedule 2
ARTICLE IX. WAGES 2
A. Salaries 2
B. Step Increases 2
C. Promotions 2
D. Overtime Compensation 3
E. Special Assignment Pay 3
F. Cumulative benefits- 3
G. Bilingual Premium Bilingual Pay 2.5% 3
H. Educational Incentive 4
I. Peace Officer Standard Training Certificate Pay 4
J. Court Appearance Pay 4
K. Holidays 5
L. Employees Working Holidays 6
M. Floating Holiday 6
N. Uniform 6
O. Call back Pay 6
P. Standby/ On- callPay 7
Q. Deferred Compensation 7
R. Shift differential 7
ARTICLE X. HEALTH BENEFITS 7
i
ARTICLE XI. SICK LEAVE 10
ARTICLE XII. SICK LEAVE CONVERSION AT RETIREMENT 10
ARTICLE XIII. WORKERS COMPENSATION 10
ARTICLE XIV. MILITARY LEAVE 11
ARTICLE XV. PROBATION 11
ARTICLE XVI. ASSOCIATION DUES 11
ARTICLE XVII. CATASTROPHIC LEAVE BANK 11
ARTICLE XVIII. EDUCATION REIMBURSMENT 13
ARTICLE XIX. SHIFT BIDDING 13
ARTICLE XX. VACATION REQUESTS 14
ARTICLE XXI. VACATION, SICK LEAVE AND COMPENSATORY TIME OFF 14 ARTICLE XXII. SUPERVISORY VACANCIES 14
ARTICLE XXIII SELECTION PROCESS 14
ARTICLE XXIV JOB DUTIES OF CORPORAL 14
APPENDIX A: 14
FINAL AGREEMENT 16
ii
ARTICLE I. PARTIES TO MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding is entered into by and between the CITY OF LATHROP, a municipal corporation, hereinafter referred to as " CITY", and the LATHROP POLICE OFFICERS ASSOCIATION, hereinafter referred to as " ASSOCIATION OR POA", pursuant to Government Code 3500, et seq. This Memorandum of Understanding applies to those classes of employment set forth in Appendix " A" attached hereto and made part hereof.
ARTICLE II. RECOGNITION
The Association is the formally recognized employee organization for the Police Employees Unit.
The City Manager or designated representative is the representative of the City of Lathrop in employer -employee relations matters.
ARTICLE III. STATE AND FEDERAL LAW COMPLIANCE
This Memorandum of Understanding complies with the provision of Section 3500, et seq., of the Government Code of the State of California, in that parties have met and conferred in good faith regarding wages, hours, and other terms and conditions of employment for the employees.
Further, the parties understand that the terms of this agreement must comply with the legal requirements of State and Federal law. In the event that a term of this agreement does not comply with legal requirements, the parties shall promptly meet to update the invalid language.
ARTICLE IV. CITY RIGHTS
The rights of the City include, but are not limited to, the exclusive right to determine the mission of the its constituent departments, commissions, and boards; set standards of service; determine the procedures and standards of selection for employment and promotional; direct its employees; take disciplinary action; relieve its employees from duty because of lack of work or for other legitimate reasons; maintain the efficiency of governmental operations determine the methods, means, and personnel by which government operations are to be conducted; determine the content of job classifications; take all necessary actions to carry out its mission in emergencies; and to exercise complete control and discretion over its organization and the technology of performing its work. The City' s use of its rights shall be consistent with the City' s adopted Personnel Rules.
ARTICLE V. DISCRIMINATION
The City and LPOA agree not to discriminate against any employee for Association activity or on the basis of race, color, national origin, ancestry, sex ( including gender identity), religion, creed, physical or mental disability, medical condition, marital status ( including registered domestic partner status), sexual orientation, age, or any other basis protected by federal, state or local law ARTICLE VI. TERM
Memorandum of Understanding incorporates all modifications regarding wages, hours, and other terms and conditions of employment. This Memorandum ofUnderstanding shall be effective April 15, 2023 ( the first full pay period following City Council approval) and shall expire July 1, 2026.
ARTICLE VII. WORK PERIOD
City of Lathrop law enforcement employees have a 28 -day work period. 1 ARTICLE VIII. WORK SCHEDULE
A. Regular Workweek Police Professional Staff
The normal workweek for Police Professional Staff is defined as either the traditional workweek consisting of 8 hours per day, 5 days per week; the alternate 9/ 80 work schedule consisting of 9 hour work days Monday through Thursday, 8 hour workday on Friday with every other Friday off; or the 4/ 10 schedule consisting of 10 hour work days, Monday- Friday.
Where operational requirements of a department require deviations from the present schedule, the City Manager may institute alternate work schedules, consistent with provisions of the State Law.
B. Regular Workweek for Patrol
The available work schedules for patrol are 4/ 10' s or 3/ 12' s. Where needs of the department require deviations from the present schedule, the Chief of Police may institute alternate work schedules, consistent with operational needs, and/ or by provisions of department policy, or state law. The Chief of Police may change the beginning and ending times of a shift after providing written notification to LPOA.
LPOA reserves the right to Meet and Confer in regard to the scheduled for a 4- 10 schedules on expiration of this contract.
C. Corporal Work Schedule
There will be one Corporal position assigned to each patrol team. Team selection priority will be based on current department seniority ranking. Management reserves the right to adjust patrol schedules to meet the needs of the agency. Impending a Corporal position assigned to investigations, the Corporal will assume an investigation schedule based on the needs of the department as determined by the Chief of Police or their designee.
ARTICLE IX. WAGES
A. Salaries
There shall be a four percent (4%) cost -of -living increase 4% effective August 15, 2026 and 4% effective the first full pay period in July 2027.= or Fisca Year 2023. 2024 and 2025:
beginning the first = u__ pay period in Ju_ y 2023, Ju y 2024 and Ju y 2025.
B. Step Increases
Step increase will be issued upon completion of probationary period. Non -probationary step increases will be issued upon completion of 12 months of full- time satisfactory service in the employee' scurrent step of the salary range and upon recommendation ofthe department head, the employee shall advance to their next step in the salary range.
Step increases are recommended by the Police Chief and approved by the City Manager.
C. Promotions
An employee who is promoted from one class to a class in a higher range shall be entitled to the step in the higher range which will result in a base salary increase not less than one full step; the salary increase shall be equivalent to at least five percent ( 5) but not more than the maximum rate for that class.
2 D. Overtime Compensation
When the number of hours worked by law enforcement employees exceeds eighty ( 80) hours in a 14 -day pay period, and the supervisor has approved those hours, the excess hours are considered MOU overtime rather than FLSA overtime.
For purposes of MOU overtime, the City shall consider vacation, holiday, and compensatory time off as hours worked. Over time is based on the employee' sregular rate of pay at 1 '/ 2.
Base pay is the employee annual salary schedule calculated on an hourly rate. Regular rate of pay is base rate plus all additional compensated items required under FLSA calculations.
E. Special Assignment Pay
Employees assigned to a specialized assignment shall receive an additional 5% of their regular pay rate during the period of assignment to recognize the more difficult scope of work and higher level of responsibility that is required of specialized assignments. Specialized assignment pay shall be received by employees assigned by the Police Chief in the following special assignments:
Canine Pay *
Community Resource Officer
Detective and Detective Sergeant
Motorcycle Patrol
Safety Officer Training Premium
Field Training Officer)**
School Resource Officer
SWAT Officer
Canine Pay=: Employees assigned as a Canine Handler will receive 3. 5 hours of overtime per week. The Tarties agree to meet during the term of this agreement to address canine assignment pay.
Officers assigned to Field Training will only receive the special assignment pay when performing the assigned duties of a Field Training Officer.
F. Cumulative benefits:
A maximum of 5% Special Assignment pay will be provided for this benefit. The Specialty Assignments are not stackable.
G. Bilingual Premium Bilingual Pay 2.5%
City agrees to pay 2.5% special compensation for using their skills in a language other than
English under the following conditions:
i. The employee must be certified to speak, write and read in the language for which pay is be provided; and
ii. 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
iii. The City has approved the certification process to be used by the employee in advance of the certification being obtained.
3 H. Educational Incentive
The City will pay a 2.5% incentive on the existing salary step for sworn employees who possess an Associates of Arts degree. The City will pay a 5% incentive on existing salary step and range for sworn employees with a Bachelor' sDegree or higher. A maximum of 5% education incentive will be provided for Education Incentive.
I. Peace Officer Standard Training Certificate Pay
Officers and Corporals ( Maximum 5%): Sergeants ( Maximum 5%):
2.5% Intermediate Certificate 2.5% Advanced Certificate
2.5% Advanced Certificate 2.5% Supervisory Certificate
Per POST Supervisory Certificate applicant must possess a minimum of two years of law enforcement experience as a permanent first level supervisor or higher. The Corporal position would not be in a permanent supervisory role but would be called upon when needed to act in a supervisory role.
J. Court Appearance Pay
i. Court appearances before or after shifts: Represented employees who make a court appearance either thirty ( 30) minutes before the start of their scheduled shift or 30 minutes after the end of their scheduled shift, shall receive four ( 4) hours at one and one half times the employee' sregular hourly rate of pay or the actual time spent for the court appearance, whichever is greater.
ii. Court appearances on scheduled days off: Represented employees who make a court appearance on their regularly scheduled day off shall receive four ( 4) hours at one and one half times the employee' sregular hourly rate of pay, or the actual time spent for the court appearance, whichever is greater.
iii. Telephonic court appearances: Employees served with a telephonic subpoena which
requires the completion of a
telephone call on the employee' soff -duty time and does not require the employee' sphysical appearance in court or in any other administrative venue, shall be compensated for a minimum oftwo ( 2) hours of pay at one and one half times ( 1-/2) the employee' sregular hourly rate of pay. iv. Court Stand -By Pay: Employees who are required to be on stand- by for court appearances shall be compensated for a maximum of two ( 2) hours of pay at one and one half times ( 1-/2) the employee' sregular hourly rate of pay. v. Cancellations: Court cancellations are not subject to schedule or callback overtime compensation. The City does not have control over Court cancellations. If such Court appearance is cancelled and notification is given after 5: 00 PM the workday immediately preceding the appearance, the employee shall be paid a minimum of two 2) hours of overtime. For Court appearance cancellations with notice before 5: 00 PM the workday immediately preceding the appearance, the employee shall receive no 4 additional compensation. It is the responsibility of the employee to confirm court appearances.
vi. Multiple Subpoenas: Multiple subpoenas covering the same case in the day or multiple subpoenas for either the morning or the afternoon do not count as the separate incidents for purposes of minimum compensation. However, a subpoena to attend court for a second case in the afternoon will count as a separate incident and 4 hours of minimum court appearance compensation will apply.
K. Holidays
The City recognizes that various special occasions occur during the course of a year which warrant special celebrations and/ or observances. These occasions are generally designated by Federal and/ or State Statute, or by tradition. In order to acknowledge these occasions, the City has determined that it will recognize certain holidays throughout the year and allow City employees to observe these occasions by granting employees time offwork, with pay or giving an additional day' s or shift' pay.
Any day designated as a paid holiday by the City Council shall be considered a legal holiday
for City employees.
The City shall observe the following holidays:
HOLIDAY DATE OBSERVED
New Year' sDay
Martin Luther King Jr. Day
Washington' sBirthday
Memorial Day
Independence Day
Labor Day
Veteran' sDay
Thanksgiving Day
Day after Thanksgiving
December 24
December 25th
December 31
January 1
3rd Monday in January
3rd Monday in February
Last Monday in May
July 4
1st Monday in September
November llth
4th Thursday in November
4th Friday in November
December 24
December 25
New Year' sEve
5 If a holiday falls on a Sunday, the following Monday will be observed as the holiday, except that ifDecember 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 holiday.
L. Employees Working Holidays
Regular full- time patrol officers required to work on a holiday 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 ten ( 10) or twelve 12) hours of Holiday Pay ( based on employee work schedule), for full- time employees, plus time and a half ( 1-/2) their regular rate of pay for the number of hours actually worked.
M. Floating Holiday
Employees shall be entitled to one (1) floating holiday to include ten ( 10) or twelve ( 12) hours based on employee work schedule) each Fiscal Year. Floating Holiday time shall be accrued during the pay period that includes July 1st. New employees hired after July 1st 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/ Depatment 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' svacation bank.
N. Uniform
The City will provide a uniform allowance of $1, 5200 per year. Uniform allowance will be a onetime payment, paid the first pay period in January, beginning in . anuary 202' O. Call back Pav
All represented employees required to report for an unscheduled shift shall be compensated in the amount of one and one half (1-/2) times their regular hourly rate of pay for three (3) hours for call back or the number of hours actually worked, whichever is greater. For calculation purposes, the compensation period for a call back while off duty under this section commences at the time the employee is notified four (4) hours prior to shift and ends when the officer is no longer needed.
This Section will not apply if the employee is being called back to complete work that should have been finished prior to the end of his/er shift.
Employees required to conduct departmental business by telephone while off duty shall be compensated to the nearest twelve ( 12) minute increment pursuant to the Fair Labor Standards Act.
6 P. Standby/ On- call Pay
Officers, Sergeants and Detectives assigned to standby / on -call shall be compensated at $ 53 per hour for each hour assigned to standby / on -call duty. Standby / on -call pay is subject to City Manager approval.
Deferred Compensation
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 3, 000 ($115. 39 bi- weekly) deferred compensation contribution on an annual basis.
Contribution will be prorated and paid bi- weekly:
R. Shift differential
Graveyard shift differential for purposes ofthis section is defined as a shift often ( 10) or twelve 12) hours when assigned to a graveyard shift.
Any employee who works an assigned regular time shift as described above, shall be paid an additional five percent (5%) of their base hourly rate for each hour actually worked. No shift differential will be paid on sick leave, vacation, CTO, Holiday or any other time off.
Q.
ARTICLE X. HEALTH BENEFITS
A. Health Insurance Options: The City shall provide an option for health insurance coverage for eligible employees and dependents. All health and health -related plan or benefit years shall coincide with the calendar year.
B. Premium: The City shall provide an option for health insurance coverage for eligible employees and his/er eligible dependents. All health and health - related plan or benefit years shall coincide with the calendar year.
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 MOU, 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 MOU, but not to exceed an annual increase of six and one half -percent ( 6.5%).
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
B. The City will increase he maximum amount that iwi 1 pay for a bene_ ts (medical, denta_, and vision) currently $ 1, 915 The City will incr ase the maximum amount that it wi pay Or all benefits ( medical, dental, vision) to one half (1/ 2) of any Ca1PERS, Region 1, San Joaquin County plan ( exc_ uding PORAC) premium increases during the term of _iis MOU, but not to exceed an annual increase of six and one half (6' h%) percent. 7 C. Cafeteria Benefits Plan: The City shall provide represented employees a cafeteria benefits plan that will be funded with the City' semployer' shealth benefit contribution.
1. The City shall maintain a Cafeteria Benefits Plan for each represented employees in regular employment status. Monies in and employee' s Cafeteria Benefit Plan
shall first be used for the following purposes:
2. C. 1.Medical insurance.
2. C. 1.2Dental insurance.
2. C. 1.3Vision insurance.
2. 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/ parnt' semployer 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:
2. C. 1Payments on the employee' s behalf to the City of Lathrop' s deferred compensation providers;
2. C. 2Payment to the City' s 125 plan administrator for reimbursement of the Internal Revenue Code 125 eligible dependent care; or
2. C. 3As a taxable cash payment of the unused balance.
3. Each represented employee shall provide the Human Resource Department in writing, on a form provided and at times designated by the City each year, all information necessary to administer the Cafeteria Benefits Plan during the 12 month period beginning the first day of each plan benefit year.
4. Each represented employee shall be responsible for providing immediate written notification to the Human Resources Department of any change to the number of his/er dependents which affects the amount of the City payment on the behalf of 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 first pay period in the month next following the month in which notice from the employee was received by the Human Resources Department. No retroactive payments shall be allowed.
D. Effective Date of Coverage: The effective date of coverage for new employee health, dental, and vision insurance plans shall be in the month next following the date of appointment to employment as a
regular employee.
E. 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.
F. Life Insurance:
8 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.
G. 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.
H. 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 insurance premiums with pre- tax dollars. This flexible benefit program may be expanded, 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.
I. 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 J. Other Post -Employment Benefits — "OPEB"
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 by the City. — Medical Benefits a. Ca1PERS 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 represented employees:
9 i. Retiree + 1
ii. City -paid retiree medical 55- 65 = same health benefits premium contribution as active employees; continue existing City and employee contributions; City will pay one half ( 50%) of the difference in premium increase up to 6.5%; tied to the average plan cost. City -paid medical at Medicare eligibility ( 65) = The City will pay the Ca1PERS Minimum Employer Contribution ( i.e., $151/ month in 2023)
iii. Retiree is responsible for paying the cost of medical premiums as established by Ca1PERS.
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
st of each month.
4. Maintain Post -Retirement Benefit Schedule
a. Vesting based on years of service; 25% @ 5 yrs., 50% @ 10 yrs., 100% @ 15 yrs. b. The benefit stipend is a dollar amount equal to 100% of active average plan cost, by category; i.e. retiree + 1
ARTICLE XI. SICK LEAVE
Employee shall accrue 96 hours of sick leave annually ( accrued bi- weekly). Upon accumulation of 96 hours of sick leave, up to 40 hours may be converted to vacation as outlined in the City' s Personnel Rules and Regulations.
ARTICLE XII. SICK LEAVE CONVERSION AT RETIREMENT
An employee who retires with at least ten ( 10) years of City Service may elect one of the following options:
A. Convert all accrued sick leave to a medical insurance bank. The value ofthe medical insurance bank shall be determined by multiplying the number of accrued sick leave hours by the employee' shourly rate of pay. The retired employee and their dependents shall be entitle to continued insurance coverage, dental and / or vision coverage currently in effect, with premiums for such coverage being deducted from the medical insurance bank until said bank is exhausted. Thereafter, the retiree and their dependents may continue in the City' s group health plan, at group rates, provide the City receives the retiree' s payment for the premium by
the 10th of each month for the following month' scoverage.
B. Convert to CALPERS service credit per the City' s current contract. Terms of the Policy Agreement with the City' sinsurance carrier regarding coverage and eligibility shall apply to the retiree and their dependents.
ARTICLE XIII. WORKERS COMPENSATION
Employees' worker compensation benefits for bargaining unit members are provided and governed by California Labor Code, including Labor Code section 4850. 10 ARTICLE XIV. MILITARY LEAVE
Military leave shall be granted in accordance with provisions of State and Federal laws. For purposes of this section, "military duty" applies to both " active" and " inactive" military duty.
Employees who are ordered to active military duty shall provide the City with a copy of the Orders.
Employees who are required to engage in weeknight of weekend military drills as part of their inactive military duty, shall provide the City with documentation of the requirement. All employees entitled to military leave shall give the Chief an opportunity, within the limits of military regulations, to determine when such leave shall be granted. An employee on military leave of absence will be entitled to receive City salary for the first 30 calendar days of such absence. Pay for such purposes shall not exceed 30 days in any one fiscal year.
ARTICLE XV. PROBATION
All appointments, promotional appointments and reappointments shall be tentative and subject to a probationary period dated from the time of appointment to a regular full- time or regular parttime position. The probationary period for new appointments shall be for 15 months of actual service The City Manager, upon written request of the Police Chief may grant an extension of the probationary period up to a maximum of six ( 6) months beyond the end of such probationary period, for a maximum total probation of 21 months.
The probationary period for promotional appointments and reappointments shall be for a twelve 12) month period of actual service. The City Manager, upon written request of the Police Chief, may grant an extension of the probationary period up to a maximum of six ( 6) months beyond the end of such probationary period, for a maximum total probation of (18) months.
Periods of time on paid or unpaid leave exceeding fifteen ( 15) days ( consecutive or not; excluding compensatory time taken) shall automatically extend the new hire or promotional probation period by the number of days the employee is on leave.
ARTICLE XVI. ASSOCIATION DUES
It is mutually agreed that the City will, deduct dues from the pay of those employees who individually provide written authorization for such dues in an amount certified to be current and correct by the President of the POA or their designee. There shall be no more than one deduction per pay period and the total of such deductions shall be remitted by the City to the POA. The Association shall indemnify, defend, and hold the City harmless against any and all claims, demands, suits, orders, damages or judgments, or other forms of liability that arise out of or by reason of this Dues Deductions section, or action taken or not taken by the City under this Section. This includes, but is not limited to, the City attorney' sfees and costs.
ARTICLE XVII. CATASTROPHIC LEAVE BANK
Conditions ofParticipation:
Application for receipt of catastrophic leave donations will be processed by the Human Resources Department.
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 longterm illness or injury suffered by the employee 11 An employee may request catastrophic leave donations, when the employee has exhausted or will soon exhaust all his/er accrued leave, as a result of verifiable long- term illness or injury suffered by the employee' sspouse, children ( biological, adopted, legal guardian), or register domestic partner. Catastrophic leave bank is voluntary and it shall be the responsibility of the sworn member to provide proof of eligibility to Human Resources.
Utilizing catastrophic leave on behalf of a
spouse, domestic partner, or children shall not
exceed 3 months. Any extensions beyond 3 months, must be approved by the City Manager.
Donation ofTime:
Employees may donate accrued vacation, or compensatory time: sick leave may not be donated.
Donations may be made in whole hour increments from a minimum of four ( 4) to maximum of sixteen ( 16) hours per donor.
Donors must have an overall leave balance of 80 hours remaining after donated time has been deducted.
Once donated to an individual, donated leave cannot be reclaimed by the donor.
Cumulative total of donated time received by the employee cannot exceed the minimum amount of time needed by verification of the doctor.
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, the Human Resources Department 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 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' ssick 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.
Treatment of Donated Time:
Donated time is treated as sick leave accrued by the recipient of the donation. 12 Donated time does not alter the employment rights of the county ofthe 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 Memorandum of Understanding; however, they will not be eligible to receive sick leave conversion.
ARTICLE XVIII. EDUCATION REIMBURSMENT
Educational Reimbursement 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/er ability to accomplish his/er City job for courses taken on the employee' sown 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' scurrent position within the City b. Related to the employee' spotential development within the City c. Part of a program leading to a degree relating to the employee' sposition 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 book and materials and lab fees.
b. Employee' stime and travel are at employee' sown 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 ofreceiving the educational reimbursement, he/ she must reimburse the City of Lathrop within one year from the separation date.
ARTICLE XIX. SHIFT BIDDING
Management recognizes the right of employees to periodically change shifts. In January and July of each year request for shifts based on seniority shall be accepted from the employee. Subject to the rights of the Chief of Police or their Designee to deny such request if, in their opinion, the obligation of the department to provide the public service of the highest quality will not be filled.
Finalized shift bid will be posted at least 30 days prior to shift rotation 13 ARTICLE XX. VACATION REQUESTS
The officer will direct any pre scheduled vacation requests to their direct supervisor. The officer can submit their request as soon as shift bids have been completed. The request must be submitted no later than 30 days in advance. If the request is submitted within 30 days, it is the officer' s responsibility to find backfill before any vacation is approved. Prior to the 30 days will be the agency' sresponsibility to backfill for the officer. If a request is submitted on the same day, then seniority shall determine who gets priority. Only one officer per shift can have a pre scheduled vacation.
All vacation requests will be processed on a first come, first served basis. The Department shall make a good faith effort 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' sscheduled may be recalled. Vacation recall for emergencies will occur in reverse order of when the request was approved, starting with the most recent request and working backward.
ARTICLE XXI. VACATION. SICK LEAVE AND COMPENSATORY TIME OFF Annual accrual rates and maximum accrual amounts for vacation, sick leave and compensatory time off are identified in the Personnel Rules and Regulations.
ARTICLE XXII. SUPERVISORY VACANCIES
The Corporal will assume supervisory responsibility for their team when the regularly assigned Sergeant is unavailable ( due to training, vacation, sick time, etc.) to provide consistent leadership within the teams. If both the regularly assigned Sergeant and the regularly assigned Corporal are out, Sergeants will be given first right ofrefusal for voluntary overtime. Corporals working out - of -class assignments to an upgraded position or higher classification will be sub. ect to Cal PERS maximum hour limitations
ARTICLE XXIII SELECTION PROCESS
Corporals will be selected via existing promotional processes including, but not limited to, application submission, memorandum of interest review, and in person interview panels. Final selection will be at the Chiefs discretion.
ARTICLE XXIV JOB DUTIES OF CORPORAL
In addition to the duties and essential functions of the Police Officer classification, Corporals may act as an assistant supervisor to the Patrol Sergeant and as a Field Training Officer. See attached ob description for further detail.
Corporals may recommend disciplinary action. Recommended disciplinary action will be referred to a Sergeant or Lieutenant for delivery. Corporals may issue counseling.
When a Corporal is acting in a supervisory capacity in the absence of a Sergeant on their assigned team, they will not also act in a Field Training Officer capacity APPENDIX A:
This Memorandum of Understanding applies to the following employment classes:
14 1. Police Corporal
4, 2. Police Officers
2-3. Police Sergeants
15 FINAL AGREEMENT
Entered into this -1-5`h- day ofApril , 20263, the parties agree that the above includes all items discussed and agreed to by way of the meet and confer process. This Agreement cannot be amended to, subtracted from or added to except by mutual written agreement of both parties. The persons executing this agreement each represent and warrant that they have been duly authorized to do so and the agreement is a valid and binding obligation of both parties.
CITY OF LATHROP LATHROP POLICE
OFFICERS ASSOCIATION
Sonny DhaliwalPaul Akinjo, Landon Lawson, Vatche Tatarian, Mayor LPOA President
Stephen J. Salvatore, Chief B ake Escobar, Clint Armstrong Negotiator LPOA Vice President
APPROVED AS TO FORM:
David Garcia, LPOA
Representative GoyctteLina
Balciunas Cockrell, LPOA
Labor Representative
Che Johnson, City Counsel -
Liebert Cassidy Whitmore
16 FOR REFERENCE USE ONLY
CITY OF LATHROP
GRADE - STEP TABLE
Eff. 08/ 15/ 2026
Adopted by Resolution No. 26 -
GRADE CLASSIFICATION UNIT STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 20 hourly
bi- weekly
monthly
annual
17. 7615
1, 421
3, 079
36, 944
18. 6497
1, 492
3, 233
38, 791
19. 5823
1, 567
3,94
40, 731
20. 5613
1, 645
3, 564
42, 767
21. 5893
1, 727
3, 742
44, 906
21 hourly
bi- weekly
monthly
annual
18. 2056
1, 456
3, 156
37, 868
19.161
1, 529
3,13
39, 761
20. 0716
1, 606
3, 479
41, 749
21. 0752
1, 686
3, 653
43, 836
22. 1291
1, 770
3, 836
46, 029
22 hourly
bi- weekly
monthly
annual
18. 6602
1, 493
3, 234
38, 813
19. 5934
1, 567
3,96
40, 754
20. 5729
1, 646
3, 566
42, 792
21. 6015
1, 728
3, 744
44, 931
22. 6814
1, 815
3, 931
47, 177
23 hourly
bi- weekly
monthly
annual
19.272
1, 530
3,15
39, 785
20. 0837
1, 607
3, 481
41, 774
21. 0879
1, 687
3, 655
43, 863
22. 1426
1, 771
3, 838
46, 057
23.491
1, 860
4, 030
48, 358
24 hourly
bi- weekly
monthly
annual
19. 6057
1, 568
3,98
40, 780
20. 5860
1, 647
3, 568
42, 819
21. 6149
1, 729
3, 747
44, 959
22. 6958
1, 816
3, 934
47, 207
23. 8305
1, 906
4, 131
49, 567
25 hourly
bi- weekly
monthly
annual
20. 0958
1, 608
3, 483
41, 799
21. 1002
1, 688
3, 657
43, 888
22. 1551
1, 772
3, 840
46, 083
23.632
1, 861
4, 032
48, 387
24. 4265
1, 954
4, 234
50, 807
26 hourly
bi- weekly
monthly
annual
20. 5981
1, 648
3, 570
42, 844
21. 6280
1, 730
3, 749
44, 986
22. 7092
1, 817
3, 936
47, 235
23. 8446
1, 908
4, 133
49, 597
25. 0369
2, 003
4, 340
52, 077
27 RECREATION LEADER
FLEET ATTENDANT
UNREP
UNREP
hourly
bi- weekly
monthly
annual
21. 1129
1, 689
3, 660
43, 915
22. 1685
1, 773
3, 843
46, 110
23.773
1, 862
4, 035
48,17
24. 4412
1, 955
4, 236
50, 838
25. 6631
2, 053
4,48
53, 379
28 hourly
bi- weekly
monthly
annual
21. 6406
1, 731
3, 751
45, 012
22. 7226
1, 818
3, 939
47, 263
23. 8590
1, 909
4, 136
49, 627
25. 0518
2, 004
4, 342
52, 108
26. 3047
2, 104
4, 559
54, 714
29 hourly
bi- weekly
monthly
annual
22. 1818
1, 775
3, 845
46, 138
23.910
1, 863
4, 037
48,45
24. 4554
1, 956
4, 239
50, 867
25. 6781
2, 054
4,51
53, 410
26. 9622
2, 157
4, 673
56, 081
30 hourly
bi- weekly
monthly
annual
22. 7363
1, 819
3, 941
47, 292
23. 8731
1, 910
4, 138
49, 656
25. 0667
2, 005
4, 345
52, 139
26. 3200
2, 106
4, 562
54, 746
27. 6360
2,11
4, 790
57, 483
31 hourly
bi- weekly
monthly
annual
23. 3048
1, 864
4, 039
48,74
24. 4697
1, 958
4, 241
50, 897
25. 6935
2, 055
4,54
53, 443
26. 9779
2, 158
4, 676
56, 114
28. 3270
2,66
4, 910
58, 920
32 OFFICE ASSISTANT I
SENIOR RECREATION LEADER
SEIU
SEIU
hourly
bi- weekly
monthly
annual
23. 8873
1, 911
4, 140
49, 685
25. 0816
2, 007
4, 347
52, 170
26. 3359
2, 107
4, 565
54, 779
27. 6521
2,12
4, 793
57,16
29. 0351
2, 323
5, 033
60, 393
33 hourly
bi- weekly
monthly
annual
24. 4845
1, 959
4, 244
50, 928
25. 7087
2, 057
4,56
53, 474
26. 9940
2, 160
4, 679
56, 147
28. 3440
2,68
4, 913
58, 955
29. 7611
2, 381
5, 159
61, 903
34 hourly
bi- weekly
monthly
annual
25. 0966
2, 008
4, 350
52, 201
26. 3516
2, 108
4, 568
54, 811
27. 6693
2,14
4, 796
57,52
29. 0528
2, 324
5, 036
60, 430
30. 5051
2, 440
5, 288
63, 451
35 OFFICE ASSISTANT II SEIU hourly
bi- weekly
monthly
annual
25. 7243
2, 058
4,59
53,07
27. 0102
2, 161
4, 682
56, 181
28. 3606
2,69
4, 916
58, 990
29. 7786
2, 382
5, 162
61, 939
31. 2676
2, 501
5, 420
65, 037
Page I of 6
Attachment " D"
FOR REFERENCE USE ONLY
CITY OF LATHROP
GRADE - STEP TABLE
Eff. 08/ 15/ 2026
Adopted by Resolution No. 26 -
GRADE
36 CLASSIFICATION UNIT
hourly
bi- weekly
monthly
annual
STEP 1
26. 3673
2, 109
4, 570
54, 844
STEP 2
27. 6854
2,15
4, 799
57,86
STEP 3
29. 0700
2, 326
5, 039
60, 466
STEP 4
30. 5232
2, 442
5, 291
63, 488
STEP 5
32. 0495
2, 564
5,55
66,63
37 SPECIAL ASSISTANT
ANIMAL CENTER ASSISTANT
SEIU
SEIU
hourly
bi- weekly
monthly
annual
27. 0262
2, 162
4, 685
56, 214
28. 3774
2,70
4, 919
59, 025
29. 7964
2, 384
5, 165
61, 977
31. 2864
2, 503
5, 423
65, 076
32. 8505
2, 628
5, 694
68, 329
38 hourly
bi- weekly
monthly
annual
27. 7023
2,16
4, 802
57, 621
29. 0871
2, 327
5, 042
60, 501
30. 5413
2, 443
5, 294
63, 526
32. 0683
2, 565
5,59
66, 702
33. 6720
2, 694
5, 836
70, 038
39 hourly
bi- weekly
monthly
annual
28. 3946
2,72
4, 922
59, 061
29. 8144
2, 385
5, 168
62, 014
31.048
2, 504
5, 426
65, 114
32. 8703
2, 630
5, 698
68, 370
34. 5134
2, 761
5, 982
71,88
40 hourly
bi- weekly
monthly
annual
29. 1048
2, 328
5, 045
60, 538
30. 5600
2, 445
5, 297
63, 565
32. 0878
2, 567
5,62
66, 743
33. 6920
2, 695
5, 840
70, 079
35.765
2, 830
6, 132
73, 583
41 ADMINISTRATIVE ASSISTANT I
MAINTENANCE WORKER I
WATER METER READER I
RECREATION COORDINATOR I
SEIU
SEIU
SEIU
SEIU
hourly
bi- weekly
monthly
annual
29. 8321
2, 387
5, 171
62, 051
31.237
2, 506
5, 429
65, 153
32. 8899
2, 631
5, 701
68, 411
34. 5343
2, 763
5, 986
71, 831
36. 2608
2, 901
6, 285
75, 422
42 CUSTOMER SERVICE REPRESENTATIVE I SEIU hourly
bi- weekly
monthly
annual
30. 5777
2, 446
5, 300
63,02
32. 1067
2, 569
5,65
66, 782
33. 7124
2, 697
5, 843
70, 122
35.978
2, 832
6, 136
73, 628
37. 1680
2, 973
6, 442
77, 310
43 POLICE OFFICER TRAINEE
POLICE RECORDS ASSISTANT I
NON - SWORN
SEIU
hourly
bi- weekly
monthly
annual
31.419
2, 507
5, 433
65, 191
32. 9096
2, 633
5, 704
68, 452
34. 5548
2, 764
5, 990
71, 874
36. 2826
2, 903
6, 289
75, 468
38. 0966
3, 048
6,03
79, 241
44 INFORMATION SYSTEMS TECHNICIAN SEIU hourly
bi- weekly
monthly
annual
32. 1257
2, 570
5,68
66, 821
33. 7322
2, 699
5, 847
70, 163
35. 4189
2, 834
6, 139
73, 671
37. 1898
2, 975
6, 446
77, 355
39. 0493
3, 124
6, 769
81, 223
45 ADMINISTRATIVE ASSISTANT II
MAINTENANCE WORKER II
RECREATION COORDINATOR II
WATER METER READER II
SEIU
SEIU
SEIU
SEIU
hourly
bi- weekly
monthly
annual
32. 9288
2, 634
5, 708
68, 492
34. 5753
2, 766
5, 993
71, 917
36.042
2, 904
6, 293
75, 513
38. 1194
3, 050
6,07
79, 288
40. 0254
3, 202
6, 938
83, 253
46 POLICE RECORDS ASSISTANT II SEIU hourly
bi- weekly
monthly
annual
33. 7524
2, 700
5, 850
70, 205
35. 4398
2, 835
6, 143
73,15
37. 2116
2, 977
6, 450
77, 400
39. 0726
3, 126
6, 773
81, 271
41. 0259
3, 282
7, 111
85, 334
47 ADMINISTRATIVE ASSISTANT III
ADMINISTRATIVE TECHNICIAN I
HUMAN RESOURCES TECHNICIAN
PERMIT TECHNICIAN I
SEIU
SEIU
SEIU
SEIU
hourly
bi- weekly
monthly
annual
34. 5957
2, 768
5, 997
71, 959
36.260
2, 906
6, 297
75, 558
38. 1420
3, 051
6,11
79, 335
40. 0489
3, 204
6, 942
83, 302
42. 0515
3,64
7, 289
87, 467
48 MAINTENANCE WORKER III
SOLID WASTE & RESOURCE
CONSERVATION COORDINATOR
SEIU
SEIU
hourly
bi- weekly
monthly
annual
35. 4610
2, 837
6, 147
73,59
37. 2342
2, 979
6, 454
77, 447
39. 0955
3, 128
6, 777
81, 319
41. 0502
3, 284
7, 115
85, 385
43. 1030
3, 448
7, 471
89, 654
49 CUSTOMER SERVICE REPRESENTATIVE II
PROPERTY AND EVIDENCE TECHNICIAN
SEIU
SEIU
hourly
bi- weekly
monthly
annual
36.474
2, 908
6, 300
75, 603
38. 1647
3, 053
6,15
79, 382
40. 0733
3, 206
6, 946
83, 352
42. 0770
3,66
7, 293
87, 520
44. 1808
3, 534
7, 658
91, 896
50 ENGINEERING TECHNICIAN I
PLANNING TECHNICIAN I
SEIU
SEIU
hourly
bi- weekly
monthly
annual
37. 2560
2, 980
6, 458
77, 493
39. 1189
3, 130
6, 781
81, 367
41. 0749
3, 286
7, 120
85, 436
43. 1285
3, 450
7, 476
89, 707
45. 2850
3, 623
7, 849
94, 193
51 ADMINISTRATIVE TECHNICIAN II
PERMIT TECHNICIAN II
SENIOR ADMINISTRATIVE ASSISTANT
SENIOR CUSTOMER SERVICE REP
SEIU
SEIU
LMCEA
SEIU
hourly
bi- weekly
monthly
annual
38. 1877
3, 055
6,19
79, 430
40. 0974
3, 208
6, 950
83, 403
42. 1019
3,68
7, 298
87, 572
44. 2072
3, 537
7, 663
91,51
46.173
3, 713
8, 046
96, 548
age to
Attachment " D"
FOR REFERENCE USE ONLY
CITY OF LATHROP
GRADE - STEP TABLE
Eff. 08/ 15/ 2026
Adopted by Resolution No. 26 -
GRADE
52 CLASSIFICATION
ACCOUNTANT I
BUILDING INSPECTOR I
COMMUNITY SERVICE OFFICER I
HR ANALYST I
UTILITY OPERATOR I
UNIT
SEIU
SEIU
SEIU
LMCEA
SEIU
hourly
bi- weekly
monthly
annual
STEP 1
39. 1422
3, 131
6, 785
81, 416
STEP 2
41. 0990
3, 288
7, 124
85, 486
STEP 3
43. 1542
3, 452
7, 480
89, 761
STEP 4
45. 3118
3, 625
7, 854
94, 249
STEP 5
47. 5774
3, 806
8, 247
98,61
53 CONSTRUCTION INSPECTOR I
POLICE RECORDS SUPERVISOR
LEGAL SECRETARY
SEIU
LMCEA
LMCEA
hourly
bi- weekly
monthly
annual
40. 1209
3, 210
6, 954
83, 451
42. 1264
3,70
7, 302
87, 623
44. 2328
3, 539
7, 667
92, 004
46.446
3, 716
8, 050
96, 605
48. 7672
3, 901
8, 453
101, 436
54 ENGINEERING TECHNICIAN II
EXECUTIVE ASSISTANT
PLANNING TECHNICIAN II
SEIU
LMCEA
SEIU
hourly
bi- weekly
monthly
annual
41. 1237
3, 290
7, 128
85, 537
43. 1800
3, 454
7, 485
89,14
45. 3387
3, 627
7, 859
94, 305
47. 6059
3, 808
8, 252
99, 020
49. 9862
3, 999
8, 664
103, 971
55 BUILDING INSPECTOR II
COMMUNITY SERVICE OFFICER II
PERMIT TECHNICIAN III
PLANS EXAMINER I
SENIOR ACCOUNTING TECHNICIAN
SEIU
SEIU
SEIU
SEIU
SEIU
hourly
bi- weekly
monthly
annual
42. 1519
3,72
7, 306
87, 676
44. 2595
3, 541
7, 672
92, 060
46.725
3, 718
8, 055
96, 663
48. 7959
3, 904
8, 458
101, 495
51. 2357
4, 099
8,81
106, 570
56 ACCOUNTANT II
CRIME & INTELLIGENCE ANALYST
CROSS CONNECTION CONTROL
SPECIALIST
DEPUTY CITY CLERK
HR ANALYST II
MANAGEMENT ANALYST I
CONFIDENTIAL)
UTILITY OPERATOR II
SEIU
SEIU
SEIU
LMCEA
LMCEA
LMCEA
SEIU
hourly
bi- weekly
monthly
annual
43. 2058
3, 456
7, 489
89,68
45. 3658
3, 629
7, 863
94, 361
47. 6343
3, 811
8, 257
99, 079
50. 0162
4, 001
8, 669
104, 034
52.167
4, 201
9, 103
109, 235
57 CONSTRUCTION INSPECTOR II
CUSTOMER SERVICE SUPERVISOR
LEGAL ASSISTANT
PARKS & RECREATION SUPERVISOR
SEIU
LMCEA
LMCEA
LMCEA
hourly
bi- weekly
monthly
annual
44. 2857
3, 543
7, 676
92, 114
46. 5000
3, 720
8, 060
96, 720
48. 8252
3, 906
8, 463
101, 556
51. 2661
4, 101
8,86
106, 634
53. 8297
4, 306
9, 330
111, 966
58 ASSISTANT PLANNER
JUNIOR ENGINEER
SENIOR ENGINEERING TECHNICIAN
ELECTRICIAN / INSTRUMENT TECH
SEIU
SEIU
SEIU
SEIU
hourly
bi- weekly
monthly
annual
45. 3929
3, 631
7, 868
94, 417
47. 6626
3, 813
8, 262
99, 138
50. 0457
4, 004
8, 675
104, 095
52.477
4, 204
9, 108
109, 29
55. 1754
4,14
9, 564
114, 765
59 BUILDING INSPECTOR III
CHIEF UTILITY OPERATOR
COMMUNITY SERVICE OFFICER III
LANDSCAPE & IRRIGATION SPECIALIST
MAINTENANCE SERVICES SUPERVISOR
PLANS EXAMINER II
SEIU
SEIU
SEIU
LMCEA
LMCEA
SEIU
hourly
bi- weekly
monthly
annual
46. 5277
3, 722
8, 065
96, 778
48. 8541
3, 908
8, 468
101, 67
51. 2968
4, 104
8,91
106, 697
53. 8613
4, 309
9, 336
112, 031
56.548
4, 524
9, 803
117, 634
60 EXECUTIVE ASSIST TO THE CHIEF OF
POLICE
EXECUTIVE ASSIST TO THE CITY
MANAGER
GIS/ CAD ENGINEERING TECHNICIAN
INFORMATION SYSTEMS ENGINEER I
MANAGEMENT ANALYST II
CONFIDENTIAL)
LMCEA
LMCEA
SEIU
LMCEA
LMCEA
hourly
bi- weekly
monthly
annual
47. 6912
3, 815
8, 266
99, 198
50. 0757
4, 006
8, 680
104,57
52.794
4, 206
9, 114
109, 365
55. 2084
4,17
9, 569
114, 834
57. 9687
4, 637
10, 048
120, 575
61 CONSTRUCTION INSPECTOR III
POLICE SERVICES MANAGER
PUB. OUTREACH COMM COORD
SEIU
LMCEA
LMCEA
hourly
bi- weekly
monthly
annual
48. 8831
3, 911
8, 473
101, 677
51. 3275
4, 106
8,97
106, 71
53. 8935
4, 311
9, 342
112, 098
56.884
4, 527
9, 809
117, 704
59. 4178
4, 753
10, 299
12 3, 589
62 WW TREATMENT PLANT SUPERVISOR LMCEA hourly
bi- weekly
monthly
annual
50. 1052
4, 008
8, 685
104, 219
52. 6107
4, 209
9, 119
109, 430
55. 2410
4,19
9, 575
114, 901
58. 0033
4, 640
10, 054
120, 647
60. 9031
4, 872
10, 557
126, 679
Attachment " D"
FOR REFERENCE USE ONLY
CITY OF LATHROP
GRADE -STEP TABLE
Eff. 08/ 15/ 2026
Adopted by Resolution No. 26 -
GRADE
63 CLASSIFICATION
ASSOCIATE PLANNER
SENIOR BUILDING INSPECTOR
UTILITY OPERATOR III
UNIT
SEIU
SEIU
SEIU
hourly
bi- weekly
monthly
annual
STEP 1
51. 3580
4, 109
8, 902
106, 825
STEP 2
53. 9259
4, 314
9, 347
112,66
STEP 3
56. 6223
4, 530
9, 815
117, 74
STEP 4
59. 4530
4, 756
10, 305
123, 662
STEP 5
62. 4256
4, 994
10, 820
129, 845
64 ASSISTANT ENGINEER
ANIMAL CENTER MANAGER
COMPLIANCE ENGINEER
PROPERTY AND EVIDENCE MANAGER
STREETS AND OPERATIONS MANAGER
UTILITY & REVENUE SERVICES MANAGER
SEIU
LMCEA
SEIU
LMCEA
LMCEA
LMCEA
hourly
bi- weekly
monthly
annual
52. 6417
4, 211
9, 125
109, 45
55. 2736
4,22
9, 581
114, 969
58. 0376
4, 643
10, 060
120, 718
60. 9397
4, 875
10, 563
126, 755
63. 9864
5, 119
11, 091
133, 092
65 BUDGET MANAGER
SENIOR ACCOUNTANT
POLICE OFFICER
LMCEA
LMCEA
SWORN
hourly
bi- weekly
monthly
annual
53. 9579
4, 317
9, 353
112, 232
56. 6561
4, 532
9, 820
117, 845
59. 4885
4, 759
10, 311
123, 76
62. 4630
4, 997
10, 827
129, 923
65. 5864
5, 247
11, 368
136, 420
66 hourly
bi- weekly
monthly
annual
55. 3069
4,25
9, 587
115, 038
58. 0720
4, 646
10, 066
120, 790
60. 9758
4, 878
10, 569
126, 830
64. 0245
5, 122
11, 098
133,71
67. 2262
5, 378
11, 653
139, 831
67 COMMUNITY SERVICES SUPERVISOR
CYBER SECURITY OFFICER
GIS ADMINISTRATIVE ENGINEER
HUMAN RESOURCES MANAGER
INFORMATION SYSTEMS ENGINEER II
PARKS AND RECREATION MANAGER
SENIOR MANAGEMENT ANALYST
SPECIAL DISTRICTS MANAGER
LMCEA
LMCEA
LMCEA
EXEMPT
LMCEA
LMCEA
LMCEA
LMCEA
hourly
bi- weekly
monthly
annual
56. 6895
4, 535
9, 826
117, 914
59.242
4, 762
10, 318
123, 810
62. 5002
5, 000
10, 833
130, 00
65.257
5, 250
11, 375
136, 501
68. 9063
5,13
11, 944
143, 325
68 PERMIT AND PLAN CHECK SUPERVISOR
POLICE CORPORAL
LMCEA
SWORN
hourly
bi- weekly
monthly
annual
58. 1066
4, 649
10, 072
120, 862
61. 0122
4, 881
10, 575
126, 905
64. 0626
5, 125
11,04
133, 250
67. 2659
5, 381
11, 659
139, 913
70. 6293
5, 650
12, 242
146, 909
69 SENIOR PLANNER
UTILITY PLANT SUPERVISOR
UTILITY MAINTENANCE SUPERVISOR
LMCEA
LMCEA
LMCEA
hourly
bi- weekly
monthly
annual
59.593
4, 765
10, 324
123, 883
62. 5374
5, 003
10, 840
13 0, 078
65.645
5, 253
11, 382
136, 582
68. 9475
5,16
11, 951
143, 411
72. 3947
5, 792
12, 548
150, 581
70 ASSOCIATE ENGINEER SEIU hourly
bi- weekly
monthly
annual
61. 0486
4, 884
10, 582
126, 981
64. 1011
5, 128
11,11
133, 30
67. 3058
5, 384
11, 666
13 9, 996
70. 6713
5, 654
12, 250
146, 996
74. 2047
5, 936
12, 862
154, 36
71 INFORMATION SYSTEMS ENGINEER III
PARKS AND REC SUPERINTENDENT
LMCEA
LMCEA
hourly
bi- weekly
monthly
annual
62. 5750
5, 006
10, 846
130,56
65. 7034
5, 256
11, 389
136, 63
68. 9886
5,19
11, 958
143, 496
72. 4378
5, 795
12, 556
150, 671
76. 0598
6, 085
13,84
158, 204
72 MAINTENANCE SUPERINTENDENT
POLICE SERGEANT
LMCEA
SWORN
hourly
bi- weekly
monthly
annual
64. 1392
5, 131
11,17
13 3, 410
67. 3461
5, 388
11, 673
140, 080
70.135
5, 657
12, 257
14 7, 084
74. 2489
5, 940
12, 870
154, 438
77. 9614
6, 237
13, 513
162,60
73 ASSISTANT CHIEF BUILDING OFFICIAL LMCEA hourly
bi- weekly
monthly
annual
65. 7424
5, 259
11, 395
136, 744
69. 0296
5,22
11, 965
143, 582
72. 4812
5, 798
12, 563
150, 761
76. 1051
6, 088
13,92
158, 299
79. 9104
6, 393
13, 851
166, 214
74 ACCOUNTING MANAGER
CITY CLERK
PRINCIPAL PLANNER
SENIOR CIVIL ENGINEER
LMCEA
EXEMPT
LMCEA
LMCEA
hourly
bi- weekly
monthly
annual
67. 3863
5, 391
11, 680
140,63
70.555
5, 660
12, 264
147,1
74. 2928
5, 943
12, 877
154, 529
78. 0077
6, 241
13, 521
162, 256
81. 9079
6, 553
14,97
170, 368
Attachment " D"
FOR REFERENCE USE ONLY
CITY OF LATHROP
GRADE - STEP TABLE
Eff. 08/ 15/ 2026
Adopted by Resolution No. 26 -
GRADE CLASSIFICATION UNIT STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 75 hourly 69. 0711 72. 5244 76. 1503 79. 9580 83. 9558
bi- weekly 5,26 5, 802 6, 092 6, 397 6, 716
monthly 11, 972 12, 571 13,99 13, 859 14, 552
annual 143, 668 150, 851 158, 393 166, 313 174, 628
76 CONSTRUCTION SUPERINTENDENT
DEPUTY DIRECTOR OF PARKS, REC &
LMCEA hourly 70.974 74. 3375 78. 0541 81. 9570 86. 0547 MAINT SERVICES LMCEA bi- weekly 5, 664 5, 947 6, 244 6, 557 6, 884 FINANCE MANAGER LMCEA monthly 12, 272 12, 885 13, 529 14, 206 14, 916 PROJECT MANAGER LMCEA annual 147, 259 154, 622 162, 352 170, 471 178, 994
WATER OPS SUPERINTENDENT LMCEA
WW, RECYCLED WATER, ENVIRONMENTAL
OPERATIONS SUPERINTENDENT LMCEA
77 ASSISTANT CITY ATTORNEY EXEMPT hourly 72. 5671 76. 1958 80. 0055 84. 0056 88. 2061 bi- weekly 5, 805 6, 096 6, 400 6, 720 7, 056
monthly 12, 578 13, 207 13, 868 14, 561 15, 289
annual 150, 940 158, 47 166, 411 174, 732 183, 469
78 DEPUTY FINANCE DIRECTOR LMCEA hourly 74. 3818 78. 1005 82. 0058 86. 1059 90. 4115 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, 572 179,00 188, 056
2026 Compensation Limits for Classic and PEPRA Members CalPERS 79 ECONOMIC DEV ADMINISTRATOR LMCEA hourly 76. 2413 80. 0530 84. 0562 88. 2588 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, 52 166, 510 174, 837 183, 578 192, 757
80 ASSISTANT COM DEV DIRECTOR LMCEA hourly 78. 1471 82. 0545 86. 1572 90. 4650 94.884 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, 207 188,67 197, 56
81 CHIEF BUILDING OFFICIAL EXEMPT hourly 80. 1011 84. 1062 88. 3119 92. 7272 97. 3633 CHIEF INFORMATION OFFICER EXEMPT bi- weekly 6, 408 6, 728 7, 065 7, 418 7,89 POLICE LIEUTENANT SWORN monthly 13, 884 14, 578 15, 307 16, 073 16, 876 annual 166, 610 174, 91 183, 689 192, 873 202, 516
82 ASSISTANT PUBLIC WORKS DIRECTOR LMCEA hourly 82. 1034 86. 2090 90. 5190 95. 0449 99. 7976 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, 20 197, 693 207, 59
83 SENIOR CONSTRUCTION MANAGER EXEMPT hourly 84. 1562 88. 3637 92. 7820 97. 4206 102. 2920 bi- weekly 6, 732 7, 069 7, 423 7,94 8, 183
monthly 14, 587 15, 316 16, 082 16, 886 17, 731
annual 175, 045 183, 796 192, 986 202, 635 212, 767
84 POLICE CAPTAIN SWORN hourly 86. 2598 90. 5731 95. 1014 99. 8563 104. 8497 bi- weekly 6, 901 7, 246 7, 608 7, 989 8, 388
monthly 14, 952 15, 699 16, 484 17, 308 18,74
annual 179, 420 188, 392 197, 811 207, 701 218, 07
85 DIRECTOR OF GOVT SERV/ CITY CLERK EXEMPT hourly 88. 4162 92. 8373 97. 4791 102. 3531 107. 4706 DIRECTOR OF HUMAN RESOURCES EXEMPT bi- weekly 7, 073 7, 427 7,98 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, 906 193,02 202, 757 212, 894 223, 59 86 CITY ENGINEER EXEMPT hourly 90. 6266 95. 1582 99.159 104. 9118 110.574 bi- weekly 7, 250 7, 613 7, 993 8, 393 8,13
monthly 15, 709 16, 494 17, 319 18,85 19, 094
annual 188, 503 197, 929 207, 825 218,16 229, 127
87 DIRECTOR OF FINANCE EXEMPT hourly 92. 8925 97. 5371 102. 4141 107. 5345 112. 9114 bi- weekly 7, 431 7, 803 8, 193 8, 603 9, 033
monthly 16,01 16, 906 17, 752 18, 639 19, 571
annual 193, 216 202, 877 213, 021 223, 672 234, 856
Attachment " D"
FOR REFERENCE USE ONLY
CITY OF LATHROP
GRADE -STEP TABLE
Eff. 08/ 15/ 2026
Adopted by Resolution No. 26 -
GRADE
88 CLASSIFICATION
DIRECTOR OF COMMUNITY
DEVELOPMENT
DIRECTOR OF PUBLIC WORKS
UNIT
EXEMPT
EXEMPT
hourly
bi- weekly
monthly
annual
STEP 1
95. 2148
7, 617
16, 504
198, 047
STEP 2
99.754
7, 998
17, 329
207, 949
STEP 3
104. 9742
8, 398
18,96
218, 346
STEP 4
110. 2229
8,18
19,05
229,64
STEP 5
115. 7341
9, 259
20, 061
240, 727
89 PUBLIC WORKS DIR/ CITY ENGINEER EXEMPT hourly
bi- weekly
monthly
annual
97. 5953
7, 808
16, 917
202, 998
102. 4749
8, 198
17, 762
213, 148
107. 5988
8, 608
18, 650
223, 805
112. 9788
9, 038
19, 583
234, 996
118. 6275
9, 490
20, 562
246, 745
90 DEPUTY CITY MANAGER EXEMPT hourly
bi- weekly
monthly
annual
100. 0352
8, 003
17, 339
208, 073
105. 0367
8, 403
18, 206
218, 476
110. 2886
8,23
19,17
229, 400
115. 8032
9, 264
20, 073
240, 871
121. 5933
9, 727
21, 076
252, 914
91 ASSISTANT CITY MANAGER EXEMPT hourly
bi- weekly
monthly
annual
102. 5360
8, 203
17, 773
213,75
107. 6625
8, 613
18, 662
223, 98
113. 0460
9, 044
19, 595
235, 136
118. 6985
9, 496
20, 574
246, 893
124. 6333
9,71
21, 603
259,37
92 hourly
bi- weekly
monthly
annual
105.067
8, 409
18, 219
218, 622
110. 3626
8,29
19,30
229, 554
115. 8741
9, 270
20, 085
241, 08
121. 6653
9, 733
21, 089
253, 064
127. 7485
10, 220
22, 143
265, 717
93 hourly
bi- weekly
monthly
annual
107. 7346
8, 619
18, 674
224, 088
113.123
9, 049
19, 606
235,74
118. 7697
9, 502
20, 587
247, 041
124. 7069
9,77
21, 616
259, 30
130. 9484
10, 476
22, 698
272, 373
94 hourly
bi- weekly
monthly
annual
110. 4234
8,34
19,40
229, 681
115. 9471
9, 276
20, 098
241, 170
121. 7383
9, 739
21, 101
253,16
127. 8337
10, 227
22, 158
265, 894
134. 2212
10, 738
23,65
279, 180
95 hourly
bi- weekly
monthly
annual
113.730
9, 054
19, 617
235, 400
118. 8305
9, 506
20, 597
247, 168
124. 7799
9,82
21, 629
259, 542
131. 0092
10, 481
22, 708
272, 499
137. 5669
11, 005
23, 845
286, 139
96 hourly
bi- weekly
monthly
annual
116. 0078
9, 281
20, 108
241,96
121. 8114
9, 745
21, 114
253, 368
127. 8945
10, 232
22, 168
266, 021
134. 2942
10, 744
23,78
279, 332
141. 0101
11, 281
24, 442
293, 301
CONTRACT
POLICE CHIEF EXEMPT annual 287, 555
CITY ATTORNEY EXEMPT annual 299, 09
CITY MANAGER EXEMPT annual 320, 961
Changes
Add:
Remove:
Attachment " D"