Table of Contents
INTRODUCTION............................................................................................................................................................... 1 ARTICLE 1: HOURS OF WORK ............................................................................................................................. 1 ARTICLE 2: COMPENSATION ............................................................................................................................ 2 ARTICLE 3: LEAVES OF ABSENCE .................................................................................................................... 4 ARTICLE 4: BENEFITS .............................................................................................................................................. 8 EXHIBIT A – List of Unrepresented Classifications ......................................................................................... 13 EXHIBIT B – Salary Schedule .................................................................................................................................... 14
INTRODUCTION
The employees covered by this compensation plan are in classifications that are unrepresented by a bargaining unit due to the confidential or executive nature of their positions . A list of the classifications included in this plan is attached as Exhibit A. New classifications created that are either executive management, management/confidential, professional/confidential, or administrative/confidential, based on the nature of their job duties, are considered part of this compensation plan and all the terms and conditions covered in this plan will apply.
Employees in all classifications covered by this compensation plan are considered to be “at -will”. “At- will” employees are employees who have no property interest to continued employment and are not entitled to a disciplinary appeal procedure.
If an employee becomes “at-will” by way of promotion or reclassification to an unrepresented position covered by this compensation plan, they will be required to waive their property interest in the prior position(s) held as a condition of accepting the position at the time of promotion or reclassification.
ARTICLE 1 : HOURS OF WORK
1) Hours of work
With the exception of non- exempt employees, all individuals are normally expected to work a minimum of forty hours per workweek as well as any additional hours that may be required to fulfill the responsibilities and work assignments of the position. The City may require employees to record hours actually worked, regardless of FLSA exempt/non-exempt status. 2) Work Schedule
Employees may be assigned to work a 5/40, 9/80 or 4/10 work schedule. Employees may work a different work schedule based upon the needs of the City or req uest of the employee , which is subject to mutual agreement and department head approval.
For non -exempt employees assigned to a 9/80 work schedule, the FLSA designated workweek begins four hours after the start time of the employee’s alternating regular d ay off. 3) Partial Day Absences
Exempt employees must use accrued leave to cover any absence of four (4) hours or more. The intent of the partial day absence rule is to allow for some flexibility for exempt employees, while still recognizing the principle of public accountability. Public accountability means that employees are expected to work their regular work schedule, and should not regularly be absent from work .
However, if an employee needs to occasionally be absent for less than four hours on a working day, the employee will not have to use leave, but will be expected to complete their work.
Non-exempt employees must record actual hours worked and use accrued leave for any absence.
4) Overtime:
Only employees in classifications designated as non-exempt pursuant to the Fair Labor Standards Act (FLSA) are eligible to receive overtime. Non-exempt employees who work more than forty hours in a designated workweek are eligible for FLSA overtime, calculated pursuant to the FLSA. Approval for all overtime must be requested and granted prior to working said overtime, except in emergency situations.
ARTICLE 2: COMPENSATION
1) Salary
The salary ranges established for classifications covered by this plan are identified in Exhibit B. All employees shall be paid a salary rate within the designated range for their position. The City Manager may, at their sole discretion, establish guidelines and procedures for setting salaries for employees whose positions are allocated to an open salary schedule. Individual salary increases shall be based on performance and shall acknowledge and reflect the level of job proficiency indicated by the employee’s performance evaluation.
a) Adjustments to the salary range:
The City Manager shall periodically recommend to the City Council adjustment to t he salary ranges based upon cost of living, market indicators and internal salary relationships.
Adjustments to the salary range (or creation of a new classification) requires a recommendation by the City Manager and City Council approval.
b) Salary upon appointment:
Upon appointment to an unrepresented classification, the City Manager may authorize an initial salary rate at the time of appointment at any place within the salary ra nge based upon experience, knowledge, skills, and/or abilities related to the classification.
c) Movement within the salary range:
Individuals may be eligible for movement within the established salary range based on performance and upon the recommendation of the employee’s Department Head and the City Manager, provided there is funding available within the budget . Movement within the salary range based on performance is at the discretion of the City Manager and shall not exceed 10% of the employees’ base rate of pay in any fiscal year. A request for movement within the salary range that exceeds 10% requires City Council approval.
d) Performance Bonus:
i) Executive Management employees (as defined in Exhibit A) are eligible for a bonus of up to 5% of base pay for exemplary performance or completion of a special project exceeding the general and customary duties of their classification. ii) Other (non-executive management) employees are eligible for a bonus of up to 2. 5% of base pay for exemplary performance or completion of a special project exceeding the general and customary duties of their classification.
iii) All bonuses are granted at the sole discretion of the City Manager, and require that funding exists within the budget for such bonuses.
2) Acting Pay
Any employee assigned by the City Manager or their Department Head to serve in an acting capacity in a position at or above their salary range will receive acting pay of 5% their base salary, beginning on the fifth consecutive working day in the acting position.
If the position for which the employee is acting is vacant and the law limits the acting assignment to 960 hours, the City will follow the law and limit the acting assignment to no more than 960 hours.
The Parties agree that to the extent permitted by law, Acting Pay is special compensation as defined by CalPERS regulations and shall be reported as such to CalPERS pursuant to Title 2 CCR, Section 571(a)(3) Temporary Upgrade Pay. Acting Pay is only reportable t o CalPERS as special compensation for those who qualify as “classic members” and is not reportable for “new members”, as defined by the Public Employees’ Pension Reform Act of 2013 (PEPRA).
3) Vehicle Allowance
Employees are eligible for a vehicle allowance per the parameters outlined in applicable City policy.
Employees who were receiving auto allowance as of February 1, 2022, are grandfathered to continue receiving the auto allowance at the same level/amount, even if their classification is not included in an updated version of the policy.
a) Executive management employees (as defined in Exhibit A) are eligible for a vehicle allowance of $400 per month. The Police Chief and Fire Chief are assigned a take home vehicle in lieu of the vehicle allowance.
b) Other employees designated by the City Manager to receive an auto allowance in accordance with the City policy are eligible for a vehicle allowance of $200.
4) Notary Pay
Employees in the classification of Deputy City Clerk and Assistant City Clerk who maintain their certification and perform notary services in support of organizational needs are eligible for Notary Pay of $100 per month.
5) Uniform Allowance for Police and Fire Chiefs
The Police Chief will have uniforms provided by the City and receive a uniform allowance of $700 per year paid on a biweekly basis ($26.92/biweekly). The Fire Chief will have uniforms provided by the City and receive a uniform allowance of $600 per year paid on a biweekly basis ($23.08/biweekly).
For “classic” CalPERS members, the uniform allowance will be reported as special compensation pursuant to Title 2 CCR, Section 571(a)(5) – Uniform Allowance. For “New Members” as defined by the Public Employees’ Pension Reform Act of 2013, uniform allowance is not reportable to CalPERS as special compensation.
ARTICLE 3 : LEAVES OF ABSENCE
1) General Leave
a) Leave Accrual and Maximum Accrual:
General Leave is provided to employees as paid time off from work. The City Manager may authorize an initial bank of General Leave hours and authorize a higher level of vacation accrual for executive management employees (as defined in Exhibit A) at the time of hire. Other employees begin to accrue General Leave wi th the first day of employment , based upon their total years of public service . All years of full- time service with any public sector agency (including Cities, Counties, school districts, special districts or other agencies approved by the Human Resources Director) will be counted towards years of service for the purpose of calculating the employee’s General Leave accrual. Employees may accumulate up to three years of General Leave accrual. If an employee reaches the General Leave accrual maximum, that employee will not accumulate further leave until such time that the employee’s accrual falls below the maximum amount. Under special circumstance, the City Manager may authorize an employee to accrue over the maximum accrual cap for a limited duration of time (generally not to exceed 6 months). Should an employee have paid hours less than their full time hours in any pay period, they will accrue a pro -rated amount of General Leave based on their number of paid hours.
Accrual rates and maximum accrual levels are as follows:
b) General Leave Use:
Employees are encouraged to use General Leave to have time for personal obligations, leisure and family time, and disconnection from work, so that they can remain focused and to return to work mentally refreshed. General Leave may be used as earned for vacation, personal time off or for any reason tha t would qualify for sick leave pursuant to City policy and consistent with applicable law.
Employees wishing to use General Leave for vacation, personal reasons, and sick leave where advance notice is possible (e.g., prescheduled doctor’s appointments or procedures) should request such leave as far in advance as they are able, but usually at least one week in advance of the requested period. Leaves will be scheduled, insofar as possible and practical, at those times requested by each employee. Approval o f General Leave requests are at the sole discretion of the employee’s supervisor and department head.
Employees wishing to use General Leave for sick leave purposes in cases where such advanced notice is not possible or practical should inform their sup ervisor such leave is needed (e.g., “calling in sick” for t hemselves or a family member). Requests for sick leave will be reviewed and granted consistent with applicable law.
c) General Leave Cash Out:
On or before the pay period which includes December 15 of each calendar year, an employee may make an irrevocable election to cash out up to 120 hours of accrued General Leave, which will be earned in the following calendar year and paid out the following December at the employee’s base rate of pay. Elections will be made on forms provided by Human Resources and cannot be modified once elected. The employee’s General Leave balance cannot be reduced below 80 hours as a result of cashing out leave. Thus, if the employee’s leave balance would fall below 80 hours as a result of cashing out leave, the employee will receive cash for their election only for the hours above 80.
Accrued and unused General Leave is paid at the base hourly rate of pay with the final paycheck upon separation from City service.
Years of Public Service Annual Accrual Biweekly Accru al Maximum Accrual 0 – 5 full years 200 hours 7.692 hours 600 hours
> 5 years to 10 full years 240 hours 9.231 hours 720 hours > 10 full years 280 hours 10.769 hours 840 hours
2) Holidays
Designated Holidays:
The following days shall be recognized and observed as paid holidays:
a) New Year’s Day (January 1)
b) Martin Luther King, Jr Day (third Monday in January) c) President’s Day (third Monday in February)
d) Memorial Day (last Monday in May)
e) Independence Day (July 4)
f) Labor Day (first Monday in September)
g) Columbus Day (second Monday in October)
h) Veterans Day (November 11)
i) Thanksgiving Day (fourth Thursday of November)
j) Friday following Thanksgiving Day
k) Christmas Day (December 25)
3) Observance of Holidays
Employees will receive paid holiday leave for each holiday designated above that falls on the employee’s regular work day based on the number of hours the employee is scheduled to work o n the holiday, provided they are in paid status the day preceding and the day following a scheduled holiday. If a designated holiday falls on a Sunday, the following Monday shall be observed as the holiday. If the designated holiday falls on a Saturday, the preceding Friday shall be observed as the holiday. Employees must be in paid status the day immediately before and immediately after the day the holiday is observed to be eligible to receive the paid holiday.
4) Holiday Leave Bank
If a holiday falls on an employee’s regularly scheduled day off, they will accrue one day of holiday leave in a holiday bank (8 hours for an employee working a 5/40 schedule, 9 hours for an employee working a 9/80 schedule, and 10 hours for an employee working a 4/10 schedule). Employees with hours in the holiday leave bank may request and use the leave in the same manner as t hey use of General Leave except that no holiday leave hours may be received as cash. The maximum number of hours in the holiday leave bank is capped at for ty (40) hours. Should an employee be at the maximum, the employee forfeits additional holiday leave accrual until the use of holiday leave hours reduces the leave bank below the maximum.
5) Additional Leave Programs
a) Bereavement Leave:
Employees may use up to forty (40) hours of paid bereavement leave per calendar year for grieving, receiving counseling, making arrangements or carrying out last wishes as a result of a death of a member of the employee’s immediate family. For bereavement leave purposes,
immediate family members include spouse, registered domestic partner, parent, brother, sister, child, mother -in-law father -in-law, sister -in-law, brother -in-law, foster child, foster parent, grandparent and grandchild. Bereavement leave will not be charged to the employee’s accrued leave balances. If an employee experiences the death of more than one immediate family member, the employee may request an exception to use an additional 40 hours of bereavement leave, subject to verification and approval of the Human Resources Department.
b) Jury Duty:
Employees who are summoned for jury duty will be compensated with paid jury duty service for up to 80 hours, in accordance with City Policy. Employees must submit proof of jury duty service upon completion of the service.
c) Catastrophic Leave:
Employees may donate accrued and unused General Leave to other City employees who have exhausted all accrued leave, who have been granted an unpaid leave of absence, and who need to continue to be absent from work due to a catastrophic injury or illness. The value of the General Leave is converted from the donor’s hourly rate of pay to the number of hours at the recipient’s hourly rate of pay. Employees electing to donate General Leave must complete the Catastrophic Leave Donation form provided by Human Resources.
d) Leave of Absence Without Pay:
The City Manager may grant a leave of absence without pay for up to one year at their sole discretion. The denial of a request for an unpaid leave of absence is not subject to any appeal process.
The unpaid leave of absence in this section would be for a leave of absence that is not covered under any law or other City policy. An employee must exhaust all accrued leave prior to being eligible for an approved leave of absence without pay. An employee, who fails to return to work from a leave of absence without pay, may be subject to termination from employment.
e) Military Leave:
Military leave is provided pursuant to the provisions of the State of California and federal law.
f) Workers’ Compensation Leave/Salary Continuation:
Employees who are absent from work on an accepted workers’ compensation claim, may be paid their base rate of pay for seven workdays. For leave that exceeds seven workdays, employees are eligible for benefits as provided by law. Employees may coordinate benefit payment with the use of accrued leave to maintain salary earnings at the same level as achieved while working. Leave due to a work related injury or illness is run concurrently with FMLA/CFRA leave for non-safety employees.
Safety employees are eligible for leave benefits pursuant to Labor Code 4850.
ARTICLE 4: BENEFITS
1) Medical Insurance
a) City Contribution to Medical Insurance:
The City is enrolled in CalPERS Medical in accordance with the Public Employees’ Medical and Hospital Care Act (PEMHCA). Employees who enroll in a CalPERS medical plan will receive a City contribution depending on their selected level of coverage, as follows:
If the plan chosen is less costly than (or as costly as) the maximum City contribution, the City will pay the employee’s full premium. If an employee chooses a plan that is more costly than the City’s contribution, the employee will pay the difference between the cost of their selected plan and the City’s contribution. The City’s health insurance contribution will be inclusive of (not in addition to) the PERS statutory minimum.
Should the C ity contribution to medical insurance be increased for the Manhattan Beach Mid Management Association (MBMEA), employees covered by this compensation plan will receive the same City contribution.
b) Opt Out of Medical Insurance
Employees, who are able to dem onstrate to the City’s satisfaction that they have minimum essential coverage as defined by the Affordable Care Act, may opt out of participation in the City’s health plan. Pursuant to the Affordable Care Act (ACA) Employer Mandate “affordability” determination, an Eligible Opt-Out Arrangement requires the following for employees who opt- out of employer-provided health coverage and receive cash in lieu:
i) Employee must provide reasonable evidence that the employee and each member of the employee’s expected t ax family (individuals the employee expects to claim personal exemption deduction) have or will have minimum essential coverage (other than coverage in the individual market, whether or not obtained through Covered California) during the period of coverage to which the opt-out arrangement applies;
ii) The opt-out payment may not be made if the employer knows or has reason to know that the employee or any other member of the employee’s expected tax family does not have or will not have the alternative coverage;
Level of Coverage Monthly City
Contribution
Employee only $820.20
Employee plus one dependent $1,640.40
Employee plus two or more dependents $2,132.52
iii) The evidence of alternative coverage must be provided every plan year to which the eligible opt-out arrangement applies; and
iv) The reasonable evidence must be provided no earlier than a reasonable period of time before the plan year begins.
Employees opting out of health insurance completely who would have otherwise been eligible for either single or two-party medical coverage will receive $2,700 per year ($103.85 per pay period), paid biweekly as part of payroll. Employees opting out of health insurance who would have otherwise been eligible for family medical coverage (employee plus 2 or more qualified dependents) will receive an opt-out incentive of $5,400 per year ($207.69 per pay period), paid biweekly as part of payroll. This opt-out amount is taxable income and will not be considered compensation earnable (meaning it does not qualify as “special compensation” under the CalPERS regulations).
2) Dental
Employees (and eligible dependents) may elect to enroll in a dental plan offered by the City. The City will contribute $70.00 per month toward the dental plan premium or in lieu of enrollment in a dental plan, the City will provide $70.00 per month as taxable wages to the employee. The selection of dental plan provider and coverage is at the City’s sole discretion.
3) Vision
The City will enroll employees and eligible dependents in a vision plan. The vision plan premium is paid by the City. The selection of vision plan provider and level of coverage is at the City’s sole discretion.
4) Life Insurance
The City will provide coverage and pay the current premium for life insurance for each employee in accordance with the plan and carrier chosen by the City. The current life insurance plan benefit for an employee is 1.5 times the employee’s annual base salary, up to a maximum of $500,000.
Employees may elect additional voluntary life insurance at their own cost, as offered by the City.
5) Short Term Disability
The City offers a short-term disability plan. Participation in the plan is voluntary and premiums a re paid by the employee.
6) Long Term Disability
The City provides a long -term disability program for employees. The premium for the long- term disability is paid by the City. The selection of the plan provider and level of coverage is at the City’s sole discretion.
7) Section 125 Flexible Spending Accounts
The City offers medical and/or dependent care flexible spending accounts. Participation in one or both plans is voluntary and funded by the employee.
8) Deferred Compensation Plan
Employees may participate in a 457 deferred compensation program by electing to contribute pre- tax earnings to the plan subject to annual plan limits.
The City will contribute 2.5% of base pay into a 401(a) plan on behalf of sworn executive employees (Police Chief and Fire Chief).
The City will contribute 4.5% of base pay into a 401(a) plan on behalf of non- sworn employees.
9) Retiree Medical Benefits
Employees who retire from the City of Manhattan Beach and maintain enrollment in CalPERS medical as a retiree, are eligible to receive the PEMHCA statutory minimum contribution toward medical plan premiums paid by the City.
a) Executive management employees (as defined in Exhibit A), who retire from the City of Manhattan Beach with at least five years of full-time service to the City of Manhattan Beach and maintain enrollment in CalPERS medical as a retiree, will receive an additional $400 per month (above the PEMHCA minimum) until such time as any one of the follow occur:
i) The retiree reaches age 65 (following the attainment of age 65, only the PEMHCA minimum applies); or
ii) The retiree becomes eligible for Medicare (following eligibility for Medicare, only the PEMHCA minimum applies); or
iii) The retiree passes away.
Once any of the preceding occurs, the City will no longer provide the $400 retiree medical benefit.
b) Other (non-executive management) employees , who retire from the City of Manhattan Beach with at least fifteen years of full-time service to the City of Manhattan Beach and maintain
enrollment in CalPERS medical as a retiree, will receive an additional $250 per month (above the PEMHCA minimum) until such time as any one of the follow occur:
i) The retiree reaches age 65 (following the attainment of age 65, only the PEMHCA minimum applies); or
ii) The retiree becomes eligible for Medicare (following eligibility for Medicare, only the PEMHCA minimum applies); or
iii) The retiree passes away.
Once any of the preceding occurs, the City will no longer provide the $250 retiree medical benefit.
11) Retiree Health Savings Plan
The City will co ntribute 2% of base salary for e xecutive management employees (as defined in Exhibit A) into a retiree Health Savings Plan.
12) CalPERS Retirement
The City contracts with the California Public Employees’ Retirement System for retirement benefits.
a) “Classic” CalPERS Members:
Employees who are “classic” members under the CalPERS retirement program receive the following retirement benefits:
i) Miscellaneous members receive the 2% @ 55 retirement formula and one -year final compensation (Government Code section 20042). Employees contribute the 7% member contribution on a pre-tax basis toward the retirement benefit.
ii) Sworn Police members receive the 3% @ 50 retirement formula (Government Code 21362.2) and one-year final compensation (Government Code section 20042). Employees contribute the 9% member contribution on a pre -tax basis toward the retirement benefit.
Employees also pay an additional three percent (3%) retirement contribution as cost sharing pursuant to Government Code section 20516. In accordance with IRS Code section 414(h)(2), the cost sharing will then be treated as a pre-tax deduction.
iii) Sworn Fire members receive the 3% @ 55 retirement formula (Government Code 21 363.1) and one -year final compensation (Government Code section 20042). Employees contribute the 9% member contribution on a pre -tax basis toward the retirement benefit.
Employees also pay an additional three percent (3%) retirement contribution as cost sharing pursuant to Government Code section 20516. In accordance with IRS Code section 414(h)(2), the cost sharing will then be treated as a pre-tax deduction.
b) “New Members” under the Public Employee Pension Reform Act (PEPRA) :
Employees who are “new members under the CalPERS retirement program receive the following benefits:
i) Miscellaneous members receive the 2% @ 62 retirement formula and a three -year final compensation period (Government Code section 7522.32(a)). Employees contribute the higher of 7% or one-half the normal cost as identified annually by CalPERS.
ii) Safety members receive the 2.7% @ 57 retirement formula (Government Code section 7522.25(d)) and a three -year final compensation period (Government Code section 7522.32(a)). Employees contribute the higher of 12% or one -half the normal cost as identified annually by CalPERS.
iii) The City contracts for all retirement benefits with CalPERS and additional benefits are identified within the contract.
13) Additional Programs and Benefits avail able to unrepresented employees Employees in the unrepresented bargaining unit are eligible for Citywide benefits governed by City Policy and available to employees in represented units, including but not limited to: Tuition Reimbursement, Rideshare Incentive, Service Awards, etc.
Exhibit A – List of Unrepresented Classifications
1) Executive Management
City Clerk
Community Development Director
Finance Director
Fire Chief
Human Resources Director
Information Technology Director
Parks and Recreation Director
Police Chief
Public Works Director
2) Management , Professional , and Administrative (Confidential) Communications and Civic Engagement Manager
Financial Controller
Financial Services Manager
Human Resources Manager
Risk Manager
Assistant to the City Manager
Assistant City Clerk
Digital Communications and Graphics Coordinator
Executive Assistant to the City Manager
Human Resources Analyst
Marketing and Communications Coordinator
Policy and Management Analyst
Senior Human Resources Analyst
Deputy City Clerk
Human Resources Executive Assistant
Human Resources Assistant
Human Resources Technician
Exhibit B – Salary Schedule
Classifications Min. Max. Min. Max. Min. Max. Min. Max.
Assistant City Clerk 8,825 11,578 9,090 11,925 9,363 12,283 9,503 12,467 Assistant to the City Manager 8,825 11,578 9,090 11,925 9,363 12,283 9,503 12,467 City Clerk 13,989 18,231 14,409 18,778 14,841 19,341 15,064 19,631 Communications & Civic Engagement Manager 10,785 14,152 11,109 14,577 11,442 15,014 11,614 15,239 Community Development Director 13,989 18,231 14,409 18,778 14,841 19,341 15,064 19,631 Deputy City Clerk 5,498 7,251 5,663 7,469 5,833 7,693 5,920 7,808 Digital Communications & Graphics Coordinator 6,597 8,655 6,795 8,915 6,999 9,182 7,104 9,320 Executive Assistant to the City Manager/City Council 6,079 7,976 6,261 8,215 6,449 8,461 6,546 8,588 Finance Director 13,989 18,231 14,409 18,778 14,841 19,341 15,064 19,631 Financial Controller 10,785 14,152 11,109 14,577 11,442 15,014 11,614 15,239 Financial Services Manager 9,708 12,736 9,999 13,118 10,299 13,512 10,453 13,715 Fire Chief 18,264 23,659 18,812 24,369 19,376 25,100 19,667 25,477 Human Resources Analyst 6,597 8,655 6,795 8,915 6,999 9,182 7,104 9,320 Human Resources Assistant 4,663 5,954 4,803 6,133 4,947 6,317 5,021 6,412 Human Resources Director 13,989 18,231 14,409 18,778 14,841 19,341 15,064 19,631 Human Resources Executive Assistant 5,498 7,251 5,663 7,469 5,833 7,693 5,920 7,808 Human Resources Manager 10,785 14,152 11,109 14,577 11,442 15,014 11,614 15,239 Human Resources Technician 5,498 7,251 5,663 7,469 5,833 7,693 5,920 7,808 Information Technology Director 13,989 18,231 14,409 18,778 14,841 19,341 15,064 19,631 Marketing & Communications Coordinator 6,597 8,655 6,795 8,915 6,999 9,182 7,104 9,320 Parks and Recreation Director 13,989 18,231 14,409 18,778 14,841 19,341 15,064 19,631 Police Chief 18,264 23,659 18,812 24,369 19,376 25,100 19,667 25,477 Policy & Management Analyst 7,775 10,202 8,008 10,508 8,248 10,823 8,372 10,985 Public Works Director 13,989 18,231 14,409 18,778 14,841 19,341 15,064 19,631 Risk Manager 10,785 14,152 11,109 14,577 11,442 15,014 11,614 15,239 Senior Human Resources Analyst 7,586 9,953 7,814 10,252 8,048 10,560 8,169 10,718 Effective 01/01/2022 Effective 01/14/2023 Effective 01/13/2024 Effective 01/11/2025